The Naviga Recruiting Blog
Explore expert tips, industry trends and real-world advice for employers and professionals.
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5 Tips for Hiring Tech Sales Pros
Today’s world is continuously changing. Over the past decade, technology has moved at a pace we’ve never seen before and has helped create new products and services almost daily. These advances in technology have not only changed the lives of consumers, but they’ve also opened up new opportunities for businesses.
Candidate Drought Survival Guide
The shift from an employer to a candidate driven job market has put candidates in the driver’s seat and has left employers scrambling to find the talent they need. The lack of top candidates and high competition for skilled talent has created a candidate drought. In this survival guide, you
2019 Sales Compensation – The Ultimate Guide
Do you want to create a results-oriented sales compensation plan that will motivate your sales team and grow your business quickly? In Naviga’s Ultimate Guide to Sales Compensation, you will learn about the three stages of designing an effective compensation plan as well as: How to align your compensation plan
In-House or Recruiting Firms? The Best Choice For Your Recruitment Needs
Should you find new talent by using your in-house team or by hiring a recruiting firm? During today’s candidate drought, many employers and hiring managers find themselves wondering how to correctly answer this question. On one hand, many small businesses don’t have the people or the resources to dedicate solely
How To Build a Candidate Pipeline For Future Hires
Building a “candidate pipeline” is a great way to form relationships with qualified candidates you may be interested in hiring when a new position opens up. Oftentimes, employers and hiring managers will have no more than two weeks notice to fill a position. This is nowhere near enough time to
What to Include in a Marketing Manager Job Description
Hiring a top marketing manager is both exciting and challenging. On the one hand, your new hire will be implementing long-term and short-term marketing strategies, be highly motivated, and depending on the size of your marketing department, and may be overseeing more junior marketing employees. On the other hand, marketing