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Browse published articles attributed to Dave Dart, with full-archive search.
If you've been involved in a job search, you know there is always that point in the interview process, usually toward the end of an interview, where the interviewer asks, "Do you have any questions for me?" If you're not prepared, it could take you by surprise and you'll find yourself stuttering and stammering around trying to come up with something to say.
Chances are if you’ve applied for a new job position, you’ve had your share of screenings, phone interviews, filling out forms offline and online, maybe even taking tests and medical examinations. So when the time comes and you finally get a job interview, why wouldn’t you be prepared? The following are 5 common job interview mistakes that job candidates make and some tips on how to correct them: Mistake #1: Don’t Prepare for the Interview:
Do you feel like you're ahead of the dollars and cents game when you decide "NOT" to use an executive recruiter's services in your recruiting and hiring plans? Maybe you figure why bring a third party into the situation and pay out a fee, but have you ever really taken a look at the costs involved when your "chosen hire" doesn't work out?
Contract workers may be the staffing solution of choice for your company if you’re not ready to make permanent hiring commitments. Even though you may have learned to do more with less in your business during economic uncertainty, there comes a point where you’ll eventually have to hire additional workers to improve productivity, promote growth, or just stay ahead of the competition…BUT what if you’re nervous when it comes to moving forward with permanent employees? Contract staffing allows you to put your toes back in the water without making the jump into hiring full force.
Maybe you've had an experience with an executive recruiter, maybe not. Just like any other industry, there are good apples and bad apples...and some may say "rotten" apples. If you've had a bad experience or no experience, here are some common myths you may have heard. • recruiters don't listen • recruiters just want to fill a position • recruiters do little and really add no value for the money These myths bring up a point. There are rotten apples, but what do you look for to find the good apples? What sets a "quality recruiter" apart from the rest of the ruthless pack?
As a human resources department manager your plate may already be full. Depending on the size of your organization, HR roles can include a variety of duties such as: recruiting and hiring, training, team building, employee relations, policy management, payroll and benefits, and other administrative tasks just to name a few. Could your HR department use a little support? An executive recruiter could give you that support.
At some point in your career there may have been a time when you took a pay cut or downgraded to a less skilled position as a way to "pay the bills" or for resume continuity sake. But eventually you come to a place of frustration or you feel as though you are "stuck" in your position and really want to start looking for a position that is more in line with your professional goals.
Research has shown over and over again that when time and effort are put into designing effective onboarding processes, the payoff is increased employee retention and the ability for new hires to become productive quicker for their new employer.
From start to finish, the hiring process can be lengthy and complex with so many steps, people, negotiations, and costs involved. When a new hire is finally set up with a start date, you may think the hiring process has finally ended… and now on to the next one. Ideally your process should continue to another essential phase…onboarding. Why Onboarding is Important for Employee Retention Why should you be conce ed about a solid onboarding process?
Maybe you've been trying to get noticed by hiring managers in the interview process, or maybe you have your eye on a company that you'd like to work for, but you just don't know how to go about getting their attention. Getting noticed by potential employers in a sea of candidates takes a bit more preparation and forethought.
When you think about using the services of an executive recruiter, do you think of it as a "here today, gone tomorrow" transaction? If so, perhaps it may be in your best interest to view it instead as building a long-term relationship with a professional that has the resources to help you step through your career. An executive recruiter should be thought of as your partner.
Maybe you're thinking of looking for a new job opportunity, or maybe you've been on a job search for an extended period of time. In either case, you may want to think about using an executive recruiter to help you. There are advantages to using a recruiter that add value to your job search efforts and can help you increase your chances of landing a new position. The following are seven reasons why you should think about using an executive recruiter to help you win that next job opportunity: Reason #1 - You'll have access to insider information:
Are you or your company breaking the law when you use social networking sites like LinkedIn, Facebook, MySpace, Twitter, and others to recruit for new candidates and/or screen job applicants? Federal anti-discrimination laws assert that companies can't discriminate individuals that fall into any of the "protected classes" that include age, sex, religion, race, disabilities, and others. Let's look at a couple of situations where discrimination while using social media tools in the hiring process could come into play.
Of course, money matters. People have to be able to support their chosen lifestyles; however...it may not be the only way to attract top talent and retain good employees in your industry. With more people weighing work/life balance, you may be able to lure and keep these "impact players" on your team with a few unique "time-saving" benefits that your competitors may have overlooked. Some of these less than traditional workplace ideas include:
Filling a critical job position is never an easy task; the hiring process costs both time and money. So, it’s always in the best interest of hiring managers to improve employee retention rates. While there are a number of ways to do this once an employee is onboard through leadership and management styles, incentive and performance programs, and the list goes on… probably the best time to start worrying about retention is at the very beginning—the hiring process.
You would think with a higher than normal unemployment rate and the fierce competition for jobs in the US, employers would have their pick of top-notch candidates when filling open positions. There are a multitude of candidates that apply for every one position, but they aren't necessarily the best candidates. The best performers are usually already working or have a choice of several different job opportunities.