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Basics of Credit Reports and Background Checks

Many employers would like to have a credit report before hiring, However, for job applicants, a credit report can seem like an invasion of privacy and unfair. The bottom-line is that employers need to approach credit report with caution and only use them if there is a business necessity, and further understand that here can be errors or items not related to employment. Job applicants also have rights when it comes to credit reports. Job applicants need to understand that credit scores are not part of an employment credit report and that employers do not request credit reports just to find ways not to hire. A credit report is only requested once a candidate is a finalist and there are certain positions where a requesting a credit report does make sense. This article surveys the use of credit reports and hiring.

Hire Smart: Hire Attitude - Train Skill
The most common - and fatal - hiring mistake is to find someone with the right skills but the wrong mind-set and hire them on the theory, “We can change them.” Hiring smart is productive, not doing so is unproductive.

Finders Keepers

Finding and keeping the right team is one of the toughest and most important tasks you take on as a business owner or solopreneur. Yet it doesn’t always get all the attention it warrants. Business owners focus on the work. In contrast, when investors (Venture Capital groups or Angels) look at a business they are likely to focus more on the team than the business. Why? As Jim Collins substantiated with his Fortune 500 research for his bestseller From Good to Great, it’s the team that creates and sustains success.

Buying Help at Discount Pricing
Do you always pay the lowest price for labor?

Topgrading
How do I chose the best employees?

Does Your Recruitment Process Hire The Best Salespeople?
Big mistakes are made during the recruitment process. A business needs to have a good recruitment process in place to attract the best salespeople.

Take Control and Increase Growth Article 2 of 4

The purpose of this article is to help business owners understand the key daily decisions that influence dependence on external funding and either limit or expand the growth potential of a business. There are essentially 4 decisions: 1) cash; 2) people; 3) strategy; and 4) execution. This article (#2) addresses how your decisions about people affect growth and identifies 6 ideas for growing your business.

Hire the Attitude, Train the Skills
Trying to force a round peg into a square hole is insanity. This article offers advice on why you should look for people to join your organization who may not have the exact skill set necessary, but have a great attitude from which to build on -- rather than the other way around. Poor attitude, no matter the skills, can undermine your success!

The 21st Century Model For Achievement!

When it comes to achievement, I think a lot of people miss the fact that it's an uphill process. You have to climb the mountain first before you reach the peak. It's a journey that almost always involves obstacles. And, it involves doing what it takes to overcome the obstacles. So what's all the confusion? Why are there so many people proclaiming it's just not meant to be? Perhaps they don't understand exactly what uphill means? It's a metaphor for the obstacles and challenges that stand between you and a successful outcome. Listen closely and you'll often hear people who believe such roadblocks are not supposed to happen. I am amazed that in the 21st century there are still people who don't comprehend the fundamental process of achievement. More amazing is how many employers do not know how to hire employees who are ineffective at it.

IF BAD HIRES SQUEAKED

March 2009 might seem like a rather odd time to write an article on hiring when so many companies are not. Determining the need to improve upon one's hiring process, and making the changes, is something that can be done right now. Marginal performers presently employed got there somehow. They weren't good hires that suddenly changed after their start date. Poor performance can be traced back to incorrect assessments and the ill-fated decision to hire. Typically companies address poor performance post-hire with employee counseling and discipline stopping short of fixing the real problem - how they got hired. This article will help you improve your hiring effectiveness.

How Marginal Employees Ace Interviews

In today’s highly competitive and turbulent business environment, hiring average employees can spell “failure”. That means, interviewers play a key role in the success, or failure, of their companies. That leads one to ask, "Why how do so many average and poor performers get hired, and so few High Performers?" Come to find out, many interviewers have had little or no formal training on how to hire the best. To make matters worse, the applicant has become interview-savvy. They have learned to maneuver through the interview by accentuating the positive and minimizing the negative, and getting the job offer. It's a very uneven playing field that does NOT favor the interviewer. But that can be turned around. Let's address interviewer training. Read on:

Oscar-Winning INTERVIEWING Performances Are On The Rise!

The goal is to hire high performers...right? How do you do it? How do you tell the real high performers from the applicants who are merely pretending to be the high performer? Both may interview well. In fact, the impostor just may be more prepared and actually impress you more. If you have been fooled before, what makes you think you won't be fooled again especially if you are interviewing applicants exactly how you have interviewed them in the past. This article will provide valuable insight as well as interviewing tips of how to see through an applicant's Oscar-winning performance.

TRUTH IN INTERVIEW - Part I

This is a two-part article. In PART 2: Help is available! The conclusion includes Interviewing This is a two-part article. The conclusion includes Interviewing Tips and Techniques to better identify High Performers. Locus of Control, a 50-year old psychology will be introduced to improve interviewing effectiveness. This behavioral psychology can provide interviewers with insight to the achievement attitudes and behaviors that are present in ALL Top Performers. By using simple interviewing techniques, Locus of Control can add information that will improve the accuracy of distinguishing the High Performers from the Impostors.

TRUTH IN INTERVIEW - Part II

From PART I: Somewhere, we learned that if we hire an applicant with the skills we need, the results will be an employee who will do a great job. WRONG! Skills simply means the applicant can do the job, it does not mean they will do the job better than anyone else. Making hiring decisions based on skills leaves job performance a mystery until after the hire. Interview-savvy applicants have made it tougher for interviewers to accurately assess motivation, often causing the misjudgment to favor applicants who are NOT High Performers.

TRUTH IN INTERVIEW - Part II

What the High Performer DOESN’T Know!

In tough economic times, like we are experiencing right now, many people are still afraid of losing their job. For employers who must cut back, they have to choose who stays and who goes. For some companies, the deciding factor is based on performance - top performers get to stay. Right now could be the perfect time to learn how High Performers are able to produce better results. Interestingly however, it's what the High Performer doesn't know that just might provide the greatest insight. Whether you are a job seeker or an employer, understanding how the high performer is able to achieve better results while others are not is knowledge everyone should have.

Carol Quinn's Interviewer Tip #2

Carol Quinn is an advocate for the employer! There are an infinite number of resources directed toward job seekers. These sources offer insight into the interview process in order to help applicants ace interviews. The ultimate decision to hire or not-to-hire resides with the interviewer. Employers pay a huge price for their hiring mistakes. It's time for the interviewer to be armed with the knowledge to accurately select the best.

Carol Quinn's Interviewer Tip #1

How Do You Know If YOU Are A High Performer?

In order to answer this question and know if we are a high performer, we must first define the term 'High Performer'. The simple definition is a person who achieves the best results. It's not just someone who works hard. More specifically it is someone who is able to produce desired results and achieve more of their goals. When we compare high achievers to those who fall short, a discernible difference exists. But this comparison suggests that everyone falls into either one group or the other - achiever or non-achiever. It's not quite that black and white.

How Do You Know If YOU Respond Effectively To Adversity?

You've heard the saying, "Change your thinking - change your results". It's true, but do you know what thinking needs to change and from what to what? It's not just about heaving positive thoughts on top of a dismal situation. Nor is it about denial. A bad decision followed by hopeful thinking doesn't change the bad decision into a good one. Understanding how the High Performer is able to achieve a desired outcome is the first step we must take to improve our own productivity.

How Do YOU Create The Outcome You Want?
WARNING: There is information ahead that involves looking at yourself as the cause of your own short-fallen results. Do NOT read any further if you're not opening to the idea we always play a role in creating our own experiences and outcomes!! Instead...Keep doing what you have always done and wish for improved results then let me know how that works out for you.

It's Not MY Fault...REALLY!!!

Let's face it, it can be daunting to realize you are the one who didn't do it right. To make matters worse, it can be even harder to see it. We can think we did things right and still be wrong. We can be told and refuse to believe. In B.C. people were told the earth was round but rejected it for thousands of years. Instead they thought it was flat, stationary and the center of the universe. They were wrong...for hundreds of years. And just like the person who believes his results are not his doing, he is wrong as well. Somewhere along the way, many people became fearful of failing. As a result, some don't try while others refute their participation in causing an outcome. They detach themselves from poor results and believe they weren't responsible while thinking there is no harm being caused...WRONG AGAIN!

Incorrectly Assessing A Job Applicant's Motivation

In today's highly competitive and turbulent business environment, hiring average employees can spell "failure". Companies can not afford mediocrity while their competitors are striving to be the best. Hiring impacts profits in more ways than most companies realize. A Harvard Business School study determined that more than 75% of turnover could be traced back to poor hiring practices. The decision to hire -or not to hire- plays a significant role in turnover. The leading contributor to turnover is often not what happens after the employee is hired, but rather the process leading up to it. And turnover is not always bad if it's a bad hire that's leaving. You have to wonder if you really are hiring the best we can.

Hire Only The Best People
Are you interested in learning about ten keys to hiring and retaining ONLY the top 10% performers of high character and commitment? Do you want customer-satisfying employees one and all? Read on to discover the steps you can take to hire only the best!

Proactive Sales Force Development
Do you seek to gain and retain customer-satisfying sales people who get and keep loyal customers for your company? Read on to discover ten key things you can do to hire, retain and properly develop the right sales people for your company.

The Basics of How to Hire Safe, Honest and Qualified Workers
This article presents a hiring overview on how to hire workers that are safe, honest, and qualified, starting with the employment application. For small and medium businesses, there are many free and cost-effective tools that can be used even before the background check.

Students Worldwide Looking for Job Security
A recent study reveals that three-quarters of university students value job security to be more important than pay and benefits, when choosing an employer.

Hiring to Sustain Growth in a New Economy - 2 Things You Should Look For When Hiring New Employees
Two issues that must be addressed so the probability that you will hire and retain the right employee increases significantly...

Employee vs. Independent Contractor: Ignore This at Your Peril!
It's been almost two years since I wrote to warn you about the perils of hiring "independent contractors" under the 2004 amendments to the Massachusetts law. Since then, the status has not improved and litigation has begun to shape its future. Let's review the current rules in Massachusetts.

Hiring Employees Is More Than Just Paying Salaries
Hiring employees is more than just paying a wage as it also involves additional expenses Federal and State mandated taxes – all of which really add up. In fact, these additional fees can related to more than 30% above the employee’s base wage rate.

No more Sales Hiring Mistakes
A sales hiring mistake costs more than most sales managers care to contemplate. Apart from the loss of good will and the expenses associated with replacement, there is the missed opportunity cost. There is no way to recover the sales that the right sales person would have made. Read on for ideas, tips, and reliable ways to eliminate or minimise sales hiring mistakes.

Compliance Issues Threaten Internships
The DOL subsequently issued "Fact Sheet #71: Internship Programs under the Fair Labor Standards Act" (April 2010)which clarifies their employer guidelines about what constitutes "trainee status" to qualify for a compensation exemption. The reaction has ranged from confusion to uproar.

Hiring Right
Have you ever hired someone and found out the person you hired is the evil twin of the person you interviewed? Have you ever hired someone and subsequently had to fire that same person? If you have answered yes to either of these you read on.

Are you a good match maker?

I’m not referring to your love life, but your recruitment process! Do you get it right every time? Why is it necessary to invest time and money in the recruitment process? You know the situation. You’ve just spent six months training your new recruit. Your number two has invested a lot of her time in this training, and then the employee leaves. You have to go through the entire advertising and interview process again, and you have lost money, not only on the new recruit, but also in the time spent by your experienced member of staff. So how do you get it right? The most important point is to have a firm idea of the job role: the technical competencies required, and the personality fit.

The Horrors of HR - Part One: Hiring, Teasing, Checking In
Can your employees' work environment become "too friendly - too comfortable"? If so, how do you address this issue? Betsey has some advice.

Solving Your Hiring Dilemma
Hiring new employees in your new franchise can be a stressful experience.

Entrepreneur's Success Center- The Business Plan
You wouldn't travel from your home or place of business to Brazil without a plan to get there. Too many businesses fail for lack of a plan. The plan does not have to be perfect but it does need to be flexible. Develop a plan and increase your successes. This brief article lays out the essential of a business plan.

Employers: What can you do to ensure you stand out above your competitors?
As an employer it can be a minefield when you have made the important decision, "I need to recruit a person for my team". Here I give employers some top tips to ensure you stand out above your competitors?

Employers: How do you ensure the most efficient recruitment practice?
As an employer it can be a minefield when you have made the important recruitment decision, "I need to recruit a person for my team". Here I give employers some top tips to ensure the most efficient recruitment practice?

Employers: Using a recruitment agency: the pros and cons!
As an employer it can be a minefield when you have made the important decision, "I need to recruit a person for my team". Here I highlight some top tips for employers. Using a recruitment agency: the pros and cons!

Employers: What is a professional recruitment service?
As an employer it can be a minefield when you have made the important decision, "I need to recruit a person for my team". Here I highlight some top tips to help employers choose a professional recruitment service?

Employers: How do you ensure you attract the best talent?
As an employer it can be a minefield when you have made the important decision, "I need to recruit a person for my team". Here I highlight some key tips to help you ensure you attract the best talent.

When should companies begin hiring again – what are the business triggers they should look out for?

There is no predefined time at which a business should begin hiring. Every business has its own requirements, which can be impacted by seasonal patterns, as well as the ups and downs of the economy. However certain triggers you may notice in day to day business dealings such as missed opportunities, a lack of resources, new ideas, and a increase in sales and market share could indicate that is now time to start hiring.

Five Big Mistakes Hiring Managers Make and How to Avoid Them
The role of "Hiring Manager" is a key position. It is the gateway to the organization's future. If you are good at the selection and hiring process you will likely have a bright future. If you are not you likely will not. Read about Five Big Mistakes Hiring Managers Make And How You Can Avoid Them.

Effective contract solutions
Bill Wynn, Managing Director of Project Resource Limited highlights the benefit of employers using a mix of contractors and permanent staff. Those companies that use contracts generally the fastest moving and most dynamic.

Finding the Right Sales DNA
The new book, Business Expert Guide to Business Success has insights from 21 experts, here is insight from on on selecting the right sales person for your team.

Find Honest Collaborators
How to avoid wasting your time with the hiring process: looking for a job, or hiring for one. Building a team is very important, and finding people who identify with you and produce is key.

Is there really a Labour Squeeze in Alberta?
How to recruit the very best people for your staff

Hire The Right Person, The First TIme
Competition for talent is already stiffening, driving hiring cost up and making it critically important to hire the right person the first time.

Illegal Workers: More Businesses to be Audited - Part 2
More helpful advice about I-9s, the Department of Homeland Security (DHS), & hiring.

Ten 2011 Workforce Predictions
We can all take a collective sigh of relief as 2010 comes to an end. We finally finish a difficult year and frankly a trying decade. As we enter the New Year, there is reason for optimism. The economy is rebounding and businesses and employees can expect good things to follow. My workforce predictions for 2011:

Getting Ready To Hire Your First Assistant
There comes a time in every entrepreneur's life when they realize they just can't do it alone. They realize they're maxed out - either on time or ability - and there's no way their business will grow until they start delegating some tasks.

New Hires From Old Employees
Does your organization have an alumni program in place?

Worldwide Hiring Expectations Look Good
Reports indicate that employers will be hiring will increase in 2011

Social Media Investigations May Be Essential to Hiring and Can Be Conducted Lawfully

Some attorneys will advise employers to avoid using social media as a recruitment and screening tool. The caution is wise; however, avoidance may be impractical, and the proper use of social media can most definitely pay off. In many cases, we consider it actually necessary. While risks of unlawful use exist and need be avoided, bona fide occupational qualifications can be investigated through proper methodology. The following article advises on how to lawfully gain the maximum benefits.

Build Bench Strength through Personality Assessments
The value of any personality assessment comes in using the insights it provides along the entire continuum of a career. The test itself should decipher an employee's underlying needs with emphases on sales rep hiring, development, opportunities for growth, behavioral coaching, team building, conflict resolution, succession planning and diversity training.

The War to Attract and Retain Sales Talent

The need for superior sales talent is increasing, but many big North American companies are fighting-and losing-the war to attract and retain it. The McKinsey Quarterly reports that a two percent economic growth rate for 15 years would increase the demand for executives by about a third. Meanwhile, supply is moving in the opposite direction: the number of US 35- to 44-year-olds will decline by 15 percent from 2000 to 2015. The report concludes that "Companies must make talent management a top priority, create and perpetually refine their employee value proposition, and source and, above all, develop talent systematically while removing underperformers."

When You Should Promote From Within And When You Should Hire From Outside The Company

Their company was on the rise. They had gone from $50 million in sales to $250 million in just 10 years. They had a softball team, a family picnic every year, and a Christmas party that was so loved by everyone that groups of people would get blocks of rooms and stay the night to party together. Almost every Thursday the entire office would end up at a local bar for a few drinks together. Most of the Senior Vice Presidents made it on Thursday night as well. And then the CEO decided to retire.

The Challenge of Hiring

Interviewing a new job candidate sounds easy. After all, you are in control. You have something to offer. You can select anyone you choose to select. Right? That sounds good but in reality interviewing a person to fill a job opening is one of the more difficult tasks you may face as a manager. It does require specific skills to do it right and increase your chance of hiring the ideal person for the job; the person that will stay and fit in with the culture of your company. Whether you employ one person, or five hundred, choosing the right employees can be a challenge. How do you k now for sure which person you interview is the right one for your company?

How to Hire Customer Service Stars

What are some tips to ensure I’ll hire the best customer service people?” That was the question the golf course owner asked me when she was about to begin hiring for another season. I don’t profess to be an expert in running a golf course, but when I speak at conferences about customer service, I’ll occasionally also facilitate an exchange of best practices among industry leaders. Here’s a compilation of their top tips, which apply to any industry on how to hire customer service stars.

How Are You Doing with Hiring?

Hiring the right people has become a nightmare for so many entrepreneurs and business executives. They just cannot find the right people to make it happen for them and their organization. They get frustrated because they wonder why in a world full of so much unemployment, and joblessness, they cannot find the right people. They hire, then they get disappointed, then they get mad, then they get frustrated and then they fire. Then they do it all over again. And again. And again. Any of this hitting a pain area with you? How you doing?

Are You Trying To Make Pigs Fly (or Expecting Employees to Do Things They’re Not Cut Out to Do)?
Do you employees fail to live up to your expectations? Are they aware of your expectations? Or are you trying to make pigs fly?

Why is a company culture so important
I was reading a book call The World is Flat and the author was discussing the importance of a country’s culture in making changes in adapting to changes in the world’s economy.

Attracting Passionate Employees

Do you feel like it’s really hard to find great people? And after you find them, to keep them? Great people–people who are passionate about what you do and about their own contribution, and who have the ability to add value–have always been hard to find and keep. They have the most options, they’re the most in demand, and they know it. They are first rate and don’t have to accept a second-rate situation. This article will give you the basics on how to attract these in-demand individuals.

3 Reasons Under-Performing Employees In Your Company Are Not At Fault
Learn the three primary mistakes business leaders make that prevent employees from being engaged in their workplace and contributing at higher levels.

Sales Recruiting Effectiveness and Trust
How effective is OMG's assessment. Is it more reliable than a sales recruiter?

PDS – The New Tool to Help You Hire the Best
Hiring right the first time, every time takes preparation, knowledge, commitment and luck. My Personality Detective System can help, because it helps you understand where each candidate is coming from it his or her way of looking at the world.

That Beast - Google Search

Potential employers are no longer settling for the pristine resume, stellar references and sharp business suits (although these do play an integral role in the hiring process). In a recent report conducted by Microsoft, in 2010, they found that 79% of hiring managers vigilantly screened the online reputations of potential employees looking for a job; and of those 79%, 70% rejected job applicants based on the results populated mainly through Google search.

The Bozo Explosion

It's worth 4 minutes to read Guy Kawasaki's "What I learned from Steve Jobs." He lists 12 lessons not to be lost or forgotten -- worthy, because unlike other such articles, Guy has been inside the tent and experienced first hand what it was like to work with Jobs (he was the chief evangelist of Apple). I particularly like lesson #9 -- A players hire A+ players. This is precisely why hiring the right people is still your most important leadership skill.

Community Colleges receive Funds for Job-Training Programs
Community colleges understand the needs of local employers.

It is All About the People
About the Who not the What!

What Makes a Successful Human Resource Department?
Effectively managing human resources is critical to your operational and financial success.

3 Ways to Find More Information About Potential Hires' Facebook Profiles

Since its inception, Facebook has been the key location for individuals to post their interests, thoughts and ideas, as well as (typically unflattering) photos of their weekend mayhem. While initially thought of as a "personal" space, many employers use the social media site as evidentiary support for hiring and firing-they want to ensure that potential hires are going to be a good representation of their business, in all realms; they also want to ensure that current employees don't bad mouth the business to their friends. It's understandable that as an entrepreneur, you only want to hire those who will be able to help give your business credibility and boost positivity.

Would you hire this person?

This addresses a pet peeve of mine. And that’s the “Objective” on resumes. Here is a recent example on a resume submitted for my review: “To support the growth and profitability of an organization that provides challenge, encourages advancement, and rewards achievement with the opportunity to utilize my experience, skills, and proven abilities.” Sounds great – would you like to hire this person? But what do you know about this person? Is he/she a candidate for flipping hamburgers or for a CEO position? Does he have skills in supervising, organizing, planning, selling, marketing, etc? Is she proficient in any computer skills? We don’t know. This “Objective” tells us absolutely nothing about the person. It was a total waste of time on the applicant’s part.

The Nine Most Common Hiring Mistakes and How to Avoid Them
To err in hiring is human – and very expensive. Many “standard” hiring procedures are actually common mistakes, so to choose more competent candidates, prepare to revise your hiring methods. Learn the nine hiring errors managers often make, then eliminate them from your hiring practices to help you choose only the cream of the crop.

Hiring New Team Members
Quick hiring, convenient hiring or insider hiring rarely works. There is reverse proportion between the timing of the hire and the quality of the hire. The quicker the hiring decision, the more likely the decision will be a poor decision. The more convenient the candidate (i.e. Bob in accountings’ sister in law) the more likely it will haunt you for a long period of time.

From Good To Great Recruiting
These are some useful tips to help recruiters and hiring managers improve their hiring techniques and methodologies by following a few simple steps.

A Reliable Predictor of Job Performance
Predicting who will be a top performer is the Holy Grail of the hiring process. There are so many variables that drive job success, however, that hiring managers frequently drop any pretense of a scientific approach and end up trusting their gut. Unfortunately this can reject viable candidates and produce a "cloning effect" (hiring in your own image).

Hiring Quality Sales Reps
Hiring quality sales reps takes time. It cannot be rushed and must be done properly. Sales leaders must have an effective hiring process in place to evaluate the pool of candidates they have developed. Hiring is much more then filling a position. It is an opportunity to improve the sales team by adding successful individuals.

Do You Know Who You Are Hiring?
Hiring mistakes are one of the costliest mistakes a company faces, and sometimes the most difficult to undo. Many companies claim they have a process for hiring, but if so, why is hiring the right person one of their biggest challenges? How often has a candidate appeared like Tom Cruise and end up like Rodney Dangerfield?

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