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One common hiring mistake: Hiring more of the same. Everyone thinking the same way doesn’t produce new results.

This is very different from finding talent who align and fit in with the culture.

I’m always confounded at the prevalence of this mistake. It limits creativity.

Another creativity-enducing nugget shared in this 40-second spot: Time away from the desk, quiet time to contemplate, talking with people who have diverse perspectives, and looking beyond your own backyard and outside your industry for new ideas.

(Consultants can also be a great source of alternative perspectives.)

For more on fastcompany:

The founder of travel startup Peek shares how she stays open to inspiration, wherever it finds her.

Read More>

David Mielach says that to get your resume seen you should: Get as specific as possible, avoid tired phrases like the plague, and show—don’t tell—the hiring manager why you’re the person they need.

5 common resume blunders are:

  • Using cliches.
  • Including “References available upon requests.”
  • Listing your ‘objective’ (your objective is to get the job).
  • Making vague claims.
  • Using qualitative descriptions.

 

 

Writer Rebecca Thorman’s advice on interview preparation: "Rifle through your resume and cover letter to find three times where you felt unstoppable—anecdotes that ‘illustrate your relevant skills, experience, and lessons learned.’”

How telling great stories can help you land a job

 

It seems that interviewers like to have each day’s ratings balance out. When an interviewer sees 3 or 4 good candidates in a row, they become concerned that they are giving too many high ratings. So, if another good candidate comes walking through the door, they get a lower rating just so that the ratings for the day are not uniformly high.

When it comes to job interviews, you should aim to be the first in line

We’re looking for an intern!

Fast Company seeks a paid intern for the Summer 2013 session. Responsibilities include fact-checking all areas of the magazine, contributing supplementary reporting to features, pitching and writing for front of book sections, with opportunities to contribute to Fast Company web properties including Co.Design, Co.Exist, and Co.Create.

Candidates should be college graduates (or have graduated by the first week of June) who are motivated and organized, with a demonstrated interest in magazine journalism. Fact-checking experience preferred but not required.

To apply, send a cover letter, resume, and a selection of clips to Jillian Goodman at jgoodman@fastcompany.com. The deadline to apply is May 15, with the internship starting no later than the first week of June. Applicants should be prepared to work full time, five days per week. We regret that we are unable to respond to all applications, and not all applicants will be interviewed. Please, no phone calls.

When I speak to managers and executives, rotten apples provoke especially strong reactions. At the gathering of high-tech CEOs mentioned above, there was an interesting 90-minute stretch where each described “what keeps me up at night.” One said it was a star executive who brought in a lot of business but was driving away good people. There was consensus among his fellow CEOs that “we all have seen this movie before” and they all learned, after firing someone like that, “You always ask yourself, why did I wait so long? Things are so much better now!”

Robert I. Sutton, What Good Bosses Do With Bad Apples