One Question That You Can’t Ask Job Applicants

Overlapping Caution, Warning, Danger and Hazard Tape BackgroundIn an effort to continue working toward closing the gender wage gap, more states are enacting laws that prevent an employer from asking a candidate or applicant for compensation history.

Delaware is the most recent state to sign a law (effective December 2017) restricting employers from asking for compensation history. They can however, consider a candidate’s salary history should the applicant share that information voluntarily. It will still be legal for employers to share the salary range of the positions they are hiring for, and to ask a candidate what their desired salary range is.   Continue reading

The Human Element of Recruiting Cannot Be Replaced by Artificial Intelligence

human-element-of-recruiting-replaced-by-aiRecently, I read an article with a title that caught my eye, “Startups are making the rejection letter a thing of the past”. The author’s viewpoint was essentially that Artificial Intelligence (A.I.) gives companies the ability to pass human recruiting tasks on to tools like Mya. Not only does this delegate the prescreening process to a robot, it can also prevent would-be candidates from even becoming applicants. This would effectively reduce the need for “turndown” or rejection letters, at least within the initial phase of the recruiting process. Continue reading

Five Strategies to Effective Recruiting in a Candidate Driven Market: Making the Final Selection

This is part five of our five-part series about effective recruiting in a candidate driven market.

By: Edna Nakamoto and Jessica Barrett
making-the-final-selection
This week wraps up our five-part series on recruiting in a candidate driven market. We’ve covered strategic planning and determining need, and internal and external recruiting. In our previous installment, we looked at external assessment tools. As promised, today we’ll be talking about the final step in the recruiting process: Making the Final Selection.

Making the Final Selection

There is one key thing that that should happen even before the prescreening process begins, and that is for you to remember that you are the expert on market conditions. It is your job to educate your hiring managers on what is going on within the landscape of a candidate-driven marketplace. Don’t expect them to already be aware of that, especially those managers who rarely do any hiring. This will make the expectations going in to the interview process clear, and the process that much smoother. Continue reading

External Assessment Tools: Part Four of a Five Part Series on Recruiting

This is part four of our five-part series about effective recruiting in a candidate driven market.

By: Edna Nakamoto and Jessica Barrett
external-assessment-toolsIn part three of our series on recruiting, we discussed internal screening. Today, we’ll be looking at some of the assessment tools available to us when our search for talent takes us outside the organization.

With the average cost of recruiting, hiring, and training being $4,000, and the cost of turnover being $16,000 for entry level employees and $120,000 for mid-level associates, it’s easy to see why employers care so much about making the right hire the first time. When putting candidates through the assessment process, having the right tools is critical for employers. Continue reading

Internal Screening: Part Three of a Five-Part Recruiting Series

This is part three of our five-part series about effective recruiting in a candidate driven market.

By: Edna Nakamoto and Jessica Barrett

help-wantedIn part two of our five-part series on recruiting, we took a look at resources, strategies and processes. We’ve already briefly touched on the topic of internal screening, but today, we’re going to further unpack this important topic.

All too often, as soon as an employee gives notice that they are leaving, organizations quickly post the open role to fill the vacancy as soon as possible. It’s a natural reaction as losing someone means lost productivity, lost revenue, and a heavier workload for their colleagues. However, taking a step back and examining your current talent pool may prove to be the best first option.

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Do popular interview questions actually work?

panel interviewThroughout the years, several popular interview questions have surfaced as the “most common”, many of which are regularly used by companies and businesses to assess whether or not a candidate is right for the job. It’s easy to default to these popular questions we’ve always used because they’ve been around for years, and they’re what everyone expects and prepares for. But are those questions really effective? Let’s unpack that question by taking a closer look at a few common interview questions:

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