Welcome to the first chapter of "Five Things You Need to Know About Hiring This Week." The purpose of this weekly update is to give you, our readers and customers, some insight into the world of HR. Even if you don't work in the industry, the articles included are still applicable. From statistics, to new employment laws, to general questions and answers, we bring you the best of the best articles from the week.
The Week of December 31st:
- Being a team player - 71%
- Fully focused on satisfying customers - 68%
- Motivate and engage others in their jobs - 65%
- Success in achieving your "critical few objectives" - 62%
- Work smart - 60%
- Add value to the organization - 52%
- Contribute to improving the bottom line - 48%
Working with hiring managers every day, these results weren't surprising. However, having solid data to work off of is a great tool for hiring managers to pinpoint what exactly it is they want in a candidate - something we find that many managers struggle with.
What do you think of these results? Did any of them surprise you?
Timothy Clark, author of The Employee Engagement Mindset, wanted to better understand what it is about highly engaged employees that makes them, well, highly engaged. He studied 150 highly engaged employees in 13 different industries. Clark found that these employees do behave in a consistent way.
These are his findings:
-- 99% of highly engaged employees report personal and primary responsibility for their own engagement
-- They feel the least entitled out of all employees
-- They engage customers and perfect the customer experience
-- Highly engaged employees demonstrate adaptability and agility; their high engagement is "portable"
-- The apply six behavioral drivers - connecting, shaping, learning, stretching, achieving and contributing
A reader wrote to Ask a Manager wondering if something was wrong. The reader had two in-person interviews that they believed went well. The interview panel requested references, and the reader gladly provided them. This person learned that neither reference had been contacted by the hiring manager and was worried.
Allison Green, Ask a Manager, informed the reader that this is a common occurance. She explained that the most common reasons for a hiring manager not to contact a candidate's references is:
- They are holding off until the candidate pool has been narrowed down to those most qualified for the position in order to save time.
- They just aren't good at hiring.
The first case is understandable. If a hiring manager still has ten other candidates to interview, chances are they just don't have the time or the resources to reach out to every candidate's references.
But the second case, well that's another story. Ask a Manager explains that some hiring managers are just too lazy to check references, others don't understand or appreciate the importance of it and some just don't believe that it is useful.
If you haven't noticed, the team here at Hireology places immense value on reference checks. Not only is a good to verify information, but hiring managers are able to gain further insight on that candidate. Heck, if Hireology takes the time to reference check all their interns, every company can at least follow up with their candidate's references.
Jessica Stillman wrote this article after finding surprising results in the lastest Gallup poll on employee well-being. The study of 4,894 full-time employees found that flextime, limited hours or extra vacation time doesn't always boost employee well-being, engaging work does.
Vacation time and flextime were associated with a greater feeling of well-being, however, according to Jim Harter, Gallup's chief scientist, "fewer hours, more vacation time, and flextime cannot fully offset the negative effects of a disengaging workplace on well-being."
So, what does this mean? Rather than attempting to draw employees to your company through offering shorter days and more vacation time, offer them a position that will be challenging, that will make them feel they are contributing something of value to the team.
A reader wrote to HR Bartender wondering what is appropriate in terms of follow-ups after an interview. The reader said their personality doesn't always come through in interviews, and though they felt a recent interview went well, they were unsure if they managed to convince the interviewers that they were the best fit. The reader said that a few days after the interview, they sent an email to the interviewers and recieved a response saying it would be some time until a descision was made due to the holidays. Now it has been a few weeks since the interview, and the reader wants to know if it is appropriate to email the interviewers again.
Sharlyn Lauby, the HR Bartender, reached out to two distinguished talent management professionals. They explained that sending a follow-up note is important because it allows you to reiteriate your interest and let them know you appreciate the time they spent with you. Plus, it's a good way to make you stand out amongst the candidates who did not reach out after the interview. But in regards to following up a second time, the answer isn't so black and white. It really depends on prior conversations and how interested the company seems.
Want to hire the best possible team? Don't make these eight common interviewing mistakes.
Maggie Coffey is the coffee-loving Marketing Intern for Hireology, a web-based selection management platform that provides customized interviews, job profiling, and one-click background checks to help you hire the right person. Start your free trial at www.Hireology.com today!