A company is only as good as its employees.
One survey found that the third leading cause of failure by startups studied was that they hadn’t built the right team from the beginning.
Tech leaders need to start harnessing, yes, tech, to hire.
People all over the globe use Google to find everything. Now they can find employees, too.
Ruling out a huge portion of the talent pool in favor of an arbitrary hiring requirement is not the smartest move.
Salaries are increasing, which means every hire is more important than ever.
Trade “always be closing” for “always be interviewing.”
You want to do more than one interview before you hire the person who will film your every waking moment.
Implement these four practices to support your manager in the very important function of finding you the best talent.
Have you ever considered that by considering “ex-cons,” you increase your diversity pool?
Focus on your goals for instead of subjective personality traits.
You’re finally letting someone else infiltrate the walls of your company, and you’ll have to assume the role of that person’s boss. Don’t panic.
Are you measuring the quality of your hires and onboarding process? Maybe you should start.
Underestimating the importance of how these employees are hired can mean trouble down the road.
Solving the unsolvable problem in human resources.
Saying to ourselves “It’s just temporary” or “He’ll grow into the job” simply won’t cut it.
There’s a ‘Plan B.’
Tools like Comparably’s new Career Matching platform are changing the focus.