February 09 2017
There is a LOT of work involved in recruiting and hiring talented people. One common mistake many employers make is failing to invest in proper onboarding with newly added team members. Not to be confused with orientation, onboarding is a longer process that ensures you start new employees off right. A strong start to the job plays a large role in their effectiveness, ability to create strong working relationships, and overall longevity with your company.
Here are 5 onboarding tips that should be part of your process:
January 26 2017
Unless you’re Google, selling candidates on working for your company probably takes a little thought. We find that many companies are great at selling their products and services, but they’re not so great at selling themselves! If you’re in a leadership role and you can’t quickly verbalize at least 3 reasons why your company is great to work for, you’re missing a critical piece of the hiring puzzle. Need some help?
Ask yourself these questions to help you uncover areas that make you better, and different from your competitors:
January 23 2017
We’re looking for authors with a background in HR and other people in leadership roles who have a history of recruiting, screening, and hiring top talent. Our blogs aim to provide content rich information and simple, practical advice that helps small to medium sized businesses learn the “ins and outs” of hiring.
Check out our guest blogging guidelines here:
January 20 2017
If you’re struggling to get people to apply to your job, there are a few easy steps you can take to improve your rate of return. Job descriptions that get results usually do a great job at inspiring applicants, offering a desirable opportunity, and demonstrating why your company is amazing. You have to make people excited about working for you! When your passion and enthusiasm come through, so do applications. Here are 4 tips to help you jazz up your current job descriptions:
January 18 2017
How long has it been since you took a close look at your hiring paperwork? There is a new I-9 out and the latest version is dated 11/14/2016. This date is noted in the bottom left corner of the printable form. I-9’s are not necessarily updated on a consistent basis and many people forget to check to see if they are using the updated form. Beginning on January 22, 2017, you MUST be using the I-9 that was updated on 11/14/2016 to avoid paying a hefty fine (these went up too).
January 12 2017
Hiring someone who has been fired is a risk—no question about it. But the truth is, you’re always taking a risk when you hire. Sometimes great people are terminated, but great people are not let go repeatedly. Determining whether a prior termination poses a risk is tricky. The best advice we can offer is to first try to determine what kind of exit your candidate faced. Understanding the situation will help you make a smart determination of what really went wrong and whether or not it will be a potential risk for your company.
December 15 2016
Let’s face it—we’ve all made bad hires—and most of us have done this more than once! How do you avoid making the same hiring mistakes repeatedly? The best approach is (no surprise) to set up a solid plan before you start searching—and then stick to it. By following the steps below, you’ll outline exactly what (and who) makes a successful employee at your company and commit to a disciplined process. Give this plan a try and then hire successfully with no regrets:
November 10 2016
In honor of Veterans Day this Friday, there is no better time to mention the admiration we have for our brave men and women in the military. We are grateful for their service and sacrifice, and we acknowledge that their willingness to risk their lives for our country makes them everyday heroes, not just Veterans Day heroes. We’ve worked with many active and retired members of the military and can say firsthand what hardworking, dedicated, and dynamic employees they make. Your next great hire may be easier to find than you might think.
Here are 4 reasons why a member of the armed forces will make a fantastic addition to your team:
October 27 2016
As the CEO of a company where it’s a tradition to dress up for Halloween, I can tell you this holiday requires detailed communication over what is appropriate. After some seriously eye-rolling moments, I quickly found out that the words "office appropriate" mean different things to each person. If you’re planning to let your team indulge in a little Halloween fun, it’s smart to spell out the rules. And if you're wondering whether I dress up, this photo of my costume last year should dispel any rumors.
Here are my 4 guidelines for Halloween costumes in the workplace:
October 17 2016
Ever wonder what the big differences are between the major job boards? Our last blog, “
Where is the Best Place to Post a Job?” talked specifically about LinkedIn and why we think it’s the best. It's been our experience that people outside of HR and Recruiting still aren't that familiar with LinkedIn and most are even less familiar with how to use it—not to mention other resources like Indeed, Monster, and CareerBuilder. After doing a bit of research, we’ve compiled some interesting trivia.
Here are 5 job board facts that might surprise you:
There is a LOT of work involved in recruiting and hiring talented people. One common mistake many employers make is failing to invest in proper onboarding with newly added team members. Not to be confused with orientation, onboarding is a longer process that ensures you start new employees off right. A strong start to the job plays a large role in their effectiveness, ability to create strong working relationships, and overall longevity with your company. Here are 5 onboarding tips that should be part of your process:
Unless you’re Google, selling candidates on working for your company probably takes a little thought. We find that many companies are great at selling their products and services, but they’re not so great at selling themselves! If you’re in a leadership role and you can’t quickly verbalize at least 3 reasons why your company is great to work for, you’re missing a critical piece of the hiring puzzle. Need some help? Ask yourself these questions to help you uncover areas that make you better, and different from your competitors:
We’re looking for authors with a background in HR and other people in leadership roles who have a history of recruiting, screening, and hiring top talent. Our blogs aim to provide content rich information and simple, practical advice that helps small to medium sized businesses learn the “ins and outs” of hiring. Check out our guest blogging guidelines 
If you’re struggling to get people to apply to your job, there are a few easy steps you can take to improve your rate of return. Job descriptions that get results usually do a great job at inspiring applicants, offering a desirable opportunity, and demonstrating why your company is amazing. You have to make people excited about working for you! When your passion and enthusiasm come through, so do applications. Here are 4 tips to help you jazz up your current job descriptions:
How long has it been since you took a close look at your hiring paperwork? There is a new I-9 out and the latest version is dated 11/14/2016. This date is noted in the bottom left corner of the printable form. I-9’s are not necessarily updated on a consistent basis and many people forget to check to see if they are using the updated form. Beginning on January 22, 2017, you MUST be using the I-9 that was updated on 11/14/2016 to avoid paying a hefty fine (these went up too).
Hiring someone who has been fired is a risk—no question about it. But the truth is, you’re always taking a risk when you hire. Sometimes great people are terminated, but great people are not let go repeatedly. Determining whether a prior termination poses a risk is tricky. The best advice we can offer is to first try to determine what kind of exit your candidate faced. Understanding the situation will help you make a smart determination of what really went wrong and whether or not it will be a potential risk for your company.
Let’s face it—we’ve all made bad hires—and most of us have done this more than once! How do you avoid making the same hiring mistakes repeatedly? The best approach is (no surprise) to set up a solid plan before you start searching—and then stick to it. By following the steps below, you’ll outline exactly what (and who) makes a successful employee at your company and commit to a disciplined process. Give this plan a try and then hire successfully with no regrets: 
In honor of Veterans Day this Friday, there is no better time to mention the admiration we have for our brave men and women in the military. We are grateful for their service and sacrifice, and we acknowledge that their willingness to risk their lives for our country makes them everyday heroes, not just Veterans Day heroes. We’ve worked with many active and retired members of the military and can say firsthand what hardworking, dedicated, and dynamic employees they make. Your next great hire may be easier to find than you might think. Here are 4 reasons why a member of the armed forces will make a fantastic addition to your team:
As the CEO of a company where it’s a tradition to dress up for Halloween, I can tell you this holiday requires detailed communication over what is appropriate. After some seriously eye-rolling moments, I quickly found out that the words "office appropriate" mean different things to each person. If you’re planning to let your team indulge in a little Halloween fun, it’s smart to spell out the rules. And if you're wondering whether I dress up, this photo of my costume last year should dispel any rumors. Here are my 4 guidelines for Halloween costumes in the workplace:
Ever wonder what the big differences are between the major job boards? Our last blog, “
