The “Leadership Fractal” is a combination of competencies, behaviors and skills that exhibit a repeating pattern. Be alert to a candidate’s fractals to ensure you are hiring the best person – and highlight your own fractals to land you that dream job
Author Lou Adler shares war stories in his 25 years as executive recruiter and draws lessons on how you can measure the leadership potential of candidates and team members being groomed for more responsibilities, including finance professionals
Get a referral. Use recognition words in your résumé and LinkedIn profile. Build a targeted network of nodes. These are some of the news ways of looking at old things that veteran executive recruiter Lou Adler has come up with for finding your dream job
Cloud-based software capable of crunching Big Data is now mining information about you and determining whether you are hirable or not. How do you play this new game to make sure you are not unfairly screened out?
CFOs are on the lookout for outstanding talent to join the finance team all the time, but many have been burned by hiring based on hasty first impressions. Here’s how to spot real talent from a professional recruiter's point of view
When interviewers ask you what animal or tree you are most like, respond by saying: "How is that related to real job needs? This will give me some insights into what you're trying to understand about my background."
You should switch jobs when it is clear you are going nowhere in your present post, because the work mix is unsatisfying, the mission is unimportant and/or you don't fit in the culture. But don't get dazzled by short-term rewards of a new job offer
As you look at your finance team or your company's workforce as a whole, you can group employees into four categories, with Type 4 as the star performers in terms of output. How do you make sure Type 4 professionals are most numerous in your team?
When interviewing for your team, look for attributes such as confidence (but not arrogance), ability to commit and deliver without making excuses, and a track record in accomplishing more than required. Then throw them in the deep end and see what happens.
I met an executive this week who told me he could determine cultural fit in five minutes after meeting a candidate. He then went on to say the person had to be: AssertiveAffableArticulateProfessional in appearance I then asked if all people hired this way were successful.