If you want to avoid many of the interview errors that have been outlined in the previous three installments in this series, it’s important that you take the time to educate managers about interviewing. I’m not talking about a day-long training session; instead, use a reminder sheet, e-mail, or website …
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How Your Corporate Culture Could Keep You in the Stone Age
What Exactly Is A “Corporate Culture?” All organizations have a corporate culture, just as all organizations have an employment brand. What differs is the degree to which someone’s notion of corporate culture is documented and protected. You tend to hear more often about corporate culture in organizations with a long …
Read More »Improving Interviews: Changing the Timing and Adding a Sales Component (Part 3 of 4)
In previous articles, I highlighted what’s wrong with interviews, some alternatives to supplement interviews, and pre-planning steps to improve the customer experience. In this part, I’ll provide some suggestions on changing the timing and the content of interviews, both of which can increase the number of top performers who will …
Read More »Improving Interviews and the Candidate Selection Process (Part 2 of 4)
To improve upon the generally weak results obtained from traditional interviews, consider the suggestions presented here, which revolve around interview planning, preparation, and adding structure to what often is a free-form process. If you don’t like structure, remember that there is plenty of data to support the fact that structure …
Read More »Improving Interviews and the Candidate Selection Process (Part 1 of 4)
Most selection processes cannot accurately predict probability of performance. In most cases, the process relies solely upon three basic elements, and each is a poor predictor of performance. In my previous article series, entitled What’s Wrong With Interviews, I outlined dozens of things wrong with the way most firms approach …
Read More »Interviews: Is it Time to Blow Them Up? (Part 2 in a 2-Part Series)
Last week I started this series by asking why organizations continue to use interviews as the primary means of assessment, given that they stink as a predictive indicator of performance and nearly every person involved hates them. The response to Part 1 was largely supportive, while a few comments supported …
Read More »Interviews: Is it Time to Blow Them Up? (Part 1 in a 2-Part Series)
I’ve always been curious as to why everyone continues to use interviews as a primary means of assessing candidates. Managers don’t like to do them, candidates literally hate them, and as a predictive indicator of performance, they stink! “Interviews are a terrible predictor of performance.” That quote isn’t an …
Read More »Kansas City Compensation & Benefits Association Workshop Materials
Thank you for you interest in an electronic copy of the materials used during this workshop. They are provided to your here in PowerPoint format. If you do not have access to Microsoft PowerPoint, a viewer application is available for free at Microsoft.com. To load the presentation, simply click on …
Read More »Don’t Be Fooled by Employment Branding: What it Is and What it Is Not!
Advertising is Not Employment Branding Unfortunately, a number of organizations have built employment branding programs that are little more than recruitment marketing programs redressed in a different name. Supporting this is a vendor community that sells a multitude of recruitment marketing-related services under the name of employment branding. If you …
Read More »Don’t Be Fooled by Employment Branding: What it Is and What it Is Not! (Part 2 of 2)
The response was predictable, with a great deal of counter response from the recruitment marketing community and a sliver of validation from the corporate community. Embedded throughout each response, including many of those drafted to counter last week's article, are snippets of good advice. John Zappe highlighted that advertising can …
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