Hiring Process

We’ve just finished the first week of our search for a Director/VP Operations for a $300 million medical services company. I’ll be documenting … Read more

Where do the best performers come from? Is there a particular type of candidate that is more often successful and more often regarded as a high performer … Read more

This is a reality article series. Over the next few weeks, I’ll document an actual retained search we’ve just received for a VP of operations … Read more

Time to hire is one of the most frequently used metrics for evaluating staffing functions. Usually measured in days, time to hire broadly reflects the … Read more

In the U.S. there’s a phrase that goes, “shooting yourself in the foot.” I suppose it started with some uncoordinated cowboy firing his … Read more

This is not an article on semi-sourcing. It’s a quiz. After each sourcing problem described below, you’ll be asked a multiple-choice question. … Read more

The last three articles in this series outlined a few personality assessment basics, as well as a sales example and a call center example. This article … Read more

In a recent article I made the contention that too much time and effort is wasted finding top candidates, when the real focus should be on finding top … Read more

The last two articles outlined a few personality basics and sales examples. This article will discuss call center types. Why Not Use a DISC, MBTI or other … Read more

In a previous article, I discussed the EEOC’s proposed definition of an Internet applicant. What you may not have known is that around the same time, … Read more

[Note: Many of you have recently signed up for our free August 2003 online semi-sourcing course. Since that happened last August ó it was an old … Read more

Andrew Grove (author of Only the Paranoid Survive) defines a strategic inflection point as a changing of the rules of the game resulting in a massive shift … Read more

My last article, Part 1 of this series, outlined a few basics on personality traits directly related to job fit and job performance. Now we’ll move … Read more

The following are the results of a survey taken by over 100 hiring managers and 200 recruiters. How would you have answered the questions? After you read … Read more

Before we start, I want to emphasize that there is no generally accepted definition of personality among professionals. Since nature abhors a vacuum, … Read more

The easy performance improvements are over. As the hiring market recovers, corporate recruiting departments will be called upon to handle more work with … Read more

You don’t have to have been hanging around the world of hiring too long to have been exposed to discussions about how well an individual … Read more

Doing the wrong things more efficiently is not a good thing ó even if you do them well. [You might want to read that opening sentence again: … Read more

In Part 1 of this article series, I discussed the contribution good hiring and placement can bring to the bottom line. I also discussed how to begin … Read more