Thursday, 29 September 2016
Decrease Employee Turnover!
Employee turnover can be expensive. The costs are numerous and go beyond just direct recruitment expenses. Other less tangible costs include decreased production and employee satisfaction. I really like this article by Globoforce because it provides twelve practical tips any employer can use to reduce their turnover rate. 12 Tips to Reduce Employee Turnover
Monday, 19 September 2016
5 Great Interview Questions
You only have a short time during an employment interview to
evaluate a candidate's suitability for the position and your organization. Asking the right questions can offer
important insight and help you make the right hiring decision. Here’s a list of
my top 5 favourite interview questions.
1.) What have you done to prepare for this
interview?
2.) Tell me about a situation where meeting a
deadline meant sacrificing quality.
How did you handle it?
Follow – up Question: If a similar situation were to happen in the future would you handle it the same way? This evaluates a candidates ability to self reflect and commitment for self improvement and growth.
3.) If I was to speak to your previous employer
what area do you think he or she would say you needed to further develop?
Evaluates:
Self awareness and identifies areas needed for improvement
No candidate is perfect and there are areas where everyone can
improve. This question evaluates the
candidates self-awareness as well as identifies area for future development and
improvement.
Follow- up question: What steps have you taken to improve in this area? This demonstrates candidates ability to take initiative for self improvement.
4.) Where do you see yourself in 5 years? What steps are you taking now to ensure you
achieve your objective?
Evaluates:
Goal setting and ability to plan
This question serves two purposes not only does it evaluate a candidates ability to set goals but it also
measures if the candidates goals are in alignment with your organization and
the position. If the candidate desires a
top management position within five years but this position doesn’t offer room
for growth it probably wouldn’t be a good fit.
Identifying this now can prevent high employee turnover or employee
dissatisfaction.
5.) Do you have any questions?
Evaluates:
Values
The questions that candidates ask
whether the candidate asks about holiday
time, opportunities for advancement or
the companies objectives gives you a good indication of what the
candidate values. Ask yourself: How
well does the candidates values align with the organizations?
1.) What have you done to prepare for this
interview?
Evaluates: Ability to take initiative
It is an immediate turn off for me when a
candidate hasn’t done anything. In my opinion if they cannot put the effort in
when they are trying to make a good impression and put their best foot forward
how much initiative are they going to take on a day-to-day basis on the job?
At the very least I expect that the
applicant to have visited the
organizations website and has an understanding what the organization does. Candidates that put the extra effort in to
research competitors, complete tutorials and conduct other research immediately
rise to the top for me.
2.) Tell me about a situation where meeting a
deadline meant sacrificing quality.
How did you handle it?
Evaluates: Problem solving skills and ability to prioritize
Provides an insight into how a candidate approaches a difficult situation and what steps they take to solve the problem. Behavioural questions like this ask candidates to describe situations that they have experienced in the past. The theory is the way an individual has acted in the past is a good indication of how they will act in similar situations in the future.Follow – up Question: If a similar situation were to happen in the future would you handle it the same way? This evaluates a candidates ability to self reflect and commitment for self improvement and growth.
3.) If I was to speak to your previous employer
what area do you think he or she would say you needed to further develop?
Evaluates:
Self awareness and identifies areas needed for improvement
No candidate is perfect and there are areas where everyone can
improve. This question evaluates the
candidates self-awareness as well as identifies area for future development and
improvement.Follow- up question: What steps have you taken to improve in this area? This demonstrates candidates ability to take initiative for self improvement.
4.) Where do you see yourself in 5 years? What steps are you taking now to ensure you
achieve your objective?
Evaluates:
Goal setting and ability to plan
This question serves two purposes not only does it evaluate a candidates ability to set goals but it also
measures if the candidates goals are in alignment with your organization and
the position. If the candidate desires a
top management position within five years but this position doesn’t offer room
for growth it probably wouldn’t be a good fit.
Identifying this now can prevent high employee turnover or employee
dissatisfaction.
5.) Do you have any questions?
Evaluates:
Values
The questions that candidates ask
whether the candidate asks about holiday
time, opportunities for advancement or
the companies objectives gives you a good indication of what the
candidate values. Ask yourself: How
well does the candidates values align with the organizations?
I would love to hear from you. What are some of your favourite interview
questions?
Monday, 25 January 2016
How to Recognize Employees!
Never underestimate the importance of employee recognition. Employees who feel valued by their managers are more loyal, provide better customer service and are less likely to leave. This article from salesforce.com offers great insight and helpful tips to incorporate employee recognition in your organization.
https://www.salesforce.com/blog/2013/04/how-to-recognize-employees-infographic.html
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