When it comes to recruiting, are you selling the whole enchilada? Competitive compensation is a key factor in attracting talented employees. But there's a whole lot more to compensation than just salary and health insurance.
A hired candidate is a recruitment success. A position needed to be filled and you filled it, presumably with a hard-working and talented individual who has the skills you require. You know why you chose them - but do you know why they chose you?
Creative people are the engine of our current economy and the lifeblood of any organization, says researcher Richard Florida in his book, The Rise of the Creative Class. Florida's definition of "creative" includes engineers, lawyers, computer programmers, designers, architects, writers - basically, anyone who is paid to think.
If you were buying a new car, you'd take it for a test drive. When you purchase a new pair of jeans, you try them on first. In order to make an informed decision about whether these products are right for you, you first want to see how the products will perform in real day- to-day situations.
Behavioural interviewing is a common technique that recruiters use to evaluate a potential candidate. The basic premise of behavioural interviewing is that the best predictor of future results is past behaviour in similar situations.
Web site designers talk about the "stickiness" of their sites. By stickiness, they mean the elements that will get people to stay and interact with the site once they land there.
Nothing gives candidates a better idea of your workplace than a quick tour of your office or facilities.
Even though compensation packages have returned to earth after years in the dot.com stratosphere, and competition for candidates is perhaps less intense than it was a few years ago, you still need to ensure that your offers are competitive for your industry.
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