September 17 2015
It sounds so glamorous working at a startup. And entrepreneurs seem so cool. Shouldn’t everyone want to work in one of these mystical and magical companies? NO! As an entrepreneur, you probably can’t imagine anyone who wouldn’t thrive in the excitement of your world. Beware that the startup environment is not for everyone and you entrepreneurs are a special breed. Make smart hiring decisions and know that you’re not likely to change, and neither are your new hires.
Here are 4 types of people who should NEVER work for an entrepreneur:
September 09 2015
The hard part is behind you. You’ve already found and hired a great employee. Now it’s time to plan ahead, get organized, and set her up for success. Creating a welcoming environment on the first day shows you consider her a valuable asset to the team and you care enough to put a little thought into preparing for her. Here are 5 steps to help you get off to a great start with your new hire and ensure she has successful first day:
September 03 2015
You’ve found a great candidate that you love and you're ready to make an offer when a major client puts a big project on hold for a few more weeks. How do you talk through this unexpected hiring delay? How do you keep your perfect candidate "warm" and discourage him from looking for other opportunities for a few more weeks? Here are 4 ways to keep a candidate interested if you’re not quite ready to hire:
August 31 2015
If you’ve got a difficult position to fill, or maybe your budget only permits for a little bit of short-term assistance, then you might be considering bringing a temp on board. The temp business can be a rough one to be in and there are pros and cons to both sides. Here are a few of points to consider when you’re trying to decide if you should “try before you buy” and hire a temp:
August 27 2015
Background Checks: two little words that make hiring managers groan and candidates squirm. How do they work and what information is revealed? You think you’re running a background screen to avoid hiring a money laundering fiend or a murderer, but can you ever be absolutely sure? Here are 3 things about background checks that might really surprise you:
August 25 2015
Assessments are a great tool to help you weed out candidates who are not a fit for your job. They also help you determine if your potential employee has the skills needed to be successful. We've administered hundreds of employment related tests and have found that they are a great way to gain further insight into your candidate's personality, skill set, and work style. Here are 3 things to think about when trying to determine how much weight to put on pre-hire testing.
August 24 2015
Checking references is a great way to learn your candidate's work history and potential. How much weight should a reference carry? What questions should you ask and how much do you push back? What kind of information do you look for? We get asked these questions regularly and some of the information below may surprise you. Here are 3 thoughts on checking references:
August 20 2015
Your next great hire just accepted your offer. Whew! Now it’s time to shift your focus to, “How can I keep this great person engaged?” With the average tenure of a US employee at less than five years, cutting down on the number of employees you cycle through is a smart business move and will save you time and money. Below are 5 tips for decreasing new hire turnover:
August 17 2015
LinkedIn connects people—plain and simple. And it’s a great tool to use when trying to determine if you should pursue a candidate. Here are 4 quick tips for using LinkedIn to find your next rock star employee:
July 30 2015
Do you ever go into an interview and just ask the first thing that pops into your head? Or make the candidate walk through her resume point-by-point while you fight back yawns? Use these five questions instead and be alert for what the answers might predict about your candidate's motives, skills, work style, judgment, and approach to problem solving.
It sounds so glamorous working at a startup. And entrepreneurs seem so cool. Shouldn’t everyone want to work in one of these mystical and magical companies? NO! As an entrepreneur, you probably can’t imagine anyone who wouldn’t thrive in the excitement of your world. Beware that the startup environment is not for everyone and you entrepreneurs are a special breed. Make smart hiring decisions and know that you’re not likely to change, and neither are your new hires. Here are 4 types of people who should NEVER work for an entrepreneur:
The hard part is behind you. You’ve already found and hired a great employee. Now it’s time to plan ahead, get organized, and set her up for success. Creating a welcoming environment on the first day shows you consider her a valuable asset to the team and you care enough to put a little thought into preparing for her. Here are 5 steps to help you get off to a great start with your new hire and ensure she has successful first day: 
You’ve found a great candidate that you love and you're ready to make an offer when a major client puts a big project on hold for a few more weeks. How do you talk through this unexpected hiring delay? How do you keep your perfect candidate "warm" and discourage him from looking for other opportunities for a few more weeks? Here are 4 ways to keep a candidate interested if you’re not quite ready to hire:
If you’ve got a difficult position to fill, or maybe your budget only permits for a little bit of short-term assistance, then you might be considering bringing a temp on board. The temp business can be a rough one to be in and there are pros and cons to both sides. Here are a few of points to consider when you’re trying to decide if you should “try before you buy” and hire a temp: 
Background Checks: two little words that make hiring managers groan and candidates squirm. How do they work and what information is revealed? You think you’re running a background screen to avoid hiring a money laundering fiend or a murderer, but can you ever be absolutely sure? Here are 3 things about background checks that might really surprise you:
Assessments are a great tool to help you weed out candidates who are not a fit for your job. They also help you determine if your potential employee has the skills needed to be successful. We've administered hundreds of employment related tests and have found that they are a great way to gain further insight into your candidate's personality, skill set, and work style. Here are 3 things to think about when trying to determine how much weight to put on pre-hire testing. 
Checking references is a great way to learn your candidate's work history and potential. How much weight should a reference carry? What questions should you ask and how much do you push back? What kind of information do you look for? We get asked these questions regularly and some of the information below may surprise you. Here are 3 thoughts on checking references: 
Your next great hire just accepted your offer. Whew! Now it’s time to shift your focus to, “How can I keep this great person engaged?” With the average tenure of a US employee at less than five years, cutting down on the number of employees you cycle through is a smart business move and will save you time and money. Below are 5 tips for decreasing new hire turnover:
LinkedIn connects people—plain and simple. And it’s a great tool to use when trying to determine if you should pursue a candidate. Here are 4 quick tips for using LinkedIn to find your next rock star employee:
Do you ever go into an interview and just ask the first thing that pops into your head? Or make the candidate walk through her resume point-by-point while you fight back yawns? Use these five questions instead and be alert for what the answers might predict about your candidate's motives, skills, work style, judgment, and approach to problem solving.
