We provide competency-based behavioral interviewing training for interview teams including hiring managers, recruiters, and interviewers.
1 of 275 Articles Found
Dec 2018
Some costs of a bad hire are obvious, such as the time and personnel needed to recruit, interview, coach, mentor and develop a replacement. But hidden costs, which don't show up on your profit-and-loss statement, can be far more damaging in the long run.
23 of 275 Articles Found
Dec 2018
Some costs of a bad hire are obvious, such as the time and personnel needed to recruit, interview, coach, mentor and develop a replacement. But hidden costs, which don't show up on your profit-and-loss statement, can be far more damaging in the long run.
Sep 2012
Here are a couple of ideas for productive phone screens for candidates when time is limited or the number of prospects is large.
Oct 2011
The combination of well-prepared or disingenuous job seekers and inadequate interview procedures has made many employers vulnerable during the entire hiring process.
Apr 2011
Major League Baseball is currently rolling out a new technology that tracks each player's on-field performance second by second.
Dec 2010
These days, job seekers intent on gaining any advantage in a tough market don't have to falsify their resumes. They can hire the "experts" at websites such as careerexcuse.com to do it for them.
Apr 2009
It pays to be wary of job applicants whose resumés experience is top heavy with overtime; people who consistently work fifty to eighty hours a week may not be such superstars after all.
Nov 2008
The phone screen takes only 15 to 20 minutes of your time, and can save you, and unqualified candidates, hours of wasted effort later on.
Jan 2006
A thorough understanding of behavioral competencies and sophisticated interviewing techniques can go a long way toward determining which candidates are hot prospects and which are just hot air.
Nov 2005
Here are five qualities that interviewers frequently encounter in incompetent candidates: resume fraud, failure to take responsibility/blaming others, evading questions, counter-attack, and a complete lack of the core competencies needed to do a job successfully.
Feb 2003
It's harder to be deceptive in an interview where even the most polished dissemblers may be betrayed by their bodies.
Apr 2000
Some big-name retailers are now using in-store computer kiosks to help attract and retain good workers.
Mar 2000
Evidence shows that a growing number of job candidates deliberately mislead potential employers.
Jul 1998
Before you promise a candidate a salary higher than that of some NBA players, consider the case of Craig Spradling, a former associate at a prestigious New York law firm who made $48,000 his first month on the job by illegally trading securities.
Jul 1998
One of the most talked-about stories in Hollywood these days is an eye-opening example of what can happen when interviewers make unverified assumptions about candidates. It's the saga of Riley Weston, until recently a writer for the teen drama Felicity.
Jul 1998
As salaries for top business people continue to climb into the stratosphere, companies will find themselves paying increasingly high prices for poor hiring decisions.
Jul 1997
We recently had an experience that proves the importance of checking a candidate's references. We learned the hard way that even the most experienced interviewers - in this case, us - can almost be taken in by an expert and determined liar.
Jan 1996
These days, future MBAs learn more in the classroom than accounting and marketing. Many prestigious business schools now offer courses in behavioral interviewing, career planning, and networking as part of their regular curricula.
Jul 1995
As evidenced by the reading of the O.J. Simpson verdict, body language is "guilty" of failing to accurately predict behavior.
Apr 1995
Major employers - such as Disneyland and Ford - are increasingly relying on technology to simplify the hiring process.
Jan 1995
These days, most job descriptions - even the most entry-level - call for a college degree. This makes complete sense from a screening standpoint, but the risk is that the pool may grow too small for some really big fish.
Here are some quick tips from our interview training seminar to help you conduct a successful interview. We recommend that you complete the first three steps before the interview.
Most of us have experienced the interview from the candidate's perspective. But how often do we have an opportunity to evaluate the interviewer?
