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... working in the industry who are highly qualified. GENERATING A POOL OF VIABLE CANDIDATES Selection occurs after the recruiter, a classified ad, or referrals from other sources have generated a pool of candidates from which to choose. While there are hundreds of different and perfectly acceptable personalities around, in simplest terms, they belong to one of two types: Type-A, the aggressive doer, the competitor, the ambitious driver who makes things happen; and Type-B, the dedicated, non-confrontational, risk-avoidant personality, suited to providing administrative support. Traditionally ... but because it takes time, begin checks further along in the selection process. Some managers complain that no one will give them a reference about former employees today. This is true in some cases, in light of today's litigation-oriented society and the possibility of a personal injury lawsuit arising if a less-than-shining reference is given. Still, consider the absence of a positive reference to be a potential negative. Here are some steps to generate references: 1. Do not expect a former employer to say anything about a former employee that could ... used against him or her. 2. Tell a candidate that you will check references, and allow a sufficient amount of time for the candidate to call his or her references and ask them to cooperate. 3. Ask a reference four things: a. Was the candidate' departure of his or her volition, your volition, or was it mutual? ' The ideal answer is, his (or her) sole volition. b. Would you re-hire this candidate if he or she were again available in your area? ' ...

...fferent and perfectly acceptable personalities around, in simplest terms, they...nagers now should have a better understanding of how to navigate the many pitfalls inherent in the employee selection and hiring process.

...rned her existing commercial and personal clients over to another agency and c...crop. That gives us a good loss ratio, and keeps our companies happy, because ...