The Gatekeepers Part II: Why a Positive Recruiting Philosophy Matters

Welcome to the second blog in my series, The Gatekeepers: Why a positive Recruiting Philosophy Matters. In this blog, I’ll focus on an essential piece of The Gatekeeper approach: the candidate. If you missed my first blog, take a peek here before reading this one. Changing jobs is an

Whole-Person Hiring: What’s Next in Talent Acquisition

As a lead consultant for Proactive Talent, I help companies maximize their hiring solutions in a process we call Recruitment Optimization. While AI and machine learning will help our industry in incredible ways, I believe that the future of recruiting must include “whole-person hiring.” When

The Gatekeepers: Why a Positive Recruiting Philosophy Matters

In a world where candidates have more power in the hiring process than ever before, companies need to hire differently than just a few years ago. From my personal experience in the recruiting industry, I've found that taking a positive approach to recruiting makes a difference.

5 Key Metrics to Track for Social Recruiting Success [Updated with More Metrics]

If you’re recruiting in 2017, there’s no doubt that social media is part of your plan. There’s really no way around it, whether you are actively sourcing and recruiting through unique social networks, or simply using an auto-share option to post job openings to more common social sites. Either




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