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Hiring Talent -12 Key Actions Managers Should Perform During The Hiring Process.

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Potential hires are always on their best behavior in interviews. The hiring company needs to do the same, and hiring managers, being the first point of contact, have the most responsibility for a good impression.

A business that intends to hire the best talent has to show candidates why they should consider working here. That’s where the ability of a hiring manager to engage the potential hire and upsell the company as a workplace comes in handy.

Below, 12 members of Forbes Human Resources Council offer actionable advice on how hiring managers can engage potential employees during their interview and how to make them feel more at ease.

1. Provide A Personalized Experience

Today’s candidates should be treated like customers. Hiring managers must keep them informed throughout the hiring process and leverage technology to improve the candidate journey. If an applicant isn’t suitable for one role, they may be suitable for another in the future, so relationship building is key. – Kim Pope, WilsonHCG

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2. Remember You Represent Your Organization

As a hiring manager you are the face of the organization. How you dress, speak and act on your social media, in your organization and outside shows your level of professionalism. You need to be aware that you should be speaking to the values of the organization when you representing your organization. If you work in the health field and you are seen with a cigarette, that would not be aligned. – Tasniem Titus, Dentsply Sirona

3. Give Them Your Undivided Attention

Turn away from the laptop, put down the phone and close your door. When a candidate comes in for a job interview, they are nervous, no matter how good they are. Your focused attention is the first step toward giving them a reason to trust you as a future employer. – Joyce Maroney, Kronos Incorporated

Forbes Human Resources Council is an invitation-only organization for HR executives across all industries. Do I qualify?

4. Stay Energetic

Remember that everything you say and do during the process sends a message. Don’t treat it like drudgery. How upbeat you are during the interview, your overall attitude and how you dress for the interview are all part of their experience. You are representing your organization so try to maintain a high energy level at all phases of the process that meets or exceeds that of the candidate. – Regina W. Romeo, CPS HR Consulting

5. Do Your Homework Before The Interview

Just as organizations expect candidates to research the company to which they’re applying, hiring managers should do their due diligence by spending time reviewing the candidate’s brand (e.g., resume, social media and professional websites) to get a sense of who the candidate is. This avoids wasting everyone’s time by having candidates answer questions that their brand already answered for them. – Dr. Timothy J. Giardino, Cantata Health & Meta Healthcare IT Solutions

6. Answer Questions Thoughtfully

We all know that candidates are interviewing us as much as we are interviewing them. In a candidate-driven market, this is all the more critical. Hiring managers should ensure they allocate time to accommodate the candidate’s questions and then be thoughtful about answering them. It’s always good to offer examples of their own experiences at the company to help the candidate best understand the culture. – Aimée Meher-Homji, Sodexo

7. Be On Their Side

Enter the interview with candidate success as the key priority. Hiring managers that create a positive and welcoming environment can give candidates more meaningful opportunities to do well throughout the interview, ultimately getting to a great hire more quickly. Show up prepared, supportive and present for your candidate, and treat it as you would treat any meeting with a current colleague. – Bianca McCann, SAP SuccessFactors

8. Don’t Ask Why They Want To Switch Jobs

Hiring managers have to switch gears completely and become sales experts. The basics: be on time, be prepared (i.e., read the resume!) but also, don’t ask, “Why do you want to leave your current job?” Instead, ask “What new challenges are you seeking?” and “How do you see yourself growing with us?” Take the time to sell the candidate on your organization’s amazing culture, opportunities and team. – Dr. Kelly Lum, Luminous Business Solutions

9. Respect Their Time And Their Presence

When you are interviewing a candidate, please remember that this is a first step toward a partnership. You are representing the organizational culture, practices and persona by your behavior and the questions you ask. Don’t be late and if you are a bit late, apologize for doing so. Don’t be checking your phone or laptop, or looking around when the candidate is talking. Speak to them with respect. – Srikant Chellappa, Engagedly

10. Welcome The Job Seeker As A Guest

Going through interviews is uncomfortable. As a job seeker, despite all you’ve done to prepare, you’re in a new place trying to impress people you probably have never met. Hiring managers should help candidates feel welcome and comfortable enough to shine. If they’re comfortable, they’ll not only be able to better share their strengths, but will also leave with a better impression of your company. – Lindsay Putzer, Curology

11. Follow Up With All Applicants

It’s so important for hiring managers to follow up with applicants. Even if you haven’t made a decision, keep in touch with applicants and let them know where you are in the process. This will assure them that they are still being considered for the position, or if they are not, it doesn’t leave them in limbo. – Michele Markey, SkillPath

12. Be Empathetic

As a hiring manager, remember to respect that this candidate has likely had to take time off work to meet with you. Perhaps they’re jeopardizing their current role to be there, they’ve likely spent time preparing and are probably nervous (regardless of their career level). Be empathetic, treat them with respect and set realistic expectations in terms of next steps. – Jamie Hoobanoff, The Leadership Agency

Forbes Human Resources Council

Forbes Human Resources Council is an invitation-only, fee-based organization for senior-level human resources executives across all industries. Find out if you qualify a…

Forbes.com | December 13, 2019

#Leadership : #Recruiting – Here are the Benefits of #Hiring Someone Outside of your Industry… Hiring Outside of your Industry can Bring Unique Values that you May Not Get Within your Own Sector.

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Many employers feel they need to hire candidates who know their company’s industry like the back of their hands. But hiring outside of your given industry scope often can bring unique value that you might miss out on by hiring within your existing sector.

After all, a diversity of backgrounds and opinions is key to innovation. If you’re thinking about hiring someone from a different field, consider the following.

The candidate works in an adjunct industry where they currently are on the receiving end (customer) of the hiring company’s product or similar products from another company. While this candidate has service-industry experience, and the hiring company’s ideal position description seeks someone with manufacturing experience, they are open to those with different backgrounds.

Perhaps the candidate provides unique insight not only into what they like or don’t like about the product, but also about competitors’ products. As such, they can offer competitive intelligence that may be challenging to find elsewhere.

Related: Considering a career switch? Here’s how to write your resume

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2. HIRE A SALES CONSULTANT

The candidate has worked at an unrelated industry startup where they wore all hats, from sweeping the floor to managing the front desk, training, setting up sales calls and everything in between. While their official title is something like front office manager, it may be that they have been selling ideas or services throughout their tenure, without the title.

Bypassing them for a sales role because they don’t have the moniker or the specific industry experience could be a big mistake. Consider their ability to survive a startup, as well as influence the performance and operational success within a loosely defined, fast-paced structure that may drive revenue through the hiring company’s sales engine.

3. HIRE SOMEONE TO PAVE NEW REVENUE CHANNELS

The candidate has sold ABC widgets that are quite different from the DEF widgets the hiring organization markets. However, there is a specific channel of widget warranty sales (e.g., financial) experience that the candidate accrued that would transfer well to the hiring entity.

The candidate has a consistent record of skyrocketing sales and exceeding goals in every company they’ve worked, based largely on this unique financial acumen. If the hiring manager and this candidate can hammer out a deal contingent on their bringing that same expertise into a new widget market, then it could definitely be a win-win.

Related: 5 unspoken rules of being a manager that no one tells you about

4. HIRE AN IDEAS PERSON

The candidate knows technology, and they’ve innovated repeatedly, applying their tech expertise in new and changing spaces within hypercompetitive environments. In some instances, the innovative ideas have been a shot in the dark and fell flat; but mostly, their ideas have culminated into revenue- and profit-generating coups that ultimately lined the pockets of ownership while also converting to salary security and long-term retention for the team members. For hiring companies in less innovative industries now finding themselves in increasingly competitive waters, the innovator candidate may be the answer.

5. HIRE A CHANGE LEADER

Inspiring leaders know not only how to capitalize on their reputation but are also genuine, thus getting people on board with change. The fact that they arrive from an unrelated industry is a clear advantage to their success as they won’t be bogged down in the industry politics otherwise associated with key leadership players.

6. HIRE LEADERSHIP WITH KEY CUSTOMER INSIGHTS

The candidate’s past manufacturing leadership role collaborating with executives and decision makers in top banking organizations could be helpful to a consulting company whose sole clients are financial institutions. The fact the candidate “gets” bankers and their core needs will be instrumental in closing large accounts and growing revenue.

 

FastCompany.com | August 24, 2018 | BY JACQUI BARRETT-POINDEXTER—GLASSDOOR 3 MINUTE READ

#Leadership : #HiringEmployees – Here’s What Most People get Wrong about “Passion”….These Days, many People See Passion as Something they Either Have or Don’t Have. Here Are the Reasons Why That’s the Wrong Mentality.

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Yes, it’s cliché. But while we all seem to get that marriage requires more than a little love and affection, there’s still this pervasive myth that passion is the secret key to your career.

Don’t get me wrong. Passion counts for a lot, especially if you’re tasked with convincing someone to give you a shot.

When it comes to making career transitions for happiness, I’m not just a poster child–I’m a freeway billboard. In my own work, I’ve made not one pivot but three, and in each of those instances, I convinced someone to take a chance on me despite an unconventional resume. They saw something that didn’t fit on one page of cream-colored paper, and I benefited from that. So talking the talk definitely counts for something.

But there’s something about this post-millennial era that’s got it twisted (post-millennial Rihanna reference definitely intended). Too many of us have lost track of the nuances.

With the rise of buzzwords like “manifesting” and “passion projects,” there’s another underlying belief system at play: that wanting something badly enough actually makes you qualified to have it.

Much like a happily-ever-after plot line, underneath all the talk about boundless passion or a candidate’s personal goals-slash-dreams, there’s just not much meaning.

Related: How to tell the difference between a career pivot and a distraction 

THE MYTH OF THE BIG ENTRANCE

I often see this mentality in cover letters when we’re hiring. Sentence after sentence argues (usually incredibly articulately) about how transcendent the experience of working with us will be.

“There’s nothing I’ve ever wanted more than to work at Career Contessa improving the lives of women every day.”

These are lovely words, and I imagine many people automatically react to them the same way I did: It feels good to hear that the work your company does means so much to someone. And it’s easy–especially after that ego boost–to think that their chutzpah equals professional tenacity. But does it really?

I’ve had an interview where someone told me I should hire her because she was ready to harness her abundant creativity. Others have told me they can’t wait for a flexible work environment that will let them explore their outside interests. Once, a 23-year-old told me that getting hired would help her grow her personal brand and following (lucky me?).

As I’m listening, there’s a common thread that’s hit-you-over-the-head clear, and it’s not “this person is star employee material.” It’s more like: me, me, me.

“I want a career that fulfills me.”

“I love that this job gives me flexibility, so I can work on my other projects.”

“This is the perfect stepping stone toward my ultimate goal of working for myself.”

It’s not that these are bad things to think, exactly–it’s that there are more complex thoughts and conversations to have. Thoughts like these are big-picture thinking taken to extremes like a climactic scene from some ’90s Meg Ryan movie. Much like a happily-ever-after plotline, underneath all the talk about boundless passion or a candidate’s personal goals/dreams, there’s just not much meaning.

Almost every time I’ve hired someone who sells solely their unbridled passion, breezing over their past work, or concrete experiences, I’ve come to regret it.

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CUE THE FLAGGING DEDICATION

What these conversations lack is the collaborative element that real, lasting professional relationships need. Because if work is about innovation and empathy, there’s more to it than what any one of us wants to do. It’s about how we can adapt and change each other and do real work together.

There’s this inherent privilege in the passion-is-everything perspective, and maybe that’s why it bothers me so much. If you’re responsible for making rent and paying down student loans, you don’t get to plan your life solely around your passion projects. You earn time to focus on those, courtesy of a whole lot of hard work. So this idea that passion is The Answer, that’s reserved for a very few people–the ones who can “just quit” when the going gets tough.

Almost every time I’ve hired someone who sells solely their unbridled passion, breezing over their past work or concrete experiences, I’ve come to regret it.

They fail to meet deadlines. They balk at busy work. They give notice after three months because they’ve committed to too many other side projects. They’re the sort of personalities who wind up with two- or four-month jobs on their resumes and not much more. They fall through.

When you’re focused solely on the personal endpoint–your own success, full stop–how can you make space for all the work that needs to get done in between? And if your eye is only on the prize, how are you supposed to stay energized when the process takes longer than expected?

Newsflash: It always does.

Related: Ask yourself these questions at every stage of your career

AND THEN THERE’S THE PASSION JUDGMENT

There’s more to it than that as well. There’s also the fact that many of us don’t know what we’re passionate about, and thanks to the rise of the passion-first mentality, we tend to feel like we’re failing if we don’t. We look at others with all that conviction and energy, and we think they must have it figured out. That comparison can affect us in various ways, but the scariest is that it threatens to have an adverse effect: It can stunt our growth.

If you approach every job with an open perspective, chances are the experience will help you with your growth. Even a terrible job can teach you what industry suits you or make you realize what you’re innately great at. But if you don’t give it a chance–because it’s not what you think is your passion, right now, right this second–how will you ever really keep evolving?

Passion these days is a black-and-white myth. We tend to believe that either you have it or you don’t. And like most things, inflexible thinking will ruin us.

Work first, passion second. Because what is passion, really, if you’re not willing to fight for it?

Related: 7 ways to make your job meaningful again

GIVE ME THE DEDICATED DOERS, NOT THE PASSIONATE DREAMERS

I’m not interested in the passionate dreamers or the “currently working on” hustlers as much as I’m interested in the people who work in the gray zones somewhere in between. These are the people who never cease to impress and surprise you. They’re also the ones who challenge you. They make you think–and work–differently.

A friend of mine, a creative director for a fashion brand, once listened in silence as a 19-year-old told her that once her modeling career finished, she’d “just become a creative director since I love styling.”

Just become.

That friend climbed ranks over a decade one production assistant job at a time, worked 60-hour weeks or more, and moved across the country twice for new opportunities. She loves her job today more than anything, precisely because she worked her ass off to get there. Passion came later.

Work first, passion second. Because what is passion, really, if you’re not willing to fight for it?

There’s a similar adage that goes something like this, “Don’t do anything for five minutes that you wouldn’t do for five years.” It’s one that people rarely linger on, maybe because it makes us uncomfortable. Such a span seems dramatically out of sync with our iPhone-laden era. And that’s precisely why the five-plus-yearers are that much more impressive to me.

It’s not that I’m asking people to give up all their passion or to stick it out in a job that makes them miserable. But when I think about the sort of people I see with flourishing careers, they’re never the Passionates, they’re the Commitments. The ones who don’t treat “passion” as their everything but simply as the product of putting effort into working, questioning, and exploring. They’re not the biggest show-stealers, but they’re doing more than alright.

FastCompany.com | July 29, 2018 | BY KIT WARCHOL—CAREER CONTESSA 6 MINUTE READ

#Leadership : You’re in Trouble if You Ignore These 5 Applicant Red Flags…I’ve Made every Hiring Mistake in the Book. Everything I’m Warning against Here, I’ve already Done. Which just Goes to Prove I’m One of You.

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Most managers/entrepreneurs learn hard lessons about hiring the right people only after they’ve hired the wrong ones. Even after realizing the mistake, business owners still can be prone to errors in judgment.

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Whether you’re an established entrepreneur or an executive manager who could use a refresher or a newer entrant to business ownership, it’s worth knowing these five characteristics of potentially disastrous hires.

1. They’re job hoppers.

People who hop from job to job will hop away from you sooner or later — and much likely, it’s sooner. In this case, the past predicts the future. Every job-hopping applicant I’ve interviewed has provided an excellent reason for leaving every past employer. Job hoppers are incredibly effective at explaining their rationale.

While some industries and skill positions defy universal application of my unwritten rule, I look for people with stable, long-term employment at one company in their professional careers. To my way of thinking, that’s five or more years. Younger candidates get a bit more leeway and a lower threshold. The most important factor is a candidate’s ability to develop a relationship with a company over an extended period.

2. They can’t tell you what they did at their last job.

Watch out if the candidate’s current or previous role was amorphous, with equally unclear achievements. Entrepreneurial companies must focus on people who can increase revenue, build things or get things done. Doers might have roles not tied to revenue or products, but they should be able to explain tangible results.

While I look for stable employment within a company, I’m also aware that people with ambiguous roles can hide at larger companies — sometimes for years. Candidates should explain in clear language what they actually did and how it specifically helped the company.  Think of the consultant scene in “Office Space” and the question posed to each employee: “What would you say you do here?”

 

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Related: What Really Happens When You Hire the Wrong Candidate

3. Their names return negative search results.

It’s an easy call if a Google search of the candidate’s name reveals he or she has been sued for skydiving naked off the Empire State Building. In real life, though, it’s rarely that simple. At minimum, vet all candidates with an online search and a thorough scan of social media platforms — within legal limits, of course.

Managers/Entrepreneurs necessarily focus on getting things done quickly. In hiring terms, that can be a huge mistake. Remember the saying: “Hire slow, fire fast.”

4. Their references give less-than-stellar feedback.

People generally don’t want to say bad things about others. During reference checks, asking a variety of subtle but probing questions could save your company money and embarrassment (or worse). I’ve noticed a tendency to downplay this phase of the hiring process. It’s become a check in a box on a form. Legitimate due diligence demands more. It’s so rare today to get any sort of negative feedback that I’m concerned when a reference contact has anything even slightly unflattering to say about a job candidate.

Related: When Hiring, Give Negative References More Weight

5. They talk negatively about others.

This one’s a dead giveaway. When candidates speak negatively about a current or former employer, colleague or acquaintance, they’re giving you valuable insight into their very characters. People who put down others will be more inclined to bring that same negative philosophy to their role, your company and your team. It is not worth the risk to hire these individuals, no matter how impressive their credentials.

Here’s another red flag that didn’t make the Top 5 list but also speaks to character or fit: They don’t do the basics. These candidates know little to nothing about your company, are rude to or dismissive of your front-office reception staff and forget to follow up the interview with a thank-you note.

Managers/Entrepreneurs necessarily focus on getting things done quickly. In hiring terms, that can be a huge mistake. Remember the saying: “Hire slow, fire fast.”

 

Entrepreneur.com | July 21, 2016 | Brian Hamilton

#Leadership : 4 Keys to a Killer Interview Process…One truth I’ve learned in that experience is: The Most Expensive Hire you Will ever Make is Hiring the Wrong Person.

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Throughout my career, I’ve made both good hires and bad hires, and I have helped hundreds of clients find their key staff.

Free- Man at Desktop

 

One truth I’ve learned in that experience is:

The most expensive hire you will ever make is hiring the wrong person.

Culture, momentum, growth, and morale are just a few of the casualties that come in the wake of a bad hire.  In the vast majority of bad hires I’ve seen, there’s one common denominator: a rushed or short circuited interview process.

The old adage is truer to me now than ever: Hire slowly, and fire quickly.

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As I continue to learn how to hire thoroughly, I’ve run across four key components of a thorough and effective interview process.

  1.    Use Video Questionnaires as Part of the Process

Simply reading typed out answers just doesn’t cut it anymore. For whatever reason, it’s easier to get a read on people when you’re hearing them talk and watching their body language. There’s no replacement for face to face interaction (see below), but a great way to filter who you should sit down with in person is by having candidates submit video questionnaires specific to the job you are filling. It might sound like a bad version of “The Bachelor,” but what you will learn in a five minute on-camera interaction will help you narrow your candidate pool in the initial stages of your search.

Do yourself, your clients, and your staff a favor, and make sure you invest in an intentional hiring process. It may take more time, money, and energy than you’d like, but it’s a decision that’s too important for cutting corners.

  1.    Meet People In Person

Video questionnaires have become a big part of our search process, but I am not a fan of virtual interviews. Why? Not because I am old school or slow to adapt. It is because over 55% of our communication is nonverbal, as Albert Mehrabian, a pioneer in body language research, discovered.

In my work with churches, I tried building a more affordable search solution by cutting out face to face interviews. It sounded like a great idea, but turned out to be a miserable failure. Even though we used the same team, the same process, and had the same database, client satisfaction cratered from nearly 99% (with face to face interviews) to 65% (with virtual interviews).

Even though you can see facial expressions over video, you cannot perceive the 55% of nonverbal communication over video. There are certain qualities, skills, and weaknesses that can only be discovered when people interact face to face.

I’ve come to realize that unless the person will be doing their job virtually, you cannot do their interview virtually.

Yes, flights are expensive and time is precious. But the most expensive hire you’ll ever make is hiring the wrong person. Do yourself a favor and take the time to do in-person interviews.

Peter Drucker is credited as saying, “Culture eats strategy for breakfast.” I believe this now more than ever.

  1.    Include Your Team

Earlier in my career, I thought that doing 360 degree interviewing was an abdication of leadership and a sign of indecisiveness. I was so wrong.

Nowadays, my team has incredible weight and influence on the people we hire on. There are a couple reasons for that.

First, every department lead I have knows the needs of their team better than I do. We’re all on the same page in vision, mission, and values, and they’ll know who will make things run better and fill in the gaps we have as a company.

Secondly, they may be able to pick up on some good or bad traits a candidate has that I might miss.

Finally, including your team in the interview process will protect your culture better than anything else. Nobody will produce better hires for your company than the best hires you have made. Don’t overlook including your key team members in the hiring equation.

  1.    Culture Over Competency

My friend Cliff Oxford wrote a great column some years back titled, What Do You Do With The Brilliant Jerk? I hired way too many of those over the years. I saw a rock star and hired them irrespective of whether or not they would fit our team. I’ve vowed not to make that mistake again. It’s never worth it.

Peter Drucker is credited as saying, “Culture eats strategy for breakfast.” I believe this now more than ever. If you ask our team what our five year plan is, they would look at you like you were speaking a foreign language. But ask them what our culture is like, and they will rattle off our nine values and how they see them lived out at work. Culture is at the core of who we are, and that’s a huge reason for the success we’ve had.

When I hire new people, my first thought is “Do they fit our culture?” When I include others in the hiring process, it’s to protect culture. If they do, then I’ll take a look at things like skills and competency. If they don’t, it’s not even worth a look. The team is more effective when everyone is on the same culture page; and when the whole team works more effectively, the business thrives. Hire strategically. Hire competent workers. But in my experience, if the culture piece isn’t there, the rest is all for nothing.

You can teach skill, but you cannot teach cultural fit.

Do yourself, your clients, and your staff a favor, and make sure you invest in an intentional hiring process. It may take more time, money, and energy than you’d like, but it’s a decision that’s too important for cutting corners.

 

Forbes.com | March 9, 2016 | William Vanderbloemen

 

 

Your #Career : 5 Hiring Trends To Watch In 2016… #3- Social media will be Increasingly Used to find Candidates. (i.e. your LinkedIn Profile)

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As 2016 gets into full swing, we’re beginning to see several key hiring trends develop. Based on my insights as a former recruiter, I believe these themes bode well for job seekers looking to make the most of their career this year by finding a new job.

Free- Business Desk

Here are five trends job seekers can leverage in finding their next great role:

1. Job offers will include more perks and benefits. According to Mercer, salary increases this year are projected to be 2.9%. So, if you’re planning on remaining in your current job, chances are your raise will not be significant (if you receive one at all).

As such, job seekers looking to increase their earning power by pursuing external opportunities should also focus on negotiating more bells and whistles in their offer. In light of the current talent shortage, employers are generally hungry for quality candidates. Seekers should leverage this not only in negotiating financial benefits like base compensation, a sign-on bonus and relocation allowance – which may be more difficult to attain in the current economic climate – but also for perks like flexible work schedules and additional time off. Candidates can expect to see offers that include ramped up benefits like unlimited personal time and extended maternity and personal leaves.

 

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2. Increased interest in boomerangs. The trend of employees considering returning to their former employers is on the rise. In a recent Monster poll, more than half of participants revealed that they’d consider returning to a former employer.

To that point, an additional 28% reported that they are already boomerangs. As more recruiters (and therefore employers) tap into this potential gold mine of rehires, they’re discovering the benefits of a former employee: boomerangs already know the company culture and infrastructure, which can help reduce their time to hire as well as their ramp up period.

We can expect to see more companies hosting in-person and virtual alumni events to network and re-establish rapport with their former employees, and, most importantly, build a pipeline of valuable potential rehires.

3. Social media will be increasingly used to find candidates. Back in the day, employers could only rely on resumes and cover letters to get a sense of a candidate’s qualifications. As we all know, the Internet and social media have made it much easier for them to find and research potential candidates – especially elusive talent that may not be actively looking for a job.

While resumes and cover letters are still staples of the process, expect recruiters to check out your online profiles in addition to what you have submitted – or even before you submit anything at all.

The really good news? Whether you’re looking for a job, applying or simply networking, having an active, polished online presence can make it easier for recruiters to find you and reach out about opportunities you may not have even known existed. Be reachable and, more importantly, be responsive to their emails, even if you’re not interested at the time.

4. More lucrative employee referral programs – and beyond. When I worked in corporate recruiting, all of my hiring managers shared one common hiring metric: the number one source of new hires was employee referrals.

In 2016, it’s likely employers will ramp up their referral programs for employees, as well as start extending referral bonuses externally, such as offering $100 to $500 to friends of the company and former employees. As the war for talent heats up, keep your eyes open for opportunities to refer friends and colleagues.

5. More offers will include flexibility. Until recently, it was common for candidates to be nervous about asking potential employers for flexible work arrangements.

Now more and more employers are offering flexibility as part of their employment package up front. And the options will continue to expand this year – from occasional telecommuting to staggering work hours and more. As the workplace continues to evolve, hiring practices will change along with them.

Vicki Salemi is a career expert for Monster, author, public speaker and columnist.

 

Forbes.com | February 18, 2016 | Vicki Salemi