Sometimes, startup staff have chosen to work in a startup because they thrive under pressure – so how do you retain them when you move into scaleup territory?
We largely expect the interview process to consist of a skill test and additional questions. But a good point comes from Lazlo Bock in an article for The Wire: relying on those two factors alone can prevent you learning more about candidates.
Real Business takes a look at proven strategies for retaining staff when the future is uncertain.
“The road to three per cent,” a CBI report, has claimed Brexit could diminish access to funding and collaboration, “damaging our influence overseas”. With its warning in mind, more companies have started recruiting for innovation.
Finance professionals are in high demand with just over a quarter of employers are looking to hire in the coming months.
Employer brand is key. While people may be attracted to working for you by the role and salary, your business reputation also plays a significant part in attracting top quality talent.
Agency recruiting can be a life save if you’re scaling up at a fast pace and what to make sure you’re hiring the right people. But how does it work?
Whether you’re a software company, retailer or in financial services, substandard delivery won’t cut it anymore. But to stay top of your game, you’ll need to recruit top talent – an endeavour often coming down to culture vs skills.
At HIROLA, we’re constantly growing and expanding which means we’re on the lookout for new team members. But making new hires can often be a daunting prospect for growing SMEs
According to our research, many businesses are growing tired of the so-called bad interviewee, defined as being unprepared, dressed inappropriately and failing to come across well in person.
Whether you need new skills to help you develop, or temporary and seasonal staff to work at busy times, getting the right employees onboard quickly and easily is crucial.
It’s no secret that artificial intelligence (AI) is well and truly on the rise in businesses of all sizes. What does that mean for the hiring process within SMEs?