In this series, we’ll speak about how to select a search firm and this episode covers questions around search firm discovery and the sourcing process.

Chances are, you do.  If you do, try this out and reflect on the entries over time.

Whether it’s hiring a candidate, a search firm or cousin Vinny, key to the decision is whether you believe there is enough translational background and motivation to get the job done.

Most of us have our favorite interview questions but do the questions we’re asking really help us learn more about a candidate and their potential fit to the role we’re recruiting for?

One of the common traps hiring managers and recruiters can make when sourcing potential candidates is not following up with them and assuming they are not interested.

One of the common errors we can all be susceptible to in the hiring process is not staying in touch with candidates to keep them updated and informed throughout the entire hiring process.

Are you using the "beer test" in hiring decisions?  It's time to think about "culture add" instead of "culture fit".

An example (and closed deal) highlighting the importance of an intermediary  in the recruiting process.

Why is it important to conduct executive search diligence?  Let's start with how it might impact your own career!

What is a connector and what common traits do they share?   Why look beyond someone's immediate profession to see if they might be a good connection?   Why is online research no substitute for connecting with others?