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

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!

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.

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.

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.

Having the ability to use video interviews for recruiting means eliminating geographic challenges, increasing your candidate pool and fostering greater interaction between the candidate and recruiter.

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.

In an incredibly competitive market, finding and attracting talent in niche industries presents tough challenges. When talent appears absent, how do you go about finding the right fit? On the rare occasion that you find the right candidate, they might accept an offer elsewhere.

Drastic changes in various industries signal a need for rapid adjustments for both companies and candidates, who must both keep up with the necessary skill requirements. For employers and hiring managers, locating candidates with suitable backgrounds grows ever challenging

Since I've been in recruitment (which has been the majority of my HR career), We've written job ads to cast the widest net possible in order to attract the right candidate. This is because we want to attract a LOT of candidates so we can find the proverbial "needle in the haystack."

Hiring a new employee is never an easy feat, there are so many different things to do during the hiring process. On top of that, picking the right candidate out of a large talent pool can be daunting. Being a recruiter/hiring manager is one of the hardest jobs out there.

There are thousands of posts and books about how to write a job description -- I know because I've looked at a lot of them! Looking for the key, the magic trick to make your job descriptions understandable, complete, concise yet not 100 pages long can be difficult.

In a startup or small-scale business, you may often find yourself specializing in a narrow product range that appeals only to a specific market. Whether this situation happens by chance or careful planning, you will eventually need an extra hand in completing various tasks.

SMS technology is a great resource for your HR department. It is easy to remind employees about open enrollment periods, and keep track of new employee onboarding.

The days of a “sink or swim” introduction into a company are (thankfully) beginning to dwindle. Why? The approach simply isn’t successful. In fact, the impact of the first few months of employment is quantifiable and can be optimized with the right employee onboarding.

Diversity and inclusion is now more than ever the most important objective for employers. Diverse hiring and retention methods lead to the ability to seek top talent, greater business ideas, and investments, a deeper richness, and connection with the community, and it builds capacity for long-term success.