Interview and Hire

Cultivate Soft Skills to Build Loyalty with Your Customers

Your customers come to you for the knowledge you have about how to improve their processes, make them more efficient and add to their bottom line. But when you look at what keeps your customers happy, it's your employees with the right soft skills assisting them that drive customer loyalty.

Soft skills are not related to knowledge or education and are more difficult to assess in during the interview process. Use this PT WORK Force resource that breaks soft skills into five areas (communication, critical-thinking, leadership, teamwork and work ethic) to learn more about these skills for PT/MC employers.

Download Cultivate Soft Skills to Build Loyalty with Your Customers.

Cut Down the Time to Hire Checklist

The power transmission/motion control industry (as with most industries in the current economy) is very much in need of talented professional individuals to drive our business forward. Lately it seems that the “need” far outweighs the talent available.

A low time to hire has always been a priority, but in today’s market, it is imperative that our HR professionals or hiring managers act quickly and intelligently to ensure skilled talent does not go elsewhere. That being said, one cannot sacrifice the quality of talent, just to achieve hiring efficiency. The ramifications of a bad hire, not only restart the hiring process but have costs well beyond the hiring process itself.

Here are some suggestions on how you might improve your time to hire process and hiring success.

Behavioral Interview Questions Checklist

Behavioral interviews get past the surface of a candidate. They get to what they would do/have done in a real life job. They will give you a much clearer picture of what the candidate can bring to the table and how they would fit in your organization. Behavioral interview questions will tell you how people reacted in past situations they encountered in the workplace. Chances are they will react in a similar manner when the same “situation” occurs again.

Simply going over an interviewee’s resume and asking about what they did in their last job isn’t going to tell you how they reacted to certain situations. In order to dig deeper into the skills and attitudes the interviewee has, you need to find out how they behaved in certain situations. You’ll want to know how they might fit into your culture and something about their personality. These are indicators of how they will perform in the future.

We’ve grouped possible questions by area. Pick one or two you are comfortable with for areas where you want to know more about your candidate and use these to dig deeper. You can check off those you want to use.

Good Candidate Experience Checklist

Hiring has changed. The applicant is now in the driver's seat. Their first impression of your organization will determine whether or not they apply for your opening.

A candidate experience is basically how the candidate feels about your organization once they have been through your hiring process. Was the process easy? Was the company responsive? This experience will either help the candidate see that your company is a great place to work or make them not want to connect again.

The experience is not limited to that particular person as they will tell their family and friends and may even post to social media or job boards.

Download the Good Candidate Experience Checklist to ensure you create an exprience every candidate will appreciate.

Hiring Articles

Does Your Workforce Look Like You?
Resumes Don't Tell You Everything

Interview Articles

Is a First Impression Preventing You from Hiring the Right Person?
Craft an Interview Question to Start a Conversation
Have You Been Ghosted?
What You Can Do to Prevent Being Ghosted
Hiring in the Digital Age

Hiring the Next Generation

What is the Next Generation Looking for in a Career?