Sharing ideas on best practices to optimize the way companies hire, manage, and structure teams.
Here’s what we've been up to recently.
There are two basic styles, or models, of interviews employers usually use when hiring new employees: structured and unstructured interviews. Just like job candidates, each one has its own strengths and weaknesses. But do the advantages of a structured interview outweigh the advantages of an unstructured interview?
When many business owners think about succession planning, they think first about creating an exit strategy before retirement or the sale of their business. Owners and executives consider who should take over the business at that time – for instance, will it be a family member, an employee, a member of senior management or an outside buyer? – and how the transition will take place.
At Hire Success®, our Personality Profile is designed to help you determine the dominant traits of your most successful employees and then use that information when interviewing new candidates for the same job. But what is a dominant trait, and why does it matter?
At Hire Success, we refer to the task of identifying and quantifying personality characteristics and traits as developing a baseline. Whatever you call it — determining an “ideal profile,” “benchmarking,” etc. — the process involves determining ideal standards for hiring or promoting employees.
Every business wants to hire the best employees and reduce turnover. Since having great people who are good at their jobs is vital for any organization, you’d expect companies to go to great lengths to find the right applicants for a job opening.