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.
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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.
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.
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 careerexcuse.com to do it for them.
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.
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.
Kiosk Interviews to Assess Candidates
Some big-name retailers are now using in-store computer kiosks to help attract and retain good workers.
SF Examiner: The Rising Decline of Authenticity
Evidence shows that a growing number of job candidates deliberately mislead potential employers.
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.
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.
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.
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.
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.
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.
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.
Spotting Dishonest Candidates
It's harder to be deceptive in an interview where even the most polished dissemblers may be betrayed by their bodies.
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.
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.
Using Technology to Simplify the Hiring Process
Major employers - such as Disneyland and Ford - are increasingly relying on technology to simplify the hiring process.
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.
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.
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.
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.
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.