This is a great interview with myInterview founder and CEO Benjamin Gillman.
We met Benji recently and were impressed by the service he offers and the whole idea behind it, so we kept in touch. Things have changed in recent years so that resumes are often no longer enough to represent candidates and their abilities in their entirety.
Organizations and managers are having to face a new reality. Many are describing it as “weird” but it’s our job to find the best way to deal with things and provide solutions and answers to employees, clients and suppliers while trying to understand how to maintain a positive trend.
In this new situation, as both isolated individuals and organizations, we have to adapt to the situation, take responsibility and channel our energy into activities that move us forward. What does that mean and how do you do it?
Are you being forced to make cutbacks? What about letting go of some employees? It’s not a pleasant situation to be in, but there is a way to handle it correctly, remembering that your employees are your ambassadors, whether they can stay with you or have to leave. It’s important to behave humanely and positively throughout the entire process.
In just a few short years, artificial intelligence has already disrupted the way just about everything is done. And yet, amazingly, we are somehow only at the beginning of this incredible transformation. Needless to say, the future of AI is a bright and dynamic one full of possibilities.
Yael, our head of executive talent acquisition, sat down for an intimate conversation with tech management expert (and former VP R&D) Miri Curiel about the significant need guide the internal development of mangers from within the company and thereby keep them in their positions.
Where did you always want to work before you landed where you are now? Was it Google? The New York Times? Starbucks? Why? These companies are excellent at attracting the best minds in their fields by creating and maintaining hype about going to work for them.
Of the many strategies and ways to find talent, one interesting way of looking at things is through the eyes of an entrepreneur.
What do Elon Reshef and the company Gong do in order to attract the right talent for them? (Hint: it has something to do with a good candidate experience.)
Where did you always want to work before you landed where you are now? Was it Google? The New York Times? Starbucks? Why? These companies are excellent at attracting the best minds in their fields by creating and maintaining hype about going to work for them.
Beyond the mandatory requirements to integrate employees with disabilities into your company, the benefits are huge. After all, a company is little more than a collection of the individuals who work there. The more diverse and rich a company’s human assets are, the more you gain in-depth, opportunities, meaning and connection.
Where did you always want to work before you landed where you are now? Was it Google? The New York Times? Starbucks? Why? These companies are excellent at attracting the best minds in their fields by creating and maintaining hype about going to work for them.
Beyond the mandatory requirements to integrate employees with disabilities into your company, the benefits are huge. After all, a company is little more than a collection of the individuals who work there. The more diverse and rich a company’s human assets are, the more you gain in-depth, opportunities, meaning and connection.
We’re committed to leaving organizations and their people in a truly better place –
more changeable, more engaged and better equipped for creating a better future.