Quotes About Hiring

If a man want cook, he hire one, nah? Or do it himself, if he have a mind.

Holiday hiring is only useful if you get the right people, and the consensus among HR professionals is that the most consistent and efficient means of finding good people is to use word of mouth. Namely, this is because focusing on referrals means that only people who are already within your network will apply.

By creating useful job descriptions and making clear what qualifications should be expected, the Department aims to help improve schools' ability to recruit the right people.

I've always been really internally focused. I tend to focus on hiring - ensuring that every person we hire is both a really good fit and really good - and also that everything we put out to our users is very high-quality.

Conventional companies try to find new uses for capabilities they already have. Transformers look at what the market needs and then go build it, hiring new people and/or taking people off other jobs.

Accountability is a two way street. We can't just make it easier for us to fire people; we must make it easier for us to hire people. It takes VA an average of 240 days to complete the hiring process for executives joining VA from outside government. We are losing talented people because it simply takes too long.

Baidu Research has three labs - two in Beijing that are already largely built up, and the Silicon Valley one is being built from scratch. We're hiring pretty rapidly, about one person a week, but we are about a month in, so honestly, we haven't done that much work yet.

What's amazing is that so many leaders who value teamwork will tolerate people who aren't humble. They reluctantly hire self-centred people and then justify it because those people have desired skills.

rank-and-file staff rarely want to hire people more skilled than themselves.

Today, going around human resources and straight to the hiring managers also requires an indirect approach using the Web.

Developing a good, healthy culture is extremely important at a startup. Culture reflects the essence of a startup's operation because it directly affects the success of a company's hiring practices and overall strategy.

We hired extremely slowly at the beginning. It took us a year to get to four people. It's hard to hire as a very small company, and we wanted to make sure we found people who cared a lot about what Stripe was doing.

Some people seem to sort of have a gut for hiring. I literally had a gut that was exactly the opposite. So whenever I thought someone would be great, it was sort of the opposite.

If you don't hire originals, you run the risk of people disagreeing but not voicing their dissent.

When Orlando gets to the point where they're hiring local directors, that will be good.

I think it's sort of an outrage that companies should have to hire firms to teach the college graduates they employ how to write.

When you hire directors, you're most concerned about whether or not someone from the outside will get the jokes.

Hiring without clear and strict criteria for cultural fit greatly hampers the potential for success of any organization.

From the moment he began using the disciplines on his yellow sheet, Rich was continually narrowing the scope of his responsibilities to a core set of activities. One of the areas that he most adamantly insisted on being involved in, and which had a profound connection to each of the four disciplines, was the hiring of new employees.

For all the talk about hiring for fit, there is still too much emphasis on technical skills and experience when it comes to interviewing and selection. And this happens at all levels. When push comes to shove, most executives get enamored with what candidates know and have done in their careers and allow those things to overshadow more important behavioral issues. They don't seem to buy into the notion that you can teach skill but not attitude.

More than a third of Rich's fifty-five-hour workweeks (fifty was just not realistic for him) was spent interviewing potential hires.

All employees who had been with Telegraph for more than a few months knew that no matter how impressive their background or skills might have been, they had made it into the firm because they were found to be humble, hungry, and smart.

Someone once told me that the best way to know if you should hire a person is to go on a cross-country business trip with him. See how he handles himself in stressful, interactive situations and over long periods of time. While that isn't necessarily practical, I do believe that interviews should incorporate interaction with diverse groups of people in everyday situations and that they should be longer than forty-five minutes.

A new report says ISIS is trying to recruit professionals like doctors, engineers, and accountants. Sorry, kids, even ISIS says they're not hiring liberal arts majors.