What's Your One Hiring Rule? Facebook CEO Mark Zuckerberg was recently quoted as saying "I will only hire someone to work directly for me if I would work for that person. I think this rule has served me pretty well ... Facebook is not a company for everyone in the world." This is apparently Zuckerberg's one absolute for hiring. Regardless of whether you agree with Zuckerberg, consider your one hiring rule, or even your top three, and how they have impacted the success of your business. Have these rules been constant or have they evolved over time? Most importantly, how effective have they been in shaping a unique company culture that attracts and retains top talent? Hiring rules are developed to help companies ensure they recruit candidates who are well-suited for their organization. Aside from degrees and certifications that may be state or federally mandated for specific roles, these guidelines have more to do with what companies attribute to successful hiring, as opposed to hard and fast hiring rules. No matter what businesses consider to be their hiring musts, every organization can benefit from periodically assessing whether their hiring rules are truly yielding the employees they seek, or if they are creating unnecessary hoops for candidates and interviewers.

Google is a prime example of an organization that is revered as the ultimate dream company, yet saw the importance of re-evaluating its hiring process. Up until a few years ago, prospective Google employees frequently were required to undergo more than 10 interviews. The lengthy hiring process created a time-intensive ordeal for hiring managers, causing the company to frequently lose top talent to its competitors. Google overhauled its process and limited each candidate to five interviews, recognizing that the longer candidates are on hold, the more time they have to get another job offer or accept a counteroffer. If a major technology force like Google saw the importance of revisiting how it hires, perhaps it is time for your organization to do the same. "Many companies have established long-standing hiring rules that they swear by, but the reality is hiring is not a static function, nor is it effective if the process deters

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potential "right-fit" candidates," says Nancy Halverson, vice president of global operations for MRINetwork. "When employers have open jobs for long periods of time because they haven't been able to find the "right" employee, it's a clear indication that they may be out of touch with how to attract and retain high performers that will thrive in their organization's environment."

Halverson provides the following tips for re-evaluating hiring rules: 1. Review the number of hires over the last five years

and assess how many of those individuals have

become significant contributors in their respective

domains, or to the company's overall success. What

characteristics do they have in common?

2. Annually consider the organization's top hiring rules

and whether they are still effective in recruiting

quality talent that will fit seamlessly within the

company culture.

3. Review hiring situations that didn't work out, but

don't obsess on the reasons these individuals were

unsuccessful in their roles. Instead focus on the

positive skills or experience that they possessed

and see how these attributes could be beneficial to

the department or the company overall.

The rules of engagement are constantly changing when it comes to hiring, and potentially so are an employer's hiring tenets. Halverson notes, "As retention is becoming more critical than ever, the true testament of whether an organization's hiring rule(s) work is revealed in their ability to engage and hold onto top producing employees that are essential to the success of the company."

Source: Department of Labor

Submitted by: Joe Cianciolo, Senior Account Manager Management Recruiters of Cleveland-Southwest

>Experts in Global Search (330) 273-4300 ext. 109

JoeCC@MRCSW.com

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While the unemployment rate remained stable for the month of March, and job growth was lower than expected, the U.S. continued to add jobs across a variety of sectors.

Workforce grows employment situation stable

According to the Employment Situation released by the Bureau of Labor Statistics, the country's unemployment rate did not change during March, remaining at a steady 5.5 percent. The overall number of people in the workforce was 8.6 million, up 126,000 from February.

Between March 2014 and March 2015 the number of employed people has increased by 1.8 million, contributing to a 1.1 percent drop in the unemployment rate. The report explained that the civilian labor force experienced little change this month, staying solid at 62.7 percent. Notably, this number has mostly stayed between 62.7 and 62.9 percent since April 2014.

Healthcare, retail and business services expand

The 126,000 new positions were spread among a variety of fields. The industry that added the most workers this month was the professional and business services sector, which grew by 40,000. Within this general field some of the areas where hiring went up included engineering services, management and technical consulting services, and computer systems design and related services. Healthcare also saw a larger workforce in March, growing by 22,000 employees. Most of these jobs pertained to ambulatory care and hospitals. Within this sector, nursing care facilities shrank by 9,000 positions. The retail industry continued its growth, adding 26,000 jobs.

One of the fields that lost positions this month was mining, which shrank by 11,000 workers. This industry added 41,000 jobs last year, but so far has lost 30,000 jobs in 2015. Many other industries, including food service, manufacturing, construction, government, financial activities, transportation and warehousing, and wholesale trade changed very little throughout March.

Wages on the rise

The report indicated that hourly earnings increased for workers this month, going up by 7 cents to equal $24.86. This number has increased by 2.1 percent over the past 12 months. The average hourly earnings of private-sector production and nonsupervisory employees increased by 4 cents to rest at $20.86.

Economists anticipated more growth

While the report is stable, economists had predicted much larger growth, explained Na nation would add 248,000 new jobs this month, while the actual number was significantly less. The source noted the Federal Reserve acknowledges that March's report fell flat in the face of economists' predictions, but it is not worried that the country's economy is declining. If numbers get back on track to improving at higher rates, the organization plans to increase interest rates. Industry experts had anticipated that the

EMPLOYMENT SITUATION REPORT

The full Bureau of Labor Statistics report can be downloaded here: