3-Tiered Interviews The basic hiring process has ten general steps: 1) Identifying the Job Description and its requirements, 2) Screening applications, 3) Identifying a short list based on application responses, 4) Scheduling a preliminary interview and any required testing, 5) Developing another “Short, short list”, 6) Scheduling several rounds of interviews with others in the company, 7) Ranking final candidates, 8) Making preliminary offer contingent on background check, 9

Some people just naturally have the “gift of gab,” while others find it difficult to communicate what they think or feel. And way too often we just talk past each other. It’s a known fact that body language actually plays more a part in what is communicated than what is actually said. The following are some simple rules to help you to become a more effective communicator. By effective, I mean getting your message across in a concise and clearly understood manner. 1) Be a focu

Psychologists and speech experts have advised that about 70% of human communication is non-verbal cues from body language. And yet, so much of the content we take in is in written form. This begs the question: “Do people actually read or just skim the written word? Good writers understand that most people prefer writing that is clear and to the point. And, the same is true for most of us who engage in the spoken word. Yes, the ability to tell an interesting story can be enter

As discussed in Part 1, strategic (loyal) accounts make up the bulk of your company’s profits. So, we want to handle them with experienced TLC. When the lead Relationship Manager for a critical high value account leaves unexpectedly, the natural reaction is often one of panic. Of course, companies with a solid hiring and development program should optimally have the internal bench strength to promote from within. However, not all companies have that luxury. Especially smaller

Strategic Accounts, your largest most loyal customers, are key to the success for all companies as they usually provide the majority of the profits. Making sure the right people are in place to develop and support those important loyal customers requires special attention and a thoughtful approach. In this series, we’ll talk about why and how. It is a well-known “fact” that loyal (repeat) clients make up the bulk of a company’s profits. A study by the American Banking Associa

Good managers know how to size up the people they work with to help facilitate communications. Some people are naturally born extroverts and require a bit of patience to cut through their constant stream of chatter. Others are Introverts or reserved/solitary, and like to keep to themselves. Indeed, most people are ambiverts and choose which communication mode they wish to use depending on how they feel at the time and the circumstances. For example, a person who may appear to

In this final part of our work-life balance series, we offer a checklist that you can use to unlock the key elements in developing a work-life balance strategy. With practice and focus you will be on your way to a happier, healthier and more productive personal and professional life. The wish for all workers is to find a profession or means of deriving an income that is inclusive of our more existential passions and beliefs; unfortunately, most of us aren’t so lucky and work

Successfully leading or helping to lead a large company and still having quality family time may be difficult, but it’s not impossible. First of all, it is important to analyze and understand the company’s stated vision, mission and philosophy. Has the company shown an interest in their human resources or are they overly focused on the idea that employees are easily replaceable? In fact, these are all important questions to ask before accepting a commitment to the company. In

Today, the average worker changes jobs about every eighteen months. Of course, there are various reasons for this rather dismal fact but much of it is due to poor management as survey after survey points out. For some managers, the constant pressure to improve the bottom line by focusing on productivity can lose sight of the fact that the company culture and a certain level of concern and empathy for the most important asset of any company: its human resources. To companies,

No longer are hiring decisions made after just one interview. To make sure the best hire is made, candidates can expect to have multiple interviews in multiple formats representing different levels within the company. As mentioned in the previous parts of this discussion on “Getting hired”, we now cover the most difficult portion of the hiring process: the interview process. I say “process” because today’s focus on hiring for the very best fit has forced the most subjective p