If you are a recruiting leader whose executives have extremely high expectations for dominating their industry, this is the article for you. After 20 years of studying Silicon Valley and West Coast firms that dominate their industries, I have found that there are clear differentiators that cause firms like Google, …

I recommend that you enter this waiting period with an “everything matters” approach. This means that rather than idly waiting, a candidate should take numerous actions that will provide them with a competitive advantage during this last phase of hiring.

For centuries, managers got things done by ordering their subordinates. Today, you need to influence your employees to get work done.

There are few things more frustrating to a hiring manager or recruiter than having an in-demand top candidate who you have fought hard to sell reject your offer at the last minute. However, if you are willing to go the extra mile, there are some powerful deal closers or sweeteners …

Yes, job interviews have been a tradition for well over a century. But we now live in a world where many new developments threaten the accuracy of interviews by transforming them into more like a version of liar’s poker. For example, candidates can now easily identify their likely interview questions …

Yes, the political brouhaha related to “the squad” and the President has implications within your workforce. First and for example, the EEOC has found that “go back” type comments are clearly discriminatory within the workplace (even though it may be tolerated in the political environment). Also, because of today’s politically charged environment, …

This “think piece” is designed to call attention to the tremendous costs resulting from losing your first-choice candidate. “Settling for” a second-choice candidate means that you’re not hiring the best. But few know it may mean suffering a 20 percent performance drop off. This performance loss is better understood when …

Research has shown that between half and three-quarters of all turnover is preventable. That means an individual’s manager must take ownership of the retention problem and administer the retention tools that will prevent them from leaving.

Jokes aside, service industry professionals should finesse their resumes when switching careers, according to John Sullivan, a human resources expert who Fast Company called “The Michael Jordan of hiring.”

Ponder this: Two resumes are received, one with 58% of the job requirements and another that meets 100%, but the 58% resume gets the interview. Yes, it’s completely illogical. Job-search science data from TalentWorks reveals that you are just “as likely to get an interview matching 50% of requirements as …