Executive Street » Cameron Herold http://blog.vistage.com Your Daily Resource for CEO Thought Leadership Wed, 16 May 2012 17:07:11 +0000 en hourly 1 http://wordpress.org/?v=3.2.1 Your Daily Resource for CEO Thought Leadership Executive Street clean Executive Street gina.onativia@vistage.com gina.onativia@vistage.com (Executive Street) Vistage International Your Daily Resource for CEO Thought Leadership business, executive coaching, executive development, CEO, executive Executive Street » Cameron Herold http://blog.vistage.com/wp-content/plugins/powerpress/rss_default.jpg http://blog.vistage.com [Podcast] How to Effectively Hire and Nurture Your “A” Level Team http://blog.vistage.com/podcasts/podcast-how-to-effectively-hire-and-nurture-your-a-level-team/ http://blog.vistage.com/podcasts/podcast-how-to-effectively-hire-and-nurture-your-a-level-team/#comments Tue, 29 Nov 2011 16:38:01 +0000 Cameron Herold http://blog.vistage.com/?p=8056 Sought-after business mentor Cameron Herold on:

Interviewing…

  • Should screen candidates for introspection, values, and emotional intelligence – these are the types of traits that

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]]> http://blog.vistage.com/podcasts/podcast-how-to-effectively-hire-and-nurture-your-a-level-team/feed/ 0 Cameron Herold,Hiring and Retention,HR,Human Resources,Interviewing Sought-after business mentor Cameron Herold on: - Interviewing… Should screen candidates for introspection, values, and emotional intelligence – these are the types of traits that demonstrate whether a team member will really fit with your company. Sought-after business mentor Cameron Herold on: Interviewing… Should screen candidates for introspection, values, and emotional intelligence – these are the types of traits that demonstrate whether a team member will really fit with your company. Consider group screening interviews. Talking to 8-10 candidates at once can give you a baseline to compare cultural traits among candidates. For one-on-one interviews, preparation is key: develop unexpected questions based on their transitions between jobs, specificity of job descriptions, and activities or interests. Put standards in place across your company to ensure uniformity in interviewing and hiring standards. Hiring for long term… Have a “virtual bench”: do you have someone either internally or externally to fill each position or handle those responsibilities if that person left tomorrow? Ensure you are always prepared to hire aqualified candidate: know your hiring timeline: when are you interviewing, who’s making the offer, does your candidate need to give notice, do they need to be trained, etc. A-level employees are looking to be recruited. If you’re only using traditional job boards, you’re probably only getting B- or C-level hires. The economy’s impact on hiring and retention… Employees used to just demand more money or go somewhere else; now no one is quitting. There is more fear and employees feel stuck. There is more predictability in hiring and interviewing because people are not quitting with no notice these days. Important to provide emotional support and recognize this nervousness, especially with Gen Y, in order to ensure your team remains happy and productive, and to keep superstar employees.   For additional content from Cameron, register now for the next Fridays with Vistage Webinar on December 2 at 10 a.m. PT: "Turn Your Company Into a Magnet for Great Employees." Executive Street clean 16:25 When You’re Green You’re Growing, When You’re Ripe You’re Dead http://blog.vistage.com/business-leadership/when-youre-green-youre-growing-when-youre-ripe-youre-dead/ http://blog.vistage.com/business-leadership/when-youre-green-youre-growing-when-youre-ripe-youre-dead/#comments Mon, 21 Nov 2011 20:14:43 +0000 Cameron Herold http://blog.vistage.com/?p=7907 The above title was an infamous line of McDonald’s CEO Ray Kroc. He was always learning from the best.

Too often CEOs get stuck. Year Read More

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