Helping you make better hires, faster.

What are the best screening questions you should be asking everyday when hiring?

Last week, we discussed tackling the number one concern in recruiting and hiring  here, so this week we are taking a deeper dive with screening questions.  Which ones should you be asking everyday?  Which ones should you avoid?
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Discover how to solve the number one biggest problem in recruiting

Last week, we discussed marketing your jobs here, so this week we come to the biggest challenge for you, your recruiters and your hiring partners:  candidate quality and sifting through the sheer number of applicants.   According to SHRM, many companies do not have advanced ways to deal with the number of applicants that will be applying as the global pandemic wanes, which could lead to recruiters taking shortcuts that could not only exclude portions of the talent pool and potentially perpetuate bias, but most importantly could lead to the *right* person not even getting a chance at the job.
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Don't risk your company's reputation; discover the best places to market your open jobs and exceed your diversity goals.

You’ve profiled the job you are wanting to fill as per our last best practices discussion here, so now what?  The answer is marketing the job.  This is where a lot of companies stumble.  According to SHRM, hiring a diverse workforce is the number three item of importance AND concern by most recruiting leaders in most companies (behind #1 sifting through too many candidates, which we will discuss next week and #2 making onsite work environments safe).  Many companies say they want to hire diverse candidates, but push/market their jobs to places that only cater to certain demographics.  We work with and have performed a comprehensive study of most partner platforms out there, so you and your team can be informed where you should post and promote your jobs to meet your diversity goals.  You can find that study here – Reach for Diversity in Your Hiring. 
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Profiling of jobs is the most important consideration for your internal or external recruiting

There are a multitude of reasons why your organization may need external recruiting capacity – the question is with so many options out there from contingency to retained/executive search to agencies to marketplaces, what is the most important criteria should you base your selection on?  Most people would think it might be cost - but top headhunters charge up to 30%.  How do you know what’s the right price?
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Are you needing help with hiring, but tired of the difficulty in finding quality partners?

Searching online, you'll find that the hiring space is extremely oversaturated with tools of the month, agencies and vendors who claim to be the best, but how do you know which one is a quality partner?
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Ok, this is nuts... HireMojo CEO going for another 24-hour erg world record with Marin Rowing to fight climate change

Ok, this is nuts... I'm going for another 24-hour erg record. This time, it's with a group all 50 years old and older from Marin Rowing Association. Your support would be GREATLY appreciated. You are also welcome to join us if you are 50+ and get your name added to the world record, assuming we beat it. https://www.crowdrise.com/o/en/campaign/marin-rowing-masters-ergathon Stop by - please! Say goodby to my knees...
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How Automation enhances your company's human capital - and enrich it!

Hey everyone, John Younger will be hosting a panel with other top HR leaders.  This note was sent over from Julia from DB Schenker letting everyone know that tickets are going fast: Hey everyone! Super excited to share this event with you that DB Schenker is co-hosting on July 30th:
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CFO: Create value through hiring

 
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