Should You Screen for Cultural Fit in the Hiring Process?

Filed under: Best Practices, Employer, Hiring Strategies, Interview, Talent Acquisition


Should You Screen for Cultural Fit in the Hiring Process?



Cultural Fit should be a major factor in any hiring process, because it is one of the main reasons an employee doesn’t succeed or stay on once hired. With the cost of turnover to be avoided whenever possible, assessing cultural fit from the get go is a must. Candidates who fit into the company culture will contribute faster, perform better and have longer tenure.

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Recruiting Trends, The View from 5,318 Feet

Filed under: Hiring Strategies, Recruiter / Recruiting, Talent Acquisition

Recruiting Trends

The view from 5,318 feet


While this recovery is much slower and longer than most post-recession recoveries, most economists anticipate modest growth for the rest of 2012, and stronger growth in 2013. The National Association for Business Economics panel predicts an average monthly growth of 188,000 of jobs in 2012, up from the previous forecast, with GDP growth of 2.8 percent.


So what does this mean for recruiting? Read more »

Personnel Mobilization Doctrine. By Joanna Bradley, IT Sales & Marketing Recruitment Manager

Filed under: Best Practices, Employer, Hiring Strategies, Human Resources / Capital, Recruiter / Recruiting, Redfish Speaks, Talent Acquisition

Personnel Mobilization Doctrine

Joanna Bradley, IT Sales & Marketing Recruitment Manager

Joanna Bradley, IT Sales & Marketing Recruitment Manager

By Joanna Bradley, IT Sales & Marketing Recruitment Manager



The term “Recruiting” originally meant “to enlist new soldiers”. Every army needs to replenish troops over time, and at certain times they need to grow their numbers to accomplish specific operations.


Militaries, to facilitate this process, have established recruiting commands. These units are solely responsible for increasing military enlistment. The mission of the United States Army Recruiting Command (USAREC) is to recruit candidates for service. This process includes the recruiting, medical and psychological examination, induction, and administrative processing of potential service personnel. Read more »

Pre-employment Screening; The New Player That Every Office Needs on Their Team.

Filed under: Best Practices, Employer, Hiring Strategies

Pre-employment Screening; The New Player That Every Office Needs on Their Team.

From mega staffing firms to big time industries, from companies of communications and technologies to the small town restaurant owner simply searching for a few good servers; every business is faced with the same fears and problems of hiring that new employee. Pre-employment Screening can help bring some answers to these problems.

Most of us have worked in a time where a reference from a potential employee actually meant something. Remember when a resume filled with diplomas, past jobs, and community services truly displayed the character and essence of a person?  Unfortunately, the days of a sturdy handshake sealing the deal have simply slipped away. 

With the dawning of a new era, we have adapted and conformed to reality.  We still hire new employees and expect a trustworthy relationship, accepting them into our circle.  Now, we use a new team player which is at our fingertips to help us. 

Pre-employment Screening is the strategic opportunity which gives the employer the potential to avoid hiring a harmful or even inappropriate employee.  Pre-employment Screening is that new player.  It is very accessible to anyone looking for that help.  The choices of avenue are numerous. So, like that coach who seeks out that perfect player for his team, an employer must also find the right Pre-employment Screening Company which fits, best with his team members.

There are many Pre-employment Screening companies who adhere strictly to the internet. All exchange simply consists of emails.   They remind us of the companies out there who have a computer generated phone system.  The allusive customer service representative is never to be found.  This type of Pre-employment Screening Company is not totally off basis.  In our fast paced society, this is the perfect solution for companies who find human contact an interference and obstacle in trying to meet their daily deadlines.  To be honest, that screening company fits perfect with many employers and their members.  They are the perfect team player.

Let’s swing to the other side of the spectrum.  What about the other employers who enjoy service, and want a personal touch?  There is a choice for you also.  Pre-employment Screening does not have to simply be only an email away.  Look for that Screening Company who has a healthy balance.  They are out there also and will have that person to talk you through your problems until you find your answer.  They are found to be efficient and personal at the same time. 

No matter which way your company swings in the scenario, your Pre-employment Screening team member is out there.  It is crucial you find the right fit for you and your team members.

While Pre-employment Screening has the potential of being this year’s MVP, it is facing some game changers and issues which have come about.  Yes, Pre-employment Screening might enhance the safety of you and your fellow workers or save financial loss, it might simply help an employer save face; but it is a subject which is growing and facing its own difficulties.  This “new team player” or “rookie” is arousing a lot of attention and not all of it is good.  It looks like Pre-employment Screening will have to play by some rules.

The Fair Credit Reporting Act governs background checks under federal law, but now there are a number of state issues that must be measured when selecting applicants for employment.  With all 50 states being involved, to specify every state mandate, restriction, compliance, imposing and limitation would be too numerous and tedious to describe.  The Associated Press, Washington, published April 25, 2012; announced “New gov’t guidance on employee background checks”.   Trends are showing that while Pre-employment Screening will be regulated more and more by states and government, they  will still multiply and that will lead to mutual escalations in effectiveness but also in difficulties.  It seems, just like every game played by a team, the Refs have come out with new ways to enforce rules and change the way the game is played.  Like every good player, Pre-employment Screening is too valuable to lose.  It is here to stay and will adapt and learn to conform in every situation.

Now getting back to your team, be sure you are making a team effort in the hiring of an employee.  Utilize the skills of others around you.  Only you and your coworkers can decide “how a person fits into your company”, or “will they meet the qualifications that are necessary for this role?”, “do they possess the skills needed for this precise position?” 

Now it’s time to bring in your “new player”.  Let him finish up the process by closing some vital questions.  “Has this person been honest on his facts presented in his resume?” and “do they have any history of violence which may concern the safety of your staff and company?”  Lastly “is this person trustworthy and reliable for this position?”

Remember, superstars alone don’t win championships.  A Pre-employment Search alone will not find the valued employee and answers you and your team is looking for, but solid united teams do!  Utilize all of your team members in this team effort.  Pre-employment Screening will be an amazing addition, and by reforming your efforts, you will recruit the person who fits impeccably with your office team. 

That team will be the one who will lead you all the way to the end zone!


About the author:


Dawn Chalupnik is an Accounts Marketing Manager/Writer at Express Services. Express Services offers Pre-Employment and Background Information reports. The company’s website is:


Hiring Best Practices & the EEOC

Filed under: Best Practices, Hiring Strategies, Human Resources / Capital, Offers / CounterOffers, Talent Acquisition

Hiring Best Practices & the EEOC

In some countries it is standard to include a photo on your resume, as well as your marital status, age, and other juicy tidbits that are considered to be completely out of the professional and legal employment scope in the United States. Including that kind of information when applying for a job seems hard to imagine here in the United States. Read more »

Plate Spinning, the Art of Successful Recruiting

Filed under: Best Practices, Hiring Strategies, Recruiter / Recruiting, Recruiting, Staffing & Employment News, Redfish Speaks, Talent Acquisition

Plate Spinning, the Art of Successful Recruiting

Leah O'Flynn

Leah O’Flynn

By Leah O’Flynn

Plate spinning is an intense physical and psychological feat; it is both an art form and a methodology. Professionals focus on spinning numerous plates, simultaneously, while performing any number of acrobatic maneuvers, balancing goals, and bringing moving parts to a graceful crescendo. Sounds like recruiting, doesn’t it? Read more »

Finding And Hiring The Right IT Staff – UBM Newlsetter, Alicia Stein

Filed under: Hiring Strategies, Human Resources / Capital, Talent Acquisition, Talent Retention

Republished with permission from the UBM Midsize Enterprise Strategies February 2012 Newsletter strategy section.

Finding And Hiring The Right IT StaffAlicia Stein

By Alicia Stein  


Many middle-market CIOs lack the resources—staff and budget—to fulfill all of their organization’s IT initiatives. Even though the last recession displaced millions of workers, it still remains difficult for CIOs to find individuals with the right mix of talent and skill. Read more »

6 Ways to Engage Passive Candidates

Filed under: Best Practices, Employer, Hiring Strategies, Talent Acquisition

6 Ways to Engage Passive Candidates

As a small business owner, engaging passive candidates for positions you’re looking to fill can be an important strategy. There are many reasons for this, the main one being that passive candidates – those who are happy with their current jobs and aren’t actively looking for a new job – often possess more skills and experience than those who are actively looking for jobs.

This may be especially true when it comes to your small business. According to the Bureau of Labor Statistics, small businesses have more employees (based on percentage) with a high school education or less, and larger firms have more employees with bachelor’s and master’s degrees. Get in on that talent when they aren’t necessarily looking for a job with a small business like yours by learning how to engage passive candidates. Here are six options for doing so:

1. Use Social Media

It’s no surprise that social media like Twitter and Facebook is one of the top ways to engage passive candidates in today’s job environment. Everybody’s got an account, so why not use that to your advantage? This recruitment strategy has worked out particularly well for companies like Starbucks, which uses Facebook and Twitter to turn fans into partners (employees).

Social media can help you in several ways. Use social networks like LinkedIn to get information on potential employees, and use other social networks to brand not just your business but your employment. You can use social media to talk about the various challenges your employees are meeting, and you can even throw out job opportunities on your social media network to reach a larger pool of potential candidates for free.

2. Create a Company Blog

Have your employees write blog articles on what they’re currently working on. This can showcase your business and the benefits and challenges you bring to your employees. It can also help brand your business for potential employees as well as for customers. Showing your business as a great place to work can be one of the best ways to bring in passive candidates who are already relatively happy with their current jobs.

You may also want to provide industry news on your company’s blog. This can keep potential employees coming back for more information every day. Help them stay on top of the latest standards and news, and once you become their favorite source of information, they’ll view you more favorably and will be more likely to read any job postings you put on your company’s blog.

3. Write Enticing Job Descriptions

If you don’t know exactly what a potential job is going to entail, passive candidates are going to pick up on that. Remember, these aren’t people who are actively searching for jobs. That means they’re not going to jump on – or even consider! – a job with a poorly thought-out and poorly written job description.

If you’re not much of a writer, consider hiring a freelancer to write job descriptions for you. Just make sure that you spend plenty of time nailing down exactly what the job will entail and then talk over the details with your writer to make sure you get a job description that is both accurate and enticing.

4. Contact them Personally

When you find some passive candidates in whom you are interested, try contacting them personally, either through email or on the phone. Often times, they’ll be willing to speak with you, even if they aren’t currently looking for a new job. The key here is to be personal and to be genuinely interested in the person you’re speaking with. You may not get them to come to your company right way, but you could end up having a good conversation that will lead to a hire-on later down the road.

5. Targeted Email or Mobile Updates

Provide potential candidates with job updates through email or on their mobile devices. The key here is not to annoy every passive candidate by showering them with updates about jobs that aren’t relevant to their skill set or interests. Instead, target job updates so that they only go to individuals who may be truly interested in the jobs that have come up at your company.

6. Offer Presentations

Finally, you can continue to make yourself valuable to employees in your industry by offering free certification, training, or presentations on industry-related topics. This can be a good way to get passive candidates in your door, where you can have face-to-face conversations with them about the benefits your company has to offer them in exchange for their work. Your business can seek to run federal or state certification courses, or you can just host experts to present on industry topics in an informal environment.

7. Use a Recruiter

Does this sound like too much to do and run your business? Recruiting is a specialized field and the talent management experts specializing in your business sector can take the weight off of your shoulders. From actively recruiting talent to maintaining an ongoing relationship with thousands of passive candidates, recruiters can find and bring on-board the valuable human assets that your business needs, when you need them.

About the Author

Daniela Baker is a small business blogger and social media advocate at CreditDonkey, a credit card comparison website.

Do It Yourself Recruiting

Filed under: Best Practices, Hiring Strategies, Recruiter / Recruiting, Redfish Speaks, Talent Acquisition

Do It Yourself Recruiting

Ryan Thomson

Ryan Thomson

By Ryan Thomson, Executive Recruiter

When helping new clients on their hiring priorities, I encounter a common thread that some think recruiting fees are costly and somehow easy to earn. Recruiting fees are typically a percentage of the first year’s salary, and yes, that can amount to a large figure when hiring executives and top performers. During a recent webinar on Closing Candidates in a Hot Market, an attendee asked “Why should I use a recruiter, they seem expensive for a job I can do on my own.” Read more »

Why We Need to Hire Fewer and Fewer People

Filed under: Employer, Hiring Strategies, Human Resources / Capital, Talent Retention

Why We Need to Hire Fewer and Fewer People

Dr. Ira S. Wolfe

Dr. Ira S. Wolfe

By Ira S Wolfe

With an election year approaching and unemployment still high, lots of lip service and media ink are being wasted on ways to fix the jobless recovery. What a crock of $#!%.

While it is unquestionably heart-breaking to see good, hard-working, well-intentioned people become victims of corporate greed and negligent governance, much of the responsibility for getting a job (and keeping it) should fall on the shoulders of the individual and that includes individual executives and business owners. Read more »