Happy Friday! Take a look at this week’s must read articles for recruiters, hiring managers and everyone in between:
6 Questions to Spot Which Candidates Will Be Productive Employees (Read @ ERE)
You have the great productivity tools at your company. Great. But that doesn’t mean your people will actually be productive. How, then, can you tell which candidates are more likely to be productive employees?
Why Don’t More People Walk Out of Bad Job Interviews? (Read @ Slate)
I hear a lot of stories about terrible job interviews—the interviewer who demanded to look inside a candidate’s purse, interviewers who are rude and hostile or even explicitly insulting, candidates who are left waiting for hours after taking time off work, and much more.
3 Things You MUST Communicate to New Hires the First Day (Read @ SHRM Blog)
Picture this: Your newest employee has just wrapped up Day 1 on the job. He returns home to his family, who asks him, “Well, how was it?”.
Considering your current onboarding processes, how might this new employee respond? Was he impressed and excited? Or, did he feel confused or bored the entire day? According to Gallup, only 10 percent of employees strongly agree that their company does a good job onboarding. This means we’re making a lot of mistakes, especially on the first day.
How the Best Managers Identify and Develop Talent (Read @ HBR)
The ability to see talent before others see it (internally and externally), unlock human potential, and find not just the best employee for each role, but also the best role for each employee, is crucial to running a topnotch team. In short, great managers are also great talent agents.
How to Define, Evaluate, Improve, & Invest in The Employee Experience (Read @ Verified First)
According to Gallup, 63% of American employees believe that they could find a job as good as the one they have. Another 51% are actively looking for a new job. Today, employees are the consumers of the workplace. Employers can’t just focus on attracting candidates and potential employees– they have to address how to retain them. This is why SHRM called the employee experience “the newest HR mandate.” Here’s how to define, evaluate, invest, and improve the employee experience in your own organization.
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What Not to Ask: Illegal Interview Questions (Read @ Glassdoor)
Federal, state and local laws protect employees from discrimination by age, race, gender, national origin, citizenship, disabilities, marital status, sexual orientation, arrest and conviction record, military discharge status, pregnancy status and even salary history. The purpose of a job interview is to determine whether someone has the ability to do the job.
HOW JOB INTERVIEWS WILL TRANSFORM IN THE NEXT DECADE (Read @ WSJ)
Most job hunters and hiring managers would agree: An interview isn’t the ideal way to find the best person for the job. Applicants sometimes exaggerate their strengths; managers rely on subjective information to make decisions.
This is what happens when employers can’t ask job applicants about salary history (Read @ MarketWatch)
Workers who did not show potential employers their pay history had double-digit jumps in their wages and were able to bargain better wages than workers who revealed their past pay, according to a study circulated Monday by the National Bureau of Economic Research.
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