Jamie Fischer’s Post

As several of us have been reflecting on different principles and processes related to interviewing, hiring and leadership here is a question: What are your thoughts on the head of an organization sharing with the team that it’s appropriate / expected to publicly post the job of current team members as a tactic to push employees to quit? Do you agree? Or Do you Disagree? Please share your comments….

Meet our recruiting team! 🤝 Jonathan Peters has over a decade of recruiting and search experience, with a focus on technical leadership roles. We asked about his approach to executive search: “I start by establishing a deep understanding of the client and the problem they're trying to solve with the executive hire. Working with CEOs and founders to help them prioritize the most important and relevant criteria is a big part of my job, and my goal is to find candidates who score high on key criteria and who will grow and excel in the role.”

Have you heard this revised version of the story about Everybody, Somebody, Anybody and Nobody? There was an important position to fill. Everybody assumed that Somebody would find the right person, but the job was poorly defined by Everybody. Anybody could have clarified it but didn't have time and Nobody didn't know how to so just advertised the job as it was. The result? Somebody got frustrated because it was Everybody's responsibility to ensure the right hire was made. The moral of the story? As a leader, it is YOUR responsibility to clearly define the job and take ownership of the hiring process to find the right candidate.

More than just a gut feeling! When it comes to hiring into CXO/leadership and high impact roles then... The more senior the role, the greater the ripple effect! In business your people decisions will be your most important ones. And so when it comes to interviewing, you need to be right on point! If you are interested, here's something that I do that you may find useful...

I’m a firm believer that a company/business’s hiring practices are a direct reflection of the quality of their business. If their process feels vapid, bland, or even pretentious - its a good indicator that the business (and likely management) is like that too. If you feel dejected when interviewing or being rejected for a position from companies like these - don’t take it personally. They likely don’t have the skills or leadership in place to identify/use/grow your skills anyway. Chin up, shoulders back - the right gig is out there.

Before you hire people for leadership positions, it’s crucial to gauge their ability to be civil and resolve disputes.

Before you hire people for leadership positions, it’s crucial to gauge their ability to be civil and resolve disputes.

If you're hiring, this ONE outdated interview question will cost you productivity, morale and retention, and will slow down your mission! Find out what it is and what you should be asking instead in today's post! https://lnkd.in/gtgdq9ki