Category: LRC – Hiring

How Many Interviews Should You Conduct?

There is a fine balance of getting the information you need but not taking too long to make your hiring decisions. Robin reviews key parameters to help you determine the right number for you.

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Here's a sneak peek about how many interviews to conduct:

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Hiring Someone You Know: Recognize the Advantages and Pitfalls

Finding candidates from within your established network is a great way to get talent, but understand the advantages and pitfalls when making your hiring decision.

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Here's a sneak peek:
Tapping into your personal and professional networks is a great way to find good candidates for positions in your organization, but there are pitfalls around that. So, in this video I’m going to be talking about the benefits and the challenges of hiring or promoting someone that you know. One of the most obvious advantages to considering a person that you know is that you’ve had direct experience with them. You understand more about their strengths and their work style, their quirks even. You understand about their work ethic and integrity. If you’re considering this person those things must have gone well and you have a higher trust and confidence about them. Those are perfectly acceptable and beneficial aspects to your decision making. But, I want to caution you because that kind of knowledge can also be a tremendous liability when you’re going to your selection process, and I’ll tell you why.

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Hiring: Getting the Word Out

In this video I’m covering the second step in the hiring process which is getting the word out. This step is essential to letting people know that the position is open and available. I’m going to be sharing a lot of ideas and thoughts and I want you to be able to pick and choose for the ones that make sense to you.

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Here's a sneak peek about getting the word out about your job opening:

Before we get into a lot of the ideas, I really want to stress that I think it’s important that you post the position internally and externally. This is essential even if you think you have the most ideal candidate in mind.

There are two reasons for that. First, you don’t know who’s out there until you ask. I think you should explore all opportunities to find qualified candidates for the position. Secondly, it really provides credibility to the person who eventually gets the job, even if they are that person that you up first had in mind. This step help combat the perception that, “Oh they got the job because they knew somebody” or “they fell into it.” If the candidate goes through a rigorous process that is filled with a lot to transparency about how they got the role everybody will benefit by having that strong foundation underneath them. I encourage you to do that.

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Hiring: Job Description

Step 1 in the Ten Essential Steps of the Hiring Right is to create a job description. This video discusses the importance and impact of having a job description to making the right hiring decision.

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Here's a sneak peek about writing a job description:

Yes, Creating a Job Description is Necessary

In this video I’ll be talking about the first essential step to hiring right. That step is to create a job description. Now, I know there are those of you out there that think it may be wasted time to spend creating a job description. I’d like to convince you otherwise on that. The important thing about the job description is that it really helps you and others get really clear on the essential traits and skills needed for success for the job. You may already have a good idea of that, but it’s really important to get on the same page with everybody, incorporate all the ideas, and make sure that everybody is on the same page relative to those key areas that are important for success.

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