Your brand is everything when you are a small and growing business. In this episode, we talk about how to build and protect your employment brand so that you have access to the high-level talent you will need to level-up your company.

Some of the most educated and experienced executives we know have never received formal training on how to screen, evaluate, and select the right person for the job. If you're a manager and need help developing your interviewing and hiring skills, this episode is for you!

As you dive into 2024, it’s very likely that you are setting goals and visualizing a path for your company’s success over the next 12 months. One thing you’re probably thinking about is how to keep the employees who are contributing to that success. In this episode, we'll explore some ways to ensure your best employees stay engaged and happy.

These days, it's hard enough to hire great people - and now we have to navigate great fake people! Listen in as we share 7 clues to help you catch these fake applications early in the process so you don't waste your time.

As a startup, hiring for culture fit doesn't work. Why? Because culture takes generations to cultivate, and startups simply haven't been around long enough. Shift your thinking away from culture and towards values alignment instead. These five steps will help get you started!

It's hard to hire top talent when you are a small company. It’s also hard to really stand out in this candidate-driven market when you don’t have a big recruiting budget. The good news is there are some simple ways to go the distance for a candidate to make sure they know you want them on your team.

What does it mean to be an entrepreneur and what does it means to be a leader? In this episode we will discuss their differences and why you need to develop both entrepreneurship and leadership for success in your business.

Do you feel that calling on references is a waste of time? In this episode we unpack that assumption and offer some justification for checking references to make sure that you are hiring people you are proud to have represent your company. Let's face it - failing to conduct pre-hire due diligence exposes you, your company, and your reputation.

As a small company your secret weapon is your ability to act quickly, so take advantage of it! It's tough to stand out in the big company crowd, but by speeding up your interview process with our tips, you can make things happen FAST.

The average time to hire is 60 days, and with the holiday season right around the corner, you don't have a lot of time! Make every spare moment count with these six tweaks - you'll have more time to see a larger pool of candidates and cut three or more weeks off of your hiring cycle.