Check your Interview Process:
• If your interview questions are based on the candidate’s resume, you are missing the real questions.
• If you are still using a “job description” to attract and then validate candidates, you are making the wrong decisions about people.
• If your jobs have not been benchmarked, you don’t really know what the expectations should be.
• If your interviewing team is still asking different questions from each other, you are missing great people.
Rethinking these issues, and coming to the right conclusions, will guide corporate recruiting to create an effective attraction, selection, and retention strategy.
Tom/Bridgeline
Tuesday, March 16, 2010
Monday, March 1, 2010
Audiology Employers
Dear Hiring Managers,
Philosophically aligned, peak performers choose to work with like minded people. Choose Your Talent Wisely and leverage the right people as your competitive advantage.
"The life of your company depends on the people you have inside. Being competitive in business today means dedicating the proper time and resources to assessing, finding and keeping your human capital. Securing quality candidates takes a proactive and methodical approach as well as keen, effective and efficient conscious-hiring process. Mastering the structures for talent attraction, evaluation, & selection aids your focus on hiring the best person for the job and for the company (KeenHire.com)."
We couldn't agree more.
The "right" talent enables a company to put key objectives, strategies and tactics into place. The "right" people create solutions to problems. The "right" people (fit to a company's culture) thrive whether it's a product/service launch, attracting/"selling" new customers, forming strategic alliances, etc. The right people in your organization only need 20% hands-on management/direction time where the wrong people (C-players) require 80% of your time to manage. The right talent matched to your culture/company are your greatest competitive advantage and represent exponential ROI. So how do you get the right people on the bus?
Retention starts with selection. We understand selection specific to the audiology space. Quantify the cost of a mis-hire and then let us help you devise a strategic selection process; quickly and efficiently.
Tom Northey
Bridgeline Associates
Philosophically aligned, peak performers choose to work with like minded people. Choose Your Talent Wisely and leverage the right people as your competitive advantage.
"The life of your company depends on the people you have inside. Being competitive in business today means dedicating the proper time and resources to assessing, finding and keeping your human capital. Securing quality candidates takes a proactive and methodical approach as well as keen, effective and efficient conscious-hiring process. Mastering the structures for talent attraction, evaluation, & selection aids your focus on hiring the best person for the job and for the company (KeenHire.com)."
We couldn't agree more.
The "right" talent enables a company to put key objectives, strategies and tactics into place. The "right" people create solutions to problems. The "right" people (fit to a company's culture) thrive whether it's a product/service launch, attracting/"selling" new customers, forming strategic alliances, etc. The right people in your organization only need 20% hands-on management/direction time where the wrong people (C-players) require 80% of your time to manage. The right talent matched to your culture/company are your greatest competitive advantage and represent exponential ROI. So how do you get the right people on the bus?
Retention starts with selection. We understand selection specific to the audiology space. Quantify the cost of a mis-hire and then let us help you devise a strategic selection process; quickly and efficiently.
Tom Northey
Bridgeline Associates
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