I’ve worked for many small companies, some with under 50 employees while some with several hundred. One thing they have in common - there are not enough applicants for their jobs (not talking about quality candidates here, I’m mainly talking about the volume of applicants). What happens when you don’t have enough applicants? As a recruiter, you spend a lot of time sourcing candidates. You can spend hours and hours sourcing candidates, but if there isn’t a brand recognition,

There’s a running joke in my household: I’ve mentally lived this week about three weeks ago. As a headhunter, you can’t live for the day; otherwise, you’re setting yourself up for an uphill battle. Similarly, all high growth companies should have begun their 2017 hiring plan in November. But if you’re just now starting that conversation internally, no worries. I have an action item list for you to work on leading up to Q1 of next year. 1) Start meeting with C-level execut

The topic of “Would you hire your friend?” came up recently with one of my colleagues. Apparently, we are not the only ones who have addressed this concern. A simple search on Google using the query, “Should I hire my friend?” brought up 12.3 million results. If you asked me, I would answer “no” without any hesitation. If you look through the first few Google query results, you will find a mixture of “yeses” and “nos.” Rather than adding one more article to Google’s pile, I’d

There are companies out there that receive so many job applications that they use an applicant tracking system to prescreen for unqualified candidates. If you do not have a college degree, you are out. If you do not have a certain number of years of relevant experience, you are out. However, startup companies are different. They remove any barriers between their job openings and job seekers. If you are a recruiter working for a startup company, you probably often hear, “I had

If you are an early stage startup company or a small to medium sized business, the temptation to prioritize speed over quality can be quite strong, especially when you see your growing workload, decreased productivity, which can quickly turn into decrease in revenue. At the same time, I have never seen a hasty decision result in long-term success. To save you some time, I came up with a simple flowchart to diagnose whether you are ready for a full-time permanent hire. If yo

If your company is headquartered in one of the major metropolitan cities in the U.S., you are competing with Ivy League magnets like Facebook and Google. How are you going to attract the right talents for your venture? I recently read several articles discussing just that. Combining my own experience, below are four ideas you can use: 1.) Leverage technologies Depending on the size of your company, talent needs and length of engagement, I find Upwork a great platform for