For many people, talking about money with strangers can be difficult or even embarrassing at the best of times. But when it comes to job interviews, salary is something that’s difficult to ignore. So for roles where the salary isn’t set by the government, what’s the best way to address ‘the elephant in the room’ and have the money talk with potential recruits?
They say feedback is the breakfast of champions. But getting and actioning useful feedback from employees or volunteers isn’t always easy. One way to do this is the often over-looked, sometimes criticised, exit interview.
So if your organisation has been neglecting to do exit interviews – or if you’d just like to improve the way you do them – here are six steps to help do them well.
Do you find interviewing overly stressful? Maybe you’re doing it wrong! We’ve previously explored some of the most important tips for getting your interview right, including a well-prepared panel of interviewers, an emphasis on listening, and lots of note taking. With interviews being a crucial tool for recruitment, you can always find ways to improve. […]
Alongside skills, experience and ‘fit’ with your organisation’s culture, do you consider ‘mindset’ when you recruit new staff and volunteers?
When you hire people with a growth mindset, you are setting your organisation up to succeed further into the future.
Here are six growth mindset-focused interview questions that you can try in your next interview.
Employers are gradually getting better at recognising the value of including neurodiverse people in their organisations, and information about accommodation strategies is starting to become more readily available.
That said, these accommodations aren’t helpful to workers if they are unable to land a job in the first place. Recruitment and selection practices can inadvertently negatively impact candidates with autism.
Some simple tactics can help lessen the likelihood of this happening.
In recruitment, the easiest thing to do is the same thing you’ve always done. But it’s always worth double-checking your selection process to consider what you could be doing better.
In this post, we look at extensive research which provides some excellent, and at times surprising, insights into what the most effective selection tools and recruitment processes are.
Google’s HR Boss Laszlo Bock receives 50,000 resumes every week. And while that means Google doesn’t struggle to find people who want to work for them, finding the people who will end up performing best is always a challenge. So how does Bock suggest organisations should sort the best candidates from the rest? In his […]
So you’ve advertised a job, shortlisted candidates and done your interviews. Now which candidate should you hire?
How do you differentiate between good candidates who might have different skillsets, experience and personalities?
$50,000. That’s how much hiring a toxic worker could cost your organisation, according to a 2012 CareerBuilder survey.
While a 2015 Harvard Business School report is a little more conservative in its estimate of $12,000, the take-away is clear: toxic staff can cost your organisation dearly.
Would it surprise you to learn that making your job interview process more challenging for candidates could improve your staff’s long-term satisfaction? Just a ten percent increase in job interview difficulty could boost your workforce’s collective job satisfaction by up to 3.6 percent – is it time your organisation took a different tack in its interviewing strategy?