Below you'll find a list of all posts that have been categorized as “Hiring Advice”
A few weeks ago, I posted a question on LinkedIn that stirred the pot. If you’re a candidate, how would you feel if a company called someone you didn’t list as a reference? The reaction wasn’t one-sided. A hundred+ comments later, what I walked away with wasn’t a clean answer. It was a much more layered conversation about trust, ethics, …
Picture this scenario: A professional walks into your office for an interview, jazzed about a potential opportunity. They’ve researched your company, prepared smart questions, and are ready to prove their skills. But by the time they leave, they’re more confused than when they arrived. So what went wrong? Your hiring team wasn’t on the same page. Here’s an arbitrary example: …
Throughout my career, I’ve had clients reach out when they’re facing one of the most delicate situations in talent management: a senior-level hire who simply isn’t delivering. These aren’t performance issues that can be coached through. We’re talking about fundamental misalignment where the impact on business goals is significant. Here’s the reality: you can’t move forward with termination until you …
Interviews are a two-way street. One thing that can make or break their decision to join your team? You–specifically, how you lead. Yet so many hiring managers are humble or don’t know how to discuss their leadership approach, missing a huge opportunity to attract top talent who would thrive (or sink) under their management style. The Impact of Leadership on …
“Would you hire this person again?” When conducting a reference check, how often will the reference on the other end say “no” to this question? It’s a situation that plays out over and over again- and, in reality, offers no value. References rarely break a job offer. Let’s be honest: Anyone with basic common sense is only going to provide …
In today’s competitive job market, the hiring process has evolved beyond the traditional manager interviews. One increasingly valuable component is the peer interview – where candidates meet with potential future teammates. This practice offers unique benefits for both candidates and companies that shouldn’t be overlooked. Why Peer Interviews Matter Does a peer in the interview process influence the hiring decision? …
When you find an exceptional candidate right out of the gate, should you continue interviewing others or make an offer immediately? This common recruitment dilemma requires careful consideration of several factors. A Real “Case Study:” Last year, I was tasked with identifying a Director of Enterprise Architecture for a digital solutions firm. Interestingly, the very first candidate I sourced and …
In the wake of recent tech layoffs and economic uncertainty, job seekers are facing a new threat: increasingly sophisticated scams designed to exploit their vulnerability. These aren’t the dated Nigerian royalty money wire emails – Today’s scammers use realistic LinkedIn profiles, legitimate-looking job descriptions, and professional communication to run their game. The Breakdown of Today’s Modern Job Scam Recently, I …
Early in my recruiting career, my mentor lived on one word that would forever change my approach to candidate engagement. “Next.” “Stop chasing down people who aren’t responding,” he said. “Move on to the next person who shows their mutual interest in the opportunity” This seemingly straightforward philosophy has become the cornerstone of my recruiting practice. It’s not about being …
In the competitive world of talent acquisition, choosing a recruitment partner is a critical decision that goes far beyond simply finding the lowest price. Red Flags: Warning Signs of a Subpar Search Firm Not all search firms are created equal. A subpar recruitment partner can be identified through several critical warning signs. Be cautious of firms that approach recruitment as …
