Last month at the NCHRSD  lunch and learn, a group of expert panelists led a discussion on what employers need to be thinking about and planning for regarding California’ new recreational use of marijuana. Of course, California has long legalized marijuana for medical use, but how does the new law of recreational use impact employers? Keep in mind that the cultivation, possession, or sale of marijuana is still illegal under federal law. During the luncheon, we came to some important conclusions which I have outlined for you.

You as the hiring manager or business owner hold the key to significantly increase the probability of a successful hire by ensuring that the process outlined below happens before someone posts the same old job ad or modifies a similar one from the internet. Taking time now could save you weeks, lots of money or, at the very least, many hours in screening resumes and interviews.

According to the California EDD, the state unemployment rate fell to 4.2 percent in March, the lowest rate since September 2007. That is down 1.7 points from the previous year. On top of that, we are seeing strong private sector growth.

What does that mean for you when it comes to hiring your critical office and support personnel? You have a lot more competition for strong candidates and it takes longer to recruit and onboard employees who are a good skill match and cultural fit.  On top of that, attracting and retaining Millennials who bring new expectations and viewpoints to the workforce is important to minimize the disruption of churn.

The hiring process is fraught with potential disaster since a bad hire can set you back months or, at a minimum, cost you tens of thousands is wages and lost opportunity, so do not enter this process without some thought and planning.  If hiring is only one of your many urgent priorities, execute these top 3 hiring tips and you will significantly increase your probability of a successful hire.

Good people have choices in this employee marketplace.  Listed below are 10 common experiences that have caused candidates to judge a job, boss or company poorly and thus causing them to hesitate in taking the next step. For advice on how to plan for and avoid some of these common missteps, download our 'How to prepare for an interview in 20 minutes' at the end of this article.

10 ways to lose a top candidate:

1.       Be late or unprepared to receive them – in other words, give the impression that they are not important enough to warrant any effort or planning.

2.       Makeup questions as you go and include really lame ones like, "tell me about your strengths" or, "if you were a dessert what would you be?". Thinking as you go communicates that this role is not important enough to warrant more thoughtful questions.

Updated news - the new overtime regulations that were to go into effect on December 1, 2016 have been put on hold and as of March 2017 they are still on hold. The ruling increases the minimum salary threshold for employees exempt under the federal Executive, Administrative and Professional exemptions from its current threshold of $455 per week to $913 per week (annualized to $47,476 per year), with subsequent adjustments to be made every three years.

However, a preliminary injunction is just a temporary hold. While the Final Rule will not take effect on December 1 as planned, it may or may not become effective at a later date. The Court now has a chance to review the merits of the case and issue a final decision without the Final Rule taking effect in the meantime.

Do you find yourself avoiding those difficult conversations? Do you have someone you need to talk to about his/her negative results or behavior, but you are procrastinating and/or stressing about it? 

Be assured that you can do difficult conversations well with these 7 key steps.

Art Barter, CEO of Datron Communications and SLI, shared in today’s webinar the steps that he follows to ensure a 100% success rate with difficult discussions. These steps enable him to positively move a person towards doing great work and, most important, to build rapport and trust.

Premierehire was featured as #65 out of 150 fastest growing private companies in San Diego by the San Diego Business Journal.

Congratulations to the Premierehire team but more important, we wanted to extend a huge thank you to our awesome clients. We value our partnership with each one of you and appreciate the strong working relationships we enjoy throughout your organizations. It is our pride and purpose to help you build strong teams.

Every successful firm knows that it's the people that make them the top preforming company in their sector.

The problem is, there are a limited number of top performers. Consequently, you are not always meeting the best candidates.

Well it doesn’t have to be that way. There are tried and tested methods that are being used by your competitors that literally guarantees that they attract the best of the best. The secret is out in this complimentary eBook.

Oinkodomeo and Premierehire Announce Partnership to Help Companies Hire and Develop B2B Inside Sales Teams

End-to-end recruiting, coaching, and retention services enable B2B companies to accelerate revenue growth

San Diego, CA (PRWEB) February 23, 2016

Oinkodomeo and Premierehire today announced a partnership to create an end-to-end solution for B2B companies focused on rapidly and cost-effectively growing revenue through B2B inside sales. The partnership allows companies to combine a sound hiring strategy with a robust training and coaching strategy to get new inside sales reps to revenue quickly.

Over the past 5 years, the role of inside sales has changed significantly and has enjoyed massive adoption as companies became aware the revenue driving power of the role. Today’s B2B inside sales role brings together aspects of both Sales and Marketing. The new Sales Development Rep (SDR) or Business Development Rep (BDR) qualifies prospects through

In previous posts, I wrote about two of the most important considerations in hiring high-value team members.  First, I described the way that the most highly qualified candidates respond to economic changes, and then I wrote about the role of company cultures in recruiting and retention. Now for some some insights on finding top talent that others will miss.

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