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Management

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

Talent Selection – Part 2: Interviewing Reality

Everyone has a theory about interviewing candidates for hire. This applies to everyone involved in conducting interviews and not just people in positions of leadership in HR or recruiting. The two primary ignorance factors that keep us from doing it right are the line managers who dismiss interviewing as something that anybody off the street can do and the HR types who don’t realize that people could have that opinion. If there are no missionaries… Read More »Talent Selection – Part 2: Interviewing Reality

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