Stay Interviews: A Valuable Retention Tool

Most managers are familiar with exit interviews – a series of questions asked of employees who are terminating their employment with the company. The purpose of the exit interview is to gather information about the employee’s opinions of their employment with the company – how did the employee feel about training, management, their pay and benefits, what types of obstacles or challenges did the e1438752_91149422mployee face, why is the employee leaving employment with the company, etc. This information can then be considered when deciding whether to make any changes at the company for the remaining and future employees.

While very useful information can be obtained from exit interviews, they are done too late. By the time an employee is completing an exit interview it is too late for the employer to make changes for that employee. Instead of exit interviews (or in addition to) employers may want to consider doing “stay” interviews with their existing employees. Find out how the employee feels about their position, their pay and benefits, their supervisors. Learn about what challenges employees are facing. Ask for suggestions to improve the workplace. Get a better idea of what is working and what employees do enjoy about working there. What keeps the employees coming to work for you every day?  Continue reading

Improve Your Interview Procedures and Get Results

Have you ever asked these questions during a job interview?

Q. What do you want to be doing five years from now-Q. How would you handle a situation where an employee needed discipline-Q. What do you consider your strengths and weaknesses-

Big mistake! Questions like these can inspire creative applicants to tell you what they think you want to hear in order to try and impress you.

Another mistake is asking theoretical questions. You’ll get theoretical answers and possibly learn a lot about the prospective employee’s dreams and fantasies. Or you might learn nothing at all.

A better approach is to ask for specifics to elicit responses that tell you what the applicant has done — rather than what he or she intends to do.

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Hiring Tips for Employers

school-93200_1280Low unemployment rates suggest that many employers are now hiring.  According to Manpower’s latest employment outlook survey, 22 percent of companies plan to hire at least one employee in the third quarter of 2014.  Five of the most promising sectors are:

  1. Leisure and Hospitality,
  2. Wholesale and Retail Trade,
  3. Mining,
  4. Professional / Business Services, and
  5. Transportation / Utilities

But there are a few things to do before you hang out the “Now Hiring” shingle:

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Best Questions for Applicants

One way to waste less time in doing applicant interviews — and at the same time improve the quality of your hiring decisions — is to ask applicants the right questions.

You can improve the value of what you learn in interviews by taking time to prepare productive questions.

Don’t ask questions just for the sake of asking and to have pleasant social conversations. Here are some points to consider:

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Interviewing Can Create Legal Traps

end-588614_1280Too many supervisors conduct interviews as if they’re striking up conversation on an airplane. You don’t have to be a seasoned traveler to know the kind of dialogue which takes place on plane trips. Something like this:

“Are you on vacation? Where do you live? Do you have a family? How old are your children? Are your children in day care while you work? Your name is interesting, what nationality is it?”

Beware if your supervisors’ interviewing techniques sound like this. And if you don’t know what your supervisors are asking applicants, you need to find out. Questions like these are extremely dangerous.

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