Hire Top Talent

Six Questions to Ask to Speed Up Your Hiring ProcessHuffington PostWhy Ask? Everyone makes mistakes, even in a professional setting. The lessons we learn from these errors can be invaluable.

This is a terrible article. Why does everyone think they are the expert on what interview questions to ask. The first question was not too bad. The other 5 were horrific and do nothing more than focus on the prepared canned inane stupid responses candidates give to prepared canned inane stupid interview questions.

Who cares what the candidate thinks. Asking what they want to be in 5 years is crystal ball gazing. And asking what they can bring of value is silly until you've told them the outcomes you desire. Until that point, they are reading off a prepared script. Congrats to the best interviewer, you'll always get the job offer since you know how to answer these canned questions the best. BUT = does that make you the best employee for that role?

Barry Deutsch

IMPACT Hiring Solutions

http://www.impacthiringsolutions.com/blog

The following is a best practice, proven technique for making better hiring decisions: If you make the final hire/don't hire decision, there are four things to consider: The results of testing should count for 30 percent.

The author breaks down the different elements of hiring decision making. Not sure where the data came from - again it's expressed as fact but appears to be more along the line of opinion. Here's an alternative idea to the way the author throws out percentages as if they are based on a scientific study:

The interview is the most important element of determining whether a candidate can achieve the desired results. Unfortunately, most interviews conducting by most hiring managers are a complete waste of time and useless.

External validation, vetting, and verification should be used to determine is what I saw and heard in the interview the truth - and it helps to maintain objectivity and rational thinking.

Gut feeling and intuition plays no part in the assessment since this is on a foundation of bias and emotion. You're still going to make first impressions - impossible to avoid - but validate through collecting rich information in the interview and externally.

Barry Deutsch

Partner

IMPACT Hiring Solutions

http://www.impacthiringsolutions.com

Every company can improve their hiring in some way.  And given how important successful hiring is, it’s scary to think that two-thirds of companies continue to make bad hires.  Here are three key (The three huge hiring mistakes that most companies...

Another cut on hiring mistakes and errors - which now appears to be one of the most common blog posts appearing on the Net. Is this because of an increase in hiring? Could the job market finallly be making a return?

Interesting side note, most of the major mistakes in hiring occur because hiring managers and HR take short-cuts, they refuse to abide by common simple best practices and frequently fall victim to taking short-cuts and cutting corners.

Barry Deutsch

Partner

IMPACT Hiring Solutions

http://www.impacthiringsolutions.com

Understanding if you're interviewing top talent can be accurately determined by using the 3+2 interview method. It's easy ... It just seems logical that asking the best interview questions are the best way to determine the quality of your next hire.

Carl talks about asking the best interview questions - but where did you learn to ask questions. Most CEOs and Senior Executives claim that they are still using the same questions asked of them 20 plus years ago. Perhaps, it's time to conduct a check-up to determine if the best questions are being asked.

Just because these were the appropriate questions when Henry Ford started cranking out Model T's - it doesn't mean that they are still relevant today.

Barry Deutsch

Partner

IMPACT Hiring Solutions

http://www.impacthiringsolutions.com

How Small Businesses Can Leap Ahead With Social RecruitingHuffington PostUsing social recruiting platforms helps small businesses look at hiring in a more practical and effective way.

Nice article talking about using social recruiting to find employees. Lacks depth in terms of specifics - but does provide a nice high level view of social recruiting ideas.

Barry Deutsch

Hiring is a Top CEO PriorityForbesEven as a recruiting company, we sometimes don't recruit enough talent to build our own team and keep pace with our growth.As the CEO you constantly need to recruit.

It's like company values - if the CEO doesn't set the tone for hiring talent - why should anyone else in the organization care?

Barry

... correctly define candidate requirements; if you send multiple candidates to the hiring manager only to him/her complain about wrong-skilled people; if turnover stubbornly stays high; if too many people fail training programs; ...

Here's a great quote from the article:

"any organization that uses poor or inaccurate hiring processes is doomed to suffer the long-term consequences of poor employee and manager performance."

Barry

Yes, like most things in compensation and HR, the key to success is manager/supervisor training. But who has the budget and time to organize a full-blown training program? Good news from BLR—now you can run your ...

One of the greatest frustrations I encounter is the issue of how long it takes to get rid of someone when they are lacking in performance. The primary issue behind this lengthy process is the complete lack of documentation around performance and the usual smoking guns in their personnel file.

DOCUMENT from day one through a series of monthly one-to-ones focused on the achievement of your expectations which were writtend down in a Success Factor Snapshot before the person was ever hired.

Barry Deutsch

Partner

IMPACT Hiring Solutions

http://www.impacthiringsolutions.com

Spark Hire Releases its List of the Top 25 Must Read Blogs For RecruitersVirtual-Strategy MagazineRecruiters looking for extra help acquiring top talent to survive and thrive in today's economy can now turn to Spark Hire's...

This is a self-promotion post - or maybe I should call it a pat on the back post. We were just named to one of the top 25 Recruiter Blogs by SparkHire. Even for the most independent minded - a little recognition is always nice for hard work. Thank you Spark Hire.

Barry Deutsch

Partner

IMPACT Hiring Solutions

http://www.impacthiringsolutions.com

Employee hiring: Why good candidates don't get hiredHR.BLR.comFor a Limited Time receive a FREE HR Report "Top 10 Best Practices in HR Management." This comprehensive special report will give you the information you need to know about these current...

Different take on hiring problems and issues. The author of the book talks about the internal barriers companies erect to prevent good people from being hired. Almost takes a process consulting view of the hiring and recruiting function.

Barry Deutsch

Partner

IMPACT Hiring Solutions

http://www.impacthiringsolutions.com