Lower Unemployment and Low Wages Mean Employers Should Think Ahead

In September, the U.S. Department of Labor reported that the overall jobless rate had fallen to 5.9% (11.8% using the broadest measures). These numbers were in line with economists’ predictions and are welcome news to American businesses. But they should also be a signal to employers and hiring managers to prepare for increased competition for talent as the economy improves.

The 5.9% unemployment rate is the best number since early 2008. While 2007 was a year of particularly low unemployment rates,
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Questions for Your Candidate’s References

Checking candidates’ references is an essential but occasionally carelessly completed step in the hiring process. At the most basic level, you want to verify employment dates and the job title(s) associated with a reference. More importantly, getting feedback from past supervisors can be invaluable. Their input can support or contradict your impressions, in either case you will gain the perspective of someone who is an outsider to your process but an insider when it comes to the candidate. Take this
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Phone Interview: Tips for Getting it Right

A brief phone interview can make the hiring process quicker and easier. You can engage candidates without setting up time-consuming in-person interviews and eliminate those who are clearly unsuitable. In addition, you can contact more people and discover gems who you might have otherwise dismissed.

A phone interview is also an excellent chance to ask questions about indicators of ambition, drive, and motivation. Hiring expert Lou Adler recommends a “forensic” phone interview. This means searching out a pattern of behavior in
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Custom Benchmarking for our Assessment Tests

Finding the right employee can be a challenge for any business, but the task is even more difficult for companies that require a special combination of talents. Perhaps your business, like many others, has hired employees in the past only to find them ill-suited to the job or work environment. At The Hire Talent, we recognize that some companies desire even more precision than our highly accurate pre-employment assessment tests already offer. By engaging with us to create customized benchmarking
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Why Use Pre-Employment Personality Assessments?

When it is time to hire a new employee, you may be well aware that personal attributes and people skills should be a factor in your decision. It is essential that employees are motivated, honest, and adept at social interaction. However, employers often have little opportunity to really engage with potential employees. Interviewees are often nervous and strive to present themselves as the person they believe the interviewer wishes them to be. In order to accurately assess whether or not
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Statistics Show: Avoid Bad Hires Using Pre-employment Assessments

Every business wants to find the right employees: the people who will fit in, become top performers, and contribute to the company’s success. The cost of a bad hire can range from 1 to 5 times the annual salary of that person, the use of multi measurement pre-employment assessments is designed to prevent these poor hires and increase productivity.

The practice of administering personality tests to potential hires in order to achieve this goal continues to rise in popularity. A majority
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