Last year, during the initial phases of the COVID-19 pandemic, I wrote a couple of articles that touched on the subject of organizations coming up with solutions during chaotic situations. 

In my last column, we discussed #growthmindset and how it is necessary to take intentional steps during your career (and life) to improve. 

“You may be whatever you resolve to be.”

In the United States, we are very goal oriented. We have annual goals. 

So far, we have discussed why organizations need sourcing plans, and covered the planning and process of sourcing. This month we’ll continue the conversation and dive in deep into the interview process itself.

In December, we spoke about why organizations need sourcing plans. 

I frequently speak at college campuses and trade apprenticeships. Whether it be to future engineers or contractors, my technical talks typically end up covering non-technical content, specifically career development. 

Do you feel that the company you work for or manage is often trailing staffing needs? 

“Because knowledge rapidly deteriorates unless it is used constantly, maintaining within an organization an activity that is used only intermittently guarantees incompetence,” said Peter Drucker.

Several months ago I wrote about personality metrics months back.