In our last post, we talked about how emotional intelligence (or EQ) can outweigh the value of a candidate’s IQ. A person’s EQ reflects their ability to pick themselves up when they fail, empathize with others, and motivate themselves. It’s the difference between an indispensable team member and someone who
When you hire, you look for the best and the brightest, but what does that mean on the job floor? Traditionally, hiring the “best” meant looking for someone with a high intelligence quotient or IQ, which demonstrates a candidate’s intelligence potential. A high IQ comes with an assurance that the candidate understands the most technical processes
Do you know the real cost of hiring the wrong employee? It’s more than you think. The U.S. Department of Labor says the cost of one hiring mistake is around 30 percent of their first-year salary. A thorough interview process is one way to minimize that risk. While you want to ask offbeat questions, it’s also critical that you
Are you looking for a great boss, or do you want a great leader? There’s a difference, and your team can tell. Leaders have relationships built on trust rather than solely on hierarchy. They inspire those around them to meet high expectations. Moreover, they give teams the tools they need to meet those expectations. But what makes an excellent manufacturing leader? These leaders all have these three traits in common. Leaders
Most job seekers hear the same questions repeated at every interview. “Why do you want to work for our company?” “Describe a time you overcame a challenge.” These are good questions, but your candidates see them coming, which means you won’t learn much from their answers. To find the right fit every time and avoid the need to advertise the same jobs over and over, you
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