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Best practices to recruit passive talent in today’s labor market

Featured by Laura Crittenden, SPHR

Passive employees are those that are not actively looking for work, but they might be interested if the right opportunity were to arise. Employers often target passive job seekers because of the lack of qualified job candidates to fill critical roles. Locating and successfully luring passive job seekers are critical for organizations to remain competitive … Continue reading Best practices to recruit passive talent in today’s labor market

Are behavioral interview questions really the best type to predict success?

by Laura Crittenden, SPHR

I recently had a discussion with a respected HR leader that interested me. She stated, “Many great candidates are overlooked because they haven’t had the deeper experiences that hiring managers are looking for when interviewing.” Are behavioral interview questions eliminating quality candidates simply because they have had different types of experiences within different company cultures? … Continue reading Are behavioral interview questions really the best type to predict success?

Another Performance Acronym

by Laura Crittenden, SPHR

Goal Setting for Employee’s and Employers. The process of setting goals is notsomething new. It’s a key ingredient,alongside coaching environments, to highperforming teams. Regardless of theapproach taken to goal-setting, the endresult is to drive excellence and maintainalignment of efforts to business priorities. We now introduce, the OKR”s. If you’re like me, it took a while … Continue reading Another Performance Acronym