Although it can be a hassle, pre-employment testing allows you to find the best candidate for the job.
There any many reasons to incorporate pre-employment testing in your interviewing process. Testing interviewees allows you to weed out the not-so-qualified candidates, which in return lowers the likelihood of high turnover. This type of testing also aids you in making the decision between two very qualified candidates.
Read the article here for more reasons to use pre-employment testing, as well as types ofpre-employment testing.
Social media is beginning to play a key role in the hiring process. Athough all social media sites are successful in finding candidates, a Jobvite survey found that LinkedIn is coming out on top.
LinkedIn is used by companies throughout the nation for almost every action imaginable in regards to hiring. Most social media sites are similar in their offerings including searching for candidates, contacting candidates, and keeping an eye on potential candidates. However, LinkedIn stands out from others, allowing companies the ability to post job offerings to potential candidates as well.
The full listing of statistics and comparisons can be found here.
Although the goal is to hire the most qualified candidate, it is also important to know how to reject candidates in an acceptable manner.
In this day in age, social media runs the world. If a candidate is rejected or treated in an inappropriate way, they will have no problem sharing their experience with the world through social media. It is important to keep in mind these 5 tips in order to avoid social media sabotage:
1. Don't wait too long to reject.
2. Use one of these three ways to get in contact with the candidate: Phone, email, or a rejection letter. Be sure to address applicant by their name and thank them for their time.
3. Encourage the candidate to keep trying, and also to keep your company in mind.
4. End on a positive note.
5. Do not include information regarding other candidates.
Click here to read these tips in their entirety.
The hiring process can be a stressful experience. Suzanne Lucas advises companies to treat the interview as if it were a date (after all, you are looking for someone to spend everyday with for 5 days of the week). These three tips will put you on the road to hiring success.
1. Don't talk too much about the past. Spend more time learning what the candidate can do to meet the companies current and future needs.
2. Introduce the family. Involve your current staff in the hiring process.
3. Let opposites attract. Find employees who possess strengths that you do not have.
To find out more about how to go about this "date" with your candidate, read here.
Not only is the interviewing process stressful for the candidate, but it is also stressful for you as the employer. Lucky for you, there are a few things you can do to ensure that you are a superior interviewer!
It is important to make sure you know your criteria before conducting the interview. Having your plan written out will ensure that you touch on everything and find out what you are looking for about the candidate. Taking notes during the interview will allow you to have something to look back on afterwards. Including other employees in the interview process allows an interviewer to have another set of ears, providing more help during the evaluation. Lastly, keep your "yes, but's" to a minumum. Be sure to base your decision off of facts rather than first impressions.
Read the original article to learn more!