It is very important to have a diverse workplace, including gender. However, women have completely different values and needs than male employees. Because of this difference, Jeff Haden explains that there are a few things you should offer in order to attract these female candidates.
1. Positive reinforcement. Women usually don't respond to negativity. Instead, encouraging them and giving positive feedback and reinforcement will create a much more productive worker.
2. Flex...everything. Flexibility is key with women. Flexible times, flex work days, flex workload. We can't stress it enough. Flexibility.
3. Create opportunity. Women are much less likely to ask for further training opportunities, so if you want your female candidates or employees to further their skills, you must provide the opportunities.
By adding these three factors into your workplace, hiring women will become a much more successful process.
Read more about these factors here.
Many hiring managers may be thinking to themselves that they are not coming across any excellent candidates. However, as Will Yakowicz explains, some hiring managers just may not have the ability to recognize excellence when they see it. Luckily, he also explains a few ways to make finding excellence easier.
To begin, you can meet with excellence by asking your peers and other business owners what they consider to be "excellent". Next, you can bring in excellence experts. Although it is your company, you may not be the expert at everything, so bringing in people you trust to help with the interview process can be very beneficial. Next, measure the excellence. You should create a performance range which suggests excellence and measure your candidates and employees with it. Lastly, ask the candidate to define excellence. If they blend self-confidence with modesty in their answer, they may be the one!
Check out the original article here.
Many hiring managers think that the more interviews a candidate goes through, the better. However, as Tim Sackett explains, this is all wrong. No interview process should go past 3 rounds of interviews. Too many interviews send bad vibes to your candidates, and the longer you drag it out, the more negatives you will find about the candidate even though they may be a quality candidate.
The standard interview process should go to three rounds and should look like this:
Round 1: Pre-employment testing, screening, and phone interview.
Round 2: Face-to-face interview with hiring manager and other key members of the organization.
Round 3: Sometimes, this isn't even needed. If it is, use face-to-face or video interview with executive sign off.
Read more from Tim Sackett here.
They may not be the best looking, the smartest, the most qualified, or the most talented, but you hire these people based solely on the fact that you feel bad for them. Tim Sackett explains that you need to break this habit immediately, and the first step to breaking the habit is recognizing the types of pity hires. There are 4 types of pity hires that you need to watch out for.
The Second Place hire: A hire that you didn't hire initially because you probably had a more appealing candidate. You find a lower level job with less pay, and hire the second place candidate.
The Crappy Situation hire: You hire this person because they are currently going through or have recently went through a super crappy situation and you feel bad for them.
The Recent Breakup hire: They were recently laid off from their previous company because the company was getting rid of less attractive people, so you hire them on.
The No One Will Give Me My First Job hire: This is the most common. There is an entry-level candidate with some crazy degree that doesn't apply to any job, so nobody will hire them. You do anyways.
Learn more about these hires so you can avoid them.
Of course we know that every person has lied some time in their life. However, we also know that lying in a job interview is a big mistake! Many hiring managers are unable to recognize if their candidates are lying or not. According to hrringleader.com, there are a few red flags that will help you to recognize liars!
Body language: If a person is being honest, they will turn their body towards you and have eye contact.
Speech and word choice: If a person is lying, they may begin to speak very quickly.
Changing or avoiding subject: If a candidate is lying they may try to avoid certain subjects or change the subject completely.
Read more about how to recognize liars here.
In order to make sure your interview process is short and sweet, sign up for our webinar about saving time with phone interviews!