Piles of applications and résumés represent time to sort through applicants, attempting to match a position with a person’s expertise and skills. It would be so much faster if the unsuitable job applicants walked in with a label on their forehead: “Reject.” Then you could spend time with the best qualified candidates.

The top candidates have unique qualifications, while the worst candidates share common flaws. Here are the glaring warning signs that will help you short-circuit those time-wasting interviews in the hiring process and move on to the top talent quickly.

the ceo magazine, recruiting,
David Mattson, CEO & President, Sandler Training

A quote widely attributed to hockey great Wayne Gretzky is one you may be familiar with: “Skate to where the puck is going to be, not to where it’s been.” These words have been applied to any number of business situations and have perhaps been overused. Even so, they illustrate an important recruiting principle that senior leaders should understand—one that many of the CEOs with whom I work are unaware.

the ceo magazine, succession planning,
Michael Timms, Founder & Principal, Avail Leadership

When it comes to finding talented managers and executives, there really are only two options: recruit them or develop them from within.  Common thinking is that although it may be a little more expensive to recruit them, it’s worth it because it’s quicker and easier.  But that assumption is dead wrong.


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