Recruiting & Hiring Blog for HR Professionals

It costs the average company $4,000 to hire a new employee, and that’s not including the additional costs that can result from a bad hire. A poor fit and exaggerated value can land your company in a world of financial hurt.

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So, you bought a franchise – now what? A simple guide to hiring and managing franchise employees.

It should go without saying that making the right decision for your next Customer Service Representative role can go a long way towards overall customer satisfaction. Think about your own negative experiences when calling customer support. How did that affect your view of the company? Chances are it left you with a sour taste in your mouth.

As our co-founder Patrick Clark told Mashable last May: "It's infinitely more expensive to acquire a new customer than it is to keep an existing customer happy. The best way to keep them with you is to pay attention to them.” The following three qualities are integral to creating a customer-first culture within your organization.

Attracting the right applicants to your job description—and getting them to actually apply—starts with crafting a posting job seekers can’t resist. Even more difficult, though, can be optimizing your description so applicants can find it online. 

For that to happen successfully, your job posting needs to be relevant and searchable in major search engines, using the right keywords and keyword phrases throughout the title and body of the description. 

Here are three easy ways you can start optimizing your job descriptions with keywords immediately.

We’ve all been there before—staring blankly at a computer screen as we try to craft the most compelling job description. Rest assured, you’re not the only one who’s suffered from writer’s block. Even the world’s greatest writers needed a jolt of inspiration from time to time, and the same can be said for writing a great job posting.

Here are nine of our favorite job description writing tips from the literary legends themselves.

Time is money for everyone—job seekers and recruiters alike. So it shouldn’t come as a surprise that we’re all searching for a simplified (yet still effective) way to do things. A recruiter needs an efficient way to bring in the best talent, and applicants need employment. Seems straight forward enough, right? The caveat is that recruiting and job seeking are both time consuming. In fact, many applicants and recruiters would likely argue their role can be daunting and time consuming at the same time.

In recent months, there has even been some discussion regarding bad applicant experiences and how they can negatively impact a brand’s position. The good news is it doesn’t have to be that way for either party.

Recently, Forbes published an article outlining various ways companies drive away talent. According to the author, applicant tracking systems are a major offender. While the claims may be true in some instances, they certainly aren’t the norm. Here we examine the author’s concerns about applicant tracking systems and share how the right applicant tracking solution can attract and engage top talent.

It appears that hiring and wages in the service sector are heating up. The Society for Human Resource Management’s most recent Leading Indicators of National Employment (LINE) report suggests that service providers expected September hiring rates to increase 14.6 points compared to one year ago, while in August new hire compensation in the service sector increased 6.7 points compared to last year. 

We all know that trying to find the right person for a job can be a difficult process. You want someone not only qualified for the position, but a person who will fit your corporate culture and workplace environment. Hiring the wrong employee can cost your business thousands of dollars, so you want to make sure you start the process strong. The title and description you use for your posting can make all the difference.