One of the most important things to remember when interviewing is to do your research beforehand.  A couple of standard questions that most organizations ask are – what do you know about our organization and why are you interested in working for us?  This can be asked very early on in the process to help […]

The first impression leaves a lasting impression – so it’s imperative that you get it right the first time! This means following some simple rules about hand shaking, interview appropriate attire, and what to bring into an interview.

Here’s an admission from a recruiter, I save my best candidates for my best clients. Not all clients are created equal and neither are all candidates. Sometimes an “A” player will walk into your office and he or she does not know that they are an “A” player and their just looking for a better […]

If you are a small or medium business, you mostly likely do not have an onboarding process or program. Even if you are a large organization and have an onboarding program, you affect the success of this program. Whether you are the hiring manager or assist the hiring manager, it is important to a smooth […]

During the hiring process, a hiring manager or human resources is often met with both external candidates and internal ones. Deciding on whether to hire the internal candidate or external one has implications. If you are involved in the hiring process, you must ensure that both internal and external candidates go through the same process. […]

Although this may seem elementary, it is necessary to prepare for a candidate interview in advance. It is important to have read their resume before you meet them. I have seen this error being made by hiring managers because the human resources department has done the pre-screening for them. If I had a dollar for […]

I have three different kinds of customers; those who swear by tests, those that think that its quackery and those who are in the middle. I have customers who administer the test even before a face to face interview. In fact, they determine whether to meet the candidate based on the test results. The companies […]

Taking reference as part of the hiring process should be done for all hires, from entry level to senior, but it is important to validate them the right way.

As an internal recruiter, you have been tasked with finding talent for the different departments and hiring managers. At times, it may be necessary to engage the talent of an external recruiter. Here are some points to consider when making the decision whether to go external or not.

There are different interview styles and methods to evaluate candidates. Depending on what you want to learn about your candidates, you might consider one or several of these styles and methods.