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The company known for their signature character, Mickey Mouse, is defending a class action claim based on questions about its background screening policies. A lawsuit against the Walt Disney … 
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Skim through the help wanted section of any job board and you’ll find about 95 percent of the ads have one word in common: “Starting wages based on experience …” “Looking for …...
James Schreier's insight:
So right and so wrong! Experience thoughts -- right on. Hire just based on attitude -- so wrong! A person with great attitude and no skills (or too much time to learn them) -- just doesn't work. There needs to be talent times energy squared -- based on accomplishments. This is performance-based hiring -- and it works!
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Everyone knows that the average hiring process is less than perfect. In fact, most selection processes have high failure rates (i.e.
James Schreier's insight:
A really scary part of this article is the accuracy of the first few words -- "everyone knows" -- but so many organizations are unwilling to really do anything about it.
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And so we cry, “We want to be strategic.” That’s the aspiration of Human Resources professionals, collectively and as individuals, right?
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It’s easy to make hiring decisions, but it’s significantly harder to make good hiring decisions. Suppose a man named Bob interviews with your company.
James Schreier's insight:
Very good article -- and I would argue that many, maybe most, managers to suck at hiring. I agree with the comment about the inaccuracy of interviewing -- but it doesn't have to be -- performance-base hiring has proven to be a much more accurate process for hiring -- and addresses several of the problems identified in this article.
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From
hbr
It’s a worldwide trend that has been under way for nearly a decade: Responsibility for talent management is shifting from HR to frontline executives. The transition is driven partly by cost cutting—head counts in HR departments fell sharply during the Great Recession—but it is also fueled by the recognition that many aspects of talent management are best handled by day-to-day managers.
James Schreier's insight:
Some excellent points here about an age-old issue.
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Dr.John Sullivan’s recent TLNT posts about Facebook that included a discussion of their fabulous perks were pretty impressive: An extended six-week boot camp onboarding with the employee’s choice of a job at the end; Internal job transfers chosen ...
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“Ron, you know someone needs to talk to XXX because he does not know how to talk to people.
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Caesars Entertainment needed to identify 700 potential table dealers and supervisors skilled at customer service and motivated to sign on for a 12-week training academy. Here's what they did.
James Schreier's insight:
Interesting and I would need to know more about their "virtual interviewing" -- but this certainly looks like when you make a serious investment in hiring (and training) potential new employees...
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You know it and I know it, so it is hardly worth stating again, but there are a lot of jerks in this world. This isn't any great revelation. I've written about jerks at work a lot over the …
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Common knowledge is that tempestuous term that doesn’t necessarily describe anything common or knowledgable. Common hiring practices have unfortunately fallen victim to the same fate.
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Pride comes before the fall, or so it goes. It also comes before bad hiring practices. You may have started a young, successful company or even hired a few quality employees already. As …
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Push job candidates out of their comfort zone to find out who they really are.
James Schreier's insight:
The first two examples here are excellent examples of incredibly poor questions to ask candidates -- what about this strategy makes sense: "push candidates out of their comfort zone."
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Today, as we honor America’s military veterans with parades and speeches and community luncheons, there is one form of recognition veterans value above most others. A job.
James Schreier's insight:
A single, simple post this week!
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With Halloween around the corner, it might be time to admit hiring can be downright scary. You want to find the best people for your company before the competition picks them off one by one. …
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Decent hiring tips come in handy when you consider nearly one in every two people hired fail within 18 months. That’s a startling statistic, especially for small businesses and startups.
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First of two parts If you expect to win “The War to Keep Your Employees,” you must continually assure that the best offer that a top performing employee receives comes from inside your …...
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While it may not be fair, hiring discrimination exists against people with tattoos and/or piercings. Before you get body art, read this!
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You'll Never Buy Anything the Same Way AgainThe Secrets of Bezos: How Amazon Became the Everything StoreBusinessweekEver wondered what it's like to work at Amazon? Or to be one of its competitors or potential acquisitions?
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Are your people working towards the wrong goals?
James Schreier's insight:
The "next big thing" Really...I've got books with "goal-based" job descriptions from ten plus years ago. Hiring guru (and the best expert on this topic) Lou Adler has been preaching "performance profiles" for decades. If this is the "next big thing" it's really a sad commentary on HR -- because it would be evidence they're not listening.
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By shifting employees from desk to desk every few months, scattering those that do the same types of jobs and rethinking which departments to place side by side, companies say they can boost productivity and collaboration.
James Schreier's insight:
Fascinating or Hawthorne Effect?
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Pointers for helping your people bring their best selves to work.
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Many of our readers shared a version of the following as one of their favorite interview questions: “We are interviewing many people for this position. What are you going to bring to our team that others can’t?”
James Schreier's insight:
I cannot endorse this as a great question -- in fact I think it's a pretty bad one. I'm not sure how I'd answer this question if I was really interviewing for a job I wanted (needed) -- but my answer today would be (somewhat sarcastically): what does your team need -- then I'll be able to give you an accomplishment of mine that fits that (if I have one). It's unfortunate that we have more bad questions then good ones being used on a daily basis.
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The first time I held a general management role, I had a mentor share something with me I found to be pretty life changing. He said, “You need to worry about WHO and WHY. That’s it.”
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As summer draws to a close, a whole raft of university graduates and school leavers are readying themselves for the world of work. But are they leaving with the right skills, experience and work ethic? It is evident, even as early as the job interview stage, that many candidates are woefully underprepared for the world of work. A huge mismatch exists between the skills they possess and those that employers need.
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