Quality of hire is a topic of keen interest to recruiters and talent acquisition professionals and in June of 2010, APQC interviewed Yves Lermusi, CEO of Checkster, to ask him how he, and some of the organizations he works with, define and measure quality of hire. These days Yves spends most of his time consulting and analyzing the cost and effect of quality of hire.
Many employees have “multiple personalities” in which they act differently toward co-workers than towards their manager, depending upon their relative position of influence. They’ve learned to “manage up,” displaying their best qualities and performance in full view of the people who hired them and who wield power over them. Managers, after all, conduct employees’ performance reviews, determine compensation, and guide their career paths within the organization. It is clearly in employee’s best interest to put their best foot forward in interactions with their managers.
The way you handle rejected candidates affects your brand health. In today’s transparent world of social media and instant communication, one disgruntled rejected candidate can do serious damage to your brand. As Universum Quarterly investigated the topic, it became obvious that many employers sorely lack an understanding of how important it is to take good care of their rejects as well.
The impact of a prolonged recession, which included massive job losses and fewer employment opportunities, has been widespread. However, while many Americans face challenges, the nation’s young people have been especially affected by this economic climate.
What if you’re the executive everyone loves to hate? Your career may have advanced nicely to this point due to your talent and expertise. But career advisers say that unless you modify your behavior, it’s unlikely that top management will continue to reward you.
How to gain perspective when job pressure causes staffing professionals to lose site of the fundamentals.
At the risk of referencing the much overused analogy – don’t lose site of the forest for the trees – I think it can be used to describe a classic pattern that is emerging in staffing today. For many organizations, the light is at the end of the tunnel. Job growth could be on the horizon. But there are many reasons to believe that the convergence of factors we typically see just before job growth will be compounded by the severity of the recent recession. Do you see these patterns emerging:
Did you ever wonder why some teams really seem to ‘click’ and others don’t? Or why chronic problems persist in some teams, despite coaching, motivational programs, and other interventions?
Why Human Capital Supply Chains are critical for post-recession success.
During the recession of 2008/2009, websites like Forbes’ Layoff Tracker displayed
a running list of companies that laid off hundreds, thousands and even tens of thousands of workers. Certainly, if CEOs had a more fluid method to relate slowing business performance to a decreased need for human capital in real-time they would have been able to gradually ramp down their staffing levels rather than decrease them so abruptly and publically.
When you present a candidate to a hiring manager or to the other people to show how great they are, there are two types of claims: The one they can prove on the spot and the one that will need some degree of verification. For instance, if someone claims to be able to speak Spanish, as a recruiter you can easily have this checked by a Spanish speaker. To the same extent, any specific technical verifiable capability can be assessed during a technical interview or test.
A couple of weeks ago, I was providing some interview coaching for an Ivy college Junior. He is searching for a summer internship on where else? Wall Street. This isn’t exactly open season for hiring in Financial Services, so he has to have every edge over the competition. After explaining that interviewers are often tough, I began a series of questions that “searched for limitations”. One of them, “Tell me about a time when you disagreed with your boss” led to a response I hadn’t been counting on.
