Did you ever have someone apply for a job and practically beg you to come through for them? If the person isn’t qualified for the position, then the decision is usually pretty straightforward. But what if you’ve gone through a group of applicants and you’ve whittled it down to two people? Both have very similar [...]

     

When considering a new hire, examine how flexible the applicant is.

     

There are other types of problem-solving that we're interested in. Here are a few examples you could discuss with your applicant.

     

How your applicant defines success could be a real eye-opener for you.

     

Why you might consider a part-time hire over full-time.

     

If you have key staff whose opinion you value, here's how they can help you make hiring decisions.

     

In this tip, let's discuss how you can clearly communicate to your applicants what you need and want.

     

How you word an ad should help filter the type of person who sends in a résumé or calls asking for an interview.

     

Most folks know that a great college education isn't by itself an overpowering reason to hire someone. But sometimes we get a bit swept away by this part of an applicant's resume. A great education can certainly be a plus, but don't let it cloud your judgment. Focus on hiring people that are going to positive contributors in your workplace.

     

Sometimes employees have to deal with a particular type of conflict that can come up in the workplace: The customer believes he is entitled to something but company policy does not permit it.