#hiring-practices

#hiring-practices

You are building a team that can work effectively and adapt when needed. No one can truly know everything - not even AI.

If it doesn't fit within that Back to Basics [framework], we have to ask the hard questions.

The structured interview rests on the assumption that the elimination of the interviewer's subjective, individual perspective results in greater objectivity and thus less discrimination.

First and foremost, it really matters who you get into business with. One of the things we look for when hiring agents is whether they have a growth mindset.

In today's AI-driven landscape, junior designers can fabricate impressive work and persona, leading companies to fall victim to evaluating superficiality over authenticity.

"I wish I could help! The only person I know in (field) is in the same position. But I'll definitely let you know if I do come across any leads that could help."

We don't want the big bang. We want to be methodical about bringing on staff.

The University of California announced it will stop requiring diversity statements in hiring, a change that reflects tensions over diversity messaging amid political pressures from the Trump administration.

"I tell candidates the job is remote. They accept. Then I tell them it's in-office. They still show up. It's not lying - it's strategy. Companies struggling to hire are missing the point: the best candidates want remote work."

When companies like Best Buy announce hiring policies that include quotas for BIPOC Americans, they unintentionally suggest that these candidates require preferential treatment to succeed.