Our human resources department attracts and selects top-notch candidates, sells the company very well and arranges a solid orientation program for newcomers. Yet other departments seem to cause a high rate of turnover soon after the probation period and during the first year.
How do we improve our recruitment process and avoid these setbacks?
—It Hurts When They Leave, human resources manager, services, Alexandria, Egypt
Auto Dealer Joel Higley advertised for a service technician 10 years ago. He didn't get one application. The stinging memory of that experience prompted Higley to get involved in a nearby vocational technology school to recruit a homegrown work force.
Some 27 percent of firms reported they 'often' find it hard to fill key positions, compared to 23 percent a year ago. Read More
Are there industry averages for how many positions a recruiter should fill every month/quarter/year?
—I'm CEO, but I Don't Know, services, Mississauga, Ontario
How can I find a standard checklist or procedure for upper management to
use to communicate recruiting needs? Currently we are not being informed
until long after the employee is to be terminated, allowing little time
for quality replacements.
—Kept in the Dark, human resources director, hospitality, Prairie
Use these tools to advertise job openings and mine the social network for prospects.Read More
I have been told to look for the following traits/competencies when interviewing job applicants:
Which particular questions should we ask?
—Hiring for Attitude, recruitment specialist, Milan, Italy
What steps do we take to develop an effective executive-selection process?
—Changes at the Top, Director of Staffing and Selection, St. Louis
Manager, human capital consulting, PDRI, Arlington, VirginiaRead More
Human resources manager, Orlando (Florida) Airport MarriottRead More