Next Blog

How NOT to get hired if you are a candidate

I have worked in the talent acquisition world for many years.  I got started while working as a manager in the manufacturing world and then shifted my focus to the HR generalist side in the non profit and professional services space.  Over 8 years ago I moved to the Executive Search world where I work with candidates every week, if not every day. 

I have so many stories I could tell.  Most candidates have their heads “screwed on straight”, but there are times I meet with or talk with candidates...


Does the Future of Human Resources Include Marketing?

There are some similarities between human resources and marketing. When we think about the 4 P’s of marketing – price, place, promotion, and product – it’s very aligned with the HR functions of compensation/benefits, work environment, talent development, and corporate culture.

So it’s not farfetched to consider a role where human resources and marketing are combined. In fact, I known several HR pros who have had a combination marketing/human resources role in their organization. Wondering what that might look like? One of my friends was incredibly gracious to give me a copy of...


Human Resources & Marketing: Not So Different After All?

It’s been about a month since the 2014 SHRM Annual Conference in Orlando.  By now, those of us who attended have settled back into the realities of our jobs and day to day life.  We’ve probably filed away our notes and stashed our swag, but have we thought about what we actually learned?  Have we spent any time at all considering how we can take some of the ideas we gathered and put them into practice?

One of the concepts that particularly rang true with me was the notion that Human Resources professionals need to start thinking more like marketers,...


Top 10 Social Media Mistakes Made by Supervisors

We often hear that our supervisors are our eyes and ears in helping to ensure legal compliance and minimize risk.  This is true when it comes to social media, but only if supervisors receive training on what to do and what not to do.  The do’s and don’ts of social media are not always intuitive. Here are ten of the more common mistakes that supervisors make in the absence of adequate training:

  1. Posting a job opportunity without including the appropriate EEO and/or AA tag line. A posting is an advertisement for legal purposes.
  2. Failing to retain a posting about job
  3. ...

#Nextchat: Creating Highly Accountable and Engaged Teams

Striking the right balance between accountability and engagement in the workplace can be a challenging task for leaders. One is directly manageable and the other is not. Accountability is something leaders can control, while engagement is something they can hopefully influence.

Many leaders claim that they want more accountability from their employees, but they’re also looking for greater levels of enthusiasm. The secret to balancing the two and achieving high levels of both is to recognize and capitalize on their interdependence. Leadership is about helping people to do their best work, and understanding the relationship between holding employees accountable and...


Got an eye for “talent?” Better check that bias blind spot.

Some of the folks that I get the most resistance from when talking about bias are recruiters and hiring managers. They love to say things like “bigotry is stupid and bad business,” and “I just want to hire the best person for the job,” and “I don’t care about race.”

The word “bias,” is probably part of the problem, as it is one of those words that brings a bunch of baggage, but the truth is that we are naturally judgmental as human beings. We make assumptions. We categorize. We jump to conclusions. We interpret what we see, hear and small...


5 questions every candidate should ask in an interview

Working in the Talent Acquisition world I have the chance to talk with a great number of people.  Contrary to popular belief, most of the conversations I will have are NOT with candidates.  Most of my conversations are more networking than finding out if someone is a good fit for a client our firm is working with.

I do have the chance to speak with many candidates and the majority of them are prepared for my call.  I am always telling my candidates and those I work with as a volunteer in ...