Cofounder at RecruitLoop. I've been a hands on recruiter, manager, trainer, coach, mentor, and regular speaker for the recruitment industry for 20 years. Follow me @paul_slezak.
Take a good look at your business. What is the prevailing vibe or mood in the office? Your company culture will have a significant influence on how your organisation performs. So the big question is, how do you create a culture to attract superstars?
Resignations are typically unpredictable, but ensuring you conduct an exit interview with the departing employee will allow them to share their thoughts and provide you with constructive feedback on your organization.
Have you ever wondered what sorts of results can be traced directly to outdoor or mobile advertising? See for yourself after reading these two RecruitLoop tales from the road.
We’ve been nominated in the Australian Writers’ Centre 2013 Best Australian Blogs Competition, celebrating the diversity, power and fun of blogging. We need your votes!
Every business tightens its belt in times of economic uncertainty and the first thing on the chopping block is usually jobs. While cutting staff numbers is a quick way to save money in the short-term, there are some very good reasons why it shouldn’t necessarily be your first port of call.
Focusing entirely on someone’s technical skills can often result in a poor hire. And while it might take a bit more effort to assess ‘softer skills’ in a potential candidate, it can be well worth it in the long run.
It is estimated that the average employee ‘steals’ between 4 and 5 hours a week from their employer, which adds up to one full working week every year. This is costing businesses hundreds of billions of dollars a year worldwide.
It can take years to build your employer brand credibility and just seconds to destroy it. Here are 20 simple ways to completely destroy your employer brand.
Download a free guide for internal recruiters with all the tools needed to recruit the best people, in the least amount of time, within budget, and with the co-operation of everyone involved.
Is managing a team remotely really any different from a normal manager’s role if you can stay in contact almost as easily as being face-to-face? The answer is yes, very much so.
