While it’s now possible for many companies to return to business-as-usual and bring employees back to the office, it’s clear that for many a hybrid work-from-home model is here to stay. As business continues to trend in a digital direction, what do prospective employees expect from your hiring process? Although the majority of job seekers in our recent survey (85%) said they’d be willing to interview in person, many (16%) still aren’t. And if the interview process or required skills assessments are too time intensive, you may miss out on attracting good candidates. So how can you make your interview process more competitive? Our recent survey of 150 professionals offers insight into job candidate preferences and expectations.&nbsp; Communication Is KeyWhen asked how often a business’s hiring process is made clear up front, the majority of job seekers found communication lacking: 46% said it was sometimes clear 26% said the process was rarely made clear, and 5% said it was never clear 18% said it was frequently clear&nbsp; Only 4% reported the hiring process was always made clear. Lack of information about the hiring process can leave job seekers feeling like they’re in interview limbo and can result in great candidates withdrawing from consideration altogether. Time is a FactorWhen asked, job seekers prefer that the interview process spread outa bit: 62% prefer interviews broken up over several days 38% would rather complete all interviews in a single day. There is also a limit to how many days candidates are willing to spend on the process: 44% of those polled said four interviews are too many. 30% drew the line at five. 20% said three was too much.&nbsp; Only 6% said two interviews were too many. Patience for Skills Assessments is LimitedWhen we asked about skills assessments during the interview process,&nbsp; 80% said they’re willing to complete an in-person skills assessment. 60% prefer assessments in the form of a take-home assignment. Although skills assessments are a generally-accepted part of job interviews, they can’t be too lengthy: 60% of job seekers are only willing to spend 15-30 minutes on assessments. 26% said they’d spend up to an hour. 9% said 2 hours is acceptable, and only 6% are willing to spend 3 hours or more. Bonus InsightWe asked those in the highly competitive coding market what they believed to be the best way to measure their unique skills and learned the following hot tips: 37% thought their previous work samples were the best metric 25.5% prefer an interactive whiteboard session 23.5% would opt for a take-home assignment&nbsp; 14% said an online skills assessment was best So How Can You Maximize Your Interviews?&nbsp;1. Establish expectations up front.&nbsp; Be sure to provide candidates with a clear picture of the position prior to coming in for interviews. This includes position responsibilities, work hours, leadership and advancement opportunities, as well as compensation 2. Have a clear interview process you can share with job seekers. Letting candidates in on your company’s process will give them a greater sense of involvement and assurance that they’re progressing through your team’s hiring hierarchy and are not just sitting on the back burner. 3. Keep skills assessments short and sweet. Make sure to stay focused on the unique requirements for the role to ensure that you’re asking the right questions.&nbsp; 4. Consider breaking up the process. Think about spreading a long, one-day interview process out over several shorter days to alleviate some of the pressure candidates are under, while still being efficient with everyone’s time.&nbsp; 5. Limit the total number of interviews. Candidates expect to speak with multiple people during an interview process, but try to cap the total number of interviews at 3.&nbsp; ​ To check out the full infographic, download it here. <img src="https://www.ehire.com/rails/active_storage/blobs/eyJfcmFpbHMiOnsibWVzc2FnZSI6IkJBaHBBOFI4SlE9PSIsImV4cCI6bnVsbCwicHVyIjoiYmxvYl9pZCJ9fQ==--fef253799b2abbe65003c488c2a821ff81401003/eHire_Interview_Sentiment_Infographic-061422-800.jpg">​ Our team at eHire is always here to do more than connect your business with the right talent. We help equip your team with the latest information on best practices in hiring and maintaining great employees. Reach out to us anytime for help finding the key players needed to grow your company. Share This Blog

16% of Prospective Employees Aren’t Willing to Interview in Person ... and Other Interview Process Insights

In today’s market, job seekers have more choices than ever before. ​You are competing with many other companies to attract the best talent.So how can you set yourself apart from the pack?The answer is social media!Changing jobs is a big life decision and job seekers want to make the best choice possible.Social media can help them understand what it would be like to work for your company.<a href="https://www.linkedin.com/in/kyletothill/" rel="noopener noreferrer" target="_blank" style="color: rgb(0, 124, 65); background-color: transparent;">Kyle Tothill,</a>&nbsp;Managing Director at eHire, offers three key factors you should consider to elevate your company’s employment brand:<iframe class="ql-video" frameborder="0" allowfullscreen="true" src="https://www.youtube.com/embed/1BHuwcWY9gU"></iframe> <h2>​</h2><h2>Here are some great examples of companies using Instagram to build their employment brand:</h2><a href="https://salesloft.com/" rel="noopener noreferrer" target="_blank" style="color: rgb(0, 124, 65); background-color: transparent;">​SalesLoft</a>shares how it blends its commitment to the community with employee perks.<iframe class="ql-video" frameborder="0" allowfullscreen="true" src="https://www.instagram.com/p/ByDvBYZJvLn/embed/captioned/?cr=1&amp;v=12&amp;wp=540&amp;rd=https%3A%2F%2Fwww.ehire.com&amp;rp=%2Fblog%2F2019%2F11%2F3-key-factors-that-will-supercharge-your-employment-brand-on-social-media%3Fsource%3Dgoogle.com#%7B%22ci%22%3A0%2C%22os%22%3A411.2000000476837%2C%22ls%22%3A241.39999997615814%2C%22le%22%3A408.7000000476837%7D" height="1202"></iframe> ​<a href="https://www.kabbage.com/" rel="noopener noreferrer" target="_blank" style="color: rgb(0, 124, 65); background-color: transparent;">​Kabbage</a>&nbsp;shares its love for both humans and furry friends. ​<iframe class="ql-video" frameborder="0" allowfullscreen="true" src="https://www.instagram.com/p/B0lmHHTJk5T/embed/captioned/?cr=1&amp;v=12&amp;wp=540&amp;rd=https%3A%2F%2Fwww.ehire.com&amp;rp=%2Fblog%2F2019%2F11%2F3-key-factors-that-will-supercharge-your-employment-brand-on-social-media%3Fsource%3Dgoogle.com#%7B%22ci%22%3A1%2C%22os%22%3A414%2C%22ls%22%3A241.39999997615814%2C%22le%22%3A408.7000000476837%7D" height="941"></iframe> ​<a href="https://www.us.jll.com/" rel="noopener noreferrer" target="_blank" style="color: rgb(0, 124, 65); background-color: transparent;">​JLL</a>&nbsp;highlights the human element of how their team members can become the best version of themselves. ​<iframe class="ql-video" frameborder="0" allowfullscreen="true" src="https://www.instagram.com/p/BWh8SfrAyCi/embed/captioned/?cr=1&amp;v=12&amp;wp=540&amp;rd=https%3A%2F%2Fwww.ehire.com&amp;rp=%2Fblog%2F2019%2F11%2F3-key-factors-that-will-supercharge-your-employment-brand-on-social-media%3Fsource%3Dgoogle.com#%7B%22ci%22%3A2%2C%22os%22%3A416.7000000476837%2C%22ls%22%3A241.39999997615814%2C%22le%22%3A408.7000000476837%7D" height="657"></iframe>

​3 Key Factors That Will Supercharge Your Employment Brand On Social Media

The hiring process is a legitimate challenge for many businesses, and if you're struggling with the process of recruiting the best talent, you're not alone. 49% of the workforce has turned down an offer due to a bad recruiting experience. The methods that used to draw talent aren't working with the current workforce. In addition, hiring managers have to deal with juggling advertising platforms, recruitment technology, gatekeeping resume scanners that sometimes overlook good candidates who didn’t use the right keywords, and more.&nbsp; There could be a wide range of reasons why you're not hitting your recruiting goals, and you might be surprised at just how easy these things are to overlook. If you're experiencing issues like not getting hits on your latest job descriptions, high employee turnover, not attracting and keeping top talent, or your HR department seems overwhelmed, it might be time to evaluate where your process isn't working. Learn more about the signs you’re recruiting and hiring process isn’t working and what you can do about it HERE. eHIre not only identifies top talent in tech, but works with businesses to create customized hiring processes that are efficient for your business and also works well for potential new hires. We analyze hiring processes compared to industry best practices, business needs, and the skills desired to create the best hiring plans. Get in touch with one of our recruitment specialists HERE.

3 Signs Your Hiring Process Isn't Working for You

Whether it’s in-person or online, preparing for an interview is a necessary and sometimes stressful step toward landing the right job. It can be tempting to focus on convincing the company that you’re the perfect candidate for the job in order to increase your chances of securing an offer. While you do need to showcase your value, it’s just as important to find out whether the job is perfect for you! An interview should flow in both directions, and asking the right questions is an effective way both to demonstrate interest in the role and assess whether the job is a mutual fit. Asking some of the following 3 types of questions will empower you to decide whether the position is right for you. Company CultureFind out whether the company’s social &amp; professional climate aligns with what’s important to you. You should already know the company’s mission and core values before you go in, and your interview is an opportunity to learn more about how those values are actually applied in policies and day-to-day decision-making. Some of these questions will likely be answered naturally during the initial stages of the interview, so choose carefully which ones will be most useful to ask – you want to show you’re paying attention, as well as motivated enough to dig below the surface. Ask questions like: How would you describe the company culture? How would you describe the leadership style here? What can you tell me about the team I’ll be working with? What is the approach to work-life balance like? Do the teams tend to work independently or do they work closely with each other? Does the company hold any employee events? How are decisions made in high-pressure situations? How is conflict handled? Are professional development resources available? Are there opportunities for advancement? Passion for the CompanyAsk some questions to feel out the interviewer’s own enthusiasm for the company. How they react will give you an intuitive sense for their overall engagement and satisfaction as a current employee. You’ll also be able to assess whether the interviewer’s responses seem to align with what you’ve learned about the company culture. Bear in mind that responses could be influenced if others are present; you’re more likely to get a candid answer if the interview is one-on-one. Note the interviewer’s body language and tone when asked this type of question—responses that feel natural, free-flowing, and receptive are probably genuine green flags, while signs of uneasiness can suggest the interviewer feels conflicted in speaking positively about their experience with the company. Some interviewers may simply be uncomfortable having the focus shifted to them personally; regardless, take any tension surrounding these questions as a signal it’s best to change direction and keep the interview moving. You can ask things like: What made you decide to work here? How would you describe your experience working here? What do you love about working here? What would other employees say is the best thing about working here? What is your favorite thing about working for the company? Role ClarityRemember to ask about specific elements of the position itself. Digging into finer points of the role and what success looks like for the position shows your sincere interest and a focus beyond simply getting the job. Asking these questions also provides an opportunity to relay your skills and knowledge well by relating them to the measurements of performance. Answers to these questions should equip you to feel confident about next steps and expectations; vague answers or outright evasions can suggest issues with processes and planning surrounding the job. You can ask things like: What does the training roadmap for this position look like? What should a successful candidate accomplish in the first 30 to 90 days in this position? When and how is feedback given and received? What will be the biggest challenge for the person who fills this position? Where have successful employees previously in this position moved on to? Why is this position available? Asking these 3 types of questions in your next job interview will make it easier to land the role you want, not just a role you’re qualified to fill. To smooth out the process of finding your dream job, eHire’s recruiters are here to match your tech talents to the right company for you. To discover more about how we personally pair highly-skilled candidates with the perfect opportunities, contact us today.

3 Types of Questions You Should Ask During an Interview

Finding and attracting the right talent in a pool of talent can be an exercise in frustration, especially if you don't have the right tools. Recruiting technology is essential to your efforts in today’s marketplace, and knowing how to use the right features will prevent you from missing out on solid applicants. Here are a few recruiting technologies you need to know about and how you can apply them to your search efforts.&nbsp; Features You WantThere are important factors to consider before you settle on a recruiting tech stack. First, make sure that the software you're using has cutting-edge AI. Without advanced artificial intelligence in your software packages, your gatekeeping software amounts to little more than a basic keyword scanner, which could cost you hits. You also want software that will help you engage potential candidates and convince them you have something better to offer than anyone else. Automated form letters are off-putting to job seekers, who will see through them in a second. You need personalized interaction that augments (but does not replace) human contact. Your software should help you create an effective, diverse talent pipeline using data analytics and reporting. At the same time, it needs to have cross-platform capabilities allowing you to use the data in as many ways as possible. It also needs to have top-notch information management capabilities and flawless data protection and privacy regulations. Recruiting Technologies to EmployFive of the most important recruiting technologies you need to know about are: 1.&nbsp;&nbsp;&nbsp;Automated recruitment marketing. 2.&nbsp;&nbsp;&nbsp;Chatbot technology. 3.&nbsp;&nbsp;&nbsp;Blockchain technology. 4.&nbsp;&nbsp;&nbsp;Virtual reality. 5.&nbsp;&nbsp;&nbsp;Video interviews. 1. Automated Recruitment MarketingAdvertising is essential to attract good recruits, but the days of putting out a classified ad in the local paper are long gone. You need software that can seek out platforms where your potential recruits hang out online. It's important to take advantage of social media, chat rooms, and other platforms across the web where the best and brightest in your field can be found. This is where automated recruitment marketing comes into play. This form of AI tech can search the web to determine where your best candidates are, and it can also assist you in determining the size of your advertising budget. It can also be used to schedule ads, track expenditures and conversions.&nbsp;&nbsp; 2. Chatbot TechnologyAlmost every website you come across these days has an automated chatbot designed to engage directly with the viewer. … and chatbots are here to stay. They can reach out to your candidates, perform screenings, and update candidates about where they stand in the process. They’re also able to guide them toward good jobs based on their resumes. When considering chatbot technology, look for those with advanced artificial intelligence and the ability to carry on natural conversations. It's also important to be very clear with your audience about their limitations and what they can do. If you choose the wrong solution or your chatbot doesn’t work the way someone thinks it will work, you can actually turn off your potential candidates. As a recruiter, be involved with the development and integration of chatbots to ensure they’ll perform well. 3. Blockchain TechnologyBlockchain technology isn't yet mainstream; it’s more up-and-coming, so using it can get you ahead of the game. Blockchain has the potential to simplify the hiring process. It allows you to protect your candidate data with ironclad security while at the same time making data verifiable so you can engage in essentials like background checks, verification of educational and salary histories, and other important aspects of the search. According to a 2018 employment screening report by HireRight, 84% of employers have caught applicants in lies on their resumes. This makes data accuracy vital, and blockchain technology has the potential to verify accuracy and assist in weeding out candidates. 4. Virtual RealityVirtual reality can take your recruitment experience to the next level. Applicants can tour your entire workplace without ever leaving their homes; for example, or virtual avatars can be used to do initial interviews with multiple candidates in order to present those with the best potential to human recruiters. Current predictions state that by 2030, avatars will be standardized in recruiting across many industries. Getting in now could give you a serious edge over the competition. 5. Video InterviewsVirtual meetings through Skype, Zoom, Teams, and other platforms became prevalent during 2020, and all the evidence shows video isn't going anywhere. Over 66% of job seekers are only willing to wait about 2 weeks before they consider an opportunity missed, and they move on to others. Video interviewing can help you to fill positions faster, keeping candidates engaged and making potential hires feel like they’re applying for a job at a company that knows where the future lies. If you're looking to streamline and modernize your hiring process, eHire works with companies to develop tailored hiring processes that increase your chances of picking people who are the right fit and shorten your time to hire. As your recruiting firm, 96% of our candidates accept the job offers we bring them. Reach out to us so someone on our hiring team can share how our proven process works.

​5 Recruiting Technologies You Need to be Using

​This blog is part two of a series called “An In-Depth Look At Atlanta’s Best Places To Work: Everything You Need To Know About Culture and Employment Brand​.” You can&nbsp;<a href="https://www.ehire.com/blog/2019/10/an-in-depth-look-at-atlantas-best-places-to-work-everything-you-need-to-know-about-culture-and-employment-brand?source=google.com" rel="noopener noreferrer" target="_blank" style="color: rgb(0, 124, 65); background-color: transparent;">view part one here</a>.Part one of the series covered employment brand and why it is important. Part two will cover how to measure your results and why leadership involvement matters.You can view the entire video session below:<iframe class="ql-video" frameborder="0" allowfullscreen="true" src="https://www.youtube.com/embed/H81CVnybyto" height="400" width="600"></iframe> <h1>​Candidate Experience Survey</h1>Every company represented on the panel used a survey to measure candidate experience. The tools they used were different, but the intent was all the same. They wanted to measure how well they were doing with the hiring process. An important point is these companies measured both the hiring process and the initial onboarding phase when a new team member is hired.<h3>Measuring the hiring process</h3><blockquote>“We do a candidate experience survey. If you only got to the phone interview stage, we don't survey you. But as soon as you've been invited in, you get a survey, and most people participate and fill them out. So we've got a ton of data. And we use Culture Amp to do it.” - Amy Zimmerman, Kabbage</blockquote><blockquote>“We actually use Emplify. And one thing I absolutely positively love about the tool is we have a consultant that not only breaks the data out with the executive leadership team at the company level but down to the department level about those results.” - Christine Kaszubski, SalesLoft</blockquote><blockquote>“Super excited by the fact that we have data scientists already within our HR team here in Atlanta. We are utilizing them with our analytics team, which we also built out here in our early days in the Atlanta HR team. To start working on that candidate experience survey, we use Qualtrics, but that's more because that's what we use at the (global) firm. So we're really building that out because it's important for us.” - Joe Crowley, BlackRock</blockquote><h3>Measuring Employee Engagement</h3><blockquote>“We also do onboarding surveys at 30 days and 90 days to check sentiment. Did we deliver on what you signed up for and is it going well? To really oversimplify it. And is the role as described? Because that's huge. There's a lot of time people get into a gig, and they're like, this isn't what I signed up for.” - Amy Zimmerman</blockquote><blockquote>“But we also survey at the 30, 60, 90 date point and at one year. What I think is the most important is that when employees tend to hit the 18 to 24 mark, right around the time when they start to question, is this right, is this where I want to be?.” - Christine Kaszubski</blockquote><h1>Leadership Involvement In The Hiring Process</h1>We found that all our panel companies have some level of executive engagement built into the hiring process. ​<blockquote>“Rob and Kathryn, our founders, are involved. When they're not traveling, they do the panel interviews with me. Ideally, all three of us are there and we have a lot of fun. It's the right experience for the candidate because they get to meet everybody, get a real sense of who we are and what we are about. And it's really important that they get to meet them.“ - Amy Zimmerman</blockquote><blockquote>“Rob Forman, one of our co-founders, meets with all leaders of people, I personally meet with all VPs and above. It doesn't matter the job, It doesn't matter the department. And we are very deliberate. The other leaders that we bring into the organization because we feel it's our obligation. We owe it to every single employee that is a Lofter. And that we want to make sure we are setting them up for success and particularly with who we bring into the organization. And so we are very purposeful in making sure that we, as leaders, set that example.” - Christine Kaszubski</blockquote><blockquote>“Locally, our leadership team, we do three coffees and two lunches. So I have coffee with three employees every week and lunches with two. Not my department, not my function. I've met them all coming in, but just because you've met them, doesn't mean you know them. And so really fostering that community and communal-ness is something that is really important to us. We like to refer to ourselves as the startup within the really well-funded organization because we are currently in a wee workspace and its very cool and high energy.” - Joe Crowley​</blockquote>So there you have it. Hiring the best people for your company involves evaluating your culture, building a great employment brand, engaging senior leadership and measuring results.If you would like more in-depth insights, be sure to download our guide “Why Your Top Candidates Are Not Calling You Back.”​

An In-Depth Look At Atlanta’s Best Places To Work: Everything You Need To Know About Culture and Employment Brand - Part 2

Did you know the percentage of women in the US population is just over 50%, but the percentage of women working in the tech industry is just over 25%? Some studies say it could take more than 12 years to achieve representational equality in tech. Shocking, right?&nbsp; Why aren’t there more women working in tech today? How can you attract these vital employees to your team (and incentivize them to stay)? Why Aren’t There More Women in Tech?To understand why there aren’t more women currently in the tech industry, we have to go way back to the beginning. While statistics show women in high school scoring higher grades than their male counterparts, there just aren’t as many women pursuing math science or computing tracks. But how can that be? Some experts attribute the low number of women pursuing these courses of study to the way we’re raising young women in general. If you take even a casual look at the toys, shows, or products marketed towards girls in our society, there is a gross underrepresentation of women working in these fields.&nbsp; This doesn’t only occur in the media we expose young women to, either. For women who do pursue tech education, mentors and role models for women in tech are far and few between. What’s Driving Women Away from the Industry?&nbsp;So, what’s the problem with the tech industry? Why aren’t more women dominating in this field?&nbsp; For starters, like many industries, there is a tremendous pay gap for female employees in tech. In most markets, there is a pay gap of 10% or more between male and female employees. And remember how we talked about the insufficient number of mentors and role models for young women pursuing careers in tech? That doesn’t stop at the college level. Less than a quarter of upper-level management positions in the tech industry are held by women. Some studies even say it’s closer to 10% This gross underrepresentation isn’t just a bad look, either. The lack of women in leadership trickles all the way down through company culture, leaving many female employees feeling unsupported and underappreciated. Worse yet, the lack of female leadership can (and often has) resulted in a sexist, “bro-culture” across the tech industry, leaving women feeling not just unseen, but also unsafe. The COVID FactorBecause it’s 2022 and we’re still coping with the pandemic, we can’t ignore the way COVID-19 has affected women in the industry. Everyone had to make changes and adjust their work lives in the last few years. Even more severely affected were parents, having to navigate not only their own challenges but those of their children as well. Women ended up shouldering more of these impossible burdens than their male colleagues. Almost twice as many women as men reported feeling more burnt out at work amid the pandemic in a recent survey. With women already being a minority, these increased responsibilities at home have caused even more women to leave the tech industry in recent years. How Can You Attract More Women to Your Team?Evaluate Your Hiring Process- Is your hiring process biased? Are there women involved in these searches? First impressions matter for both employee and candidate. Make sure your hiring process is inclusive and welcoming to female candidates. Close the Pay Gap- This one seems like a no-brainer. Is there a pay gap between men and women in your company? It’s time to examine why that is and more importantly, close it Offer Equal Benefits- It’s easy to fall into the trap of thinking about how to make your company seem more attractive to women, but the key is to make your company more inclusive for everyone. Instead of just offering maternity leave (which often ends up in female employees being left behind), consider offering parental leave for all of your employees.&nbsp; Offer a Mentorship Program- Consider a program within your company that connects women in leadership positions with new employees for guidance and support Ensure Opportunities for Advancement- Make a concerted effort to provide opportunities for female employees to shine and excel.&nbsp; Be Mindful of your Company Culture- Be sure to look critically at both the culture among current employees and your own hiring practices. The more inclusive, the better! Our team at eHire is always here to do more than connect your business with the right talent. We help equip your team with the latest information on best practices in hiring and maintaining great employees. Reach out to us anytime for help finding the key players needed to grow your company.

Attracting Women to the Tech Workforce

Job interviews are nerve-wracking for all parties involved. After all, this is a high-stakes conversation. Your candidates really want the job, and you want to find the very best fit for your team.&nbsp; Unfortunately, many interviewers miss out on incredible opportunities and potential by using the same standard (and boring) interview questions over and over again. One of the best ways to find the most qualified employee and the best fit for your company’s unique culture is to ask unique questions. Why Ask Unique Questions?Why should you think outside of the box when asking interview questions?&nbsp; It’s true the main purpose of a job interview is to assess an applicant’s skills and determine if they’re capable of filling the job requirements. However, qualifications aren’t the only important factor in finding the best fit for your team. Catching candidates off-guard with unique questions allows you to see the many different shades of a prospective hire’s personality.&nbsp; Are they collaborative? Are they creative?&nbsp; What unique attributes will they bring to the table in addition to their technical skills? Interesting and unusual questions also keep the interview engaging for both parties! When you passively ask the same questions over and over, it’s easy to zone out and miss the important nuances in candidates’ personalities, which indicate how well they’ll fit in. Even better, candidates will remember your company as that awesome, fun team they’d love to join! In the end, adding creative questions into the mix improves the hiring process for everyone.&nbsp; Some “Do’s” When Asking Creative Interview QuestionsWhen deciding what questions to ask, make sure to take into account the necessary skills for the position you’re filling.&nbsp; For example… For a management position, make sure to ask questions that display a candidate’s style of leadership or problem solving.&nbsp; For a creative position, ask questions that require out of the box or imaginative answers.&nbsp; The “Don’ts” For Asking Unique Interview QuestionsDon’t ask any questions just to be “different.” Your questions should be fun but also have a purpose. The goal is to learn about each candidate’s skill set and personality to assess how they’d fit in with your company culture.&nbsp; Most importantly, even when challenging your candidates to think on their feet, the goal is never to make anyone uncomfortable. And of course, never ask questions that reference a candidate’s protected class information (gender, race, ethnicity, age, etc.) or that are inappropriate or discriminatory. Make sure to have a variety of unusual questions available. It’s great to have tried and true favorite questions, but having an arsenal at your disposal allows you to stay in the moment with your candidates and tailor the interview based on what each personality reveals.&nbsp; Some Of Our Favorite Unique Interview QuestionsYou’ve established what you’re looking for when asking unique questions. Now comes the fun part: What questions will you ask? We recommend you build up a large arsenal of options. To get you started, here are some of our favorites! Great Icebreakers - These are fun questions to put a candidate at ease while also learning about their personality and interests. What’s your idea of an amazing day?&nbsp; If you could have one superpower, what would it be and why? If you were living on a deserted island and all of your basic needs were already met, what 2 items would you bring and why? If you could have dinner with 3 famous people, alive or dead, who would they be? Assessment Questions -These are lighthearted, but they also paint a picture of how a candidate performs in a team setting. Tell me about a time you were the hero in your workplace. What personal or professional accomplishments are you most proud of? Your friend’s birthday is coming up. Tell me how you go about picking out a gift for them. If you had an unlimited budget, what innovation would you want to create in our industry? Just for Fun! - These are some questions to showcase a candidate’s personality. If you had to move across the country tomorrow, where would you go and why? Describe a time when you laughed the hardest. If you could only watch one movie over and over again for the rest of your life, what would it be and why? Out of all the trips you’ve taken, which was your favorite? It’s Time to Shake Up Your Interview Process.&nbsp;Interviews don’t need to be tense. You can relieve the pressure, improve the interview process, protect your reputation as a workplace, and increase the odds of finding the right cultural fit for your team by keeping your interview approach agile and alive with a wide range of unique questions. Our team at eHire is always here to do more than connect your business with the right talent. We equip your team with the latest information on the best practices in hiring. Reach out to us anytime and we’ll work to find the key players needed to grow your company. ​

​Best, Most Unique, and Valuable Interview Questions You Should Be Asking

​Guy Kawasaki is a legend in his own right. He has built his career on evangelizing and advising some of the world’s best brands. He is currently the Chief Evangelist at&nbsp;<a href="https://www.canva.com/" rel="noopener noreferrer" target="_blank" style="color: rgb(0, 124, 65); background-color: transparent;">Canva</a>, one of our favorite online graphic design tools, and brand ambassador for Mercedes-Benz. Prior to that, he was Chief Evangelist at Apple and had the incredible opportunity to work alongside Steve Jobs.When we heard he would be keynoting The Summit, an annual gathering hosted by Technology Association of Georgia (TAG), we were incredibly excited. Guy spoke on the art of innovation and did not disappoint. He was, hands down, one of the highlights of the event. He shared 10 points on the art of innovation that we truly incredible.<h2>In case you missed it, we wanted to recap those top 10 (plus a bonus at the end) for you today.</h2><h3>Great Innovation Occurs Because Of Meaning</h3>Guy reminded us that the best entrepreneurs set out to make meaning, not money. They truly want to change the world and make it a better place.<blockquote>“But if the reason that you exist is to make money, you will attract the wrong kind of people. And with the wrong kind of people, you will not be successful. So step one is decide how you are making meaning”</blockquote><h3>Jump To The Next Curve</h3>Guy explained how innovation occurs on the next curve, not the one you are currently on. He shared a story of the ice harvesting business that took off in the late 1800s. By 1900, nine million pounds of ice had been harvested. 30 years later, ice factories emerge and people didn’t have to harvest their own ice. 30 years after that, refrigerators emerged and people had their own ice factories in their homes<blockquote>“But the curves of ice are harvesting, to ice factory, big difference there. The interesting thing is None of the ice harvesters became ice factories and none of the ice factories became refrigerator companies because most organizations define themselves in terms of what they already do. We cut blocks of frozen ponds. We freeze water centrally. And if you define yourself that way, by what you do as opposed to what benefits you provide, you will be stuck and die on your curve.”</blockquote><h3>Don’t worry, be crappy</h3>Guy spoke about the concept of Minimally Viable Product (MVP). Ship that product as soon as it’s viable and then focus on getting to the next curve. He shared how the Macintosh 128k had 128k of RAM and they thought that was a ton of storage (three times more than the Apple II). They questioned what anyone would ever do with that much memory.<blockquote>“When I think about this computer, I cringe. Not enough RAM. Too slow a chip. Not enough hard-disk storage. Thanks to my efforts, not enough software. It was a piece of crap, but it was a revolutionary piece of crap.”</blockquote><h3>Focus on Merit</h3><blockquote>Guy shared how Steve Jobs was revolutionary in his hiring practices. The only thing he cared about was competency. Everything else was not important. In 1983, half of Steve Jobs direct reports were women. Right before the Macintosh was completed, the company needed to finalize a contract with Sony for the floppy drive that would become part of the iconic computer. Susan Barnes was the CFO and accompanied Steve to Japan to finalize the agreement. The Sony executives refused to negotiate with a woman and Steve Jobs threatened to pull the contract.</blockquote><blockquote>“That was in 1983. Steve Jobs. Focus on merit. In my humble opinion, it is so difficult to find great people. Why would you limit the pool that you can pick from? Focus on merit.”</blockquote><h3>Don’t Be Afraid of Polarizing People</h3>Guy spoke of how the Macintosh is a polarizing product. Some people love it. Others… not so much. The same principle applies for electric cars and TiVo.<blockquote>“When TiVo first came out, some people loved it. Like me. I travel so much, I want to time shift things. I don’t want to watch commercials. And there are some people, some companies, some brands, some organization that absolutely hated TiVo. And they hated TiVo because people like me did not watch commercials. We fast-forwarded through every commercial.”</blockquote>He cautioned against intentionally upsetting people. But also not to fear it. Great product will polarize people and that’s alright. The alternative of people not knowing your product exists is something much more frightening.<h3>Ignore Your Naysayers</h3>Guy introduced us to the term “Bozosity.” This is the tendency to believe a smart person simply because they are smart.<blockquote>“And this is a real dangerous case for you, entrepreneurs. You need to really focus on this one because as an entrepreneur, many people are going to tell you need some adult supervision. You need someone who’s been there and done that. Someone that’s built a hardware company, built a software company. So they’re going to pick out people in the community that have done it before. “</blockquote>He spoke about how Thomas Watson, Chairman of IBM in 1943, predicted there would be five computers in the world. He thought no one would have a need to have a computing device in their home. Imagine if Steve Jobs would have listed to him….<h3>Change Your Mind</h3>Guy challenged the notion that changing your mind is indicative of weakness or stupidity. Steve Jobs initially released iPhone as a closed system and the only way you could add functionality was through a Safari plugin. His goal was to keep the device secure and reliable. A year later, he changed his mind.<blockquote>“A year goes by. Apple executives showcase Mac iOS X Leopard and OS X development platforms at WWDC 2008. Let me translate this. The iPhone is now an open system. You can write any kind of app you want. This is a 180 degree reversal. It’s because Steve realized he was wrong to close the iPhone. He opened it up a year later and the rest is history. Don’t be afraid to admit your mistakes. It is a sign of courage and intelligence.”</blockquote><h3>Be Unique and Valuable</h3>Guy introduced a graph that helps you determine how valuable and innovative your product is to the market. The vertical axis represents uniqueness and the horizontal axis represents value. Ideally, you want to be in the upper-right hand corner.<blockquote>“It’s all the marketing you need to know. If you’re an engineer, build a product that’s unique and valuable. If you’re a marketeer, convince the world that it’s unique and valuable.“</blockquote><h3>Let 100 Flowers Blossom</h3>Guy admitted he stole this concept from Chairman Mao. This concept means to take your best shot at positioning and branding and then ship.<blockquote>“We thought Macintosh was a spreadsheet, database and word processing machine. Huh, big surprise. Zero for three there. What made Macintosh successful was Desktop Publishing. Desktop Publishing. Desktop Publishing was a gift from God to Apple. It saved Apple.”</blockquote><h3>Churn Baby Churn</h3>Guy reminded us that innovation is hard and takes a ton of energy. It took the iMac Pro 30 years to be where it is today. It’s a success, but only because Apple kept iterating on it to make it better.<blockquote>“I thought that innovation was an event you ship, you declare victory. It’s not true. Innovation is not an event. It is not a sprint. It is a process. It is a marathon, it is not a sprint. Churn, baby, churn.”</blockquote><h3>Bonus: Learn To Pitch</h3>Guy gifted us with a bonus tip of learning how to pitch. He mentioned how this is an essential skill regardless of your company size.The first tip he offered was to customize your introduction. People connect with people who share commonalities. Use LinkedIn to your advantage here.The second tip was to use the 10, 20, 30 rule of PowerPoint to keep the audience engaged in your presentation.<blockquote>“You should be able to give these 10 slides in 20 minutes. Why 20 minutes for a one-hour slot? It’s because I know that the bulk of the world still uses Windows laptop. And when somebody shows up to a pitch with a Windows laptop, I know I need to allocate 40 minutes to make it work with the projector. This is the last recommendation. Thirty-point font. That should be the minimum font size, 30 points. A good rule of thumb is divide the age of the oldest person in the audience by two. Sixty year old venture capitalist? Thirty points. Fifty year old? Twenty five points. Some day, god help you, you may be presenting to a 16 year old venture capitalist. That day? Eight-point font. Until that day, ten slides, twenty minute, thirty point font.”</blockquote>The third tip was to make your slide background black. He suggested that having a black background gives a level of sophistication to your presentation.<blockquote>“Have you ever been to a movie and seen the credits with black text on a white background? Never. It’s always white text on a black background because of gravitas, it’s easier to read, okay? Make your backgrounds black. I guarantee you. If you make your backgrounds black, thirty points, ten slides, twenty minutes, you’re better than 95% of people in the world.”</blockquote><blockquote>Seeing Guy speak was such a treat. Our whole team walked away inspired to innovate and hopefully you feel the same after reading this post.</blockquote>

Guy kawasaki the art of innovation

​Healthcare Information Technology (IT) is a hot job field, especially in the Atlanta area. We wanted to see what skills were most highly demanded. We analyzed 10 Health IT job descriptions from hospitals and healthcare companies in the Atlanta market to find out.Our jobs came from&nbsp;<a href="https://www.mckesson.com/" rel="noopener noreferrer" target="_blank" style="color: rgb(0, 124, 65); background-color: transparent;">McKesson</a>,&nbsp;<a href="https://www.anthem.com/" rel="noopener noreferrer" target="_blank" style="color: rgb(0, 124, 65); background-color: transparent;">Anthem</a>,&nbsp;<a href="https://www.aetna.com/" rel="noopener noreferrer" target="_blank" style="color: rgb(0, 124, 65); background-color: transparent;">Aetna</a>,&nbsp;<a href="https://www.wellstar.org/" rel="noopener noreferrer" target="_blank" style="color: rgb(0, 124, 65); background-color: transparent;">Wellstar</a>,&nbsp;<a href="https://www.emoryhealthcare.org/" rel="noopener noreferrer" target="_blank" style="color: rgb(0, 124, 65); background-color: transparent;">Emory Healthcare</a>,&nbsp;<a href="https://www.gradyhealth.org/" rel="noopener noreferrer" target="_blank" style="color: rgb(0, 124, 65); background-color: transparent;">Grady Healthcare</a>, and&nbsp;<a href="https://www.northside.com/" rel="noopener noreferrer" target="_blank" style="color: rgb(0, 124, 65); background-color: transparent;">Northside Hospital</a>. The roles included Product Owners, Product Managers, Security Analysts, Project Managers, Solutions Architects, Software Engineers, Network Services Engineers and even Director-level leadership roles. This gave us a good representation of what Health IT skills were most in demand in Atlanta.<h3>And here’s what came out of the word cloud:​</h3><img src="https://www.ehire.com/rails/active_storage/blobs/eyJfcmFpbHMiOnsibWVzc2FnZSI6IkJBaHBBM2ZXQkE9PSIsImV4cCI6bnVsbCwicHVyIjoiYmxvYl9pZCJ9fQ==--49bcc726c77268b969e66fe56174aa456b561a98/Healthcare-IT-Skills-In-Demand-In-Atlanta-Cropped.png">It wasn’t enough to just do a word cloud, though. We also wanted to assess the availability of those skills in the Atlanta market.For that, we went to our friends at&nbsp;<a href="https://www.careerbuilder.com/" rel="noopener noreferrer" target="_blank" style="color: rgb(0, 124, 65); background-color: transparent;">CareerBuilder</a>&nbsp;for talent insights.<h2>Information Security</h2>Information Security was the highest demanded skill. This is not a surprise. Healthcare companies have a lot of sensitive health data to safeguard. The skill is also mandated by HIPAA (Health Insurance Portability and Accountability Act). This further increases the demand for this skill.So what does the market look like for this type of talent?Currently, for information security, there are 1,471 professionals and 7,528 related jobs in Atlanta.The average candidate has between 11 and 15 years of experience. They also typically have a Bachelor’s degree. The majority of the degrees come from Georgia State University and Kennesaw State University.The median salary for an Information Security role is $90,000. The low end of compensation is $54,770 and the higher end of compensation is $126,650.<img src="https://www.ehire.com/rails/active_storage/blobs/eyJfcmFpbHMiOnsibWVzc2FnZSI6IkJBaHBBMzdXQkE9PSIsImV4cCI6bnVsbCwicHVyIjoiYmxvYl9pZCJ9fQ==--f060135ae29d6b6dfa03fe0ccd3dec61b2ddbf17/Compensation-Details-(1).png"><img src="https://www.ehire.com/rails/active_storage/blobs/eyJfcmFpbHMiOnsibWVzc2FnZSI6IkJBaHBBNGpXQkE9PSIsImV4cCI6bnVsbCwicHVyIjoiYmxvYl9pZCJ9fQ==--c59c73078feb911b881922708338a9d8fbfd37ec/Education&amp;Experience-Details-Summary.png">Chart sources: CareerBuilder<h2>Systems Analyst</h2>Healthcare companies have many systems to optimized in order to ensure the most positive patient outcomes. Human lives are at stake. They can’t afford to wait on an inefficient system in order to receive the care they need.So what does the market look like for this type of talent in Atlanta?There are currently 2,158 Systems Analysts and 7,091 Systems Analyst Jobs.The average Systems Analyst in the Atlanta Market has between six and ten six to ten years of experience. They also typically hold a Bachelor's degree, which is usually from Georgia State University.The median compensation for a Systems Analyst is $75,000. The lower end of the salary range is $53,560 and the higher end is $96,000.<img src="https://www.ehire.com/rails/active_storage/blobs/eyJfcmFpbHMiOnsibWVzc2FnZSI6IkJBaHBBMy9XQkE9PSIsImV4cCI6bnVsbCwicHVyIjoiYmxvYl9pZCJ9fQ==--aa2275be305c3e32150ae43a31a43b5ac163fb27/Compensation-Details-(4).png"><img src="https://www.ehire.com/rails/active_storage/blobs/eyJfcmFpbHMiOnsibWVzc2FnZSI6IkJBaHBBNG5XQkE9PSIsImV4cCI6bnVsbCwicHVyIjoiYmxvYl9pZCJ9fQ==--77644f6a43b698b3447c7a6417f38cbfbca197e3/Education&amp;Experience-Details-Summary-(1).png">Chart Sources: CareerBuilder<h2>Degrees</h2>We learned that degrees are important to healthcare hiring managers. It was in every job description we pulled. We have found that there is usually a preference for certain schools when hiring talent. According to CareerBuilder, people with the talent above most often graduated from&nbsp;<a href="https://www.gsu.edu/" rel="noopener noreferrer" target="_blank" style="color: rgb(0, 124, 65); background-color: transparent;">Georgia State University</a>,&nbsp;<a href="https://www.kennesaw.edu/" rel="noopener noreferrer" target="_blank" style="color: rgb(0, 124, 65); background-color: transparent;">Kennesaw State University,</a><a href="https://www.phoenix.edu/" rel="noopener noreferrer" target="_blank" style="color: rgb(0, 124, 65); background-color: transparent;">University of Phoenix</a>,&nbsp;<a href="https://www.devry.edu/" rel="noopener noreferrer" target="_blank" style="color: rgb(0, 124, 65); background-color: transparent;">Devry College</a>&nbsp;and&nbsp;<a href="https://www.gatech.edu/" rel="noopener noreferrer" target="_blank" style="color: rgb(0, 124, 65); background-color: transparent;">Georgia Tech</a>. Talking to job seekers from any of these schools would give you the greatest options of talent for your jobs.<h3>Schools that produce the most information security talent​</h3><img src="https://www.ehire.com/rails/active_storage/blobs/eyJfcmFpbHMiOnsibWVzc2FnZSI6IkJBaHBBNHpXQkE9PSIsImV4cCI6bnVsbCwicHVyIjoiYmxvYl9pZCJ9fQ==--8a824f6ae2d110836e50654918fe64e3e1dc3bb2/Screen-Shot-2020-03-10-at-2.57.26-PM.png"><h3>Schools that produce the most systems analyst talent</h3><img src="https://www.ehire.com/rails/active_storage/blobs/eyJfcmFpbHMiOnsibWVzc2FnZSI6IkJBaHBBNDNXQkE9PSIsImV4cCI6bnVsbCwicHVyIjoiYmxvYl9pZCJ9fQ==--0a8cac3ea5d624abfad3c6e337f56188c438dde1/Screen-Shot-2020-03-10-at-2.55.04-PM.png"><h3>Soft Skills Are Still Important</h3>We noticed a number of soft skills that came up in our word cloud. This told us that technical chops weren’t enough. Healthcare IT professionals also need to exhibit leadership skills.Verbal communication skills were a repeating skill requested. Typing great code is only half the battle. These professionals also need to communicate well with others in the organization so they can drive change.Another area we noticed was strategy. The roles we studied weren’t simply software development. Healthcare companies need people who can analyze the big picture and offer innovative solutions.We also liked seeing the word customer. Focus on the customer is critical in healthcare with big implications for both the patient and provider.<a href="https://www2.deloitte.com/us/en/pages/life-sciences-and-health-care/articles/elevating-health-care-consumer-experience.html" rel="noopener noreferrer" target="_blank" style="color: rgb(0, 124, 65); background-color: transparent;">Matthew Hitch of Deloitte Healthcare</a>&nbsp;summed this notion up perfectly:<blockquote>“Many consumers expect a different experience and set of interactions with their health care providers than they have in the past, and this holds true across age groups and customer segments. If health care providers don’t fully embrace the idea of customer-driven encounters, they can open themselves up to risk. First, their ability to attract and retain patients within their network can become severely limited, and second, payment contract mechanisms that are changing due to value-based care require a much closer patient-provider relationship, especially with the expectation that patients will start engaging in activities on their own to look after their health. So, unless the provider-patient relationship changes, an organization may compromise its ability to manage risk.”</blockquote><h3>Bringing It All Together</h3>Healthcare companies in Atlanta have a tremendous need for technical talent, but it can be hard to find. The shortage also means most healthcare IT professionals are already employed and may be difficult to recruit. eHire specializes in helping you find the best people quickly so you can meet your deadlines and achieve your goals, which in your case, means saving more lives and keeping humans healthy.Feel free to chat with us and let us know your biggest takeaways from the article. We are also happy to provide you with additional talent insights that are relevant to your specific needs. Just let us know. We’re here to help.

Highest Demanded Skills in Healthcare IT

Recruiters can ease the process of matching you up to a great employer by facilitating the interview and follow-up process. As go-betweens, recruiters often learn things that candidates don’t about hiring decisions. While recruiters make the hiring process go more smoothly, it’s still up to you to skillfully sell your value as an employee. Keep these hiring secrets in mind to stand out favorably and increase your chances of securing the perfect job offer. Your Resume Might Need AdjustmentBeing able to make a great impression over the phone or in person is fantastic, but won’t get you anywhere if your resume blends in with everyone else’s – or worse, gets discarded before it’s even looked at. A majority of recruiters and employers use some kind of Applicant Tracking System (ATS), which uses scanning software to filter high volumes of resumes down to the most qualified candidates. The problem is, these systems rely on keywords to narrow the volume of applications down to the most relevant applicants. If you’re not using the precise phrases the system is programmed to look for, your resume could get trashed before a living person even sees it. You can avoid this by optimizing for ATS programs yourself and tailoring your resume to incorporate the specific keywords used in the job description. You may also consider hiring a specialized resume writer, who can assist in making your resume powerful, memorable and visually pleasing. Recruiters and hiring managers look at dizzying numbers of resumes, so you should make every effort to ensure yours stands out. Ultimately, the best way to get your resume in front of an employer is by working with a recruiter so your resume isn’t lost in all the online applications. Your Social Media Presence MattersYou can count on hiring managers trying to find out more about you, and what easier way than to look online? The most direct way to find out more about an individual – their personality, how they think, what their temperament might be like – is on social media. Don’t count on an employer sticking to just your LinkedIn profile. They’re also going to look at any other platforms they can find you on, especially Facebook. Make sure any publicly available posts give a clean, positive impression of you, and set the rest of them to “private.” Details Do CountThe importance of first impressions has long been emphasized in just about all job-seeking advice, and it can’t be overstated. While it’s natural to be nervous about being evaluated so closely, you can boost your confidence by preparing properly. Feeling prepared will empower you to project yourself as a likable person and a capable employee. Here are a few things to remember: Observe basic interview etiquette like arriving on time and turning off your phone. Research the company you’re interested in working for to develop a familiarity with their key terms, overall culture, mission statement and core values, and other details. You’ll already be expected to know basic things about the company, and demonstrating knowledge from doing more than skimming their website will set you apart from other candidates. Prepare a list of questions you want to ask. Asking relevant questions will show you are engaged and enthusiastic about the position, and provides an opportunity to demonstrate knowledge in your industry. Find out some things not to say or ask here, like whether your current job or boss is terrible. Brush up on your interviewing skills by practicing with a friend, family member, or career coach so the process flows naturally for you – you’ll be less likely to hesitate or feel caught off-guard. Weigh Your Salary AskIt’s common for employers to ask job seekers their expected salary during an interview, and even as early as the application process. It can be stressful to ask for a specific amount, since aiming a little high can get you passed over in a hiring decision while asking for too little can paint you as underqualified. As with researching the company beforehand, you can take a lot of anxiety out of this topic by doing your homework: look up industry trends for salaries in your area. You’ll find out a general range of reasonable salary expectations, and can adjust your salary request according to your own experience level and skill set. Don’t be afraid to self-advocate for a fair salary fitting your qualifications, but remember to negotiate. Staying firm on a higher amount could cost you a job offer, while some employers may actually be open to paying a higher salary upon discussion. Knowing these hiring secrets will improve your ability to land the job you want. Working with a recruiter is also an asset when going through the hiring process. For example, eHire recruiters gather our candidates’ salary requirements and preferences up front and then match them to the right businesses. We also lead negotiations for you in order to get you a salary package that’s truly fair and competitive. To find out more about how we pair highly-qualified job seekers with enterprise and high-growth tech companies, contact us today.

​Hiring Secrets from Recruiters

Everyone knows the importance of documenting the established rules and procedures for their company. Your business certainly has a manual to give to new hires outlining everything from security protocol to appropriate workplace attire. While this knowledge is undoubtedly crucial, it’s not the only information necessary to keep your business running smoothly. It’s just as important to be sure to capture and pass on your company’s tacit knowledge. What is Tacit Knowledge?In his book, The Tribal Knowledge Paradigm, Leonard Bertain defines tacit knowledge as, “The collective wisdom of the organization. It is the sum of all the knowledge and capabilities of all the people.” More specifically, tacit knowledge is the unwritten knowledge of your company that is amassed by employees over time. It’s most often undocumented, but stored in the heads of your team passed down through your company from employee to employee. This vital knowledge could encompass a wide range of expertise like: How to most effectively communicate with important clients.&nbsp; How to operate specific equipment. Individual strengths of various team members. Demographic information for particular regions. Where to find more coffee supplies in the office (or better yet, the best nearby coffee shop). Why is Tacit Knowledge Important to Your Business?Tacit knowledge is accrued by long term employees during their tenure in a company, and it’s constantly evolving. It’s often comprised of a combination of your company’s core procedures and on-the-spot problem solving as new, unexpected situations arise. This wealth of experience allows employees to remain flexible while maintaining quality standards. While this is knowledge that can only be gained over time, once learned it can be passed down to save team members from having to go through the process time and time again. In order to provide a consistent, positive customer experience and a supportive workplace culture, tacit knowledge needs to be shared. The Importance of Documenting Tacit KnowledgeSince tacit knowledge is gained through daily on-the-job experience, it’s very specific to your business, and documenting it has a number of benefits: It goes beyond standard procedures. Manuals and other best practice guides offer the important day-to-day information your employees need. But situations arise where this information won’t be sufficient. Tacit knowledge informs your team how to handle outside-the-box situations.&nbsp;&nbsp; It’s a training tool. Capturing your company’s tacit knowledge helps your newest team members become seasoned pros in no time, having access to years of acquired practical knowledge at their fingertips. This also relieves your senior staff from the responsibility to pass this information on to new hires. It increases productivity. Instant access to your company’s tacit knowledge empowers employees to problem solve quickly, reducing time spent away from their core duties. Documenting it prevents losing it. Since tacit knowledge is most often held by senior team members, it can be lost when those employees retire. Documenting it while they’re still on the team prevents this loss How Can You Capture Tacit Knowledge?Develop a strategy to manage tacit knowledge. Before you start collecting your team’s tacit knowledge, be sure to have a platform in place for storing and sharing it. Identify the “knowledge holders.”&nbsp;Who are your team’s tacit knowledge holders? Begin with your most senior team members, but be sure to identify all employees who team members seek out for tips and advice. Determine what knowledge they have. This can be tricky as tacit knowledge is often deeply ingrained. Try asking these knowledge holders to document a typical day, or ask other team members to recall a time when another’s tacit knowledge was critical in their success on a task. Document knowledge as you go. There are many different ways to document tacit knowledge, so companies and team members should choose what works best for them. You have so many options, including audio or video recordings, an interview process, or even a written account. Tacit knowledge doesn’t have to remain a well-kept secret known only by select team members. It can be the backbone of your team’s communication and efficiency. Making it easy to document and access your company’s tacit knowledge will help every member of your team excel. Our team at eHire is always here to do more than connect your business with the right talent. We help equip your team with the latest information to help your team succeed. Reach out to us anytime for help finding the key players needed to grow your company.

How to Capture Tacit Knowledge 2022

Right now we’re in a worker’s employment market—open jobs outnumber job seekers. So, high-performance recruiters are in greater demand than ever. Due to the increased need, there are now more challenges for businesses when it comes to securing top recruiters to handle their hiring needs. To assist you in finding and selecting a good partner, use the recommendations below as your guide for locating, filtering, and vetting recruiting firms to ensure you select the best agency for your company’s specific needs. Define your company’s needs.You first need to meet with your team to discuss your business needs and hiring challenges. Spend time listing out the different kinds of positions you anticipate filling and a good estimate of the number of positions you think you’ll fill over a certain amount of time based on your rate of turnover. Think about things like: Are your openings permanent, temporary, project-based, or a mix? How long does your typical hiring process take, and how long do you want it to take? Are there certain roles you have the most trouble with filling? Do you have issues finding enough applicants with the right qualifications? Do you need a better way to assess and track candidates or new hires? After making a list of what’s important, think about prioritizing it so that you can find a recruiting firm that can focus on what’s most important to you. Are the recruiters experienced in your industry?Examine the niche(s) in which the recruiting agency operates. Look for a team with the deepest knowledge of your industry and that’s used to working with candidates in roles similar to the ones you want to fill. Those are the professionals best equipped to anticipate your company’s needs, adeptly access and attract top candidates, and bring aboard the best talent to fill key positions. They know how to access candidates with the specific skill sets you need. They’re also clear on how to avoid bringing in people with more generalized skill sets that cost you much more to train and develop into top performers.&nbsp; Look for a recruiting agency that searches the entire candidate pool.You don’t want to pick a recruiting firm that gets a request to fill a position and then scours LinkedIn and job websites to connect with those looking for work who seem to have the needed skills. First of all, those who are actively seeking make up only around 30% of the workforce. You want someone who’s actively making connections with industry professionals in similar positions regardless of whether or not they’re currently seeking a job, a recruiter who’s looking at 100% of the workforce. There’s also an advantage to talking with highly-qualified candidates who are “open,” but not actively seeking. Because they’re not applying and interviewing elsewhere, they’re less likely to be entertaining other offers. Look for recruiters who know the right hiring processes for the positions you need to fill.&nbsp;The most effective recruiters are tightly focused on their niche. They know they can best serve companies who will most benefit from their hiring processes and networks. For example, businesses in the tech industry need to fill positions that require specific skills, and those hiring processes often include online or practical assessments, specified interview questions, or interviews with multiple team members. A recruiting firm like eHire that specializes in hiring for the tech industry is already familiar with the processes typically used to fill those positions, and a firm that already knows the processes is easier to quickly on-board as an extension of your team. In addition, some firms, like eHire, can also advise you on the best hiring practices and processes for your business so that you can improve turnover and reduce the time it takes to hire. Do they communicate thoroughly with candidates?How do they identify candidates and foster budding professional relationships with them as your company’s representative? What kinds of questions do they ask them in order to gauge their interest in working for your company? The way recruiters communicate with candidates is important because it's the messaging they’ll convey on your behalf. If that communication is done well, not only will it help communicate your company culture and brand, but it will also give you a good indication as to where you stand with a candidate. 96% of eHire candidates accept the offers we extend to them. Our recruiters communicate so thoroughly with candidates that we know exactly what it will take for someone to say “yes.”&nbsp; How are the agency’s reviews? What do their clients say?When you’re considering hiring a recruiting firm, ask to be connected to well-established contacts who will provide sufficient references and evaluations. Of course, some clients and/or candidates are likely to require confidentiality. But, a solid recruiting firm should have plenty of clients and candidates who are willing to share positive comments on their behalf.&nbsp; Can they tell you the success rate of their hires?Ask for the agency’s current and historical metrics reflecting successful placements. When completed search numbers are comparatively high (80% to 90%), those also indicate strong performance. Additional measures that should be considered include ratios of interviews to offers, and offers to closes, among others.&nbsp; Recruiters who nurture relationships are typically more successful in building strong networks of people who can fill professional roles. The recruiting metrics tell the story of that success or lack of it. Choose recruiters with strong values and high standards.Various research reports estimate numbers anywhere from 49% to over 90% of applicants offered jobs say they would reject a job offer because of a bad experience during the hiring process. Other research reports indicate that employers also pay a high price in other ways for low standards in recruiting. Making the wrong decision in this critical area means a higher likelihood of unsuitable job placements, which lead to excessive turnover costs, reduced customer satisfaction, and profit losses. Plus, poor ambassadors for your business damage your employer brand. A recruiting group with strong business values can attract high-caliber candidates who will strengthen your team and bring greater overall value to your company.&nbsp; Does the recruiting service you want to work with fit your budget?If you’ve found a recruiting group that seems to offer all the attributes you’re looking for, don’t be alarmed at their 25% - 30% quote. Compare the performance of inexperienced or lower-quality, lower-cost operators to a top agency placing large numbers in the region where you need strong recruiting. The well-recognized recruiting firm that specializes in your company’s needs will cost less in the long run. How? A high-performance recruiting service delivers higher-value results with greater speed and efficiency. That, of course, translates into reduced attrition and increased employee and customer satisfaction rates, which are essential to increasing profit margins. As you embark…Make sure you choose a firm that has recruiters with whom your team likes to work. If they’re acting as an extension of your team, then your team members will be working with them closely, and hopefully, for an extended period of time. Therefore, this partnership should be enjoyable for your team as well as beneficial to your company. The recruiters at eHIre are tech industry experts who build networks of skilled professionals in various tech professions. They’re familiar with highly-selective processes and filling key positions that impact the success of growing businesses. Contact us to see how we streamline your hiring process or assist your hiring managers.

​How to Choose the Right Recruiting and Hiring Firm

These past few years have resulted in a myriad of changes, from how we connect with friends and family to how we conduct business. The inevitable shift from working in an office to entire teams working from home leaves one wondering, “How can I maintain my company’s unique culture when all my employees are working separately?”&nbsp; What is Company Culture?The culture of a company is defined by the beliefs and values at the core of a company and is apparent across all aspects of day-to-day business; from recruiting to customer support. It may feel like your company’s culture is dependent on the way things function within your physical building. However, company culture has little to do with where your employees work. It’s about how the entire team unites under these company values. Leaders Set the Tone and Steer the CultureWhether your company operates from within your office building, entirely remote or a hybrid, your team looks to your company leaders to establish the culture.&nbsp; The most important piece to your company’s culture is not where your team is located, it’s who is running your team and how they’re modeling these unique beliefs to their entire team.&nbsp; Being Apart Doesn’t Mean Being DisconnectedWhile it may seem daunting, your company can thrive in a remote model. Check out this great article for more tips on how to foster a positive company culture with your remote team. Our team at eHire is passionate about the success of your team, and we know retention is just as important as selecting the right person for a position. We equip you with the latest information on best practices in supporting your employees, no matter where they’re working. Reach out to us anytime for more tips on growing and supporting your team.

How to Encourage Company Culture While Working Remotely

The pandemic has changed the entire way we work, including the hiring process, with video conferences and interviews through platforms such as Zoom, Google Meet, or Teams. Digital video has not only changed the hiring process, it’s upgrading it as well. Using video is allowing many companies, especially those searching for specialized talent, to broaden their search and cover geographic areas they would never have previously. It’s allowed other businesses to cut down on the time their hiring process takes, as well as perform skills assessments in real time. And once someone is hired, video can streamline the onboarding and training process. Learn more about the ways digital video is upgrading the hiring and onboarding processes HERE, and then consider the ways you can better implement video into your recruitment and hiring process. eHire is a next-level tech staffing firm with national clients. We not only match businesses to skilled, qualified candidates from our personal network, but we also guide companies in designing the best hiring processes for tech positions. To improve your process, schedule a consultation with one of our hiring professionals HERE.

​How Video Is Changing and Even Upgrading the Hiring Process

If you're considering a career in recruiting, this is the blog for you.&nbsp; For some people in the recruiting field, their role was something they just "fell into." Others may have been drawn to the competitive aspect, the opportunity to help others find their perfect role, or even the potential for growth and career progression. Maybe you're uncertain about what a career in recruiting entails or if your personality, skills, and interests align with the job requirements. No matter which end of the spectrum you're on, this blog will break down some of the common misconceptions about recruiting sales roles and their pros and cons. People often assume that the recruiting role and responsibilities fall under human resources, but that's not the case. Recruiting is much more of a sales function, while human resources is more operations. Look at it this way: recruiting relies on an incentive-based structure where the goal is finding job candidates for a company. As a result, recruiters constantly compete with other companies to secure top talent. They must properly market their company and its available positions to attract prospective candidates.&nbsp; Now let's explore some of the pros and cons of a recruiting career. The pros of recruitingRecruiting offers variety. Each industry, position, and client is different and may require different approaches to secure candidates. Not only do the day-to-day tasks bring variety to the job, but so do your career options. Recruiters can work for various companies, in different capacities—this includes recruiting internally, externally, as a contractor, and more. You can build relationships. Recruiting roles allow you to connect with new people and companies constantly, which is particularly attractive if you’re someone who thrives on relationship-building and social interaction. Over time you’ll build up your network with new company contacts, clients, and others who can be valuable to you and your career. No specific experience or education is required. Many entry-level recruiting roles don't require any professional or recruiting experience. So whether you're new to professional work or transitioning from another career, getting your foot in the door shouldn't be an issue. However, any previous job or industry experience can offer you an upper hand. For example, suppose you have sales experience or have worked in industries such as healthcare, tech, or financial services. You can leverage your valuable knowledge and domain expertise by recruiting for companies within those fields.&nbsp; Recruiting provides amazing earning potential. Recruiter salaries vary depending on your location, industry, job title, experience, and if it's an internal or external role. The average national base salary for internal or "in-house" recruiters is $53,550, with commissions and bonuses adding an average of $27,319 per year. External recruiters, also known as headhunters or agency recruiters, work with multiple companies to fill openings. Their salaries may vary since they're not typically paid a flat wage and instead earn a commission per placement. Experienced external recruiters have the potential to make upwards of $200,000. Technical recruiters specializing in specific fields like IT, legal, and healthcare can earn particularly high salaries. It can be fulfilling and rewarding. Helping people find new and exciting opportunities can make you happy and fulfilled. It’s rewarding to better someone’s life with a fantastic job offer.&nbsp; The cons of recruitingThe recruiting environment can be high-intensity and high-stress.&nbsp; Because of the competitive nature and commission-based aspects of recruiting, it can be an extremely stressful and demanding job. If you struggle to meet firm quotas and recruiting goals, it can negatively impact your mood, mental state, and even lead to performance improvement plans or job loss. Compensation may vary. Although recruiting offers high-earning potential, the commission-based job means that your income may vary. Some days (and paychecks) can be better than others. Your bank account may take a hit if you fail to meet your monthly quotas. For some, unpredictable income can have a direct impact on stress levels and overall job satisfaction. It’s a sales job. Recruiting is essentially a sales role—and depending on your personality and interests, this may actually be a pro! However, it's a different story for those with different communication skills and working styles. If you like to keep to yourself and are more introverted, recruiting may be outside of your comfort zone. Like sales, recruiting requires daily cold calls, emails, monthly quotas, and a competitive nature, which can be difficult to adapt to. This may be the best and most straightforward aspect of the role for some people, but it may be stressful and overwhelming for others. The schedule can be demanding.&nbsp; Recruiting may require a lot of creativity to reach prospective candidates. Today, many recruiters have stepped outside the typical tactics like cold calls and emails and now rely on LinkedIn InMails, video messages, and texting. Creating personalized messaging takes time and creative energy. You also have to consider different time zones and candidates' varying availabilities. They may reach out to you after hours, requiring you to be more flexible and occasionally work outside regular business hours.&nbsp; Rejection can hurt. Job candidates may change their minds and turn down job offers. On the other hand, companies may also reject your candidates, leaving you to deliver the bad news. Either way, you have to face the possibility of rejection or reward regularly. This requires thick skin and an ability to manage your emotions, because you can't take it personally. Are you ready to make the leap?Now that we’ve covered some of the pros and cons, you should have a better idea of whether or not a career in recruiting is a good fit for you. Consider your interests, skillset, personality, and communication skills before pursuing a recruiting opportunity.&nbsp; At eHire, we work tirelessly to match top companies with top talent. Whether you're looking to bring on in-house recruiting talent or you’re pursuing career opportunities as a recruiter, we can accelerate your search. Contact us today to learn more. Share This Blog

Is a Career in Recruiting the Right Path for You?

No one enjoys going to a meeting early on a Monday, but some may argue that a late afternoon meeting on Friday is even worse. With most people looking to go home for the weekend and no time left to take action on anything discussed in the meeting, it's hard for many to see the point.&nbsp; Declining a Friday 4 p.m. meeting is OK and can even be downright liberating. In fact, the "Right to Decline" can be an important part of your productivity and prioritization at work. Being able to recognize which meetings will be productive and which ones won't make you more of an asset to the team. You can learn more about the right to decline here and discover why a workplace that values individual rights rather than structure is more efficient. Remember, it's always better to recognize your rights and your value before you get dragged into an unnecessary meeting that's unlikely to be productive solely due to the time it's taking place. Whether you're looking to find a company that prioritizes individual rights in the workplace or you're looking to attract skilled tech talent, eHire knows how to match the right talent to the right workplace. Contact our team here to make the connections you need.

​Is It OK to Decline Friday Afternoon Meetings?

&nbsp;Experiences throughout our careers shape how we think. It also affects what we feel is a good fit for our team (and what is not).It is hard to admit it, though. Biases are often unconscious, meaning we are not aware of them.The unfortunate outcome is you risk filtering out high potential candidates. Or worse, landing in legal trouble.Hiring someone with familiar attributes may reduce your overall risk. The downside is you may not attract the best talent to reach your business goals.<a href="https://www.linkedin.com/in/lauraarnold/" rel="noopener noreferrer" target="_blank" style="color: rgb(0, 124, 65); background-color: transparent;">Laura Arnold</a>,&nbsp;Director of People Operations at eHire, offers some wisdom on this topic. Additionally, she shares some practical tips you can implement to get better hiring results.In this video, Laura explains:<ul><li>The definition of unconscious bias</li><li>Examples of bias in your company</li><li>One simple step you can take to avoid bias</li></ul><iframe class="ql-video" frameborder="0" allowfullscreen="true" src="https://www.youtube.com/embed/SmbFT7EAMq0"></iframe>

​Let’s face it: we all come to the hiring process with our box of biases.

Most hard-working employees have crossed paths with a “difficult” boss. There are times when managers are not compatible with workers when it comes to work styles, approaches, or worldviews, and there are other times when management can be downright toxic. Sometimes bosses stink, and there’s no explaining it away with excuses and apologies. Bad bosses do have power to negatively impact your work performance and make your life miserable for eight hours a day with poor work practices and a lack of professionalism. However, you have to manage the situation to keep the peace until you find a resolution or leave the organization.&nbsp; Here are some tips and strategies you might use to deal with a boss lacking in skills, patience, empathy, or proper management training.&nbsp; Reflect on Your Performance and Attitude First&nbsp;Even if you are sure the fault lies with your boss, it never hurts to do some objective self-reflection to make sure. Maybe you feel extra pressure because your boss demands productivity or skills you feel are outside your job description, skills level, or pay grade. If you feel like their expectations do not align with your job description, ask your boss to clarify or adjust the expectations.&nbsp;&nbsp; You can also take a moment to compare your communication and work styles to your boss’ styles. It’s possible that these things differ, which could be leading to some of the conflict. Our recruiters at eHire use the Business DNA assessment to determine work styles and compare in order to know how potential new hires will work within teams. Assessments like that can help you understand your differences and figure out what motivates your boss and what qualities are most important to them. Document Problematic Interactions and Other Matters&nbsp;If your manager says things you feel are out of line, write down what they said and the date and time the incident occurred. If your boss wrote a scathing performance review or sent an unprofessional email, start saving the documents to an external drive or print them out for future reference. You will need a paper trail to protect yourself if your boss penalizes you or terminates your employment.&nbsp; Take Care of Yourself&nbsp;Once you detect any issue at work, it’s easy to let stress overwhelm you. The next thing you know, you start tossing and turning at night, making poor dietary choices, snacking at your desk, etc. Do your best to get plenty of rest, exercise, and the right amount of nutritious food to face daily challenges with a clear outlook. Take a deep breath… or a couple before you respond or react. That is 100% self care (and self preservation) in the workplace. The last thing you want is for an unreasonable boss to contribute to your poor health.&nbsp; You could even request a few days off work to clear your head, and try finding stress relievers that help you manage the situation better, even if your boss shows no signs of willingness to change. You might find that some downtime helps you rev up, tackle your work with verve, and live your best life despite your sub-par boss.&nbsp; Ask Your Boss for Tips on How to ImproveNo matter how unpalatable it might sound, you might take the lead and be the better person, asking your boss to clarify their position and how they believe you should do your job. Let them know that you started your position with an impression you were to proceed as you have done. Further, let them know you want to do your job well to serve the organization and stay true to your professionalism.&nbsp; If your boss does not provide a helpful answer, encouragement, and a meaningful and mutually beneficial resolution, you will know that you did your best to reach out and try. Even with this outcome, you might gain insights into your boss, discovering they feel insecure or are poor communicators. The interaction may not help you directly, but it may help you develop strategies to manage an outburst, the cold shoulder, or a negative email.&nbsp; You can also let your boss know certain expectations and behaviors do not seem reasonable to you. Here, you can approach the conversation presuming they weren't aware of how they come across to you, giving them the benefit of the doubt.&nbsp; Contact Your Company's HR Team&nbsp;Reaching out to HR might feel like you are escalating the situation, but sometimes that’s necessary. Otherwise, you might not feel like you can fulfill your daily duties. Before you take this step, do your research to learn more about your HR department's track record and reputation for supporting employee complaints. Once you are confident they support employees in such matters, let them know about your boss' behavior and what you have done to remedy the situation. They may have already fielded employee complaints about your boss and have recommendations to help you. Keep in Touch with an Experienced Recruiter or Recruiting FirmBeginning or continuing a relationship with a reliable recruiter even if you’re not open to working elsewhere is a great strategy for having a resource in place when you finally do decide to consider other offers. If you’ve tried every reasonable strategy to improve your relationship with your boss, you might realize it’s time to move on. And since you already have a relationship with a good recruiter, that would be the perfect time to let them know you’re open to make a move. If you’re connected to us at eHire, reach out to your eHire recruiter to let them know you’re dissatisfied where you are and open to entertaining offers from companies that have a vision and culture that better align with yours.&nbsp; Our recruiters work with enterprise and high-growth tech companies, and they’re ready to find the right match for your talent, skills, enthusiasm, and work ethic. Contact us to learn more about how we pair talented candidates with the right opportunities. Share This Blog

​“My Boss Stinks!” and What You Can Do About It

Nailing down top talent in the tech industry can be tough, but when you’re a start-up with less resources, it’s more like showing up to a gunfight with a slingshot.&nbsp; While tech-driven ventures offer better pay opportunities (more than double the current U.S. average), a start-up still may not be able to pay salaries comparable to a well-established company. Also, a fledgling new business may not have an in house recruiter or even an H.R. department. There are less resources, and many people may be doing more than one job. And then, there’s the future: tech start-ups have the highest start-up business failure rate.&nbsp; With the increased risk, it’s hard to promise someone you’ll provide a place where a new hire can stay awhile. That’s why start-ups not only need a solid recruitment strategy, they need a bit of an edge. They need to capitalize on all of their strengths and do it in a unique and memorable way.&nbsp; To pull ahead of the competition, there are three things you can do before you even begin hiring:&nbsp; 1) Determine your non-negotiables,&nbsp; 2) Brainstorm the incentives you can offer, and&nbsp; 3) Craft an attention-getting and compelling job description.&nbsp; Read more about these three things, and learn the best places to look for talent, the most important qualities of a start-up employee, and more about how to assess potential talent HERE.&nbsp;&nbsp; The team at eHire is highly experienced with hiring for startups, on some occasions acting as their hiring departments. Additionally, our team is able to assist startups with designing the optimal hiring process for various positions. Contact us at eHire to get started with finding the right talent to help you scale.

​Scale Up Your Start Up: Tips for Hiring Top Talent

Should you ask job applicants to reveal their salary history? It’s a complicated question, and there are pros and cons to consider.&nbsp; It’s worth noting that in many states, this is no longer a question. SHB (Salary History Ban) legislation has gathered momentum, and as of July 2021, twenty-one states in the U.S. had bans in place preventing businesses from seeking the information during the hiring process.&nbsp; For those of you still weighing this aspect of your hiring process, here is a summary of the pros and cons and some resources to explore.&nbsp; The Potential Benefits of Requesting Salary HistoryMost hiring managers see these as the primary reasons for requesting the information. I want to avoid wasting time with applicants whose salary expectations don’t match with what we can offer.&nbsp; The salary they’ve commanded in the past can be a key metric in evaluating the quality of a candidate. Their salary history reveals something about their career progress and drive. We need this information to help position our salary offer.&nbsp; The practical advantages seem very clear up front, but there are other issues to consider.&nbsp; The Potential Drawbacks of Asking Candidates About Their Salary HistoryAs noted above, salary history bans have gathered momentum for a reason.&nbsp; More and more candidates view this request as an invasion of privacy, and you could risk alienating a great candidate.&nbsp; The information can also be misleading. A candidate may have been underpaid and undervalued in a previous workplace. There’s a great deal of history beyond the number which you don’t understand. There’s an excellent breakdown of the arguments for and against in this article by The Balance Careers blog. The Most Powerful Argument Against Asking for Salary HistoryA persuasive moral argument was made against this practice in this article from The Harvard Business Review.&nbsp; The main rationale for abandoning this practice is because asking about salary history can perpetuate cycles of pay disparity for women and minorities. In spite of any well-intentioned efforts you make to avoid bias in the hiring process, this one practice alone may undercut your efforts.&nbsp; The reason is simple and understandable. If a candidate has been underpaid in the past, and you base their next salary on their history, the cycle continues.&nbsp; This isn’t just optimism or theoretical thinking. In Harvard Business Review’s study associated with the article, they learned that SHB legislation has generated substantial pay increases for both Black (+13%) and female (+8%) candidates. They also present evidence that the assumed benefits of the practice of requesting a salary history are not as potent as once believed. Like many aspects of the hiring process, salary histories are a complicated issue.It’s not easy to reexamine commonplace practices like salary histories in the hiring process, and questions like this aren’t always simple to resolve. Our team at eHire is always here to do more than connect your business with the right talent. We equip your team with the latest information on best practices in hiring and help you resolve concerns like this.&nbsp; Reach out to us anytime to refine your hiring practices and find the key players needed to grow your company. ​

​Should I Ask Applicants About Their Previous Salary?

With so many companies adapting new work-from-home hybrid models, it’s become more important than ever to be mindful about how we’re supporting our female employees. As we’ve seen over the last few years, women are often carrying a heavy load when it comes to balancing domestic and parental duties, as well as their responsibilities at work. What Can We Do to Create a More Equitable Workplace for Women?Acknowledge there’s an issue at hand. Don’t wait for your team members to speak up about the inequity women face in the workforce; point it out yourself! What a relief it could be for your female employees to know that you see their struggle and want to better support them. Be honest about your company and culture. Do your employees feel they can speak freely about their challenges and needs, or have you allowed a culture to thrive where people feel they need to hide their personal needs from their co-workers? You can’t shy away from the hard questions if you want to improve. Talk to your female employees. Want to know what working women need in order to keep all their plates spinning? Ask them. You have a wealth of knowledge right on your own team! Show solidarity. Maybe you’ve already implemented substantial equitable benefits and policies in your company; that’s great! But are you modeling these policies for your team? It’s important to show that participating in this new culture is encouraged. Don’t wait until there’s a problem. Think ahead and have procedures in place to allow for productive conversations around your employees’ evolving needs.&nbsp; Learn More About Creating a Supportive, Equitable Workplace Culture for WomenWant to learn more about how to support your female team members? Check out this article from Forbes for more tools. Make Sure Your Company Is Following Best Practices in the Hiring Process for WomenOur team at eHire is here to do more than connect your business with the right talent. We also equip your team with the latest information on best practices in hiring, especially for hiring female talent in the tech industry. Reach out to us to find and hire the key players needed for your company’s success.

The Equitable Workplace: How to Create a More Supportive Workplace Culture for Women

​Atlanta’s tech scene is thriving. But how did it get there and where is it headed?Cynthia Curry, Director IoT / AI / Smart Cities Ecosystem Expansion at Metro Atlanta Chamber recently joined us for a Fireside Chat with our Managing Director, Kyle Tothill. They chatted about the history of Atlanta’s tech scene, what we can expect to see in the future and potential challenges that keep us from reaching our full potential as a world-class technology city.You can view the full interview in the video below (and keep scrolling for the highlights).<iframe class="ql-video" frameborder="0" allowfullscreen="true" src="https://www.facebook.com/plugins/video.php?href=https%3A%2F%2Fwww.facebook.com%2FeHireLLC%2Fvideos%2F248261222780253%2F&amp;show_text=0&amp;width=560" height="315" width="560"></iframe> ​<h3>Take The Money and Run… But Not Anymore</h3>Atlanta has made great strides to be more business-friendly. We are the number one state to do business in the United States for six years running.But it hasn’t always been that way.In the past, founders would exit their businesses, take the money and run from Atlanta. David Cummings, Founder of Pardot, changed the game when he sold the company to ExactTarget in 2012.He could have easily taken the money out to Silicon Valley or elsewhere but chose to invest in the future of Atlanta, instead. David bought the former Atlanta Business Chronicle building and turned into one of the first co-working spaces in the city. Today, the Atlanta Tech Village shines brightly in the heart of Buckhead.​<blockquote>“He poured everything he had into it and he really changed the market. He did crazy things like making leases that were three months, and six months, and a year instead of five years. He made walls that could go up and down so as your business expanded you could move into those areas. Nothing like that really existed in Atlanta. Those kinds of things were in other places, out in California, but in Atlanta that was really unheard of. He really started a whole movement that I think really changed Atlanta.” – Cynthia Curry</blockquote><img src="https://www.ehire.com/rails/active_storage/blobs/eyJfcmFpbHMiOnsibWVzc2FnZSI6IkJBaHBBZ3JyIiwiZXhwIjpudWxsLCJwdXIiOiJibG9iX2lkIn19--bd9e49800bd2d1014649800cd4758534687da25d/atv-og-image-(1).jpg">Photo Credit: Atlanta Tech VillageThe Advanced Technology Development Center (ATDC) was another major catalyst for the city. This startup incubator surrounds Georgia Tech. Like the Atlanta Tech Village, the incubator is poised for organic innovation.​<blockquote>“Founders run into each other at Starbucks or at Moe’s. They’re talking about ideas and it’s really organic innovation. It’s not canned. That was another really huge, huge thing that I think really turned the market.” – Cynthia Curry</blockquote>Chris Klaus was just inducted into the Georgia Technology Hall of Fame, which is a really rare group of folks that made a big impact. One of the reasons was chosen is because he didn’t take his money and run.​He is invested in 50 startups last year and plans to invest in another 50 this year. He built a building at Georgia Tech with his name on it, which is about the advancement of computing at Georgia Tech. He has created an ecosystem called Create X, where the goal is to make Georgia the number one student-led startup ecosystem in the world.​Greg Benoit sold his company, Qgenda, and is creating TechRise. The idea with this space is when a company graduates from the Atlanta Tech Village or other co-working space and is not quite ready to commit to a long-term lease, they can lease space on a short-term lease.<img src="https://www.ehire.com/rails/active_storage/blobs/eyJfcmFpbHMiOnsibWVzc2FnZSI6IkJBaHBBZ3pyIiwiZXhwIjpudWxsLCJwdXIiOiJibG9iX2lkIn19--2cec0ebfea316a5a2e40a22f1f940f45dde73fe1/techrise-night-exterior_750xx3000-1688-0-69-600x338.jpg">Photo Credit: Atlanta Business ChronicleJohn Marshall and Alan Dabbiere, who started Manhattan Associates, sold that, started to build AirWatch, sold that to VMWare, and then they went back at it again.​<h3>Atlanta Is More Than Startups</h3>Atlanta boasts the third highest population of corporate headquarters. There are 26 of the Fortune 1,000s and 15 of the top 500 companies.This creates a beautiful symbiotic relationship where startups and new corporations can support each other. Organizations like Bridge Community and Engage Ventures are leading the way in connecting these partners together.​<h3>Major Companies are Flocking to Atlanta</h3>Almost weekly, if not daily, you see a headline of a new company moving their headquarters or building an innovation center in Atlanta.The list includes:<ul><li>Pandora</li><li>Porsche</li><li>Mercedes-Benz</li><li>BlackRock</li><li>Thyssenkrupp</li><li>Athena Health</li><li>Georgia Pacific</li><li>Honeywell​</li></ul><iframe class="ql-video" frameborder="0" allowfullscreen="true" src="https://www.youtube.com/embed/A2SlHzShLfA" height="315" width="560"></iframe> Video Credit: Honeywell Corporation<h3>So what is attracting them?</h3><blockquote>“What we hear time and time and time again is companies come to Atlanta for the rich talent pool. They come for the cost of doing business, low cost of living, and diversity. Atlanta has one of the most diverse talent pools in the entire United States, number three in the whole US, so that’s something” – Cynthia Curry</blockquote>Southern hospitality also plays a role. This element is much harder to quantify and you probably won’t find it on any rankings. But sometimes having nice people around you just makes building a business a little easier.<blockquote>“Something that we hear that you can’t really quantify or put a statistic on is that we’re southern. We work together, so the collaboration of corporations, startups, and municipalities doesn’t really happen anywhere else. It’s very, very special to Atlanta. It’s very special to our region and it’s something that really is the key to collaboration. “ – Cynthia Curry</blockquote><h3>AI and IoT Are The Future of Atlanta</h3><blockquote>We are in the midst of a second industrial revolution and that is being driven by the Internet of Things (IoT) and artificial intelligence (AI). These technologies are infiltrating every arena you can imagine.</blockquote><blockquote>“IOT is moving into every single area. It’s changing things that are in bioscience by sensoring eye contacts to tell if you have high blood sugar for diabetes. It’s moving into fleet tracking for companies like Samsara that just came to Atlanta who is allowing fleet tracking and optimization. It’s moving into FinTech, by allowing people to just use their Fitbit to pay for something while they’re on a jog instead of having to take their wallet or their phone. It’s moving into every different area and it’s really changing the world as we know it.” – Cynthia Curry</blockquote>​The companies who have opened innovation centers here are primarily working on these technologies as well. Many of them, like ThyssenKrupp and Honeywell, are developing innovative ways to make the old new again through the use of sensors and connectivity.<img src="https://www.ehire.com/rails/active_storage/blobs/eyJfcmFpbHMiOnsibWVzc2FnZSI6IkJBaHBBaG5yIiwiZXhwIjpudWxsLCJwdXIiOiJibG9iX2lkIn19--98e72ed1f44aa86140e41b1458df1f738123c983/Samsara-Atlanta-office-collage-600x265.jpg">Photo Credit: Samsara<h3>Leading the way for Smart Cities</h3>Ponce City Market and the Atlanta Beltline helped spur a whole new wave of innovation. The area located in front of Ponce City Market has been deemed the “Smart Corridor,” with 40 Smart Cities projects currently taking place.​<blockquote>“We have everything from intelligent lighting to intelligent traffic signals that change based on what’s happening on the road instead of based on metering or timing. We have cameras that are taking a look at what’s happening around there and then using predictive analytics to predict how they want to push traffic through to help save lives and reduce accidents.” – Cynthia Curry​</blockquote><img src="https://www.ehire.com/rails/active_storage/blobs/eyJfcmFpbHMiOnsibWVzc2FnZSI6IkJBaHBBaHpyIiwiZXhwIjpudWxsLCJwdXIiOiJibG9iX2lkIn19--c58e876c04525620fc84cb7412d5f966d5a7e744/met2-600x338.jpg">Photo Credit: GovTechEven city sanitation is getting into IoT. Rubicon Global has developed the connected garbage truck, which has sensors that constantly collect information as they drive around. The company can then optimize their routes to reduce fuel waste and business expense.<blockquote>“All the dumpsters contain smart sensors. Are they ready to be picked up? Is the refuge in there, is it organic or is it not organic? Does it need to be picked up today? Can it wait until tomorrow? They saved the city of Atlanta up to $600,000 just in a matter of about eight months. That’s a super cool thing.” – Cynthia Curry</blockquote>Not only is the city cleaner thanks to IoT, but we are also much safer. Atlanta is currently beta testing SpotShotter in the Smart Corridor. This innovative technology has acoustic sensors that pick up gunshots from as far as four miles away. The sensor can then analyze what type of gun was used, contact police and send them directly to the incident to help as quickly as possible.Connected cars are making their way into Atlanta as well. Peachtree Corners, located north of Atlanta, is testing a fully autonomous track that co-exists with regular vehicles. The city has allocated $2 million for the Autonomous Vehicle Project, paving the way for new forms of transportation in the metro area.The Ray, a connected highway along a stretch of Interstate 85 in West Georgia, is working to create a better highway using a variety of technologies including solar. This innovative stretch of road includes a solar-powered charging station for electric vehicles, the worlds first tire check system you can drive over, a solar paved road that generates energy as you drive over it, and rubber roads made of recycled tires.<img src="https://www.ehire.com/rails/active_storage/blobs/eyJfcmFpbHMiOnsibWVzc2FnZSI6IkJBaHBBaDNyIiwiZXhwIjpudWxsLCJwdXIiOiJibG9iX2lkIn19--b22fe12964b617300de3dd83b703bb14a67097e4/Screen-Shot-2019-03-15-at-4.43.05-PM-1024x355.png">​Photo Credit: The Ray<h3>What Stands In Our Way</h3>While there is a ton of innovation in Atlanta, we certainly have our challenges just as most major cities. One challenge is our infrastructure. We need to make greater investments in Small Cell and 5G technology.Another challenge is the wealth gap. The top income earners in the city make 20 times more than the lowest wage earners. Organizations like City of Refuge are helping to address this challenge through their Workforce Innovation Hub. The nonprofit organization helps the city’s most underserved citizens with vocational job training where they can go out and find gainful employment to fully experience all this city has to offer.<img src="https://www.ehire.com/rails/active_storage/blobs/eyJfcmFpbHMiOnsibWVzc2FnZSI6IkJBaHBBaWpyIiwiZXhwIjpudWxsLCJwdXIiOiJibG9iX2lkIn19--ac845588a30507f5d969c9e35cd4f856672f5153/image6-600x305.jpg">​Photo Credit: City of Refuge​The Atlanta Chamber is also helping through its IoT.ATL, a sustainable agriculture project that helps grow food in shipping containers.​<blockquote>“Our whole purpose is to really enable equity and inclusion in Atlanta as we grow food through technology. There’s no reason that we shouldn’t be able to use this technology to really help those that need it the most and not just really empower those that already have power. It’s one of Mayor Keisha Lance-Bottom’s top priorities as well, which thrills me. She’s launched One Atlanta, which is all about ensuring equity and inclusion in Atlanta. I think that’s something that we really need to focus on, and thank goodness we already are.” – Cynthia Curry</blockquote><img src="https://www.ehire.com/rails/active_storage/blobs/eyJfcmFpbHMiOnsibWVzc2FnZSI6IkJBaHBBaW5yIiwiZXhwIjpudWxsLCJwdXIiOiJibG9iX2lkIn19--95161ff124b20290729f4265ba9c10dbad78b974/UrbanFarm-(1).jpg">Photo Credit: SingularityHubAnd last but definitely not least, our traffic is a challenge. Investing in MARTA is critical as the city’s population continues to grow. We also need to embrace multi-modal transportation where take more than one method of transportation to reach our destination. This could include public transportation along with Uber, Lyft, Lime, Bird, and Relay Bike Share<h3>Your Role in Atlanta’s Future</h3>Now that you know the state of Atlanta’s technology scene, we want to invite you to be part of the future.<blockquote>“There are lots of places to get involved. You have to look yourself in the mirror and ask, “How is history going to judge what I did and how did I help? Did I give the city and this community energy? Did I put something into it? Did I lean my shoulder into it and help my cause or did I sit back and just enjoy the fruits of other peoples’ labor?” It’s going to take an effort from all of us.” – Kyle Tothill</blockquote>Kyle said it best. We all have a role in Atlanta’s prosperous future. Let’s get out there and make it happen.

The state of the atlanta tech scene 

There are plenty of articles and information about what you should say during a job interview, but it's just as important to know what not to say. Knowing what to avoid is key to making the best impression, even if you've practiced all the correct answers. Above all, your desire for the interview is to discuss the role and qualifications in detail and get to the next stage in the interview process. That means avoiding red flags or dropping any messages that might sow seeds of doubt. Here are the top things you shouldn't say during a job interview. Just Winging ItBefore any interview, you should research the company along with the position for which you applied. Going into an interview appearing unprepared and uninformed will only make you look like you're not really interested in the position. Doing your research before your interview shows active enthusiasm. You can even go a step further than general research by talking to a current or past employee who left on good terms. Expressing Negativity About Your Last JobWhile some may think it's easiest not to mention the nature of your departure at all, it's not uncommon to get asked why you left your previous company. Complaining about any former employers during your interview rarely ends well, even if your last job or last boss was absolutely horrible. Be honest, but your tone should always range from neutral to positive when discussing past employment. Rather than saying you left because you were miserable, focus on the basic reasons you started your search, whether it’s a desire for advancement, more flexibility, a more collaborative or inclusive environment, or all three. Openness To Do AnythingWhen an employer is looking to fill a role, they're not going to generally opt for someone who proudly claims they'll do whatever needs to be done. While it sounds useful at face value, it can be considered a red flag since employers tend to want someone who is specifically qualified for a role rather than a jack-of-all-trades who can do a bit of everything. That's why it's essential to hone in on your talents and how they specifically apply to the position you want.&nbsp; Admitting a Lack of Experience Without a “But”If you're fresh out of school and have heard it's important to be honest in job interviews, you may be inclined to admit to your lack of experience when asked about specific skills or tasks. When doing this, make sure you’re prepared to also share your experience with job tasks that require similar skills. Showing you have an understanding of a similar skill demonstrates your potential to perform the skill they’re asking you about as well as quickly learning it. Make sure to couple that with sharing how you quickly learned new skills at previous jobs in order to promote your agility and ability to pick things up fast. With some enthusiasm for the position and well-researched knowledge about what’s required to perform it, you'll come across as a better fit. Remember, you might not have worked in that position before, but you do have experience that applies to the position’s duties.&nbsp; “Check My Resume”The person interviewing you will have already looked over your resume. If they ask you a question that is already answered on your resume, don't reply with the fact that it's on your resume. They know that already. They're asking you to expand on something that's relevant to the position beyond what's written in your resume. For example, if an employer asks if you're familiar with HTML coding when your resume clearly states that you have experience with it, that's your cue to highlight that skill by giving examples of how you've applied the skill in previous work. “I Have a Great Answer for That”Hiring managers and interviewers know people practice for their interviews, but it's never good to make that obvious. When you openly say you have a good answer for a question that’s asked, it makes the answer seem manufactured, like you prepared “perfect phrasing” to come across as good as possible. That's often what people do, of course, but it's more of an unspoken thing. You don’t want to shine a light on it. Doing that will make a hiring manager wonder what the “real” answer is to that question.&nbsp; Connect With the Right CompanyNow that you know the things you shouldn't say during a job interview, you're that much closer to securing the job you want. For help with everything else along the way, eHire has got you covered. Our job is to match tech talent with great companies so they can both thrive. Contact us to learn more about how we hand-select tech talent from our personal talent pool.

​Things You Should Never Say During a Job Interview

​Tiffani Bova is a rockstar in her own right. She came up through the world of sales, spent some time at Gartner as a VP, Distinguished Analyst and Fellow, and now serves as the Customer Growth and Innovation at Salesforce, the world’s number one CRM. She is also the author of the book “Growth IQ.”We had the unique opportunity of hearing her present a dynamic keynote titled “Customer Experience is the New Battleground” at the 2018 TAG Summit. She certainly did not disappoint and our team walked away better understanding what our customers truly value in their experience with us.​<img src="https://www.ehire.com/rails/active_storage/blobs/eyJfcmFpbHMiOnsibWVzc2FnZSI6IkJBaHBBZ0RyIiwiZXhwIjpudWxsLCJwdXIiOiJibG9iX2lkIn19--75dd068c74643106d5f86cee29cc0678bd1c076f/IMG_0997-1024x768.jpg">Photo Credit: Tiffani Bova, SalesforceIn case you missed it, we wanted to recap the key points so you can grow your business as well.<h3>Everybody Sells A Job To Be Done</h3>Tiffani spoke about her experience with Uber. Though the ridesharing app takes her from point A to point B just like a taxi does, the customer experience is why she chooses to order a ride through the app instead of hailing a taxi.One reason is currency. She never has to worry about a credit card working in a foreign country or having the correct type of money to pay for the ride.<blockquote>“It doesn’t matter where I am in the world, for whatever reason, no credit card machine ever works when I’m in the back of a cab. So, that doesn’t always work in my favor.”</blockquote>The second reason is taking uber doesn’t require her to do more work for her expense report.<blockquote>“I never remember how much the ride was and what I paid. And somehow, I stick the receipt in, and I lose the receipt. It never makes it to my expense report, or I have to take a picture of the receipt and it attach it. But, no, now with Uber it connects directly to my expense report. It actually says the time, the day, the ride, my start location, my end location, and all I have to do is say where was I going”</blockquote>The third reason is for safety. Uber has a GPS on every ride, so her loved ones will know where she is in the event of an emergency.​<blockquote>“Because of my heavy travel schedule, I feel like someone will know where I was last. So, between American Airlines and Uber, someone will find me.”</blockquote><h3>Customer Experience is Everything</h3><blockquote>“I don’t care what else you do in order to grow if your customers have a bad experience it doesn’t matter. You could have the best product in the world, and if it’s tough to use they won’t use it again, and they definitely won’t talk about it.”</blockquote>Tiffani reminded us that customer experience must be the foundation of any decision we make about our business. Customers will pay more for a better experience, so there is real revenue at stake. The companies that are growing the fastest are the ones that are the most focused on the customer.<blockquote>“You know, you have a Four Seasons on this side of the street, you have a Holiday Inn on this side of the street. Both do the same job, a place to sleep. Why do people choose one over the other, and pay exponentially more, for one of them versus the other one?”</blockquote><h3>B2B is really B2C</h3>Tiffani mentioned how consumer experiences are following us into the B2B world. We don’t leave our consumer personalities at home when we show up for work.​The best news is that if you can create an amazing customer experience, you can justify raising your prices and customers will gladly pay you more.<blockquote>“Netflix has raised their price four times in the last two years. You might be surprised to know that the cancellation rate has gone down and the activations from free customers non-paying to paying customers have gone up. Why is that possible? Because they’re so maniacally focused on if you can’t find what you’re looking for in 90 seconds or less you will leave. It’s all about that user experience. And by the way, those growth rates that they have, with no salespeople.”</blockquote><h3>Bad Experience Can Cost You Your Best Customers</h3>57% of customers have stopped buying from a company because of a bad experience. Customer expectations have gotten higher, so companies are being forced to rise to the occasion.We carry our consumer expectations into work and are frustrated that our work experience has yet to catch up with our consumer lives. Tiffani mentioned a couple of things that are contributing to this notion.One is speed. We want things in our work lives to happen at the same speed as our consumer lives. You have to be ready to communicate on your customers medium of choice. Is that Facebook messenger? Perhaps it’s chat? Tiffani reminded us to be where our customers are and be ready to engage with them on their terms.​<blockquote>“It’s sort of all about us. We, as customers, we’re like, “What do you mean you only have service from eight to five? I’m in another state.” Happens to me even with our travel company. It’s based on Pacific Standard time. So, if I’m out on the East coast, and it’s eight o’clock in the morning wherever I am, and I want to call a customer service agent for my flights, it’s considered after hours, which is premium pricing. But it’s 8:00 AM over there.”</blockquote>Tiffani mentioned how it really comes down to delivering those moments of “Wow,” where your customer feels like they had a wonderful experience.​<h3>AI meets Human</h3><blockquote>“Many people ask, “Well, don’t you think technology is gonna wipe out jobs in AI, machine learning?” I don’t. I think machine plus human is the most powerful thing that we have to our advantage”</blockquote>Tiffani reminded us that you have to use technology in order for it to be effective. Managers can help their teams by skilling them up to take advantage of the capabilities available to them.<blockquote>“So, my future state of when it’s time for me to retire is this scenario, which is when my scale in my bathroom talks to my Fit Bit, locks my refrigerator and calls the car to take me to the gym, I am out. That’s it. So, if you ever see a Tweet from me with my feet up and the beach in front of me, know that that has happened, and I’m officially out. Because we could actually do what I just described today. We’re getting very close to all of this.”</blockquote>Tiffani gave the consumer example of the Fourth Industrial Revolution. She also spoke of how bots and AI can make the entire manufacturing process more efficient.<blockquote>“You have to think about things selling the things, and servicing each other, and bots talking to AI, and AI talking to manufacturing, and ordering Widgets, and delivering customer service, bots answering quick customer service calls so you don’t actually have to have humans. Then when it escalates, the human gets involved. This fourth industrial revolution is changing everything, but you have to be able to take advantage of it.”</blockquote><img src="https://www.ehire.com/rails/active_storage/blobs/eyJfcmFpbHMiOnsibWVzc2FnZSI6IkJBaHBBdi9xIiwiZXhwIjpudWxsLCJwdXIiOiJibG9iX2lkIn19--512c94c6cd153d0ea0baba7a2ebcc2a2e396c047/IMG_0900-1024x768.jpg">Photo Credit: Tiffani Bova, Salesforce<h3>Personalize Beyond The First Name</h3>Customers want to be treated as more than just a number. They want connected experiences and we must leverage the data and technology at our disposal to make it happen.<blockquote>“Once again, I don’t care, B2B, B2C, doesn’t matter because we’re all individuals at the consumer level. So, however you slice it, I can’t get rid of my expectations.”</blockquote><h3>Transforming The Customer Relationship</h3>Tiffani spoke about how processes often roadblock your team’s ability to deliver on customer expectations.<blockquote>“Case in point, I had a hard failure on my internet access about a year ago. And I called into my provider, and the call was 90 minutes. I didn’t care if it was all day cause I had a hard failure, and I really wanted to have it fixed. And the guy at the other end of the phone was spectacular. He was patient. He was helpful, but every 29 minutes he had to hang up the phone on me and call me back.”</blockquote>The call center was a cost center. Cost of the time the rep was on the phone was a higher priority than Tiffani’s problem. It wasn’t the rep’s fault. He simply was following procedures put in place by his leadership.<blockquote>“The metric is what drives that behavior. He hung up on me every 29 minutes because he can’t be on the phone longer than 30, because somebody made that brilliant decision that I am a X dollar a month customer and a consumer. I sort of behave like a small business in my house based on how much pipe I have coming in and everything I have going on. But because I’m in the consumer business they treat me that way, and he has to get off the phone every 29 minutes. So, someone made a decision he can’t stay on the line.”</blockquote><h3>Context is King</h3>Tiffani challenged us to ask what your customers expect from companies like yours. Smaller companies often have an advantage here because there are fewer silos and they can move faster. Larger companies are often hamstrung by complexity, which gets the best of them and makes it harder for them to truly wow their customers.To understand what’s going on in the marketplace, you have to approach customer centricity from the outside in. Tiffani gave an example of how Amazon always has an empty chair in every meeting to represent the customer.Tiffani also reminded us that it’s ok to course correct. Even with best efforts, you won’t meet 100% of your customer’s expectation 100% of the time.<h3>B2E</h3>Tiffani remarked about how the lines of B2B and B2C are increasingly blurring. She suggested removing the consumer or business part and really focusing on what you should be expected to have as a business.After listening to Tiffani share her wisdom, our biggest takeaway is that our customer is in the driver’s seat and expect us to deliver a consumer-like experience in a business setting.

Tiffani bova customer experience is the new battleground

Job seekers have their pick of where they want to work.But you know all this…You experience it every day attempting to attract these people to come work for you.So how can you stand out?Simplify your interview process.Every additional step in your interview process adds time. And time increases your risk of losing that job seeker.<a href="https://www.linkedin.com/in/jeffp/" rel="noopener noreferrer" target="_blank" style="color: rgb(0, 124, 65); background-color: transparent;">Jeff Pierce</a>, Director of Technical Operations, offers three simple steps you can take today to simplify your interview process:​<iframe class="ql-video" frameborder="0" allowfullscreen="true" src="https://www.youtube.com/embed//qcQd8IlMZO8"></iframe> ​<a href="https://www.ehire.com/rails/active_storage/blobs/eyJfcmFpbHMiOnsibWVzc2FnZSI6IkJBaHBBczcwIiwiZXhwIjpudWxsLCJwdXIiOiJibG9iX2lkIn19--4f6faf14c949c6ce3078e741ef9e0748cfd9cccd/Ehire_eBook_080419%20(3)-compressed.pdf?source=google.com" rel="noopener noreferrer" target="_blank" style="color: rgb(66, 139, 202); background-color: transparent;"><img src="https://www.ehire.com/rails/active_storage/blobs/eyJfcmFpbHMiOnsibWVzc2FnZSI6IkJBaHBBenExQVE9PSIsImV4cCI6bnVsbCwicHVyIjoiYmxvYl9pZCJ9fQ==--315e9d284900ae3ae6d002e5e704bdbba2cd6bf2/Copy-of-Copy-of-Why-Your-Top-Candidates-Are-Not-Calling-You-Back-(1).png"></a><h4>Share This Blog</h4>

Unemployment is at an all-time low. 

​At eHire, our clients often ask us what they should and should not include in their job description. You want to make sure you get great candidates and that is totally understandable. Often, the temptation is to list every single quality that perfect hire must have to ensure you get exactly what you are looking for.The problem here is many awesome candidates also have imposter syndrome, meaning they might talk themselves out of applying for your job because they don’t think they are qualified.We recommend running a simple LinkedIn search for people already working in the role you are hiring for. This will give you a sense of common skill sets, education and years of experience.By creating a realistic job description, you will have a much higher likelihood of attracting great people who can help you meet your deadlines and achieve your business goals.<a href="https://www.ehire.com/consultants/jeff-kolve?source=google.com" rel="noopener noreferrer" target="_blank" style="color: rgb(0, 124, 65); background-color: transparent;">​Jeff Kolve</a>, Director of Recruiting at eHire, sheds some light on how to create a realistic job description so you can attract great people quickly, meet your deadlines and achieve your business goals.Check out this one minute video for more insights:<iframe class="ql-video" frameborder="0" allowfullscreen="true" src="https://www.youtube.com/embed//hpK5NzhkXj4"></iframe> ​Here are the links to resources mentioned in the video:<a href="https://storybrand.com/" rel="noopener noreferrer" target="_blank" style="color: rgb(0, 99, 52); background-color: transparent;">StoryBrand by Donald Miller​</a><a href="https://readable.com/blog/the-flesch-reading-ease-and-flesch-kincaid-grade-level/" rel="noopener noreferrer" target="_blank" style="color: rgb(0, 124, 65); background-color: transparent;">Flesch-Kincaid</a><a href="http://gender-decoder.katmatfield.com/&amp;sa=D&amp;source=hangouts&amp;ust=1571929653180000&amp;usg=AFQjCNF5MJG_lcQEKDLf-3ugSYePLtiO8g" rel="noopener noreferrer" target="_blank" style="color: rgb(0, 124, 65); background-color: transparent;">Gender Decoder</a>

What to avoid when creating job descriptions

After applying for a job in 2019, the first question many job candidates got asked is, “Are you local?” Because of the time and expense of relocation, employers often found local candidates more desirable. With 44% of the U.S. workforce working fully remotely since the dawn of COVID-19 (up from 17% in 2019), an employee’s physical location isn’t so important anymore. Instead, employers now want to know, “What time zone are you in?” In fact, at eHire, about three quarters of our clients who are open to remote workers are asking us to find qualified candidates in the same (or similar) time zone. For example, if the company is based in the Eastern time zone, they only want to interview candidates in the Eastern and Central time zones. Why? Despite Vaccines, Remote Work ContinuesWith a significant percentage of the workforce now vaccinated, many are beginning to return to work … but remote work isn’t going anywhere. As companies are realizing more remote workers allow them to save money on office infrastructure, many are deciding to increase remote work and let go of office space, like outdoor retailer REI. The company made the bold move of deciding to sell it’s brand new, eight-acre corporate campus in Washington state.&nbsp; Twitter, Facebook, and Square have all told employees they can now work from home indefinitely. A Gartner CFO survey revealed almost three-fourths of CFOs plan to shift at least some of their workers to remote work permanently, and according to Accenture, 63% of high-growth companies use a hybrid work model. Since many work-from-home employees aren’t wanting to return to full-time office work in the wake of vaccines, hybrid work is trending. Almost half of employees said they would turn down a job offer that mandated full-time office work.&nbsp;&nbsp; As companies are now far more willing to hire remote workers (52% before COVID, versus 88% now), what’s on the top of employers’ minds are the time zones that may interfere with remote work. Here are a few reasons they’re wanting workers to be “longitudinally desirable.” 1. Better CollaborationIf a company depends on collaboration by its workers, matching time zones means they can make sure their employees have access to one another at least 8 hours a day. It’s easy to hop on Zoom calls and get feedback on projects you’re working on together. Email is 34 times less effective than face-to-face communication, and as a result, teams who need to collaborate take advantage of working over an open Zoom line … instead of sending a message and then waiting hours for someone to respond. 2. More ResponsivenessWorkers who don’t need so many face-to-face meetings still get questions answered quickly when working in the same time zone. If you’re in Eastern but your coder is in Pacific time, they’re obviously not going to answer you if you message them at 9:00 a.m., because it’s 6:00 a.m. their time.&nbsp; 3. Everyone Works Normal HoursLet’s say you hire across multiple time zones, but you require everyone to work the same hours, or be available for meetings that may be scheduled at any time during the home office’s business hours. This means your workers who are anywhere from two to a few hours behind or ahead of you will end up working some crazy hours. They may end up with 5:00 a.m. business calls or 9:00 p.m. meetings. The odd hours could make for a rough work schedule and it might not be practical for employees to keep up long-term.&nbsp; 4. Better Coworker Mingling and MoraleCompany culture is important for most businesses. It’s not just about turning out a product; the work is about being a part of something greater. It’s hard for an employee to really feel like they’re a part of that something if they don’t ever get to socialize or share jokes at the “watercooler” with coworkers. Businesses are finding ways to maintain company culture within remote work systems by using chat apps like Slack, but it’s definitely more difficult. Working in different time zones makes it even more difficult.&nbsp; 5. You Have to Draw the Line SomewhereWhat if an employer didn’t limit hiring by time zones and they hired people anywhere? That company could end up with employees all over the world. Then, what happens when a few members of a team are all in different time zones? They could schedule a meeting where two don’t show up because they thought they were meeting at 2:00 Eastern Time, not 2:00 London time. Or, someone could warn his teammates he’d be out of office by 1:00 p.m. his time, but the team members estimated the time difference wrong and still thought they had an hour to contact him with important questions. Time zones are merciless; there will always be issues when working across them, and drawing the line somewhere limits the craziness.&nbsp; eHire’s team of tech industry experts networks across time zones to connect with highly-qualified candidates throughout the U.S. Whether you need to fill remote positions or bolster your hybrid tech workforce, we can provide you with the right prospect to meet your specific and necessary requirements. Contact us to get started. ​

Why Time Zones Are the New Geography for Workers

Why You Need to Hire Female DevelopersWhen recruiting new talent, hiring managers have a lot to consider about each potential hire. Background, grit, education, experience… and yes, gender. While the push for gender equality in hiring is relevant in all fields, the impact of gender disparity—specifically in the tech field—is considerable. While employers should naturally consider female candidates at least as strongly as their male peers, there is compelling evidence that tech employers would actually do well to prioritize qualified women. Even defining “qualified” in terms of how women present in the tech field deserves a closer look. Here’s why: Women Built Computer ScienceThe field of computer engineering has long been overwhelmingly dominated by men and according to TechJury, only 20% of tech jobs worldwide are held by women. This wasn’t always the case, and actually was the other way around when computer science was in its infancy. The first coders were women, and since WWII created a shortage of male software engineers during the 1940s, women were the majority. As a result, many pioneers of early computer science were women. For example, the first fully electronic computer (dubbed Electronic Numerical Integrator and Computer, or ENIAC) was developed by six mathematician women now known as the ENIAC Six. Directly contributing toward the same war effort that placed them in tech, these women alone programmed the ENIAC with little more than blueprints since the purpose of the artillery-targeting computer was tightly classified. Even the term “software engineering” was coined by Margaret Hamilton to describe her work, which included coding from scratch for the Apollo project in the ‘60s and ‘70s. Women largely founded the field of computer science, and they’ve become no less of an asset to the field. Women in Tech Tend to Work HarderThe disparity between men and women in tech roles is narrowing with slow, arduous progress. More women are coming into the field, largely thanks to STEM initiatives aimed at women and girls. The overall culture in computer engineering as a “guy’s world” persists, though, and women graduating into tech can face difficulty being taken seriously and advancing their careers. Research by HackerRank suggests equally qualified female developers are over 3.5 times more likely than their male peers to be stagnated in junior roles, and a peer-reviewed GitHub study of 1.4 million users shows that women’s code proposals are more likely to get accepted in open-source development—but only if the accepting developer doesn’t know the proposed code was written by a woman. Receiving less recognition for the same accomplishments, women are much more likely to think through their work and be more prepared to defend it as compared to their colleagues. Women Are More Qualified Than They SeemProfessional gender roles run deep, and the barriers to women in computer science tend to convince them they’re not really doing as well as they are. Research by Forbes contributor and career coach Kathy Caprino finds that almost all professional women undervalue, and in turn understate, their own abilities. This effect is stronger for women in fields with exceptionally high saturations of professional men. A Harvard survey found that women with a full eight years of programming experience report roughly the same level of confidence in their skills as first-year men. A female developer is statistically likely to hold back in stating the true quality of her skills, so if she looks qualified on her resume she’s likely to excel. Tech Women Are More Passionate About Their FieldSocietal pressures still discourage girls and women from pursuing education and work in computer science, so it’s an ongoing struggle for interested female students to stick with a tech major and then stay in the field. Women can be subject to hiring bias, more women switch out of STEM majors than men, and half the women who go into tech leave the field by age 35. Considering all the unique challenges women face to get into and stay in computer science, women who continue in tech careers are demonstrably passionate about working in the sphere of technology. Now that you know why women developers can be the perfect fit for your hiring needs, eHire can take care of the rest. Our tech industry experts resource our highly qualified talent pool to pair you with candidates who have the desired skills and experience. To find out more about how eHire’s recruiting specialists can find you the skilled talent you need, contact us today. Share This Blog

​Why You Need to Hire Female Developers

Seeing what Internet of Things (IoT) applications like smart-home (or smart-building) technologies are able to do and how artificial intelligence (AI) is using the data collected by those applications to make decisions and reprogram itself is striking fear into the hearts of average workers. … even tech workers who, just a few years ago, thought their jobs were totally secure. It’s such a concern, there’s even a website dedicated to it—WillRobotsTakeMyJob.com. The site allows you to enter your job title, and then it returns information on the likelihood (by percentage) that you’ll be replaced by AI in the next 20 years. ​<img src="https://www.ehire.com/rails/active_storage/blobs/eyJfcmFpbHMiOnsibWVzc2FnZSI6IkJBaHBBK21vRXc9PSIsImV4cCI6bnVsbCwicHVyIjoiYmxvYl9pZCJ9fQ==--bd4c17c1e78f600ecc15a53d6e20150ec522e3d1/software-developers-post.png"> Since eHire supplies talented employees within the tech sector, we wanted to know what the future holds for hiring in the areas where AI is most utilized and how that’ll affect our industry and our candidate pool. Should people be scared, or should they just listen to Taylor Swift and “calm down?” Here’s what we found. The Pandemic Has Increased AI/Robotics Usage Making Many Humans RedundantWhile companies “temporarily” laid off or furloughed employees due to COVID concerns, one group of economists estimates 42% of those jobs are forever gone. For example, toll workers in the San Francisco Bay area were told to stay home once the pandemic hit, and drivers either paid by windshield-mounted devices or by being billed later. Toll authorities may make these collection methods the new standard, eliminating the need for humans. Additionally, robots could replace as many as two million more workers in manufacturing by 2025, according to a recent paper by economists at MIT and Boston University. Balliol College economic fellow Daniel Susskind says the pandemic has fueled the incentive to automate work. “Machines don’t fall ill, they don’t need to isolate to protect peers, they don’t need to take time off work.” Based on what economists are finding, low-wage workers will be the hardest hit since jobs involving customer interaction, predicted physical action, and office support make up many of the 15 jobs most threatened by automation. Storage, Transportation, and Manufacturing Will Be The Most Affected IndustriesDMV’s everywhere have their eye on Tesla as it continues to perfect full-self-driving capabilities on its cars, and so do those who make their livings in delivery service. But what really had delivery driver’s sweating recently is Domino’s Pizza’s debut of Nuro self-driving vehicles for contactless delivery (testing in Houston) in their latest commercial. Nuro will be the test that shows us how soon delivery jobs may be obsolete. While AI is making big moves in transportation, both AI and robotics will dramatically change the face of storage and manufacturing. Automated robots are transforming the work of warehousing and also gradually replacing manufacturing jobs--jobs that mostly require predictable, repetitive physical motion. This first wave of automation is also eliminating jobs in data analysis, such as the ones performed by people working in logistics. (Yes, accountants and financial analysts beware!) The Greatest Demand for AI Will Be in HealthcareBy 2050, the number of 62-year-olds will jump from 10% to 20%. As Baby Boomers age, dealing with declining health and needing care from assisted living and nursing facilities, the need for healthcare services will drastically increase … and the need for automation in healthcare along with it. Robots and machines who can assist with distributing medication, alert healthcare providers to health concerns and emergencies, and help seniors with simple tasks allowing them to remain independent will be necessary and valuable. Robots working in medical services are worth two billion dollars today. If you’re thinking about re-skilling and using your tech knowledge in another industry to better involve yourself in the AI revolution, the medical tech industry is a safe bet. There Are Certain Professions Considered “Safe” from AIKai-Fu-Lee, author of AI Superpowers: China, Silicon Valley and the New World Order, says it’s important to focus on what AI can’t do in order to predict what industries will be more unaffected. AI can’t create, conceptualize, or manage complex strategic planning. AI can’t complete complex work that requires precise hand-eye coordination. AI can’t deal with unknown and unstructured spaces, especially ones it hasn’t observed. AI can’t feel or interact with empathy and compassion, meaning humans won’t choose to interact with an apathetic robot for traditional communication services. ​ Given these limitations, here’s a list of jobs this foremost expert on the AI revolution says are safe: Psychiatry Therapy Medical care AI-related research and engineering Fiction writing Teaching Criminal law Computer science and engineering Science Management &nbsp; &nbsp;With many jobs becoming obsolete and new jobs being created by the AI sector, re-skilling the most vulnerable workers will be the key to mitigating displacement. In previous decades, the U.S responded to rapid technology changes by investing in education. In the late 1800’s it expanded access to public schools with the loss of farm jobs, the GI Bill sent World War II veterans who needed jobs to school to get degrees. Since national investment in education has stalled, the private sector will be challenged with re-investing in the workers they’re displacing in order to give them the skills they need to perform new jobs rather than sending them to unemployment lines. According to WillRobotsTakeMyJob.com, there’s a 99.4% chance the team at eHire will be here providing high-quality talent in the tech sector for years to come. We’re not only aware of the latest hiring trends, but we know what skills and requirements businesses need for different positions. As the AI sector grows, we can supply workers with the skills needed to perform jobs for new positions or departments. Contact us to learn more about our hiring solutions.

Will AI Make My Job Redundant or Obsolete?​

Nearly three years into a post-pandemic world where inflation is soaring above eight percent, the most pressing issues for potential employees are (unsurprisingly) competitive wages and cost of living adjustments—and rightfully so. Amid the historically high cost of transportation, housing, groceries, and fuel, new social challenges like The Great Resignation add to employers’ growing list of challenges.&nbsp; Workers want their current employers to adjust compensation, or they may be forced to look elsewhere for higher wages. In most major cities across the United States, the cost of living has increased by nearly three percent on housing and transportation alone. This does not include the cost of inflation itself, which affects the cost of goods and services independent of living costs. (Inflation in Atlanta led the nation at nearly nine percent.) What can your company do to offset some of the burden associated with immediate pay raises, improve employee morale, and retain your best talents? Read on to find out. #1. Be Transparent.First and foremost, be transparent about your salary plans. Share openly if you are planning to increase salaries gradually or communicate why you can’t make a full cost of living adjustment at this time. Myriad studies show that transparency is the #1 indicator of employee happiness, and employees who trust their employer are more engaged and loyal than their more dubious teammates. Transparency benefits the employer/employee relationship, but it is also simply the right thing to do. In a world where housing is hard to come by, grocery bills are stressful, and gassing up to commute to work makes you cringe, your company can leverage transparency as an added benefit of employment, creating a more positive work environment for current and future employees. Find satisfaction in being the good guy, and your employees will reward you with trust and loyalty. It’s truly a win-win.&nbsp; #2. Be Optimistic.Optimism might be your company’s greatest antidote to inflation-driven panic. One recent study showed a whopping 90% of Gen Zers are nervous about their financial future. This study showed four major areas of concern: overall finances, family-related expenses, keeping up with monthly bills, and fear of unknown expenses. That’s a lot of financial fear. Help your employees remain optimistic by providing reassuring updates and intentional communication when possible.&nbsp; Remaining optimistic about your company’s forecast is the best way to ensure employee retention. According to consulting group McKinsey, “When the path ahead is uncertain, people turn to leaders to help them gain clarity and a grounded hope for a better future.” Acting with calm optimism gives your organization a sense of purpose, creating an environment that fosters an attitude of perseverance and unity. Some studies suggest that times of uncertainty are very beneficial for companies because potential leaders emerge in times of crisis. Avoid drawing your leadership circle too tight by purposefully sharing decision-making efforts with relevant staff and key stakeholders. In doing this, you will foster an environment that supports longevity and attracts highly-skilled talent. #3. Be Strategic.Another way to support your employees well during this historical time is to understand the difference between raises, cost of living adjustments, and inflation hikes. One study found that most US companies plan to increase salaries by 3.9%, which does not fully compensate for inflation but is higher than last year's average raise, which was approximately 2.8%. It is also important to note that inflation and salary increases are not the same. Inflation represents changes in the market based on the cost of goods and services. However, salary raises are based on supply and demand for labor. Keep in mind, wages are considered “sticky”—meaning the rate sticks and does not go down. It is difficult to reduce wages if the market deteriorates, so many companies are opting to be more strategic about inflation compensation by investing in employee programs like flexible bonuses, stock options, and benefit plans. These options create a strong work culture and do not drive up fixed pay costs.​ Knowing the difference between consumer inflation and labor market growth will help you balance short and long-term financial requirements while creating a workplace that conveys respect, consideration, and resourcefulness as core values.&nbsp; #4. Be Supported.Use a trusted recruiting firm to acquire the highest performing talent in the job pool. We know that times are changing, and it can be difficult to keep up with hiring best practices. As hiring experts in the tech space, eHire understands leading hiring processes and can make recommendations, like a proper salary range for a position. We stay current on salary trends, competitive options, and industry best practices, so we can guide you in building the optimal hiring process. At eHire, our mission is to do more than just connect your business with the right talent—we equip your team with the latest information on hiring to make your process stand out. Reach out to us anytime to learn more about our tech hiring solutions.&nbsp;

With Inflation at 8%, How Should Your Business Deal with Raises?

Today's job market looks shockingly different than it did just three years ago. Then, fewer companies offered remote or hybrid opportunities, and the labor force was much larger. Things have changed since facing the COVID-19 pandemic as companies were forced to shift to remote opportunities to ensure business continuity while battling record-high unemployment.&nbsp; Now, the unemployment rate is finally steady at 3.6%. However, employers are struggling to find people to fill open jobs. The older workforce is opting for retirement, and other employees are shifting to new roles and industries that align with their changing wants and needs, such as higher pay and remote or hybrid work.&nbsp; ​In 2022, there was excess labor market demand as the number of job openings outnumbered unemployed Americans by almost 2 to 1. As a result, companies compete against each other to find qualified candidates to fill open roles, and some even struggle to get applicants to show up for interviews. With the continued scarcity of workers despite the level of employment reaching a pre-pandemic high, we wanted to take a closer look at what workers and job seekers are looking for on the job market. We surveyed workers ages 25 to 65 years old, ranging from new graduates to those in the senior part of their careers, with some even holding executive titles. We recently worked with these respondents at eHire to learn more about their insights, experiences, and attitudes about the current job market.&nbsp; ​75% of these respondents work in the tech industry, which has seen several changes in recent years, including the acceleration of digital transformation, the rise of remote and hybrid work, the call for more sustainable practices, and evolving company cultures.&nbsp; Outlook on the Job MarketWhen asked about their outlook on the job market, 34.7% said it's pretty good, 19.83% said it's okay, and 15.70% said it's the best they've seen since they've been working. On the other hand, 14.05% find the current outlook to be challenging. ​40.68% of those surveyed know someone personally or professionally who has received a job in the past month. In addition, 38.14% know someone who's gotten one in the past two weeks, and 17.80% said they know someone who's received one in the past week. Job Interests and Interview MethodsRespondents were asked about their current job interests, and 33.06% said they're actively seeking new roles, 23.14% are passively looking, and 25.63% aren't currently looking but would consider new opportunities if approached. 18.18% are happy in their current role. ​We know the interview phase can be intimidating and challenging for some job seekers. So we surveyed respondents on a better way to interview with a company to learn more about the role and workplace environment. For example, 39.66% said a happy hour or an informal lunch would be a good option, 28.45% would like to see a log of the actual hours that current employees work, and 19.83% would like to peek at employees' Slack messages for additional insight. Some things they'd hope to learn from these alternative interview methods would be: Who everyone really is and what their personalities are like What the actual work/life balance looks like, and what the actual hours worked are The details of people's work and habits The Rise of Remote WorkAn Accenture report found that workers prefer a hybrid work model 83% of the time. We asked our respondents what the ideal hybrid work model looks like for them and their team to perform their best work. 21.92% said they'd prefer to be 100% remote, 53.42% find value in being half remote, half in the office, 8.22% would like to be in the office most of the week, and 13.70% would like to always be in the office.&nbsp; Companies are always looking for exciting benefits and perks to draw in applicants. We asked workers if they could design the perfect job offer, what some must have, should have, and what nice-to-have elements or perks would be.&nbsp; 55.74% said must have in regard to healthcare benefits&nbsp; 47.54% responded must have to salaries in line with their expectations 40.32% expressed must have regarding flexible work hours&nbsp; 36.07% communicated must have to work from home or work from anywhere Employer BenefitsIn the current job market, employers need to find ways to attract potential candidates to their job openings. This includes ensuring that candidates have a thorough understanding of what the roles and companies they're considering have to offer. Our respondents said some of the most important things to learn about a role before they accept a position are:&nbsp; Job responsibilities and expectations for the role&nbsp; Team and company culture&nbsp; Salary and benefits&nbsp; What the working environment is like Based on these survey responses, a few things are clear:&nbsp; Most employees prefer a completely remote or hybrid model due to potential transportation savings, their ability to get more work done from home, a decreased commute time, and less upkeep regarding their appearance.&nbsp; Workers want to know what they're getting into when seeking new roles. They value information about the expectations of the position, what the company culture is like, what types of personalities their coworkers will have, and most importantly, what the salary and benefits are for the role. It's clear that finding candidates in this current job market isn't due to a lack of talent; it has more to do with job seekers' changing their expectations. They want more out of where and how they work––they desire better pay, benefits, and a better work/life balance. Therefore, it falls on companies to step up to meet job seekers where they are.&nbsp;&nbsp; Employers should consider the benefits of offering remote or hybrid options at their company. They should also focus on making detailed job listings to ensure potential applicants have all the information they need regarding expectations, salary, benefits, and the company culture. It's essential that this information also be discussed during the interview process.&nbsp; eHire is well-versed in finding amazing talent in the tech industry. Our team also collaborates with businesses to customize the hiring process for greater efficiency. We analyze hiring processes against industry best practices, business needs, and the skills desired to create the best hiring plans. Get in touch with one of our recruitment specialists HERE.

Workers and Their Views on the Current Job Market

​This week, we launched a new website for eHire. I know a new site is very passe these days, but we took a top-down approach to building a site that would offer you, the job seekers and clients, a new level of control and visibility into what type of content they receive from us and how frequently they want to see it.We know your inbox is overwhelmed with spam, jobs that aren’t interesting, unrelated opportunities in cities you don’t live in and contracts you don’t want. We at eHire wanted to put the control back in your hands so that only relevant and specific jobs or events you were interested in land in your inbox. The site is also very mobile friendly as we know most of you are searching openings on your phone and not on a desktop or laptop.Find a new job is often time-consuming and stressful, but it doesn’t have to be that way. The goal is to make it very easy to view our openings, apply and hear back from us quickly.One of the biggest features of the new eHire.com is the ability for you to create a profile on our site.You may be asking yourself:<ul><li>What are the benefits to doing this you might ask?</li><li>Am I going to get spammed with a bunch of non-relevant information?</li></ul>The answer is no.With our new platform, you are now in the driver's seat with an easy to navigate portal. The job seeker portal allows you to:<ul><li>Set up custom job alerts</li><li>View suggested jobs based on your resume or previous searches</li><li>Save interesting jobs to view or apply to later</li><li>Upload your resume and/or portfolio</li><li>Control the frequency of job alerts. You can hear from us daily, weekly, or not at all. The choice is totally up to you.</li></ul><img src="https://www.ehire.com/rails/active_storage/blobs/eyJfcmFpbHMiOnsibWVzc2FnZSI6IkJBaHBBNkFuQVE9PSIsImV4cCI6bnVsbCwicHVyIjoiYmxvYl9pZCJ9fQ==--53c140e58c6b6c9f9a6db1fff88e848286d2e7ad/jeff-profile-resize-2.png">We have also enhanced our chat feature so that you can quickly engage with our intelligent AI to point you in the right direction or chat directly with a member of our team in seconds to help you find what you are looking for. No more submitting resumes to a black hole never to be heard from again. Your time is valuable and we respect that.<img src="https://www.ehire.com/rails/active_storage/blobs/eyJfcmFpbHMiOnsibWVzc2FnZSI6IkJBaHBBNkVuQVE9PSIsImV4cCI6bnVsbCwicHVyIjoiYmxvYl9pZCJ9fQ==--42e4998e94ab20fdecacc3906f1fd9f167cd623b/chat-feature-resize.png">Lastly, our enhanced events page gives you the ability to sign up and preview the events you care about most. We love getting out in the community to meet you whenever we can. We are involved in hosting some of the most popular meetups in town, frequently speak on engaging panel discussions, and attend industry events with technology organizations like TAG and AITP.Check out our calendar to see where you can meet up with us next.<img src="https://www.ehire.com/rails/active_storage/blobs/eyJfcmFpbHMiOnsibWVzc2FnZSI6IkJBaHBBNkluQVE9PSIsImV4cCI6bnVsbCwicHVyIjoiYmxvYl9pZCJ9fQ==--14f7af031001f1abf45c37d5bd10fec2310ee755/events-resize.png">We hope you enjoy the new features and benefits of our site and please leave feedback if you see areas for improvement or new or expanded content.This site is for you and we are committed to keeping it relevant and useful for all of our job seekers and clients!​<a href="https://www.ehire.com/users/register/new/registration?utm_source=blog&amp;utm_medium=cta" rel="noopener noreferrer" target="_blank" style="color: rgb(42, 100, 150); background-color: transparent;"><img src="https://www.ehire.com/rails/active_storage/blobs/eyJfcmFpbHMiOnsibWVzc2FnZSI6IkJBaHBBN01uQVE9PSIsImV4cCI6bnVsbCwicHVyIjoiYmxvYl9pZCJ9fQ==--c7bdf90eb67955968f7243948f69a293790a9c63/Get-in-the-Drivers-Seat-of-Your-Career.png"></a>

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