When my daughter was 5 years old, she asked me if I believed in Santa Claus. I said, “Of Course! Why?” She said to me “Really, Mom. Flying reindeer?” Last month in the Denver Post, there was an article about a successful company trying to fill several open positions for their company. The woman interviewed
Yesterday, I was screening applicants for a position that requires a high level of attention to detail. Not long into the search, I received a beautifully formatted resume. The candidate had all of the skills that we wanted in a new employee! I opened the cover letter to learn more about this bright prospect. The
I placed a call to a candidate to invite her in for an interview. The message said “Please enjoy the music while your party is reached!” Then, I heard the song “Take this job and shove it.” Need I say more? Listen to the clues that people give you before, during and after the interview.
A client of mine and I were interviewing a few weeks ago, and a very bright, savvy woman began telling us how this job was “beneath” her. She mentioned “This job is obviously less than my skill set.” Then, though the job ad clearly stated the salary range, she asked for a 20-30% increase. The
“Powell’s Rules for Picking People” – Look for intelligence and judgment and, most critically, a capacity to anticipate, to see around corners. Also look for loyalty, integrity, a high energy drive, a balanced ego and the drive to get things done.” In theory, this sounds like amazing advice. Focus on the person’s attributes as opposed
When entrepreneurs first begin their businesses, they often rely on what I call “The Friends & Family Plan”. One client even confessed that he used to get on the phone and call his friends to find out who needs a job and determine how quickly they could start. While he readily admitted that this process
I recently interviewed a candidate who sat across from me with his seat pushed back from the table and a foot on the seat of the chair. During the interview, he told me that his current boss was “annoying, but it is probably because I slept with her.” The inappropriate disclosure of his sexual activities
I interviewed a candidate that disclosed to us that the current boss is going through a bankruptcy. The candidate supplied us with his prior employers name, address and telephone number. While this seemed rather inappropriate, an even bigger offense is the fact that the candidate worked in a financial industry and had licenses which prevented