Tags |
|
|
Links |
|
|
Add You - Interviewing Tips for Employers - Getting the Right People on the Bus
One of the smartest moves for any small business is to clearly differentiate itself from the competition. Since actions speak louder than words, you should look for ways to be creative and “cutting-edge” when it comes to customer service and the overall user experience. Try to be THE company that is so great to work with that customers buy from you every time because they feel so positive about the experience. Here are a few ideas you can put into action to add value and benefit to your customers’ experiences:1. Watch the Trends. Retailers that apply innovative thinking to emerging trends can generate significant growth and financial reward. For example, tailor your thinking toward aging baby-boomers, create gender-specific campaigns, or take advantage of the popularity of the healthy lifestyle trend.2. Solve Their Problem. Add useful
3. What really are the KSAs (the Knowledge, Skills and Abilities) you need to hire for?
KSA stands for knowledge, skills and abilities. When putting together a job description and the recruitment process focus in on the KSAs required for that position. Knowledge includes the technical knowledge and information a candidate needs t
SHOW YOU CAREFind a way to give the customer what they want.The customer is always right – this is really about an attitude of mind. Even if the customer appears really unreasonable, listen to them, hear what they have to say, paraphrase your understanding and find ways to go for a win-win. The customer wants to feel listened to and valued. Listening, reflecting back and letting it be known that you do really want to help, goes a long way to meeting customer needs.AT THE FRONTLINEStaff need to know that as well as accountability they have responsibility, the power to make decisions without the continuous need to refer up the line.Frontline staff, particularly ought to have a very pleasing manner, in tone of voice and a welcoming manner. They are the `face’ of the organisation and very often are the first conta
The cost to an employer for a position’s turnover can be the equivalent of a year and a half of salary. This takes into account recruitment costs, lost productivity, training and other on-boarding expenses. As a result, it is important to get the right fit for the position the first time.
Keep in mind the following tips when you approach your next interviewing process – these ideas could literally save you thousands of dollars:
1. Give thought to the interviewing process and develop a consistent process for all candidates :
In order to ensure the best "fit" for your organization, make sure that each candidate is being measured the same way. What this means practically, is that every candidate should be asked the same questions, and should go through the exact same steps. This is important not just for selection, but also to ensure consistency, which could be challenged in the legal environment.
2. Be aware of legislation:
Every country has different legislation which will impact the interviewing process. Here in Canada, employers need to be aware of the impact of the Canadian Human Rights Codes and questions that may be prohibited under it. Not being aware of the legislative framework you are operating within can be a very costly mistake. Ensure that all staff involved in the selection process (from recruitment advertising, to the application, interview and selection process) are aware of any prohibited grounds.
3. What really are the KSAs (the Knowledge, Skills and Abilities) you need to hire for?
KSA stands for knowledge, skills and abilities. When putting together a job description and the recruitment process focus in on the KSAs required for that position. Knowledge includes the technical knowledge and information a candidate needs t
Looking for a job involves a wide range of responsibilities: preparing a resume, looking at ads, contacting employers, calling and visiting friends and acquaintances, follow ups, interviews. While none of us ever plan to be out of work for very long, it can be very useful to immediately start documenting your activities and your feelings to provide a road map of where you have been and where you want to go. It helps to have a central location for recording your daily actions so you don't miss anything important or forget a critical deadline. It is also reassuring to have somewhere to go when you're feeling blue and too lethargic to go anywhere or do anything you consider "productive."Start a job search diary right now. Even if you have been unemployed for some time, start one anyway because a late start is better than never doing it at all.<
Keep in mind the following tips when you approach your next interviewing process – these ideas could literally save you thousands of dollars:
1. Give thought to the interviewing process and develop a consistent process for all candidates :
In order to ensure the best "fit" for your organization, make sure that each candidate is being measured the same way. What this means practically, is that every candidate should be asked the same questions, and should go through the exact same steps. This is important not just for selection, but also to ensure consistency, which could be challenged in the legal environment.
2. Be aware of legislation:
Every country has different legislation which will impact the interviewing process. Here in Canada, employers need to be aware of the impact of the Canadian Human Rights Codes and questions that may be prohibited under it. Not being aware of the legislative framework you are operating within can be a very costly mistake. Ensure that all staff involved in the selection process (from recruitment advertising, to the application, interview and selection process) are aware of any prohibited grounds.
3. What really are the KSAs (the Knowledge, Skills and Abilities) you need to hire for?
KSA stands for knowledge, skills and abilities. When putting together a job description and the recruitment process focus in on the KSAs required for that position. Knowledge includes the technical knowledge and information a candidate needs t
If you use your voice to get attention, you use your eyes to hold attention. People tend to believe you, trust you, and listen to what you say if you are looking at them.Direct eye contact is not just preferable; it is essential to effective private conversations and public addresses.In most cultures, the act of looking someone directly in the eyes is a symbol of sincerity. Failure to meet another person’s gaze when speaking implies disinterest, lack of confidence, insincerity or shiftiness. The same psychological associations are found in public speaking.In one study, speakers who established eye contact were judged more truthful, honest, credible, friendly, and skillful than those who did not. Only by looking at your listeners as individuals can you convince them that you are sincere, that you are interested in them, and
In order to ensure the best "fit" for your organization, make sure that each candidate is being measured the same way. What this means practically, is that every candidate should be asked the same questions, and should go through the exact same steps. This is important not just for selection, but also to ensure consistency, which could be challenged in the legal environment.
2. Be aware of legislation:
Every country has different legislation which will impact the interviewing process. Here in Canada, employers need to be aware of the impact of the Canadian Human Rights Codes and questions that may be prohibited under it. Not being aware of the legislative framework you are operating within can be a very costly mistake. Ensure that all staff involved in the selection process (from recruitment advertising, to the application, interview and selection process) are aware of any prohibited grounds.
3. What really are the KSAs (the Knowledge, Skills and Abilities) you need to hire for?
KSA stands for knowledge, skills and abilities. When putting together a job description and the recruitment process focus in on the KSAs required for that position. Knowledge includes the technical knowledge and information a candidate needs t
Managing diversity isn’t just a moral and legal obligation, it can present tangible business benefits as well.What is diversity?We in the UK are fortunate to live in a country which is rich in the diversity of its population. Nowadays, your work colleagues might be any age, male or female, from any ethnic, religious or cultural background, married, single or living with a partner of the opposite or same sex, able-bodied or not. This has many advantages, but also presents organisations with the challenge of getting the best out of such a diverse workforce, while at the same time meeting their legal responsibilities. It is therefore important that companies give due consideration to how to achieve this if they want to maintain their place in the market.The moral and legal case for diversityIn the UK:• Women make up
Every country has different legislation which will impact the interviewing process. Here in Canada, employers need to be aware of the impact of the Canadian Human Rights Codes and questions that may be prohibited under it. Not being aware of the legislative framework you are operating within can be a very costly mistake. Ensure that all staff involved in the selection process (from recruitment advertising, to the application, interview and selection process) are aware of any prohibited grounds.
3. What really are the KSAs (the Knowledge, Skills and Abilities) you need to hire for?
KSA stands for knowledge, skills and abilities. When putting together a job description and the recruitment process focus in on the KSAs required for that position. Knowledge includes the technical knowledge and information a candidate needs t
If you have a knack for numbers, particularly if you are good in understanding and interpreting figures, then a career in the finance industry may be just right for you. Certainly, working in finance is not for everybody. It takes a person with an analytical mind and a certain discipline to make it in this business. However, if you are one of the chosen few who manages to enter the world of finance, then the sky is usually the limit for the talented and driven.As the name indicates, the business of finance is primarily concerned with financial resources or, more precisely, how individuals and institutions handle their financial resources. Finance considers how they get their money, where they use it and what they use it on and it analyzes the risks involved in each of these phases as well as gives recommendations about how to manage the risk
3. What really are the KSAs (the Knowledge, Skills and Abilities) you need to hire for?
KSA stands for knowledge, skills and abilities. When putting together a job description and the recruitment process focus in on the KSAs required for that position. Knowledge includes the technical knowledge and information a candidate needs to have in order to perform the job (for example, knowledge of marketing principles) . Skills are the hard and soft skills required to perform a position (for example, keyboarding or multi-lingual). Abilities are demonstrated observable competencies(for example, the ability to thrive in stressful environments, or to meet tight deadlines).
In HR we talk a lot about KSAs and job specifications for good reason. How many times have you attended an interview when the questions and the interviewing process really didn't look at what was required for the position? In addition to legal issues, it is important to really hone in on the KSAs required for any post. The KSAs will play an important role in your recruitment, selection, compensation, performance management (appraisal), and training and development processes.
4. Group Decisions are better than Individual Decisions:
It is more and more common today, and is a best practice, to hold panel interviews. Panel interviews involve two or more interviewers speaking with each candidate. Research continues to show that group decisions are better than individual decisions for many reasons including the fact that our own personal biases do not play as dominant a role.
When holding a panel interview process, ensure that all panel members are briefed on the process, the position you are hiring for, as well as best practices of interviewing. It is often helpful to build time at the start of the interviewing schedule for a 15-30 minute meeting between the members of the panel at the start of the interviewing process to discuss what it will look like -- who will ask the questions, when and how. An interviewing kit can be develop
HTTP = HTML link (for blogs, profiles,phorums):
<a href="http://www.addyou.info/article/20447/addyou-Interviewing-Tips-for-Employers--Getting-the-Right-People-on-the-Bus.html">Interviewing Tips for Employers - Getting the Right People on the Bus</a>
BB link (for phorums):
[url=http://www.addyou.info/article/20447/addyou-Interviewing-Tips-for-Employers--Getting-the-Right-People-on-the-Bus.html]Interviewing Tips for Employers - Getting the Right People on the Bus[/url]
Related Articles:
Leadership and Vision - What's Your Cathedral?
Career Information on Pharmaceutical Sales Jobs and Other Related Positions
Overcoming Fear at an Audition
Bookmark it:
|