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  Startup. That word evokes different emotions among different people. To some — excitement! Others feel like it’s a big risk and perhaps out of their comfort zone. Of course, qualifying candidates is important, but there is an element of “selling” that has to be done as well. Think about the things you can offer desirable candidates who may feel a bit unsure in the early stages of your discussion. Here are a few selling points to help you tell your story and position your company as “the place to be”. (All may not be relevant to your company, but the idea is to get you thinking outside the box.)

Hiring can be daunting. Breathe deep and take a moment to begin with some basics when you are going to look for a new employee. Start simple. Before you even put a job description together, take some time to focus on the behavioral traits that will be needed to set you and your new employee up for success!

You know it by now – great candidates are not always easy to come by. Finding someone with the right qualifications, skills, experience and culture fit is usually just a part of the definition of a “great candidate”. Passion is always a key part of what we look for when connecting with potential employees on behalf of our clients. Often this enthusiasm originates from a genuine interest or appreciation for the services and or products your company offers its customers. So its common sense — your customers (and vendors too!) can actually serve as valuable resources to keep in mind for your hiring needs.

We count collaboration as one of our key elements to success at our company. Why? We are believers in the old saying, “two heads are, in fact, better than one”. But does this contradict another classic adage — “too many cooks in the kitchen”? Our ideology is strongly rooted in team work and a collective-effort style of problem solving.

  “Be Prepared. The Scout motto means that you are always ready to do what is necessary to help others. It also means you are ready, willing, and able to do what is necessary in any situation that comes along. You are also being prepared to live a full and worthwhile life, being a physically fit, honorable citizen of strong character.”

  If finding great new employees is the hard part, getting them to accept the job should be simple….not always. Candidates are receiving multiple offers as well as counteroffers again. To be successful you need to think about closing from the start. 1) Set the stage in the first meeting – explain the interview process, steps involved, expected time frames. Make certain you give candidate’s opportunities to ask questions and to evaluate you as well. Let them know prior to any offer being made you look for agreement that the opportunity aligns with their goals and that they have no questions remaining.

  In an ideal world, job candidates of all kinds would lie in wait for the positions they are perfectly suited for. Unfortunately, many of the best candidates already hold positions when approached by managers planning to make employment offers. This is just par for the course when looking to hire top-performers for your company. Similarly, because these types of candidates are such hot commodities, their current employers are often reluctant to let them go without a fight. Enter, the dreaded Counter Offer.

We see them everywhere. They span the corners of our houses, connect the branches of the trees in our yards, and sometimes we are even lucky enough to break one with our face as we walk through our front door. We’re talking about spider webs! These pesky little guys seem to pop up everywhere, although their arrival never seems to be a welcomed o ccurrence. However, Halloween offers cobwebs an opportunity to shine. Bushes in the lawns of suburbia dawn imitation versions as a means of decorative tribute to these creepy creations. We know that right about now you might be thinking, “So what does any of this have to do with me?” Well, allow us to explain. You see, Halloween is on the only time that spider webs can, and should be glorified. Actually, in the corporate world of networking, spider webs are much more prevalent than one might initially think.

What happens when you combine mismanagement, bad relationships, and an unhealthy environment? Well in 2012 — you get the Boston Red Sox! Of course you have seen the Sox in the face of the media for months now, not only because of their inability to win games but because of the chaos within the organization. Time to get off the Red Sox bashing bandwagon and move on – from all of this dysfunction there is a valuable lesson to apply to the corporate world. When you break down the season, it’s pretty clear why things went wrong.