The Naviga Recruiting Blog
Explore expert tips, industry trends and real-world advice for employers and professionals.
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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
Year In Review: Our Best Blog Posts of 2018
2018 saw the lowest unemployment rates in over a decade and the competition for top talent was high. Our best stories and blog topics from 2018 reflect how businesses and employees were affected by the shift from an employer to a candidate-centered job market. Even though it was difficult
Counteroffers Provide Relief in a Candidate Drought
After an employee resigns, you have one of two choices – counteroffer or let them go. Normally, we would advise employers to let them go – but not before completing an exit interview to learn what led to their decision. The reasons for letting them go include: there is most