Most job candidates focus on putting their best foot forward, in their resume, their interview and their references. But you, as an employer, are not just hiring their best foot. You are hiring both feet. Your ability to uncover the 'real' person, not just the 'best parts' of a candidate, will often make the difference of a successful or failed hire.
Objectives of the Presentation
Why Should you Attend
- You will be able to recognize inclusions or omissions on resumes that may signal deception
- You will be able to discuss how to set the context for truth
- You will be able to identify interview flags
- You will be able to review reference flags
U.S. organizations spend $130 billion annually on hiring new employees. With a price tag like that, businesses can't afford to make mistakes! Yet 43 percent of employers say they've made bad decisions by hiring too quickly.
The role of line managers and others, particularly in smaller organizations. We've all heard the cliché that, "to some extent, every manager is a human resources manager." In many ways, I believe that's truer today than ever before.
Human resources management truly is a management function. Where there's an HR department, line managers can be said to have delegated some of their responsibilities to HR. Don't bring just anyone on your team. Learn to uncover deception and other red flags when moving through the hiring process.
Resume Flags (Inclusions or Omissions That May Signal Deception)
Who will Benefit
Setting the Context for Truth
- Courtship Behavior
- Win/Win vs. Lose/Lose
- Past (Actual) vs. Future (Hypothetical)
- Reasons for Job Moves
Supervisors, team leaders, business owners and managers, presidents, vice presidents, human resource managers and others with management responsibilities.