Hiring Smarts

  • Behavioral Interview Questions To Ask
    The idea behind Behavioral Interview Questions is that they give you a glimpse into the job applicant’s work ethic, their approach to challenges, and their ability to work as a team.
  • When the time comes to bring a new employee or team member on board, it’s critical you have some sort of automated system in place. This system will enable you to find your right person efficiently… without taking time out of your already way-too-busy day. Here’s how it works.
  • Sounds super easy, right? It can be! All it takes is a little planning before you start hiring.
  • It is easy to assume you are blameless, but under performance can be a two-way street. If you think you are ready to have a difficult conversation, take a few minutes to see if you are part of the problem.
  • Using contrary evidence during the interviewing process is a very powerful trick that could mean the difference between a hiring mistake and a hiring win. It takes time to practice, but it’s worth it.
  • She's got the how to conduct an interview bit down pat. And if you don’t? Don’t feel bad! Follow Rikka's 5 easy steps for how to conduct an interview and you'll be able to narrow down your candidates, and find the best hire for you.
  • Frankly, reference checks lost their value eons ago. You would be much better of spending time doing something else.
  • If you've been in a leadership role for any length of time, chances are good you've had a nightmare employee. Here are 6 steps explaining how to address the situation!
  • Here is a quick tutorial on rapid-fire resume scanning, so you can focus the bulk of your time on talking to the right candidates.
  • Difficult conversations suck. Even though it is very tempting to avoid addressing issues, ignoring the situation doesn't help anyone. So instead of sticking your head in the sand, let's figure out some easy steps you can take to feel more comfortable.
  • Have a Facebook account? Great! It can be used as a powerful recruitment tool.
  • In an absolutely perfect world, hiring would be quick and painless. Sadly, we don't live in this perfect world, and in the real world, hiring is exhausting, time-consuming, and expensive.
  • One of the most critical areas for hiring well is writing a job description that’s clear on the goals and objectives of the position. So how do you do that? Follow these 4 steps.
  • It’s much better to bring someone you already know on board, rather than a complete stranger… right? Does it work on occasion? Sure. But most of the time, it’s a recipe for disaster.
  • Owner vs. Manager – is there a difference?They’re very different, with their own specific benefits and drawbacks.
  • Hopefully, you rarely need to fire someone, but the reality of building an amazing team & leading a growing business is that some people just won’t work out. Here is how you reframe the way you fire.
  • Sadly, this is not a perfect world and you may be trying to fill positions with a poor or nearly non-existent benefits package. How can you make a lack of benefits sound not-terrible? I’m so glad you asked!
  • So when you’re starting the process of finding your perfect person, you might want to examine the way you feel about the whole thing. If you’re getting pangs of anxiety or stress: stop, take a deep breath and read on.
  • Almost everyone who has hired for a difficult to fill position has posted a job opening and gotten little to no response. Want Better Results? Do these 3 things.
  • If you’re new to the hiring process, take a look at some of the worst interview questions and avoid them at all costs!