每天g an interview guide when interviewing has a dual benefit. 1) It makes it clear to the prospective candidates you're serious (about assessing and hiring) and that you’re not just winging it. And 2) It helps you to remain focused during the give and take of the interview, to gather the needed information you’ll want to share with others, to compare one candidate to another, and then to make recommendations for who the finalists are going to be. Whether you use the questions as presented in this guide or you create your own — it doesn't matter. Just get organized and take your assessment and hiring to another level with solid tools. Ropella often custom creates interview and assessment guides for the clients we serve. If you’d like to learn more about this, please reach out to us, and we’ll set up a conversation.

候选人的技能和经验只能reveal so much information. You need to know more than that in order to select the best candidates. The more you understand about their character and behavior, the better you’ll understand the candidate’s likelihood of success.

When interviewing mid-level to senior-level executives, there are a few key traits you need to assess. This score card will help you determine whether the candidate will be a good fit for your organization.

The major challenge of executive search is finding the candidate who will be the “best fit” for the specific position and for the organizational culture as a whole. Interviews certainly give you a place to start, but assessments can help you take your decision-making to the next level. We recommend these best-in-class tools.

The stronger the relationship between you, your company, and the candidate you are recruiting, the easier it is to interview, negotiate, and close a win-win offer.

We oftentimes consult with our clients on the value of setting behavior standards, and assessing performance and cultural fit with a variety of personality-profiling and function-specific assessment tools, as well as on-the-job testing. One assessment tool we use is The Science of Success by Charles G. Koch.

This one-of-a-kind tool compiles all of the complex factors associated with compensation (salary, bonus, vacation, 401K, etc.) and lays them out side-by-side so you can see how your intended offer compares to the candidate’s current earnings and competing offers.

Non-competes can complicate the hiring process; however, this whitepaper gives the info you and your new hire need to deal with a non-compete objection.

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