HR professionals, hiring managers, business owners, and even aspiring job candidates who want to know what today’s employers are looking for when they sift through mountains of resumes and emails, can now check out Per Wickstrom’s latest blog post and discover the answer to the million dollar question: how do you find the right people?
(PRWEB) December 17, 2013
HR professionals, hiring managers, business owners, and even aspiring job candidates who want to know what today’s employers are looking for when they sift through mountains of resumes, can now check out Per Wickstrom’s latest blog post and discover the answer to the all-important question: How do you find the right people?
“Survey successful business leaders in any industry, field or sector, and no matter what their differences in philosophy and approach, they’ll agree on two things: the right people make or break a successful organization, and finding these people is often somewhere between mind-numbing and exasperating,” commented Per Wickstrom, who in addition to speaking across the country on the topic of drug and alcohol abuse in America, is also the founder and CEO of Best Drug Rehabilitation.
To ease the pain and create more success stories for both employers and their new employees, Per Wickstrom points to 4 factors that can lead to legendary hiring decisions:
1. Explore multiple resources.
Employers should scour new channels – including social media – to find the best possible candidates. They should also leverage their own network to find talented people who may not necessarily be looking for a new job, yet could be persuaded to make a change if the right opportunity comes along.
2. Focus on what really matters.
Unless employers are open to a prolonged and rather costly on-boarding phase (which can be the case with some entry level positions), they should focus on whether a candidate can actually do the job and start contributing and producing as soon as possible.
3. Take advantage of the interview process.
For candidates (and sometimes even for employers who are racing to fill a position), the interview experience is stressful and high-pressure – which means that it’s an ideal opportunity to assess whether a candidate has prepared an array of canned answers, or is actually speaking from personal knowledge, experience and insight. As such, employers should take advantage of the interview to ask behavioral questions (i.e. “what would you do if…?” instead of “answer yes or no” type questions).
4. Check references.
When checking references, employers should ask specific questions about competence, reliability, honesty and especially, the ability to work with others and solve problems -- including those that are unexpected. It’s also important not to necessarily hold a person’s past against them.
Added Per Wickstrom: “Many people have made past mistakes in their personal or professional life, and sometimes, giving these people another chance is the right thing to do. We all make mistakes, and I’m certainly no exception. But it’s what we do after our mistakes that truly define us, and employers need to think with their heads and their hearts. They could miss out on an incredibly loyal new employee due to prejudice or fear.”
The complete version of Per Wickstrom’s new blog entitled “How to Find and Hire the Best Employees” is available on his website at: http://www.perwickstrom.com/business/how-to-find-and-hire-the-best-employees/
For additional information or media inquiries, contact Amber Howe, Executive Director BDR, at (231) 887-4590 or email@example.com.
About Per Wickstrom
Per Wickstrom is the President and Founder of Best Drug Rehabilitation, a drug and alcohol rehabilitation center focused on helping individuals through holistic and natural methods. Per believes that it's never too late to turn your life around and do something positive with your life - he is living proof that hard work, perseverance, and a positive attitude can overcome any negative situation.
Learn more at http://www.PerWickstrom.com.
For the original version on PRWeb visit: http://www.prweb.com/releases/Per-Wickstrom/12/prweb11397818.htm