Are you conducting or thinking about holding employee performance reviews soon? John Hollon gives his thoughts on the entire process in his recent article.
In response to an interview answer that stated that brief performance reviews are good, Hollon says, “I’m all for brevity, but I would probably have been fired if I ever turned in an annual review like that. And, I doubt that person I was reviewing would have been very happy about it either.”
He then goes on to discuss matters such as the work from home debate, and losing a job over social media mistakes. The article is insightful, but opinionated. Don’t expect complete objectivity here.
Check out the article here.
Have you noticed a candidate in the job market that exceeds your expectations… and the performance of your current employee? It’s a tough situation, but Gail Miller offers her advice to help you out.
She says, “Superstars don’t like to sit idly by. So put the talent on your bench to good use until the right opportunity appears within the organization. Here are a few options to keep your reserve players in the game.”
If you’re in a pickle between two candidates, Miller says to fire the original hire and go with your gut. Here at Hireology feel that could be a risky move, but aren’t completely against it. Check out our blog on fast hires, and make sure you check out Miller’s article.
3. What Is the True Cost of Hiring a Bad Employee? [INFOGRAPHIC]
According to the Undercover Recruiter, bad hires cost on average $840,000. The infographic states that about 75% of new employees is simply replacement employees who have previously worked with the company.
We can’t stress enough the importance of properly evaluating your candidates before you hire them. Avoiding bad hires is essential to any business. Don’t make the mistake of hiring a candidate on the off-chance they turn into a good fit for your team.
Check out the infographic here.
Elliot Dinkin gives his input on the ongoing debate over whether you should hire part-time employees or contractors.
Dinkin mentions, “Careful planning is vital, however, as misclassification of this group is very costly. Here are four tips to help you avoid making the wrong decision:
1. The company’s right of supervision and control over the worker is the critical issue.
2. Start your analysis by determining whether the worker will be integrated into the company’s workforce and operations.
3. Be aware that the status of a particular worker usually lies somewhere along a continuum.
4. The decision to hire an independent contractor represents a calculated business risk.
If you’re considering hiring part-time employees / contractors, you may want to check the article out, as it gives great insight into both options.
How personable are you with your job applicants? Do you respond with rejection letters or do you simply leave them in the dark?
Personally speaking, being left in the dark after a job interview is quite the slap in the face. In addition, generic rejection letters turned me off to certain companies as well. Consider Dr. John Sullivan’s advice in his latest article.
Sullivan gives his thoughts on the process, and offers advice as to why companies should be more personable with their applicants.
Check the article out here.