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Added for You - Recruit Employees Effectively: How Do You Recruit Good Employees For Your Team?
Have you ever thought about where you want to live if you win the lottery? I have, my cottage is all picked out on the Island of Kauai, North Shore. My backyard would be this little cove with miles of open beach. I can smell the salt air and hear the waves rolling on the s
Now that she and her new employee are working as a team, Carla is back to working a 35 hour week. I expect that next month, we will refocus the business coaching on reviewing the skills that need training and looking at how the business processes need to change to fit the new business te
Record Management is the practice of identifying, classifying, archiving, preserving, and sometimes destroying records. There is an International Standard on records management, ISO 15489: 2001. This defines record management as, "The field of management responsible for th
Be clear what you expect
We created a job description of what the employee’s duties would be, how they would support Carla and what skills and experience are required.
Find the right attitude then train the skills
Recognising we are unlikely to find a clone of Carla, we decided to find someone who matches her general attitude and approach to work, customers, and business. After all, with the right attitude, we train up any skills gaps as we find them.
List the interview questions
To ensure a fair selection process, Carla wrote down the interview questions to ask each job applicant. As she interviewed them, she wrote their answers against the list to help her remember who was interviewed and what they said.
This interview record is proof (suitable for a tribunal) that everyone answered the same questions and the process was fair – meeting the needs of our employment laws that proscribe discrimination against gender, age, race, religion or anything else ‘personal’.
Only recruit the best
Carla interviewed four people but was not happy with any of them. After discussing her feelings and conclusions, she decided to re-advertise the job and do another round of interviews. Although this delay was frustrating, the second bunch turned up two good applicants and she offered the job to one of them.
Now that she and her new employee are working as a team, Carla is back to working a 35 hour week. I expect that next month, we will refocus the business coaching on reviewing the skills that need training and looking at how the business processes need to change to fit the new business tea
Whether you are a consultant, coach, business owner, doctor, professional, corporate elite or student, whatever your profession is, moving towards your dream requires taking courageous steps. Making long-lasting changes requires us to create a network of support. Surroundi
We created a job description of what the employee’s duties would be, how they would support Carla and what skills and experience are required.
Find the right attitude then train the skills
Recognising we are unlikely to find a clone of Carla, we decided to find someone who matches her general attitude and approach to work, customers, and business. After all, with the right attitude, we train up any skills gaps as we find them.
List the interview questions
To ensure a fair selection process, Carla wrote down the interview questions to ask each job applicant. As she interviewed them, she wrote their answers against the list to help her remember who was interviewed and what they said.
This interview record is proof (suitable for a tribunal) that everyone answered the same questions and the process was fair – meeting the needs of our employment laws that proscribe discrimination against gender, age, race, religion or anything else ‘personal’.
Only recruit the best
Carla interviewed four people but was not happy with any of them. After discussing her feelings and conclusions, she decided to re-advertise the job and do another round of interviews. Although this delay was frustrating, the second bunch turned up two good applicants and she offered the job to one of them.
Now that she and her new employee are working as a team, Carla is back to working a 35 hour week. I expect that next month, we will refocus the business coaching on reviewing the skills that need training and looking at how the business processes need to change to fit the new business te
Are you winning your game? Are you playing at peak performance? Do you feel like you are sometimes on the court, but more often on the bench, in the bleachers, or (even worse) at the concession stands?There is a concept calle
List the interview questions
To ensure a fair selection process, Carla wrote down the interview questions to ask each job applicant. As she interviewed them, she wrote their answers against the list to help her remember who was interviewed and what they said.
This interview record is proof (suitable for a tribunal) that everyone answered the same questions and the process was fair – meeting the needs of our employment laws that proscribe discrimination against gender, age, race, religion or anything else ‘personal’.
Only recruit the best
Carla interviewed four people but was not happy with any of them. After discussing her feelings and conclusions, she decided to re-advertise the job and do another round of interviews. Although this delay was frustrating, the second bunch turned up two good applicants and she offered the job to one of them.
Now that she and her new employee are working as a team, Carla is back to working a 35 hour week. I expect that next month, we will refocus the business coaching on reviewing the skills that need training and looking at how the business processes need to change to fit the new business te
In virtually every area of business, there will be pitfalls along the way. Marketing is no exception. Time and time again, businesses of all sizes make the same costly mistakes. But knowing how to avoid these mistakes can save you energy, disappointment – and money.
Only recruit the best
Carla interviewed four people but was not happy with any of them. After discussing her feelings and conclusions, she decided to re-advertise the job and do another round of interviews. Although this delay was frustrating, the second bunch turned up two good applicants and she offered the job to one of them.
Now that she and her new employee are working as a team, Carla is back to working a 35 hour week. I expect that next month, we will refocus the business coaching on reviewing the skills that need training and looking at how the business processes need to change to fit the new business te
I know what you are thinking. You’re thinking, “Wait a minute. Wouldn’t that be somewhat presumptuous if I were to ask the interviewer questions?” No. The truth of the matter is they want to see that you have enough intelligence and business sense to ask questions requirin
Now that she and her new employee are working as a team, Carla is back to working a 35 hour week. I expect that next month, we will refocus the business coaching on reviewing the skills that need training and looking at how the business processes need to change to fit the new business team.
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