Hiring Tips Podcast

We all like to recall the good times. And we'd much rather talk about our accomplishments than our failures. From a hiring perspective, though, it would be very helpful to find out HOW our candidates handled the tough times. Did they cave? Did they relish the challenge? Let's find out.

We’re all familiar with the traditional résumé. A detailed presentation of the candidate’s education and work experience and perhaps the candidate’s vision of their career. And this traditional résumé is very helpful. If you are getting a ton of people responding to a job offer, I have an idea to filter those reaching for the position. Let’s broaden the definition of résumé to include their social media presence.

We've heard the term "fit" for quite awhile now. Is someone a good fit for your company? Will they fit in? Well, it's worth a fast definition: fit: suitable or good enough for something; similar enough to belong to a group That second definition is interesting: Are you looking for someone who is similar enough to belong to your group?

We've heard the term "fit" for quite awhile now. Is someone a good fit for your company? Will they fit in? Well, it's worth a fast definition: fit: suitable or good enough for something; similar enough to belong to a group That second definition is interesting: Are you looking for someone who is similar enough to belong to your group?

Have you ever made a new hire of an exceptional talent who felt he had the right to make wholesale changes? And then did so.  

With so many possible qualities to sift through in a candidate, how much importance should we give humility?  

If hired, will this person you're interviewing improve the people around him? And what exactly does that mean? In what way would or should the people around him be improved?

Let’s say you’ve got just the right people working for you. Every key position is filled with someone that you trust and competence abounds! Even the less key positions are filled. Now you can put all of your attention on the other areas of your business. If something comes up, if someone wants to move [...]

Group interviews could have distinct positives and distinct negatives.

Why do so many interviews fail to assess whether a candidate will be a good fit?”  

Do you need spiky people in your company? Could you use an outlier or two? Someone who is not necessarily going to toe the company line and do only what he is told to do?  

There is a certain ebb and flow to the hiring process. You are selling the business to the prospective employee and she is selling herself to you. If that equation gets too one-sided, and you are spending most of the time doing the selling, then two things can happen:  

What are the benefits to collaborating during the hiring process?

What do we know about moms that would make them a good choice in the workplace? Let’s take a look.

There are essentially two sides to the hiring coin. Side One is the applicant who wants to impress the employer and land that job. Side Two is the employer who wants to impress the applicant and gain his agreement to come on board. Now these two sides may not both be operating at full steam [...]