Talent Insights

Stay up-to-date on the latest talent trends, tips and best practices.

Top Companies for Leaders – What Really Matters?

Fortune Magazine and Aon Hewitt recently announced the 2011 Top Companies for Leaders. The results are based on a comparative evaluation of company submitted information on practices related to attracting, developing and retaining leaders. Top Companies for Leaders has been published nearly every year since 2002, with several companies consistently [...]

What’s the Point of Feedback Now?

Feedback is something that is typically never in oversupply, even in the best of times. Since the economic downturn began, many firms have operated in crisis mode, cutting staff and other expenses in order to survive until markets return. With layoffs, remaining managers and executives are stretched to lead ever [...]

When More Job Candidates Are Not the Answer

Let’s say a friend or colleague seeking to fill a key job has interviewed several strong candidates and narrowed their focus to one favored candidate. But they don’t feel ready to move forward with a job offer. So, they message the recruiter and other colleagues that they’d like to see a couple more candidates. Why? What will a couple more candidates do for him? Convince him the candidate in hand that meets the requirements is the best choice after all? Surface the “world-beater” candidate he hoped for all along? Simply postpone making a decision he seemed unsure of in the first place?

Interviewers: Talk less; build rapport more.

“I thought talking was building rapport”, you say. Sure, to the extent you are only talking about 15% of the interview time. While talking more may help you and the candidate feel like the interview is more conversational, it has one major drawback – you get less data for assessing the candidate.

Building rapport is about enabling greater openness and sharing. It is a critical element to enable learning about the “whole person” in the interview process. It is the “whole person” who ultimately shows up on the job and not just the polished interviewee persona.

3 Steps to Hire for Outcomes, Not Responsibilities

So, you are thinking of hiring someone. Maybe one of your team members recently resigned. Or you are ready to get going with some initiatives you have had on hold for the past year plus. Or you need to work through a change that has stalled.

In any case, you are ready to get some important things done. And that should be your clue to approach hiring differently than you likely have in the past.

Learning on the Edge: 5 Growing Trends That Are Driving Learning and Development Now

Trend # 5: Learning is a Contact Sport - Will e-learning and social media ever fully replace the traditional classroom instructor-led learning environment? Not likely. Face-to-face engagement with learners enables a uniquely human connection, one [...]

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Does How You Hire Reflect Accountability?

A candidate for a Chief Marketing Officer is flown in from the west coast for what is expected to be a final round of interviews at a southeastern based financial services firm. The candidate possessed [...]