Keep up with news in the new home sales industry along with career and hiring advice.

Most employers follow a particular process before hiring a new employee. They start by posting an available opening on a job board, wait for résumés to roll in, and review them. Once they have a few applicants with the skills they’re looking for, they schedule interviews. Some employers choose to start with a short telephone interview. Telephone interviews can reveal additional details about the applicant before they move on to a formal, in-person discussion. For a telephone interview to be efficient, it’s essential to consider these critical tips. Know the Position You’re Hiring for Whether you’re a human resources professional or the hiring manager, you

As a hiring manager, you want to ensure that you’re selecting qualified talent who will add value to your organization. Reviewing résumés is the beginning of the process. While a résumé won’t tell you about the applicant’s personality or cultural fit, it does provide their work history and other details. Here are a few résumé red flags to look for when assessing your talent pool. Careless Errors Poor language skills, bad formatting, and improper grammar should be red alerts for any hiring manager. While not everyone has excellent English skills, online proofreading tools, like Grammarly or the built-in solution available in Microsoft Word, can help

Diversity and inclusion have become top priorities for many organizations over the past few years. Companies find that when they place a premium on a diverse work culture, they’re more likely to have happy employees who stick around for the long term. Consider these tips if you’re trying to promote diversity and inclusion in your organization. Change Up Your Job Postings Organizations that embrace diversity and inclusion don’t wake up one morning with a fully diverse workforce and an inclusive environment. Like most things, it takes time and dedication to create the atmosphere you’re looking for. Diversity and inclusion have their roots in the recruiting

Employee underperformance can be frustrating. Your organization’s human resources department has invested time and financial resources into the recruiting process, and naturally, you don’t want to waste this investment and cut ties with the employee prematurely. Fortunately, you may not have to. There are many ways that you can support an underperforming employee, including the following: 1. Address Underperformance Immediately The most effective way to resolve underperformance concerns and prevent staffing woes is to be proactive. If you notice that an employee’s performance has dipped, address it immediately. When addressing concerns about performance, be sure to use well-established people management protocols. Be direct, but understanding.

Modern businesses face challenges that organizations of old couldn’t have fathomed. Companies of today must efficiently carry out core business operations, find a way to make themselves stand out in the crowded digital marketplace, and manage talent from several generations. The latter challenge can be particularly difficult, as each generation in the workforce has unique perspectives, concerns, and professional objectives. If your business has team members who span multiple generations (which it likely does), there’s good news. You can implement more effective people management techniques by leveraging these 3 proven tips: 1.  Do Your Homework If you hope to effectively manage various generations, step one