Learn how to reinforce your team’s foundation with weekly 1:1 meetings, using the simple “3/10s” approach and discover the key steps to effective coaching.
The costs of a bad hire can be devastating. It’s not just the wasted time, money and energy, but a bad hire can have a
We advocate using a behavioral interview to determine whether a candidate is a good fit. With a behavioral interview, the objective is to assess knowledge, skills, and abilities; the competencies that are reflected from past experience. The idea is that past performance is a good predictor of future performance. Here is a list of sample behavioral interview questions.
We find DISC and values a useful combination because it defines responses to various situations, including behavioral communications models, which tend to highlight trends that promote team effectiveness
Cultural fit can cover a variety of characteristics, but ultimately, the question hiring managers should be looking to answer is, does this candidate’s values align with those of the company?
We recommend preplanning your workforce before you start recruiting. Assess the technical skills needed for the position that needs to be filled:
Only 50 percent of employees hired are considered “good” hires, and every top performer has the same productivity of three average employees. These figures dramatize how important it is to make the right hiring decision.
as with any business operation, employee development needs to be approached as a structured system, with objectives clearly established at the outset and measurable results along the way. The larger objective is to improve employee results and performance in a way that promotes professional and personal growth, at the same time it enhances the employee-manager relationship.
The highlight of the event will be John Younger, CEO of Accolo, speaking on staffing strategies in a tight economy. The Marin Business Forum event will be help March 22 at 5:00 p.m.
Many companies fail to recruit and hire with the evolution of their business in mind; you need people with different qualifications and strengths for your business depending on your growth strategy.
As with most entrepreneurial operations, doctors tend to want to focus on what they are really good at, which is healing patients. That means that running the office, the actual business operation, has to fall to staff members they can trust.
Many entrepreneurs enter into their new venture without a clear human resources plan. Having a plan doesn’t just mean identifying key employees and decision-makers; that’s easy. It means having an HR strategy in place that is both compliant with the law, and is designed to attract and retain the talent you need to succeed.