The Source and Recruit Company team has been impressed by the resilience of so many of the companies we’ve worked with over the past year. There’s a methodology to resilience, and we like the way @FutureForum poses it.

Wondering what candidates are looking for in 2021? A few specific things stand out:

1. Competitive salary

2. Job security

3. Work/life balance

In other words — the same things they’ve always wanted.

How are you keeping employees motivated this year? I hear about things like: 💡Offering new skills training in virtual environments 💡Hosting internal annual or semi-annual conferences 💡Setting up Slack/Teams channels unrelated to work that allow teams to share ideas. Other thoughts?

One major shift that’s happened over the last year in hiring — more and more people are looking for jobs without leaving the home. So: ✴️ Be mindful of social media. ✴️ Get going on that blog. ✴️ Share employee stories.

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.

There’s a lot of potential in hiring neurodiverse candidates. But you can’t interview them the same way you’d interview a neuro-normal candidate.

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.

“If it’s meant to be, it will happen.” This is the kind of advice people give job seekers when they’re not sure what else to say. In my opinion, it’s a lazy sort of optimism not entirely grounded in reality. Because it won’t just happen on its own. You have to make it happen.

Jargon to avoid in your hiring this year, according to the stats from @textio: 👎 overachiever 👎 value-add 👎 driven results 👎 buy-in 👎 key metrics 👎 thought leader 👎 win-win.

What do Elon Musk and law enforcement agencies have in common? They both use asymmetric information management (AIM) techniques to spot BS. AIM helps weed out candidates that are full of hot air.

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.

You don’t have to be driven by one singular, solitary purpose to be successful and happy in your work. You simply need to find a career path that feels right and matches your natural interests. Here’s how to design a career path where work doesn’t feel like work.

“I am so excited to be waking up every morning making a difference.” Employees want to feel appreciated, taken care of, important—like what they’re doing matters, both collectively and individually.

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.

If your company is on @Glassdoor—and it is—consider taking advantage of the “Why Work With Us” page Glassdoor provides companies.

“Matthew, when’s the best time to send a rejection letter to a candidate we aren’t going to hire?” I say, right away. You owe every candidate complete transparency and a chance to keep going with their job search.

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.

You submit the resume. You wait.

You talk to the recruiter. You wait.

You interview. You wait.

So when is it appropriate to reach out to the hiring manager? Our latest post offers some advice.

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.