When it comes to hiring processes, there are many norms that need to be challenged. One norm worth challenging is the use of resumes in interviews (Segment 3, 1:30 – 2:13).
NORM #1: During an interview a hiring manager brings in the resume and asks questions of the candidate based off information they read in that person’s resume.
But who writes the resume? THE CANDIDATE!
Instead of allowing the candidate to guide your interview, before the interview, the hiring manager should come up with a list of what the candidate would need to accomplish by 60 days, 90 days, 6 months, etc. and interview based off that criteria, connecting the candidates experience to the measurable deliverables of the job (Segment 3, 2:25 – 2:58).
NORM #2: We want to challenge the idea that first impressions matter (Segment 3, 3:00 – 3:19). Oftentimes people make snap judgments the moment they meet someone and what they don’t realize is they spend the rest of the interview trying to validate those judgments (good or bad).
Working From Home (WFH) is becoming the new normal for most individuals across the world, and with that, creating and implementing healthy boundaries to distinguish between a work life and a home
life is crucial to avoid burnout.
The issue facing women is the labyrinth to leadership: a series of complexities, detours, dead ends, and unusual paths. We review 3 areas where many organizations’ current designs are biased against women and how to overcome them: 1.) Work-Family Conflict, 2.) Recruiting and Selection, and 3.) Mentorship.
We are a leading Talent Strategy Consulting firm specializing in talent management, hiring processes, exit strategy planning, recruiting solutions and employee retention programs. We also have a California executive search recruiting division finding top sales, business development, marketing and operations talent. We love helping companies connect their business strategy to their talent needs.
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