Replacing employees is expensive.  The 2017 retention report says that it costs about $15,000 to replace an employee making $45,000.

To save on high costs, energy and resources, your team needs a talent pipeline.

A talent pipeline is a group of professionals who are ready to fill future positions that your company will need. It requires the act of switching from passive recruitment to active recruitment. Meaning, instead of waiting until an employee gives their two weeks, you are consistently in the recruitment process.

Talent pipelines are important to have in place to fill hard-to-replace positions like upper management or jobs, like sales, that have high turnover rates.

You can start by steadily planning the future structure of the company and building a network of professional relationships. Be strategic and follow these 5 talent pipeline recommendations.

When hiring a new employee, there’s always the risk that they aren’t as good of a fit as you thought. Someone confident and charming who seems great on paper might not actually have applicable skills they need for the position.

Someone’s ability to successfully complete an interview may not reflect their ability to do their job. A successful interviewee might just be more personable or do better under pressure. That’s great for sales or customer facing jobs, but probably doesn’t apply to how well someone can do in a technical or creative position.

If you want to hire someone who is actually good for the job, you need to ask the right questions. Take into consideration these interviewing techniques to find someone who will be a good fit beyond the interview.

Mental health affects 1 in 5 United States adults and is a leading cause of disability in the workplace. That’s 46.6 million people.

The World Health Organization estimates that mental health related disorders cost the global economy $1 trillion in productivity every year. Mental health presenteeism, which is workers who attend work but are mentally unable to work, costs 3x as much as mental health absenteeism. Not only is there a direct impact on productivity and profits, but a negative effect on office culture and the health of your employees.

Hiring the right candidate for a position is an incredibly important decision for any company. Candidates are potential employees, employees mean productivity, and productivity means money and success for the company. Therefore, time and diligence should be invested in the hiring process.

One great tip to plan out your interviews is to first determine exactly what you are looking for: what tasks will the potential candidate need to accomplish within the first year? This not only makes it ultra-clear to you what exactly the job entails and what characteristics a candidate needs to possess, but it also creates a bigger, long-term picture of the goals of the company and where you see the candidate standing in that picture.

We are excited to announce that Nikos Livadas has joined Nexxt as Vice President of Strategic Alliances. With more than 20 years of experience as a leader empowering cross-functional teams, developing strategic plans, and implementing successful global sales initiatives, Nikos will head Nexxt’s strategic alliances team to work hand-in-hand with partners towards the shared goal of bringing candidates and employers together.

There has recently been hard debate surrounding generalists vs. specialists and who’s a better fit for your workplace.

The well-rounded truth is: both.

Leading recruitment media company brings on Heather Ranney as Vice President of Agency Channels

Nexxt, a recruitment media company, recently announced that Heather Ranney has joined the company as Vice President of Agency Channels. With a proven track record for forming partnerships and alliances and a strong background of more than 20 years in the recruitment marketing industry, Ranney will lead Nexxt’s agency team and continue to scale Nexxt’s relationships and business with agency partners.