October 12 2016
The battle over top talent requires a little skill and finesse in order to emerge victorious. How and where to post your job is the first step in attracting great candidates. Making the wrong choice is a pretty costly mistake because you will have invested a substantial amount of time and money. One of the most common questions we’re asked by perfect strangers via our online chat function is:
“Where is the best place to post a job?” Our answer is almost always the same:
September 21 2016
How often should you have a touchpoint with a candidate? Every few days? Once a week? If you guessed every few days, you’re right. We recommend checking in with candidates every 2-3 days. The main reason people back out of an opportunity is because they don’t feel connected to it. “It” is a broad term that encompasses a lot of things: the work your company is doing, YOU as the hiring manager, and the culture you’re promoting. It’s important that you recognize the value of connecting with people you’re interested in hiring, and that you strive to nurture and engage them from beginning to end. Letting too much time lapse means your candidates will begin to stray. Here are 3 ways to keep candidates engaged during your hiring process:
August 11 2016
How long has it been since you evaluated the way your company hires new employees? You know it’s one of your most important responsibilities, but it can be overwhelming. Since we get so many questions about hiring, we thought we’d share a hiring checklist for growing companies. We hope you find it helpful and encourage you to use it to ensure that your company shines in this critically important area.
July 19 2016
Many of our best clients are blissfully unaware of the fact that the expansion of the overtime pay rules DO, in fact, APPLY to their companies. All businesses in the U.S. are subject to these new rules (part of the Fair Labor Standards Act or FLSA) if they have at least 2 employees AND at least one of the following is true: (1) the business generates $500k of annual revenue (aka "money in") OR (2) operates as part of a Hospital, School, or Government Entity. If that test doesn't apply, you're required to look at whether you have employees whose work regularly involves interstate commerce. If so, you are subject to the rule. So, nearly every business is impacted. Now let's look at what you must do to
comply by December 1, 2016...
July 15 2016
Job Seekers are often just left hanging because employers don't want to say the words, "We didn't choose you." Rejecting people isn’t easy and being the bearer of bad news on a regular basis is a bit of an art form. Why should you take the time to reject a candidate? The short answer is because it’s the right thing to do. The long answer is because career (and company) success is about having a great reputation and building smart relationships. This means thinking of everyone you meet as someone who will shape your reputation for future opportunities—whether it’s as a potential employee, client, financial backer, or part of your overall network.
You can do this by using one of these 3 simple approaches:
May 10 2016
Terminating an employee's relationship with your company can be heart-wrenching. One way to make it easier is to engage job-search support to help her get back on her feet. Often referred to as Outplacement, job-search support can come in many different forms and price points. In an age where technology and online tools are commonplace, what services are valuable and which ones yield the best results? The answer won't surprise you—it's people. Real people with specific, customized advice are by far the most effective resource in an outplacement service. If you're thinking about letting an employee go, here's what you need to know about investing in outplacement services:
April 14 2016
Hiring is like dating. An amazing first date leaves you with a sense of excitement that quickly transitions into anticipation over what will happen next. Hiring works exactly the same way. If you’ve just finished an amazing first interview with a candidate, you can’t wait long before you follow-up. We call it “keeping them warm.” Letting too much time lapse makes your candidate doubt your interest and intentions. He’ll start thinking you’re just not that into him and he’ll begin to look for other opportunities.
Here are 5 easy ways to show your commitment to your candidates as you move through the hiring process:
March 31 2016
You’ve spent weeks courting this candidate and you were afraid that when she resigned, her current employer would make her a great offer to stay. Should you give up gracefully or fight? And what should you do with the seething anger that is bubbling up when she calls with the news? As with so many things in life, one size does not fit all and ultimatums or strict rules don’t serve anyone well in managing a counter offer. However, there are some great ways to improve your odds of successfully landing the new hire you really want.
March 18 2016
You’re desperate to fill a management role and you want to hire someone with strong communication skills. But what does that mean? Before you screen candidates, you need to get a handle on exactly what you’re looking for. In our experience, EVERYONE believes he or she is a great communicator, so outlining the tangible traits that are important will help you identify the person you need. Simply using the phrase “communication” as a code word for vague skills or personality traits isn’t enough.
Here are 6 qualities to look for in a strong communicator:
March 04 2016
We know. You meant to call that candidate, but there were so many fires to put out that you didn't get to it. They'll understand, right? WRONG! We may get a little preachy about this topic, so please forgive us, but we regularly see clients with an URGENT need to hire lose great candidates because they waited a few days to call. There's always a reason: "I had to go out of town" or "I had a client emergency." We get it, but the reality is:
Time Kills All Deals. Here are 3 reasons why you shouldn't wait to call that candidate:
The battle over top talent requires a little skill and finesse in order to emerge victorious. How and where to post your job is the first step in attracting great candidates. Making the wrong choice is a pretty costly mistake because you will have invested a substantial amount of time and money. One of the most common questions we’re asked by perfect strangers via our online chat function is: “Where is the best place to post a job?” Our answer is almost always the same:
How long has it been since you evaluated the way your company hires new employees? You know it’s one of your most important responsibilities, but it can be overwhelming. Since we get so many questions about hiring, we thought we’d share a hiring checklist for growing companies. We hope you find it helpful and encourage you to use it to ensure that your company shines in this critically important area.
Many of our best clients are blissfully unaware of the fact that the expansion of the overtime pay rules DO, in fact, APPLY to their companies. All businesses in the U.S. are subject to these new rules (part of the Fair Labor Standards Act or FLSA) if they have at least 2 employees AND at least one of the following is true: (1) the business generates $500k of annual revenue (aka "money in") OR (2) operates as part of a Hospital, School, or Government Entity. If that test doesn't apply, you're required to look at whether you have employees whose work regularly involves interstate commerce. If so, you are subject to the rule. So, nearly every business is impacted. Now let's look at what you must do to comply by December 1, 2016...
Job Seekers are often just left hanging because employers don't want to say the words, "We didn't choose you." Rejecting people isn’t easy and being the bearer of bad news on a regular basis is a bit of an art form. Why should you take the time to reject a candidate? The short answer is because it’s the right thing to do. The long answer is because career (and company) success is about having a great reputation and building smart relationships. This means thinking of everyone you meet as someone who will shape your reputation for future opportunities—whether it’s as a potential employee, client, financial backer, or part of your overall network. You can do this by using one of these 3 simple approaches:
Terminating an employee's relationship with your company can be heart-wrenching. One way to make it easier is to engage job-search support to help her get back on her feet. Often referred to as Outplacement, job-search support can come in many different forms and price points. In an age where technology and online tools are commonplace, what services are valuable and which ones yield the best results? The answer won't surprise you—it's people. Real people with specific, customized advice are by far the most effective resource in an outplacement service. If you're thinking about letting an employee go, here's what you need to know about investing in outplacement services:
Hiring is like dating. An amazing first date leaves you with a sense of excitement that quickly transitions into anticipation over what will happen next. Hiring works exactly the same way. If you’ve just finished an amazing first interview with a candidate, you can’t wait long before you follow-up. We call it “keeping them warm.” Letting too much time lapse makes your candidate doubt your interest and intentions. He’ll start thinking you’re just not that into him and he’ll begin to look for other opportunities. Here are 5 easy ways to show your commitment to your candidates as you move through the hiring process: 
You’ve spent weeks courting this candidate and you were afraid that when she resigned, her current employer would make her a great offer to stay. Should you give up gracefully or fight? And what should you do with the seething anger that is bubbling up when she calls with the news? As with so many things in life, one size does not fit all and ultimatums or strict rules don’t serve anyone well in managing a counter offer. However, there are some great ways to improve your odds of successfully landing the new hire you really want.
You’re desperate to fill a management role and you want to hire someone with strong communication skills. But what does that mean? Before you screen candidates, you need to get a handle on exactly what you’re looking for. In our experience, EVERYONE believes he or she is a great communicator, so outlining the tangible traits that are important will help you identify the person you need. Simply using the phrase “communication” as a code word for vague skills or personality traits isn’t enough. Here are 6 qualities to look for in a strong communicator: 
We know. You meant to call that candidate, but there were so many fires to put out that you didn't get to it. They'll understand, right? WRONG! We may get a little preachy about this topic, so please forgive us, but we regularly see clients with an URGENT need to hire lose great candidates because they waited a few days to call. There's always a reason: "I had to go out of town" or "I had a client emergency." We get it, but the reality is: Time Kills All Deals. Here are 3 reasons why you shouldn't wait to call that candidate:
