Blog2019-03-20T17:49:43+00:00

Why most companies get at least half of their interview process wrong; and how to make it right

It may sound absurd to claim most companies get at least 50% of their interview process wrong, but please allow me to explain. My main premise is the idea that details matter more when great pressure is applied to a situation. Think of playing in the Boston Symphony. It is the peak of instrumental performance – the place where the pressure to perform is at its highest; the place where the greatest amount of detail is necessary in order to [...]

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Does Your Diversity & Inclusion Program Produce The Wrong Kind Of Diversity?

Virtually every business leader today is pressed to consider Diversity & Inclusion in their organizations. How that’s defined will dramatically inform how it’s implemented and will either enhance or detract from an organization’s culture. There is a great value for leaders, teams, organizations, and for employees to have significant diversity in the workplace. Diversity of backgrounds, experiences, perspectives, and of ways of thinking can improve outcomes. And it’s generally true that diversity of race, gender, etc. does bring varying perspectives… [...]

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You keep talking but I don’t trust what you are saying

I have worked closely with dozens if not 100 organizations and have also interviewed well over 1,000 people through the course of my career. This experience has provided a fascinating view of human behavior. The behavior of which I wish to discuss today revolves around the discovery of truth. People have a very interesting relationship with truth and all its ramifications, including me. I would like to focus this article on what organizations and candidates alike do with regards to discovery and how it [...]

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Cultural and Relational Fit On Your Executive Team

There’s a lot written about corporate culture when it comes to retaining top talent, and that is an important factor. However, retention is more a result of great relationships than a great culture. Culture and Relationship are sometimes confused; however, they are distinctly different factors. A great culture can flow from great relationships, and a toxic culture can result from poor relationships. The two are not exclusive of each other, however, they are not interchangeable either. Our firm emphasizes relational [...]

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The Corporate Community in a Divided World

We live in a world split apart, and the divides are getting wider and the chasms deeper. The exasperation of everything makes the challenge seem overwhelming and unsolvable. It is here that organizations of all sizes have a unique opportunity. Recently I stumbled across a blog post by Chip Gaines of the popular TV show Fixer Upper. In the post Chip promotes the idea of kindness in the world. I think this is a good instinct and his post is a good place to start [...]

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Great Leadership Teams Are Built On A Foundation Of Trust

Our firm always emphasizes that the primary way to move the needle from the 60% industry average 18-month retention rate of new executive hires, to the 97% that our process produces, is to take relationship formation seriously. To potential corporate clients we talk to, however, “relationship formation” often sounds squishy, and difficult to measure. People inherently ARE difficult to measure. As I’ve written before, human beings cannot be reduced to a pile of data that makes all their behavior calculable. [...]

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Authenticity and Data When Making Key Hiring Decisions

If your executive hiring is becoming more and more of an objective, scientific, data-driven process, I have one question … how’s that been working for you? The reality is, the more personality assessments, skill assessments, task exercises, and data accumulating processes become available and utilized, the average tenure of senior executives continues to decline. While assessment data can add some insight… If you’re hoping to hire a sentient human being, they are not simply defined by data! Often, organizations want [...]

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Don’t let your employee brand disappoint new hires

My job for the last 20+ years has been to help companies identify, attract, evaluate, hire and retain professionals. The retention part of my role is less obvious - I will discuss this later in the article. For now, I would like to talk about the “attracting candidates” part of my job. Everyone understands there is tremendous pressure on the labor market for the right type of talent. Organizations have worked hard to create strategies in response to this great [...]

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Do your interview techniques REVEAL & ATTRACT the best candidates? Part II

Last month I shared an article about evaluating and attracting candidates through a simple interviewing technique. You can see that article here. This month I am turning the tables from seeking the story of the candidate to telling your (corporate) story. Again, if this is done well, it attracts and reveals the best candidates. I have often commented that interviewing is a relationship-formation process – one which involves mutuality. Both parties sharing who they are and exploring the other.  In other words, an authentic getting to know each other. There are some [...]

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How to Utilize the Ideal Hire Framework for Successful Executive Recruiting

The HansenBack executive search Ideal Hire™ Framework is based on compelling story creation and relationship formation.  Successful executive search relationships form most successfully and dynamically through the exchange of authentic stories.  As part of our framework, we teach you exactly what candidates seek in your story – which is rooted in human psychology –  and how to properly construct your story for the greatest chance of success.  We also work with you to draw out those vital characteristics you seek [...]

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Want to Flourish Professionally?  Here is The Recruiting Groove That Will Save You From A Demoralizing Rut

Ask any biologist and they will be quick to confirm that extreme habitual safety is actually hazardous to living organisms.  Many people naturally seek safe and comfortable environments or patterns of living that could be dangerous to their well-being.  Here is an example to demonstrate the biological danger.  If you plant a tree in an office building, the tree will continue to grow until it becomes too top heavy and topples.  It topples because the roots never develop as the [...]

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An Appeal to Recruiters to Raise the Bar!

As in any business, the world of Recruiters, Headhunters, Executive Search Professionals, etc. includes the good, the bad, and the ugly. There are those in it for some good cash for now, and those in it to build a great long-term sustainable business. But how to tell the wheat from the chaff? This industry is characterized by a glut of new recruiters when times are good, and dramatic reductions when times get tough. It’s an easy business to get into, but [...]

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Key Considerations When Hiring a Top Human Resources Executive

When contemplating adding or replacing a CHRO or VP of HR for your organization, many considerations can come to bear. Defining what a good HR executive should, or could, do for you is an important first step. HR leadership roles are often viewed through differing lenses with different priorities. The HR Compliance Specialist Federal, State and local laws and regulations regarding recruiting, employee status, benefits and a myriad of other factors involving employment in an organization can be daunting. Staying [...]

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What is the True ROI for Executive Recruiters?

When you need to hire a new leader in your organization, there are multiple ways to go about the task: Network among your own peers, contacts, and acquaintances to solicit referrals and recommendations. Rely on an individual in your organization to handle the search for you, counting on their resources and expertise to produce the desired result. Create a search committee or task a group to communally attempt to find an acceptable hire. or… Engage an Executive Recruiter to direct [...]

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