Study Shows That Millennials, Gen Xers, and Boomers agree on one thing: Work/Life Balance


You’ve all read the articles and heard the stories: Millennials are so different from the previous generations. If you were to believe everything you heard, you would imagine that Boomers and Millennials wouldn’t agree on anything. The funny thing is, in a recent study we found that Millennials, Boomers, and that oft-forgotten about generation in the middle, Gen Xers, agree on most things including what keeps them happy at their job.

Continue reading “Study Shows That Millennials, Gen Xers, and Boomers agree on one thing: Work/Life Balance”

6 Quick Questions that Determine Cultural Fit

Cultural Fit


Smart employers recognize the importance of culture and complementary work styles on employee engagement, retention, and team effectiveness. Increasingly, prospective employees are also prioritizing fit and appreciate employers who demonstrate they take question of fit seriously. So, with everything else you need to accomplish in an interview from selling the opportunity to evaluating the candidate’s skills and experience, how can you best determine fit? Here are some sample questions that can help you. Continue reading “6 Quick Questions that Determine Cultural Fit”

Don’t Get Fooled by Resume White Lies

Resume Fraud

April Fool’s Day can be fun, thanks to harmless office pranks and the like. What isn’t fun is when employers get fooled into hiring less-than-qualified people, thanks to resume fraud. With more candidates jockeying for interview time, you are likely to come across resumes containing white lies – or even downright fraudulent information. Undetected resume fraud can cost you, your team and even your company down the road. Here are warning signs to watch for so it doesn’t happen on your watch. While many of a candidate’s claims can be verified with background checks, these checks aren’t usually conducted until late in the hiring process, after you have invested time and energy in interviewing the candidate – and your team is most likely invested in their future colleague. Here’s what to look out for so that the joke’s not on you: Continue reading “Don’t Get Fooled by Resume White Lies”

3 Ways To Keep Pace With Top Talent Using Mobile Recruiting

Mobile Recruiting

Job seekers are increasingly using their mobile devices such smartphones and tablets to look for opportunities. From browsing for job openings to filling out applications to researching potential employers, mobile devices have become the job search tool of choice for more and more Americans. Today’s job seekers no longer view recruitment videos, job notifications, and recruiter feedback as novelties – they expect them, right away and right at their fingertips. Here are three ways you can make your recruitment efforts go the extra mile with mobile recruiting and attract top talent: Continue reading “3 Ways To Keep Pace With Top Talent Using Mobile Recruiting”

4 Tips for Writing Job Descriptions that Attract the Right Talent

Winning Job Descriptions

Most companies invest a lot of time and effort on marketing to ensure their products and services catch the eye of their target market. Many employers would agree it’s just as important to attract the right employees as it is to appeal to their ideal customers. Here’s how to write job descriptions that capture the attention and interest of precisely the talent your company needs and wants: Continue reading “4 Tips for Writing Job Descriptions that Attract the Right Talent”

4 Ways to Supercharge  Your Employee Referral Program


Employee Referrals are one of the most effective ways to find potential hires, and with the possible benefit of semi-vetted talent, it’s a strategy that you can’t afford to overlook. Here are four ways you can make Employee Referrals a powerful and continual resource for top talent:


Make it Part of Your Culture

Integrate employee Referral Programs so that they aren’t an afterthought. Make new employees aware of it when onboarding, reiterate it during management training and more than just spreading the word, educate your employees on how to identify top talent. For instance, particularly if you want them to keep their eyes open for other departments, make information such as open positions and required software skills available on your intranet.


Keep Employees in the Loop

Employees who make referrals often may be personally interested in how their referral is faring – if they were called in for an interview, are being considered for a position or even if their referral did not make the cut.  Keeping your employees in the loop keeps them from wondering, and also helps them respond to their referral’s inquiries. More importantly, it makes them feel that they are part of the process of adding valuable and needed talent to the company.


Make Referring Easy

Sometimes even employees who are the biggest fans of the company have a hard time selling how great it is to work for your company. Help them make a strong case by creating a marketing piece. One idea is to provide them with postcards that lists “Top 5 Reasons for Working with Us.” As an added bonus, you can make this piece work even harder by including compelling company images (branding, employees having fun, evocative graphics, etc.) and online and contact info.


Make it Rewarding

Last but not the least, even your staunchest champions would appreciate receiving recognition for their referrals. From thanking them in the company newsletter to giving them public kudos during meetings to presenting them with a gift card, these tokens of gratitude go a long way towards further referrals. If you wish to up the ante, you can have a quarterly or yearly raffle for bigger prizes to build excitement and encourage healthy competition.

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