employers

On Thursday, September 10, we celebrated our 10th anniversary at House 831 in Calgary. Fifty-five people joined us for a come-and-go evening, bringing together people from different chapters of The New Network to reconnect, share stories, and celebrate.  “It was wonderful to look around and see people from so many different chapters of The New

Hiring can start out manageable, but as teams grow, it quickly becomes harder to keep organized. Roles stay open longer than expected. Candidates move through the process at different speeds. Teams run good interviews, but not always in the same way. Nothing is broken, but nothing feels consistent either. This is usually the point where

  Hiring can start off simple. For a small team, it often looks like a few emails, a spreadsheet, and a shared doc for candidate notes. But as your team grows, this approach quickly becomes overwhelming. Résumés pile up, interview calendars overlap, and it’s easy to lose track of candidates. A standout applicant can slip

It’s time to fill that vacancy on your team, and the pressure is on to find a job candidate who has all the skills and professional experience you need. But can you determine that — and more — from just an interview? It’s possible, if you pose smart queries. Whether you’re meeting virtually or in

The virtual stack of resumes in your inbox is winnowed and certain candidates have passed the phone screen. Next step: in-person interviews. How should you use the relatively brief time to get to know — and assess — a near stranger? How many people at your firm should be involved? How can you tell if

The executive engaged in the normal conduct of business devotes much of his time to interviewing. However, there is an appalling lack of effort given to systematic attempts at building improvements into this age-old process. Interviewing remains one of those activities which we think we know all about merely because we have been doing it so long; we have