Even small and medium-sized companies can now use the same tools that the world’s largest multinational and conglomerates have done successfully for years and years. Continue reading “World Class online cloud assessment tools for HR and Hiring Managers now available in Thailand”
Leading executive search firms of the future will be the ones who adapt and fit around expanding technology. Firms who provide a personalised service to clients rather than a “one size fits all” approach which we are seeing with some majors where in the end, the client feels oversold.
The future of executive search is exceptionally bright. Read more. Continue reading “Is there a future for executive search?”
Once upon a time is the phrase which begins fairy tales and fabulous stories set in some unspecified moment in the past. Except for the story, you are about to read. There is nothing fairy or fabulous about this real-life experience of mine.
My story starts like this: Once upon a time when I was a candidate myself. Continue reading “Why headhunters don’t answer your emails or calls”
Bad hiring practises ruin your company’s image and brand. Full stop! Why do top executives let this happen? Why does this improper behaviour by hiring organizations and managers continue to be a subject in my articles?
Dear Managing Director, Dear Marketing Vice President, Dear Board of Directors,
You should really be protesting vigorously about these destructive manners, because they are causing great damages to your company’s reputation. Continue reading “Too many employers treat candidates like dirt”
The short answer is no and never! Using your gut is similar to scratching the surface of something; to examine and discover only the superficial aspects of something or in this case a candidate. You would be better off flipping a coin; at least you have 50% chance of getting it right.
We call it the Four A Syndrome, because when you trust your gut, you are assessing a candidate’s presentation skills over business performance and substance. The four A’s are: Continue reading “Should I ever trust my gut feeling when interviewing candidates?”
Can you remember what you were doing in July 2009 – 10 years ago? For sure, we were not yet talking about AI, IoT, SEO, Uber, Instagram, iPad and it was still very early days for Airbnb, Spotify, GPS on mobile, and even LinkedIn.
But it was in July 2009 that I created my web site and published my first ever story. Read it here. Continue reading “Top 6 articles I’ve published in 10 years of blogging”
It is becoming harder to find quality talent, which is continuing to result in a more competitive marketplace and increased salaries in many industries; particularly those with niche skill sets such as technology.
The survey aims to understand the outlook around demand and availability of executive talent, global mobility, time to recruit, remuneration and a breakdown of growth potential by sector. Continue reading “AI data on availability of executive talent, global mobility, time to recruit, and remuneration”
Leaders know they should be doing something, but they are not always aware of what it is they should be doing. Is that you? Continue reading “Are You Still in the Dark How to Lead Your Organization in a Digital World?”
I have two times – well, at least that’s those I know of. Once with a candidate I had shortlisted for my client. And once when I hired for my own team.
Read in this article how I got cheated by a conman, who I unfortunately hired before I later realized what had happened. And then there was the shortlisted candidate for my client who pretended to be the reference person for herself. You would love this – and learn. Continue reading “Recruitment fraud is a serious problem for anyone hiring staff”
You can of course ignore or hide from the obvious signs that the world out there is changing, that the staff you hire have other values than we have ever seen before. You can continue to hide your head in the sand (which we jokingly call The Ostrich Syndrome).
Let me ask you this Mr Hiring Manager: are you prepared to commit and guarantee that your company will employ a person up to his or her age of 67? Thought so! Why should this individual then commit to staying with you their whole career? Continue reading “6 reasons why you should hire job hoppers. Seriously!”