Questions like, “Was it worth the money to travel there to recruit?” or “Is our money being spent here worth the number and quality of leads we’re getting from it?” need to be answered.

While you won’t want to reconsider all the candidates that were rejected in the past, there are some situations where it’s definitely worth it.

In order to get top talent interested in their open positions, manufacturers need to upgrade their image – or what we in the talent acquisition biz call “employer brand.”

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.