Why should you evaluate candidates before hiring? Well, you wouldn’t spend money buying a car before trying it out, right? Since some job positions are highly dependent on their technical skills and abilities, it's best to make sure they can do the work required of them before making the final hiring decision.

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.

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.

Many companies big and small are moving towards using applicant tracking systems or ATS, in an effort to make the hiring process less tedious. If employers relied on HR managers alone to do the vetting process, the hours would be endless.

“Diversity in the Workplace” has become an often-heard phrase commonly passed around in companies across all industries. There are many reasons why a diverse company is arguably stronger than its less diverse counterpart.

The costs of a bad hire go far beyond finances. Considering attitude when hiring someone will ensure that you make the right recruiting decisions!

Oftentimes when you hear the word intern, it's usually followed by or near "free labor" or "assistant". Too often an internship which can be beneficial to both the employer but can end in a lack of satisfaction for both parties. So, to hire interns? or not to hire interns? That is the question we'll be exploring.

How much does a new hire cost you? There’s a lot of information out there on this topic, and lots of studies and estimates trying to answer this question

Hiring can be hard, even if it’s done well. As a recruiter, you know how long and complicated the process can be. If you’re looking to optimize your hiring efforts, you’ve probably looked into things like automation and unconventional methods to fetch great candidates. But have you ever asked yourself if you may be part of the problem?

Interviews, when conducted properly, can really help determine many different aspects of someone’s personality.

In the corporate realm today, companies that integrate an Applicant Tracking System (ATS) into their recruitment process tend to attract and hire the best candidates. It’s an innovative hiring strategy that helps organizations easily achieve their recruitment objectives since you can digitalize and centralize applicants’ information in one place and scrutinize their behavior to identify the best candidates.

Placing an advertisement for a job is followed by a deluge of applications. Usually, they fit into one of two categories: older, yet experienced or young and inexperienced. Which of the two is more important?

What does the future of recruiting look like? If technology use today is already foundational to daily operations and job performance, then relying on digital tools and smart software will become an essential asset for any business or HR team looking toward success down the line.

With all the new technologies and evaluation methods, and everyone getting involved with hiring, things can get a bit complicated. To help you out, we’ve simplified the hiring process into 5 specific roles and responsibilities that will help you improve the hiring process and hire more effectively.

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!