Behavioral Interviewing: 7 Tips for Hiring Superstars

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Behavioral Interviewing: 7 Tips for Hiring Superstars

Does your organization want to hire superstars and top performers? Behavioral-based interviewing is one of the most effective interviewing techniques and is the chosen form of interviewing by most employers to hire and select top performers. Time and time again, employers tell us that behavioral interviewing practices help them select top people for the job.

Behavioral interviewing involves evaluating how a candidate acted in specific situations in the past. The underlying assumption of behavioral interviewing is that past performance and behavior predicts future performance and behavior. Unlike other types of interviews, behavioral interviewing is generally more successful in evaluating a candidate and predicting how they might perform in the role for which they are applying.
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Hiring Felons: 6 Rules Employers Need to Know

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Hiring Felons: 6 Rules Employers Need to Know

Does your organization have a policy against not hiring felons or people convicted of a crime? Do you automatically exclude applicants on the basis of having a criminal record? Lawsuits are on the rise when it comes to not hiring applicants with criminal records, and yet it’s a fairly common practice among employers. Here's what you need to know to stay compliant.

Hiring Felons: Two Areas of Risk for Employers

On one hand, when hiring employees with criminal records, employers are at risk of negligent hiring if they fail to do their due diligence in investigating the employee’s background insofar as it relates to the job for which they are applying.
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Hiring Practices: Checking Up on Job Candidates

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With an average “cost-per-hire” of just over $4,500 reported by Northeast Ohio organizations in 2013, making sure you are making the right hire on the first try is key. Admittedly, the selection process at each organization can incorporate any number and combinations of methods and should in fact be designed to reflect your organizational culture. Having a complete understanding of each potential new hire is a bit unrealistic, but by implementing a few basic practices during the hiring process, organizations can avoid awkward or potentially even legally complicated situations after-the-fact that could have been mitigated better up-front. We highlight a few of the more traditional methods reported in the recently published 2013 ERC Hiring Trends & Practices Survey below.

Background checks

2013 ERC Hiring Trends & Practices Survey found a strong majority very much in line with the 2011 results at well over 80%. As might be expected, background checks/screenings were conducted slightly less commonly among both non-profit organizations as well as smaller sized organizations with 1-50 employees.
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The "Beauty Bias" - Can You Hire Based on Looks?

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Can employers hire based on looks and image? Does beauty affect hiring and even promotions? Should it?

There's quite a bit of controversy about what has been termed the "beauty bias" in 2013, especially in light of a legally-questionable job website which allows employers to recruit "beautiful people" to hire. As this issue gets more traction, here's what the law says, what existing research says, and our conclusions about whether beauty and image should factor into your employment decisions.
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11 Easy Ways to Create a Memorable First Day for New-Hires

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Organizations only have one chance to make a great first impression with their new-hires - on their first day. A new employee's first day is the most critical day of on-boarding. It leaves a lasting impression that should be both positive and memorable.

Creating a memorable first day for your new-hires doesn’t require an overly elaborate on-boarding program, but it should avoid the common mistakes and issues that plague many on-boarding experiences and lead to poor first impressions including lack of preparation and support, poor training, information/training overload, and failing to provide a warm welcome.

Here are 11 easy ways to create a positive and memorable experience for your new-hires on their first day.
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9 Things Job Applicants Want from an Employer

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9 Things Job Applicants Want from an Employer

Hiring great people increasingly demands that your organization creates an attractive, easy, engaging, personal, and memorable experience in the hiring process.

Hiring practices either repel or attract the talent you are trying to recruit. From the moment you "touch" job candidates, they take in information about your organization, form opinions of your workplace, and make decisions about whether or not to pursue employment with you. A 2013 study by CareerBuilder shows that candidate experience is linked to whether applicants seek employment at your company again, recommend employment, and even purchase products or services from your organization.
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Schools Popular with Local Employers for Interns and Grads

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Geography

From April 2012 to April 2013, respondents to the 2013 ERC/NOCHE Intern & Recent Graduate Survey have hired interns or recent graduates from well over 100 higher education institutions. Familiar local names such as University of Akron, Kent State University, and Case Western Reserve University top the list at more than 20 organizations each, but a plethora of smaller colleges and out-of-state institutions are also listed.
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5 Proven Ways to Attract Highly Skilled Talent

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Finding the best people – the most highly skilled and top performing talent – is usually a challenge for employers, but over the years, in researching how employers land great talent in our NorthCoast 99 program and various survey reports, we've learned some "tried and true" ways that they attract the best people.

1. Make a decision to hire only the best.

Many organizations accept poor fits and mediocre talent when they don't have to settle for anything less than the best. Whether it's a policy, philosophy, or just a general standard, you too, can make the decision to hire only highly skilled top performers.

Not only does a commitment to hiring only top talent focus your recruiting and hiring practices, more importantly, the best performers don’t want to work among average talent or poor performers, so hiring only the best people will generally help your organization retain more top performers and attract new ones. Chances are, your best people will also refer you more highly skilled top performers.
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Facebook Announces Social Jobs App

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In 2012 Facebook, in cooperation with the U.S. Department of Labor and several other organizations announced the Social Jobs Partnership, a new social media-based job search tool. The Social Jobs Partnership app is a centralized database of job opportunities pulled from a number of outside job boards. At the time of launch, there were about 1.7 million jobs hosted through the app.

The Social Jobs Partnership is an effort to leverage the power and reach of social media to connect job-seekers with relevant jobs. If successful, Facebook would become a major competitor to LinkedIn in the social-recruiting arena.
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A Step-by-Step Guide to On-Boarding New-Hires

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Many organizations struggle to on-board and engage new employees effectively which poses challenges in setting them up for success in their new roles. As a result, we've compiled a step-by-step guide to help you successfully on-board and engage your new-hires.

Step 1: Communicate with the new-hire.

On-going communication with the new-hire is essential for effective on-boarding. The new-hire's immediate supervisor and HR liaison should not only call or email new-hires at least once to answer questions and welcome them prior to their first day, but also send them information such as:
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