We’re reflecting on the first half of 2021. It’s been a whirlwind year filled with new hires, jobs and salary growth, tons of content, an ABJ award, and more. Thanks to all of our partners and employees for their support.
Every generation has different workplace expectations and behaviors, as well as buying habits and consumer preferences. In this episode, we’re joined by Denise Villa, PhD, who runs The Center for Generational Kinetics, a market research firm that helps businesses better understand Gen X, Millennials, and Gen Z.
In June, we welcomed Karthika Senthilkumar to recruitAbility as a sourcing specialist. Karthika graduated from Rice University in 2018 with a degree in psychology. Learn about her interests outside of the office and more!
Mike Shilling joined recruitAbility in June as a finance & accounting recruiter. Learn about why he pivoted his career to recruiting and what he enjoys doing outside of the office.
For the second consecutive year – and for the third time in the past four years – recruitAbility has been recognized by the Austin Business Journal (ABJ) on its annual “Best Places To Work” list.
The rise of remote work during the pandemic appears to be one reason why more affordable, low-tax states are attracting more residents. Here are some tips for companies to consider as they navigate this new reality.
Kristina Kennedy is a partner at Kickstand Communications. She joins us in this episode to explain how PR & media has transformed in recent years, when is the right time for businesses to invest in PR, and how Kickstand has improved its employee benefits to engage and retain its remote workforce.
Right now, the tech world is paying premium salaries for gender-diverse talent because it is so scarce. We list some recommendations for companies that want to increase the diversity of their workforce and reduce unconscious bias from their hiring process.
Sometimes companies’ goals for a new hire do not align with the job title or the compensation. We explain why this happens and present some solutions for how job candidates should respond to these situations.
Jared Butler joined recruitAbility in April as our business development representative. Learn about why he pursued a career in recruiting and what he enjoys doing outside of the office.
We’re doing a series on recruitAbility employees’ first jobs and the lessons they learned. Our senior technical recruiter Amanda Dometrovich discusses her first role as a restaurant hostess and what that experience taught her about customer service and more.
View our most popular posts from last quarter and utilize these resources to level-up your career and hiring practices.
It’s never too late to chase your dreams and take risks. In this episode, recruitAbility’s VP of Operations Richard Fusco explains his career move from consulting to recruiting, and he describes his Olympic aspirations in archery. Listen to this honest conversation with one of recruitAbility’s earliest employees.
Last month, we welcomed senior technical recruiter Amanda Dometrovich to our team. A self-described people person, Amanda loves boating on Lake Travis and checking out the Austin music scene.
One of our newest employees is Jeremiah George, a financial & accounting recruiter who is originally from Clearwater, Fla. A five-year NFL vet, he coached football at the University of Texas before embarking on his career in recruiting.
Brad Stevens is the founder & CEO of Outsource Access, a private company that connects small business owners and entrepreneurs to virtual assistants (VAs) in the Philippines. In Part 2 of our conversation, he dispels some myths relating to VAs, describes a typical engagement with a VA, and shares his long-term goals for Outsource Access.
Brad Stevens is the founder & CEO of Outsource Access, a private company that connects small business owners and entrepreneurs to virtual assistants (VAs) in the Philippines. In Part 1 of our conversation, he explains why the demand for VAs is so high, how he’s scaling his business, and what he’s doing to build a sustainable company.
Our newest employee is professional recruiter Eliot Thibodeaux, who begins his recruiting career after more than five years in the hospitality and restaurant industry.
Rod Williams is the founder of Unity Health, and his wife, Shelley Mac, runs a music booking agency in Austin. Both are renowned musicians who once opened for Sting in front of 40,000 fans in New Zealand. They discuss similarities between the music industry and other businesses that they’ve run, and they performed two singles during the podcast.
Last month, Nicole Selindh joined recruitAbility as a technical recruiter. Learn about Nicole’s role and what she enjoys about living in Austin.
We debuted our podcast, “Nothing’s Sacred,” in April 2020, with the goal of discussing and debating trends and innovations that are transforming how we work. Here are some of our favorite soundbites from last year.
Most companies budget for job searches and new hires, but budgeting for the time – and assigning a deadline – to hiring new employees often is overlooked. recruitAbility recruiting manager Scott Beardsley shares his experience and offers a solution.
Tap into some helpful resources by reviewing our most popular posts from 2020.
Increasingly, companies require job candidates to take assessments as part of the hiring process. Our CEO Nad Elias examines this trend and speaks from experience on whether these assessments are valuable tools or unnecessary obstacles.
KUNGFU.AI’s head of growth, Steve Meier, joins us to explain all the hot issues related to artificial intelligence. How do you use AI to drive sales? What are the ethical boundaries of AI? Which movies or shows offer the most accurate depiction of AI? And does he trust Amazon Alexa? Learn all this and more in this episode.
A common misconception is that the only companies who use recruiting firms are the ones who can’t generate enough applicants using their job postings. We list out the right reasons to partner with a recruiting firm on critical job placements.
For specific career fields like accounting and finance, follow these resume suggestions to help you stand out in your job search.
On this episode of recruitAbility’s “Nothing’s Sacred” podcast, we are joined by Tommy Hansen, manager of business recruiting at Juniper Square. We learn about hiring and recruiting in the age of COVID, the differences in the talent pool between Austin and the Bay Area, and much more.
We’re thrilled to welcome Damien Richburg, CFA, as our Director of Financial Services. Learn more about his path to becoming a recruiter and what he enjoys outside of the office.
Learn ways to get hired and how to attract A-level talent to your company during COVID. We hope these resources help you navigate the current jobs market and economy.
recruitAbility has announced a new practice focused on accounting and finance direct hires and contract services that will be led by Director of Financial Services Damien Richburg, CFA.
On this episode of recruitAbility’s “Nothing’s Sacred” podcast, we are joined by Erik Qualman, a prolific keynote speaker and author of The Focus Project. We speak to Qualman about his new book, how he’s adjusting to the conference hiatus, workplace trends and innovations, and much more.
Companies are making moves during COVID that provide a glimpse at what the future of work may look like. What we’re observing is that the decision to return to the office is not binary.
The terms that job seekers value in employment offers has changed dramatically in 2020. Learn what top talent cares about now compared to pre-COVID. Hint: Office perks are not high on the list.
recruitAbility VP of Operations Richard Fusco shares the many lessons that he’s learned in archery that he has applied to his career in the recruiting industry.
The competition for each available job is incredibly high right now. Learn one way to stand out from other applicants, according to our recruiting manager Scott Beardsley.
When there’s economic uncertainty, people tend to become more risk averse. This leads to less job movement. But there are plenty of reasons why it makes sense to keep your mind open to new opportunities even in times like these.
We want to recognize the other winners of Austin Business Journal’s 2020 Best Places To Work competition. We’re honored and humbled to be joined by such a distinguished and innovative group of companies.
The Austin Business Journal recently announced its annual list of the Best Places to Work in Austin, and recruitAbility ranks No. 1 overall in the micro category.
On this episode of recruitAbility’s “Nothing’s Sacred” podcast, we speak to El Arroyo owner Ellis Winstanley, a serial entrepreneur who is now getting into the hand sanitizer business.
There are already early signs of an economic rebound despite the unemployment report from April. Just don’t expect that we will return to the same jobs market as before, and we don’t mean simply because of the volume of jobs available.
A UT alum, Richard Fusco is our VP of Operations. In his spare time, he practices archery and loves seeing live music. In our Q&A, he shares advice for companies and discusses his time mentoring in the Prison Entrepreneurship Program.
Lisa Thompson is a technical recruiting manager at recruitAbility. She’s a Texas A&M alumna who specializes in IT and software recruiting. Outside of work, she enjoys long walks with her kids and dog.
Lia Hext is a senior technical recruiter at recruitAbility, and she studied HR and Spanish at the University of Houston. She is a big-time extrovert, and she shares some excellent advice for candidates who are negotiating job offers.
Our next employee spotlight is with Sharmaine Eugenio, senior technical recruiter at recruitAbility. Sharmaine is a UT grad originally from Northern California, and she’s already traveled to 33 countries.
On this episode of recruitAbility’s “Nothing’s Sacred” podcast, we argue that how companies approach selling should change in this environment, citing examples from our own businesses and many others.
We’re kicking off our employee spotlight series with Scott Beardsley, recruiting manager at recruitAbility. Scott joined the company in April 2019 and has spent more than 30 years in the recruiting industry. He’s worked across all job sectors, but his specialty is tech jobs.
We’ve aggregated some helpful links for people to navigate the current quarantine. Check out resources for businesses, parents who are home-schooling kids, people who want to learn new skills, and more.
We’re excited to announce the debut of recruitAbility’s podcast, “Nothing’s Sacred,” where we discuss business innovations and trends that are transforming the way companies approach recruiting, onboarding, employee retention, employee engagement, and more.
During this economic downturn, fight the urge to get sucked into a negative thought spiral. Here are some resources to help you navigate these unprecedented times.
Chances are that your current work situation is unusual, and it’s OK to acknowledge that. Working from home with your kids when your options for leaving the house are limited is disruptive. Don’t beat yourself up if your at-home work routine is not yet a well-oiled machine.
There’s no clearer sign of a talent shortage than when college graduates with computer science degrees and little to no work experience are receiving offer letters with six-figure salaries. This is precisely what we’re seeing right now in the fields of data science, artificial intelligence, and cyber security.
This past July our VP Operations, Richard Fusco, led a group of University of Texas – McCombs School of Business MBAs on a service trip to the community of Palencia in Guatemala, the same community he visited last year. The trip was run by an organization Richard is a founding member of called Building Bridges…
A good friend was recently at a conference and she came across some stats about B2B selling that I thought to be completely fascinating. Here they are: there are on average 10 people involved in a B2B buying decision and 80% of people never respond to cold outreach. Most people don’t answer the phone if…
Land that job interview within 8 seconds or you drop to the bottom of the pile. It can feel extreme but – yes, 8 seconds is the average attention span of a person. Imagine this. You are excited. Your recruiter has already identified you for the job role. You interview with the recruiter, share your…
I recently heard a therapist speak to a men’s group I’m a part of, she specializes in counseling men as they go through life trying to be good husbands and fathers. She noted that men are four times more likely to commit suicide than females, primarily because we’re taught at a young age to compartmentalize…
There is a new trend in the workforce that has my colleagues and I going in circles. Is asking a candidate’s current salary now taboo? In Austin, Texas there are no rules regulating these conversations, but in many states and cities around the country this question is outlawed. The question, “What is your current salary?”…
If you live in Austin, chances are that you’ve met a recruiter at every happy hour or networking event that you’ve attended. Maybe it’s the millennial in me but being able to classify going to happy hours as “work” sounded like a dream. Not to mention, recruiters make their living by meeting new people and…
It feels ironic being fearful about writing about your fear. I had always avoided even thinking about taking a sales job, much less applying or even inquiring about a sales role. I’ll admit I was always scared of the what ifs…. What if I was always rejected? What if people told me to get out…
“How are you going to get a job with all of those tattoos?” “We think you’re great, but we just need you to tone it down.” “Could you change your hair?” “Can you put cover up on those tattoos?” “Your hair is pretty, but could you just keep it pulled back for work?” These are…
Finding a balance between work and family life is one of the biggest challenges for working moms. It’s not easy to achieve a balance in our high-productivity society of today, but it’s possible and here’s how I found a way to do it: I made a conscious decision to find balance. Achieving work-life balance can…
I recently found myself repeating a line from an old 90’s movie Jerry McGuire, “help me, help you.” It was after a couple of clients preformed a series of interviews only to have the candidate make it to the final interview and not get the offer. If you’ve been doing recruiting long enough, you’re bound…
One of our core values at recruitAbility is “Live to Serve”, we take this to heart in serving our clients every day and our activities outside of the office. In July our Director of Business Development, Richard Fusco, led a group of 11 University of Texas – McCombs School of Business MBAs on a service trip…
Take a lesson from the best in College Football With college football season upon us, I find my thoughts drifting to another type of recruiting and retention. Recruiting for college football is much different than recruiting employees…or is it? When you consider the way great college football programs recruit, you might find that the secret…
Cover letters, a necessary, useful but maddening evil.
You can find tons of articles on why cover letters are dead and why some people still rely on them more than ever. We are going to look at both sides of the equation to draw insights and propose some solutions.
Who will lead your organization when your current C-Suite moves on? Most organizations can’t answer that question, and that’s a problem. Why? The job market is the tightest it’s ever been, for one. For the first time in U.S. history, there are more jobs than job seekers. The struggle to attract outside talent is real, and it’s only going to get more brutal.
Would you believe your challenges in hiring candidates who stay and thrive stem from you not understanding artificial intelligence (AI)? The AI I’m talking about in this case is pre-employment assessments. While it’s likely you already perform some sort of assessments—8 out of 10 employers do—you may not be conducting the right ones in the right way.
A recent study placed Austin 44th among the best U.S. cities for women in tech, with tech women in our city being paid about 80 percent what men are paid. Houston is faring much better: it’s #11 at 94 percent. With Austin being such profound hub for tech jobs and with the city being so progressive, does that news surprise you?
You’ll begin wearing all hats, serving as chief of technology, operations, finance, marketing, sales, and so on. But, as you hire your leadership positions, you should find yourself with fewer and fewer of those “in the weeds” roles to play yourself.
While it’s clear that cryptocurrency skillsets are taking off, the challenge will be in finding adaptable engineers that can put blockchain knowledge into practical application. There’s no question this distributed, transparent and unchangeable ledger of economic transactions is a remarkable innovation. A rash of new ideas and concepts are going to be developed using the blockchain
Using tech recruiters to fill tech positions is common in the startup world, but getting the value you expect isn’t. You’ve likely been told about the proprietary vaults of candidates you can’t access. Or you’ve been promised high-quality hires without any indication of a repeatable data-driven process behind the claim.
I’ll certainly remember 2017 as a benchmark year. After all, it’s the year recruitAbility got its start. In just a few short months, we’ve learned a great deal and, thankfully, our instincts on the relationship between recruiting and retention have been spot-on. We’ve also seen some surprising industry trends that will shift hiring in 2018 in several ways.
It’s difficult to say which is a bigger challenge for employers: recruiting or retention. After all, hiring great people means nothing if they leave within their first year. And that happens — a lot. Companies with low turnover tend to provide employees with what I call the three “Characteristics of Retention,”…
“Before we go any further, you should know this about me: I’m going to be honest and open with you, whether it’s something you want to hear or not.”
While that statement makes for an interesting article introduction, I started with it for a different reason: It’s also what I tell employers at the beginning of our recruiting relationship.
These days, many recruiting firms have a dirty little secret: They find candidates in the same ways and in the same places you find them. They’ll check LinkedIn, they’ll use Indeed, they’ll access Monster and CareerBuilder tools, just as you would. There are no longer any magical proprietary databases that hold treasure troves of job candidates that can’t be accessed by anyone else.
It’s never been more important for your company to refine its core values. With competition for top talent heating up, these values will make or break your recruiting and retention efforts. They’ll help determine who is attracted to your jobs and, if your values are authentically grounded in your company’s culture, they’ll help ensure your new recruits will be valuable team members for a long time.