Although I understand how and why it happens, it is not in my nature to make assumptions, jump to conclusions or surmise. My analytical bent prevents me from forming critical decisions or taking action without adequate evaluation of tangible evidence or factual data.
That proclivity has served me…Continue
If you are in a position of interviewing a job applicant, you are by virtue of that role inferring that you believe you are justified in knowing the answer to any questions you decide to ask, relevant or not.
Recently during a twitter chat related to hiring practices I responded to another participant…Continue
You clicked to read about your idol Oprah, didn’t you? No, expecting some other big “O” content… Well, then you’re on the wrong website, buster!
Badge of honor, source of pleasure, reason for pride, satisfaction to scream about or maybe just something to accept quietly and celebrate contently in your own mind. The big O in all of its glory. Whether solo, with a best buddy or as a group, it’s something we’ll all experience - if we’re lucky to last that long.
What, you’re not…Continue
I recently was asked by an executive level candidate if I had noticed a shift recently in employers’ preference for “less experienced” candidates. I had to answer yes – since 2001, I have seen a noticeable shift in some industries, except for maybe engineering and highly technical positions. Not only is there a…Continue
Here’s the scenario:
A recruiter has lined up a series of potential candidates for an opening. Having carefully ascertained their capabilities, character, potential and degree of experience, one candidate is heads and shoulders above the rest.
But there’s a problem. He’s got too much experience. You see, the candidate is a babyboomer – and he’s got the grey hairs to show it.
It’s not a problem for the recruiter. After all, he knows…