Having Trouble Hiring? Here's How to Get the Talent You Need. How to Hire Employees Who Will Stick Around. The Exact Hiring Formula That Will Help You Find The Right People. Eric Feng made a lot happen at Hulu in just three years.
As the first senior executive the company hired, he played a pivotal role in the development of Hulu.com, the desktop app, distribution and advertising. He served as spokesperson and even coded large part of the site's front-end himself. And it paid off — Hulu rose to become the No. 2 video site on the internet, drawing 43 million unique viewers a month. But one accomplishment made all of this possible: He hired extremely well. 5 Tips to Improve the Candidate Experience. The Cost of Maximizing Quality of Hire Is Free. At a recent sales manager training program on how to conduct a Performance-based Interview, the conversation quickly turned to how to measure and maximize quality of hire.
One of the sales directors in the room was quite frustrated with his recruiting team and suggested the way he controlled quality of hire was by rejecting nine of 10 candidates the recruiters presented. The rest of the hiring managers then chimed in by saying how disappointed they were with the quality of candidates sent by their recruiters. They suggested the primary cause as their recruiters' lack of understanding of real job requirements. I suggested this was definitely part of the problem, but just as likely was a quality control issue: using inspection at the end of the process to control quality of hire rather than defining and controlling it at the beginning.
If you're old enough to remember, back in the 1980s the Total Quality Management initiative became a global groundswell. Here are five steps to do that. 1. Very Smart People and The Entrepreneur. Here's A Job Ad I'd Like To See. Talented people don't grow on trees. Spotting the Great but Imperfect Resume - George Anders. By George Anders | 11:10 AM December 9, 2011 Recruiters and senior executives express frustration these days about corporate talent hunts at all levels.
The gripe: “We’re pouring tremendous energy into finding the right resumes. But we’re losing the ability to find the right people.” Directors of summer internship programs, for example, have soured on seemingly “perfect” students with 3.9 grade-point averages from elite schools, who have mastered multiple foreign languages. The reason: these recruits show surprisingly little initiative once they arrive at a big, busy company; they keep waiting to be told what to do. Small-company chief executive officers voice a similar lament. Insist on a perfect resume each time, and it’s impossible to make the most of highly promising candidates with “jagged resumes.” As such extreme examples show, it’s essential to get comfortable with a resume that features a puzzling mix of highs and lows.
Two insights are crucial. What was Evans’s secret? How to Interview a Job Candidate: Best Technique You Never Use. Eventually, almost every interview turns into a question-and-answer session.
You ask a question. The candidate answers as you check a mental tick-box (good answer? Bad answer?). You quickly go to the next question and the next question and the next question, because you only have so much time and there's a lot of ground to cover because you want to evaluate the candidate thoroughly. The more questions you ask, the more you will learn about the candidate. Or not. Sometimes, instead of asking questions, the best interviewing technique is to listen slowly.
How to Eliminate 50% of All Hiring Mistakes in 30 Minutes.