Newsletter Archives

People come into BV every day with no direct experience, though often with relevant skills. If you expect to hire any of them, you should assess for fit with this unique profession.

The candidates you want to interview are interested in the story you tell about the opportunity there. How do you tell it right?

Hiring at lower levels can involve candidates with experience that might be like BV, but it’s not BV. Making an offer is making an investment. Why wouldn’t you backstop it if you could?

You said a warm hello when your candidate arrived. You made introductions and arranged a productive interview agenda. It’s OK that you’re not there when the candidate is ready to leave, right? [...]

Hiring experienced BV talent is a challenge in today’s high-demand market. To hire good employees when it seems like they don’t exist, you have to change your expectations. Which expectations [...]

Have you felt ho-hum when friends generalize about vacations where the “people were very friendly” or “the hotel staff offered great service”? Candidates can react the same when you tell them [...]

We all meet with adversity in one way or another. Plans get shoved sideways, or delayed in some way. The important thing is how you reacted, what you learned. But do you take that approach when [...]

Good talent is hard to find, so you want to do what you can to keep the talent you have. You can make that easier if you can hire smarter to start. Motivation and fit are two variables that you [...]

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?