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Recruiting

Maurice Gilbert 0
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Recruiting
May 21, 2012

Executive Search Guidelines for Better Recruiting, Part One

By Maurice Gilbert, Founder and CEO of Conselium Finding just the right candidate to fill an opening, one who not only meets the requirements of the position but is an excellent cultural match for your company as well, can be a difficult process. To help refine this process, here are…
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Maurice Gilbert 0
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Recruiting
May 23, 2011

Top 5 Things to Look For in Evaluating a Search Firm

As you are in the process of hiring top candidates this year, it is critical to know what to look for in a search firm if you decide to use one. Top 5 Things to Look For in Evaluating a Search Firm Look for a specialty firm that has a…
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Maurice Gilbert 0
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Recruiting
February 23, 2011

Why Brand Your Audit Department

Branding your audit department is essential for your success. A brand consists of a logo, a name and the entire feelings and expectations created by a product or service. Why brand your audit department? To show your customers how your department positively affects the company To set expectations for your…
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Maurice Gilbert 0
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Recruiting
February 22, 2011

Selling Candidates on Your Company

Think you're not in sales? Think again. Recruiting top professionals requires you to sell your company in the interview. Here's a guideline for the order in which to sell to the candidate in the interview process: 1. Sell the company 2. Sell the position 3. Sell career growth options 4.…
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Maurice Gilbert 0
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Recruiting
February 22, 2011

Avoid Bad Hires – AIM High

A bad hire is an expensive mistake. AIM high when you interview and reduce the chances of hiring the wrong person. To AIM high, ask questions about: Adversity: to show maturity, strength of character and ability to learn from mistakes. Examples: 1. Describe a time of adversity in your personal…
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Maurice Gilbert 0
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Recruiting
February 22, 2011

Recruit Your Way to Success

Great managers are great recruiters. You can be a great recruiter by: 1) Being active in your professional trade associations 2) Being active in the initial hiring process and not delegating it all to HR and staff 3) Looking for opportunity hires, i.e. hiring when great talent is available even…
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