Blog

Why-Resumes-Arent-Enough-in-Hiring-Decisions-1024x536.jpg

It’s time to stop making hiring decisions based on resumes alone.

Hiring can be tricky, and it’s especially difficult when your hiring for C-level positions, like CFO, CEO, CIO, or CTO. It’s also an expensive process that costs even more if you get it wrong. And, unfortunately, one of the easiest ways to end up with the wrong candidate is to hire based on resume alone.

5 Reasons You Shouldn’t Base Hiring Decisions on Resumes

#1. Resumes only focus on a candidate’s experience.

A resume is all about the candidate’s past experience — the jobs they’ve held, what their duties were in those positions, how long they held them, etc. And while experience can certainly be a good thing, it’s not everything. In fact, in some cases, a lot of experience can...

more
Book Facebook Banner.png

Our new book is live on Amazon!

"The Riderflex Guide: Inspiring & Hiring."

The REVIEWS are coming in!

"The author's depth of experience and knowledge jumps off the pages right from the start. His management tips and guides have proven enormously valuable to my organization. This book provides practical real-world advice on work-life balance that makes sense and is easily applicable to anyone. A very straightforward read that always gets right to the heart of a slew of issues facing every business owner, CEO, or manager. So glad I downloaded this book!!! Read it now!"

Our book presents 85 of the most useful tips from an executive recruiter with more than 30 years of combined experience in management, executive-level leadership, and...

more
colleern.png

This recruiter places million-dollar candidates!

---------------------

As the CEO of Recruiting Firm Riderflex, our job day in and day out is to find new candidates for companies that hire us. Our entire existence as a company is based on finding new people.

However internally, for our own team and base of recruiters, we try very hard to focus on tenure, employee retention, and team member appreciation. We try to provide a culture that people want to be a part of long-term.

On that note, I wanted to highlight Colleen Mayer today. She’s one of our Senior Executive Recruiters here at Riderflex and has been with us longer than any other recruiter. Over 5 years!

She joined us...

more
Why-Work-Here-1024x576.png

Interviewing-Tips-Creating-an-Emotional-Connection-1024x536.jpeg

Move From Being Interviewed to Being Hired by Creating an Emotional Connection

How often have you considered establishing an emotional connection with the people you are meeting right from the start of the interview process?

Your resume and application have listed out the skills and experience of who you are. Your copy and presentation of skills have done their role, you have an interview. How do you stand above the competitive candidates that are also going for this role?

The reality is, they’re going to choose you for the role most likely based on whether or not they like you. I mean what if there’s five guys or girls in the interview and you all have the same qualifications? Well, who’s going to get picked? Well, I can tell you, the one that they, quote, like. And...

more
Why-Culture-Fit-Matters-1024x536.jpeg

The-cost-of-hiring-the-wrong-person-1024x536.jpeg

Hiring the wrong person costs more than you think.

Cost is the number one reason so many organizations choose to handle their own hiring needs rather than working with a recruitment firm, like Riderflex. However, that cost can quickly get out of control if the organization chooses to hire the wrong person and has to go through the process all over again.

The dollars and cents of hiring the wrong person vary widely depending on the position being filled. According to a study conducted by CareerBuilder, even an entry-level position has an average cost of anywhere from $7,000 to $10,000. The same study found that the average costs of hiring the wrong manager are closer to $40,000. Imagine how much more money is at stake when you’re hiring for C-level executive...

more
526blog.png

Preparing for your interview beforehand can help give you the edge you need to land the job.

Preparing ahead of time for your interview by doing some homework is a great way to stand out during the interview process.

The first thing to do is to make sure you’ve thoroughly read and understood the job description. If employers pick up on the fact that you didn’t read it thoroughly, they often eliminate you right away. Next, you should look up the person you will be interviewing with ahead of time. This will help you understand the person’s background and maybe even discover some common interests.

It’s easy for employers to tell whether or not you’ve done your research on them or their company before your interview. If you conduct your research...

more
512blog.png

Not all executive recruiters are made equal.

Finding candidates to fill C-level positions isn’t easy, and working with an executive recruiter can help to streamline the process and ensure that you end up with the right candidates to choose from. However, the kind of candidates you end up with is directly related to the recruiter you hire, and it’s important to realize that they’re not all made equal.

The executives you hire play such a huge role in so many different parts of your organization. There’s a lot on the line, and the last thing you want is to have to go through the whole process again because you hired the wrong person. But, finding the right candidate means finding the right executive recruiter.

Hiring a CEO, CIO, CTO, or CFO isn’t...

more
Mistakes-That-Can-Undermine-Your-Recruiting-Efforts-1024x536.jpg

Don’t let a common recruiting mistake prevent you from hiring the right executive.

Any position is going to be difficult and expensive to fill in today's job market. And, unfortunately, it’s all too easy to make common mistakes throughout the process that can undermine your efforts.

10 Common Recruiting Mistakes:

Mistake #1. Failing to create an adequate job description.

It’s imperative that you find the right candidate for the job. In order to do that, you first have to be able to adequately describe what you’re looking for. That’s where your job description comes in.

The job description should include everything from the day to day of the position to the qualifications and experience you’re looking for.

...

more