Your address will show here +12 34 56 78
For Candidates and Recruiters, For Companies

I don’t know about you but 2020 has seemed to be “here” for a decade from COVID 19 pandemic to the legal protests to the looting and senseless acts to everyone being offended by something and a host of other “stuff” that creates challenges every day that has manifested itself into Americans are the most unhappy in decades. Yet we are Americans, even with our issues where would you rather live?  What better place is there?

Working From Home? Returning to the norm?  What is normal?

*We will return to “the norm” at some point. Will we? Do we want to return to the norm or will it (work) look entirely different?

*Working from home or remotely has done several things: Proven that work can be productive (maybe more so) outside of an office setting.  Technology is here that can support working from anywhere.

*If you do continue to work from home or remotely you may want to do the following:
1. Create a designated work area – can be a challenge for some.
2. Never do work in your bed or bedroom.
3. Put on clothing “for work” (mindset trick).
4. Segment your day (driven by milestones).
5. Have blackout hours (You can blur lines even if you work at the office.
6. Meet colleagues/friends for lunch periodically.
7. Change scenery as you need.
8. Build a network of remote colleagues. You can meet for social activities together to create the experiences you had in the office.
9. Can and do others in the home respect the needed requirements for working from home (time, lack of interruptions.
10. Maintain some semblance of work time/hours. 

*Some jobs/companies will not return at all, some of our work force will need to discover/utilize different skills.

*Companies will ask themselves and challenge as to do they need as much office space as they have had in the past – if any. This would affect the commercial real estate industry.

*Those that always thought they wanted to work from home now may challenge that notion.

*There are those that thought they would “love” WFH, now not so much and those that absolutely “love” WFH.

*Are the things that are lost or diminished by working from home/remote worth the loss: decay in culture, lack of social interaction, collaboration, balance of home and work – are there solutions to these challenges?

*Can companies figure out how to maintain/create strong culture, collaboration and inclusivity?

*From a recruiting perspective will candidates “push back” against office based work?

I believe there is not one true right or wrong way or location to work, I also believe there will be changes, there will be the need to adapt hence bringing a new norm.
Another thought and question from the talent acquisition/recruiting perspective – Maybe the effect that COVID has had on jobs/employment has created this but recently I have had several individuals when contacted communicating an opportunity come back with the very first question What is the salary or salary range?

This person(s) are not even a candidate yet, sometimes asks the question before ever seeing a job description. I am curious as to what others think. Is this a result of the pandemic causing jobs to be eliminated? Is this a result of the loss or feeling of the lack of employer loyalty, job security or has this changed people’s thinking that money is now the #1 driver and not what you do or the contributions one may make?

I have been in talent acquisition long enough to know that yes there is the need to determine are the candidate and the role in the same range salary wise but the very first question? Not so sure.
I would be curious to know if others have heard or witnessed this – you can reach me via or via LinkedIn

For Companies

You do realize that everyone that you interview will be talking about you, correct? When a candidate has a good or great interview experience they may tell a few friends but you can bet if they have a bad experience they will tell everyone and also will tell the world via sites such as Glassdoor. A few missteps can make your company look disorganized, not candidate friendly, insensitive, cocky with a blind ego problem. Once that bad experience gets out it is extremely difficult to change or reverse. Whether the candidates gets the role or not you want them to have a great experience – right?

Don’t be like a global company I know that believes people are lined up to want to work there, have hiring managers that call within minutes of a scheduled interview to communicate they cannot make the interview (it has been on their calendar for days, even weeks) or their schedule is so disorganized that they can only give a few rushed minutes to an interview. Ouch, what kind of message does that send to a candidate?

A great candidate experience is not just nice to have, it is a business imperative.

In this highly competitive job market timely follow up, clear communication and personalized interactions all have a huge impact on revenue, hiring costs and the ability to attract the best talent.
I like to dabble in the kitchen and for sure on the grill using new and interesting recipes so in that frame of mind here are ingredients that can make a great recipe for an outstanding candidate experience:


– always tell candidates what to expect next, from the receipt of their resume, to reminders, thank you emails and yes even rejection emails. People just want to be communicated with, it may not be what they want to hear BUT they at least know in a timely manner. Candidates simply want to know – I bet you do as well.

Put the candidate at ease

– prior to their arrival let them know how their time with you will be spent, prior to their arrival make sure they know where to park, where to enter the building and who to ask for. Make sure they know where the rest rooms are, provide water or something to drink.

Include others

– such as the receptionist in your gathering of information, let the receptionist know who is coming for an interview and ask them how the candidate interacted with them – it can be valuable information. How did the candidate act when the decision maker(s) were not present?

Candidate or Client/Customer or both

– whatever it is that you make, sell or provide the candidate could be a customer. If a bad interviewing/candidate experiences are taking place does that impact sales, services, potential customers? You bet it does.

“Walk in their shoes”

– when determining the interview schedule, the rhythm of the interviews, the interview participants think and plan as if YOU were the candidate.
Prepare your interviewers – let them know why they are asked to participate, why it is important to be present and on time, prep then on how to

Rule of Thumb

– Interview (rule of thumb if it is not job related then it is not relevant), let them know why it is important that they be prepared.

Pay attention

– Give candidates your full attention during the interview(s).

Continue to recruit talent, always

– If there are other candidates that may be good fit for future openings keep in touch with them.

Here are some stats that back up the need for a great, positive candidate experience (even if they don’t get the role):
  • 87% of talent have indicated that a positive experience can change their mind about a role or company that was once doubted.
  • 82% of talent indicated that with a great candidate experience they are likely to make a positive referral.
  • 27% of talent will tell others to not apply to the company and 9% will ask others to boycott the company’s product, 30% to 50% of candidates with a bad experience would buy less goods and services where a positive experience can yield 40% would buy more goods and services.
  • 61% that have a positive experience will encourage colleagues to apply to the company.
  • 75% of talent never hear back from a company after applying or sending a resume.
  • 60% of talent say they have gone for an interview and never heard back from the company.
  • 42% with a negative experience will never apply to that company again.
  • 54% of candidates with a positive experience are more likely to accept a job offer while 39% with a bad experience would reject a job offer.

Now go and create your own winning recipe using these and other “Common Sense” ways to create a GREAT CANDIDATE EXPERIENCE – it will pay off.

As this will be our last blog for 2019 – I wish for each of you a very Merry Christmas and a Happy Successful New Year.  Remember as you have recruiting needs in 2020 keep P3 Integrity Recruiting on your radar – give us a call and let us show you why we are different, you won’t be disappointed.

P3 Integrity Recruiting

For Companies

Last month we looked at Barriers to Making the Hiring Decision part 1, this month let’s look at part 2, some of the effects and results of a slow interview/hiring process.  

You will probably lose your best candidates if the hiring process is delayed.  It is a candidate’s market, with unemployment at an all-time low and they will probably have multiple offers to consider.  Some candidates are “off the market” in as little as 10 days and you thought a 30 day time to hire was really good.

Slowing the process and the continuing to see what the market will deliver only diminishes your quality of hire.  The best candidates are gone sooner versus waiting on you.

A slow process can affect your revenue and production.  Of all the talent functions recruiting has the greatest impact on revenue, production and profit.

You will have to pay more for the best talent especially if you have a delayed process and the candidates have multiple offers to consider.  Don’t you just love to hear “well why can’t we offer them the same as they make now” – “why wouldn’t they want to come work for us for the same total comp package”.  The HR and Hiring Managers that think people are lined up to come to work for you are not living in reality. Most people know their true market value.

Having a slow hiring process does damage to your image and damages your brand.  Both of these can cause a firm to not be as attractive.  

A slow hiring process reduces the excitement that can be created when you are seeking that new top talent only to have the process become drudgery and be a long-drawn-out process.  

What metrics are you tracking? 

Even though you may have a good “time to hire metric” it may not be giving you the correct message, metrics tell a message and sometimes the message (s) may be hidden.  Such as what is the hiring time for “mission-critical roles” or revenue-generating roles. Leadership should realize that you reduce hiring time to get a better quality of hire.  We have all heard the phrase “speed can kill” in this case being slow kills the quality of hire.  

What does your hiring process look like?  Speed by itself can be devastating but speed in regards to your hiring/interview process with the right understanding, having buy-in from leadership and tracking the right metrics can be a win-win for your organization. 

Need help with your hiring decision process? Contact us today for top-notch recruiting advice.

barriers to t


For Companies

Whether it is the in house recruiting team or an external firm is assisting with filling a role, there are roadblocks that prevent, slow down or do damage to the hiring process. 

You can have the best of sourcing plans, engage and build an excellent candidate pool then sometimes the unexpected happens. So bring out the crime scene tape and block off the area, a snag in the hiring process has reared its ugly head!

There is not just one group or person that causes the crime scene tape to be used it could be multiple barriers that rear up in the hiring/filling of one role.  The culprits, as I will call them sometimes mean well but do not realize that they are causing the process to derail. The worst culprits are those that seem to get a thrill, a rise to their ego,

wait until the last moments before an offer is made to swoop in a squelch the entire process.  Waiting until the last moment not only makes the entire process seem like a waste of time it sends the wrong message to the candidate.

Barriers to the Hiring Process | P3 Integrity Recruiting - North Carolina, Job Recruiter - Hiring CompanyBarriers to the

The lineup of culprits can be the following:

  • Recruiter – it can be the recruiter but more than likely it is not.  What good recruiter, whether internal or external, is going to put forward candidates they have questions about or that have not been fully vetted?
  • HR – in some organizations HR carries too much power and excludes themselves from the process until the end. On the other hand, there are excellent HR partners that are involved, are a part of the process and make valuable contributions.
  • Hiring Manager – yep, the one that is supposed to be making the decision.  There are some that take their role as a hiring manager very seriously and perform their part with excellence and there are some that create quite the challenge.
  • Hiring Manager’s Boss – This is the one that usually does not have time to participate in the process as they should and waits until the end to throw everything off course.  As with the others, there are some that perform their role very well.

If there is a thorough intake with the hiring manager to include HR and the Hiring Manager’s boss then should there be too many barriers? 

Let’s look at some of the barriers that most of us can relate to.

The Hiring Manager who is afraid to make a decision.  This is usually the person that has the 11 member panel or round-robin interview day, they have the recruiter’s notes, has asked all participants their opinion, asks for candidate ranking from the participants, has interviewed the candidates maybe twice, invites their team to have lunch with the top candidates and has so much information they are paralyzed (analysis paralysis).  If they cannot make a hiring decision what type of business decisions are they making?  

The Hiring Manager’s boss that does not like the top candidate(s) – this is the person that no matter who the hiring manager wants to hire the boss has to have the last voice (they should be in alignment).  Then why have the hiring manager think they are making the decision when their boss will ultimately make the decision. Unless there is a glaring issue or problem empower the hiring manager to make the decision and be supportive.  Yes, there should be a discussion between the hiring manager and their boss as to why the hiring manager wants to proceed to an offer with their choice.

HR inserting themselves after the facts should have already been discoveredHR should be involved from the beginning especially in the in-take discussions when it comes to salary range, grade/band, relocation considerations, sign-on bonus discussions, sponsorship possibilities and other related topics.  Our HR brothers and sisters should be partners throughout the entire process not waiting until the crucial point of making an offer and they wield their power to halt the process. What type of message does this send to the candidate, not a very good one I can assure you.  

What or who are your barriers to hiring?  Let us know in the comments or on our Linkedin page.

They are there and are causing harm that you may not be aware of.  Part 2 coming in October.  

Need help getting to the root of your hiring needs? Contact us today.


For Companies

Congrats! You got the employee you wanted. Now the real challenge: How do you keep them? Here are 3 tips to retaining top talent in 2019.

Employee turnover is highly nuanced. WillisTowersWatson reports that as much as hiring has increased, so has employee turnover and attrition. Furthermore, only 42 percent of employees say their employer does a good job of retaining talented employees.

The hiring process doesn’t end on your new charge’s first day. It continues for the entire duration of his or her employment. Similar to a romantic relationship, you need to keep courting this person through the years to show your appreciation and your devotion to making their experience with you worthwhile.

With employee retention, complacency will be your undoing. It won’t always be as easy to keep employees satisfied as it was at the beginning of their employment when the hype and excitement were the highest. Resting on your laurels is like a virus to company morale, leading to lack of motivation, inspiration, and work ethic. It’s a two-way street.

Now that you know what job seekers are looking for in a company, here are some ways to put into practice what will make them stay.

Establish Your Digital Brand

In case you missed it, everyone is online. There’s really no required need to talk to a human about anything, think about it you could do this every day should you choose to do so. The endless trove of information that is the Internet is also why job seekers feel more empowered in their job search and career trajectories than ever before.

Appealing to employees through means that are ubiquitous to their daily lives is key to grabbing and sustaining their attention. Creating a community that values the sharing of ideas and content through social media and your website will help you appear more accessible, thoughtful, and inventive.

Educational, training, and branded videos are always highly effective at showing people what your company is about. Providing your employees the tools to succeed and explore how they fit into the bigger picture instills confidence, contentment, and autonomy. Micromanaging and trying to dictate exactly how one thinks of your brand never gets anyone anywhere. You hired these people for a reason – to do a job you can’t. Let your employees cherish the learning opportunities that come with interacting, experimenting, and learning from your brand.

Provide Career Development Opportunities

If there’s one thing that cannot be overstated, it’s the importance of providing career development opportunities for your employees. LinkedIn found that the same reason people joined companies is the same reason they leave – career development, or the lack thereof along with how they feel about their manager (another itme for another time).

A staggering stat from the report states that employees who don’t think they can reach their career goals with their current employer are 30 percent more likely to consider leaving. And quite frankly, if they’ve considered leaving, the battle is already lost.

A few ways you can prioritize career advancement opportunities are through the following:

Career Services

There’s a delineation between career counseling and advising that’s hard to grasp but important to acknowledge. Career counseling is typically for individuals who don’t know what they want to do for a career. Career advising is for wmployees who have chosen a path but require guidance as to how to navigate that path to achieve their career goals.

Advising your employees on how they can grow in their roles will help them set goals and show them just how much you’re dedicated to their professional and personal development.

Seminars (Continuing Education)

Seminars, either led by your leadership team led by invited speakers on a given topic or external opportunities can offer employees a chance to learn something they would not have elsewhere and to directly engage with your company as a valued partner in the organization’s growth. The idea is to give employees inspiring examples and tools for them to take and run within their work for you. The more employees have at their disposal, the more creative freedom they feel.

These seminars are also advertising for your company. Encourage employees to share these events on social media for their networks – and the professional community at large – to see the value in working for you.


High-retention-risk employees are less engaged at work. A way to spark engagement is collaboration. Collaborating with employees is vital to cultivating an environment that uplifts and celebrates people’s unique perspectives and passions. Employee-directed workshops, brainstorming sessions, special projects and presentations show your interest in growing their leadership skills. Think of it this way: These are the people that could be assuming your position one day – what do they need to know to be successful in that capacity?


Thirty years ago, Monty Python’s The Life of Brian gave us a perfect satirical interpretation of human individualism.

Brian Cohen is an average Jewish man living in harsh Biblical times who, for one reason or another, has gained the widespread reputation that he’s the Messiah. He tries to refute it time and time again, but his desperate attempts to convey the truth about himself only grow his followers’ faith in him.

One day, a massive crowd assembles outside Brian’s quarters. He’s clearly had enough – nothing he does can shake their presence. As the crowd eggs him on to speak from his window on high, he implores them to think for themselves instead of blindly following him.

“You’re all individual!” he proclaims.

The crowd chants back “We’re all individual!”

Brian shouts again “You’re all different!”

“We’re all different!” the crowd predictably answers, with a single voice clarifying “I’m not!”

The desire to be respected and accepted for who we are is universal. No matter our job, education, or background, respond positively when we are publicly recognized for our individuality, special capabilities, and unique value we bring to a larger collective.

In a business setting, it’s not the grand gestures that matter. It’s often simple reminders that help bring out an individual’s confidence in who they are and why they’re valuable to you. Recognition can be shown in many ways:
Recognition in a team setting

Employee-of-the-month awards and goal achievement awards
Incentive programs 
Team outings and workshops 
Birthday, engagement, or work anniversary celebrations/acknowledgments 
Peer and management recognition 
Customer testimonials and feedback

The more important an individual feels in furthering your company’s mission, the more likely he or she will remain with your company in the long-term. 

Is it time for you to embrace change? Speak to a recruiter about finding an employee that’s right for your business >>