TITLE

Hiring Strategies That Work

AUTHOR(S)
King, Rebecca
PUB. DATE
September 2010
SOURCE
Journal of Financial Planning;Sep/Oct2010 Practice Management, p27
SOURCE TYPE
Academic Journal
DOC. TYPE
Article
ABSTRACT
The article looks at the steps taken in the hiring process in most financial planning firms. It reveals that in the hiring process, most financial planning practices use some combinations of in-person interviews, educational background and phone interviews. It also notes that with the exception of online specialty job sites, all of the general recruitment methods have been rated as effective.
ACCESSION #
53898454

 

Related Articles

  • Nasty People. Sutton, Robert I. // CIO Insight;May2004, Issue 39, p39 

    What can you do to get rid of unwanted employees, or at least to stop them from damaging you and your organization? The key is to make explicit to everyone involved in hiring decisions that candidates who have strong skills but who show signs they will belittle and disrespect others, cannot be...

  • Recruiter's Corner. Ayers, Vicky // INSIGHT into Diversity;Mar2012, Vol. 78 Issue 6, p14 

    The article focuses on the use of functional resumes by job seekers in looking for a new position. It describes a functional resume as a skills-based resume that focuses on abilities and experiences instead of on the chronology of a candidate's work history. It discusses reasons why recruiters...

  • Fifteen Strategies for Operational Success: Strategy 10: Manage Candidate Flow/Routing. Pritchard, Christopher W. // 101 Strategies for Recruiting Success;2007, p29 

    A subsection of Chapter 1 of the book "101 Strategies for Recruiting Success" is presented. It suggests ways to manage the influx of online résumés. Setting a special e-mail account for résumés so as to prevent mail overloading, assigning temporary workers to screen résumés if...

  • how to spot the golden goose. Sallis, Tamara; Howells, Elizabeth // Human Resources Magazine;Dec2011/Jan2012, Vol. 16 Issue 5, p10 

    The article discusses company graduate recruitment process. It states that most organizations employ multiple hurdles to screen graduates through a short-listing process. It elaborates on the two selection criteria of eligibility and suitability, as well as the process of effective and efficient...

  • ON THE RUN.  // OfficePro;Aug/Sep2006, Vol. 66 Issue 6, p6 

    The article offers tips to job hunters on attending a job fair. Dress as you would for an interview. Update your résumé. Bring your address book so that you have important addresses and phone numbers to fill out applications with. Be confident--smile, shake hands, make eye contact and...

  • A suitable candidate. Theaker, Lucy // Supply Management;7/9/2009, Vol. 14 Issue 14, p34 

    The article focuses on hiring the right person for a job vacancy during a recession. It says that a carefully worded advert that reflects the company's values will help jobseekers to know whether the corporate culture will fit them. It stresses that identifying a list of the qualities that the...

  • Help Wanted? Boyd, Sarah J. // Plastic Surgery Practice;Dec2012, Vol. 22 Issue 12, p32 

    The article offers tips on how to hire and keep good employees. It suggests to get new employees involved in business responsibilities and be open to new ideas. It recommends to set goals and expectations for new employees and the whole team. The need to provide positive feedback for new...

  • Areas of weakness. Hills, Jan // Personnel Today;9/30/2008, p32 

    The article discusses the relevance of knowing areas of weaknesses in one's business. It is stated that generally all prefer to think of their company's strengths rather than its weaknesses, but knowing its weaknesses and the goals set out to address them will help to direct one's thinking in...

  • Accor to de-personalise CVs to hide sex, age and nationality.  // Caterer & Hotelkeeper;8/7/2009, Vol. 199 Issue 4589, p4 

    The article reports that Accor Group has announced that it will stop hiring staff based on their looks, by using an anonymous job application process. The group has decided to de-personalise CVs by removing applicants' first and last names, nationality, sex, age and e-mail address. According to...

Share

Read the Article

Courtesy of VIRGINIA BEACH PUBLIC LIBRARY AND SYSTEM

Sorry, but this item is not currently available from your library.

Try another library?
Sign out of this library

Other Topics