The 5 most-clicked links in SmartBrief on Workforce this past week:
- The firing of Shirley Sherrod: An HR “fiasco”
- 3 body-language tricks every executive should know
- At Zappos.com, happiness is the key to wellness
- The key to better hiring? Behavioral interviewing
- How you’ll know when it’s time to cut someone loose
Last week, we asked: Have you ever had an employee incentive program that backfired?
- Yes, and it wasn’t pretty – 50%
- No — we try to catch that before it happens – 27%
- I don’t know – 22%
Back in a previous job, I was part of creating a sales incentive program that backfired big time. We ended up losing about 5% of our clients because they weren’t buying the products that made our sales representatives the most money and thus were not getting serviced. In principle, it was a good idea but we sat too long waiting for it to improve before we finally scrapped it and started over. Many of us have been in that situation and the best thing to do sometimes is to cut the program sooner rather than later. (read more…)
Todd Owens is the general manager of employment at screening-solutions provider TalentWise. Here, he shares his perspective on how social media is changing recruiting and screening of talent.
How is social media changing the way employers screen candidates?
Social media — especially the more popular social-networking sites like Facebook, MySpace, Twitter and LinkedIn — have created a new and rich information source for HR, staffing, and recruiting practitioners screening candidates. In fact, according to a recent survey conducted by executive search firm ExecuNet, 77% of the respondents indicated that they use the web for screening potential job candidates.
Social networks offer a fast and free way to verify a candidate’s résumé claims, unearth undesirable behaviors and gain insight into a candidate’s skills, personality and potential cultural fit. While bringing substantial benefits to employers, social media as a screening tool does create new legal concerns and should be used wisely to avoid potential pitfalls. (read more…)
While I was at SHRM’s annual conference out in San Diego last month, I was lucky enough to meet Nancy L. Newell, principal of Nth Degree Consulting to discuss the biggest mistakes most companies make in interviewing candidates.
Among them: Failing to focus on the most important aspects of the job the candidate would be doing. One way to overcome this is through behavioral interviewing, which she says can dramatically increase the quality of hires companies make.
Behavioral interviewing is really just a simple shift in the way you ask interview questions, she said. For example, asking a candidate to “Tell me about a time when…” instead of “What would you do if …”