Like Yogi says: “It ain’t over till it’s over!” It happened a few days ago… again. We tried to tell our client, a district manager, that he needed to keep interviewing until he had three or four qualified candidates to choose from, but he liked this one so much, he was sure he was going
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Boy, oh boy! Have we heard over the years how everybody, when they interview candidates, interviews confidentially? Yet some employers really don’t know what it means and even fewer realize the legal consequences of violating a candidate’s confidentiality, when he is looking for a new position. If a prospective employer directly or indirectly causes a
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Marshall McLuhan, in his revolutionary work, The Medium Is the Message, cited that we often look at the manner in which a product is presented to us rather than at the benefits of the product itself. Interviewing to find a good employee is susceptible to the same phenomenon. We experience it all the time: THE
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