Some job descriptions and ads have impressive longevity. They have survived three supervisors, two software changes and several rounds of “just use the posting from last time.”Unfortunately, longevity does not guarantee accuracy. Washington’s hiring rules have changed, and some familiar language and routines deserve a fresh look. Before you recycle that next posting, pour yourself …
Hiring managers often feel pulled between two pressures: move quickly or hold out for the perfect candidate. Neither extreme usually ends well.Consider this scenario. The candidate pool is limited, but someone comes along who meets 85 percent of the organization’s needs. The interview goes well. The candidate appears capable, interested and aligned with the team. …
Why onboarding begins before the offer, and why silence afterward may cost you the hireMany employers treat recruitment and onboarding like a relay race: managers and supervisors recruiting carry the baton until the offer is accepted, then hands it to HR for forms and first-day orientation. Candidates, though don’t see a handoff. They see one …
What if your interview process is eliminating some of your best candidates before you ever recognize their potential? Often, interviews are seen as an opportunity to identify the strongest person for the job. Yet they often measure something entirely different: a candidate's comfort level in an interview setting.Those two things are not always the same.The …
I’ll admit it. I’ve done it.At one point, I thought it was smart and posted an “evergreen” job. The idea? Always be open to great talent. Keep the door open. See who’s out there. So the job stayed on our careers page… indefinitely.Turns out, that’s not a best practice. It’s one of the biggest frustrations …
