Blog tagged as managers

If you want your interviews to uncover true capability—not comfort or custom—you must be intentional about how you conduct them.

Unconscious bias can influence our hiring processes in ways we don’t readily recognize. This makes it hard for us to recognize qualified candidates who may not conform to our expectations. One practical step to counteract this tendency is resume redaction.

Even the best selection scoring criteria can result in ties—or results that feel “too close to call.” If you want to choose the best candidate—not simply the one you like best—you need a plan for breaking ties without relying on instinct.

If you want a diverse slate of candidates to respond to your “help wanted” advertisement, you need to be intentional about how you write and where you post your job descriptions. Too often, great talent filters itself out before you ever see a résumé.

“Culture fit” can quietly become shorthand for familiarity. And familiarity is where we limit our team's growth.