Talent Leader

Ever hear of Sodium Pentothal? It’s also known as truth serum. Brian Corey, sales consultant guru, “injects” it into his interview process to get a better understanding of how former colleagues would best describe a candidate.

Candidate outreach can’t solely be left to the recruiter and hiring manager. Chrissy Costello, Director of Talent Acquisition at Buildium, looks to line managers to make contact right off the bat.

Dr. Matt Poepsel, VP of Product at The Predictive Index, asks his candidates about their career path. An unclear career trajectory and lack of alternative plans, aside from your company, are red flags in Matt’s eyes. 

You have that ideal candidate in your head—a checklist of must-haves, skills, experience, education. But being fixated on checking these items off your list can cause you to miss out on top talent. Tracie Sponenberg, SVP of Human Resources at The Granite Group , talks about the importance of taking your time with candidates and not conforming…

Several months back, we did an extensive survey on hiring of 750+ people at 575+ companies to get their insights on recruiting and hiring people for their organizations. If we were to boil the results down into a single, simple headline, here’s what it would be: “We really suck at hiring.”

Think about this: When you interview a candidate for a position, a primary input in the decision-making process (the resume) is provided by the candidate. While the resume certainly gives you an overview of experience, education, and skills, it’s still information that’s curated by the candidate. This is equivalent to a used car salesperson handing…

For too long hiring managers have relied on gut feel to assess candidates for a job. They’ve relied on what they believe to be tried and true methods for predicting a candidate’s success only to be met with mixed results. A resume is great but it only tells part of the story. Relying on factors…

There’s an old consumer-protection saying that “if a deal looks too good to be true, it probably is.” For hiring managers I’d amend that adage slightly and say, “If a candidate seems too charming to be true, he probably is.” Don’t get me wrong—there’s nothing wrong with charm in business. But there’s also data suggesting…

Multivariate predictability is one of those terms that can send even the most seasoned HR or talent management pro scrambling for a dictionary. Multi-what-now?

If you’ve ever searched for a job, you know that not all job descriptions are well written. And if you’ve ever had to build a job description—well, let’s just say many of us would prefer to watch paint dry. But crafting a job listing doesn’t have to be a horrible experience. Here are 14 tips to…