recruitAbility CEO Nad Elias explains why the virtual interview process is here to stay. Leading companies from around the U.S. are innovating to access larger pools of talent and to save money in the process.
Learn about recruitAbility CEO Nad Elias, a proud UT alum who has spent his entire career in the recruiting industry. Nad explains why he loves his job, and he offers some sage advice to companies and candidates that are trying to get ahead during COVID.
One of the biggest red flags on a candidate’s resume is a choppy work history. Our recruiting manager Scott Beardsley offers some advice to distinguish between job leapers and job hoppers.
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.
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.
Give companies credit for recognizing the flaws in their current hiring processes, because many of them are now using standardized personality and behavioral tests, as well as skills assessments and artificial intelligence (AI), to improve.