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Your Company Might Be Involved in a Hiring Scam—Without Knowing It

Your Company Might Be Involved in a Hiring Scam—Without Knowing It They’ve got your logo.They’ve cloned your About page.They’re pretending to hire on your behalf. Scammers are creating duplicate versions of real company websites to lure job seekers into a fake hiring process—and it’s working. These fraudsters build credibility through phony interviews, then seal the deal with a fake offer letter. What comes next?They ask for sensitive personal information under the guise of “onboarding.” How the Scam Works By the time the candidate realizes it’s a scam, they’ve already handed over everything. How to Protect Your Brand – and Your Applicants Claim your digital territoryBuy common variations of your website domain—like .net, .co, or common misspellings—to prevent scammers from using them to impersonate your company online. Stay alertSet up Google Alerts to get notified if your company name appears online in phrases like “job offer from (Your Company)” or “careers at (Your Company])” This way, if someone posts a fake job or creates a phishing site with your name, you’ll get notified and can take action. Add a Clear Careers DisclaimerLet candidates know that all hiring communication will come from your official domain (e.g., @yourcompany.com) and that you never request sensitive information until after verified employment begins. Proactively Warn ApplicantsInclude a short note in job postings and auto-replies: “We’ve been made aware of fraudulent job offers claiming to be from our company. All legitimate communication will come from [your domain], and we will never request personal financial information as part of the interview process.” In a competitive hiring market, your candidate experience starts long before the first interview. Taking simple steps to protect job seekers from scams isn’t just good cybersecurity—it’s good leadership.

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The Role of the Visionary in Hiring: Influence, Not Execution

The Role of the Visionary in Hiring: Influence, Not Execution In most EOS companies, the Visionary has a powerful presence – and for good reason. They’re the heart of the organization’s big-picture thinking, culture, and future direction. But when a critical seat needs to be filled, many Visionaries want to jump right into the process — writing job descriptions, scanning through resumes, and even interviewing early-stage candidates. It comes from a good place – they care deeply about the team. But here’s the catch: Hiring is one area where the Visionary’s influence is critical, but direct involvement can slow things down. Visionaries move fast, think out loud, and connect dots instinctively. That energy fuels growth—but in a hiring process, it can create friction. Here’s how it often plays out: Even with the best intentions, Visionaries can unintentionally create chaos when they insert themselves at the wrong moment. And meanwhile, their focus is pulled away from the things only they can do. So what’s the right level of involvement? Here’s how Visionaries can stay plugged in – without taking over: When Visionaries show up with focus rather than force, the whole process moves faster and lands stronger hires. When that input is intentional and well-timed, it elevates the team’s thinking and sharpens the decisions that follow.

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Some Days You’re the Dog, Some Days You’re the Hydrant: Why Both Matter on the EOS Journey

Some Days You’re the Dog, Some Days You’re the Hydrant: Why Both Matter on the EOS Journey By an EOS Integrator in the Trenches Let’s be real: some days as an Integrator, I feel like the dog. I’m moving things forward, knocking out Issues, aligning the team, and driving toward the Vision. But other days? I’m definitely the hydrant. On those days, it seems like everything is breaking down at once — a missed number, a process that’s gone off the rails, a people issue that feels personal. You show up, and instead of barking orders, you’re getting hit from every angle. Sound familiar? Here’s what I’ve learned: both types of days are part of the job — and both are necessary. Hydrant Days Are Feedback EOS gives us the tools to spot and solve problems early, but the hard days are often where the real lessons live. When the wheels wobble, it reveals what still needs strengthening. Process gaps. Communication breakdowns. A Right Person/Right Seat mismatch. It’s not failure — it’s feedback. EOS gives us a framework to channel that feedback into action, not frustration. You Don’t Have to Be the Hero Every Day As Integrators, we’re often the glue, the drivers, the calm in the storm. But that doesn’t mean we always have to have the answers. There are days when just being engaged and open is more powerful than having all the answers. Trust the tools. Use the L10. Drop down into IDS. Let the system do its job. You don’t have to carry the whole load. Celebrate the Dog Days, Learn from the Hydrant Ones Success isn’t built on a string of perfect weeks. It’s built on showing up consistently — staying the course when it’s messy, and pulling the team together when the gears grind. And when the good days roll in? Celebrate. Recognize the wins. Give yourself credit for building the muscle that got you there. Keep Perspective The best part of EOS is that it’s not about perfection — it’s about progress. And progress happens when we keep showing up, whether we’re the dog or the hydrant that day. The great news? You’re not doing this alone. You’ve got the Visionary, the Accountability Chart, the L10s, the Rocks, and a playbook for handling it all. Next time you’re feeling more hydrant than hero, take a deep breath. You’re still exactly where you need to be — in the driver’s seat of meaningful progress.

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Get Ready for the Class of 2025: Unlocking the Potential of New Grads

Get Ready for the Class of 2025: Unlocking the Potential of New Grads As graduation season approaches, employers should turn their attention to the incoming Class of 2025. Shaped by remote learning, shifting schedules and social distancing, these recent graduates are resilient, resourceful and ready to make an impact. Ask about pandemic-era learning – How did you adapt when classes went online? – What tools or techniques kept you organized and motivated?These questions reveal candidates’ comfort with change, time-management skills and positive mindset under pressure. Assess resilience – Describe a setback you faced in college and how you recovered. – What did that experience teach you about overcoming obstacles?Look for composure under stress, creative problem-solving and lessons learned. Explore passion projects – Tell me about an extracurricular or side project you led. – What drove you to start it, and how did you handle challenges? Beyond GPA, these stories highlight initiative, creativity and real-world application. Gauge cultural fit – Which core values guided you through college? – How would you bring those values to our team? Ensuring alignment on mission and values builds engagement and collaboration. Unlocking—and Supporting—their Potential Class of 2025 grads bring fresh perspectives, digital fluency and a make-it-work attitude forged by unpredictable circumstances. They’re often eager to learn and contribute, and—facing a tight job market—they tend to show strong loyalty once they land that first role. Hiring them can be a cost-effective way to build a dynamic talent pipeline. That said, remember they’re early in their careers. You’ll want to pair them with mentors and allow a bit of ramp-up time for industry-specific skills and processes. Framing their onboarding around hands-on coaching and clear feedback loops will help them move from “new grad” to high performer more quickly—turning potential into real impact. Graduates of 2025 combine adaptability with a willingness to prove themselves. By tailoring your interview questions to their unique experiences—and planning for the guidance they’ll need—you’ll identify candidates who not only adapt but thrive, driving innovation and growth for your team. Let’s welcome the Class of 2025 and set them (and your company) up for success!

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