Hiring Tips | Page 10

Here's the proper way to use resumes and applications to weed out people who aren't the right fit.

When building your business, every link added to the chain should be equally as strong as the one before.

Here's a hint: Times New Roman is not your friend.

To prepare for the most common interview questions, you must use these strategies and weave the knowledge they impart into your responses.

People naturally want to put their best foot forward but, sometimes, you really need to know what that other foot is all about.

Stranger are often easier to manage and -- if needed -- fire.

"Tap the brakes" if you're hiring before you know what you're hiring for.

Along with a sellable product or service, organized systems and effective leadership, having the right employees is crucial to the overall success of a company. .

You want the interview to feel like a friendly conversation, even though it is as nerve wracking for you and for the candidate.

Many companies make themselves unattractive to job seekers, then complain they can't find the talent they need.

Bringing on a new employee shouldn't be taken lightly. Here are three things to consider before welcoming the individual to the team.

In the rapidly growing and competitive tech market, here is how a small business can recruit and retain talent while competing with larger firms.

As season five has just ended, there are many helpful lessons to learn from 'Game of Thrones' when identifying the ideal type of CIO that fits your organization's needs.

When the resume doesn't match the job you have the chance to hire someone who has found their passion, unless they just don't understand what they are getting into.

Hiring is high-stakes. Knowing your own strengths is the key to recognizing the right person.

Your executive hires are just as important as your co-founders.

Our HR expert discusses what resume elements will help lead to an interview, what he looks for in employees and the importance of thank-you notes.

These approaches will help you build a scrappy team who will argue, push and demand more of those around them.

There's no exact science for keeping your founding team members around for the long term but there are a few things you can do to increase your chances of being surrounded by those same early employees further down the line.

Trust and complementary DNA are major assets.

Bonuses greatly expand recruiting reach by encouraging current employees to recommend candidates who will fit well into the company's culture.