Forge Search

In a recent team meeting, we talked about one of the most important responsibilities of a good recruiter: to listen well. . . to not push our own agenda but to hold things loosely. Our goal is for each placement to be a good fit for both sides: the candidate and the client! #Forgesearch #forgeanewpath

We are thrilled to have Gracen Erwine join the Forge Search team as a Recruiter! Gracen joins our team with a background in accounting recruiting! She will be working closely with our clients and candidates to help them forge new opportunities. We are already so grateful for her positive, encouraging spirit! Welcome, Gracen! We are so glad you're here! ✨

Some of the great opportunities we're working on! Swipe through to see our most recent open roles and share with your friends and networks! We love helping people forge new paths. To learn more about each role and find other opportunities, check our Forge's career portal on our website. Link in our profile. #newopportunites #newroles #forgeanewpath

"The best way to predict the future is to create it," said Peter Drucker, the father of modern management. "Easier said than done", replies every small business leader ever! In today's business world, creating the future often means embracing the tools that can drive your company forward—like AI. So how do we bridge the gap between the ideal and the "tyranny of the ordinary"? We recently compiled some of our favorite AI tools and prompts that we've found useful. ✨1. Utilize AI to compile and simplify information. (Think ChatGPT and Claude, as well as Otter for meeting management!) ✨2. Use AI to help you hire better. AI tools can help you identify candidates who are truly the best fit for your open positions by generating tailored interview questions from candidate's resumes (ensure privacy by removing personal info). ✨3. Use AI to save time by turning data into reports or automate routine tasks (think Domo or SaneBox). For more on the AI tools that we've found useful, check out Forge's blog. Link in the comments.

Our founder, Rhiannon Poore, offered a valuable reminder that reflects one of Forge's values: putting people first. Hear her thoughts below:

Today we remember the hundreds of thousands of people whose lives were indelibly impacted by the attacks on 9/11. We are grateful for the servicemen and women who sacrificed so much to keep our country safe, and we remember the children who grew up without parents and the parents who lost their children. May our country be united again and may we never forget.

It’s Friday. Our career advice for the day is to find the biggest cookie you can, and eat it. 💪🍪

That peace of mind from knowing your hiring and recruiting needs are ✨handled✨.

Unless you’re hiring for a 100% remote role, the days of a flood of applicants are long gone. So how do you increase your applicant pool? ✨ 1. Conduct a self-audit. Most HRIS systems are not user-friendly. If you’re in doubt, apply for one of your own jobs. Is it easy to get through the process? Are you being asked to submit the same information twice? ✨ 2. Write your job posting with impact, not requirements, in mind. The role of the job posting is to attract and engage the candidate. Are you talking about the candidate’s impact in the job description? The role they will play in shaping the team, the organization, the culture? All of these things matter. ✨ 3. Check your title: too high or too low? Don’t let anyone tell you titles don’t matter—they absolutely do. Candidates will look for roles that they think are a fit. ✨ 4. Sponsor your job posting. Sponsoring your job among the sea of similar postings can help it rise to the top. Even a small budgetary amount goes a long way towards making it stand out. ✨ 5. Ensure your website is scraped. If a budget for sponsoring is out of the question, check that Indeed and LinkedIn are scraping your website. You do need a certain amount of volume of open requisitions, but this is a “free” resource. While we’re just slightly biased towards outbound recruiting, this is a great start to make sure you’re attracting the right candidates! For more tips, check out the Insights on our website. Link below.

Hungry. Humble. Smart. If there is a “secret sauce” to hiring well, these three key components are as close as we’ve come to it in 15+ years of recruiting. All these are sourced from Pat Lencioni’s The Ideal Team Player, an excellent resource if you're looking for guidance on how to hire. *Hungry* — is the candidate willing to work hard for what he/she wants? Do they have a track record of rising to challenges and putting in the extra hours as needed? *Humble* — are they willing to admit what they don’t know and more importantly, are they willing to be coached in those areas? How do they respond to mistakes and correction? (And yes, actually ask the candidate about a time they made a mistake). Smart — not book smart, but emotional intelligence. Can they “read the room” and determine the next appropriate steps? Emotional IQ is crucial, and it’s hard to teach. How will they deal with difficult people inside and outside of the organization? What questions would you add?