Prohibition Bakery owner and Chopped champion Brooke Siem is a very inspirational young chef, entrepreneur, writer and ‘thyme’ traveler. She’s a motivational individual that just follows her inner voice. She currently quit all her day jobs …Read More
Leslie Polizzotto, along with her partner Troy Neal, started the uber-popular The Doughnut Project in downtown NYC just a few years ago by taking the leap and following their dreams. They used creativity in their …Read More
Debbie Greenfield, of Road Rebel, tells us about what it takes to be a great manager. A great manager is a GREAT LEADER. A great leader inspires their staff and encourages them to produce their …Read More
I sat down with Chasta Hamilton Calhoun of www.StageDoorDance.com in beautiful Bryant Park to listen as she shares her advice on how we can all avoid stagnation, both in our personal and professional lives by …Read More
I evaluate the candidate on three criteria outside of their resume itself when hiring for general positions: attitude, aptitude, and skill. I need to know that they have a specific level of “expertise” in order to join a company. Here is what I look for in advance when inviting someone to join my team:
Is this someone who has a good attitude? If they don’t have a good attitude in the interview process when people are (hopefully) trying to be on their best behavior, they won’t have a good attitude in the work place. During the interview process, how does the candidate represent himself or herself? Will they be a pleasant person to work with or someone you and your team will want to avoid? Is this someone who is taking the job only because they need the money, or is this position going to help them grow? I often ask the individual to tell me about previous employers. I can guarantee you that if they trash the last person they work for, they will bash me too. I like to work with people who have an infectiously positive attitude towards the position they are applying for. It is amazing what a group of properly hired people with high enthusiasm can do for a company.
Do they have the ability to learn the specifics of the job assigned to them? Are they willing to learn something new or are they closed off and think they know everything already? Are they open to criticism or are they defensive? Will they learn quickly or will this be a long painstaking and expensive process?
Where is their current level of skill? I need the candidate to have a strong working knowledge of the technical or managerial elements of the role they are applying for. If I am hiring a sound engineer, I need to know they have the skills needed to operate and set up sound equipment.