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Culture

Consultants – Part 2: When and How To Engage

There is a time and place for everything. Hiring an external consultancy is no exception. By the very nature of being “external” these consultants bring valuable insight into the company and make solutions happen. They do not perform this function by stepping in and taking charge. They have the expertise to do this, but their value added comes from knowing how to work as a catalyst. They cause results by means of their influence and… Read More »Consultants – Part 2: When and How To Engage

Consultants – Part I: Consultancy Defined

The term “consultant” means different things under different circumstances, but it is generally regarded as a person that is considered to be an expert in some field for which they can be regarded as a professional advisor. While that sounds impressive, they don’t always have the respect of being an expert and many do not act professionally even though they charge for their services. I was told early in my corporate career that a consultant… Read More »Consultants – Part I: Consultancy Defined

Talent Selection – Part 5: The Interviewing Paradigm

Not all interviewing methodologies are broken. If you subscribe to the theory that “if it ain’t broke don’t fix it!” then you won’t have to worry about change until repeated problems force you to look deeper. The lack of apparent problems by current measuring standards could mean nothing is wrong. Conversely, it could be a sign that we are using the wrong benchmark to measure it. The biggest problem with today’s patchwork methods of interviewing… Read More »Talent Selection – Part 5: The Interviewing Paradigm

Talent Selection – Part 4: Interviewing Tradeoffs

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Anyone with more than a few minutes of experience working in a corporate staffing office knows that certain things are not negotiable. I once worked at a start-up that was a spinoff from a large corporation with a lot of inherited baggage in the form of policies and procedures from the parent company. We had to change everything that didn’t fit. An example of a non-negotiable item when hiring new employees was vacation time. Many… Read More »Talent Selection – Part 4: Interviewing Tradeoffs

Talent Selection – Part 3: Interviewing Adaptability

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When confronted with issues of flaws in the candidate experience, I have actually heard interviewers speak the words, “I am just following policy.” That is possibly someone looking for a scapegoat to blame for their actions. The psychological term is called “The Nuremberg Defense” which came from the trials of Nazi war criminals for atrocities following WWII, “I was only following orders.” This is sometimes called the Eichmann defense who stated, “I cannot recognize the… Read More »Talent Selection – Part 3: Interviewing Adaptability