This is about open communications and the two biggest opportunities we have to disconnect as an organization; when we are overwhelmed by growth and when we are losing traction.
Tight labor market or not, the interview process should not be compromised. Here are a few steps you can take to determine whether or not a prospect is a good cultural fit.
Level Ex CEO Sam Glassenberg developed a video game for doctors as a side favor to his father. A few years later, the company has more than 350,000 medical professionals in the U.S. alone playing its games.
There are no easy answers when it comes to hiring externally vs. internally. Each instance is different, but a thoughtful approach informs the best choices.
We’ve all seen the studies about how healthy employees are happier and more productive. Here are a couple of ways to support your employees’ well-being.
Like a professional sports team, SentryOne prefers to “draft” and bring people into its culture rather hire a bunch of expensive free agents that already have their own culture.
As a CEO, it’s easy to say, “Our people are our difference…” but it only carries water if leaders truly invest time and energy into understanding what drives someone and how to help them see and reach their true potential.
How should CEOs hire for today's new, feverishly fluid business environment? We should hire for talent before experience. Unique, exciting, moldable brilliance before the comfortable candidate.
With the lowest jobless rate since December 1969, companies have no choice but to shed outdated HR strategies and find new ways to attract and keep their most valuable asset.
It’s been said that the primary responsibility of the CEO is to create a culture that allows the organization to achieve its objectives. But where does one turn when it comes to building a winning culture that delivers extraordinary results?