There are a number of factors to consider when evaluating the right potential recruiting partner.

We’ve previously discussed the true cost of a bad hire, but let’s dive in to how you can avoid hiring candidates that are the wrong fit in the first place.

"Bad fit" employees can cost your company thousands. When you need everyone to contribute and positively impact your bottom line, hiring bad fits can disrupt your finances and your producing employees. This reality means bad hires need to be weeded out of your company, which can be an expensive process.

A resume and a candidate’s experience should be viewed in the whole context of who they are and how they’ve evolved over time, but these are some general red flags that may warrant a closer look and extra questioning.

Whether your company wants to save some money or attract a passive candidate, social media should be one of your strongest strategies.

Putting some thought into the experience your candidates have will maximize the impression you make to top candidates. Take a look at these steps of your process to see if there is room for improvements.

 RPO (Recruitment Process Outsourcing) is a service where an outside firm manages all or part of the recruitment function. They can handle the entire search, or only parts of the recruiting function like sourcing and screening. 

Not every gen-z-er is the same, but we can make some generalizations that might help you snag some of these tech-savvy, socially conscious young’uns.

In this article, we lay out the top 3 ways an executive search differs from traditional recruiting, and our 3 steps for executing a successful search.