Kes Thygesen

Implement these practices to cut down the time it takes to hire an employee.

A huge number of employees don't trust their bosses, and it's not hard to figure out why.

Too often, businesses fail to identify their employees' strengths and toss money into training that won't take.

It starts with your company's values.

Personalization goes beyond just wellness programs and coffee perks -- it needs to be applied to the entire employee experience.

The future of your company could depend on how well you understand young workers' need for mobility and provide training to help them achieve agreed-upon goals.

Smart companies engage top job candidates by making a personal connection and finding ways to move more quickly on key decisions.

Have you also heard of the 'silver spoon' candidate? Which type is for you?

Use these three tips to build a talent pipeline of future leaders and ensure your company remains in good hands.

An employee referral rockstar is consistent and driven to find the best cultural fits for his or her employer's hiring team.

Employers who can illustrate this connection for their workforce will be well on their way to large-scale growth.

Re-engaging quality applicants is easy if they had a positive experience the first time around.

Think like the applicant. It will open your eyes to a new way of promoting jobs, interviewing and follow-up.

The four biggest social media outlets provide unique features that can be used to grab the attention of job seekers.

Enlist your current employees to help seek out the best talent.

Get the mobile recruiting experience wrong and you might be scaring off the talent you need.

Your employees want to grow. So, help them.

Automation does the grudge work so you have more time and attention for getting to know the people who will build your company.

You retain top talent by helping them climb to greater heights.

Employee referral programs attract better hires, reduce the burden of recruiting and turn the whole staff into recruiters.