There you are, just about ready to wrap up the interview. What a great candidate, then...
As an interviewer, if you're doing things during interviews to turn the candidate off you may be disengaging the best applicants.
Motivating employees in your small business needn't cost a fortune. You already have built-in advantages such as fewer layers of management to navigate, and a sense of belonging that can be harder to find in bigger companies.
While you’re running the standard background employment check, you could also check out the candidate online. But the risks might outweigh the benefits – so use caution before you click.
On average, cultural mismatch accounts for about half of first year attrition and, in many cases, rapid turnover costs more than not hiring at all, especially at senior levels.
Getting fooled can be costly. You might mistakenly hire someone who can’t perform their duties. Or that person’s dishonesty could spill over into their work habits, causing havoc internally and harming morale in your organization.
If we are not consciously paying attention to our intuition when we interview, we are leaving out one of the essential pieces of picking the right person.
What if a job applicant shows promise in ways that don’t quite conform to the mould – should you dismiss them without a closer look, or does it pay to see what they might have to offer?
We all carry around some prejudice. Are you immune? Not likely. Here's how to work through your human foibles to get the best candidate.
6Sense represents breakthroughs in a range of search technologies. Simpler input from employers, better output of resumes.
You can't win a game without the right players. Follow these 10 tips to recruit winners for your team.
Can you distinguish between candidates who really have the expertise you need and those who are simply good at slinging technical jargon?