The Millennial generation includes those born after 1979. Many employers are scrambling to adapt their interviewing practices and talent management best practices to this generation since they comprise the fastest growing segment of the workforce population. Formed by the Internet, hands-on parenting, and multiculturalism, the Millennials have a lot going for them.
Learn about Millenials' strengths, limitations and the trick to the interviewing/onboarding process
Monday, November 2, 2009
Friday, May 1, 2009
Is Your Interviewing Process Broken?
In a previous issue of the Harvard Business Review, Larry Bossidy, the past CEO of AlliedSignal, describes interviewing as "the most flawed process in American business."
Based on over 25 years of experience helping organizations develop and implement competency-based behavioral interviewing training and practices, we couldn't agree more.
More and more of our clients have increased hiring. More and more of our clients utilize an inconsistent and unproven interviewing process that takes too much time and does not produce the desired results.
While we know that hiring the right people significantly decreases costs and increases productivity, fewer and fewer organizations have the skills to interview effectively-they don't have a clear picture of the ideal candidate nor how to ask the questions that will predict employee performance once hired.
We think the problem is obvious.
Read more about improving your hiring process...
Based on over 25 years of experience helping organizations develop and implement competency-based behavioral interviewing training and practices, we couldn't agree more.
More and more of our clients have increased hiring. More and more of our clients utilize an inconsistent and unproven interviewing process that takes too much time and does not produce the desired results.
While we know that hiring the right people significantly decreases costs and increases productivity, fewer and fewer organizations have the skills to interview effectively-they don't have a clear picture of the ideal candidate nor how to ask the questions that will predict employee performance once hired.
We think the problem is obvious.
Read more about improving your hiring process...
Wednesday, April 1, 2009
Key Recruiting Metrics
Research suggests increasing numbers of CEOs rank atop their priority list:
- consistent availability of top talent
- generating revenue, and
- managing costs
Still, leading organizations continue to struggle to make costly hiring mistakes a thing of the past.
In addition, the proper use of recruiting metrics is a solid technique to achieve balance and dial-in performance across the interviewing process.
Example metrics include:
- $ \ hire
- Value-of-hire
- New-hire-success-rate
- Speed-to-contribution
- Project-milestones met
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