I once had a boss that said his job was to make excellent decisions on bad data.
Within the labor force in the US, and to a lesser degree the world, there is a substantial confluence of circumstances that cannot be ignored by C-Level leadership, and not limited solely to the role of HR leaders- decreased employee tenure and a shrinking workforce in key skill sets.
Although a candidate may be extremely focused on their own behavior and speech, it is just as necessary to pay attention to what the interviewer discloses through conversation or body language throughout an interview. In addition to debriefing an interview to learn where improvement may be required, a review can also help you pick up on clues the employer provided that could alert you to a dysfunctional work situation.
In my experience, middle managers historically have not been as proactive as either C-Suite executives or new hires when looking to make a job change because there are typically more opportunities in the market for them than for either junior or very senior level candidates.
Are you prepared to pay the price for making the wrong choice? One FLSA violation could cost YOU $10,000. The cost could also have devastating consequences to your organization.
