Outside-Force Business Development Firm

Interviewing without "Interviewing" So, what CAN we ask potential candidates without possibly stepping into the forbidden zone? It is becoming more challenging to enter into a reciprocal dialog without unintentionally opening a can of legal worms. What can make it more challenging is when an interviewee begins offering off-limits information. I have been in this very position and think, “NOOOOOOOO……..”. All right, that’s a slight exaggeration, and I certainly do not react that way. Instead, I direct the conversation back to more appropriate information. The traditional interview questions can be boring and lend themselves to a mechanical “my turn, your turn” exchange of questions and answers.   With a little effort, anyone can prep their answers in anticipation of these standard questions. They are also fertile ground for those awkward seconds of silence that feel like minutes between questions. They may be predictable, but they are so prescribed that the flow...

Purposeful Hiring   Andrea Vaughan | Outside-Force BDF As an HR professional, I have to admit hiring is not my favorite sport. Yet, I believe it is the single most important decision a company makes when building a team, or at least ranks right up there. If you’re going to go through the process of hiring, ROI should be a key factor. A great hire adds to the company and team; conversely, a poor hire yields a poor ROI as I wind up going through the hiring process all over again. So, over my decades in HR, I’ve become quite good at screening and reading people before they become employees. Because, once they’re on board….it’s a different ball game if the wrong person was hired. Recruiting and hiring is one of the numerous responsibilities I have, so obviously the more time I spend here the less time I have to focus elsewhere. Hiring well means the company gains a valuable employee and I can check it off my list. No need to revisit; however, if I hire poorly I can promise t...