Let's look at Common Courtesy from the perspective of a job candidate. You’ve been contacted by a representative of the company, typically a recruiter or someone from the human resources department. They indicate you’ve been selected for a screening interview. Great! They set up a phone interview. All goes well. They tell you they will get back to you within the next week regarding the next steps. A candidate sometimes hears something; sometimes not. Let’s assume the company does contact the candidate for the next steps – onsite interviews. Super great! Dates, times a

Here’s a story I received from one of our readers.  Sadly it portrays an all-too-often occurrence. Kent has been a CEO for a decade.  Recently, another company reached out to him for initial interviews and discussions for a replacement position as CEO of a subsidiary of a $9 billion parent company.   Impressive accommodations were made -- first rate travel arrangements, a clear agenda of C-Level executives he would interview with, and a nice catered lunch.  The position appeared to be a good fit.  He met with the firm’s current CEO, COO, EVP of Human Resources and EVP of Financ

It’s a tough economic world out there today.  We all know and understand that.  Plenty more job applicants that job openings.  Companies are overwhelmed with work.  Many individuals are doing the work of two or three people.  Anything not critical to the business many times does not get done.  Once a company does decide to post a position, however, things should be a bit different.  Yes, they get hundreds upon hundreds of applicants today, and many are not even remotely qualified.   It’s tough to sift through.  But eventually, strong and qualified applicants are identified, an