Most managers will say that there’s no such thing as an irreplaceable employee. However, in every company there are people whose skill set, not just experience, is highly valuable to some critical business processes. The simple reason for this is that people with experience in a specified field could be found more easily than those who possess a required set of skills.
As I headed to LinkedIn’s Talent Connect recruiting industry confab last week with more than 4,000 of the world’s best recruiters and talent leaders, someone tweeted me this headline:
Why Lou Adler is Wrong About Personality Assessment Tests
As I was leaving the conference a Talent Leader from a Fortune 200 company strong-armed me and said something strange. It went something like, “While we’ve aced our pre-hire quality of hire assessments, we’re struggling with improving quality of hire.”
“Steve Langerud is a workplace consultant who regularly coaches job seekers from entry level to the C-suite on second-round interviews. He worked with a mid-level candidate seeking a position as executive director of a prominent arts organization. During her interview, she asked the board why they weren’t engaging donors.”
Does anyone else write “2014” for about six months before they realize it’s been the New Year already? Anyways, back to the main point–here at Great Plains Consulting, we aren’t all fresh out of college, but those of us who are, can testify to these key Do’s and Don’ts of the interviewing world. Going to an interview for the first time with a business or company can be nerve-racking, but going back for a second? My lanta, might as well pull out the three piece.