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www.SkillStorm.com/Blog
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Thursday, July 23, 2009
Tuesday, July 14, 2009
Quick and Dirty Hiring Tips
One for the employers out there! The saying I live by, have taught hundreds of hiring managers on, and did I mention live by? is the following:
60% of hiring decisions are based on the soft skills and “fit” of an individual in the culture of the organization/team and 40% based on “skill”.
So to be great at making “great” hiring decisions takes a little bit of time to prepare.
Step 1: You have to define what your “ideal” person brings to the table. Don't use a laundry list of skills.
Those are easy and conventional wisdom has told you to do that before! I'm talking about what they bring... baggage and all! Values, ethics, passion, direction, mental toughness… GET THE PICTURE? You need to understand what the “ideal” candidate is before you can interview someone for the job. For example, make a scorecard. Put on there not only the old “job description” info, but also put down specifics on how they behave. Once you have that, you can ask very specific questions on past situations that either do or do not match to the predicted behaviors you want on your team.
Step 2: The values of the company must match the values of the individual you are interviewing.
If you want to create a vision, everyone needs to sing to the same sheet of music. If you deviate from the scorecard and do not interview for the values you are looking to match between candidate and company, you may end up hiring someone that does not fit. This can create issues in your group and you may even risk losing team members you find valuable all because you skipped steps and hired the wrong person with the mismatched values.
There is a butt for every seat, but not every butt fits the seat in your company!
DEFINE WHAT WORKS FOR YOUR COMPANY…WRITE IT DOWN! USE IT! RANK AGAINST IT! HIRE ONLY THOSE THAT SHOW PAST PERFORMANCE ON THE BEHAVIORS AND VALUES OF YOUR COMPANY!
Read more!
60% of hiring decisions are based on the soft skills and “fit” of an individual in the culture of the organization/team and 40% based on “skill”.
So to be great at making “great” hiring decisions takes a little bit of time to prepare.
Step 1: You have to define what your “ideal” person brings to the table. Don't use a laundry list of skills.
Those are easy and conventional wisdom has told you to do that before! I'm talking about what they bring... baggage and all! Values, ethics, passion, direction, mental toughness… GET THE PICTURE? You need to understand what the “ideal” candidate is before you can interview someone for the job. For example, make a scorecard. Put on there not only the old “job description” info, but also put down specifics on how they behave. Once you have that, you can ask very specific questions on past situations that either do or do not match to the predicted behaviors you want on your team.
Step 2: The values of the company must match the values of the individual you are interviewing.
If you want to create a vision, everyone needs to sing to the same sheet of music. If you deviate from the scorecard and do not interview for the values you are looking to match between candidate and company, you may end up hiring someone that does not fit. This can create issues in your group and you may even risk losing team members you find valuable all because you skipped steps and hired the wrong person with the mismatched values.
There is a butt for every seat, but not every butt fits the seat in your company!
DEFINE WHAT WORKS FOR YOUR COMPANY…WRITE IT DOWN! USE IT! RANK AGAINST IT! HIRE ONLY THOSE THAT SHOW PAST PERFORMANCE ON THE BEHAVIORS AND VALUES OF YOUR COMPANY!
Read more!
Tuesday, July 7, 2009
What do recent increases in the unemployment rate mean for staffing?
On July 2, the Bureau of Labor Statistics reported an increase in the unemployment rate to 9.5 percent, reaching its highest number since 1983. The Labor Bureau also went on to report that the number of unemployed persons has increased by 7.2 million since the start of the recession in December 2007.
According to the Labor Bureau statistics, "job losses were widespread across the major industry sectors, with large declines occurring in manufacturing, professional and business services, and construction."
At a time when jobs seem so scarce, increased numbers of top-quality job candidates are becoming immediately available. Recruiting offers continual opportunities for these individuals, who can serve as a reliable source for staffing placements.
According to an article published on ERE, “there is evidence that while monthly job losses have eased since the winter, the economy is not yet in recovery.”
Recruiting provides options that are easier, more cost effective and less permanent through outsourcing and staff augmentation solutions. Companies can save time and money while producing the best results with these top-quality job candidates.
We will discuss the important role of the recruiter in the hiring process. What characteristics make an exceptional recruiter?
Read more!
According to the Labor Bureau statistics, "job losses were widespread across the major industry sectors, with large declines occurring in manufacturing, professional and business services, and construction."
At a time when jobs seem so scarce, increased numbers of top-quality job candidates are becoming immediately available. Recruiting offers continual opportunities for these individuals, who can serve as a reliable source for staffing placements.
According to an article published on ERE, “there is evidence that while monthly job losses have eased since the winter, the economy is not yet in recovery.”
Recruiting provides options that are easier, more cost effective and less permanent through outsourcing and staff augmentation solutions. Companies can save time and money while producing the best results with these top-quality job candidates.
We will discuss the important role of the recruiter in the hiring process. What characteristics make an exceptional recruiter?
Read more!
Thursday, July 2, 2009
SkillStorm
June news for SkillStorm!
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- SkillStorm is now working with Liberty Power. Headquartered in Fort Lauderdale, Florida, Liberty Power is one of only four national retail electric providers licensed in 16 or more states and is the only certified, minority-owned, independent retail electric provider with a national presence. SkillStorm is providing Liberty Power with development team and Information Technology support.
- SkillStorm recently provided a Linux administrator to Jettis Technologies. Based in South Florida, Jettis Technologies offers end-to-end, real time secure transaction processing solutions.
- SkillStorm recently provided a Web Developer to the Professional Association of Diving Instructors (PADI) in Rancho Santa Margarita, California. PADI is the world’s leading scuba diving training organization. With more than forty years experience and 5,300 dive shops and resorts worldwide, PADI training materials and services let people experience scuba diving from nearly anywhere.
- SkillStorm recently provided a Technical Support Representative to the Governance Institute. The Governance Institute is a membership organization serving non-profit hospital and health system boards of directors, executives and physician leadership. Based in San Diego, this organization conducts research studies, tracks healthcare industry trends, and showcases governance practices of leading healthcare boards across the country.
- SkillStorm is currently providing engineering recruiting support to Public Service Enterprise Group (PSEG). PSEG is a publicly traded, diversified energy company headquartered in New Jersey, and one of the ten largest electric companies in the U.S.
Read more!
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