The first few days of being hired can be nerve-wracking for any new hire. They are in a new environment, they don’t know anyone and they have no idea what they are supposed to do. The new hire wants to make a good impression but they are looking for guidance to know what to do. It is the manager's job to help the new hire feel comfortable and help guide them into this new job.

You have worked hard at looking at applications, interviewing several people and figuring out who to hire. When you finally find the right person for the job, you get excited about offering them the job. Then the worst scenario happens: the candidate declines the job offer. What are you supposed to do now?

Once a job description has been posted, hundreds of candidates start sending in their applications. Some applications will be very impressive and some will not. You perhaps only have one or a few openings so what do you do with all the other impressive applications? The best thing you can do is to archive the candidate.

When hiring employees, there are a few things you should keep in mind before and after you begin onboarding them. To help you out, here are some of the common processes and forms you should be aware of

As a pro HR recruiter, you want to use your negotiation skills to attract and motivate the best talent to work for your company. HR managers can use negotiation skills from negotiation seminars to sell top candidates on the benefits of working for their company. By using these shared skills and experience, recruiters can secure top talent without having to offer a big salary premium.

There are many sources employers can use to find the best talent. One popular method is to post on job boards. Companies can post their open positions and accept applicants right away.

During hiring, you don’t want to rush things. Finding the right candidate often takes a lot of time. Research shows that the typical hiring process takes about 24 days on average to hire in the USA with some places in the world taking up to 40 days to find and hire the right candidate.

The value and importance of the hiring manager are oftentimes overlooked. Whether they are coordinating with the recruiting team or internal department heads they are the first point of interaction with candidates

We surveyed 10 hiring executives to find out what stands out most to them when reviewing candidate applications.

Finding a reliable workforce that also generates fruitful results for your company is always a challenging task. As an HR manager, recruiter, or founder who’s looking for fresh professional employees, considering the millennial generation is a risky yet potentially highly rewarding approach.

Have you ever noticed how articles on this topic will always mention companies that nobody really knows about? Do you know why such obscure or useless companies are quoted in these types of articles? It is because writers have to scratch around for quotes and interviews, and big-and-successful companies are in no rush to give away their hiring secrets!

As any seasoned business can tell you, a tremendous amount of time and effort are required to get a startup off the ground. In working to ensure the success of your business, you’ll need a trustworthy, highly competent staff by your side.

With the speed of technological change taking place nowadays, businesses are increasingly turning an eye towards new digital tactics and tools that will bring incomparable benefits and often, reduce costs. In order to stay competitive, an active presence and adequate use of the digital world is essential to any business.

As great as any product, service, or business plan looks like from the outside, no business could grow and flourish without great talent on the inside. What this means for you, as a company leader or person who’s involved in getting the right talent into your organization, is that attracting and retaining great people on your team ought to be a constant top priority.

Traditional interviews no longer satisfy the needs of modern hiring managers. Innovative interviewing methods help find the best talent, saving time and effort.

What do you think your employees want from your company? One of the most serious mistakes that hiring managers make when interviewing applicants is assuming that they are there for the money and career opportunities.

It’s a competitive world and finding the right fit for your open role is a challenging task, especially when the position demands a specific skillset. Even though if you manage to attract ideal candidates, you may fail to keep them interested all through the job interview process.

There is a popular theory that suggests that humans are connected by only 6 degrees of separation. Think of five people you know, and according to the theory, you’re connected to a Kochi herder in Afghanistan or the Queen of England. The theory traces back to a short story called “Chains” written in 1929, in which one character challenges others to find a single person they’re not connected to via five intermediaries.

Attracting the best talent can be challenging. Talented professionals have well-rooted values and as a result, have high expectations. Just like them, you also want the best for your company. You’ve worked hard to find the top talent you already have, as well as creating a great, positive culture.

After college education, students are initiated to the actual world of seeking employment. They also look for independence, freedom, and individual growth making finding a perfect fit for their job one of their major priorities. Various surveys have been conducted to reveal the factors that affect decision making in taking a position in an organization.

The process of job hunting requires a lot of creativity. It is not about the proactive use of social media. It is about standing out in a competitive job market. As such, job seekers need to employ some self-presentation tactics to land on their dream job. Self-presentation is a way of exhibiting confidence and authenticity at the right time. This is not a one-time thing but a habit that must be practiced.

Every stage of the hiring process presents a challenge to recruiters. Many hiring managers find that the most important one is when they make the offer to the candidate. Hunting for talented candidates is a struggle, and you can be sure that they are interviewing with multiple companies and receiving more than one offer.

According to the Freelancing in America 2017 survey provided by Upwork, 57.3 million people in the USA are doing freelance work. The study predicts that the majority of the workforce will consist of freelancers by 2027. Currently, 47% of Millennial workers are doing freelance work.

Gone are the days of resumes and cover letters. Nowadays recruiters are turning to Social Media like LinkedIn, Facebook, Twitter, and other similar platforms. Social recruiting is becoming so increasingly popular that it's now one of the norms for recruiters to find candidates. Recruiters are using these platforms to advertise jobs, source candidates, and screen applicant backgrounds.

The sales rep recruiting process is essential for a strong future sales and marketing team. The two important aspects of this process are closely linked. On one hand, you have the candidate skills to fulfill the given role and on the other, the experience and ability of the recruiter.