A new recruit can seem like a breath of fresh air but, if you're not careful, they can also bring all their previous bad habits and quirks into your workplace.
Most managers would prefer to stick with someone they know, even if they are a pain to manage or not pulling their weight, rather than start over and hire a new face.
With managers admitting that half their hiring decisions are a mistake, perhaps it's no wonder that so many jobs go downhill so quickly.
Identifying big company executives who can achieve success with a start-up can be tough. Many star players at big companies wilt in a small company where they have finite resources and little or no supporting infrastructure.
A job interview can be an intimidating experience from beginning to end. While most of the questions you're likely to be asked are relatively straightforward, one that seems deceptively simple can be the hardest to answer. That question is 'Why should I hire you?'.
In the global business world it makes sense to recruit internationally-focused executives and leaders. So why do only a fifth of British employers agree?
Even for senior managers, a company's reputation is almost as important as the amount of money they are offering when it comes to deciding whether or not to accept a job.
Shoe manufacturer Zappos has a reputation for treating their employees well. They also have a unique policy for new hires. They pay them to quit.
With the employment market looking tougher by the day, nearly half of American students graduating from college this summer expect to have to fight tooth and nail to land a job.
Three quarters of execs looking for jobs in America are reporting a slowdown in the number of interviews coming their way - a clear sign the downturn is reaching right to the top.
Fewer than a fifth of American chief financial officers are optimistic the U.S will escape a recession, and the deepening downturn is prompting them to cut back on spending and hiring and start laying workers off.
Traditionally, experience and expertise have tended to trump talent. But in today's work environment, aptitude for a particular type of work may be more important. But how do you decide the balance between the two?
If you're serious about getting to the top of the corporate ladder, the chances are that somewhere along the way you're going to need the services of a head-hunter.
Just because the pessimists are predicting the U.S. economy is all set to hit the buffers doesn't mean that senior level executive jobs are drying up. Far from it, in fact.
It is not only the dark clouds of global recession keeping senior managers awake at night. The chronic lack of talent coming through at the top is becoming an ever more pressing concern.
Accurate job descriptions are like stealth secret weapons for hiring, training, and retaining great employees. I guarantee whatever effort you put forth will save you hundreds of hours and thousands of dollars.
It's not rocket science. When employees are deciding whether or not to take a new job, being able to work flexibly or remotely will often swing the balance. But try telling that to HR.
The credit crunch is beginning to cast its shadow over the jobs market, with the number of Britons placed in permanent jobs growing at its slowest rate for more than a year.
As with most of life, there are two perspectives around employers tapping into social networking sites to check out current or potential employees.
Firms that tap into Facebook to check out employees risk a backlash if they are found out, with nearly half of workers saying they would be outraged if they found they were being 'cyber vetted'.
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