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The purpose of reference check and background checks is to confirm information which the candidate has already provided and to ensure that no other aspect of their professional or personal background would jeopardize their candidacy. These checks are not part of the evaluation process to decide between competing candidates since

A real estate transaction is one of the most common situations where two parties try to come to an agreement by means of a formal offer, subsequent negotiation and eventual acceptance. For most individuals, this is a relatively infrequent event and the resulting transaction is probably one of the largest

During the final interviews, you may (hopefully) identify one or more candidates who fit most of your criteria. A candidate who is skilled at negotiating will have several alternative job opportunities in process simultaneously, and even if they don’t, they will act as if they do. If you indicate to

What if a candidate for a critical opening at your company: Knows your industry Knows your product (or a similar one) Knows your competition May know your clients May know the exact job Wouldn’t you want to talk to them? But what if they work for a competitor and they

Too Many Cooks Can Spoil The Broth. At the evaluation stage, short listed candidates should have been properly screened by professionals who are familiar with the position and with the candidate characteristics which are required for success.  For many positions, the requirements to be evaluated are made up of “Technical”

Imagine that you have been charged with the responsibility to recruit team members for the next Olympic Games. If your goal is to find the best, most talented athletes in a particular country, would you rather be recruiting on behalf of China (population – 1.3 billion) or on behalf of

As discussed in our earlier post, Decision Makers Make Lousy Screeners, the odds of success in any recruiting project is positively correlated with the time and effort committed to the search project in a rather compact time frame. Developing the short list must be intense. The first phase of a

Sure, they might be effective at it. After all, if they are the final decision makers as to which of several very qualified candidates will get an offer after a rigorous selection process, then they probably are actually excellent screeners (in theory). But in reality, the screening activity is certainly

Time, cash and people. That’s it. Most companies want to grow, and to grow profitably, but they are often hampered by a few critical weaknesses in these three key areas and the lack of a clear plan to grow over the next 3 years. This is very typical, particularly for

In our previous post, “Beware of Under-Sizing the Job”, we drew attention to a common error whereby companies focus their search effort for senior candidates on skill sets that satisfy immediate business needs without weighing the additional capabilities that are likely to be required in the coming years as the