Engage Internally Starting at the First Handshake!

Engage Internally Starting at the First Handshake! Hiring the New Generation of Employees

Everyone comes to work needing something to learn. This is especially true with the newest generation of employees. There are unique hiring dynamics for Generation Y – especially for entry level positions – and to build a great work force, you must understand the generation you are hiring. To have a successful hiring practice, it requires due diligence and commitment to create an engaging workforce.

If you are hiring for a Generation Y, entry level position you need to realize they will not have much experience. As a whole, Generation Y comes to the work force with 4-5 years experience behind previous generations at the same age. This requires more difficult more intricate dissemination between candidates to look forward the biggest thing that separates candidates – passion.

Manage the Personality to Motivate the Employee

Manage the Personality to Motivate the Employee

Personalities are the sum of possibilities in which an individual reacts and interacts with others. As personality is how we react and interact, it proves to reason that it shapes one’s behavior as well. It is the job of a manager to provide the most effective workplace and productive employees, good managers align business goals to an employee’s strengths and weaknesses, skills and abilities – all of which are impacted by the employee’s personality. If aligned effectively, the product is highly effective employees and business results. According to a recently Gallup survey, 64% of all people hate their jobs. If you, as a manager, were to put the right people in the right job and gave them the right goals for their position, I can guarantee their work attitude, productivity and drive would improve.

Hiring the Best by Using Smart Interview Questions

Hiring the Best by Using Smart Interview Questions

In recently going through a series of interview processes and in preparing to interview others, I started thinking a lot about hiring practices and the interview process. Nowadays in many large companies, there is a very structured and rigid set of questions a potential employer can ask. Many interview questions are based on HR practices and rules/regulations in regards to hiring practices to minimize discrimination. In order to limit the liability a company has in hiring someone. Questions are asked from a subset of possible approved questions. This has limited the hiring ability, but in order to hire the best, one must be able to ask the perfect follow-up questions to make sure the right person is getting in the door.