Strategic Hiring – Going Beyond the Behavioral Interview

Behavioral interviewing, which came into fashion in the 1970s, has long been a trusted tool for hiring managers to use when selecting talent for the organization. By using questions that are structured in such a way so that the candidate can “Tell you about a time when…” and so forth, behavioral interviewing has given leaders insight into understanding how candidates think and how they have behaved in the past. Behavioral experts believe that the best way to predict future behavior is past behavior. Behavioral interviewing builds on this premise.

But that’s only one piece of the puzzle.

In order to get as well rounded and complete a picture as possible, it’s crucial that leaders incorporate an interviewing process and style that blends different methodologies and practices into one, instead of solely relying on behavioral interviewing, even when based on specific competencies. Read more

Converting Interviews to Successful Hires

Ten years after the disastrous financial crisis of 2007, we find ourselves back in a job seeker’s market where unemployment is at an all-time low and companies struggle to attract and retain the best candidates. As a business leader, you have so many things on your plate. Sifting through hundreds of resumes and interviewing dozens of candidates is time consuming and in the interest of time, there is a temptation by many leaders to hurry up and “fill the seats” as quickly as possible.

But what happens when you make a job offer and the candidate turns you down? Do you know how many candidates have declined offers? Do you know how many candidates may have self-selected to “opt out” of your selection process before even getting to an offer stage? Read more

Talent Mapping – The Recipe for Today’s Succession Planning

“Succession Planning” is a term that seems outdated – a process-laden, long-range staffing plan for a large organization.  A more apt name would be “Talent Mapping” – a streamlined version of identifying qualified and inspired employees to fill future positions as and when they are needed.

Businesses of all sizes and types are susceptible to sudden vacancies of key positions.  What restaurant can afford to lose its top chef? Who will take on key client accounts when a high-performing salesperson retires? How will the family business continue if family members no longer want to run it? Will the non-profit mission be carried forward under new leadership? Read more