5 reasons why the boss doesn’t develop new talent

I often grapple with clients who can't seem to decide on whom to hire. I hear all sorts of reasons; the budget, the economy, quarterly earnings, changes in strategy, cultural fit, etc, ad nauseam. What it also means is that no decision is made. A search goes on that much longer, causing heartburn–if not burnout–for all involved. My value is…

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Got the new job, can’t quite figure it out

An acquaintance recently started a new job–a big one, large prestigious MNC, very good package (expat perks), regional purview. He was hired within 2-3 weeks, unusually quick, in my experience (I was a bystander, not involved). One meeting in Asia, a couple of telecons with global HQ, flew out to meet everyone, the contract was waiting to be signed–and sign…

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Attracting (and repelling) talent; a tale of two companies

Below are two recent scenarios I had with two MNC clients to help get talent on board, despite unusually rickety policies and procedures (Fortune 100 companies). One worked (just barely), one didn't. [framed_box] A) The final candidate went through 10 rounds of interviews; face-face, VC, and flown to HQ for the final interview. He had a good and steady job…

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Interviewing protocol–Listen up, y’all

An interview is a two way street, more so with senior level hires. Most candidates who take the time to interview are otherwise engaged in a day job, but interested enough to pursue a new possibility. The company doing the interviewing often falls flat on their corporate face, misunderstanding the protocol of interviewing, from timing, location and venue, not merely…

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Say wha’? Communicative cha cha cha..

People like to hire their own, often assuming everyone understands the same goals, and 'speaks the same language'. I had breakfast in Beijing not long ago with a friend. A mainland Chinese who'd gone to grad school in the US and ended up working for a well known US private equity company. Back in China for a few years with…

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ABCs of hiring in Asia

[framed_box]A) My contrarian position that there is no 'shortage of talent' continues. There is plenty of talent, and thus plenty of potential. No new hire is a 'finished work of art', 'ready made', and knows the job to be done at the outset. Yet many internal stakeholders are too busy or seldom in the office to help the person integrate…

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Those corporate games, Part II

On to Part II, highlighting some of the games at work most of us have experienced, or participated in.. [framed_box] Selective editing Ubiquitous at the office,but some take it to heights that are pernicious or worse. Example: a report or presentation is due, and the only information presented is to support a certain point of view, even if there are…

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