“When you’re finished changing, you’re finished.” These wise words shared by Benjamin Franklin still hold true today, especially in business. Companies invest billions of dollars each year in new technology solutions, reengineered processes and modified business models. If an organization is unable to manage change, the ROI on these endeavors can fall far short of expectations.

So! You’ve just finished an interview, the candidate answered most of the questions the “right way” and yet there’s something in the back of your mind that leaves you a bit ambivalent as far as what to do with him next – move him forward, schedule another interview or let him go? Hmph.
When evaluating candidates post-interview, reviewing what their responses were in the literal sense is as important as evaluating their approach toward the questions, the level of detail given, tone taken, etc. Use the below three typical indicators to help evaluate candidates from a holistic perspective the next time you have them sitting opposite of you.

Recently I had a CEO complain to me loudly that he’s tired of his employees moving on to competitors after his company spent time and money training and developing talent. This perspective always strikes me; what hiring managers seem to miss in this logic is the employee exit is actually the last chapter to this particular story, not the first.
Study after study for decades confirms that employees leave for three reasons: loss of interest in the job, loss of respect for their boss and disagreement over the company’s direction. Note money is not a top three, it’s typically toward the bottom of the top ten list.

I was with a group of folks the other day and the question was asked, “what was your worst job ever?” While tempted to list the horrible positions we’ve all held at one time or another, one of the thoughts that I was left with was centered around the boss, specifically those who recognize and lead from the place of being either a steward or a king. If you’re wondering if you work for which one, look for these tell tale signs.
Who takes the credit? A King tends to talk about himself. A lot. Especially when something is achieved or goes well, regardless of his own role in the accomplishment itself and it isn’t unusual for him to sign his name to someone else’s effort. A Steward cares very little on the self-promotion aspects to work, he just wants the team to succeed and inherently acknowledges when the team or individual contribute in meaningful ways.

Every company wants to be the one who hires the best talent. In the current job market, top candidates are in the driver’s seat and will move on if a company doesn’t pay attention to important details during the selection process. If you’re growing your team, follow these three tips to make sure your company stands out compared to the competition.

It starts every July with my friend. He makes these little comments here and there about how his job doesn’t offer much challenge anymore, his boss is kinda impossible and the company politics have only become worse. By December, he typically hits his limit and swears after the holiday he is going to get serious about looking for a job. And by this point in January, he starts to negotiate with himself that it all isn’t really that bad.
Until July rolls around again.