Dr. Patricia Kapper

Holli, A structured interview process is much better should you ever be questioned on the candidate who was selected. When you talk about the 3 people doing the interview, I assume it was done as a group interview, which can be a good process. Another way is to have the candidate interview with multiple people separately and compare notes (de-brief) afterwards. I always prepare questions in advance which I ask of each and every candidate so that I can make a comparison. My questions are based on the job description. It is also important to prepare questions which are open-ended… >>>

Holli, Not knowing specifically the kinds of positions for which you are recruiting, it is difficult to recommend a particular source. However, referrals are usually a good source. At least the individual has been identified as a good potential candidate. Someone has seen their work habits and thinks they might be a good fit with your organization. Professional associations are another possible source. Usually those organizations are career specific and that might cut down on applicants who are not qualified for the position. Of course, this whole process needs to begin with a detailed job description against which you screen… >>>

Alex, You really need to look beyond whether or not your should delegate a project. Further consideration should be given to whether the employee will benefit from the delegation. Does the responsibility for the task add to the individual's professional growth? Knowing the professional growth needs of your staff helps you to determine the kind of task that would be beneficial. It has to be delegation which is a win-win rather than dumping a task that you simply don't want to do. Once a task is delegated, it is your responsibility to follow up periodically to make sure that appropriate… >>>

Mike, One of the keys to getting the very best person to fill a position is to start with a very specific job description. Screening candidates for the qualifications identified in the job description is the next step. I am a believer in a structured interview process. I like to establish my interview questions ahead of time and to ask the same questions of all of the candidates. It gives me a basis for comparing the candidates. Not everyone agrees with this process but it has always worked for me. You talked about hiring graduates which can be a great… >>>

Lawrence, How could you use that same logic in recruiting the best person for a position within your campus? You need to start with a job description which very clearly lays out the job expectations and the qualifications for the position. Once you post the position and applications begin to come in, you need to compare the applications against the qualifications which you have identified. Preparing for the interview is next. The type of position for which you are recruiting will determine who is called upon to assist with the interviews. The interview should be structured in such a way… >>>

Employee attrition or turnover is disruptive to any organization. Knowing and understanding how satisfied your employees/staff are in your organization will provide you with a hint in terms of potential turnover. Working in an educational institution, students become attached to individual employees. Should that employee leave the organization, the student feels left alone, that the institution doesn't care, etc. With these feelings, it is easy for a student to walk away because they have lost their connection. As managers or supervisors, it is our responsibility to create an environment within which our employees can prosper and grow professionally. If we… >>>