Onboarding
Hiring 101: Sweet 16 Rules to Master the Interview – Part 2

Hiring 101: Sweet 16 Rules to Master the Interview – Part 2

Part 2: Rules for Interview Effectiveness

It is time for the main event, the actual interview. Hopefully, your pre-interview tasks recommended in Part 1 of this article series are complete. Your job benchmark has identified the primary personal characteristics needed to succeed in the job. Everyone involved in the interview has a list of questions they will ask and an interview process they will follow. The initial screening has identified only those people who have the credentials needed to succeed in the job. You have
followed these rules and are prepared for the actual interview.

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Hiring 101: Sweet 16 Rules to Master the Interview – Part 2

Hiring 101: Sweet 16 Rules to Master the Interview – Part 1

Part 1: Rule For Pre-Interview Effectiveness

On a scale from 1 to 10, how would you rank your success hiring staff? Be honest now. Most people believe they can interview well. After all, you talk with someone, you listen to what they say, you determine if they have what it takes to do the job, and, if they fit with you and your organization’s culture, they’re hired. It sounds so easy, right?

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Onboarding. . . Made easy?

Onboarding. . . Made easy?

Has a new staff person just arrived and been assigned to work with you? What is she like? How do you communicate or motivate her? What value will she bring to your team? These are all “onboarding” questions.

Onboarding is integrating staff into a new relationship. Most organizations do that by asking people to complete health care and other forms at the human resources office. Or, making sure they have the right equipment or software. That’s the easy part of onboarding.

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Onboarding. . . Made easy?

Onboarding. . . Made easy? – Part 2

Coaching is an incredibly competitive field with so many individuals offering consulting services, and organizations utilizing coaches to drive performance. Coaching certifications exist, but aren’t required.

The issue then becomes, as a coach, how can you differentiate yourself among all the competition? If you are looking for a coach, how do determine if they are the coach for you?

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