Newsletters 2015 | Les Gore | Executive Search International

Filling A Leaky Pipeline

More than half of organizations don’t have enough internal candidates to fulfill their succession planning needs, according to recent research.

Outside of wanting to gain a particular expertise, the other top reason hiring executives and HR practitioners say their firms go outside is because no one has been groomed internally, according to the survey (Figure 1).

Other reasons a company might search outside to fill leadership gaps are: increase the depth of bench strength, improve the organization’s diversity and change the company culture and bridge a maturity gap.

THE SURPRISING POWER OF BEING NICE TO YOUR EMPLOYEES.

IN CERTAIN FIELDS, COMPANIES ARE FINDING BOTTOM-LINE BENEFITS TO MAKING EMPLOYEES HAPPY.

Things that happen at Amazon have a tendency to end up transforming other industries. Just ask book publishers. So when The New York Times reported in August that the e-commerce giant was home to a “bruising” corporate culture and “conducting a little-known experiment in how far it can push white-collar workers,” people took note. Was this the future of work?

9 Tips On Creating Great Interviews

The interview is about the person you are talking to, not about you.

1. Start slow, safe and personal.

I usually begin with a question that focuses on the person and not the topic at hand, such as: “Where did you grow up,” or “what was your first job out of college?” First off, you relax your subject and you humanize the interaction. This relaxes the atmosphere, starts the conversation on safe ground, and lets you get a sense of the where your subject is coming from.

Don’t Ask: 11 Illegal Job Interview Questions

Many innocent inquiries could potentially land you and your organization in trouble.

“Are you married?” “How many kids do you have?” These inquiries might seem innocent enough, but they’re out of bounds.

During job interviews, employers try to gather as much information as possible, mostly through perfectly legal questioning, but sometimes through simple yet illegal questions. It’s not only up to the organization to be aware of what kind of questions it can and cannot ask, but the individual being interviewed should also be able to recognize these questions for what they are.