To get applicants excited about working with you, let them visualize how their first 6 months or year will be if they accept the job.
Job scorecards are useful beyond job posting and interviewing candidates. They make onboarding easier and can even become a development plan for the newly hired.
To get applicants excited about working with you, describe the outcomes they’ll achieve. Here’s how to do it with job scorecards.
Our onboarding process shows the kind of organization we lead and influences how both new joiners and tenured members feel about being part of it.
The Role Advice Process allows individuals to reconsider their role, the tasks it involves, and their fit to the organization’s current needs using feedback from their colleagues.
Culture interviews often focus more on skills, experience, and other non-behavioral characteristics than on how candidates go about their work. Here’s the importance of learning about people’s “work personality.”