When conducting a structured board interview, don’t “hit one into the woods,” as a golfer would say. In order to get the best match for targeted jobs, an interview board needs to stay on course with its questioning. Here are five types of questions NOT to ask in a job interview.

A coin toss is great for football games -- but not for choosing an employee. Every employee selection represents a major investment for the organization -- $2 to $4 million in wages and benefits over an employee’s career. Research suggests that selections based on unstructured interviews are only slightly more accurate than flipping a coin. On the other hand, a structured board interview yields a high likelihood of hires who are strong matches for job requirements. Gain exclusive insights into board interviews from two HR experts with decades of hiring experience.

Having a tough time finding skilled, qualified employees? You’re not alone. When traditional methods of recruitment fall short, it’s time for a new approach. Specifically, the inbound recruiting approach. Learn how to integrate the latest marketing methodology into your recruitment efforts. Written by Lori O’Connor, New Business Developer for Vye, this guest blog describes how to attract, engage, and convert job candidates. Take a look. You might just find the secret sauce to fill openings.

Everyone remembers the excitement of landing their first “real” job. They might start small, but dream big. While hiring managers and HR professionals screen and select candidates for entry level jobs, that’s not necessarily where the candidates will remain. Today’s rapid job progression changes the selection process for entry-level employees. Here’s what hiring manager need to know.

Well, this article ought to raise some eyebrows! Has the long-standing adversarial relationship between management and unions begun to ease? In this article, we offer several examples of collaboration between management and unions. Today’s union/hourly workforce plays a key role in employee recruitment and employee selection.

Sports teams use a highly structured, repeatable process to analyze talent. In the sports arena, game video and agility tests help teams determine if a player is a match for an open spot. What process should businesses and industries use to select job candidates?

In this article, we take a page out of a sports playbook to describe an employee selection process that’s a slam dunk.

The problem with recruitment services such as Indeed is that they lull organizations into recruitment complacency with their #1 job site position and proposition that they reach a broach online candidate audience.

Learn what smart companies do differently to attract job candidates.

Early in my career, I spent considerable time defending client employee selection practices to prove that they were sound. I realized that if I could teach those clients and their HR teams the right way to set up and run a legally sound, scientifically-based employee selection process that I might have a sustainable business. This is the story of how I traded a secure job as a tenured college professor for the opportunity of a lifetime to transform employee selection for personnel in the paper industry and beyond.

Baby Boomers. Hard workers? Yes. But what happens as they leave the work force in droves?  Is there a way to navigate through this “Silver Tsunami”?

Until now, employee selection has been the least effective and most costly process that employers use. 

How costly? The average cost per employee that works for 20 years with pay and benefits of $100k is $2,000,000.00!

In light of this trend, here’s a proven approach to make employee selection an effective, respected, and lasting process. 

“Why do we have to interview everybody we test? Especially when there is a test score below which we definitely would not hire.”

There are three reasons...