Want to Hire the Best Employees? Take Notes from Fantasy Football

Posted by  Lance Andrews

fantasy-football.jpgAt one of my recent fantasy football drafts - yes, that is plural, I'm a bit of a football junkie - I was reminded of an anecdote from the CEO of my former employer (Tom Monahan). I heard Mr. Monahan deliver several versions of the story, but it came down to this idea:

In many organizations, most managers use more data to manage their fantasy sports teams than they use to make decisions about their own employees at work.

I always enjoyed that example and it works on a number of levels, but on that particular night, something about that quote really resonated with me.


4 Reasons Why Phone Interviews Can Improve Your Hiring Process

Posted by  Vicki Marlan

phone-interview.jpgAccording to a recent SHRM survey, the average number of job openings that a recruiter is actively trying to fill at a given period in time is 40. HR professionals are master multi-taskers, but the volume of candidates applying to those requisitions likely translates to a very large workload! Even if a recruiter’s requisitions only attract 20 candidates each, it still means processing 800 candidates’ applications, likely in a short amount of time. After factoring assessments, online applications or resume reviews into the hiring process, the number of qualified applicants will likely drop, however, numerous candidates will remain in the queue for a recruiter or hiring manager to interview.

Unfortunately, the interview is one of the most time–consuming and costly steps in the hiring process. So what can be done to streamline the interview process? Consider adding a structured telephone or video screening interview, preferably after a candidate has completed an application or submitted a resume, and passed any required assessments.


The Challenges Facing HR: An Interview with Patty McKay of AMN Healthcare

Posted by  Paul Glatzhofer

HR-Professionals.jpgI recently had the opportunity to chat with Patty McKay who is an HR Executive at AMN Healthcare in San Diego. Patty has over 25 years of experience in leading teams such as OD and Learning, Leadership and Professional Development, Change Management, Assessment and Selection, eLearning, and Sales Management. She has experience working cross-culturally and operating with the highest standard of personal accountability and transparency.

Patty’s specialties include Leadership Development, Coaching, Global Mindset, Cross Cultural Sensitivity, Organization Development, Strategic Thinking and Execution, Change Leadership, Systems Thinking and Synthesis, Behavioral Interviewing, Project Management, and Yoga and Fitness. During our discussion Patty and I chatted about the challenges she faces, globalization, and millennials, among other things. Read on for a summary of our discussion.


What Can House Hunting Teach You About Hiring the Best Employees?

Posted by  Alissa Parr, Ph.D.

for-sale.jpgBuying a house is a huge investment. I’m beginning to realize just how big of an investment is in my search for a house. One of the other things that I’ve quickly learned is that it is definitely a seller’s market in Pittsburgh. For one of the houses I was interested in, it came on the market, had its first open showing on Saturday, and had multiple offers by that Saturday evening. I was blown away by how fast the process was. If you are not constantly monitoring Zillow, you’ll lose out! I have continued to notice that houses in some neighborhoods won’t stay on the market for more than a few days.


How to Find Manufacturing Employees With Strong Work Ethic

Posted by  Amie Lawrence, Ph.D.

high-volume-hiring-2.jpgWouldn’t it be great if you could go to Google or Facebook and type in, “how to find hard working employees,” and have the results show people who are actually hard working? I have spent most of my working career studying jobs and listening to what organizations want in their employees. I’ve never heard an organization say they didn’t want an employee who was going to work hard for them, particularly for entry-level positions in the manufacturing industry.

Manufacturing jobs are often routine and very procedural. As such, it’s very important that employees follow the procedures exactly and stay engaged and focused on the work for a long period of time. Even with job rotation and breaks, it can be difficult to stay motivated to do the same motion or task day after day. For many people, it’s challenging to maintain productivity and quality under these circumstances.


Never Hire Somebody Who Doesn't Raise the Average

Posted by  Doug Wolf

hiring-averageJim Koch, founder and chairman of Boston Beer Company, was profiled in the Founder’s Forum section in a recent issue of Inc. magazine. In the forum, Jim Koch was asked, “What’s your hiring philosophy?” His response was 100% spot on, in my opinion. That is, “never hire somebody who doesn’t raise the average.” [Click here to tweet this quote]

In other words, don’t settle! Don’t fall victim to the perception that someone is better than no one. In fact, often, the opposite is true. A bad hire, whether he or she be a bad cultural fit or a poor performer or worse, both, will impact your company more negatively than leaving the position open and continuing the search to select the better person for the job.


What LinkedIn's Recruiting Report Means for the Future of Hiring

Posted by  Lindsey Burke

recruitingRecently, LinkedIn released their 2015 Global Recruiting Trends report to give employers a look at industry changes dating back to 2011. There were three findings that stuck out to me as important to the future of recruiting.

The first overall finding indicates the source in which companies find their quality hires has shifted over the years. For example, in 2011, the top source for quality hires reported was employee referral programs, and in 2014, the top source for finding key quality hires reported was internet job boards (e.g., Monster and Indeed).

The second overall finding presented is the importance of social networks for promoting a company’s brand and offerings; roughly 75% of employers agreed that they now have a proactive strategy when it comes to promoting their brand.


What Is Motivational Fit and Is It Really Important in Hiring?

Posted by  Greg Kedenburg

question-markThere are a variety of factors to consider during the hiring process, from experience to education to related job knowledge. Having to consider such a wide range can be overwhelming to a hiring manager. At the risk of adding one more to the list, motivational fit can often make or break it for a candidate in terms of how successful they’ll be in an organization. An often overlooked component, the degree to which a candidate’s motivations align with the organization’s can at times make an even bigger impact on job performance than the aforementioned factors.

What is Motivational Fit?

Motivational fit is defined as the extent to which an employee’s expectations of what they’ll get out of a job match up with what the organization provides. How closely these two match will play a big part in whether or not an employee will stay in any given job. The aspects which make up motivational fit are varied, but can be sorted into two general categories: Extrinsic vs. Intrinsic motivators.


How to Hire Like Google

Posted by  Greg Kedenburg

hiring-handshakeConstantly topping the ‘Best Companies to Work For’ charts, Google is considered to be the golden standard in terms of modern organizations. Aside from making their employee satisfaction one of their main priorities, Google accomplishes this by hiring great people who will thrive in the environment they’ve created. Now while not every company can offer the laundry list of perks that Google can, every company does have the ability to follow the same hiring process as the tech giant.


What Is I/O Psychology and How Can It Help You Hire?

Posted by  Greg Kedenburg

io-psychologyIndustrial-organizational psychology is still a relatively young field in comparison to some of the other social sciences. Yet to break through to the mainstream, mention I/O psychology to the average person and you’ll likely be met with blank stares or questions more suited for a clinical psychologist. Despite this, I/O psychology has been gaining traction in workplaces across the world as more and more organizations begin to see the value that trained industrial-organizational psychologists can bring to the table. These days, efficiency rules all, and decreasing waste, in whatever form it presents itself, is a goal of many organizations. One of the best ways to do this may be learning about what industrial-organizational psychology has to offer.


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