Category Archive for : ‘Hiring Candidates’

Look upon a professional executive search as an investment in improving the quality of your managerial and technical horsepower

From the Archives:

Written by James H. Kennedy

The next time you have an important managerial or technical slot to fill in your company, consider putting an executive search firm to work for you. “I can’t afford it,” you might say. An executive search may certainly seem to be expensive (at a fee of 30% of the first year’s compensation plus out-of-pocket incidental expenses, this works out to around $25,000 for a $75,000

Hey Ho happy Wednesday! At this point, we are almost halfway through February and our personal New Years Resolutions are in full swing. That being said, we’ve been focusing on how to improve our onboarding processes, improving leadership strategies, and how to improve ourselves amongst our coworkers. We hope you enjoy the selections we’ve chosen for you this week.

This Wednesday we thought we would start things off with a brief video. In this video, Amy Simmons the co-founder of Amy’s Ice Creams discusses her trick for hiring new employees. While

From the Archives:

Written by: Donna Gaines

When employees quit, the main reason is that they were not well matched to their jobs in the first place.” Caliper, a Princeton-based human resource firm, reached that conclusion after surveying 180 companies’ exit interviews. Contrary to some views, employees do not jump ship because of money (only 26 percent mentioned wages) or workplace conflict (11 percent). Rather, the reason most give (40 percent) is a combination of limited challenge, poor advancement potential, and insufficient recognition.

Confirming this, a recent Wall

A “matchmaking” expert describes the advantages of working with an executive search firm and gives pointers on choosing the right one.

Photo credit: Alan Cleaver (Flickr)

Performance reviews are great, but what about a stay interview? Did you know that you can help employee retention by conducting a stay interview?

Performance reviews are great for the most part. They’re great to let you know where you currently stand. But also serve as praise and inspiration for development. The only problem is that they tend to only focus on the employee since it’s all about their performance. So what about the company’s performance?

Sure, I guess technically a company’s performance is seen by its

A little while back, I wrote a post about how to attract top talent. Well, after reading an article on ere.net, I have found that I am not the only one who is thinking of ways to be innovative ways to attract (and keep) employees.

The article is a couple of years old, but I found it incredibly interesting and I think many of the ideas can still be used today.

Anyway, according to the article, companies are incorporating a lot of things into the workplace that are helping to attract great talent.

Photo credit: Bs0u10e0(Flickr)

Even though I’m well aware you have to take statistics with a grain of salt, I find them incredibly fascinating. I find them especially so when they blast stereotypes and give us insight to things we didn’t actually know before. So when I was reading an article over on Recruiter Box about who’s applying for jobs and the working generations I found myself having increibly intrigued. And I maybe had a few “wow I never knew that” moments.

Let’s take a look at some of the most interesting (in

Photo credit: Esther Vargas (Flickr)

As a former researcher, I can remember a time when there wasn’t a LinkedIn and, also, a time when LinkedIn wasn’t as popular as it is now. I can also remember sitting at a Researcher’s Roundtable a few years ago during the time when people in the recruitment industry really started to use LinkedIn. Most had mixed feelings about it. Some people loved it, others weren’t sure, and others had never really used it. But what I found remarkable is that nearly everyone thought that,

Photo Credit: Flazingo Photos (Flickr)

What may seem like an unlikely time to get a job, the holiday season can actually be the best time.  There are a number of factors in which a candidate can utilize that time to go on interviews, network with other job seekers, and so on. Here’s how to use the holidays to help your job search (rather than letting them hinder it).

1. Less Competition. Many individuals drop out of the job market during the holiday season which means less competition in their area of expertise. 

Employee turnover is a problem for most employers today.  Keeping employees happy is always can be a big challenge.  So, employers are starting to find ways to keep their employees around for the long haul.  Here are five things you can do to keep your employees from leaving.

1. Incentives.

Giving employees incentives is a great way to ensure happy employees.  Whether it is through stock options, bonuses, raises etc., those are incentives that will keep the employees happy enough to stay at their current jobs for years to come.  Incentives are