Google later created elaborate IQ tests in order to screen potential hires to the company.
Some cash-strapped firms are making connections with potential hires in an even cheaper way: through social-networking sites like LinkedIn and Facebook.
Recruiters and company hiring managers say they also often seek out potential hires at the meetings, conferences and other events that professional groups host.
Everyone parts ways to sleep for a few more hours before Parker begins his sprint through Silicon Valley to meet with colleagues and potential hires.
More importantly, they see that more and more of their customers are now fully engaged with social networks, as are their employees and potential hires.
The top three reasons were a shortage of available applicants, a lack of the hard skills required among applicants and lack of experience among potential hires.
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Recently, I saw two potential hires who did just this took the bus from their hometowns, each four hours away from New York City, to show up in the flesh for an interview.
Finally, another one of my clients told me he had dropped a very promising candidate from his list of potential hires because she had taken out her PDA to check her email while he paid the bill.
George offers the example of Adobe Systems, where a hiring manager using the Recruiter tool searches for potential hires who hold a particular job, have a certain number of years of experience, and are located in specific geographic areas.
At Pret A Manger potential new hires must work a full day in a store, after which the employees vote on whether to keep them.
Identify potential future hires when they are still in college and offer them internships and summer jobs to introduce them to the organizational culture and its demands.
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Our results point out that not only are recruiters from the top companies in the U.S. getting woefully incomplete information about their potential management hires, they are probably drawing the wrong conclusions from the information they do get.
But, as I continued to ponder this positive development, it occurs to me that the same approach might help with a much bigger potential drag on the organization than bad hires: Bad Leaders.
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The brightly painted hallways are crammed with new hires in a rush, high-potential prospects who, in Manglik's generation, had to leave India if they wanted to exploit their technology degrees.
In its most extreme interpretation, the rule would require a company that hires a labor-law firm to evaluate a potential acquisition with unionized operations, say, to report the relationship even if that blows its cover on secret due diligence activities.
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