Emotional intelligence (EI) is typically described as someone's ability to read other people's signals and respond appropriately to them, as well as recognize and understand their own emotions so they can influence the emotions of others. What better opportunity is there to demonstrate EI than during the interviewing and candidate selection process?
As someone who’s built, managed, and now advises hundreds of global talent acquisition teams, one question that repeatedly comes up is: How can we hire for “grit” - that quality of tenacity that ensures your next hire will stick it out through the good and bad times.
Recruiting technologies that have emerged over the past few years have been a boon for HR when it comes to unloading many of the burdensome administrative tasks that accompany the hiring process. However, with all this new technology, companies can run the risk of alienating the candidate with a cold and impersonal experience. Balance is needed.
As a job-seeker, making it to the interview stage for a potential career opportunity is serious business. This is your opportunity to feel out the company, the hiring manager, and the role in a more intimate fashion.
In business, the term care is generally applied to the business-client relationship. It has given rise to unwieldy terms like customer care associate for the people formerly known as sales agents.
High-character employees, however, care not only about their clients but about every relationship they have in and beyond the workplace. Their secret weapon is that they also care about, and for, themselves.
In case you missed this amazing chat filled with great tips and advice on the steps recruiters and hiring managers can take to find the right fit for their organizations, you can read all the tweets here:
Finding and hiring new workers for your organization is a time-consuming and complex undertaking. It is also one of the most important for an organization’s continued growth and survival. Unfortunately, sometimes the people we hire just don’t work out.
A round up of workplace developments and legal trends to help keep HR ahead of the curve
If a job candidate looks perfect on paper, HR professionals, recruiters and hiring managers should be wary. Sometimes in an attempt to stand out, an applicant makes an unforgivable misstep—lying or exaggerating on his or her resume.
We have seen the “power” of video increase over the last few years. YouTube has over a billion viewers and YouTube on mobile alone reaches more 18-49 year olds than any cable network. Additionally, 80% of YouTube viewers are outside the US. Given those numbers will video technology become a powerful tool for HR?