Recruiting Top Talent During A Season of Change

These past few weeks, like most of 2020, continued to compound the current events that have dominated and forever changed our social landscape. Protests erupted around the country thrusting social injustice into an unavoidable spotlight. Black Lives Matter has shaped the way we discuss diversity. Covid-19 cases continue to hit record numbers as the businesses struggle to keep their workforce protected in a new normal – face masks, remote work, and social distancing. In the middle of the upheaval, another Pride Month came and went, almost without notice. 

Many people learned about Juneteenth perhaps for the first time. 

No aspect of life remained untouched – including the job market. While reevaluating their most basic protocols to create a safe work environment, companies also had to take a hard and honest look at racial inequity in their own workplaces. The need for diversity and inclusion and unconscious bias are all coming to light. 

June revealed that businesses are no longer a neutral space. Many are aligning themselves with social causes and this in turn, affects the how companies recruit, hire and onboard new employees.  

It’s Clear – Virtual Hiring is Here to Stay 

Now that states are beginning to open up, businesses are again experiencing a war for talent. Whether they are bringing employees back from furlough or finding new candidates due to growth or turnover, the hiring process has an increasing level of complexity and in some cases, volume that we all need to navigate.  

“The COVID-19 pandemic will force many employers to conduct virtual interviews over Skype, Zoom, Google Hangouts and other media instead of face-to-face,” said the legal editor for online HR resource site XpertHR. They advise that companies ensure the candidate and the recruiter are familiar with tools necessary to conduct virtual interviews and have access to resources. 

For many businesses, however, the leap from in-person to virtual hiring won’t be disruptive to day-to-day workflow if they’ve stayed on top of existing workplace trends and changes. Leveraging recruiting technology, ensuring you have the right systems and processes in place and doing the work to source, screen, vet and hire talent will make the difference.  

What’s more, a virtual hiring process allows you to access a global talent pool and recruit people from different parts of the world in an efficient way.

Qualified candidates will be more interested in an open position if they are not limited to meeting in person. However, in a virtual hiring landscape, it’s easier for candidates to apply to numerous positions simultaneously—which also means that many high-quality candidates are able to secure competitive offers from more businesses. 

In such a landscape, if your HR department or business has not developed a solid, inclusive, and welcoming hiring process, you could lose out on top candidates. Hiring during COVID-19 may be the first time in which failing to have a policy on diversity causes businesses that have relied on the traditional candidate pools to suffer in an unprecedented way. Some businesses that have relied on their reputation never had to “sell” their businesses to a candidate before this moment. 

As the work from home trend increases in popularity, mastering virtual hiring should position your business as an ideal opportunity for candidates. Virtual hiring reduces cost, increases geographic reach, saves time, and creates flexibility for candidates, recruiters, and hiring managers. 

With all of the change happening in our world, one takeaway should be that your virtual hiring process should be defined, it should be flexible, able to adapt to a virtual interviewing process, and it should support and reflect the core values of your business. 

During my own hiring process with Hire Ventures, I was offered the choice to meet in person in a space that adhered to social distancing guidelines or over Zoom. I chose in person, and Teresa made me feel safe and accommodated. Those expectations are not going to disappear post pandemic. And it’s doubtful that other candidates are going to go back to the status quo when there are more accommodating options.

The world is accommodating to a new normal – your business’s hiring process may need to catch up, too.

Do you have questions about virtual hiring? Do you need help creating an inclusive hiring process? We have answers! Follow the link to schedule a free discovery consultation with Teresa Murphey or send us a request!

The Candidate Experience in Tough Times


As a Talent Consultant at Hire Ventures, I work hard to lead clients through challenges that come in the recruitment cycle. Generally, they include sourcing strategies, culture fit, salary negotiations and process hiccups. While those issues are challenging, they pale in comparison to struggles many employers and recruiters are facing during this COVID-19 pandemic and the economic fallout.

Many companies have been forced to hold recruiting and are doing their best to keep business going in order to keep their current employees on the payroll. This means that hopeful candidates (some who have lost their jobs) will lose another opportunity to land their next job.

In times like these, it’s more important than ever to practice compassionate recruiting and pay attention to your candidate experience. Crises and challenges are “make or break” moments for brands which include your employer brand, and the way you treat candidates now WILL be a consideration in the future.

Providing an exceptional candidate experience doesn’t require massive amounts of time or money, but rather sensitivity, patience, and kindness. Simple strategies go a long way in showing candidates you care:

  • Use your Applicant Tracking System (our preferred partner is JazzHR) to create custom, bulk action email templates alerting candidates to a recruitment hold.
  • Include your LinkedIn profile in email correspondence to connect with candidates online.
  • Take time each day to respond to candidate emails or LinkedIn messages about recruitment.
  • Use social media platforms as a communication tool to keep candidates in-the-know about your company’s initiatives, timelines, and goals.

Just this week, I used these strategies to pause recruitment for a VIP client and the results were incredible.img_61894 Hours after sending our bulk action email, I received close to 100 LinkedIn connection requests and candidate emails thanking our client for keeping them informed.

“It’s nice to hear from a company that cares” and “Thank you for doing the right thing” were just some of the responses, and countless others encouraged the team to “keep in touch” and “stay healthy” as the pandemic progressed.

What struck me the most was not just the level of follow-through from candidates but also their genuine understanding of and appreciation for our client’s gesture. In reading the responses there’s a true sense of comradery, and I know these candidates will keep their positive experience in mind when (not IF) they apply in the future. 

Our Technical Talent Consultant, Ankit, had an experience that mirrored my own. While winding down recruitment for this same client, he found the software engineers and developers (especially those in late-stage interviews) responded very well to personalized emails and LinkedIn connection requests that kept them informed about the process. For Ankit and the entire Hire Ventures team, honest communication and a commitment to an exceptional candidate experience are not just expected, but standard practice as we guide clients through their recruitment journey.

“I try to be honest and straightforward, the engineers just want to know what’s going on… It’s a tough time for everybody.” – Ankit Dogra

While these are challenging times, there are better days ahead. Your recruitment initiatives may be on hold today but soon you’ll be hiring again, and the strategies you put in place NOW will impact the success you have in the future. Take the time to send those personalized notes, make online connections, respond to those messages, and check in on your candidates. You’ll see your efforts pay off when high-quality candidates return to your recruitment pool more excited than ever to join a company they know truly cares.

Looking for recruitment strategy advice or HR support during the COVID-19 pandemic? Contact our team or schedule a call with our Founder, Teresa Murphey, today!


We’re In This Together: Boosting Company Morale During COVID-19


The COVID-19 outbreak has changed the way we live, work, and interact with others. There’s no denying that times are tough, but challenges like this are opportunities for company leadership to step up and boost the morale of their employees. While there’s no set playbook for keeping moods bright, there are easy steps you can take to show leadership, strength, and positivity during these challenging times…

Keep Informed

In these uncertain times, honest leadership is an invaluable asset. Employees are looking to company leaders to share information that both sets realistic expectations and provides hope for the future. To keep employees in the know, company leadership should release regular email updates about how COVID-19 may be impacting work schedules, office locations, and company goals.

While some employees will handle these uncertain times well, others may struggle and reach out for guidance. When this happens, be empathetic and do your best to keep the conversation positive and focused on aspects of life and work that are within the employee’s control. An employee’s mental health is just as important as their physical well-being, so encourage your team to take advantage of telemedicine appointments, EAP programs, national hotline services, or mobile therapy applications that provide the resources and support they need to weather the storm.

Stay Connected

While working from home is an adjustment for all employees, today’s technology allows for increased productivity and connection between teams. Company leaders should takeRunning-Effective-Virtual-Meetings advantage of these tools to stay connected with team members on a regular basis. Weekly Zoom meetings, team-focused Slack channels, and personalized Trello boards allow teams to stay connected and focused even when they’re apart. Leaders can encourage participation with these tools by holding training and information sessions that empower employees to use this technology to their maximum capacity.

Celebrate Success

When it comes to celebrating success, there’s no time like the present, and that sentiment is especially true now that your team is working from home. Take time to plan online events and shout-outs that cheer on team members and put their contributions on full display. Congratulatory emails, slack messages, and social media posts let team members, customers, and partners know that your employees are working hard and cheering each other on during challenging times.

Give Back

Few things in life make us feel better than giving back. The COVID-19 pandemic has touched every part of life and millions are struggling to cope, which means there is no better time for your company to come together and give back. Encourage your team to flex their philanthropic muscle by collecting gifts, canned foods, or home supplies for those who can’t leave their house. A great example of this comes from our client Experience LLC, who donated their monthly snack box from Snack Nation and raised money in a raffle to give to our local community via Atlanta Food Bank.  Giving back helps ease the angst.

Have Fun!

Just because your team is home quarantined doesn’t mean you can’t have fun!  90500113-1519307491580405-5316763766887546880-nKeep moods light and morale high by creating fun initiatives that encourage your employees to stay connected and positive while they’re at home. Our client, Experience LLC, is known as one of Atlanta’s coolest companies and they’ve taken that reputation virtual by hosting virtual happy hours, themed days, and watch parties (Raise your hand if you’ve binged Tiger King already!). Your company can add to this list by hosting virtual exercise groups, book clubs, or kid clubs (for those employees who need a few minutes away from the little ones).

Looking for HR and recruitment support in these uncertain times? We’re here to help! Contact our team or schedule a call with our Founder, Teresa Murphey, today!

Emergency Coronavirus Leave, Sick Pay and Your Small Business

To all our clients, friends and partners, I wanted to share a quick update to be sure you are aware of the most recent, business and HR-related changes in response to the Covid-19 pandemic and impacts on small businesses.

The U.S. Treasury, IRS and U.S. DOL have announced that small and midsized employers (those with less than 500 employees), can begin taking advantage of new refundable payroll tax credits, which have been designed to reimburse employers for the cost of providing Coronavirus-related leave to their employees. This relief is provided under the Families First Coronavirus Response Act and signed by President Trump on 3/18/20.  If you know about this new provision, you are most likely feeling concerned with how to follow and administer the leave as well as what it may mean for small businesses and employees.

If you are unaware or unsure how this impacts you, here is a quick overview of what was signed last week:

The Emergency FMLA & Emergency Sick pay goes into effect on 4/2/20 and sunsets on 12/31/2020.  These new provisions apply to almost all businesses with less than 500 employees, even the smallest of companies with are subject to the paid leave provisions and job protection.  As you can imagine, small companies that are not typically required to provide paid leave or job-protected leave (like FMLA) are unclear how to administer and move forward with these new regulations.

This is an overwhelming concern especially given the current business slowdown and financial burden this new paid sick leave may create.  In response, the IRS & DOL will immediately be offering paid leave credits, dollar for dollar, for companies that are impacted by having to pay the emergency sick leave.

These are important regulations for our economy and the well-being of our employees and overall U.S. workforce, but it does create a lot of questions on how to administer this leave, who is eligible, how to track and ultimately how to be reimbursed.  This law is still be defined and in the days to come, we are told we will have clear and simple guidelines to follow.  The full announcement can be found here: Treasury, IRS, and Labor Announcement on FFCRA Implementation.

Meanwhile, there are some things you can and should do to prepare:

  • If you have more than two employees, you’ll need to be able to track your employee’s leave as it relates to the pandemic, so ensure you have a system in place now to do this.  Most payroll or HRIS Solutions can do this for you but a spreadsheet will work too.  For the reimbursement, you’ll most likely need to track time that an employee is unable to work due to the following reasons:
    • They are under quarantine
    • They are experiencing symptoms or a diagnosis of Covid-19
    • They are caring for someone in Quarantine, with symptoms or a diagnosis of Covid-19
    • They are caring for a child whose school or place of care is closed due to the pandemic
  • Add a line to your P&L call Covid-19, begin tracking all of the additional expenses you have incurred through this pandemic here.

Additionally, as you know, this is a tough time for everyone.  No one is unaffected by what is happening in the world, as your human resource partner, let’s not forget the human component as we work through this together.

  • Ensure your employees have what they need to work remotely, this may mean investing in additional equipment for effective remote working and allowing for flexibility relating to childcare needs.
  • Check-in with your employees, ask and make sure managers are doing the same with their team.
  • Do what you can to keep morale up during this time, we need leaders now more than ever, be that leader!  Use tools to promote social connections (video conferencing, slack, 1:1’s, team meetings, even a virtual happy hour, it can be done!
  • Employees are watching to see what you do during this critical time, pay attention to the small things, celebrate the wins and highlight the positives in your employer branding and social shares.  Give and be generous in what you do.
  • Remind your employees of any sort of Telemedicine benefit that you have available.  Often medical carriers have this option included, if you are unsure if you do, check with your broker.
  • Remind your employees of your available Employee Assistance Program, again this may be a benefit included with your medical carrier.  EAP programs can help your employees through any sort of stress or mental health concerns as well as provide Financial & Legal advice.  Most programs allow for estate and will planning services as well. Not to insight fear, but these are questions employees are asking and thinking about during this time of uncertainty.

My team and I are here to help you through this time, please let us know if we can help in any other way and if you’d like to schedule a call to review this or any other concerns, you can schedule a time on my calendar here.

work hard be nice

Attract and Hire, the perfect match!

Valentine’s Day has come and gone and some of you may still be basking in the post-Valentine’s Day glow (aka sugar coma) and are back in the office.  This is the perfect time to talk about ways you can show you care to those people you are trying to attract the most…your job candidates!!


Everyone knows a strong foundation is key to any great relationship, and this applies to those we work with and those we are trying to hire!  In recruiting, our experience has shown that a little extra effort to ensure candidates feel you care about them can go a long way!

The Hiring Framework

Developing an effective Hiring Framework sets the stage for your candidate’s experience and ensures you can maintain, automate and deliver with every hire you make!  It’s great to attract talent but being able to find the perfect match in your next hire is what really matters!

It sounds like a lot of work and it certainly can be without having an effective process in place.  We’ve become experts in defining this process and leveraging the right technology to automate specific steps in the hiring process for our clients. We love to leverage our ATS partner, JazzHR which gives even our smallest clients the ability to do all of the above, each and every time they hire.

A few key areas that an ATS can help simplify this include crafting compelling job postings that syndicate out to multiple sourcing platforms with one click,  leveraging templates to create personalized candidate communication and having a central system for all candidates to be managed.  This also helps in setting expectations for everyone involved from hiring managers to onboarding coordinators!

The hiring processes can be lengthy and time-consuming, so take the time to build relationships with candidates, show you truly care and follow through on promises. Simple strategies like providing clear communication, setting and keeping expectations and giving the candidates timely feedback can ensure your candidates feel valued and build trust, even if they aren’t the right fit for the role.  You never know who may become your next great hire!

“When I tell candidates that I’ll do something, I do it.  If I promise to keep a top candidate in mind for future opportunities, I do.  It builds trust and credibility when I call them back.  It’s important to provide that service to exceed expectations to our candidates, clients and partners.” Lily Rincon, Talent Consultant.

Love what you see? Contact our team to develop the perfect Hiring Framework, implement JazzHR or get more information about our on-demand, hourly recruiting services today! 

What you need to know about the new 2020 W4

It’s everyone’s favorite time of year, tax season. Keeping up with changes to tax regulations is not exactly top of mind until it’s time to prepare taxes. You are also probably not ready to face the fact that there are major changes to this year’s tax code. Don’t panic and call your accountant, again.

Here’s what you need to know about changes to your employees’ Form W-4:

In 2017, Congress approved major tax reform in the Tax Cuts and Job Acts, which has been enacted and takes effect in 2020.

New employees hired in 2020 need to fill out the redesigned Form W-4.

While employees hired prior to 2020 are not required to submit a new Form W-4, their withholdings will continue based on a form that was previously provided. According to the IRS, the new design “replaces complicated worksheets with more straightforward questions that make accurate withholding easier for employees.” Well, that’s promising, but we still would not recommend bringing up tax reform at your next company happy hour.

The new Form W-4 no longer calculates “allowances”

Employees should use the Tax Withholding Estimator to ensure that the right amount of federal income tax is withheld from their wages.  

For a step-by-step guide on how to fill out the 2020 W-4 form, check out our partner, Gusto’s Employer’s Guide to the 2020 W-4.

Can you fall in love with payroll? The answer is a resounding, yes! It’s a practical love but we are truly in love. We are proud to partner with Gusto to offer full-service payroll, including W-2s, 1099s, federal, state, and local taxes and more. Gusto automatically calculates, deposits and files your payroll taxes. That means that you don’t have to add your CPA to your favorite contacts this tax season. Find out more about why 100,000+ businesses choose Gusto.

Marijuana and the workplace… it may be April Fools’ Day, but this is no joke!

What comes to mind when you think of marijuana? Teenagers out way past their curfew getting up to no good? College kids with no supervision looking to blow off some steam? You’re likely partially right, but now more than ever working adults and average Joes are using marijuana… and they aren’t always breaking the law. Twenty years ago the thought of legalized marijuana would have made the boardroom shake with laughter, but on April Fools’ Day 2019, the realities of weed and the workplace are no joke!

So what is an HR professional or business owner to do now that marijuana use is both more legal and less taboo than ever before? Here are some facts to keep in mind…

  • Sorry smokers, marijuana isn’t legal everywhere…yet. While the federal government still considers marijuana a schedule one narcotic, more than 28 states have either legalized medical and/or recreational marijuana use. If that wasn’t complicated enough, several states have new laws coming down the pipeline. This means each state has different rules around who can use and what the makeup of marijuana products can be. Confused? Just wait, there’s more!
  • Drug testing, still legal or a thing of the past? Employers want to know who they’re hiring, and there is just some information you can’t get from a well-crafted resume and cover letter. If you’re living in a state where recreational or medical marijuana use is legal, you may want to rethink your drug testing policy. The good news is employers in these states still have the right to drug test applicants and employees (unless a state law prevents testing in the first place). The bad news is that’s where the guidance stops. As if business owners and HR professionals didn’t have enough tough decisions to make, they now get to choose if marijuana will continue to be part of their drug testing panel.
  • Good help is hard to find, marijuana laws make it harder. If you’re living in a state with legalized recreational or medical marijuana, what are the chances your “perfect applicant” tests positive for the drug in a routine screening? If the number is higher than zero, you’ve got a conundrum on your hands. As an employer, you have the right to pass on these candidates if they fail your screening. But you may also struggle to fill open positions or scare potential applicants away altogether. Our best advice is to know your business, job descriptions, and applicant pool well. There are certain jobs (construction, warehouse work, childcare, transportation etc.) where the legal pitfalls of marijuana use far outweigh the benefits. On the other hand, more sedentary jobs may be less affected. As HR professionals and business owners, you understand your organization better than anyone. Ultimately, if marijuana use does not mesh with your values or open positions, it may be best to pass.
  • Chill out, it’s just medicine. Medical marijuana has been around for years, but recently even the most conservative states have adopted policies around the sale and use of medical marijuana. It’s not uncommon for adults of all ages to head to the doctor’s office with a headache and leave with a prescription for medical marijuana and a very relaxed evening. With more employees using medical marijuana than ever before, what guidance does the ADA have for employers looking to maintain professionalism without harshing the vibe? To date, federal ADA guidance does not force employers to consider medical marijuana use a reasonable accommodation, but of course, every state is different. It’s best to brush up on state ADA guidelines before making a decision either way!

Marijuana and the workplace… clear as mud, right?! Just remember, federal and state laws are always in flux, so what’s illegal today could be good to go tomorrow! If you’re struggling to understand marijuana laws in your state or need a little policy advice around the country’s most controversial plant, we’ve got you covered.

Creating a pet-friendly work environment

As my 8-month-old Rhodesian Ridgeback lays snoring beside me, I can’t help but be grateful that she is past that young puppy stage that made it impossible to do anything but keep my eyes on her, replace shoes with chew toys and monitor her potty breaks all day.

Through those first few weeks with her at home, I consider myself lucky to have had the flexibility to manage my schedule and work from home as needed, but for others in a more structured office or workspace, bringing home a new puppy or other pet can be tough.  Those first few days are the hardest and trying to establish a routine, develop trust and get your new fur-baby acclimated to their new home while working can be a challenge.

As organizations look to provide perks that will not only attract and retain key talent, many are coming to realize that offering more pet-friendly benefits, like allowing dogs in the workplace, is key.  Pet-friendly benefits can be effective (and inexpensive) options for attracting new talent, improving culture and even promoting employee wellness.

Over the last few years, we’ve seen these pet-friendly trends increase.  Many millennials are delaying having children, opting instead to welcome a dog or other pet into their lives as their “starter” family.  Given that millennials are the largest segment of our workforce, this is significant and may explain the increase in some of these pet-friendly policies.

But not every company can allow for pets in the workplace.  Most professional office spaces don’t allow for dogs in the office building or space.  But don’t worry, even if you can’t allow pets in the workplace, you can still offer pet-supportive benefits that promote a pet loving culture.  This could be as simple as crafting a new policy or any of the following ideas:

  • Pet health insurance
  • Pet bereavement leave
  • Pawternity policies – allowing employees to work from home for the first week after bringing home a new fur-baby
  • Animal-related volunteer excursion
  • Dogs in the workplace policy

There are so many ways to create an awesome culture, knowing what is important to your employees is key!  If your employees consider their pets as part of the family, having policies that align with this value can improve your culture, employee satisfaction, and even promote employee wellness.  Have fun, get creative and embrace the flexibility of our workforce!


My sweet office mate on her favorite JazzHR blanket!

Regardless of whether an office allows pets, service animals must be allowed to accompany a person with a disability, according to the Americans with Disabilities Act (ADA). That said, animals whose sole function is to provide comfort do not qualify as service animals under the ADA, although some state and local laws allow emotional support animals in the workplace.

How to perfect your Framework to Hire

The War for Talent is nothing new and with the labor market the tightest it has been in over 50 years, finding and retaining talent can be a struggle for companies of all sizes.   There may have been a time in your business that you were able to hire and onboard team members easily.  However, there comes a point in every company’s growth when hiring becomes more challenging, the organization grows and becomes more complex with multiple hiring managers who each have their owns needs and wants.

The good news is that as with almost every area of business operations, recruiting and hiring can be very process driven. Yes, it is a People function but defining and following a clear hiring process or framework is key to ensuring your company can scale and hire right!

When we engage with our clients, we develop a hiring framework specific to their needs.  From the recruiting engagement kickoff, we work to define the recruiting strategy, process and steps to ensure the framework to hire can be easily followed, automated and streamlined.

Developing your “Framework to Hire”

Every company that is hiring, needs or may even have a Framework to Hire.  The question is, how effective and streamlined is your hiring process?  Are you sourcing a good candidate pool and hiring the right people?  Do you find by the time you extend the offer, your top candidate has slipped away?  Is your turnover high in the first 90 days? Is it time to up your recruiting game?

We have developed countless recruiting strategies over the years, enabling our clients to onboard thousands of new hires, from seasonal/contract staff to interns, executives and everything in between.

This is a proven Framework to Hire that works!  Here are the primary steps to consider, define and execute and we can help you every step of the way:

  1. Identification of need. This step may seem like common sense, but clients often come to us with the need to fill position XYZ but have no clear idea what this person will be doing in the role, what skills, knowledge or ability they need to have, what the salary range may be etc.  We help our clients craft a clear job posting that outlines the position, responsibilities and skills required.
  2. Cast your net.  We approach the sourcing of candidates as a multi-pronged strategy.  We believe that you cast a wide net, but clearly define what you are looking for.  We include employment deal breakers in the job posting (as applicable by law) and the application so we can funnel out candidates that would not be eligible for hire.  Be clear about required and relevant education, certifications, background check specifications, office hours, job location etc.
  3. Screen, Interview and Vet.  This is where the magic happens!  We design an automated and streamlined screening process so quality time can be allocated to the candidate interview process.  While unique to each organization, it often follows a process like this and can be managed in your ATS:
    • Review resume
    • Pre-screen
    • Phone screen
    • Phone interview
    • Face-to-face interview(s)
  4. Post interview Negotiation. You have found your perfect candidate and are ready to move to offer…now you need to negotiate and close them.  Now is the time to request references, review background check requirements, review compensation requirements and any other items you need to cover before an offer can be extended.
  5. Pre-close!  Our favorite part of the process that sets the stage for onboarding.  This is an opportunity to have a quick call with your final candidate, ask any further questions you may have and allow them to do the same.  Next, let them know you are interested in moving toward an offer and outline the basics of what that may look like, repeating any pre-hire requirements and next steps. This gives the applicant an opportunity to express their interest or bring up any areas they may need to negotiate before moving forward. The pre-close conversation makes it easy to get required approvals needed to put a formal offer together. You likely know the candidate is ready to accept, so this quick conversation is a win/win for everyone.
  6. First Day Welcome.  From acceptance of an offer to the employees first day is just as important in continuing to communicate with your new hire, finalize the background check, confirm start date, and makes sure your onboarding process is ready for their first day! Don’t leave your new hire in the dark during this time, communicate with them to confirm first day specifics including where and what time to report, I9 documents requirements, team information etc.

This hiring process has been proven to improve your quality of hire,  overall candidate experience, and reduce your costs and time to hire.

It’s time for your company to leverage this resource and begin recruiting effectively. You need to hire, we can help!

Schedule a free discovery call for a free hiring process review


“I have a dream…”

Monday, January 21, 2019 we celebrate MLK Day.  Every year, I think about what this day means, to some it’s just a day off school.  Others may work for an organization that includes MLK as a company paid holiday.  To me, it’s so much more than a national holiday, it’s a day that I try to reflect upon as it is the root of my core beliefs and what led me to my field of human resources.

We know that Martin Luther King Jr. led the nonviolent civil rights movement and made dramatic improvements possible during his life.  However this legacy he left has impacted us in ways you may not realize, he has forever left a legacy that goes far beyond his life and assassination 50 years ago.

As the president of the Southern Christian Leadership Conference, his initiatives helped form the civil rights movement. He led massive nonviolent protests in the ’60s throughout the South into DC & Chicago. These protests brought light to discriminatory hiring practices; segregated public places, restrooms and public housing; as well as denial of voting rights and so many more inequalities.

If you haven’t recently listened to the “I have a Dream” address that King delivered back in 1963 at the great march in Washington for jobs and freedom, now is a great time, given all our country is going through, the divisions among us and the inequalities still happening today.

I for one am always moved when I listen to his words, his urging to make good on our promise of democracy is certainly something to behold. I listen every year and without fail, I get choked up, my favorite line is always:

“I have a dream that my four little children will one day live in a nation where they will not be judged by the color of their skin but by the content of their character.  I have a dream today.”

King’s influence on civil rights did not end with his death. His legacy has been the enactment of numerous statutes prohibiting discrimination in the workplace, the issuance of Supreme Court decisions furthering the civil rights cause and the advancement of all people.

From SHRM, I found the following timeline which is significant as employer look at the progression of civil rights, and the reach far beyond what Mr. King may have envisioned back in 1957.  This timeline outlines some of the notable milestones for workplaces around the country in the long, ongoing struggle for equal rights.


As I think about this day and spend it with my family, and think about the divisions in our country and government, I’m going to think about these words and the strong current of hope for our future, I hope you do the same:

“I say to you today, my friends, so even though we face the difficulties of today and tomorrow, I still have a dream.  It is a dream deeply rooted in the American dream.”

and of course, we all know that: