Tag: hiring

Coaching, Communication and C Level

I was recently working with a regional MD who had left his company (on good terms), and weighing his options. With a solid industry reputation, he has no shortage of choices to ponder. One possible option was with a large MNC, and he’d been in dialogue with them for not quite a year. Their regional…
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Why Good Talent Will Stay Put–3 easy pieces

I recently read an article from HR Magazine entitled “What is driving your staff to leave?” The main reason, according to the writers: Under-compensation.. Yesterday I had coffee with a friend in banking trying to finalise a senior hire in China. The candidate told him he wanted to move to Singapore, but the job had…
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How to not screw up a hire–10 tips on what to avoid

10 pointers for companies now interviewing and hiring. Want to attract and gain good talent? Then don’t do the following: [list style=”circle”] Have time gaps between interviews, weeks with no idea of what or whom is next. It’s a warning sign of internal uncertainty, no sense of urgency (the role may be unclear or under…
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6 points on how to not hire your reflection

How well do we know what talent “looks” like when looking to hire? I recently wrote how ‘like attracts like’ (link). Companies say one thing–”We need more diversity”–but often do another when hiring. Organisations are composed of people; we’re all full of contradictions, and the unpredictability of who gets hired isn’t always surprising. Yet surrounding…
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LinkedIn does NOT solve all hiring

I’ve recently read more and more articles which state, unequivocally, that LinkedIn and social media will disintermediate the executive search business. Companies will seldom need help from headhunters, or even recruiters. It will go the way of the travel agency, and more organisations now tout their internal recruiting arm as a more cost efficient way…
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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,…
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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…
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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…
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Seeing, but not believing

When it comes to senior level hires, there is often talk of chemistry’, how pleasant or well liked the company and/or candidate was, the overall bonhomie and friendliness of the interview and conversation. Without question it’s an important component, but insufficient to make a decision, based on some talks and gut feel. Whether you’re hiring…
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My rules of how not to drown at the outset

Onboarding? More like waterboarding… …So said a friend to me the other day when I asked him if his new company was on-boarding him at all. And recently met up with someone else who said the new company’s on-boarding was to go around the office and meet the COO, CMO, CIO (who said, “Don’t bother…
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