Hiring the right person for a job can be a challenging process. It requires careful consideration of various attributes, both tangible and intangible. The goal is to find someone who not only fits the technical requirements of the role but also aligns well with your company's culture and values. Here’s our comprehensive guide to help you navigate this crucial task.

At We Recruit Well, we pride ourselves on connecting the dots between visionary companies and exceptional talent, making our collaboration with Z Domus Designs the perfect embodiment of our mission. Led by their visionary Rose Zefferino, ZDD creates beautiful homes and leaves behind a legacy, earning accolades from top industry publications. At We Recruit Well, we love matching creative minds with talented individuals who share their passions. Partnerships like these highlight our dedication to excellence and our flair for pairing standout businesses with top-notch professionals.

Recruiting the best candidates for a position is crucial for the success of any organization. Hiring the right person for the job can increase productivity, improve employee morale, and reduce turnover. On the other hand, hiring the wrong person can lead to significant problems, including decreased productivity, low morale, and the “dreaded” need to repeat the hiring process. By following some of our top hiring practices, you can ensure you are hiring the best candidates for your organization’s open roles.

Too much on your plate? Overwhelmed? We Recruit Well can help! One of the first steps in hiring well is discovering the sequence of events to prepare your new team member successfully. This task can be intimidating, but it doesn't have to be. Here are three simple questions that will help you. By answering these questions, you will recognize what you should hand off to the new team member, determine if delegating these specific tasks to this person is best and finally, identify the best training techniques so they can flourish in their new role.

It’s all about experiences. That’s why every Chick-fil-A you pass has cars wrapped around their building. Chick-fil-A has spent time and money diving into how to make their drive-thru top-notch so you become a repeat customer. Similarly, if you have a product or service, you’ve no doubt spent hours making it the best, so it will be worth your customers’ time and money. However, if their experience is not top-notch, they won’t come back. For this reason, we’ve spent hours fine-tuning our recruiting process. And this month, we dive into the We Recruit Well customer experience to explain why it’s head and shoulders above the rest.

This month we are focusing on four significant trends in business that are worth investigating. You may not feel the need to change your business model and processes, but we encourage you to examine areas that need tweaking. This month is an excellent time for reflection and improvement.

You’ve heard the term soft skills, right? These are typically the skills you desire in your team members but are very difficult to teach. We expect that anyone can learn, grow, and develop sharper skills, but training for soft skills is not often part of a typical staff meeting or staff development day. Not everyone will be an expert at everything on your list, but everyone can be great at some of them. Your entire team can expertly cover them all if you can master hiring strategically for soft skills.

We’ve all heard the famous phrase, “Get the right people in the right seat on the bus,” and it’s true. However, your vision means nothing if the people on your bus are ego-focused, satisfied with the status quo, or lacking people skills. Instead, you want to make sure all of your team members are humble, hungry, and smart. So here are some tips to guide you as you fill your bus with quality people who will help you successfully reach your destination.

Frustration sets in when you continually hear that there are jobs out there to be filled and everyone is hiring. And as an employer, it’s discouraging to know that there are millions of candidates looking for work. However, neither of you is able to find the right fit. What’s causing this great divide?

Are you still doing your own recruiting, even in the age of COVID and the remote work explosion? If you are not an expert in finding the right talent for your team in this remote work age, then you need to outsource it to someone who is. This not only frees you up to continue focusing on your business while your next team member is found, but allows the experts to find the perfect fit for your team.

Stop trying to do it all yourself. There is a better option and we can help you. The remote work industry is expected to continue to grow this year. Right now is the time to start the search for your next virtual team member.

Owning a small business can be overwhelming, but it doesn’t have to be. Remote work has been around for a while, and it’s here to stay. Your team might need someone to work for less than 10 hours a week or even a month, so you might think hiring someone is not an option. Read on to find out how a remote worker can be more than just a band-aid.

There is unquestionably a strong relationship between emotional intelligence and job performance. There are also certain qualities emotionally intelligent individuals demonstrate.

Well, an audacious answer would be, “Why not? Give us a shot!” The truth would be because we desire to set ourselves apart from the subscription-based virtual assistant marketplace. Through our experience, we have seen a need to offer something different.

In a nutshell, being emotionally intelligent means you can recognize your feelings, the feelings of those around you, and be able to control how you respond. Emotionally intelligent people have these common traits:

Almost half of all employees say they work remotely at least twice every week. How often do you check email from your smartphone while at the ballpark, or while you are out to dinner?

What would you do with that extra 10 hours? Spend more time with family and friends? Maybe spend more time growing your business?

Transitioning from a brick and mortar office to a remote one might sound crazy.