Employers

More than Money–Energize Your Employees

What can energize your employees more than money? “9 Things That Motivate Employees More Than Money” shares

Want to Hire a Winner?

Things are not always as they seem, and hiring a candidate can be tricky unless you’re clairvoyant!

Romancing the Passive Candidate

The job market is slowly heating up, and to complicate things, everyone seems to have access to the same candidates, thanks to social networks, job boards, and the internet. Increasingly, one way to locate qualified workers is to call passive candidates—those happily employed and not actively looking, but who might consider jumping ship for extra perks.

Identifying, approaching, and recruiting a passive candidate, however, takes extra time and special training, resources, and skill. This is why many companies rely on their staffing agency partner to handle this aspect of the hiring process. Is pursuing passive candidates really worth the extra effort?

4 Essential Job Interview Questions to Ask

Most job candidates feel interview questions can be decoded and hacked, letting them respond to those questions with “perfect” answers.
Guess what: They’re right, especially if you insist on asking terrible job interview questions. Learn here how to ask interview questions that elicit facts instead of opinions.

FROM Q & A TO Z: The Hiring Manager’s Complete Interviewing Guide

There is nothing more important in the hiring process than the interview. At the very least, the interview process is a networking event—an opportunity to brand your company in the eyes of a potential employee, brand advocate, or customer.

At the very most, the interview process will help you find the right fit for both the job and your organization overall (and, as a bonus, reflect well on you for finding this person). Either way, the interview is a crucial process that, if executed correctly, will ultimately help move your business forward.
Use this e-Book from CareerBuilder as a guide to going from conducting your best interviews, to making your greatest hiring decisions.

The Power of Affirmation

When you look at many successful people around you, do you find yourself assuming that success came naturally for them? Yet, if you could see behind the scenes of their lives, you might be surprised to learn that they experienced major life struggles, and that the power of affirmation gave them the boost they needed to move forward. Since what we believe strongly influences the way we act, developing an affirmative outlook for yourself and your employees can have a great impact on your organization. Imagine the force of energy that would result if every employee believed that he or she had something unique and vital to contribute to the value of your company! Whether affirmation is used in the form of positive self-talk or to build up those who work with or for us, there’s no doubt that as leaders, we must practice it daily to harness its benefits.

Keep It Legal! Legal Issues in the Selection Interview

How can you ask questions in the selection interview that will keep you and your organization out of hot water? Even more important, how can you ask great questions that will really generate answers that will be a good predictor of on-the-job success? These are questions that many organizations continue to face in the light of increased workforce diversity, coupled with inexperienced, untrained interviewers. Here are some general guidelines for asking the right questions in the selection interviewing process.

The Dos and Don’ts of Discipline

One of the most frustrating situations for any manager to address is when an employee is not meeting the performance objectives of his or her job, and discipline is needed. In order for your employee to understand that you correct and redirect because you care about the employee’s success, it becomes imperative for you to consistently demonstrate positive discipline within the framework of legal compliance.

Beyond Orientation: Creating a New Employee Engagement Plan

Finally, your talent search is over. At substantial cost to your company, you ran the ad, carefully combed through resumes, prescreened and interviewed applicants, and made the hires. Now your employees are ready to work—or are they?