How to Fix Your Hiring Process

Peter Cappelli, professor at the University of Pennsylvania’s Wharton School of Business and director of its Center for Human Resources, says managers at companies large and small are doing hiring all wrong. A confluence of changes, from the onslaught of online tools to a rise in recruitment outsourcing, have promised more efficiency but actually made us less effective at finding the best candidates. Cappelli says … [ Read more ]

How to Create Happier Employees

Professor Jochen Menges on the ways companies can develop well-being initiatives that genuinely make people feel better.

How Your Hiring Process Could Predict Unethical Behavior

Carnegie Mellon professor Taya Cohen explains the connection between moral character and workplace performance

Warning: This Is Not Your Grandfather’s Talent Planning

Kim Scott, co-founder of Candor, Inc., has built her career around creating bullshit-free zones where people love their work and working together. Inspired by her talk at First Round’s CEO Summit, Scott shares her epiphany about management — and the mindset and framework it takes to really build a kick-ass team, starting with deciphering the distinct attributes and incentives of high-performers.

Adam Grant On Interviewing to Hire Trailblazers, Nonconformists and Originals

Bestselling author and Wharton professor Adam Grant has spent years researching and interviewing originals. In this interview, Grant explains why it’s imperative for early-stage companies to hire originals. He shares how he singles them out and delves into recommended questions and exercises that can help startups find and hire them.

Lose Your Just-Good-Enough Managers

You can’t build a great company by tolerating mediocre leaders. A Q&A with Raad Al-Saady, managing director at Abdul Latif Jameel.

Javier Bajer: Engaged, Committed and Confident—Isn’t That What You Mean by Talent?

The founding CEO of The Talent Foundation, Javier Bajer, challenges conventional views on talent management. He believes, for example, that most investments in talent are simply being wasted by the use of expensive but flawed programs to find or cultivate the right people.

Bajer argues that companies should spend less time trying to separate the right and wrong people, and more time trying to help individuals … [ Read more ]