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Top 4 Hiring Tips for 2014 June 30, 2014

Posted by Darwin in Uncategorized.
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Turnover is a critical issue, and many employers have had to terminate individuals despite their initial credentials. These days, hiring can be rough-and retaining human resources can be tougher. Nobody wants employees incapable of maintaining their resume-provided credentials, and nobody wants to make repeat mistakes. Here are a few tips for avoiding the “hiring spiral-loop of death”:

1.  Choose Passion over Paper

Sure, credentials look great. However, businesses have failed to hire extraordinary individuals due to heavy focuses upon credentials.

According to Business Insider, “clarifying job expectations has repeatedly been shown to be the number one driver of performance.” Unfortunately, these expectations may reduce a future employee’s credentials before they’re in the door.

The truth is, those not hired for passion are often riding the credential bullet straight to you-know-where. Simply put: People want Jobs, and they’re good at getting them. Those displaying true passion, however, often match it with natural potential. These employees stick around, and they’re the best asset human resource managers have.

2.  Be Strict About Fit

Sure, many industries overlap. However, a professional sportsman may not be an adequate weightlifter. The same rule applies to the professional world-where many jobs seemingly “cross” into other fields. Beware false credentials. Instead of looking for a jack-of-all-trades, look for a one-hit-winner. It’s better to have a niche worker than a widespread one. It’ll make a business more efficient in the long run, and it’ll keep workers happy by pressing their defined skills.

3.  Know What the Job Requires

This aspect is commonly overlooked. Many hiring managers think they know what a job demands, but they fail to recognize intricacies defined by niche professionals. Before posting on a job board, contact those already within the job’s segment, and learn what you can about the position’s demands. Additionally, understand what traits are exemplified by the field’s successful workers. Determine organizational values, and figure out what defines “success”.

4.  Be Open Minded in Hiring

It pays well to be open-minded, and many hiring managers fail to hire decent employees because of tight-fitting shoes, so to speak. While it’s important to understand the various, acute, needs of a position, don’t be defined by the boundaries.

People are wide and varied, and some may deliver innovative approaches to an industry. Many, too, haven’t had chances to reach high-success levels, and they may need a small push from the nest. Successful people are often apparent to hiring managers: They seize opportunities, and they blow human resource leaders away with charisma, grit and ambition.

It’s time to approach human resources differently-and it’s time to avoid the disasters plaguing many hiring managers. Take additional time when considering alternatives, and approach each potential employee with honesty, curiosity and an optimistic mind.


Don’t Let Emotions Interfere With Your Hiring Practices June 2, 2014

Posted by Darwin in Uncategorized.
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The entire hiring gambit, on most occasions, slants toward the ‘instincts’ of the hiring manager more than qualifications. When asked about this, most people use social ‘cocktailing’ as a scale to weigh the probability of hires.

Pretend the prospective employee is of legal drinking age. A lot of hidden interviews begin with the casual drinking test. The approach you take is to ask yourself this: would you be able to take an evening out with this person and have a drink – alcoholic or non-alcoholic – with them without cringing or becoming exasperated? If you can’t stand to be in their presence for five minutes, not even to have a soda, then chances are they won’t be able to work for you.

You don’t have to literally go out and drink with them; this is just a prime example of what it would be like to have them around you and to find out if you can work with them or not.

If the person in question passes the ‘social drinking’ test the second step is to make sure they want to work with you. The main thing to help them overcome is the fear factor. Would-be hires may have misgivings about the longevity of the offered position. They may not be willing to sacrifice the comfort of what they have to get something they’re not sure of. These concerns are reasonable enough, but let’s look at another angle.

Eric Lunt, CTO for Bright Tag suggests focusing on the danger of over complaisance in a job as opposed to risky start-ups. As comfortable as a candidate is on their present job they could be in danger of losing it. Not taking chances could cost you your dreams.


I have never read a better example of using socializing instincts as related to the job search in my life. Fiction can become a fact. I went out with a group of people and was singled out with one in particular. This person had the worst table manners I had ever witnessed. Over time, I discovered that their personal and vocational standards weren’t that hot either. If the author feels the ‘cocktail test’ is a good way to screen would-be hires, than I totally agree. The relaxing atmosphere brings out the best/worst in a person.

The fear factor is completely understandable and I’m sure all of us have been there, however, getting too comfortable on the job could be an indication that things aren’t moving in the right direction. Ask the hire If they are ‘content’ on the job instead of ‘steadily motivated.’ If they’re just content, try to persuade them to take the plunge. What they fear could be their best break yet.