Theoretically, your candidate’s first impression of your company comes from you. In that initial call or email, your tone, knowledge and the way you present your client/company makes an imprint So, what is it that you want to say? Every company has its own tone and culture. As recruiters and

Employer branding is one of the most powerful recruiting and retention tools a company has, but if yours is underdeveloped or unsuccessful, it can actually be more of a curse than a blessing. We’ve seen time and time again that all the elements that make up an employer brand - online presence,

Managing your company’s employer brand is no small feat. It’s a constant, always-on responsibility, but there’s a reason you choose to invest in it. All over the world, companies dedicate time and resources to promoting and managing their EB because it truly does pay off. We see that evidenced by

One of my clients is in hyper-growth mode. Super hyper-growth mode. 10 million competing priorities, fires everywhere, and hiring just as fast. And sometimes candidate experience suffers. For example, we had an open role for an Executive Assistant for the heads of the company. A position that would

Anyone who has ever worked to carve out a space for candidates online has probably heard the term “content is king.” But what’s not said as often is that not just any content will do. It’s a case of quality over quantity, and when it comes to quality, it’s interesting stories and articles that will

There are so many factors of recruiting and hiring that companies could focus on when they want to improve their processes, save money or increase their bottom line - from how they source talent to offer acceptance, and everything in between. However, here’s an often-overlooked part of the hiring

Candidate experience has become a major focus for companies large and small as they work to shape their employer brand and garner a reputation for being a desirable place to work. In fact, I regularly talk about candidate experience being a keystone habit for recruiting teams. It’s the one metric

Bringing in outside recruiting services has long been used as a way to supplement, or sometimes completely fill, the need for recruiters in an organization. In the same way that other areas of the business might hire temporary help, outside recruiting services can be the perfect solution for

When I was working for a large Silicon Valley software company, our VP of Product Marketing showed me an Inmail that he had received from one of our internal recruiters saying that he was a “perfect fit” for a role on our QA team. He thought it was hilarious, but told me to tell my colleague that