Why do most of the methods used by companies to find candidates, particularly job boards and advertising, fail so often? Are there better techniques and
Barry Deutsch's insight:
As I travel around the country conducting 1-2 workshops a week with CEOs and Senior Executives on our program You're NOT the Person I Hired, the one issue that keeps surfacing over and over is the frustration around finding great candidates for open positions.
John Sullivan talks about the #1 recruiting strategy to find good talent. In my workshops and seminars I suggest to hiring executives and managers that their target for employee referrals should be at least 50% of all new hires.
Hiring someone with potential sounds good—unless that raw talent never grows and matures into an actionable manifestation of what you first saw. Here are four tips for determining whether a job candidate is worthy.
Hiring is one of the hardest parts of managing a team. A lot is riding on the initial meeting, and if you're nervous or ill-prepared—or both—it can make you do strange things. The following mistakes are all too common, but they're easy to avoid with some advance preparation.
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