Anthony points to Lou Adler’s One Question Interview. The one question is Please think about your most significant accomplishment. Now, could you tell me all about it? That’s a great stepping off question. And, I really like the second question, in one of the comments on Anthony’s post, by Jim Durbin Tell me about the […]
Louise Fletcher in What’s Your Email Address? says “Choose an address that is as bland and professional as possible.” Well, I don’t know that I would categorize a professional email address as bland, but then, I’m a geek. But I absolutely agree with Louise about the suitability of the email address she referred to “sexyeyes…”
A reader, Mike, sent me this gem: Interview with the Intern. The lessons: Mind your language — particularly in the cover letter. I tend to give more benefit of the doubt with affect/effect. But I don’t have much patience with cover letters that misspell my name or the name of the company. Calm down. I’ve
My most recent column for Fast Company/Inc’s hiring center is Interviewing New College Grads. Leave comments here – Enjoy!
Via Curious?, I found Give Curiosity and Chance. Here’s a telling quote From a hiring perspective (you just knew this was coming, right?), hiring managers are in love with deliverables and narrowly defined requirements. Look at job postings these days and you’ll find a litany of mandatory experience and skills. Innovation requires curiosity. And, it
I’ve said before that networking is critically important to finding a job and finding candidates in Use the Power of Your One-on-One Network. A colleague of mine has just sent me an email explaining her predicament, I am currently looking for a job and networks are important to me. If you are interested in the resume
I thank Keith Ray who forwarded this gem to me from the XP mailing list: “Puzzles are fantastic. They’re an instant way of figuring out whether you want to work for the organisation or not.” — Adrian Howard When I teach interviewing, people tell me they like puzzles because they think they’re watching how people
Because the cost of a bad hire is so high, some organizations are resorting to a variety of psychometric tests to determine if it’s worth interviewing and possibly hiring a candidate. If you, like me, are suspicious of tests, take a look at The Einstein-Clavin Effect by Wendell Williams. My favorite quote: … controlled research
I taught a hiring/interviewing class this week. And, I had some HR folks in the class — which was a treat. One of them asked how to know if you have an effective hiring process. Effective hiring processes are like effective product development processes; they depend on the organization and the organization’s goals. But here’s
Louise Fletcher in Group Interviewing says Candidates should think of it as a chance to learn more about the company, department and position from more than just the Human Resources representative and the Hiring Manager. Note that she doesn’t say it’s a useful technique to learn about the candidate 🙂 Sorry Louise, if I put