Happy Valentine’s Day: Show Your Love

When we think of Valentine’s day we think of love and candy and Evil HR Lady. What? You don’t associate me with this holiday? You should. Show your love by doing one of the following:

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57 thoughts on “Happy Valentine’s Day: Show Your Love

  1. What have your hiring strategies been? How do you find talented people for the company?

    Please reply! I need to know you ideas or experiences. Thank you! 🙂

    1. In my experience as an HR personnel, It was very important to have strategies in hiring; hiring the right people starts with knowing your strategy. Before you even start the selection process you need to define what it is that you are looking for.
      I find talented people, not just by with superior exam results, academic excellence is not necessarily a good indicator of future success. Intelligence is still key, but I want look at the depth and breadth of a candidate’s experience. Also, I go through interviews and observe the way they respond to my questions. to know about them more.

    2. It is essential that you clearly identify the knowledge, skills and behaviours that are important for success in this job.
      Place this information in a well written job advertisement and you will have established the set of criteria against which you can assess your candidates. Remember that this advertisement may be the first sight that a candidate has of your organisation, the right wording will give a positive first impression and also go some way to ensuring that you only receive applications from qualified candidates.These were just part of hiring process, but I’ve started doing this kind of strategy for selecting the best candidate for my company.

      1. Thank you sir! I bet it’s the easiest ways for you to score points in the recruitment marketplace.

    3. Talented candidates aren’t afraid of their future. In fact, they’re excited about their career and what’s in store.
      Ask candidates about their long-term goals during a job interview. Those with great talent will talk about their prospective future with the company and what they plan to accomplish if hired.

    4. I ask candidates about their long-term goals during a job interview. Talented candidates aren’t afraid of their future. In fact, they’re excited about their career and what’s in store. Those with great talent will talk about their prospective future with the company and what they plan to accomplish if hired. This is one of my strategies in hiring great people for our company.

      1. Thank you for the reply sir. That would be a good thing to do in the process of interviewing. 🙂

    5. During the interview, I ask candidates about their weaknesses. I look for a candidate who can confidently speak about their weaknesses.. They display confidence in any situation. There’s a fine line between confidence and arrogance when identifying top talent. Confident individuals, however, can handle any situation and accept the reality that it’s OK to be wrong.. This implies an asset for the company.

      1. Thank you for sharing your knowledge sir.
        So, in interviewing process, you are going to give candidates some situations and observe the way they respond to your given situations?

    6. Passive candidates are most likely to be your dream hires, but you’ll never attract them without letting them know how much you want them. Reaching out in a really personal manner demonstrates that you’re willing to go out of your way to get their attention.

    7. Comanies can find talented people by adopting a promising system of programs and training courses and the application of an incentive system flexible and efficient to attract talent and qualified professionally and administratively, according to certain criteria baptized by the company identified needs

    8. Mostly talents are centered around inside the organization itself, If best trainers are hired one by one inside the organization will join the Talent team with the earnest efforts of the trainer and support from the organization when all are co-operative and committed to work and perform.

    9. Run some tests as IQs and EQs. But what is talent anyway? To me it’s all too relative. I’s hire someone “skillful” rather than just “talented”.

    10. We find new potential employees through four channels:
      1. Tweeting from our personal and company accounts
      2. Posting on job boards like 37signals and Authentic Jobs
      3. Emailing our Treehouse Newsletter list
      Personal recommendations from friends and the Team

    11. Technology is a wonderful thing. It enables nonprofits to deliver programs, services, and ultimately, meet their mission. But having the right people is absolutely critical to being successful. Given the choice between the latest technology or the best people, the choice should be obvious.

      I have interviewed hundreds of people in my career. Along the way I’ve learned some important lessons that are true for companies and nonprofits of all sizes. Here are some keys to finding and hiring the best talent:
      1. Always Be Looking
      2. Have More Than A Job Description
      3. Ask the Right Questions
      4. It’s a Team Effort
      5. Grow Your Own Talent
      These aren’t the only keys to finding and hiring the best talent. You may have found other ways that work.

      For further information. Pls check my blog http://www.nten.org/blog/2011/04/13/five-keys-finding-and-hiring-talented-people

    12. Rule number one is clear, but very counter-intuitive: Don’t ever, ever hire in your own image. Why not? Because from the beginning of time, bosses have been unconsciously cloning themselves, stocking the shelves with vanilla young men from impressive schools. And what has happened to executives and companies that did that? As management guru Rosabeth Kanter observed, they often sink into the soft sand of irrelevance as the rough waters of current reality wash over them.

      Here are the other nine:
      2. Hire for Attitude Rather than Skill
      Teaching skills is a snap compared with doing attitude transplants. When looking to hire the right candidate, among the qualities you’ll want most is a fierce sense of optimism.
      3. Look for Renegades
      One of the best interview strategies is to ask when the person has been in trouble. The obedient employee will be of limited use to you in this change-up environment.
      4. Hold out for Results
      Never hire someone with good potential but questionable habits, thinking you can change him or her. As in choosing mates, what you see now is what you get forever.
      5. Go for a Sense of Humor
      The potential hire who can’t laugh easily, particularly at herself, is going to be a very dull and probably rigid employee.
      6. Fill in the Blanks
      Look carefully at the aggregate strengths and skill gaps of your teams in various work units, and go for the qualities and styles that are missing.
      7. Test Drive
      Don’t be satisfied with references. Remember that many of the most glowing references are given for people others are eager to dump. Include day-long simulations as part of your interview process, or invite applicants to provide you with a portfolio of their best work.
      8. Stock the Bullpen
      Keep an eye out for prospects before the need arises. Don’t wait until a vacancy occurs. Keep a pool of potential employees under the watchful eye of somebody who’s responsible for hiring. Evaluate your recruiting team in terms of how well they keep the bullpen ready. And tell them never to turn away an interesting candidate with the line, “We don’t have any positions open right now.”
      9. Push Harder for Diversity
      Make certain you’re spreading your net wide enough to find those high-potential, but different, fish who generally don’t swim in the streams near you. Ask your HR group what contacts and periodicals they’re using to interest potential hires. “We don’t know where to find people different from us” is a costly excuse.
      10. Listen
      Rule one with how to interview: Most interviewers talk way too much. When a candidate finally gets to you, listen for the “story line” of his or her life, at home and at work. It’s been said that being a leader is like practicing psychiatry without a license. That may be more true in hiring than in any other part of the job.

    13. I Use “critical incident interviewing.”
      This is an interview model that queries specific past events as a basis for discerning a person’s capabilities. It’s all about cascading questions. Start by asking about an incident, then peeling back the layers to evaluate the person’s thought process, judgment, and how he or she deals with a situation.

      For example:

      “Tell me about a time you disagreed with your supervisor on a creative issue.”
      “Walk me through the problem.”“What did you do about it?”
      “What led to that decision?”
      “Why do you think that was effective?”
      “What was the outcome?”

    14. I’ve been in the recruiting business for many years. As I talk to the world’s leading recruiters and the best talent leaders, it’s clear that with few exceptions, there are three prerequisites to consistently hiring the best people for other than entry-level roles, specifically:

      Rule One – You must have a great job. Whether they’re active or passive job-seekers, the best people aren’t looking for lateral transfers. So if your job descriptions are laced with hyperbole and an excess of “must haves” you won’t have a single top performer to consider.

      Rule Two – You must have a great recruiter. Most candidates, whether they’re actively looking or not, emphasize what they get on Day 1 (title, location, compensation, company) as a condition to proceed. Yet, those who do proceed decide to accept a job based on what they’ll be doing during the first year, the team they’ll be working with, and what they could become if successful. To be considered great, recruiters need to convince great people to focus more on the doing and becoming, rather than opting out if what they get on Day 1 isn’t overwhelming.

      Rule Three – You must have a great hiring manager. It’s commonly assumed that managers hire people just like themselves. If so, it explains why they find it difficult to hire diverse candidates or people stronger then themselves. However, there’s an opposite effect that’s rarely considered: the best people want to work for the best managers. They also don’t want to work for managers less competent then them. This is the likely reason managers can’t hire people stronger themselves, not that they don’t want the competition.

      1. Thank you for this very informative information sir. Clearly this is an important topic. Another thought that occurred to me is that in order to meet the requirement of Rule #3, you need to have an HR dept and leadership team that actually values a good hiring manager and maintains them within their ranks. Thanks again sir! 🙂

  2. In hiring process, the most common strategies is being able to manage your employees. A human resource should hire the best employee, should see to it that the person being hired fits to the position. Also ensure that the person has a good attitude, able to use critical thinking in dealing situations for the betterment of the organization.

    1. I agree with you sir/maam. Those aspects are very important, thank you for sharing your knowledge! 🙂

  3. some company posted their vacant job position through company website and social media. With this, people are aware. After which, they can receive resume and application letter and they can start to gather information to potential candidates. of course the company use some strategies that totally apply. based on their specification/ standards.

  4. i think companies using hiring strategies by collecting detailed information about applicants. Others making spot interview on how the applicants handle/possess themselves.

  5. The most helpful hiring strategies for company must have a thoughtful interview questions, establish a relationship to the applicant, to make her/him comfortable and gain trust, and observe their behavior while doing the interview if they possess good posture and have self-confidence.

  6. HR professionals employ various tactics to bring the best talent to their companies. They hire applicants who can contribute their talent to the organization’s success. HR professionals are required to be more selective in their candidate picks, since under-performing recruitment measures can have a long-term negative impact on an organization.

  7. Recruiters employ various tactics to bring the best talent to their companies. Find best practices and research strategies in employment branding, sourcing techniques, social recruiting, and stay on top of the latest recruiting technology trends.

    1. Thanks for the info! i just want to ask; who are the person responsible for developing these effective recruiting strategies and are there any changes in recruiting program at a strategic level?

      Hoping for your response. 🙂

      1. The person responsible for developing effective recruiting strategies will usually be a talent acquisition manager, director of personnel, or a recruiting/sourcing manager.
        Recruiting program changes at a strategic level may include the enhancement of candidate communications, the development of talent pipe-lining, succession planning, the optimization of recruitment channels, re-evaluation of interviewing processes, and the deployment of new recruitment technology. I think that would be all.

  8. For the recruitment, covering the entire process of sourcing, selecting, and on boarding employees to an organization, is a function typically housed within Human Resources. The person responsible for developing effective recruiting strategies will usually be a talent acquisition manager, director of personnel, or a recruiting/sourcing manager. Recruiting program changes at a strategic level may include the enhancement of candidate communications, the development of talent pipe-lining, succession planning, the optimization of recruitment channels, re-evaluation of interviewing processes, and the deployment of new recruitment technology.

  9. Effective recruitment strategies are a pivotal aspect of procuring and retaining high-quality talent to contribute to organization’s success.

  10. Human resources departments are always busy trying to fill positions within the organization. Therefore, they should use the most cost-efficient and effective strategies to fill them. Some organizations may choose to outsource the task to professional recruitment agencies who can separate the qualified candidates from the unqualified candidates. Managers and executives of organizations should be willing to try different ways of hiring employees and should work closely with the human resources department

    1. Thanks for the information sir! but what are these strategies are and how important these professional recruitment agencies? pls reply. thanks 🙂

  11. Successful hiring begins with proper predictive measures. In this phase of the recruitment process, an organization develops plans to fill future job openings based on an exploration of future requirements. Steps must be taken to measure available internal and external talent and the present and expected resources available to be expended in order to attract and retain talent.

    1. Thank you sir. How recruitment be conducted internally and externally? 🙂

      Please respond. thanks 🙂

      1. Recruitment may be conducted internally through the promotion of current employees or by way of employee referrals. Internal recruitment is generally the most cost-effective recruitment approach. Job openings can be advertised through physical and electronic job postings, in organizational newsletters and office memos. Internal recruitment strategies do not consistently produce the number or quality of personnel needed. In these cases, the organization needs to recruit from external sources, either by encouraging walk-in applicants, publicizing vacancies in periodicals and Internet job boards, and utilizing visual and audio media sources.

    1. I agree with you sir/maam. I think it will help you better separate the wheat from the chaff, you should try adding another layer between resume-submission and the one-on-one interview. Thank you!

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