5 Keys to Streamlining Your Hiring Process

Posted by  Rachel Reid


Now that you have made the decision to streamline your hiring process, what happens next? First of all, it’s great that you’ve made this decision! An efficient hiring system not only increases a positive candidate experience and reduces time to hire, but can translate into financial savings for the company.

A more streamlined hiring process will allow you to fill open positions with quality candidates much quicker than a non-streamlined process. However, before you can jump into this process, there are a few guidelines you should be aware of to help make this project run as smoothly as possible.


Is It Legal to Avoid Hiring Smokers? (And Should You?)

Posted by  Alissa Parr, Ph.D.

hiring-smokers.jpgThe objectives of most hiring processes are to identify and retain individuals who are going to be productive and efficient workers as well as those who embody the values of the organization. Organizations invest in employees. They want to see a return on their investment for individuals.

Most of the time, organizations focus on how employee performance and engagement will help them move toward that goal. However, another element that organizations may consider is how employees will create revenue for the organization and save the organization money. How, might you ask?

Recently, there has been a trend to include a question within the application process that asks about a personal habit: smoking. Organizations are using this question as a knock-out question. If people admit to smoking, they will not be hired. At first, this seems irrelevant to the job…but let’s take a closer look at this topic.


7 Scary Interview Questions That You Should Never Ask to Candidates

Posted by  Vicki Marlan

halloween.jpgIn many aspects, the hiring process is similar to a game of poker in that each side is trying to gather as much information as they can to determine when they should bet and when they should fold. Organizations who allow untrained interviewers to conduct unstructured interviews are creating an environment where the candidate has the upper hand.

Asking poorly developed interview questions is really no better than playing a poker hand blind. And the worst part is that the interviewer (or poker player who is playing the blind hand) believes they have enough information to make a good decision. This fact creates an environment where organizations continue to ask the same bad interviewing questions and also continue to make poor hiring decisions.


Can Asking about Salary in the Interview Lead to Discrimination?

Posted by  Alissa Parr, Ph.D.

wage-gap.jpgHow many applications have you completed that asked about salary or wage at previous jobs? Or, maybe I should frame the question, how many applications have NOT asked you this question? Several applications ask job candidates to disclose their salary at prior places of employment as a means to understand what their expectations may be and what may be a good starting salary for the candidate. However, this soon may be a question you’ll need to be cautious asking job candidates.

In a landmark decision, Massachusetts recently passed a pay equity law. This law requires employers to pay men and women equally for comparable work. They define “comparable work” as work situations that require substantially similar skill, effort, and responsibility and work that is performed under similar conditions. This ruling makes it very clear that it is unlawful to discriminate by providing genders different wages.


How (And Why) to Increase Organizational Diversity

Posted by  Greg Kedenburg

organizational-diversity.jpgIncreasing diversity seems to be a goal shared by most companies these days. The concept of rounding out your workforce by adding more diverse employees is not a new one, but the recent surge in the number of companies claiming to be committed to diversity raises the question of how many of them are truly invested in the cause and how many are promoting the idea, but not taking appropriate steps to become a diverse workforce. Unfortunately, some organizations do fall into the latter category, adding ‘Diversity’ to their list of corporate values, but not taking the right steps to achieve diversity.

These organizations are missing out because there are direct, demonstrable benefits to increasing a workforce’s diversity. There are many companies that genuinely strive to make themselves more diverse, but the process behind this transition is not always clear or obvious. Below are some steps that can help guide the introduction of diversification efforts into a workplace.


4 Best Practices to Designing an Effective Hiring Process

Posted by  Tracey Tafero, Ph.D.

hiring_process.jpgAre you looking for that one answer- what is the “right” way to design an employee hiring process? Well, there isn’t necessarily one “right” way, as the best hiring process for a given position will depend on a number of different aspects related to that specific position, your hiring needs, and the available labor pool. However, there are a number of best practices that apply across the board:


5 Ways to Improve the Legal Defensibility of Your Hiring Process

Posted by  Steven Jarrett, Ph.D.

legal-defensibility.jpgWhat defines an effective selection system? That can depend greatly on who you ask within an organization. Specifically, if you ask operations it is a system that hires top quality candidates quickly; for human resources it is a system that is easy to administer and allows them to track and process candidates quickly; for legal however, it is the system that creates less work for them a.k.a. does not get the organization sued. Some may believe that these are differing goals, but in our opinion they do not have to be. Here are five recommendations on how your organization can improve, or create, a legally defensible hiring system that can also hire effective individuals quickly.


Do You Really Need to Customize an Employee Assessment?

Posted by  John Fernandez, Ph.D.

question.jpgMany organizational stakeholders often assume that a highly customized test containing items written specifically for their company is the only viable solution to their assessment needs. They may believe this even when there are some very good off-the-shelf solutions that would cost much less and be just as effective, if not more effective, in predicting job success.

This can occur for a number of reasons. One reason stems from the belief that the target role is more unique in the capabilities needed for success than it actually is. A good example of this is first or second line people manager roles. Across many different industries and business units, early career people managers tend to struggle with the same issues: coaching and delegating effectively, managing performance, developing talent, etc.


The 5 Biggest Myths About Pre-Employment Assessments

Posted by  Matthew O'Connell, Ph.D.

myth-factEmployee assessments are becoming more and more prevalent these days, which is certainly a good thing. More and more companies buying into assessments means that the overall quality of their workforces are increasing. There was even a cover article in TIME Magazine about the increased use of pre-employment assessments. The problem we’re noticing is that with assessment usage increasing, the number of myths about them is also increasing. I want to take a few minutes to set the record straight, so here are the 5 biggest myths we’re hearing about employee assessments:


4 Reasons That You Absolutely Need a Consistent Hiring Process

Posted by  Brian Dishman

hiring-processStandardized work is one of the fundamental building blocks of a lean manufacturing process. It should be the initial building block of a lean hiring process. Any good manufacturing Quality Manager understands that you cannot guarantee quality without a standard procedure in place to ensure consistency of the process. As a human resources consultant, I am frequently surprised by the number companies that lack defined, standardized hiring processes. Many companies rely on their hiring managers to devise their own interviews and simple tests for evaluating the job candidates to fill open positions within their team. There are serious flaws with this approach. Below are four reasons that a standardized candidate evaluation process leads to higher quality hires:


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