Why you should let your best employees leave

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.

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...
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The interview process is broken & a better way to interview

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.

Do unstructured interviews actually work?

Seems like an obvious question - yet few companies pause to consider it. T...
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Do consultants pose a threat to your company culture?

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...
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The surprising benefits of workplace nemeses

An office without some level of disaccord is essentially impossible; it seems to be a rule of nature that every Jim has a Dwight. And it’s easy to see that as a negative - especially if your workplace rival has an annoying tendency to roll their eyes or speak over you in meetings. Here’s the thing: a simple mindset shift can help you to not only outshine your competition, but to drastically increase your workplace satisfaction while reducing unnecessary anxiety. Many people talk about the value of workplace friends - few discuss the benefits of workplace enemies. Follow these tips to make the most of your rivals. The basis of workplace competition. Competition at work isn’t just inevitable - it’s actively encouraged. READ MORE

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Savvy companies take a different approach to negotiations

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...
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The death of the pre-employment marijuana test

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...
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Forget the talent shortage: what leaders are missing about hiring

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?<...
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We tried the gender decoder, and the results surprised us.

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 ...
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3 creative ways to take full advantage of your contingent workforce.

Using consultants as seasonal workers or parental leave replacements is one thing. Having them lead an entirely new project or design an original system is another. Too often, companies are restricted by an unnecessarily narrow understanding of what a consultant is – when in reality, they can be whatever you need them to be. According to the Bureau of Labor Statistics, 16.6 million US workers are classified as independent contractors, on-call workers, temporary workers, and contingent workers. Among those 16.6 million people is your next star consultant. Remember, these are highly accomplished professionals, looking to quickly and efficiently leave their mark on your company. Don’t simply use them as a placeholder. Tap into their technical skills, draw from their expertise, and really get your money’s worth. Check out these 3 unusual ways that top companies are using consultants ...
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Supreme Court Justices and the one type of Diversity everyone seems to ignore.

Every Supreme Court Justice before 1967 was a white man. That’s the year Thurgood Marshall was appointed the first African American Justice. Still, no women were voted in until 1981, when Sandra Day O’Connor claimed her spot on the court. Comparatively, today’s Supreme Court is impressively diverse.
  • Three women – Ruth Bader Ginsburg (1993), Sonia Sotomayor (2009), and Elena Kagan (2010) – offer a sharp female perspective, absent until 1981.
  • The addition of Clarence Thomas (1991) and Sonia Sotomayor (2009) provide much-needed representation for the African American and Hispanic communities, respectively.
  • Three of the nine sitting Justices are Jewish, the remaining six Roman Catholic.
So what’s the problem? It seems that in only fifty-odd years we’ve transformed the highest court in the land from a homogeneous slice of white bread into a representative panel of dynamic cultures, experiences, and perspectives. And yet ...
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