By Sarah J. Ennis
Cutting-edge tight hard work marketplace is forcing companies to maximise the time they spend attracting and preserving most sensible performers. enterprises which can allure, inspire,and maintain most sensible performers are within the place to overcome out their pageant. this is often real either in industry percentage and with the ability to draw remarkable staff. This ebook is for people with education obligations who're searching for instruments to aid their managers, supervisors, and/or group leaders interview, rent, and continue best performers. when you or somebody on your hiring procedure has constrained adventure in interviewing and hiring, this ebook may help you and your company to be more adept in hiring practices. comprises over a dozen activity relief templates for recruiting, hiring, and holding best performers.
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Extra info for Manager's pocket guide to interviewing and hiring top performers
Sample text
Some of this information—particularly industry—should be in the job description; all of it should be in your company profile. Most companies have this type of descriptive information somewhere: if you can just send it to us in any form, we can do the work to put it online for you. 54 Interviewing and Hiring Top Performers 6. Company benefits/ personality 1 2 3 4 5 What sets your company apart? Casual work environment? Are you #1 in your industry in a certain category? Friday happy hours? Great internal advancement/ training opportunities?
Telecommuting from home is also on the rise with many organizations. If the job can be performed at home with a computer, fax, and e-mail, consider this nontraditional approach to employee environment. The flexibility to the employee is tremendous. For example, if the employee does his or her best work at night, then you are capitalizing on productivity and creativity that might otherwise be lost. This is also a viable way to save on space. Many organizations are decreasing their expenses by scaling down the physical size of their operations and saving on real estate costs.
For example, if your organization has a drug 36 Interviewing and Hiring Top Performers screening policy, list this in the requirements section of the ad. That way, there are no surprises for the applicant. It’s also a good idea to mention that you are an Equal Opportunity Employer at the bottom of your ad if this is your organization’s policy. Check with your organization’s legal or compliance department for additional guidelines that may apply specifically to your organization or your industry.