Everybody knows that reference checks are a drag, but we still have to do them. Lou Alder, of Alder Group, explains that reference checks can actually be very helpful in providing an employer with small bits of important information, as long as you conduct them in the right manner.
He explains that by asking current or previous employers to rate on a scale of 1 to 10 certain aspects of the potential employees, they may be able to stumble upon candidate weaknesses that they otherwise may not have uncovered.
Another way that you can use references to your advantage is by having them confirm or deny candidate claims. Often, references are hesitant to tell you certain things, so confirming them is easier. Mel Kleiman says you can tell the reference "laugh is the answer is no" to make the situation less awkward.
Lastly, you can use reference to gauge a candidates personality, which allows you to decide whether they would be a good fit for your company culture.
Read more about these reference check tips here.
There are those interview questions that are asked in every job interview, and are usually very generic. Mel Kleiman explains that if you are asking questions that are giving you very generic answers, 90% of the time you should think about using a different question. He has replaced the very generic questions that provide generic answer with questions that will be much more helpful.
1. Give me a specific example of how you have excelled as a team player?
2. What was the last thing you had to learn that was out of your comfort zone, and how did you apply that new knowledge?
3. Suppose we do hire you and it is four months down the road and I have to call you into my office to talk about something you are not doing the way I feel it should be done. What are we going to be talking about?
Learn more about these unique interview questions.
Among start-ups, it is common that everybody is obsessed with hiring. This is because it is so important to have the perfect team running your company. However, along with the hiring process comes many stress-filled problems for employers, which causes them to question their hiring abilities. Jessica Stillman explains that the best way to approach hiring for start-ups is by using the Goldilocks Principle.
Simply put, the Goldilocks Principle allows employers to find a balance within the hiring process, whether is be between hiring too fast and too slow, finding a balance in candidate values, etc, instead of getting overwhelmed by the hiring process.
Interesting in implementing the Goldilocks principle? Read more here!
We all know that having to sort through piles of unqualified resumes is never fun! A CareerBuilder survey has recently found that 45% of human resource managers report they have positions that they cannot fill with qualified applicants.
Brent Rasmussen explains the four surprising recruiting tactics that, if cut out of the hiring process, will cause your quality of applicants to increase.
1. Screening based on past job titles. Many employers report hiring based on candidates who have had the same job title in the past. By doing this, however, they are throwing out numerous candidates who have a large amount of experience and skill.
2. Filtering out the unemployed. Most employers would prefer hiring a currently employed candidate, or a candidate who was recently unemployed. However, weeding out the candidates who have been unemployed for a long time is the wrong idea. You could be missing out on skills and experience!
3. Failing to raise wages. Sometimes, you have to raise the amount you're willing to pay in order to attract candidates with the extensive skills that your tough job requires.
4. Recruiting only when you have openings. Recruiting only when you have a vacancy leaves your recruitment team with no place to start. Instead, constantly recruiting will give your company options, and a head start to the hiring process.
Check out more about these tactics.
We all have those days where we wish we were someone else. This is a common feeling in the business world. It is very common for managers to take on a different persona in the workplace. However, Will Yakowicz explains that when hiring, this is a very bad idea!
There are two reasons why managers may change themselves: they want to hide their flaws, or they want to take on a different personality in order to guarantee success.
However, when hiring, being someone other than yourself cause cause trust issues and a decrease in effectiveness. Also, it can cause inner conflict, which in return can transfer to your hiring process and work environment. It is better to be yourself, and your candidates will take you more seriously.
Still not convinced you should drop your facade? Read here.
Now that you know the importance and benefits of reference checks, be sure to check out our reference check ebook!