Why We Need to Hire Fewer and Fewer People

Filed under: Employer, Hiring Strategies, Human Resources / Capital, Talent Retention

Why We Need to Hire Fewer and Fewer People

Dr. Ira S. Wolfe

Dr. Ira S. Wolfe

By Ira S Wolfe

With an election year approaching and unemployment still high, lots of lip service and media ink are being wasted on ways to fix the jobless recovery. What a crock of $#!%.

While it is unquestionably heart-breaking to see good, hard-working, well-intentioned people become victims of corporate greed and negligent governance, much of the responsibility for getting a job (and keeping it) should fall on the shoulders of the individual and that includes individual executives and business owners. Read more »

To Counter Offer or Not to Counter Offer? Part 2

Filed under: Employer, Offers / CounterOffers, Salary, Talent Acquisition, Talent Retention

To Counter Offer or Not to Counter Offer? Part 2

In part one of this article, we considered the costs of recruiting, hiring, and training as well costs of a bad hire and the opportunity costs involved when a valued executive’s departure leaves the company in the lurch. Can you avoid this hassle and extra cost? Should you making him a counter offer and keeping the team intact, the projects on time, the sales meeting on track, the product launch as planned?

Read more »

Hiring the Right Candidate: Set Bait, Cut Bait

Filed under: Best Practices, Employer, Interview, Talent Acquisition

Shannon Tinker

Shannon Tinker

Hiring the Right Candidate:
Set Bait, Cut Bait

By Shannon Tinker

While staffing industry pros are acutely aware of the ins and outs of finding and closing candidates, I’d bet the rest of the world doesn’t spend much time contemplating the hiring process. In fact, during a candidate rich market, employers may land their dream candidate by skipping a bunch of hiring “steps,” including “the close.” But what happens when the market shifts?

An improving job market isn’t all roses and smiley faces. Simple supply and demand dictates, and unfortunately a flourishing job market also, lead to losing more candidates to competing opportunities. While tragic, some losses are unavoidable. Yet, other times a quick re-read of the “Closing Candidates 101” handbook may give you the upper hand.

Closing the right candidate really requires little or no sales ability whatsoever and is remarkably simple. Really. Read more »

Employers Beware: When Social Media Says Too Much…

Filed under: Employer, Human Resources / Capital, Talent Acquisition

Shannon Tinker

Shannon Tinker

Employers Beware:
When Social Media Says Too Much…

By Shannon Tinker

This month, Redfish explores the importance of background checks and references before extending a candidate a job offer. Responsible hiring decisions usually include basic steps to double-check that a candidate’s credentials are legit.  With an applicant’s consent, employers can quickly get reports about a candidate’s credit and criminal record, and this is perfectly legal.

In addition to old school, traditional background and reference checks, employers now have access to data that would make even the most seasoned Private Investigator blush.  Social media has opened the playing field making it fairly easy to gather personal information about most of the computer using public.  Employers can learn a lot about a job seeker through her online profile, in fact, if they’re not careful, they can learn too much. Read more »

Employee ‘fit’ gives edge in recovery. By Shannon Klie

Filed under: Best Practices, Employer, Hiring Strategies, Talent Acquisition, Talent Retention

Employee ‘fit’ gives edge in recovery
Talent management critical in helping firms succeed

By Shannon Klie

Excerpt:

As the economy improves and organizations move from survival mode to growth mode, it’s critical for organizations to hire people who fit with the organization’s values and culture, not just the job, according to Sean Slater, vice-president of employer services firm vpi.

When there is people-organization fit, employees willingly embrace and commit to the company’s strategic plan and this gives an organization a competitive advantage over organizations that don’t have that same fit, said Slater, who is based in Mississauga, Ont.

“The alignment between the people that work for the organization and their objectives and their values with the values, culture and objectives of the organization is key to being able to bring life to the strategy. Bringing life to the strategy is what ultimately helps businesses be successful,” Read more »