I have been doing a lot of research on recruitment best practices lately more specifically how to avoid making bad hires (hiring the wrong person). We all know the costs of poor recruiting, time and money spent on hiring and training only to find it all goes down the tube when the recent hire is
Recently I have been doing a lot of recruiting, this has been both challenging and rewarding. During this time, I have often asked how can I improve the process for client, candidate and myself? How do I attract the best candidate and place them for the role while being effective and efficient for all involved?
According to a global survey conducted by The Workforce Institute (Kronos Inc), nearly 45% of 3,000 employees interviewed said it would take less than five hours each day to do their job if uninterrupted! More interesting was that 72% would work four days or less per week if pay remained the constant. Three-quarters of workers
Should the recruitment process start with reference checks?? I asked myself this question after having experienced some frustrating recruitment scenarios in recent months! The quandary is, what happens when you have gone through the timely process of reviewing, shortlisting and interviewing thinking you have the perfect candidate only to have the reference checks tell you
Michael was recently interview by OfficeSpace and featured in their latest blog, below is a copy. To see the original please visit officespacesoftware.com Michael Fox is an HR Advisor at wattsnext who does much more than that. In a very fickle modern workplace that’s plagued by attraction and retention issues, his goal to find employees