Contact Us
Questions, comments, ideas for future content? Contact us below.
If you ain't self-promoting, you ain't trying.
https://vimeo.com/1103189814?share=copy
Sometimes CEOs just ...
Innovators in the recruiting space since 2001.
Our sister company. Helping people become better job seekers.
Visit Hirewell.com
You have a process and rhythm to your hiring approach. You have your go-to questions. But if you’re in Illinois, a recent law banning questions about salary history may mean you have to make some changes.
As of September 29, companies in Illinois can no longer ask job applicants for their salary history—a bill that Governor J.B. Pritzker signed into law in July. While the law advances pay equity and could be life-changing for workers, it forces recruiters and hiring managers to adapt their approach to interviewing and hiring.
We want to make sure you’re ready to adapt to these changes. Start by looking at the company from a high level:
- What kind of talent is the company lacking?
- Are the needed skills easy to find?
- What kind of personalities will mesh with the organization?
There are basic questions that your interviews must answer:
- Does the candidate have relevant experience?
- What are they doing in their current role?
- What do they like about the work they’re doing?
- What do they dislike?
- Why are they looking for something new?
- Does what they are looking for align with the company’s needs?
Ultimately, you have to be realistic about what you’re looking for. Candidates are only going to succeed if you know exactly what the company needs and who will work best within that specific company’s culture.
Final Thoughts
Ultimately, making the right hire comes down to the right skills and the right fit. Make sure you can define what you’re looking for in terms of talent, skills and personality.
More blogs from James Hornick
Duh.
Traditional job postings are dead. (Maybe they were never alive to begin with.)
3 reasons why ...
Hiring trends truly are Groundhog Day
3 trends we’re seeing in hiring. By new, I mean in a “what’s old is new ...
Follow up from yesterday. I can argue both sides of anything.
I asked ChatGPT to make a list of jobs that AI ...
Check back tomorrow so I can tell you why we actually are ...
Everything is easier, except talking to people
https://vimeo.com/1092152471?share=copy#t=0
Old man ...
Coming Soon...
See all Talent Insights Blog entries....
Our Latest Featured Episode
No results found.
This started with a pretty common problem.
The Black Tux was growing fast. Peak seasons were getting busier. Retail showrooms were expanding. Their internal TA team? Maxed out. They needed help hiring customer care talent quickly and without committing to building a much bigger internal team.
What surprised everyone (including us) was how it evolved.
Seasonal support turned into embedded recruiting. Embedded recruiting turned into weekly market data, process fixes, and help across retail, warehouse, HQ, and leadership roles. One consultant became an extension of their team, flexing as priorities shifted.
Over time, that approach supported 275+ hires across showrooms, warehouses, customer care, and roles like VP of Supply Chain and Lifecycle Marketing without The Black Tux having to overhire internally.
No big “transformation initiative.” Just adapting as the business grew.
If you’re dealing with growth, seasonality, or capacity issues, this is a realistic look at what flexible hiring support can actually look like.
Read the Black Tux case study here.
Hiring rarely goes exactly as planned. The good news? It doesn’t have to.
Have a big hiring initiative and unsure the best way to tackle it? Let’s discuss…
No results found.
Our Shows
