First impressions matter. We may not like to admit it, but we judge others in an instant. Research shows we make assumptions about others in about seven seconds – some say even less than a second. Studies also suggest the majority of people believe their initial opinions are accurate. That means when your dream job calls, those first impressions are crucial. They’ll stick. Therefore it’s important to put your best foot forward and know how to prepare for a job interview.
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It’s obvious why Vendor Management Systems (VMS) have proliferated and are the foundation for hiring in the modern enterprise. Necessary for any company hiring at scale, they provide a common platform to manage the process, supply consistent workflows, and deliver standard metrics for monitoring overall hiring performance. VMS proponents highlight accelerated time to value and reduced hiring costs as the core value of a VMS platform. However, in today’s candidate-driven environment, VMS driven hiring processes leave candidates feeling isolated and commoditized, and put organizations dependent upon VMS systems at a disadvantage.
Unemployment is at a 50 year low and competition is sky-high for talent. An organized, efficient interview process says that the company takes hiring seriously and has its act together. A poor interview experience is a reflection on your company and makes candidates question your organizational effectiveness, how they may be valued, and whether your […]
According to this Harvard Business Review article, now is the best time to acquire top talent to grow your business. Now is the best time to acquire top talent to grow your business time to top talent According to this Harvard Business Review article, now is the best time to acquire top talent to grow your business. Now is the best time to acquire top talent to grow your business time to top talent
Customer Data Platforms or CDP’s have become a central point of conversation across the Digital Transformation and Marketing Technology landscapes. The 800-pound gorillas of the MarTech Customer Data Platforms or CDP’s have become a central point of conversation across the Digital Transformation and Marketing Technology landscapes. The 800-pound gorillas of the MarTech
Too often, a shortage of in-house resources leads to overburdened employees, diminished engagement, and poor outcomes. Whether it is the growth and demand of modern technologies, changing customer needs, or human resource challenges, companies struggle with successfully and efficiently meeting their objectives.
Last week Salesforce announced the upcoming general availability of Digital 360, their entry in the Customer Data Platform market. The CDP market has grown increasingly saturated over the last few years with each of the major Marketing Technology providers having thrown their hat into the ring with Adobe announcing Adobe Experience Platform, Oracle launching CX Unity, and Acquia acquiring AgilOne. No sooner had I written this opening paragraph than SAP announced they were buying Emarsys.
Without question, one of the major, dynamic factors in the changing landscape of the modern workforce is the growth of millennial contributors. By 2025, experts predict that millennials will comprise 75% of the workforce. This means that companies, in order to remain successful, must measure, understand and adapt in order to keep their human capital happy and productive.
In a market that is considered full employment (at least by economists), we frequently get asked what can we do to expand the talent pool and find more potential candidates. There is a litany of variables that go into the best job criteria - culture, compensation, benefits, team structure, the opportunity for growth, equity, etc. - but without question, the requirement to be onsite in an office full time, particularly for Developers and IT professionals, has become the fastest way to remove a huge portion of the available talent pool, drive your acquisition price up, and extend the length of the search.
Jobs like Sales and Recruiting that require you to hit the phones, email, LinkedIn, etc. and do outbound prospecting are awesome at developing a grinding, persistent work ethic. Competitive markets where the number of available jobs far out-number available candidates require the recruiter to sell the candidates on specific opportunities at companies they represent.