• A Deep Dive Into Meaningful Work

How to Keep Your Best Employees Happy

As the CEO of a recruiting company, I’ll be the first to admit to being guilty of this trap. 

When you’re responsible for the growth of your team, it’s easy to become overly concerned with what’s new: new roles you’re planning for, new candidates that are waiting to be reviewed, or new hires you’ve made that you need to onboard and support.

Of course, these things are all critically important – but once in a while, we need to stop and remember why we’re able to even think about new hires in the first place: our core team members who are keeping the rest of the organization afloat. 

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Why Creating a Great Candidate Experience Matters

 

Let’s face it – looking for a job is almost universally a lousy experience. 

As an active job seeker, the process is a nightmare: you spend countless hours searching for the right opportunity, put in lots of work to represent yourself in the best ways you know how (getting introductions, writing cover letters, customizing your resume, writing essays, etc.), wait week after week for a response, and don’t even hear back from most opportunities… let alone get useful feedback on what you could do to improve.

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5 Reasons Your Job Description is Losing Top Candidates

 

If you’ve never been formally trained as both a hiring manager and a professional copywriter, chances are that the job descriptions (JDs) you write are losing your very best candidates before they’ve even had a chance to understand the opportunity.

Here are five of the most common mistakes we see while helping hiring managers at high-impact companies to fine-tune their JDs.

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How to Make Time for Recruiting

 

Why This Matters: Hiring great people is one of the most important long-term investments you can make to ensure your organization’s success. But the problem is, recruiting new talent never seems quite as urgent as the fires you’re putting out right now. If you feel like you’ve been falling behind on your hiring plans, here’s a simple remedy to prioritize recruiting.

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