The board interview process is a two-way street. Just as boards are assessing candidates for fit, you should also be evaluating whether you think the opportunity is a strong match for you. Learn more: https://lnkd.in/erAdmSv4
Tyler Schuessler’s Post
More Relevant Posts
-
The board interview process is a two-way street. Just as boards are assessing candidates for fit, you should also be evaluating whether you think the opportunity is a strong match for you. Learn more: https://lnkd.in/ebHknah7
Preparing for a U.S. Board Opportunity
spencer-stuart.shp.so
-
The board interview process is a two-way street. Just as boards are assessing candidates for fit, you should also be evaluating whether you think the opportunity is a strong match for you. Learn more: https://lnkd.in/eYAc5Ta6
Preparing for a U.S. Board Opportunity
spencer-stuart.shp.so
-
The board interview process is a two-way street. Just as boards are assessing candidates for fit, you should also be evaluating whether you think the opportunity is a strong match for you. Learn more: https://lnkd.in/gVwUrR-6
Preparing for a U.S. Board Opportunity
spencer-stuart.shp.so
-
The board interview process is a two-way street. Just as boards are assessing candidates for fit, you should also be evaluating whether you think the opportunity is a strong match for you. Learn more: https://lnkd.in/eebvZhX5
Preparing for a U.S. Board Opportunity
spencer-stuart.shp.so
-
As many CIOs are interested in boards, I wanted to share some insight as you prepare for an interview. The board interview process is a two-way street. Just as boards are assessing candidates for fit, you should also be evaluating whether you think the opportunity is a strong match for you. Learn more: https://lnkd.in/gUabaBn2
Preparing for a U.S. Board Opportunity
spencer-stuart.shp.so
-
Writing a CV doesn’t have to be challenging or overwhelming, join Accountancy specialist and Regional Director for Reed, Michael Jones as he simplifies how you can land your dream job. During the session, Mike will provide tips and tricks on creating a standout CV and share insights on how to effectively showcase your experiences to employers. You’ll also be equipped with the knowledge you need to ace job interviews, with tailored preparation strategies and guidance on navigating interview rounds, you’ll know exactly what to expect. If you’re looking for the next step in your career, whether that is landing your first role or that promotion, this is the webinar for you. https://lnkd.in/eW4jKbdE #aat #dreamjob #cvwriting #reedaccountancy
Five steps to landing your dream job – with Reed Recruitment
event.on24.com
-
Senior Teaching and Learning Consultant. NPQL facilitator. NPQH. MCCT. MA Leading Complex Change in Large Organisations; UCL. Instagram @thinkcurriculum Twitter @morgan_chatten
It’s great to see organisations diversifying recruitment and interview methods in order to support individuals with unique differences. Whilst accommodating for candidates by removing uncertainty and ambiguity around the interview process, organisations can be sure to pull a wider pool of candidates with a broader range of skill sets by explicitly communicating their interview procedures and expectations - so simple, yet so impactful!
Deputy Vice Chancellor @ Buckinghamshire New University | Higher Education Leadership. All views my own
In the last fortnight, I’ve chaired over 20 professorial interview panels where we’ve sent out the questions 72 hours in advance, just part of our inclusive recruitment policy at Buckinghamshire New University and the interviews were better as a result. The responses were rich, reflective, rooted in experience, thoughtful and considered. There was room for proper engagement with their work, their leadership and their ideas, space for their unique personalities and perspectives. No one read from notes, though some brought them. No one had memorised answers. No one gave generic responses. No one talked in abstracts. Sending questions in advance is such a simple act yet it’s transformational for recruiting excellent people.
-
Governor’s Leadership Program 2024 participant Partnering with governments, communities, education facilities and community agencies to improve the sexual and reproductive health and wellbeing of South Australians
When engaging with media, we rightly expect to know in advance the topics being discussed and hopefully the questions we will be asked. It supports much more helpful interview outcomes. If we approach recruiting in a similar way, why not maximise the value of interviews by taking up this practice?
Deputy Vice Chancellor @ Buckinghamshire New University | Higher Education Leadership. All views my own
In the last fortnight, I’ve chaired over 20 professorial interview panels where we’ve sent out the questions 72 hours in advance, just part of our inclusive recruitment policy at Buckinghamshire New University and the interviews were better as a result. The responses were rich, reflective, rooted in experience, thoughtful and considered. There was room for proper engagement with their work, their leadership and their ideas, space for their unique personalities and perspectives. No one read from notes, though some brought them. No one had memorised answers. No one gave generic responses. No one talked in abstracts. Sending questions in advance is such a simple act yet it’s transformational for recruiting excellent people.
-
Admirable approach!! In the current fast-paced professional landscape, the value of time for thoughtful reflection is often overlooked, particularly in critical scenarios like recruitment, promotions, and academic assessments such as PhD confirmations and vivas. This university's method paves the way for a more inclusive and considerate evaluation environment, enabling candidates to fully showcase their potential and depth of thought. This approach acknowledges the importance of giving individuals the opportunity to prepare, allowing them to present their thoughts and ideas in a more coherent and structured manner. It not only enhances the quality of dialogue but also respects the candidates' intellectual and creative processes. I firmly believe that providing questions in advance should become a norm in recruitment and evaluation processes. It's not just about granting time; it's about appreciating the richness and quality of thoughts that candidates can offer when not under immediate pressure. I'm eager to hear your views on this topic. Do you think this method could redefine the future of recruitment and academic evaluations? How might it impact the way we identify and assess talent? #InnovativeRecruitment #ThoughtfulHiring #FutureOfWork #AcademicExcellence
Deputy Vice Chancellor @ Buckinghamshire New University | Higher Education Leadership. All views my own
In the last fortnight, I’ve chaired over 20 professorial interview panels where we’ve sent out the questions 72 hours in advance, just part of our inclusive recruitment policy at Buckinghamshire New University and the interviews were better as a result. The responses were rich, reflective, rooted in experience, thoughtful and considered. There was room for proper engagement with their work, their leadership and their ideas, space for their unique personalities and perspectives. No one read from notes, though some brought them. No one had memorised answers. No one gave generic responses. No one talked in abstracts. Sending questions in advance is such a simple act yet it’s transformational for recruiting excellent people.
-
Brilliant #Forbes #jobinterview lessons: "Whether you're applying for a senior national vice president position or your first #entrylevel #job, the human dynamic at work when you sit down face-to-face with a hiring manager to discuss the role and your #application is vastly different. Yes, education, technical and professional qualifications are important. But don't forget that strong personal chemistry, professional fit, and emotional connection can ultimately tip the scales in your favour." I am just wondering: how many potential #candidates and how much money #companies are losing every day, having no chance for #inpersoninterviews? https://lnkd.in/efaYMm6X
6 Job Interview Lessons From Kamala Harris’ VP Selection Process
social-www.forbes.com