Deep End Talent Strategies

You've created a stellar job posting and have had a bevy of candidates apply for the open position at your company. Congratulations! But before you make a hiring decision, you need to interview prospective candidates. In-person interviews are a hefty investment of time and team resources, so you want to make sure the candidates you bring in are the best of the bunch.

Many business owners and managers have no idea how to identify the knowledge, skills, abilities, and other characteristics or KSAOs for a job position. Fewer still know what they should do with that information once it is found. This article will help you understand the process of conducting a thorough review of the requirements of a job position and what to do with your findings once you have them.

Every hiring manager has made a hiring mistake or two in their tenure, which is a scary proposition given that the average cost of a poor hiring decision is at least 30 percent of the individual's first year expected earnings.

In the world of conflict resolution, there are two types of conversations that can be helpful in various scenarios: clearing conversations and course-correcting conversations. One focuses on getting things out in the open, while the other is about fixing an issue.

When executed well, 1:1s have the power to boost morale, engagement, and overall productivity. Learn more.

Taking interview notes is one of the most essential skills for interviewers. In this lesson, we will cover everything you need to know about notetaking during interviews, including what to write and what to avoid.

You just started a new job, and you are ready to knock down walls, get stuff done, and make an impact. That is a great instinct because when you are starting a new gig, the first 100 days are crucial.

The Re-Integration Struggle is Real The Pandemic Crisis seems to be easing and offices all over the country are inviting (and expecting) workers to return to the workplace at least in a hybrid capacity. There are several potential roadblocks to work through, but one, in particular, is catching employers off guard and causing friction within teams: the reintegration of workers who were remote with those essential workers who continued to work onsite.

Is it any wonder that we use the same word to describe constructive criticism and that ear-splitting, screeching sound that happens when a microphone gets too close to a speaker?

Sitting in a meeting the other day, I was overcome by a familiar sensation. As our teamed poured through the action plan for a new project, my heart began to race, my palms began to sweat, and anxiety started to crowd my brain. Sitting at my desk later, looking over the long list of action items on my to-do list, I took a long deep breath and asked myself a question that has become critical in maintaining a healthy outlook over the past few years. Is this a mental challenge? Or am I overwhelmed?

As a human resources consultant, I am often asked the question, “how do I engage my employees and retain top talent?” I find folks are often disappointed when I tell them that there is no silver bullet list of team building activities that will improve engagement.

In today’s agile business environment, leadership has become an increasingly flexible structure as projects are frequently tasked to individuals without formal titles or authority. The days of the solid-state organizational chart seem to be falling by the wayside and thus you may find yourself in a situation where you are tasked with leading a project or team without direct supervisory authority. These opportunities may leave you asking yourself how you will lead successfully in lieu of a title. Never fear, here are some real-world solutions to help you lead without authority.