Thursday, June 29, 2017
Hiring without resumes - Could this be a new trend?
WSJ Business & Finance Tuesday, June 27, 2017
Radical Hiring Experiment: Resumes Are Out -
No resume? No campus recruiting. No human touch until the end of the process. Now that’s a new concept.
No more agonizing over every word, accomplishment, spell check, whether to have an Overview or not, what to include, tailoring it to the specific job, how to format it, how to be creative.
Well, a radical concept is being tested by Unilever PLC. While no resume is required, Unilever PLC is testing an exhaustive, in-depth new screening process for hiring entry level jobs and internships where software and algorithms do the bulk of the work to narrow the candidate pool for the final interview.
A human writes the job description and a targeted ad is placed on Facebook and career-advice sites (like WayUp and the Muse) Interested candidates are directed to a career site to apply. Then the fun begins. The candidate goes through a series of online games and if they pass that hurdle, they go on to the next step – submitting a video answering pre-selected questions. The software uses a variety of data points including how fast the person responds to the question, body language and vocabulary to weed people out. For the candidate, it has to be strange because there isn’t the human feedback or body language of an interviewer to see if something needs clarification.
The candidate pool becomes narrowed down to those who actually finally meet face to face with managers and human resources.
Since the fall of 2016, Unilever has hired over 450 people globally. It will be interesting to follow how the process works over time vs the conventional method. Will it produce employees who are more successful and a better fit with the company? And, will it be extended to higher level positions?
Tuesday, May 23, 2017
AICC Spring Showcase Featuring Women Founded Israeli Companies
Thursday, April 6, 2017
I attended Choose Chicago's Annual Meeting today at McCormick Place. It was a great event showcasing the variety of events, partnerships, media coverage, marketing that has brought tourists to Chicago, with the positive economic impact. 2016 was an awesome year for Chicago - Go Cubs. There were 54.11 million visitors to the City, the third year of over 50 million. David Whitaker, the President and CEO of Choose Chicago is leading the charge and looking to bring in more global visitors. With all the attractions (sports, cultural, food, entertainment), Chicago is an ideal city for companies to locate and attract top talent. As more and more companies relocate to the downtown area, the city becomes more vibrant. Looking forward to a great 2017.
Photos: Davie Whitaker on stage and me with Kathy Bucaro,Co-Founder/President of LiquidIron, www.liquidiron.net
Wednesday, August 31, 2016
Wednesday, June 1, 2016
Have you ever done a Skype interview that becomes a
podcast? You think it should be a “no
brainer”. You have a conversation with someone on a topic you know and you are
looking at the person on your computer- it’s simple. Not so fast, if it’s the
first time you have done it and you don’t know the questions ahead of time, it
can be tricky.
Jeff Hyman, founder of Strong Suit, successful serial entrepreneur,
advisor to hundreds of entrepreneurs on how to recruit “rockstars” and
long-time business colleague of mine invited me to be interviewed for one of his
biweekly podcasts. The topic – how to recruit rockstars! No preparation ahead
It was a great experience, a little nerve-racking at the
beginning, but I look forward to doing it again. It actually was great fun. The
things to keep in mind are similar to what I would tell a candidate who is
doing a Skype interview with a potential employer. I had to remember my own
Before the interview, do a test with someone to
see how you look to them. Make sure the monitor is set properly so that not
just your face is in view. You want to be sitting at a desk or table to create
a setting and you might even want to have the chair raised a bit to have more
of you in view.
NO cell phone, telephone, pets or children nearby.
Have a glass of water nearby.
Practice having a conversation and don’t talk with
your hands – it’s distracting.
If you have to clear your throat, press “mute”
so it isn’t disruptive.
Look directly at the interviewer on your
Be a good listener. Don’t interrupt the
If possible, get the questions ahead of time,
but don’t rehearse answers. It will sound that way.
Monday, May 23, 2016
Strong Suit Podcast, the playbook for how to recruit Rockstars, interviews Susan Rosenstein on how to find top talent for start-ups.
Jeff Hyman, advisor to entrepreneurs on hiring “Rockstar” talent and
founder of Strong Suit, asked to interview me for one of his weekly
podcasts. What an opportunity for me! Jeff is a successful serial
entrepreneur, who has started 5 companies and raised $55 million from VC
investors and who is a fellow Kellogg alum of mine I have known for
He asked “how do I define a Rockstar”. There is no single definition.
A “Rockstar” at one company may not be a “Rockstar” at another company.
A person may have an MBA from a top school, worked for large
corporations, achieved major accomplishments, received promotions and be
considered a “Rockstar”. That same person may go to a start-up where
he/she has no staff, there isn’t a structure or processes in place, must
wear lots of hats and changing directions is the norm. That same person
may feel like a fish out or water.
So, candidates must take a true assessment of what drives them and
understand their true comfort level with making dramatic changes and
start-ups need to really do a “deep dive” when interviewing candidates
to understand the person’s fit with a culture.
As recruiters, the exploration of the candidate’s fit with our
clients’ culture is pivotal and can be the tipping point in presenting
the person to our client.
To hear the complete podcast, http://www.strongsuit.com/podcast, Podcast #020, May 10, 2016
Monday, June 3, 2013
"Just Look Me in the Eye Already", WSJ, May 29, 2013
The Wall Street Journal’s May 29, 2013 feature article in the Personal Journal section, “Just Look Me in the Eye Already” is one to take note. With the use of smartphones many people feel it is acceptable to have a conversation while constantly checking their mobile device for fear of missing a communication. With more meetings being conducted via conference call, there are fewer face to face meetings. Smartphones are even brought to “in person” meetings and checked during discussions. The result is a reduction in eye contact during a conversation. As the article indicates, eye contact can be an influential tool and lack of eye contact can send the wrong message.