Forge Search

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?

A Forge value that we believe in: Never give up. It's an underestimated skill these days -- the ability to keep on keeping on. We're here to say no matter how hard a search gets, we're never going to give up without exhausting all the options. We'll find the right person for you and your team, no matter how long it takes.

One of the best parts of having an Expat from Italy on your team is the homemade tiramisu during birthday celebrations! 👩🏻🍳🤌 Thank you, Noemi, for spoiling us!

There's an art to not taking things personally, especially in the business world (and with co-workers!), and Dave Bailey dives into this head-first with this excellent article. He identifies 10 difficult patterns in the workplace that often are linked to something else entirely: i.e., anxiety is often driven by a lack of visibility into the future, or that unrequested advice is driven by regret. ⠀ ⠀ Does it solve all of those challenging communications in the workplace? No, but it does help us relate from a spirit of generosity and abundance -- not scarcity. ⠀

We're so proud of our hard-working Forge team for closing some hard-to-fill, highly technical roles! Matching the right candidates to the right roles takes a lot of "hunting" and we're especially proud of our team for never giving up!

At the heart of Forge Search is the belief that the right person in the right role can change everything. For the company, for the new team member, for their family . . . and the ripple effects continue. We believe you don't have to settle! We'd love to help you find that right person or right role. Contact our team today at info@forgesc.com.

Our team was thrilled to celebrate all the outstanding female leaders in our state at the recent Greenville Business Magazine 'South Carolina Women in Business', and especially excited that our CEO, Rhiannon Poore made the list. Hear from our CEO, Rhiannon Poore, on what she believes makes her an effective leader. "Your greatest strength is also your greatest weakness, so take this with a grain of salt! Ultimately, I believe I'm an effective leader because I care deeply. I care about the people on my team (personally and professionally). I care about excellence in every aspect of what we do, and I refuse to settle for less. Conversely, this can be a little exhausting for everyone, including me! So, I'm working on learning which battles are worth fighting, and when to 'let it go.'" Congratulations to Rhiannon and all the other leaders honored last week! ✨

Pay Equity (paying two people performing the same job comparable wages) has always been important, but the past three years have made the concept of pay equity much more complex. As we all know, compensation rose significantly in the late spring of 2021, causing a scramble for talent. This has often resulted in deep inequity in pre- and post-COVID hires. A compensation strategy to move the needle on internal equity will ultimately do more to attract and retain talent than hiding the issues under the rug and hoping no one notices. Here are three steps to get started. ✨ 1. Conduct regular market benchmarking: This will help ensure that your salaries are competitive and align with current market rates. We utilize Economic Research Institute to establish salary bands for the roles we are focusing on. ✨ 2. Train managers to provide honest performance feedback: Genuine and honest feedback helps employees understand their strengths and areas for improvement as well as clarifies why they may not receive the same raise as their peers. ✨ 3. Create a sustainable strategy for success: Focus on prioritizing critical roles and high performers, utilize non-monetary rewards, and implement a phased approach. To read more, check out our Forge Insights. Link in the comments.

Some of the Forge Search team members were able to sneak away for a few hours yesterday and help pack over 1,000 backpacks for School Tools! 📚 A great reminder of all the good gifts we have been given, and how privileged we are to be able to help in some small way. There is still time to give before the backpacks are handed out to Greenville County students this Saturday! 🚌 link to this United Way of Greenville County program in comments. #forgeanewpath