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.

Yes, it’s important to hire workers who fit in well with your team from a cultural standpoint. However, it is possible to overdo it in a sense. Trying to only hire “clones” of your current workforce isn’t the best idea, even if it has been working out for you so far, because you run the risk of missing out on even more qualified candidates, as well as other pitfalls. Take a look at some of the following ways diversification can work wonders for your company, and how choosing to only hire for direct cultural fit can deprive you of such benefits:

The pressure of having a career and a family has become a difficult balancing act for most families. In fact, in 2018, 63 percent of family households with children had two working parents. For that reason, perks for new parents have become an important discussion for most companies. If companies are not able to support working parents and encourage a balance between home and work, they may lose out on a significant portion of the work force.

Hiring skilled employees results in the company making more money, right? Perhaps in the long run, but throughout the hiring process you’ll need to be prepared for some hidden costs that can really add up. Let’s go over some recruitment costs that you’ll want to consider before beginning your hiring process.

Time and money are the easy hiring costs to identify. Dedicated HR staff compensation can be pretty costly per year, and less cost effective for smaller businesses. If your business is too small for a dedicated HR team, you’ll likely need to assign recruitment work to other employees in the office, which eats up time that could be spent on their normal day to day activities. Additionally, creating advertisements for the position takes time and planning, as employee qualifications need to be carefully considered before posting the position. Apart from time, the advertisements themselves can also be upwards of a few hundred dollars per day. If your ad is poorly written, it can deter the right candidates or bring in the wrong candidates, resulting in a longer hiring process in which the ad cost per day really starts to add up. On top of these costs, you’ll also be spending money on any equipment the employee will need, such as laptops, tablets, software, and other supplies.

Today’s job market is extremely competitive. Many companies are competing with one another to snag top talent. One of the greatest pools of untapped talent lies in recent college graduates. Each summer, graduates embark into the world, eager to make a professional impact. Their skills, drive, and unique perspectives can create immense value for an organization, but the competition amongst companies is fierce.

As a business leader, you want to be able to stay one step ahead, especially when it comes to scaling your workforce. How can you leverage the latest technology and best practices in order to recruit recent college graduates? This article breaks down a few actionable tips and tricks.