Our Blog

Becoming more strategic about your recruitment budget can save you thousands a year when it comes to hiring, not to mention an improved process for your hiring team and ultimately, a happier more engaged workforce.

COVID-19 has exposed the need for companies to digitise recruitment, fully embrace employee well-being and invest in a way to support staff financially.

When you take into consideration all the internal & external costs involved in hiring, it isn’t surprising that the numbers add up. We have a number of tips that can help you do this effectively without losing quality.

Recruitment marketing has been a topical area in the HR space for some time due to the importance of passive candidates and a candidate-driven market. Integrating marketing into the recruitment function can give companies a competitive edge.

Now that the dust has started to settle on the COVID-19 pandemic there is an opportunity to focus on the areas that were further down the priority line but have become increasingly important for when a more normal work resumes.

The option to build a remote team unlocks talent on a global scale and removes potential obstacles that you might be facing with a local workforce, but what are the practicalities of managing a remote team?

It is important to ensure that the impact of your employer brand and the measurements you take will have a bearing on your employee satisfaction, engagement and ultimately, retention.

We look at ways to keep candidates engaged and warm when you are no longer hiring.

92% of candidates say they would consider leaving their current jobs if a company with an excellent corporate reputation offered them another role

Recruitment during a time of pandemic has led to a significant shift in the interview and onboarding process leading to the need of a remote recruiting process.