Quest Talent Solutions

S2 E44 If you can’t bring a high level of energy to your interviews with candidates, it might be time to ask yourself a tough question:     Is this still the right company—or role—for me? Interviews aren’t just about evaluating talent. They’re also your chance to sell the vision, model the culture, and inspire someone to want to work with you. Low energy sends a clear signal: indifference. And that can turn away the very people who could energize your team. Candidates are watching your tone, not just your questions.

S2 E43 No decision is a decision — and usually, it costs more. Indecision isn’t neutral. It’s not a pause button. It’s a choice — and one with real consequences. In leadership, delaying decisions often feels safer than making the wrong one. But while we wait: * Momentum stalls * Opportunities fade * Clarity is lost * Problems compound Perfect decisions are rare and I’ve never delayed a decision to find that I didn’t have to make one! Progressive ones are powerful. If you’re unsure? Make the best decision you can today — and be willing to adjust tomorrow. Because no decision is a decision. And rarely the right one.

📌 HR LEADERS - Want to successfully lead folks wildly different than you? SOLUTION: Make everyone feel valued. Here are 7 PROVEN WAYS... 👉🏻 1--Provide flexible work. This includes remote work and flexible hours, to accommodate different generational needs and work-life balance preferences 👉🏻 2--Vary your communications. Different generations may prefer different methods of communication, so it’s important to find a middle ground 👉🏻 3--Don’t play favorites. During meetings, go the extra mile to make sure every voice is heard and considered, regardless of someone’s age or level of seniority. 👉🏻 4--Adapt your training. Make sure the training and development you offer caters to the different learning styles and preferences of your team members. 👉🏻 5--Recognize achievements. Recognize and reward the achievements of your team members, regardless of their age or level of seniority. 👉🏻 6--Encourage mentoring. Encourage mentoring and reverse mentoring programs to facilitate knowledge sharing and skill development among team members of different generations. 👉🏻 7--Flex your leadership style. Be adaptable and willing to change your management style and approach to suit the needs of your team members. 👉🏻 The point: Managing people who are older, younger or wildly different than you are can be challenging and requires flexibility...but it can be extremely gratifying. What other suggestions would you recommend? 📌 Credit - Great graphic by Justin Hills. Follow him on Linkedin. --- 📌 P.S. - HR LEADERS: Want more proven strategies for success as a new HR manager, director or VP? Then check out "THE NEW HR LEADER'S FIRST 100 DAYS" at the link in the first comment below.