My job was—and is—about helping organizations find the very best talent, and it doesn’t matter whether that organization is a college basketball program or $100-million private company.
Unemployment is low, demand for talent is high, and everyone is talking about the talent shortage.
In today’s tight talent market, it’s important for candidates to discover why your organization is an attractive place to work and get a feel for your culture.
The first quarter of 2018 was rewarding and successful for Gilman Partners and our clients.
Is your candidate motivated by a sense of doom and gloom, or optimism about the opportunity? Assessing motivation will help you make the right choice.
For job seekers who find themselves working with a recruiter, building that relationship is a two-way street that requires work on both ends.
With all of the buzz about the tight talent market, retention of your top performers is getting more attention. As recruiters, we’re reaching out to your coveted employees to entice them with new career opportunities. Why would they be interested?
You’ve survived a lengthy search for a key member of your senior leadership team. Multiple candidates have endured several rounds of interviews. The “winner’ has emerged and you’re ready to make an offer. The candidate is excited and it’s time to close the deal.