Daily huddles are a power tool that can greatly improve your team’s communication, level of engagement and comradery. All it takes is a few minutes at the beginning of each day
Your resume is what will get you a call back for an interview, but the job interview itself is your time to shine and show that you are the right person for the job. This also means you need to be prepared to answer a plethora of questions about your experience, skills, and potential employer. And you never know which questions they are going to ask until you sit down for the interview
We work with some seriously awesome clients. Unfortunately, every so often (despite our best advice), we see some of them lose out on stellar talent due all-too-common hiring blunders. As recruiters we hate to see great companies come this-close to a tremendous hire and miss out. Here are the 4 WORST hiring mistakes a company can make, from the least to most egregious.
Every company has its share of characters. Employees have many different personality types, and each person you add to your team can have a direct impact on organizational culture, morale and performance.
Recruiting is one of the most invaluable functions in your organization, and we’re not just saying this because we’re recruiters. It’s true. As they say, a company is only as good as its employees, and if you want to find the top talent in your industry, investing in recruiting is a great place to start.
Social media has become an essential recruiting tool, and LinkedIn is leading the way. 94% of recruiters use LinkedIn to find potential candidates and seek out recruiting opportunities, and about three quarters of recruiters plan to invest more into social recruiting in the coming years.
Did you know recruiters spend an average of 6 seconds on a resume? That’s not very much time to get a recruiter’s attention and leave a lasting impression, let alone get them to select your resume from the pile of hundreds of other applications.
Non-compete clauses are a common part of many employment contracts. They are in place to protect a company’s best interests and ensure trade secrets and confidential information don’t make their way to competitors when an employee departs. But are they really necessary anymore? Are they fair?
Hiring a marketing professional doesn’t mean that you have found the right person to fill the void in your organization. Onboarding will tell you whether or not you have hired the right marketing candidate.
