Can you suggest a standard methodology to prove financial return on the costs of adding a position, including recruiting, salary and benefits? How could a department manager make the financial case for bringing new people on?
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?
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