Hall-Williams Executive Search

MY FAVORITE INTERVIEW QUESTION If I had to pick one "go to" question for interviewing candidates it would have to be "What's the worst business decision you've made in recent years and what impact did it have on the company's bottom-line?" I look for three things in the response: transparency (not afraid to admit mistakes), objectivity (recognizes how decision impacted the bottom line) and proportionality (is the example consistent with his/her level of experience and role?).

As we wrap up our series of polls, we want to know: Even if you're happy in your current role, how often do you update your resume?

We’re curious to know what catches your eye first when reviewing a candidate's resume. Stay tuned for our insights and recommendations! Cast your vote, then share more in the comments!

Our own, Rodney Hall, recently shared "The Scouting Report: Science vs. Bias" to a packed room at #PCBC. The key takeaway: Most companies have an incomplete picture of a candidate's potential. To change that, start with an ORG chart to paint the full picture and understand the context: Who, What, Where, When, WHY, How. By doing so, you can uncover hidden strengths and potential that might be overlooked otherwise. Flip through excerpts from the discussion below and reach out to us to continue the conversation! #ProTip #Hiring #ExecutiveSearch

🔍 Hiring Managers: We're diving deep into the evolving landscape of resumes, discussing the latest trends and diverse styles. But before we share our insights and recommendations, we want your perspective... Cast your vote and let us know your thoughts!

📢 Candidates: We've been having some great conversations about the evolution of resumes, the latest trends, and the diverse styles out there. Before we share our observations and recommendations, we'd love to hear from you...

Did you know? #Multigenerational living is on the rise in the United States, with more families choosing to live together under one roof. According to the Pew Research Center, the number of Americans living in multigenerational households has steadily increased over the past few decades, reaching a record high of 64 million in 2020. With changing demographics and cultural shifts, #homebuilders are responding to this trend by designing innovative housing solutions that cater to multigenerational families. Data from the National Association of Home Builders (#NAHB) shows that over 21% of new single-family homes built in 2020 were designed for multigenerational living, up from 15% in 2016. The benefits of multigenerational living are significant, including cost savings, shared caregiving responsibilities, and strengthened family bonds. As a result, homebuilders are incorporating features such as separate living quarters, dual master suites, and flexible floor plans to accommodate the diverse needs of multigenerational households. #GenZ is uniquely embracing the power of multigenerational living as home costs continue to skyrocket in comparison to wages. #affordability #realestate #compensation

Although we try to hold clients accountable to an #interview process there can be extenuating circumstances that can elongate the candidate journey. Candidates who tend to land the role stay adaptable, empathetic, and interested. The screening begins and continues through the #recruiting phase. Do not be the candidate that displays frustration or anger. We see excellent candidates lose their cool and future opportunities. #Attitude and #skillset go hand-in-hand. As a client, have you witnessed a strong candidate weaken through the interview process due to frustration? Comment ⬇️

🔍 We mentioned pre-employment assessments in a prior post. It has become standard operating procedure for employers to subject candidates to multiple interviews and assessments, including personality tests, critical thinking evaluations, and work style analyses. This extensive process can often leave candidates feeling like they are jumping hurdles to qualify. It lacks reciprocity—the employer has all the cards and information while the candidate is left wondering why they made it (or not) across the finish line. What follows is a radical change in the interview process we collaborated on with Dr. Nicole C. Scott, SPHR, CPC, PCC at PSP Metrics. Be forewarned: it requires courage and a gut-check as an employer—so be prepared to squirm.

Join our own, Rodney Hall on June 19th at PCBC for an exciting 30-minute, rapid-fire session titled "Three Steps to Greatly Enhance Your Interview Process." -We deftly included a clip from Moneyball to spice it up. #PCBC2024 #InterviewTips #HiringExcellence #PCBC2024