We have bred new generations of HR professionals who don’t have any of the fundamental knowledge or skills that have been the traditional bread and butter of HR.
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...being interviewed is very different to being the interviewer. And the key reason behind the failure with this behavioural competency interview format, is a spectacular lack of preparation.
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Be mindful of the cultural traditions of the person you’re shaking hands with. Some need a lot of space between you both whilst some prefer to be standing quite close together. A handshake with a variation of the European cheek kiss routine should be reserved only for those you know well. A two handed shake from yourself again should be reserved for people you know well, or for your political career.
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...always, always, always work with the best people you can find. They’ll improve the performance of your business and improve your performance as well. Don’t hire “yes men” who won’t challenge you because they won’t challenge anybody else.
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I know for example that some firms are already asking for applications using Twitter – try fitting your career into 140 characters or maybe you have to think differently……
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Everyone grumbles about the cost of executive search. Both I, and most of my senior colleagues have long complained about how much search firms charge and the way those fees are structured....
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Aside from the sheer volume of people to be filtered through, how do you identify from a blog or emailed cv or online profile, whether a person has genuine motivations to join your company? How do you know the reality of their skills match the profile/CV? How do you know their potential for cultural fit?
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