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There are No Shortcuts when Hiring!
Most CEOs and business owners would agree that their most important assets are the people in their organizations – their human capital. With that said, I find it intriguing that these same executives often don’t put enough effort into the employee hiring process. I understand this – there are many competing priorities every day as…
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KSB Announces Personality Profiling Services
Over the past couple of years, several of my clients have expressed an interest in using personality profiling to help them select, develop, and retain the best performing employees. Personality profiling would not replace a company’s current human resources processes, but would enhance them, adding a layer of confidence to hiring decisions and proving useful…
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Focusing on your Most Important Assets
Most CEOs and business owners would agree that their most important assets are the people in their organizations – their human capital. With that said, I find it intriguing that these same executives often don’t put enough effort into the employee hiring process. In order to attract and retain the best employees, hiring companies need…
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No More Resumes?
While I don’t believe it is quite time for the resume to go the way of cassette tapes, I thought this article might spur some thought about new ways to get some depth about candidate fit and experience using tactics other than reviewing a traditional resume. Candidates could complete a job specific online survey, take…
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Finding candidates before they are actively searching
This article suggests some great strategies for finding passive candidates. Click here to see the article.
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Evaluating Counter-Offers (and you thought the hard part was over)
As an executive recruiter, I regularly see existing employers using counter-offers to win back an employee who has turned in his/her resignation. Of course, my client and I would prefer that the candidate take the offer, but I also have a significant responsibility to my candidate to ensure they are making the best decision for…
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Starting To Grow Again
My family and I spent July 4th weekend with old friends who live in the Baltimore/Washington area. I had a conversation with a friend who has been with a well-established, $3.5B community bank in Maryland for over 15 years. One thing that came across loud and clear talking with her is that banks everywhere are…
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Hiring With Purpose Part 3: Interviewing
The most meaningful comments I receive from candidates after an interview are when the interview was considered “tough”. It was clear that the company had a dedication to digging for and retrieving information relevant to the candidate’s ability to perform the job. It was also clear that the hiring company was prepared for the interview…
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Hiring With Purpose Part 2: Identifying and Screening Candidates
At this point in the hiring process, you should already have a position description with clear requirements outlined, a set of objectives for the position, and a measuring stick for screening candidates. You may have potential candidates in hand from a number of sources – an internal candidate, a referral from someone in your organization,…
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Hiring With Purpose Part 1: Define the Position
In my last post, I encouraged companies to evaluate their hiring process. Remember, hire with purpose!! Put the same effort and diligence into hiring a new employee that you do evaluating and underwriting a loan decision, pursuing a new account or preparing for a regulatory exam. A first and critical step in the process is…
