Insights

The interviews are over. Now you have to decide. Who do you hire? Do you hire anyone? How do you combine the feedback of the many people who took part in the process? How do you compare the performance of the candidates across all the dimensions you are considering and

“Tell me about a time….” You know those questions. They are the signature of the behavioral interview, which is a key component of most job interviews. But is the behavioral interview the best approach? Many years ago, I read a passage in a book that changed the way I

You have a great job description that articulates both the functional and non-functional requirements for the job you are filling. You’ve narrowed down the 250 resumes to the half-dozen you want to interview. Now you have a candidate in front of you and you get to ask questions to determine

Resumes. You’ll see a lot of them when hiring. You’ll see good ones. You’ll see bad ones. I can’t tell you how many resumes I’ve looked at over the years. In this article, the second in a series, I tell you how I approach resumes and what I look for

Before you interview a job candidate, you need to understand the job you are interviewing them for. You need to understand the requirements of the job you are interviewing them for. The natural place to start for job requirements is the job description. I know you’ve seen job descriptions. You