A CV is formal wear. LinkedIn is smart casual. Have both in your wardrobe.

A CV Is Formal Wear. LinkedIn Is Smart Casual. Have Both In Your Wardrobe.

I've recently read blogs stating you should burn your CV and only use LinkedIn. It's an inane premise, but seems to be gathering steam nonetheless. Time to set it straight. Both are now necessary when building one's career and profile. Both are quite different. No one dresses in the same style wherever they go, nor would anyone today think to…

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Onboarding vs.Waterboarding: How Not to Drown at the Outset

Onboarding Vs.Waterboarding: How Not To Drown At The Outset

‘Onboarding? More like waterboarding,’ said a friend when I asked if his new company was onboarding him at all. I later met up with someone else who said the new company’s onboarding strategy was to go around the office and introduce the COO, CMO, CIO (who essentially said ‘don’t bother me if you have questions, go to global HQ’.) and…

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Salary Negotiation; Another Story From The Trenches

Salary Negotiation; Another Story From The Trenches

I recently had lunch with a friend of mine, comparing notes on her business and mine. A lawyer by trade, she has worked for her current company–a US MNC–for about seven years. That day she was somewhat preoccupied by the pending merge she and her team will soon make, into another division of the company. It's actually beneficial for her,…

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Friend or Foe? That Elusive “Fit” Of Diversity When Interviewing Candidates

Friend Or Foe? That Elusive “Fit” Of Diversity When Interviewing Candidates

Is it Granada I see Or only Asbury Park Is it a fancy not worth thinking of Or is it At Long Last Love? Cole Porter wasn’t writing about hiring people, but I am. When interviewing candidates, what elements do you gravitate towards? Intellect and academic pedigree? A common work history? Significant achievements? "Presence?" Hobbies? Are you aware of any…

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How some companies interview badly; 5 suggestions to raise the bar

I once had a corporate client with bad interviewing habits. It wasn’t just one person; the slowness to hire seemed to be part of their culture, a rather sclerotic interviewing process. The visible damage was often good candidates, initially interested in joining but lost interest after a few months, and later spoke disparagingly about them, reputational bruising which was unnecessary,…

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