In today’s recruiting age, many believe the way to keep millennials is with a full range of perks, whether free food, dry cleaning, gym membership, etc. However, these individuals are in for a rude awakening. Millennials account for 1/3 of the total United States population and $170 billion in spending each year. Today, human resources should focus on matching motivations and giving their employees the tools to help them grow.
You are here
Many candidates have questions they have prepared for an interview, but as a hiring manager, what are some of the best ones that you have heard? Read below for some of the best ones.
1. What role will I fill?
When it comes to an employee’s role in a business’s strategy, the job title explains only so much. When a candidate asks this question, it will provide clarity as to if they will need to be an ideas person, a mentor to other employees, a creative force, a rule follower, a rule breaker.
Find out which tech positions make the most and where 2015 information technology salary expectations stand in TechTarget’s IT Salary Survey for 2014.
When a company makes a bad hire it can cause major impact to the overall company. This impact can result in lower productivity, lost time and money in hiring and training, decreased employee morale as well exposed negativity to clients which could affect the sales team in the long run.
There was a recent article posted on LinkedIn stating examples of hiring mistakes and how you can recover from them.
When you are interviewing for your next hire, you may be ready to ask the standard questions, but what is the most revealing interview question you should ask? "Tell me about your friends." I am sure you can find an exception or two, but for the most part, good people hang out with good people. High performers usually associate with high performers. Whether it is at work or outside of work, high achievers tend to stick together. The same is usually true for people who do minimum work, gossip and complain.
You’ve probably heard the real estate terminology “it’s a buyer’s marketing” or “it’s a seller’s market.” These phrases allow you to figure out if you should buy or sell property based on factors affecting the real estate market such as lending interest rates, size of the market, supply and demand, the ability to qualify for a mortgage, etc. Just as in real estate, in the business world there are similar factors that influence the equation when determining if it’s an employer or employee market.
Deciding what to pay a new hire is one of the hardest parts of the recruiting process. Generally hiring managers will start by asking what the candidate is currently earning then add 10-30% based on what they feel is reasonable.
Someone may be getting overpaid or underpaid, thus they should not be entitled to only earning a certain amount on top of that.
The following list will help guide your decision on what to pay new recruits:
When you are making your next hire, there are certain traits that you can seek out and use as a guideline for the culture you company is striving for—employees that are competent, hard-working and truly care. The key mix includes applied solving and natural empathy which can be referred to as left brain and the right, in harmony.