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Staffing Advisors Blog

Avoiding GroupThink in the Hiring Process

Posted by Bob Corlett on October 14, 2017

It's common to include a large number of people in a hiring decision. When handled properly, you can reduce your risk of making a hiring mistake by getting valuable input from a variety of perspectives. But when your hiring process is not organized properly, you will only be wasting everyone's time by including more people.

One of the most common dangers in the hiring process is "groupthink" -- where the opinion of one vocal (often powerful) interviewer dominates the narrative about a candidate. When the vocal participant expresses an opinion, everyone with a less firmly-held opinion usually agrees. (The research on groupthink is quite compelling: check out How Certainty Transforms Persuasion in the Harvard Business Review.) 

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The Executive Search and Hiring Process

Posted by Bob Corlett on October 7, 2017

As it turns out, creating the perfect hiring process is fairly difficult. Who knew? For more than ten years, we've been on a quest to bring you the most useful tools for every kind of hiring situation, and for every stage of the hiring process.

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How to Conduct a Job Interview So Top Performers Actually Want to Take Your Job

Posted by Bob Corlett on October 1, 2017

Whether you are the CEO or a newly promoted manager, the majority of your interview training (if you received any) was probably from legal counsel. Congratulations. Now you know a dozen questions you are not allowed to ask. But how should you conduct the job interview (beyond dodging legal trouble), so that you can be confident you are hiring the best possible candidate for the job?

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The Outsized Effect of Reputation in Hiring

Posted by Bob Corlett on September 14, 2016

Your organization's reputation in hiring not only affects who you can recruit, but also the level of compensation you must offer to land your top candidate. (Highly reputable organizations can typically offer lower salaries.) And for job seekers, the reputation of their current organization is a significant factor in how future employers perceive them.

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Is that Rock Star Employee Getting Credit for Other People's Work?

Posted by Bob Corlett on July 28, 2016

Hiring requires you to make decisions about people you don’t know particularly well. But people-evaluation is prone to pitfalls. Although most people trust their own assessments of candidates, extensive research shows that we’re just not that good at it. We give too much credit to the individual and not enough credit to the work environment. (Pro tip: If you want to get better at hiring, you need to learn from your mistakes and stop blaming the candidate. Most people don’t understand all the factors that led to their success. Every time you hire someone and they disappoint you later, you just might have missed something in the hiring process.)

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5 Simple Ways to Lower Hiring Risk and Hire Better People

Posted by Bob Corlett on June 21, 2016


The hiring process seems familiar to most managers. Everyone has been through the process. It seems like hiring should be simple---everyone involved wants the same thing. Executives want to hire the best people. Candidates want a job where they can be successful. Everyone wants a recruiting process that accurately predicts performance on the job...and yet hiring is often disappointing.

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Shifting Blame And Ducking Hiring Risk

Posted by Bob Corlett on October 29, 2015

Hiring is the single riskiest responsibility for most managers. Like the Kobayashi Maru, hiring appears to be a no-win scenario – the perfect storm of problematic job responsibilities:

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Why You Should Interview with a Partner

Posted by Bob Corlett on October 14, 2015

If you are wise, you'll find a colleague to help you interview, someone who has a different cognitive style than your own. We all have blind spots, the unconscious biases that affect our decision-making.

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Hire People Who Can Handle Ambiguity

Posted by Bob Corlett on July 13, 2015

Some people really like having rules to follow. Others can handle a bit of ambiguity -- they’re willing to experiment, but it’s outside their comfort zone. Only a select few are truly comfortable embracing the unknown. Yet that third group is vital when you’re launching a start-up, or staffing a new initiative. You want the people who willingly throw themselves into the fire.

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Should Subordinate Employees be Allowed to Interview Their New Boss?

Posted by Bob Corlett on March 25, 2014

When you're looking to hire a new leader for a team, should you let the employees interview their potential new boss and weigh in on the decision?

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