(More) Time to be Greedy: Why You Need A Brand Called “You”

This is the second in a series of three posts dealing with “brand.” A piece on employment brands in general proceeded it and some company employment brand examples and how-to’s will follow. As someone who’s been in the people (and teams) coaching business for over 25 years, and also been directly responsible for hiring thousands of people through roles running large staffing / recruiting operations, I have a pretty good idea why some firms recruit well (and others don’t), and how people can take their best foot forward as either a job candidate or consultant / vendor.Read the rest

Time To Be Greedy: Your “Brand”

This is the first in a series of three posts dealing with “brand.” A post on personal brands (YOU), and “how-to-do” examples will follow this first overview piece. As someone who’s been in the people (and teams) coaching business for over 25 years, and also been directly responsible for hiring thousands of people through roles running large staffing / recruiting operations, I have a pretty good idea why some firms recruit well (and others don’t), and how people can take their best foot forward as either a job candidate or consultant / vendor.Read the rest

[Land O’Spin] New Hire Selection: Fly Blind or Hire Smart – 3 Simple Ways to Improve Your Hiring Effectiveness

With the job scene mostly a seller’s market, a recent lunch with one of my favorite search from one of the blue chips reconfirmed my sense that psychological testing continues to be a hit and miss element in getting hired.

Employers continue to hire psychologists – many with little commercial experience – to poke, pry, question and generally get under the hood of would-be executive placements.Read the rest