In the 1980’s, industrial psychologist Dr. Tom Janz introduced a method of interviewing called the “Behavioral Interview.” Research shows that this interviewing style is extremely effective, and as such, it has rapidly increased in popularity. The premise is that the best predictor of future behavior is your past behavior.

Whether you are a candidate looking for your next career move, or a hiring manager looking to recruit a key player, it is important to know how to accurately prepare for answering behavioral questions. This guide is designed to give you the basic structure for answering these increasingly common interview questions. Continue Reading

With an amazing 80 million users worldwide LinkedIn is the largest online professional network today. So, if you don’t have a powerful presence on LinkedIn, you’re definitely missing great opportunities to connect and to grow your business.

LinkedIn can be a real goldmine for sales opportunities of used effectively – here are a few simple tips for getting the most out of LinkedIn. Continue Reading

How much does your company care about its online image? The Internet is full of tips helping job seekers craft an online persona that will aid their search, but the other side is largely ignored. Does your website attract or repel top talent?  What do star candidates see when they look your company up online? Continue Reading

When you interview candidates, how often do you trust them to truly tell you about themselves?  Do you really expect them to tell you their actual strengths and weaknesses, or do you often foresee a well-rehearsed speech?  (“My greatest weakness is that I am a perfectionist?”)

Behavioral interviews make it much harder for candidates to put their spin on their responses because they employ a totally different mindset from traditional interviews.  Behavioural interview questions demand facts rather than opinions and this allows you, as the hiring manager, to make your own opinions of your candidate’s work. Continue Reading