Justin began his career with Main Sequence in the spring of 2014. When he joined our team, Justin came to us with 10 years of customer service experience, an education from Kent State University and was even studying to become a certified cicerone. Initially Justin was a part of the training department assisting with customer support; however, quickly began learning MSSQL and making the transition to our conversion team. Justin now spends his days working with customers preparing them for data migration into PCR and ensuring a smooth transition. During his off hours, Justin spends his time bowling and playing volleyball and basketball, online gaming, building PCs, and enjoying a nice local craft beer.
The work from home phenomenon divides opinion. Nowhere is that more keenly felt than in recruitment. Some employers and employees see it as a performance enhancing perk, whilst others view it as a barrier to productivity and career progression. So how can recruiters use it to their best advantage?
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In any industry, bringing on new starters is never a straightforward process – and recruitment is no different. You’ve sourced potential candidates. You’ve gone through the recruitment process. And you’ve made the hire. Now it’s time to onboard, train, and integrate your new recruiter.
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You want people, not software, to run your recruiting business. Finding the right software can be a challenge. You’re going to have questions, but are you asking the right ones?
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