We live in a culture where most people won’t buy a product or check out a new restaurant without first checking out the online reviews. In a lot of cases, this is good for businesses – it forces them to push themselves to innovate and consistently deliver the best products and services because they know… Read more »
It’s safe to say the hiring process has been impacted by technology. In many ways, this has been an asset to companies. They have access to more data and analysis, allowing them to make better, smarter hiring decisions. They’re able to connect with better quality candidates, reduce time to fill positions, and save time and… Read more »
You want your executives to have a solid track record of business gains and experience working on projects and strategies that relate to your industry. But are there other, more intangible, qualities that make certain executives more successful than others? Here are some of the most important attributes to look for when hiring your next… Read more »
There are plenty of questions to ask during an interview that will help you determine if that candidate has the skills, experience and cultural fit to work in your organization. There are also some questions to think about afterwards to help accurately assess your conversation with the candidate. 1. Is your candidate invested in your… Read more »
Job descriptions matter. It’s not enough to just create a bulleted list of criteria with a boring blurb about what the role’s responsibilities will be. A job description can be the first way a person interacts with your brand’s personality. It’s a place to showcase and share your values, your business goals and the kind… Read more »
Great hires don’t grow on trees, but they are foundational to the success of your business. Everyone is always looking to secure that great candidate, and a competitive business landscape makes it more difficult to get connected with the right talent. Here are six ways to improve your hiring process and better recruit standout talent…. Read more »
Previously I shared a blog on adding value and finished it with some ideas on adding value for candidates. This is a follow-up and focuses on adding value to clients, or potential clients when we can. All relationships are built on an exchange of perceived value. We trust someone because they have shown themselves to… Read more »
“Passive” candidates are an overlooked and undervalued part of the talent pool that employers draw from in their candidate searches. Passive candidates refer to those who have the right background, qualifications, and skillset, but aren’t actively looking for a new opportunity. Many of them, however, are open to the right opportunity and would think about… Read more »
All relationships are built on an exchange of perceived value. We trust someone because they have shown themselves to be trustworthy. We listen to advice from someone who has either given sound advice previously or is a perceived expert. This why relationship selling is so effective. Even if the features of a product are the… Read more »
Making HR decisions can always be risky. You need quality people you can depend on to make an impact on the business, but you never quite know how it might all play out. Talent pipelining helps you take back a bit more control of the hiring process and can reduce the risk of getting stuck… Read more »