Just as marketing staff ensure a consistent branding strategy to attract customers, hiring managers need an employer branding strategy to engage potential hires.

You will not burn a bridge with a hiring manager or a recruiter just because you decline a job offer. Provided, that is, that you handle it with grace.

If you’re new to the hiring manager role or you haven’t hired in a while, consider these best practices to make the process a positive one for both you and your candidates.

“So, Rachel, are you interviewing with other companies too?” Your first instinct might be to lie: “Nope! You’re my one and only!” But don’t do that.

Some people think of a recruiter as a replacement for a hiring manager. Not so. Here’s the difference, and how we work together.

Used to be, job seekers who showed a lot of “hopping around” on their resumes were red flags. Today, a 2-year stint seems less like a “quickie” and more like “a good learning experience.”

If you’ve been in the hiring world for long enough, you probably have an ingrained belief that a phone call is far more personal and professional than a message. But that mentality is a bit, well, old fashioned these days.

Want proof that a candidate has performed well in the past? Ask for examples. Looking for evidence that they can think quick on their feet? Pose situational questions.

Every company gets the importance of marketing the brand. But a lot of leaders forget to market the company as a great place to work, and that’s a mistake. Take the time to create quality marketing content around your hiring initiatives, and you’ll benefit from a higher degree of hiring success.

A good read on the @Glassdoor blog for HR on why employer brand efforts are critical to increasing the caliber of your job candidates, and your success in converting them to permanent employees.

A few best practices when (not if) you check references on an incoming employee: ✔️ Always disclose to the candidate that you check references. ✔️ Use a tool like SkillSurvey. ✔️ Check them early, not after an offer has been extended.

Settling conflicts in a remote-work scenario takes extra skill. As @SHRM reports, communication is key.

How to take over for a “bad leader” and get off on the right foot with your new team and organization.

Are you hiring people with the right qualities? If you want engaging leadership, these are some specific characteristics to look for.

If age discrimination is something you worry about in your job search, my advice? Don’t. Own your age and be confident about what you have to offer — whether you’re a young prodigy or an older, vibrant talent.

Curious about the best structure for conducting an initial phone interview? Here are the basics.

Are you rewarding your employees to hit financial targets? There may be a better way to create engaged, committed, creative employees.

Over on Glassdoor, 93% of employee reviews are about company culture. It’s a critically important metric in your hiring efforts. So if you want to hire the best, start by cultivating a better company narrative around what your people say about your company culture.

“So, Matthew, what is your superpower?” 🦸I am a big fan of oddball interview questions, and so is Glassdoor.

If you’re looking for a new job, I highly recommend turning on the LinkedIn feature Open to Work. This new-ish feature helps recruiters like those of us at The Source and Recruit Company scout out potential talent for roles we’re trying to fill.