As a recruiter, I'm often talking with candidates about potential new job opportunities on behalf of my clients. I understand that looking for a new job can be very stressful. There are always so many unanswered questions while going through the process. For job seekers who are currently unemployed, you have the added pressure of getting that stream of income to flow again. For those who are working, the last thing you want is for your employer to find out something is wrong and you are looking to leave. To be found that you are looking for a new role before an offer has been extended could be detrimental to your current job security. All of this stress is put to ease that moment a simple email or phone call comes through. It’s the call that you impressed everyone in your interview and are being offered the position. Phew! Now all that stress is over...or is it? There can actually be a few last hurdles to jump. Here are some various questions and suggested responses that I would recommend to help make the easiest transition possible.

When we talk with rapidly growing government contractor executives, recruiting is almost always a top concern. Many have done recruiting in an ad-hoc manner, with individuals doing recruiting while wearing other hats.

As a small business, you probably don’t have the time, money or staff to be able to utilize expensive and robust offerings in recruiting resources. You have no need for an Applicant Tracking System, LinkedIn Recruiter or large contracts with CareerBuilder, Monster or the like. However, there are three recruiting sources that you can utilize that may get you the applicant flow you are looking for and yield the results to hire an impactful, talented employee.

While on client site, sitting in Leadership meetings, attending training, there is always one key initiative all companies are talking about right now: How do we attract top talent and, how do we get those people to stay?

Recently, I had a hiring manager contact me and ask me my opinion about a candidate she interviewed. The manager mentioned the candidate was incredibly nervous during the in-person interview. However, during the initial phone screen I had with the candidate, she was well spoken and confidently provided details of her previous work experience. That said because the hiring manager asked for my opinion, this leads me to believe she saw a candidate with growth potential and an eagerness to learn and trusted my judgment as her recruiting consultant. As hiring managers are you able to “spot” a candidate that could be groomed and developed as a star performer? Let’s explore some of the best ways to identify high potential in candidates.