Millions of young Americans are experiencing a “quarter-life crisis.” They understand that the economy and the nature of work have changed forever. Talent today want more bang for their buck. They want to leave a mark, make a contribution, have a purpose. In short, they’re seeking a calling more than a career. They crave meaning, autonomy, and exploration. Managing one’s vocation successfully is no different than managing a business. And that’s why the contingent workforce has the power to[...]
Watching a courtroom case unfold is an eye-opening event. What you may not realize is that jury selection illustrates a fascinating approach to unbiased recruiting. Recently I was called upon to serve as a juror on a criminal case. Of course, most people dread getting that notice in the mail. I found the experience fascinating. And one of the aspects that intrigued me most was the jury selection process, or “voir dire” as it’s called in legal circles. In fact, there are many elements involved in this vetting and interviewing model that we could incorporate into our own hiring methods. With a little creativity and modification, I believe voir dire presents us with some excellent strategies for developing an unbiased, enlightening and results-oriented approach to candidate interviews.