4 Traits of the Most Talented Job Candidates
December 15, 2020
Traits to look for when you need to find talent I recently wrote that hiring “oddballs” can give your company…
hiring
New Rule: Act Quickly on Job Referrals
August 29, 2017
When you’ve been around the tech world as long as I have, you know a lot of people. I am…
Are You Guilty of “Been There Done That” Hiring?
May 13, 2014
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.
Bad hire? Blame the CEO
April 10, 2014
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.
The million dollar hire
November 14, 2013
I was recently reminded of how important a single personnel decision can be. I traveled to San Francisco to make…
Introducing my new Forbes column
April 18, 2013
I have just become a Forbes contributor and my site is aptly named The American CEO, where I give “practical advice for current and aspiring CEOs” much like I do in this blog. In my first article I write about why CEOs need to own their recruiting functions and provide 10 rules for how to manage them. I also recommend five tangible metrics for monitoring the performance of your recruiting organization, which have worked well for me. I invite you to visit my site and follow it as well as share my articles if you find them worthy. I’ll continue to post here regularly as well.