CEO Interview Series: Fred Goff, Jobcase
I recently had a chance to interview Fred Goff, CEO of Jobcase, one of Boston’s fastest growing tech companies with…
I recently had a chance to interview Fred Goff, CEO of Jobcase, one of Boston’s fastest growing tech companies with…
We are doing a disservice to our future leaders: We grade them in school almost exclusively on their individual efforts,…
Here are my top 10 most viewed posts of 2014 concerning all things CEO – from hiring to managing the board to failing by having a best buddy and more.
Good reminder from Robert Sher that CEOs need to do what is best for the organization and not let weak…
I understand the appeal of looking for job candidates who have done the job before, but a “been there done that” approach to hiring often leads to less than optimal results.
How much does a bad hire cost companies? It’s more than just money according to this infographic by Mindflash. Hiring the wrong person also causes lost time, productivity, and morale. The infographic also provides some suggestions for improving the hiring process. While these are important, one of the keys to hiring great people is to have a great recruiting process. This starts with the CEO, who in my mind should serve as the Chief Recruiting Officer.
CEOs should own recruiting and treat it as a core piece of the company’s strategic plan, not a tactical fire drill. Hiring right doesn’t mean taking your time, however. If your process is set up correctly, you should be able to hire someone within two weeks – that’s resume in hand to offer letter. Superstars won’t wait around for a company that drags its feet.
Also see a slide show version of this infographic at FastCompany.com.