Helping you make better hires, faster.

The job market in the US is still recovering from the pandemic. After hitting a record-high unemployment rate of 15% in 2020, the market is heading back towards the pre-pandemic level of 3%. As of March, 2021, unemployment was at 6%, still double what it was pre-pandemic. Why these statistics are important to you right now is that if you're a company hiring, and remember how hard it was to fill a job with the right person before the pandemic hit, you would think that it's a company's market right now, but it's actually the opposite. Most of the 6% are less qualified candidates for the jobs you are most likely trying to fill. When the pandemic hit, everyone cinched their belts and stayed exactly where they were. According to LinkedIn, 70% of the workforce is gainfully employed and not actively job seeking, yet 87% are open to better opportunities. And as you see the number of applications for your positions swell, most likely it will be with people who aren't the right fit for your jobs. And that's where looking at retooling your job descriptions comes into play...

Statistics about how the workforce has been utilizing mobile apps during everyone's time away from the office last year is finally rolling out, and it's fairly staggering how many people search for jobs on their phone. Are your mobile applications optimized? Read on to find out more...

We recently published a 12 week, best practices series of articles here on the site based around a real conversation I had with a friend who has been in HR for over 20+ years. This week, we thought it would be useful to take that information and turn it into an ultimate best practices ebook.

We are all still in the midst of a pandemic, and we've already seen employer branding shift to address that; employers are being more communicative about future plans (remote work, office time, safety precautions for those with offices). However, with many office times being reduced or phased out completely, it is expected that recruiting leaders will focus on employer branding in a new, radically different way...

It’s the million- dollar question: if employees are quitting instead of returning to the office, is it time to just give it up altogether?

One of the questions that was sent to me after our recent best practices series formed from a discussion with one of my friends was this: "You mentioned a Hiring Automation Platform verus an ATS (Applicant Tracking System. What's the difference?" --Rosanna C. Read on, and we'll break it down by the numbers...

Well, the jury’s in - remote working works. Hybrid and distributed teams are happier, more engaged, more loyal, more able to cope with sudden dramatic change, more attractive to top talent, and just as productive.

Even with so many people on the market right now, it's difficult to find the right person. Even moreso for highly specialized or cross-specialized individuals. Because of a gap in skills, 87% of employers are currently having difficulty filling positions. How can your company get the people you need and stay ahead of the competition?

Let's face it, the process of recruiting and hiring hasn't really changed since the end of World War II. Yes, the pandemic pushed *some* companies forwards towards digitalization of their processes, but even so, the process itself still hasn't changed much. How can you evolve your own internal processes to create a predictable, successful hiring process you can replicate between your different departments? Read on!

Last week, we discussed performing a hiring post mortem and following up with candidates and hiring managers here, so it was at this point that my friend looked at her watch and realized we had been talking for over two hours! "I wish there was a place where all of this information you've been telling me was collected," she said. I nodded. "That's not a bad idea, maybe I can do just that."