Even in a time of high unemployment, Central Florida employers often find it difficult to fill their job opportunities with qualified, skilled candidates. It is necessary to have a reliable strategy to attract and retain qualified workers.
An integral part of successful employee recruiting and retention is the formal job description, however many managers fail to utilize this tool by not taking the time to develop well-thought job descriptions.
After conducting an interview, as a recruiter you are expected to clearly understand a candidate’s background enough to determine if he or she would be a perfect fit for your company. Conducting an interview properly and asking the right questions can improve your chances of selecting the right person for the job. A productive interview should clearly allow you to assess the candidate’s behavioral traits, qualifications, strengths and weaknesses and determine if the applicant would fit into your company culture.
To get maximum benefit from your interview, planning your questions in advance is a must. Where do you start? Try these sample questions and learn what types of questions to avoid.
Has the person you are about to hire been honest on his or her resume and during the interview? Due to the potential of legal or financial issues for a company, background checks have become more important for companies to conduct before making an offer to a potential candidate
The process of recruiting and hiring quality employees may seem daunting, but by avoiding some simple pitfalls, you can secure better hires and strengthen your organization in the process.
College internships allow students to explore possible careers, obtain real-world work experience and apply theories learned in the classroom, all while networking with professionals in their area of interest. But, a college internship is not just beneficial to the student – there are many benefits to the employer as well.
Since sales people are trained in the art of persuasion, hiring the right representatives for your sales team can be difficult. In order to find an appropriate person to join a sales team, it is imperative to develop a screening program that clearly defines the candidate search process from beginning to end.
Before making a job offer offer, always conduct a reference check to avoid learning later that you’ve chosen someone not prepared for the job or who is a liability to your company. A reference check allows you to confirm information, check for discipline issues and determine if the person is a fit for the role and your company culture.
