Recruiting those really exceptional, âextraordinaryâ people wonât ever happen if you stick to legacy notions of simply matching skill levels to the companyâs job description.
Whatâs important is what Geoffrey James, a staff writer for Incâs SalesForce column, came away with from a leadership conference attended by numerous âCEOs and sales execs.â
âHow to Hire Extraordinary Employees: 7 Rulesâ is not a randomly acquired list; the thoughtful tips go beyond the traditional skill-matching process to incorporate a deeper understanding of the applicantâs desires, wants, and even disappointments.
Recruiting might be a people business, but many firms are catching on to the business benefits of analytics. The metrics that matter â and the ones that make a difference to your recruiting efforts â depend on the size and scope of your firm.
Read moreWith increasingly AI-driven sourcing tools and a sea of public profiles at your fingertips, itâs easy to overlook the benefits of building your own talent pool. But owning a database of people in your industry â potential passive candidates, who you already know and who youâve already background checked â is a valuable business asset.
Read moreThe energy industry has seen a lot of changes over the last 30 years. During that time, recruiting firm Natek has consistently placed top talent in energy efficiency and renewables â including engineers, sales, operations, management, and executive leadership â for some of the biggest names in the industry.
Read moreFind out more about who we and what we do.