Recruitment Agencies & the Common Complaints

We have over 100 years of combined recruiting experience at our office. Over the years we have also heard just about every complaint and frustration businesses have had with recruitment agencies. As much as these viewpoints make us cringe, we also know they come as a result of poor experiences. The adage that it only takes a couple of bad situations to ruin things for

10 Reasons to Outsource Talent Recruitment

It’s not a new question nor is it infrequently asked. Whether you should outsource a business service or not is a strategic decision for business owners and managers. Yet, determining if you should outsource talent recruitment remains largely subjective and often debated within organizations of all sizes.

On one side, organizations point out that their Human Resource and

Why the Time to Hire May Always be Now

Dynamic and thriving businesses develop strategic long-range plans that include specific steps for employment needs and expansion. This means implementing active and ongoing initiatives to continually source, recruit, and hire top talent. For any business that wants to grow, be competitive, maintain or increase its hiring momentum, be proactive, and stay ahead of the

Virtual Hiring: It's Here to Stay

Despite the changes in hiring practices and procedures over the past two years, virtual hiring isn’t new to the hiring process. Hiring managers and human resource professionals have been taking advantage of these methods for quite some time. Phone screen interviews are one example that has been used for many years.

However, managing the entire hiring process remotely can

A Guide to the Recruitment Process

Most people underestimate the complexity and level of involvement of the business and process of recruiting until they experience it themselves. How hard can it be to help a company find talented people in a well-defined industry? What’s the challenge in talking to someone about advancing their career?

We are partially grateful for this perception. It means we are

Why Structured Interview Methods Get Better Results

The intent of an employment interview is to evaluate if a candidate can perform at a high level in the position they are being considered for. And the goal is to do it as efficiently as possible within a certain time frame while simultaneously avoiding any pitfalls in the process. These parameters perfectly frame why structured interview methods are ideally designed to get

Hiring Process: Why a Structured Approach Matters

What is the hiring process at your company? Maybe we should back up and first ask if your organization has a hiring process. And if so, is it followed?

If you have ever worked on a project (either alone or in a team) that did not have a defined process in place, most likely something at some point did not go smoothly. And it’s exactly because of mishaps like this, that

How to Set & Maintain an Accurate Candidate Search

The two most common reasons organizations cite for using a recruitment firm are time and level of difficulty. And a poorly structured candidate search can dramatically increase both. A successful hiring process is dependent not just on creating accurate search criteria but also on taking steps to actively adjust the search to find candidates that qualify as your perfect

What a Bad Hiring Decision Could Cost You

Whether you have lived it, watched it, or just heard about it, no final decision maker wants to be the one who made a bad hiring decision. They cost you a bit of your pride and ego, and generally more time than you really want to admit. But more than that, hiring mistakes also have a dollar figure attached to them that are significantly greater than you even realize.

Hiring for Core Capabilities vs Technical Competencies

The process of hiring is more than posting your opportunity, reviewing resumes, and interviewing candidates. There are countless factors at play. Among these is a critical, almost strategic, decision on how to evaluate candidates. This forces the question of whether you should focus on candidates’ core capabilities or their technical competencies.

If you haven’t given