Newsletter Archives

If your gut says an applicant will be a bad hire, trust it. But if your gut says he or she is a good hire, do everything you can to prove yourself wrong.

You made an offer, and your candidate gave you a date for a decision.  You’ve already agreed to one delay.  Now the candidate wants another week to give you that answer.  What do you do?

You probably spend time thinking about differentiating your practice in the eyes of the potential client. You should be doing the same thing when it comes to the potential hire. What does that mean?

It goes without saying that the fewer choices you have in front of you, the more attention you must give to the choice you make. Nowhere is that more true than interviewing and hiring in today’s [...]

Thanks to Sebastian Junger’s book and the movie that followed, ‘perfect storm’ is a regular part of our lexicon. These days, the term seems to apply to the VFLS profession. What’s going on?

The harder it is to find and hire the talent you need, the more critical your hiring process becomes. You need any additional perspective you can get. We have the tool you need.

Who could possibly think you’re a hiring risk? Any potential employer does. And if you don’t account for it in your approach, you could be reducing your value and, by extension, your paycheck.

Mis-matched expectations are a big part of why young BVFLS professionals leave. The mismatch starts at the time of hire. Both sides have them, but you’re the only one who can do something about [...]

During the interview process, you are doing everything you can to determine whether Candidate A is suitable for your practice. Candidate A is doing the same from his side. And yet, one of the [...]

Estimating risk is often a component of the work you do for the client. As best you can, you do it for yourself when you are going after a new position. So, if you think the offer is a little [...]