A recruiter can be your best ally in hiring. To make the most of the relationship, be prepared going into your first conversation or two. The relationship you have with a recruiter is somewhat customizable, so don’t be afraid to be vocal about your expectations and needs.

You hear so much noise in the business world about offering customers an elevated experience. But don’t forget, your employees are a kind of customers too. Recruiters act as an arm of your sales team, vetting potential hires and giving them star customer treatment along the way.

The Source and Recruit Company does the heavy lifting in terms of networking, sourcing, and vetting candidates. But that doesn’t mean you’re off the hook for hiring. Your website is a sales tool, and don’t forget about a very important customer: talent.

Before you contact a recruiter, it’s a good idea to know ✴️Your big-picture needs as a business or team, and how your recruiting strategy will map to that ✴️Exactly what roles you will need to hire for in the next year ✴️What kind of pre-screening you’d expect a recruiter to do.

Most CEOs want to be change-makers within their industries. A recent Gartner poll showed that 78% of CEOs see their companies as pioneers. To get there, CEOs must surround themselves with people who possess an “enterprising mindset.” Learn how to identify this candidate interest in your interviewing process in today’s blog.

Too many candidates means you’re not properly screening them. It’s a huge time suck for you, plus a lot of paperwork/administration. The most important thing is to find the right person. It’s certainly possible to arrive at that destination after interviewing even just one person, just make sure you have a solid vetting process.

It’s a good idea to communicate your greater hiring process to candidates in advance. When working with a recruiter, it’s also smart to make sure the recruiter is very clear on your typical hiring process so they, in turn, can communicate it to candidates.

Hiring? It’s great to work with a recruiter (ahem) but it’s also smart to take advantage of free options available on LinkedIn, such as using a #hiring photo frame for your profile pic and taking advantage of the new features currently rolling out.

Do you have a degree relevant to your job? If so, you’re in the minority. Most people swerve way off course once they graduate. I love Jason Shen’s @TedTalks on how to build a diverse, high-performance team by looking beyond the usual credentials. At the Source and Recruit Company, we do this using a tool called PXT Select.

You’re hiring a recruiter because you’re too busy to handle every aspect of hiring yourself, plus, you want access to a higher caliber of talent. Understood, and allow us to help you help us help you. Our first question: How will this person fit into your existing team?

Many companies start out with a somewhat haphazard hiring process. They need to fill a role, STAT, so they bring in a few candidates, ask ad hoc questions and attempt to go through the paces of hiring in the best way they know how.

As you grow and mature as a company, however, your hiring process has to grow and mature, too. This post includes a few simple ideas on where to start.

You can’t always find the perfect candidate. So sometimes, it’s tempting to hire one who seems “good enough.” But proceed with caution, because as we’ve all probably learned from experience by now, a bad hire affects a lot more than just one role.

The Source and Recruit Company uses valid and reliable tools to understand the DNA of top performers and look below the surface of job candidates to predict on-the-job success. Read on to learn more about using pre-hire assessments to make data driven informed hiring decisions and maximize your odds of making a great hire!

Love him or hate him, Elon Musk is an attention-getter.

Recently, the innovative made waves with a series of tweets calling for AI help at Tesla. “A PhD is definitely not required,” tweeted Musk.

Tesla is well known for being anti-establishment even in the progressive vanguard of tech. While other companies are desperate to find expert data scientists with advanced degrees, Musk just wants smart, intelligent people with vision, passion and a great work ethic. He doesn’t care so much about their credentials.