I don’t know of a single company who doesn’t want to improve their candidate experience.  

One of the best ways to make a big impact is during the interview process.  Specifically, the on-site interview.

While it’s smart to optimize your hiring process from beginning to end, there are some simple tactics that anyone can employ without much effort or investment.  

One such tactic is something I like to call “The Golden Lanyard”.

I was recently in New York walking through the Meatpacking District on a Sunday morning and encountered a perfect example of how important it is to hire people who are passionate about their craft.

The previous night, I was (allegedly) having some cocktails with friends and stumbled upon one of the best Gin & Tonics I’d ever had. The drink was so good, in fact, that I asked the bartender what kind of gin he had used because it had a flavor profile that I wasn’t used to.

Do you have a process for deciding who is allowed to interview job candidates at your company? If you don’t, you’re not alone.  Most companies don’t give interview team selection much thought at all.   But I would argue that selecting the proper interview team is one of the most critical steps of the hiring process.

As a recruiter, I've always favored candidates who displayed something called "distance traveled". 

Distance traveled describes…