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.

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.

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:

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.

We at Nexxt are excited to announce a software upgrade to our Text2Hire Conversation product!

According to a survey, only 14% of the workforce is actively looking for a job, but 73% are open to receiving new job opportunities via text message. Nexxt’s Text2Hire Conversation allows clients to start dialogs with targeted groups of candidates pulled from the more than 8+ million in-demand job seekers who have opted-in to receive text messages about new opportunities and other career information from employers through Nexxt.

Nowadays, the workplace is changing.  Jobs are changing, some even becoming “obsolete.” A large part of this flux is due to artificial intelligence being the new normal, increasing productivity and altering traditional job roles.  

More than ever, hiring managers have to look at what positions can be entirely filled with robots, and which can be assisted with the help of AI to produce more and cost less.  This means that who is being hired is being impacted.  The conundrum of AI vs human labor is one that sounds like the plot of a movie.  The evil machines have taken over and people who have years of manual labor experience find themselves jobless and left to fight the big bad robots and the corporations that tossed them aside.  But it isn’t a movie, it’s truly happening, just not necessarily with everyone losing their jobs in the end.  Being conscientious of the use of AI in your workplace and how to hire to utilize it without losing human labor could be a vital step in keeping business booming and people employed.

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.

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.