Even the highest paying, trendiest job can be sabotaged by a bland or unrepresentative posting. We’ve all experienced it; you post about an exciting new opening at your company, only to find that very few people - with often misaligned skills - are applying. What gives?
Yes - you’ve described the ideal candidate, outlined the key responsibilities, and alluded to opportunities for growth. But have you communicated your culture? Have you drawn people in? Are you really describing the person who would best fit the role?
The most successful job posts don’t simply explain the position - they make people engage with it on a personal level. These posts show candidates how they will help move the company forward, how they will contribute to its growth and culture.
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Write smarter job posts, attract better candidates.
Did you know? While unemployment sits comfortably at a 17-year low, 40-60% of people are looking for a new job. That means millions of currently employed individuals will be making their next big career jump in the near future.
Add to that the rate of Boomer retirement, and you’ve got yourself an exceptionally tight and competitive hiring market. It’s in times like these that you have to work extra hard to retain your best workers, while making sure to keep them challenged, supported, and - above all else - not stifled.
For the past few years, the retention conversation has largely revolved around perk...
Losing employees? Here’s how to retain your best workers.
When you originally leave the workforce, you’re likely to run through a series of probative questions; will anyone want to hire me in the future? What will change in my absence? Will I ever be able to ‘catch up’?
Having worked in recruiting for 20+ years - and as the Co-Founder and CEO of Proven Recruiting - I've seen people leave and rejoin the workforce for a variety of reasons. Travel, child-rearing, short-lived retirements, military service - you name it, I've worked with them. But despite the diversity of motivations, one thing is constant; whatever your reason for leaving, the return is, without fail, anxiety-provoking.
Banking on my professional experience, a friend recently approached me looking for guidance. She was ready to return to work after having children, now with a 7-year resum...
Life Beyond The Gap: Your How-To Guide For Returning To Work
This month marks the 10th Anniversary of Proven Recruiting. Since starting the company with Ingram Losner in 2007, we’ve grown from seven original employees to more than 200 core employees and consultants across the US.
During these last 10 years, we’ve experienced our share of growth, adversity, luck, and life events – including the passing of one of our founding members, Jason Collins, as well the Great Recession. We’ve opened (and closed) offices, matured from startup to established business, trained hundreds of recruiters, and helped tens of thousands of companies and people move forward in their businesses and careers. We’ve also learned our share of lessons through mistakes - both big ...
10 Things Anyone Can Learn From Proven’s CEO Louis Song
In 2007, Ingram Losner and I quit our corporate jobs and started Proven Recruiting.
It was a total Jerry Maguire moment. At the time, we were both working for a large, publicly-traded recruiting firm and had become disillusioned with the way traditional agencies in our industry worked. The focus was almost singularly on shareholders and profit, and employees were often treated poorly as a result.
We refused to accept the idea that profit was a zero-sum game. We believed it was possible to make money and provide exceptional service to customers by focusing on our employees first - especially in an industry that exists to place new employees in positions and companies where they’ll thrive.
We thought that should start in our own backyard.
And so it did. In May of 2007, Proven Recruiting was born at a table in my garage. The mission was to create a place where talented people liked coming to work and were allowed to focus on the things they wer...
Proven Recruiting’s Five Guiding Principles
Letting Go and Trusting Your Employees to Build a Better Business
Letting go and trusting your employees to build a better business is a struggle for many entrepreneurs. In this article our CEO shares his three-part journey to this realization and advice for business owners facing a similar challenge.
Part I: Realizing 'the world’s graveyards are full of indispensable men'
I first discovered this quote by Charles De Gaulle approximately 20 years ago. At the time it felt like a quote about other people – people who had accomplished something significant in life – and it didn’t resonate with me on a personal level.
Recently I came across this quote again, and this time it made me a little anxious. It made me think of all the time that has passed since I first encountered these words and the time I hope I still have left. What do I want to accomplish? What is standing in the way? Th...