Articles & Resources

We provide competency-based behavioral interviewing training for interview teams including hiring managers, recruiters, and interviewers. We have been publishing articles for over 40 years to address the myriad of issues encountered in the process of hiring top talent.

23 of 280 Articles Found

  • May 2018

    Real Cost of Hiring Mistakes

    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.

  • Apr 2011

    Evaluating Major League Talent

    Major League Baseball is currently rolling out a new technology that tracks each player's on-field performance second by second.

  • Dec 2010

    False Credentials for Sale

    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 to do it for them.

  • Nov 2008

    Phone Screens: Time Savers for Busy Managers

    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.

  • Nov 2005

    Uncovering Incompetent Candidates in the Interview

    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.

  • Apr 2000

    Kiosk Interviews to Assess Candidates

    Some big-name retailers are now using in-store computer kiosks to help attract and retain good workers.

  • Mar 2000

    SF Examiner: The Rising Decline of Authenticity

    Evidence shows that a growing number of job candidates deliberately mislead potential employers.

  • Jan 1999

    Decline of Authenticity in the Interview

    The combination of well-prepared or disingenuous job seekers and inadequate interview procedures has made many employers vulnerable during the entire hiring process.

  • Jul 1998

    Falling for the Credentials Trap in the Interview

    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

    Felicity = Duplicity

    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

    Cost of Hiring Mistakes

    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

    Detecting the Con Artist in the Interview

    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 1997

    Beware the Workaholic

    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.

  • Jan 1997

    Competencies: Self-confidence or Arrogance?

    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.

  • Jan 1997

    Spotting Dishonest Candidates

    It's harder to be deceptive in an interview where even the most polished dissemblers may be betrayed by their bodies.

  • Jan 1996

    Savvy MBAs Ace Behavioral Interviews

    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

    Body Language Indicted in OJ Simpson Trial

    As evidenced by the reading of the O.J. Simpson verdict, body language is "guilty" of failing to accurately predict behavior.

  • Apr 1995

    Using Technology to Simplify the Hiring Process

    Major employers - such as Disneyland and Ford - are increasingly relying on technology to simplify the hiring process.

  • Jan 1995

    College Degree Required?

    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.

  • Jan 1995

    Top Ten Candidate Bloopers

    A recent survey asked managers in more than 100 large corporations to describe their most unusual experiences interviewing prospective employees. Here are some of their replies.

  • Jan 1993

    Productive Phone Screens

    Here are a couple of ideas for productive phone screens for candidates when time is limited or the number of prospects is large.

  • Apr 1992

    Write or Wrong?

    You have a right to know if a candidate can write well. It's better to learn this in the interview process than after you hire them.

  • Jul 1991

    Defining a Changing Organizational Culture

    It's our belief that employers must thoughtfully define their current organizational culture before they can effectively predict candidate fit and make the right hire.