Employer brand is key. While people may be attracted to working for you by the role and salary, your business reputation also plays a significant part in attracting top quality talent.
Agency recruiting can be a life save if you’re scaling up at a fast pace and what to make sure you’re hiring the right people. But how does it work?
Whether you’re a software company, retailer or in financial services, substandard delivery won’t cut it anymore. But to stay top of your game, you’ll need to recruit top talent – an endeavour often coming down to culture vs skills.
At HIROLA, we’re constantly growing and expanding which means we’re on the lookout for new team members. But making new hires can often be a daunting prospect for growing SMEs
According to our research, many businesses are growing tired of the so-called bad interviewee, defined as being unprepared, dressed inappropriately and failing to come across well in person.
Whether you need new skills to help you develop, or temporary and seasonal staff to work at busy times, getting the right employees onboard quickly and easily is crucial.
It’s no secret that artificial intelligence (AI) is well and truly on the rise in businesses of all sizes. What does that mean for the hiring process within SMEs?
When you’re in need of hiring quickly, it pays to hone those spidey senses. Because while recruitment red flags often pop up when candidates walk through the door, some will only be revealed when you push them off-script.
With staff onboarding traditionally a manual process, with documents going back and forth for signatures between company and candidate. This can be a large drain on your time and resources, as well as being open to errors and mistakes.
Many of the world’s most successful businesses are known for addressing the link between corporate culture and the level of employee satisfaction, productivity and creativity – something you too need to keep in mind when you formulate your retention strategy.
Glassdoor is on a mission to find out how bosses can retain staff, by analysing quirky perks and career progression.
With a staggering 5.5m businesses in the UK and 99 per cent of these being classed as SMEs (employing 0-249 people), it is vital these companies avoid mistakes when recruiting.