A surprising number of hiring managers still rely on a reactive recruitment strategy. They wait until a vacancy opens up, and then they put a HELP WANTED sign in the window – or they do the digital equivalent, which is placing an ad on a job board.

Hiring in the IT field is more difficult than ever right now. In the private sector, around 59% of employers say that their businesses are suffering because they don't have access to the digital skills they require.

Growing your team is one of the hardest things about running a small business. If you're new to recruitment, you might find that even getting candidates to apply is surprisingly difficult—especially if you need people with specialist skills.

If there’s one thing the pandemic has taught us, it’s that working remotely is a viable strategy. Yes, we’ve had to make adjustments, including finding ways to integrate work and family responsibilities when one’s “office” is one’s living room, but many of the unwritten assumptions which had traditionally kept many employers from offering telework options have been challenged.

You just learned that your HR Director needs surgery and will be out of commission for 12 weeks starting tomorrow or your HR Business Partner turned in her resignation and with a two-week notice there is no time to hire and train a replacement before she leaves.

Are you experiencing problems with your top candidates not accepting your job offers? Have you ever thought about how the questions you ask in your interview process may be hurting your chances? A positive candidate experience is always essential to hiring, especially in the current candidate-driven market. People are more empowered than ever to decide where they want to work, and the interview process is their preview of what the job would be like. Make sure your interviews leave candidates excited about the prospect of taking the job and working with your company.