If your company isn’t landing the best candidates, your interview process may be at fault. After all, it’s not just about what you do — it’s how you do it.
Seventy-five percent of recruiters plan to hire more tech employees in the beginning of 2015. The tech recruitment market in Silicon Valley certainly fits that picture, and it’s no longer an employer’s market. Candidates are in the driver’s seat, and companies need to do more than add zeros to the end of a starting salary if they want to attract and retain talented employees. They need to practice their pitch.
Acorns, an eight-month-old app that lets you automatically invest spare change when you make purchases with your credit or debit card, just raised $23 million in a Series C round of funding.
Yes, you read that right: An app that's only been live for eight months is already on its third round of financing.
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Acorns grew from 12 to 50 employees within 12 months and in the process Match Relevant helped build their team of world class software engineers, web developers and mobile designers.
The person who said, “If you love something, let it go” never had his all-star IT employee poached by a rival company.
Finding the best hires is never easy, and keeping them content can prove to be just as daunting. When you consider the costs of losing an employee and training his replacement — combined with the loss of morale when top talent begins leaving — the importance of employee retention becomes paramount.
In this article, Jake Villarreal explains how to ensure that your company keeps rocking with its tech all-stars.
Eye contact and a firm handshake in an interview don’t guarantee the perfect tech hire.
The ideal candidate must be able to handle the stressful deadlines and needs of a fast-paced position. Identifying that candidate takes time and effort — it’s often difficult to distinguish between a merely decent hire and a loyal all-star who can excel at your company. But certain overlooked traits can reveal an applicant’s true potential.
In this article, Jake Villarreal discusses the qualities that set apart the out-of-this-world tech hire that you need.Read more »
The competition for top talent is fierce — and you could be on the losing end if your job descriptions don’t get candidates excited about working for you. If you don’t have effective processes in place to hire the best, you could lose out on the perfect fit. Open communication within your hiring team ensures accurate, clear knowledge of what the open position will do — and could do in the future. By proactively making sure everyone’s on the same page, your business can gain employees who will improve your products and services.
In this article, Jake Villarreal provides tips on the best approaches for attracting these candidates to your company.Read more »
With so many outlets to find new talent available, locating a good candidate may seem as easy as pushing a button. When looking to fill an open position, however, it’s important to look beyond what the position entails.
The differences between your goals and those of the people you hire can result in an unenviable “square peg, round hole” scenario. It’s important to proactively define what you’re looking for in a candidate, as well as what you’re trying to build as a company, to find the perfect match.
In this article, Jake Villarreal explains how to make excellent choices in hiring to help achieve your business’s vision and goals.Read more »
We’ve all been on a road trip where we end up somewhere other than our destination. Backtracking is a frustrating waste of time, and an argument often ensues about who caused the wrong turn in the first place. It usually boils down to a miscommunication — perhaps not everyone read the map the same way.
Unfortunately, the same roadblocks can pop up in the recruiting process. Not only do recruiters work to get the right people on board, but they also need to get them in the right seats. It’s tough to pick quality candidates if you’re going in the wrong direction.
In this article, Jake Villarreal explains how you can improve the user experience to get everyone where they want to go.
You knew this day would come. Thanks to the talent shortage in the STEM (science, technology, engineering, and mathematics) fields, more than 1 million jobs will be available in this area by 2020. After years of being “the kid who’s great with computers,” it’s finally time to cash in on your skills. But how can you position your talents so you can potentially land a six-figure salary post-graduation?
In this article, Jake Villarreal explains the eight soft skills that will help you go from being a job candidate to being a standout job candidate.
Do you remember the days of door-to-door salesmen trying to get you to buy encyclopedias or vacuum cleaners? While that approach to sales still exists, it’s a relatively rare thing. Technology has transformed the sales process.
Encyclopedia Britannica took notice of this shift and changed its approach to reach more customers — most recently by offering its virtual encyclopedia for free with advertisements. The company realized that meeting customers where they are, building relationships, and creating conversations is the new version of sales.Read more »
Are you a true disruptor? Although many entrepreneurs are inclined to say that they’re innovative or disruptive in their industry, many misuse the terms. Being truly disruptive in your industry means making a change, not simply adding a feature or two. So how disruptive are you and your company?
Regardless of whether or not you’re disruptive now, you can learn to be a leading industry disruptor. From embracing the Internet to enhancing your customer experience, you can make changes that move your industry forward.
When I have "big wins" in business or life, I schedule time on my calendar to focus on humility and how I can serve others.
Jake Villarreal is the co-founder and president of Match Relevant, an IT-staffing entity that utilizes social media and innovative recruiting practices to deliver award-winning talent for funded tech startups, SMBs, and Fortune 500 organizations.