How to effectively interview and assess a prospective new hire
The cost of making a bad hire can be significant, setting a business back by as much as 30% of an employee’s first-year potential earnings, according to an estimate by the U.S. Department of Labor.
So why do we make bad hires? Impatience, usually; the sense that we need to fill a job quickly. This means we are likely to shortchange the most important part of the hiring process—the interview.
We often squeeze this critical function into 90 minutes or less, expecting to then be able to decide if the person in front of us will be a successful addition to our team.
Performing this function with a plan, knowing which questions to ask (and not ask), and having the ability to interpret responses is paramount. So how can we pull this off?
Join us on May 20 and we’ll teach you some tricks and techniques.
Here’s what we’ll cover:
Speaker: David Lewis, President/CEO, OperationsInc
Sponsored by OperationsInc, Human Resources Consulting