Are you struggling to find and recruit top-tier talent for your organization? It's time to rethink your hiring process. Implementing pre-employment assessments like PXT Select can dramatically improve your recruitment strategy. Backed by over 30 years of research, PXT Select assessments are role-specific, scientifically validated, and designed to enhance the candidate experience. With PXT Select, you can streamline your hiring pipeline, reduce employee turnover, and cultivate high-performance teams.

Backchannel reference checks: Unseen opinions that shape careers. In the age of digital connectivity, hiring decisions extend beyond interviews. But are these informal references fair? Biases, invasion of privacy, and alternative solutions call for change in the hiring process. Let's champion transparency and demand clear regulations for a fair and ethical future in recruitment.

In the dynamic world of business, employee turnover is a pressing concern, with costs that extend beyond the obvious. While recruitment and training expenses are evident, the departure of an employee also brings about intangible costs, from the loss of institutional knowledge to potential hits on brand reputation. Gallup estimates that replacing an employee can cost up to twice their annual salary. This blog sheds light on the multifaceted implications of employee turnover and underscores the importance of retention strategies. Dive in to understand why a stable workforce is not just a cost-saving measure but a cornerstone for organizational growth and success.

In the dynamic world of business, employee turnover is a pressing concern, with costs that extend beyond the obvious. While recruitment and training expenses are evident, the departure of an employee also brings about intangible costs, from the loss of institutional knowledge to potential hits on brand reputation. Gallup estimates that replacing an employee can cost up to twice their annual salary. This blog sheds light on the multifaceted implications of employee turnover and underscores the importance of retention strategies. Dive in to understand why a stable workforce is not just a cost-saving measure but a cornerstone for organizational growth and success.

Job fairs can be a valuable opportunity for organizations to connect with potential employees and grow their business. However, participating in these events requires careful planning and execution to maximize return on investment. In this blog excerpt, Rachel Connor, a former event planner turned recruiter shares her tips for making job fairs a productive and effective experience.

Searching for a job can be a daunting task, especially when you're relocating to a new city without an established professional network. In 2006, before the days of LinkedIn, the author found herself in this exact situation after graduating from Johnson and Wales University with an MBA in Hospitality and relocating to Portland, Maine. But with the help of a Portland-based hospitality headhunter, she was able to secure an entry-level sales position with the Convention and Visitors Bureau of Portland within six weeks. This experience inspired her to become a headhunter herself, and she now works at The Source and Recruit Company as a Talent Advisor.

The Source and Recruit Company specializes in outbound recruitment strategies through a fractional recruitment model. With a best-in-class process, technology stack, and training system, the company actively reaches out to potential candidates through various means and methods to introduce them to new job opportunities. The benefits of an outbound recruitment strategy include the ability to target candidates who may not be actively looking for jobs, beating competitors to the best talent, identifying and targeting candidates with specific skills or experience, and increasing retention rates.

The author believes that opportunities are either discovered or delivered, and an outbound recruiting strategy can help organizations discover talented candidates who may have otherwise gone unnoticed.

Improving diversity and inclusion in your recruitment process not only makes ethical sense, but it also makes good business sense. Research from McKinsey has found that companies with diverse executive teams have above-average profitability. In this blog article, we offer five tips to help you enhance your diversity focus and gain momentum, even with limited resources. These tips include creating diverse interview panels, engaging diversity-oriented professional associations and thought leaders, engaging diverse colleges and female-focused associations, recruiting military veterans, and ensuring your organization's leadership is committed. Each tip is designed to help you build a more diverse and inclusive team, ultimately leading to a competitive advantage over your peers. If you need assistance with a diversity search, The Source and Recruit Company is available to help.

The decision to pay a recruiter by the hour or a flat fee depends on factors such as the type of job, budget, and overall recruitment needs. Paying a recruiter by the hour allows for potential cost savings and project transparency, but may result in higher costs if the recruiter takes longer than expected to fill the position or doesn't find the right candidate. Paying a flat fee makes for easier budgeting but may result in higher costs than necessary. The choice depends on specific needs and circumstances, and a data-backed analysis can provide insights on the best approach for a particular search.

This blog suggests some unique strategies for businesses looking to attract top talent in Vermont, where the small population creates a highly competitive job market. The author recommends leveraging employer brand, offering competitive compensation, providing unique benefits such as flexible work arrangements and community involvement opportunities, having pet-friendly workplaces, and learning how to engage with passive talent. The article concludes that with a strategic approach and a commitment to promoting the employer brand, businesses can attract top talent to their organization. The author also invites readers to get in touch to learn more about The Source and Recruit Company's recruiting services, labor reports, and pre-hire assessments.

Your job ads aren't generating applicant interest so it's time to start research and outreach to your ideal employees. Let's do a quick refresher on recruiting emails.

Our founder, Matthew Burzon, recently represented The Source and Recruit Company on Nick Livingston’s HoneIt Software podcast. Together they explored a range of recruitment related topics; candidate screening, sourcing best practices, leveraging programmatic recruitment advertising for small and medium size businesses, talent branding, and more. Nick was an excellent host, check it out!

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The old adage that “winners never quit” is absolutely incorrect. As we’re seeing in the world of hiring right now, lots of winners are quitting so they can move on to better jobs.

A recent survey indicates 41 percent of workers around the world are considering quitting their jobs. How do you retain talent in a job-hopping world?

In what @HarvardBiz Review calls a “demoralized job market,” you need to think differently than the status quo of hiring.

10 million open jobs in the US right now. The competition is high for talent. Working with a recruiter gives you a distinct advantage when it comes to competitive hiring.

Just as job applicants are on the hook to present flawless resumes if they want to be considered for the role, companies hoping to hire must put their best look forward as well.