When companies begin, no matter how small and on how many “shoestrings” – if they begin in mother-in-law’s garage or basement family room – money and funding are in short supply.
Even though there is some “recovery” in the air, so many resumes still come in for a single job opening that companies have trouble finding the best candidate.
Here are a few ideas about one of the toughest parts of interviewing for a new position – the salary negotiation.
One of the most common problems in maintaining a top notch staff is employee raiding on the part of a competitor.
There is no doubt that the job market is getting better.
Strangely enough, from my earliest days in business to my current role as CEO/owner of a national search firm, my feelings about job interviews have never changed.
Most employers, hiring authorities, department heads and HR department personnel deal with job descriptions in some form or other nearly every day.
As we move slowly out of our recession, companies have a big job on their hands.
Employees who share your values are not only great to work with – they stay longer in your company.
What can you do when the interview process you’ve used for decades fails you? When it doesn’t make it easy enough to assess each candidate accurately, or when the candidate you chose turns out to not be the best one…