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Originally published in the Harvard Business Review at the height of the pandemic, this hiring process could help small to medium sized businesses without full HR departments.  The author, Alex Halmann, was part of a small IT company exec team that was frustrated by challenge of attracting and retaining younger generation workers.   _________________________________________________ Many standard interview processes rely on outdated behavioral questions like “What are your greatest strengths and weaknesses?” to evaluate prospective hires. But more often than not, these types of questions fail to reveal useful information about a candidate’s competencies. A better approach is to immerse job candidates in unconventional scenarios to gather the most useful insights about their critical-thinking abilities, tech savviness, and interpersonal skills. For example, if you want to test their ability to prepare, let them know the questions you’ll ask beforehand. If you want to test their technical

An Interim CEO buys time for a permanent CEO to be identified.     When a business or a board finds itself in a “short fuse” situation, bringing in an Interim CEO can be the best option to protect the business while a more permanent solution is found.     Not every season executive is suited to jump into an Interim CEO role.     Typically, it requires an experienced executive who has a calm demeanor, can assess a situation, then develop key relationships very quickly in order to execute a plan. Why is an Interim or Transitional CEO needed? The need can be triggered by any number of factors.    Very poor or suddenly poor performance can be a cause for a change to be made. However, a personal situation or health event could be a cause as well.   A  business or market could change substantially causing the investors or board to lack confidence in leadership.    Sometimes, in less pressure induced circumstances, an Interim CEO can be brought in as a transitional leader.    This can be part