Insights

Leader POV: It took you nine months to hire him. He's just passed probation and is already involved in client work that nobody else can do. Then he calls from his bereavement leave to say he needs to extend it and he doesn't know for how long. 🤦‍♀️ This one isn't hypothetical. It happened in one of my previous HR roles, and I've thought about it many times since. Nine months, by the way, is long enough to grow an entire human being. That's roughly how the search felt. His ex

If you haven't decided what your team needs before you interview someone, you will end up judging the iced coffee 🧊 ☕ If you've been on LI for even 5 minutes this past week, you've read about Gen Z candidates bringing iced coffee to job interviews. Half the comments call it unprofessional - the other half couldn't care less. My question is: What was the interviewer/OP in question really assessing? In my years in talent acquisition, I heard one sentence in intake meetings mor

Back in my hiring days, signing the contract with a newly hired member of my team was just the final step in my decision-making process. The probation period was more or less a formality, not another reason for the new person to prove something to me. It may sound overconfident but hear me out. By the time I made an offer I had run a structured process. Same questions in the same order, scored against pre-agreed criteria, with multiple people scoring and giving feedback. The

Every #hiring decision feels urgent. Which is why many leaders skip the first, most important question: Where should I look? Inside the...