Want to get in the head of your remote workforce? First you'll need to better understand what they're up against; what drives them, what puzzles them, and what (sometimes) prevents them from fully integrating into your team.
Numerous studies have shown that remote workers are more productive, more loyal, and work longer hours than their office-bound counterparts. In fact, a recent study saw productivity READ MORE
Remote work vs. engagement: the trick to motivating your remote workforce
Almost all recruiting websites have one thing in common: they are conspicuously silent when it comes to pricing.
We’re no different. Until now, we’ve never shared what you as a client should expect to pay. In the past we’ve been guilty of the same manipulations as other agencies - offering prolonged sales pitches and only very broad estimates.
But we’ve come to see the light. Sales pitches are clearly not what you want, so why pretend? What you want is simple - an answer to your question. That’s what you’ll find here.
How much will a recruiter cost my company?
What you can expect to payThink of your most recent hire - was the person easy to find? Probably not. That’s because unemployment has held steady at a 50-year historic low for most of 2018 and 2019. Job seekers have all the power and they’re exerting it to leverage better salaries, benefits, and bonuses. That’s what we both - you as a hiring manager and us as recruiters - are up against. And that’s what is determining and dr...
To be completely honest, our industry lives off of your company’s attrition. When you lose your best employee, we as recruiters gain a highly marketable candidate. So yes, if you think we have a vested interest in the topic - you’re right. But that’s not why we’re writing this article.
Recruiting has one of the highest turnover rates of any industry. With every new year, multiple star recruiters will leave our ranks - destined for something or somewhere else. And while upsetting, this has made us experts of attrition, both the good and the bad.
Why you should let your best employees leave
Few people will retire at your company.Even the best companies - the ones that win all the ‘best places to work’ awards and offer in-chair massages and free daycare - are plagued by higher than desirable turnover rates. Not every company can be every person’s perfect match, and that’s perfectly okay. Even you, as a hiring manager or executive, will likely leave your current business someday. You will do t...
No, we’re not talking about how impossible it is to form an accurate judgment of a person’s skills and character in under an hour. We know that, you know that, the entire internet has pontificated on that. It’s no secret.
And no, we’re not talking about how easy it is to ‘game the system’ - or how we ourselves have multiple articles specifically geared at training people to succeed in interviews, regardless of their professional merit. That goes without saying.
What we’re talking about today is how the whole unstructured interview process can be overhauled and replaced with a leaner, smarter, minimally biased program. We’re talking about the future of interviewing and how the incorporation of a few easy changes into your company’s workflow can make a world of difference in terms of the quality and staying-power of your new hires.
The interview process is broken & a better way to interview
Do unstructured interviews actually work?Seems like an obvious question - yet few companies pause to consider it. T...
Combined, Americans spend over one billion hours freelancing or consulting each week. One in three Americans have worked as a consultant in the past year, and 61% of those people say they do so by choice - likely due to the flexible hours and competitive pay (for more information, read Upwork's "Freelancing in America" report).
On the flipside, companies are relying on consultants more and more to lead complex projects, bridge the gap following an employee’s resignation, or provide support for a very specific skillset. These businesses are taking advantage of a highly skilled, ready-to-start workforce that can quickly make a big impact and relieve pressure on the rest of the team.
But what happens to that culture you’ve carefully cultivated when you add a bunch of consultants to the mix? You’ve codified your guiding principles, invested thousands of man hours in...
Do consultants pose a threat to your company culture?
The last thing we want is to generalize a few statistics to an entire population. We’ve worked with enough millennials to know that a cherry-picked selection of trendy research does little in the way of describing their lived experience, capturing their desires, and painting an accurate picture of their values.
More than that, generational statistics are more often than not used as grounds to belittle or degrade the ‘offending’ generation - millennials are frivolous and ambitionless; Boomers are power-hungry and domineering. What we’ve done is collect key statistics that do the exact opposite; we’re showcasing what makes millennials excellent and innovative workers - and why you need more of them in your workforce.
1. Millennials love their work - so long as it loves them back
Millennials are unusually value-driven; they want a company that
5 unconventional ways to leverage your Millennial workforce
- Celebrates their hard work and success ...
Every fresh headline strikes new fear in the hearts of leaders and hiring managers nationwide; ‘2.4 million jobs projected to go unfilled in the next ten years;’ ‘45% of employers reporting extreme difficulty filling roles’; ‘unemployment at lowest rate in five decades’ - the list goes on.
In this crazy competitive climate, skilled candidates are empowered to bid up offers, pit companies against one another, and ghost as they please. Hir...
Savvy companies take a different approach to negotiations
While drug tests may have, at some point, served as a litmus test for which people are dedicated, focused, and – with no better way to put it – law-abiding, it is now an expendable and potentially unethical measure that does little but limit your candidate pool.
To be clear, Proven Recruiting does not condone drug use of any kind. I’ve built a company that is fiercely dedicated to employees’ well-being. And yet, this company – a company whose sole purpose is to identify and engage talented professionals – does not drug test our internal workers.
From a purely business perspective, it doesn’t make sense to unquestioningly reject a huge portion of the population - especially in today’s tight labor market. A 2018 Gallup poll found that two-thirds of Americans favor legalizing marijuana. While it’s unlikely two-thirds of Americans ac...
The death of the pre-employment marijuana test
The current state of hiring is predicated upon a fundamentally flawed idea; that people can and should be judged almost solely on their present-day skills and experience, and that that limited judgment will allow you to identify the best possible person for your company.
What’s going wrong here? To start, this assumption ignores a wealth of information that is likely more predictive of a person’s future performance than skills or experience ever could be. That is - their character, their soft skills, and their willingness to learn.
Grit. Gumption. Drive. Cooperation. Leadership. Kindness. Positivity.
These are the traits that make for an excellent worker. Resume skills are great - but so-called ‘eulogy’ characteristics are what differentiate your best employees from your worst.
Who is your worst employee?<...
Forget the talent shortage: what leaders are missing about hiring
On the surface, the Gender Decoder seems like an invaluable tool. It helps pinpoint hard-to-identify gendered terms and excise them from your job post lexicon.
Based on research from the Journal of Personality and Social Psychology, the software highlights how gendered wording in job posts can propagate inequality by inadvertently excluding one sex or the other. But what happens when words like ‘challenge’ and ‘analyze’ are coded male - and therefore erased from professional job posts? Is that really promoting diversity?
As recruiters, we ...
We tried the gender decoder, and the results surprised us.