Posts Tagged ‘how to hire’

Don’t Scare Away Great Hires In Your Industry

June 30, 2014 Leave a comment

When it comes to hiring there are a few different things that every potential employer should think about. The first is of course how to avoid scaring away talent in your industry. It is not all that uncommon for employers to scare away talent with unrealistic expectations, too much of a workload, or large requirements. These factors can make a world of difference when it comes to the hiring process as a whole. There are a few different ways to prevent scaring away top talent and knowing how to keep these candidates coming is the best way to prepare.

  1. Create Realistic Expectations- the first thing any employer needs to do is create realistic expectations. This means set standards and goals that are attainable. Do not require that every candidate have a doctorate in microbiology unless it is crucial to their ability to complete the job. Make sure that the qualifications that you need are essential to the job. Though making outlandish requirements can help weed out excess applications, it can also scare away good potential candidates.
  2. Make Sure You Are Clear- another way to scare off potential candidates is by not stating clearly what the requirements of the job are. One great way to get the proper candidates is to tell these individuals just what will be required of them and what will not. Being very clear about expectations and what is required is the best way to insure that you are getting the right candidates for the job at hand. It is important that you clearly state what is required so that if a candidate does not feel they can complete what is require by the job, they can go without applying.
  3. Give Ample Time For Interviews- the last way you can scare off potential candidates is by not giving them enough time to show you their talent. If a talented individual believes that they will be rail-roaded and not given enough time to show their talent, they are less likely to apply. It is important that you give ample time for interviews, take the time to listen to what a candidate has to say, and that you give them an adequate platform from which to show their talent and abilities.

Keeping these issues in mind when embarking on the hiring process is the best way to insure you only get the applicants you want and that you do not end up losing tons of applicants in the process. Taking the time to understand what a potential employee may see in your hiring process and knowing how to go about hiring is the best way to insure you do not scare off great employees


What to Consider When Hiring New Employees

April 25, 2014 Leave a comment

You’re probably very well aware that good employees make your company more successful. After all, it’s often through employees that you find sustainable growth. A bad employee on the other hand, is an entirely different story.

When you hire a bad worker, you can plan on losing about 30 percent of that person’s first-year of potential earnings. So, this means if the person is expected to make about $30,000 during his or her first year, you’ll be losing upward of $9,000. Take three or four bad workers, and the losses add up very quickly.

To combat the problem of hiring the wrong workers, many companies are seeking out alternative hiring methods. And with Google turning to emotional intelligence like it has over the past couple years, it makes perfect sense that these companies are turning to it as well. Emotional intelligence involves five major components:

  • Self-awareness
  • Motivation
  • Social skill
  • Empathy
  • Self-regulation


If a person has high levels of each of the qualities listed above, then he or she is likely to fit in well with almost any company as well as provide sustainable growth.

It’s time that you realize that being “book smart” doesn’t necessarily qualify a person to be a good employee. This isn’t to imply that a high IQ won’t go a long way in making an employee a good one; however, it is to say that being smart and possessing a wide range of characteristics goes a long way in making a good worker valuable to your business.

Problems Solvers Do Just as the Title Implies

When you employ workers who are emotionally intelligent, this usually means that they are ‘problem solvers.’ And although they take the time to notice problems, their ultimate goal is to find solutions to them. Not only do they want to find solutions to them, but they want to do so in a quick manner, which means higher levels of productivity for your business.

Managing Emotions is Key in Running a Successful Business

All humans have to deal with emotions, and while some are more emotional than others, emotionally intelligent people know how to properly handle the pressures of life. Did you know that “90% of top performers are skilled at managing their emotions in pressurized situations in order to remain calm and in control?” Stress affects each and every person, but those who know how to deal with it–those who are emotionally intelligent–are the best types of workers to employ.

Finding Emotionally Intelligent Workers

There are all types of people who are emotionally intelligent. When you start your search for such workers, remember that some will come from the outside, while others can be found at home, meaning internally among the workers that you already have.

Also don’t forget that the best talent can be found, recruited and cultivated only by using top of the line Applicant Tracking Software.

Finding the Right Candidate for the Job

December 2, 2013 Leave a comment

Does the applicant really deserve the job? This is a question that many employers find themselves asking each time they are faced with a tough decision to make. Many would use skills and experiences as their main criterion in choosing the appropriate candidate. But this principle isn’t applicable in most scenarios. If anything, there are lots of witty ways that you can use in landing the right person. Explore the tips below and see how they can be helpful in your case.

Relying on technical expertise doesn’t always yield the expected results. In such a case, the person turns out to be less productive contrary to the indications on the papers. When you come across a person whose vision and ideas are in agreement with your own, then you know that you have finally found the right fit. So how should you get there?

The kind of questions you ask. An interview can be compared to a person’s first date. There is always that feeling of strangeness amongst the two parties. The kind of questions that you ask should be witty so as to help you have an idea about the applicant. Open ended questions are the best way to achieve this. An undeserving applicant will always strive to demonstrate that they are the best in the field. They are not just the sort that teamwork is made off.

What do others say about the candidate? Possibly, you might have rushed into conclusions. Let those with whom the applicant will be working have a one-on-one session with them. They might just spot out something in him/her that you had not opened your eyes to. Listen to their views and if they concur, just nod in secret knowledge of agreement.

How well can they get along with others? That is the power of soft skills. The best people to provide you with this information are former employers and those that have interacted with them. Therefore, don’t fail to include this in your recommendation inquiries.

Engage them in an argument. What is ones sense of reasoning? Can they defend their approaches to a particular issue when faced with opposition while composed? It is conceivable for one to have a brilliant project idea but fail to sell it to the team mates. A good employee should be able to bring out ones point of view without getting frustrated or worked up easily. This doesn’t mean that they should be overbearing and unreasonably defensive.

At the end of the day, it is all about getting the best person for your company. With the modernity of our lives, engaging the applicant face-to-face isn’t just enough. Get the most out of technologies like Applicant Tracking Systems to help you identify and cultivate real talent the real way.