In 1500 words or less, each post will give you something you can use TODAY to build yourself, your people and your organization whether your organization is a "for-profit" or a "not-for-profit."
Most people think hiring decisions are about choosing the best candidate.
They’re not.
Hiring is about removing enough doubt to say yes.
And once you understand that interviews start to make a lot more sense.
Most candidates walk into an interview hoping they’ll say the right thing. The best candidates walk in already understanding what matters to the employer.
Preparation is the one part of the job search you fully control, and it’s where most people fall short. When you take the time to understand the organization, align your answers to their needs, and follow through with intention, you’re no longer just another applicant. You’re someone who made it easier to say yes.
Most hiring mistakes happen before the interview begins.
Resumes can be polished, charm can be rehearsed, and yet the person you hire may not be the one your organization truly needs. A simple pre-interview questionnaire reveals how candidates think, respond under pressure, and treat people they believe won’t influence their outcome.
Hiring isn’t about perfection—it’s about understanding real thinking before it costs you.
Most managers hate admitting when a hire isn’t working out.
So they delay the conversation.
They hope the problem fixes itself.
Or they quietly tolerate issues that affect the whole team.
But ignoring a bad fit rarely solves anything. Sooner or later every leader faces the same reality: not every hire works out.
In the latest article in my Inside the Interview series, I talk about what good managers actually do when hiring goes wrong, and how to handle the situation professionally, fairly, and responsibly.
Most job seekers think interviews are about giving the “right” answers.
After conducting hundreds of interviews, I’ve learned something different.
Employers are not just listening to your answers, they are deciding whether you can solve their problem.
Strong candidates understand this and approach every question differently.
Here are some of the most common interview questions and what employers are really trying to learn.
Every summer, organizations hire students to fill short-term roles. Few stop to consider that they are shaping long-term futures.
For many students, a summer job is their first real encounter with responsibility, accountability, and workplace culture. It is where reputations begin. It is where habits are formed. It is where confidence is either strengthened or quietly eroded.
For employers, hiring students is not simply a staffing decision. It is a leadership decision. It is a choice about whether to treat young people as temporary labour, or as emerging professionals.
When approached intentionally, summer employment becomes more than seasonal work. It becomes mentorship, community investment, and the foundation of someone’s career.
This is a longer blog. I won’t pretend it isn’t.
But job searching is exhausting, and the usual tips often make it worse. So I wrote something slower, steadier, and more honest.
It’s a practical framework to help anyone looking for work, or someone supporting them, to see where they are, what’s working, and what deserves energy next. No judgment. No rush. Just clarity.
You don’t need to fix everything. You just need your next step.
📌 If that resonates, it’s worth a read, and please share it with anyone you know who’s on this journey.
You can find a job on your own, but it’s easier with the right tools.
As a career advisor in a non-profit organization, I know that one weekly meeting isn’t enough. Job searching is an acquired skill, built through practice, reflection, and momentum, not perfection.
With direct input from job seekers, we created The Job Seeker’s Playbook, a practical, strength-based tool designed to reduce feelings of being overwhelmed, protect confidence, and turn job searching into small, winnable weekly actions.
Built from lived experience, not theory, it helps job seekers build skills, stand out, and take ownership of their search, at their own pace.
Point of view … perspective … life experience … and what we learn each day. The more I learn about other people, their challenges, and their resilience, the more I am determined to help illuminate what many of us do not see. Please take a few minutes to read this post and to share it; the people in all our communities who live with disabilities and barriers could really use our help.
Does the best candidate always get the job?
Does everyone who can do the job get equal consideration?
Or do our unconscious biases, misconceptions, and traditional image of the “ideal candidate” create hiring blind spots preventing us from seeing different and perhaps better hiring solutions?