Finding the best possible candidates for a role in your company is incredibly important, and of course, interviews are crucial for this. And while understanding who to hire lies heavily on the head of the person being interviewed, there are mistakes you could be making that are turning-off exceptional workers. Here are five things interviewers do that candidates can’t stand:

There may be a number of reasons your job posting isn’t getting very much attention. You might feel the job is a great, but your inbox isn’t exactly filling up with eager applicants who are qualified and excited to pursue it. Here’s why:

With a tight labor market, employers are searching for new and creative ways to not only attract talent, but also keep the talent they already have. While benefits like insurance, retirement funds, time off, and flexible schedules are all top of mind when it comes to reassessing benefits, one that employers often overlook is professional development. Is this a benefit worth considering or just another buzzword floating around out there on a few job postings?

Interviewing a new potential employee can be a tedious process, especially once you get to determining if they're the right fit for the position and the company.  Making sure you ask great questions that give you insight into how the candidate can fill the role and whether they have the skills you need will save time, energy, and stress – and help you find the perfect person who will smash the job.  Here are five questions you should ask in the interview to determine who is the perfect person for the job.

In a job market like today’s, where skilled workers are in high demand and employers are having a hard time filling positions, offering workplace flexibility is something to consider in order to attract top talent.  The idea that flexibility invokes laziness is an old school one and has since been proven untrue. Employees are far more likely to rate their job positively and use their hours productively when they have some control over their schedule. Here are some easy ways you can give your employees the flexibility they want.

Recruiting throughout the world can be a difficult task. If you’re in the United States and asked to recruit in a foreign country, you might not know where exactly to start, especially if you are not familiar with the language. There are different cities/states, industries, cultural differences, and more that are vital parts to a successful recruitment campaign and overall hiring plan.

But don’t worry – we’re here to help! Throughout 2019, we will break down the data and interview the top job boards in countries where most US-based companies are recruiting.

We at Nexxt are very excited to announce that we are working toward improving the job search experience through an integration with Google. The integration of AMP, into Nexxt’s SmartMatch Alert emails will bring job seekers the most up-to-date, dynamic job content directly in their Gmail accounts.

If you had to put a price tag on your top sales executive, how much would they be worth? What about the web developer you struck gold with? Or, your all-star digital marketer? As the Harvard Business Review notes, a high performer is estimated to have a 400% higher productivity level than the average performer. Given the world of difference between quality talent and the rest of the workforce, employers that house an army of top performers will outdo competitors, enjoy elevated levels of human capital productivity, and see their revenue trending upward. 

So, how do you attract top talent and raise the skill level of your employees? Because, let’s face it: top performers aren’t just going to inundate your ATS with applications. What you need is a robust people strategy, an innovative and well-structured recruiting program, and a strong value proposition and employer brand. Here’s how.

Generation Z is the first generation that can barely remember a time before smartphones and the internet. They hold many qualities in common with millennials, but have been greatly influenced by coming of age during the Great Recession. Understanding how these factors make them unique is the first step to understanding how they will change the workplace.

Imagine you have 19 kids. (This is just an exercise) (unless you actually do have 19 kids, and my hat goes off to you). Now one of them is allergic to strawberries. Another one absolutely hates turkey sandwiches. The youngest has speech therapy in the morning, and that afternoon, your eldest is in a piano recital.

That’s just 4 out of 19, and you’re already feeling frazzled, aren’t you? 

Now imagine those 19 kids are in reality the 19 countries where your company recruits, and you are the one in charge of creating your global recruitment strategy.