Category: Candidates

Each Interview Counts

I recently spoke to a [young] friend of mine who is scoping the market, and interviewing for another job with another company. The role reports into someone he knows quite well, who is apparently keen to get him on board. I asked him how it was going. “Pretty smooth so far. I’ve had four interviews,…
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Tell Me What You Think, Seriously…

Early in my career, I had an interview with the MD of a competitor. It was scheduled for late afternoon in their office, and the earlier part of the day had been awful. I’d misplaced my wallet and phone in the gym during lunch, and spent unneeded energy looking for them, panicking about not being…
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Why should we not hire you?

One of my clients was an American Fortune 100 Company. They often promoted internally, but did go outside for certain senior hires, for which I worked with them in various Asian markets. It was paramount that candidates could fit into their [very American] culture, with its own distinct culture and language–senior management would often engage…
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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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The authentic voice when interviewing

The authentic voice. Companies want to hear it from candidates when interviewing, and candidates always need to think about finding their cadence in an interview. But what does an “authentic voice” really mean within in a corporate setting, whether interviewing or maneuvering through the organisation? Authenticity often radiates from comfort–borne by repetition; confidence in knowing…
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I Must Have That Man

Do you ever wonder why companies take so long to hire? Especially if you’re a candidate they’re interested in? You speak to one person, then another, and another. The process slows, or stops. You enquire, and are told that, yes, they’re still very much interested and will let you know soon. Sometimes you hear back,…
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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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