My interviewing process

Posted by:

My interviewing process
From the desk of Chandra Kill

chandra.photoIn general I follow the same pattern: I ask the question—be quiet—count to eight—let them speak.  I have to do this because I’m so damn chatty.  I have all my questions typed up before the interview because I will get lost without a template.  Then, after each question I dig deeper to get all ...

Continue Reading →
0

5 Great/Crazy/Behavioral Questions to Ask Your Next Candidate

Posted by:

Let’s get the conversation started!

Jan. 6, according to HRmarketer, was “Massive Monday”, the most popular day for people to look for jobs. HR bloggers and discussions boards are buzzing with hiring Q&As. Tim Sackett recently blogged about one of my favorite interview questions, “Tell me one thing you regret about leaving a certain position or company,” and it got me thinking…. I always use behavioral interview questions to pick the best ...

Continue Reading →
0

Do you know how not to hire?

Posted by:

Download “How Not to Hire” now  for a fun look at what not to do in the hiring process.

Frankly, there are enough articles on how to hire. We’ve all read them. They say lovely things like choose applicants based on their resumes and experience, run background checks, and look for the candidates on social media websites like facebook and Twitter. But really, do we need to be told that again? Don’t ...

Continue Reading →
0

Washington State Patrol innovates by looking beyond the screens to the candidate

Posted by:

wspAfter numerous frustrations in the hiring process, Washington State Patrol decided to do something truly revolutionary–they decided to hire the best candidate for the job. While at the outset this may not seem so bold, this law enforcement agency now reviews the candidate as a person before the background check. This is counter to the hiring practices of many law enforcement agencies. While the department maintains that ...

Continue Reading →
0

Are you simply screening, or are you screening well?

Posted by:

Why are major corporations in litigation over background checks, when SHRM reports that more than 85 percent of companies perform an employment screen of some kind? The critical piece of information here is “of some kind”. As in all things, there is a difference between doing it and doing it well. To protect your company from unnecessary court time and financial losses, it’s time to make sure you’re “doing it well” when it comes to background screening.

Continue Reading →
0

A case study in what not to do

Posted by:

ows_13808106148582Now more than ever, companies cannot afford to overlook the basics. Due diligence is required in every department, and yet there are still gaps. However, a recent story released by the Minnesota “Star Tribune” shows is a HR system with so many gaps, it feels more like a colander.

http://www.startribune.com/local/231090391.html

What can we learn here? What not to do.

  1.  294 nurses in Minnesota were found to have criminal ...
Continue Reading →
0

Building False Hopes Under the Heading of Justice

Posted by:

Ban the BoxTarget is making headlines for choosing to remove the question, “Have you ever been convicted of a crime?” from their initial job application. They are not alone. Legislators are behind the practice as well, with 10 states and 51 cities passing a law supporting this practice. The goal of Target’s new applications and the updated wording is ...

Continue Reading →
0

It’s Halloween–Do you know who is behind the mask?

Posted by:

Halloween is an interesting holiday. It is the one holiday where our festive garb is designed to hide who we are, rather than emphasize it. We purposely hide behind masks, then knock on people’s doors, asking them to give us something. For most of us, it’s out of character and a fun experience, but for others, it’s their everyday life.

85406425We find candidates, almost every single day, with ...

Continue Reading →
0
Page 37 of 39 «...1020303536373839