A week ago, I released an article titled, “The 4 Worst Job Interview Questions.” I won’t keep you in suspense. The “Tell me about yourself” question took the blue ribbon. I still cringe every time I write those four words in a row. That article was aimed at helping employers gain a
I didn’t really want to title this post The 4 Worst Job Interview Questions. My preference was The 4 Least Effective Job Interview Questions and Their Much More Effective Alternatives, but the tool only allows me so many characters. Let’s be honest, for all time and all time to come, job interviewers
In an environment of lean workforces and overworked employees, companies face significant challenges keeping their staff motivated. This is a special concern as it relates to top performers. Employers simply cannot afford to lose them. To address these issues, many leading companies are transforming themselves into "Pay for Performance” organizations. The concept
Times are changing. Let’s face it. This employment market isn’t what it use to be. A few years ago, employers enjoyed being choosy regarding available candidates. "They don’t pass all 10 of our skill requirements--don’t hire ‘em. Employee turnover--not a problem. How can our employees afford to leave? Our competition isn’t hiring
In March 2014, milewalk distributed the results from our annual employment survey. One statistic we capture annually is the percentage of individuals who are open to changing jobs (80.0% this year—although this has been consistent for a number of consecutive years). The more alarming rate for employers is the percentage of employees who
Admit it. How many times have you as a hiring official simply inquired about a candidate’s current or desired compensation and thought to yourself, “Great. The candidate will fit within our compensation range.” You then extend an offer only to see the candidate reject it. You’re wondering, “What happened?” Let me venture
Interviewing would be a lot more effective for the job seeker and employer is they simply sat down, handed each other their list of demands, and then exchanged, “Can you please tell me how you satisfy these?” If hiring were handled this way, the number of recruitment mistakes and misguided career decisions
Anytime I get into my car, I’m fairly certain of two things related to my destination. I know it (because I’m not one to simply take a drive) and I either know the routes that will get me there or I’ll let my navigation system show me the way. In any case,
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