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Building a talent pipeline is a crucial way to ensure your company doesn’t get caught in a lurch by a sudden departure or a new project that requires additional manpower, as an effective talent pipeline will contain highly qualified individuals who are ready to quickly assume a position.  Creating a solid pipeline requires a lot of effort, though, as candidates are not available indefinitely – they will find new jobs, move across the country (or globe), or do something to demonstrate that they would not be a good employee after all – and therefore you will need to constantly review and update your pipeline.  Doing so doesn’t have to be tedious, though!  We’ve put together a list of some unique, creative ways to make sure there is a steady stream of candidates expressing interest in jobs with your firm, and who you can add to your talent pipeline. Tip 1: Publish...

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Hiring the right talent is not an exact science: it takes finesse, experience, and a little bit of luck, and at some point everyone is going to make a mistake and hire the wrong person.  Company culture and the type of position being filled also play a role in hiring practices, which adds to the difficulty of creating a one-size-fits-all approach to hiring the perfect candidate every time.  Our hiring experts have, however, noticed a couple of common mistakes companies make during the hiring process, so this week they’ve put together a list of some of the more prominent errors and some simple fixes. Mistake 1: Not knowing what you want It’s impossible to fill an open position with a talented individual who will succeed and help the organization if you don’t know what specific skills, experience, and attributes a qualified candidate will need.  Developing a list of job responsibilities, as...

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Checking references is a step that, unfortunately, many recruiters and hiring managers decide to skip when bringing in a new employee.  It often seems tedious and time-consuming – the candidate has already passed through the pre-screening process, they’ve gone through phone and in-person interviews (perhaps even multiple rounds of face-to-face interviews), and they’ve managed to shine through it all.  What’s the point of going through their list and calling everyone just to get standard, canned responses about what a great employee they were?  Reference checks should never be ignored, though.  People can be trained on how to interview well and come across as competent, personable, and eager, so checking their references to make sure that they are actually a good employee, not just a good interviewee, is crucial.  Additionally, you need to verify that everything they’ve said on their résumé is accurate – you’d be surprised how many people are willing...

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Hiring new employees is never going to be an easy process: identifying, interviewing, vetting, and on-boarding the right candidate takes time and effort, which pays off in the end, when you are rewarded with a competent and loyal employee.  There’s no need to struggle with an arduous hiring process if it’s leading to difficulties in attracting qualified candidates, though.   Take a look at these tips for simplifying your talent acquisition process, and see how many you can apply to your business! Tip 1: Shorten your application As an employer, you naturally want to have as much information about each candidate as possible before deciding whether or not to spend the time and effort to bring them in for an interview.  If your job application is too long and requires too many steps, though, it can negatively impact your hiring process.  Highly qualified candidates are turned off by lengthy applications that require...

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Potomac Recruiting consultants are specialists in talent. Our experienced consultants are passionate about finding the right people for your business—that’s the Potomac Recruiting advantage. We specialize in finding the people who will help your business exceed its goals, and our success is measurable: in today’s fast-moving world Potomac Recruiting is proud that our retention rate is 93%.  

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