What recruitment guidelines can we give to line managers who are involved in our recruiting/hiring process? How can we get them to ask the right questions or follow the right processes/procedures?
I want to start adopting the behavioral interviews concept, but am having trouble thinking up suitable questions to learn about character traits. Which behavioral questions will help me get information necessary about traits such as high energy level, integrity and ownership?
My employer wants to embark on an employer branding exercise to attract potential employees. How do I go about doing this and what does it entail?
—In the Dark, senior manager, human resources, manufacturing, Pahang, Malaysia
I have been asked to design an induction program for all new recruits across all our branches (in various states). What makes the most sense: to have all new employees go through induction at our corporate office, or to dispatch someone from our corporate office to travel to the various locations to conduct inductions? New employees frequently join our company, and on varying dates—so how could we devise a cost-effective program?
How could we ensure that new recruits will fit the culture of our organization? And is this even more important now with the economy in decline?
Faced with a ‘broken’ recruiting function, the dialysis provider overhauls the department to speed hiring and find important management talent.Read More
The food and facilities giant improves hiring speed and quality by building a “recruitment culture” that makes talent scouts of all of its employees.Read More
The drugstore chains forges alliances with government agencies and nonprofits that help meet business needs and also serve the communities in which it operates.Read More
The Arizona city tapped expertise from throughout its workforce and allied with outside agencies to create a new fire department in just 18 months. During the recruiting process, Scottsdale tapped the expertise of neighboring communities' police and fire departments.Read More
In creating one of the first labor supply chains, the oil refining giant has slashed time to fill and cost per hire against a backdrop of explosive growth. In 2002, each hire cost about $12,000. With the labor supply chain in place, the cost per hire dropped to $2,3000 last year.Read More