Recruitment has become more challenging in the recent past. Between the tight labor market, increased competition for top talent and an aging population, recruiters have faced new difficulties when trying to find and bring on new hires. Helping your company and open positions stand out is critical in remaining competitive and appealing to talented individuals. Explore our guide to video recruitment marketing and the benefits of utilizing video in the hiring process.
What is Video Recruitment Marketing?
Video recruitment marketing is a technique that utilizes video content to outline the hiring process, what it’s like to work for a company and what to expect. Since video is the most widely shared form of content, it’s worth investing in videos to support recruitment efforts.
Creating recruiting videos might involve outlining what the culture is like at the company, as well as emphasizing the benefits of working there. You could enlist the support of current employees, who can become brand ambassadors in their efforts to encourage others to join the team.
What are the Advantages of Video Recruitment?
Video recruitment efforts can bring a number of appealing advantages.
Say more in less time
Videos can say more in a shorter amount of time, as viewers can watch the content quickly rather than having to invest time in reading it. Research indicates that marketers have approximately eight seconds to grab someone’s attention. A video is more likely to achieve that aim than a piece of written content, as the visual movement coupled with engaging sound are attention-grabbing.
Tailor videos for each step of the recruiting funnel
When you tailor different videos to speak to every step of the recruitment process, jobseekers know what to expect. This information can provide valuable insights and keep applicants engaged. By contrast, if your company doesn’t issue any information regarding what to expect in terms of communication and feedback, jobseekers may lose interest or look elsewhere when they don’t hear from the hiring manager.
Utilize video where text and images don’t work
In areas where text and images simply don’t garner much attention, a video can be a game-changer. For example, more than 300 million people spend time on social media platforms daily, browsing and scrolling through feeds. They may not stop on a text-heavy post, but a video that begins playing before they stop scrolling could cause them to pause and watch. Videos shared by friends and contacts on social media are also more likely to get additional views.
Promote brand image
When you want to promote your brand image and look more established, professional video content can support these goals. With relevant, engaging and concise elements, your company can also stand out in a sea of organizations seeking top talent.
Where Can Recruitment Videos Work Best?
There are many different applications where recruitment videos can add a lot of value. These include:
On your career site: If your business has an established career site, incorporating video can appeal to those who come searching for open positions. This site is a good place to include video testimonials from current employees and content that emphasizes the culture.
In job postings: When applicants get to job listings, they should be able to get a sense of what to expect. Include video content in job postings that is easy to view without navigating away from the application page.
At job fairs and conferences: When participating in job fairs and hiring conferences, consider how you can help your business stand out by utilizing professional videos. Show them on a loop on a screen in your booth or provide a QR code that allows potential applicants to watch the videos instantly.
On social platforms: As mentioned, millions of people are on social media platforms at any given time. Expand your reach by sharing videos through your social networks and encourage employees to do the same.
On video advertising platforms: If you want to put money behind your recruitment videos, consider utilizing advertising platforms geared toward video content.
Throughout the hiring process: Share videos with applicants throughout the process to keep them informed and engaged.
Through employees: Ask happy and engaged employees to take part in the recruitment process by sharing videos with their friends and family. Internal referrals tend to have higher engagement and retention rates.
Examples of Effective Recruitment Videos
Need some inspiration? Check out a few effective recruitment videos:
Apple
This video is demonstrative of Apple’s culture, focused heavily on innovation and creativity. It showcases what the organization does and the value placed on diversity as employees speak various languages throughout.
Zappos
In the recent past, Zappos has adjusted its culture and management structure, replacing the traditional “boss-employee” hierarchy with self-management opportunities. The company’s documentary-inspired recruitment video emphasizes the importance of culture fit.
Starbucks
With more than 28,000 locations across the globe, the massive coffee chain is among the largest restaurants in the world. In this recruitment video, viewers get a sense of the welcoming, supportive environment where every team member is considered a partner.
Dropbox
This video features the perspective of colorful puppets, creating a quirky video that’s sure to stick in the minds of viewers. The humorous expressions on the puppet’s face also provide insights into the playful company culture.
Manage Your Candidates with ApplicantStack
As you consider how to incorporate video into your recruitment efforts, it’s worth thinking about how your business will manage the influx of candidates as they see your videos and apply for open roles. ApplicantStack is an excellent tool for businesses of all sizes, offering budget-friendly pricing and robust features.
Everyone involved in the hiring process can view candidate status, identify next steps and move top talent through various stages with ease. Keep everyone on the same page while keeping track of notes and recommendations in one place. Additionally, ApplicantStack makes it easy to text candidates. Since texts have a 200 percent higher response rate than emails, you can see the immediate value of this feature.
There are few things more frustrating than a tepid response to a newly-posted job description. The time that goes into identifying a need, writing the description, and posting is an investment in the future, and you need quality results. For small business owners especially, that time can be very precious and scarce.
Could it be that a lackluster job description is to blame for an inadequate candidate pool? We’ll consider some ways to improve job descriptions to attract ideal candidates for your open positions.
Common Mistakes in Writing Job Descriptions
Here are a few of the most common mistakes made when writing job descriptions.
Using clichés and jargon. People seeking employment could fill a bingo card with words or phrases in job hunting that have essentially lost meaning. Self-starter. Team player. Rockstar. Paradigm shift. Thinking outside the box. At best, they’re lazy; at worst, they’re intentional choices to obscure facts. It’s worth your time to eliminate the cliché words and phrases altogether.
Absent salary figures. The conventional wisdom that salary can be disclosed later in the hiring process no longer serves the contemporary job seeker. In fact, some states have laws requiring salary transparency in job descriptions. Including these figures shows you’re serious about pay equity and transparency. It inspires confidence in prospective employees that discussions about compensation are not off-limits now or ever.
Recycling old content. The job market is ever-changing. Most companies can define themselves pre- and post-pandemic in dramatic ways. What worked for hiring in one period may be almost irrelevant now, and taking the time to critically edit and revise job descriptions can make a huge difference in the quality of your inquiries. Even if the job you’re hiring for demands a lot of the same responsibilities and qualifications as the last time you posted it, the changing job market means cut and paste may not get you the candidates you’re seeking.
Vague or misleading phrases. Similar to using clichés and jargon, job seekers may be put off by vague or umbrella terms that don’t accurately describe the work. For example, if you’re hiring for call center representatives, it’s misleading to use the term “marketing associate.” Fielding applicants who drop out after they learn the actual responsibilities of the job is a waste of everyone’s time.
Presenting all requirements as equally important. Jobseekers run the gamut of overconfident to underconfident. An ideal job description offers both a reality check and encouragement by ranking requirements or specifying non-negotiables. This information provides meaningful clarity for candidates with a wide variety of education and experience.
Stop the Search With the First Sentence
The first sentence is the hook for the reader. Jobseekers will use this early information to determine whether the position aligns with their abilities, as well as if it’s something they want to do. They will also consider their goals and interests when assessing the first part of the description.
If your job title is “Marketing Specialist” consider the following two descriptions:
“We’re a tech startup growing faster than the speed of light with fresh and innovative ideas for the marketplace, and we need a marketing team to match. We’re looking for a social media rockstar who can hit the ground running on day one.”
or
“For 5 years, our company has seen consistent growth in the domestic application space, including apps for grocery shopping, household chores, and childcare reminders. We’re growing our marketing team in areas of social media, AI, content writing, and advertising. This role falls under the content writing umbrella but would involve collaboration with advertising and social media.”
The quick-talking cliché language of the first doesn’t offer any specifics and may be seen as an oversell without realistic expectations. It might also scare off someone who expects structured onboarding and on-the-job training. The second one briefly explains the company’s products and expands on the marketing specialist term to explain specific responsibilities.
Job seekers will almost always look at websites and social media to better understand what a company does, but this method gives candidates a snapshot into the market you occupy. Someone interested in app development around home organization knows right away that they could be a good fit.
More Quick Tips to Spice Up Your Job Descriptions
Need some more help? Here are some additional tips.
Use specific language. As discussed, clichés and jargon are easy to skim or bypass altogether. Take a hard look at your job description and look for anywhere you’ve used vague words. Explain job responsibilities with clear and specific language. “Travel required typically two weeks per month” instead of “exciting travel opportunities” gives a candidate something realistic to consider.
Incorporate inclusive language. Highlight equity and inclusion initiatives. Use gender-neutral language where applicable and be sure nothing in your description implies favoritism for one group over another.
Be honest about perks and benefits. Don’t try to oversell perks and benefits, especially if they’re not accessible to every worker. On the other hand, candidates can be excited by useful information about a great health plan, office lunches, gym memberships, PTO, and other perks that contribute to your company culture.
Use recognizable titles. The description is where to get creative and specific; prospective employees will search for the title they best recognize in themselves, or one they are seeking. Consider an SEO analysis to make sure you’re appearing wherever job searches are happening.
Be specific about location. One of the first details any candidate will want to know is whether the job is remote or in-person. Make your expectations about daily work, any in-person meeting requirements, and available hours (including time zone) very clear.
Good job descriptions aren’t just for hiring. They support accountability for the company to create a job contract and give the candidate something concrete to refer to during negotiations.Giving your job postings a critical once-over can bring the best possible candidates knocking at your door.
ApplicantStack is a perfect tool to help file away past job descriptions and call them up when the need arises. You can also utilize templates when you need a little extra help, and ensure your listings show up on the top sites and job boards. Try it for free today.
It’s the last of our five-part series focused on hiring trends to expect in 2024, and we’re digging into the expansion of entry-level hiring. Across all industries, newcomers to the market are searching for positions that allow them to grow their skills and abilities. Check out the benefits of opting for entry-level workers whenever possible.
Recruiting Trends Coming in 2024
Missed any of the previous trends? Check them out!
Filling open positions has become increasingly challenging in the recent past. Between rising recruiting costs and smaller applicant pools, finding and bringing on talent can feel like an impossible task. But here’s one thing that many employers are overlooking: Asking for too much experience can rule out great candidates.
More than one-third of entry-level job listings posted on LinkedIn require at least three years of experience. This requirement essentially eliminates anyone who is a newcomer to the field, likely discouraging them from applying at all. And even those who do choose to apply despite not meeting all requirements may get filtered out before they even reach your desk.
As someone responsible for hiring, it’s worth opening your positions to true entry-level candidates. New graduates or those who are embarking on career changes can make excellent contributions to the team and can be great fits in a variety of roles.
4 Reasons to Consider Entry-Level Talent
In addition to the advantages outlined above, here are four reasons to consider people who are truly entry-level (or have no experience in the field).
Lower costs
It’s cheaper to hire an entry-level employee than someone with multiple years of experience, which can really help your company’s bottom line. According to research published by Zippia, the cost to hire and bring on an entry-level team member is approximately 180 percent less than an executive-level employee. Since the average cost to hire is around 20 percent of an entry-level employee’s salary, you can save a lot by opting for new talent rather than hiring a mid-level employee, which costs 1 to 1.5 times the salary amount.
Easy to train
Another advantage of entry-level employees is their trainability. They are less likely to bring highly developed workplace habits or ways of doing things, so department leaders and executives can train them to handle work in the way that is best suited for the company. Additionally, newcomers to the workplace may be more likely to build healthier professional habits, which contributes to the overall morale and culture.
Familiarity with technology
In most cases, an entry-level employee is part of the younger generation, which means they are probably more familiar with today’s technology. Younger jobseekers are generally comfortable with current hardware and software platforms, which can serve as a significant asset to your business.
Enhanced diversity
People who aren’t as seasoned in the workplace bring unique perspectives that can promote enhanced diversity. It’s worth investing in people who are excited about the prospect of what your company can achieve and willing to put in the work to bring organizational goals to fruition.
With the right approach, adapting to this 2024 hiring trend can transform the way your company finds and onboards talented individuals. Skills don’t necessarily equate to talent and ability, so make sure to broaden your search and widen your pool of applicants in roles that lend themselves to on-the-job training and education.
Starting any new job is like drinking from a firehose for at least the first few days. Onboarding a new employee means a huge data dump of company values and culture, job responsibilities, department procedures, and all the administrative tasks of setting up payroll and benefits. Remote employees face an extra hurdle in that all of their onboarding has to be done through virtual or text communication. Still, there are plenty of ways to make the virtual onboarding process run smoothly for both employer and employee. Here are some of our best tips for remote onboarding.
Why Include Remote Employees in the Onboarding Process?
Research suggests that around 86 percent of employees decide whether to stay with the company within the first few months. That means the first introduction and subsequent few weeks of a new employee’s time is crucial to retention. Small businesses in particular may find that the onboarding process ends up taking a backseat to the crush of daily operations.
“You’ll figure it out” may cut it for some self-starters, but other remote workers might need a more deliberate and informative onboarding experience. With onboarding tools built into ApplicantStack, you can set up the process once and go through it with every new hire. Plus, all the paperwork and tasks can be done from anywhere, ensuring that remote employees have access.
Onboarding remote employees takes some extra finesse and attention. Having a new employee follow someone around the office can accomplish in a few hours what a day of virtual meetings can’t quite match. But that’s no reason to give up on giving a remote employee the best possible introduction to the company. It may require some creativity and organization, but the goal of retention and employee satisfaction is worth the effort. ApplicantStack allows you to upload forms, create tasks, generate e-sign documents, and access lots of other helpful tools.
The Basics of Remote Onboarding
Remote and in-person workers want the same things from their job: clearly laid-out responsibilities, pride in their work, recognition for achievement, and a good work-life balance. To make sure that a remote worker feels a part of the company’s mission from day one, they need to be warmly welcomed and provided all the tools that can help them accomplish their work.
A well-structured onboarding program for virtual workers includes:
A clear outline and schedule of activities, like required video conferences with estimated duration and participants, expectation of camera on or off, viewing of pre-recorded content, time set aside to study company documents, participation in chats, introductions to other employees, or a virtual tour of the office
Computers and other required technology in good working order, along with detailed instructions, pre-recorded videos, or live training to set up the equipment properly
Clear policies on required availability via devices: times of day, in periods of time-intensive projects, or weekends and holidays
Links to e-sign necessary administration documents with clear communication on deadlines and functional upload capability for IDs, etc.
Access to supervisors and human resources for questions
Tips for Improving the Virtual Onboarding Process
Since the pandemic changed the work landscape, companies of all sizes have learned to embrace the idea of remote work. Here are some tried and true ways small and large businesses can implement to help your new virtual employee immediately feel like part of the team:
Include supervisors and department heads in the process of developing your company’s onboarding process.
Determine how your existing employees’ time is best used. Does 1-2 full days of onboarding meetings make sense? Or do you set up a week’s worth of half-days to allow supervisors to attend to other work? An onboarding expert at LinkedIn said, “We felt we could best do [onboarding] with shorter bursts spread over a week to allow flexibility with working from home, and then we could adapt as needed.”
Allow for breaks. Employees can feel free to turn off their cameras and stretch, take a short walk, or attend to a personal task. Some companies send a gift card for a virtual lunch break.
Don’t make assumptions about proficiency levels in tech. Offer plentiful training about the software your company uses for an employee who may be coming from a fully in-person job.
Designate an onboarding mentor whom a new employee can ask questions privately, if needed. Introduce the new employee to the mentor early in the process and allow check-in time to clear up any confusion as it happens.
Ship a welcome basket along with a laptop and any other required tech items. Include some useful and some fun items, such as:
A printed copy of the employee handbook that includes information like company values and culture, clear explanations of perks and benefits, bonus or incentive policies, company leave and holidays, and mandatory work hours or meetings.
Logo swag like coffee or water cups, notebooks, pens and pencils, or a framed graphic of the company mission statement
Desk items like ring lights, mouse pads, faux plants, organizing supplies, decorative file folders, or cleaning supplies
Required and bonus tech equipment like a working laptop with one or two chargers, bluetooth headphones, microphones, an external monitor, bluetooth keyboard and mouse, or tablet
Virtual Onboarding Follow-Up
The Kevin Eikenberry Group, a consultancy group, looked at research from Queens University in Canada regarding long-distance relationships. They suggest that some of the data can help managers with the onboarding process and first few weeks for remote workers. After a set amount of time, supervisors should check in with remote workers and assess mutually-agreed upon benchmarks.
Does your remote worker feel like a valuable part of the team?
Do they feel like boundaries of availability via tech are respected?
Were they supplied with all the relevant information from the beginning or have they been blindsided with new data?
Do they feel comfortable bringing up concerns and asking for clarification?
Are supervisors available and responsive?
Many businesses operate now with a combination of in-person and remote workers. Productivity and retention can often be determined by the quality of your onboarding process. A tool like ApplicantStack can help you organize your onboarding process for best success with remote workers.
Talent acquisition occupies a big chunk of a company’s time and focus. Whether your company is the size of Apple or a local trucking company, hiring qualified employees demands a certain amount of attention and organization. Consider these 5 reasons why perfecting your talent acquisition process can lead to long-term benefits for your company.
1. Talent Acquisition Efforts = A Valuable Business Partner
For a rapidly growing small business, tasks like posting jobs, receiving applications and resumes, and setting up interviews can be spread across personnel in all departments. Sometimes the urgency of the task means employees are forced to take on additional roles and responsibilities. While input from various departments is valuable, a scattershot approach to hiring can lead to missed opportunities, tardy communication, and soured relationships with potential hires.
A dedicated talent acquisition team will have a tight focus on helping the business thrive. Team members will see a holistic view of all departments and staff. They will act as liaison between upper management and departments to identify hiring gaps and do the administrative legwork to find applicants to fill those roles. A tool like ApplicantStack can further reduce the time required for posting available positions, organizing the applicants’ information, and keeping a detailed log of communication.
2. Talent Acquisition Team Analyzes Pay Equity
According to the California Commission on the Status of Women and Girls, unequal pay can be a result of direct or indirect biases based on gender, race, incorrect perceptions about employees’ career ambitions, or simply on past experience. In the hustle and bustle of everyday operations, management likely doesn’t have the time available to analyze each employee’s pay status and interrogate its fairness.
From job posting to onboarding, your talent acquisition department can apply some of the following suggestions from the Commission:
Remove bias from hiring process by making sure all genders are represented at each stage of the hiring process.
Encourage a company culture where employees can discuss their salaries without any fear of recrimination.
Allow employees to be heard by management on concerns of compensation.
Review and establish fair and equitable compensation packages for every position so pay is reflective of the job requirements rather than subjective criteria.
Competent talent acquisition professionals can create a comfortable atmosphere around compensation from a candidate’s first interaction with your company. Transparency during the hiring process helps weed out any employee who turns out to be unwilling to commit to an undisclosed salary.
According to Aptitude Research, a whopping 44 percent of candidates drop out of the process if pay isn’t disclosed from the beginning and it doesn’t meet their criteria once revealed. Transparency and open dialogue help weed those candidates out from the beginning.
3. Talent Acquisition Teams Facilitate Succession Planning
In addition to hiring outside talent, your TA team can identify action plans for employees within the company to fill roles now or in the future. Promoting from within the company takes a great deal of the unknown from the process and can be an encouraging experience for a valued employee.
The University of Washington created a toolkit for assessing how succession planning could benefit your business. Aside from immediate positions that need to be filled, the tool helps company leaders identify a holistic view of current and future goals. It then helps identify which employees can be trained or mentored into filling positions that support those goals. They’re tasked with working with upper management to quantify the value and urgency of those roles to create a long-term strategic plan.
4. Talent Acquisition Teams Identify Successes and Failures in the Hiring Process
Whether your company is consistently hiring to meet growth or hires in bursts such as seasonal work, there is always room for improvement in the process. A dedicated TA department will review and evaluate each hire. A tool like ApplicantStack produces detailed reports that give your company valuable data.
“Source Performance” helps you know where your applicants came from.
“Time in Stage for Active Candidates” shows how long applicants sit in any section of the workflow.
“Hire Metrics” gives percentage hired, among other metrics.
“Stage Conversion” reveals where each candidate sits in the hiring process.
These reports are not only useful for the active hiring process but provide a window into the overall efficacy of the team’s efforts. It can help identify repeated breakdowns in the process and point to places with needed improvement.
5. Talent Acquisition Teams Contribute to Employee Retention
A report published by Madeline Laurano at Aptitude Research revealed that 49 percent of companies surveyed set employee retention as a top priority. Companies that link talent acquisition with employee retention see vast improvements in metrics like employee turnover (60 percent vs 32 percent) and employee production (62 percent vs 20 percent).
The report also found that many companies still see hiring and retention as a job for separate organizations. In fact, a quality TA department can recognize strategic initiatives that ensure retention of those employees your company worked so hard to hire. It takes many worker hours to recruit, gather resumes, interview, negotiate, hire, and onboard new employees.
Retention has a direct impact on an organization’s stability, long-term success, and productivity. High turnover rates are disruptive to operations and impact growth. Using the metrics reports from ApplicantStack along with personal interactions between employees, hiring managers, and management, employee retention becomes a collaborative effort that benefits worker and company alike.
Businesses of all sizes can benefit from a thoughtful look at their hiring processes. Even if your staff and budget feel small, an investment in dedicated talent acquisition professionals may make all the difference to company culture, productivity, and retention.
Quality employees can make or break a business of any size but are vital to the health and success of a small business. Whether you need to replace a worker who’s left or your business is expanding, hiring top talent takes energy, time, and company resources.
According to benchmark studies conducted by the Society of Human Resource Management, the average cost per hire is $4,683. Though that number might feel like it applies more to large corporations, consider that the median cost came in at $1,244. If your budget for recruiting feels small, here are five ways to help stretch it a little further.
1. Consider Hiring From Within
Small business owners and managers often have the advantage of personally getting to know the strengths and talents of their employees. As businesses grow and change, employees may want to take on new roles within the company but may not see a clear path for a changing job description. As you define the parameters of a new job in the company, consider looking around at the employees you already have. It may require some creativity to add or subtract responsibilities from an existing employee into a newly created job description, but it’s possible a perfect candidate or candidates are already a part of your team.
If your business is undertaking a multiple hire situation, something like an anonymous survey of employees may reveal current employees’ hidden career goals or talents. This information can provide clarity on both promoting from within and drafting a job posting.
2. Optimize Your Job Postings
Armed with data from your existing employees, current and future business plans, and immediate hiring needs, spend some time carefully crafting your job postings. You could involve current managers or department leaders to help describe specific duties and desired skills. Watch out for common buzzwords in both job titles and descriptions that could be interpreted more than one way. An applicant with extensive customer service experience, for example, may apply for a vaguely described “account manager” position, but in your business, that job requires bookkeeping experience. Be sure the posting includes detailed information about requirements for:
Qualifications
Education
Experience
Skills
Special requirements (such as atypical work hours or travel)
And include details for:
Flexible work arrangements (in-person or remote work possibilities)
Paid time off (such as company holidays, starting vacation time, and sick leave policies)
Salary range
An Indeed survey revealed that employers often felt the need to revise job postings because they received too many under-qualified candidates. It will save both yours and the applicants’ time if your posting is clear about non-negotiables.
3. Evaluate Where Your Budget Is Best Spent
Small business owners often carry the load of performing various tasks. Whether your business is just starting out or you’ve seen quick growth that outpaced the hours available in a day, it’s likely there are helpful tools that you may not have had time to research. A personal approach to identifying and crafting job descriptions may feel like a valuable use of your time. Once the applications and resumes start pouring in, however, delegation of some tasks might ease some of the additional load. That’s where an applicant tracking system (ATS) like ApplicantStack comes in.
We’ve all been there: sifting through a long email thread with multiple people to locate some nugget of information about an applicant. Or trying to remember where and how you saved a resume file on your hard drive, only to come up with an empty search box. From your first application to making offers, ApplicantStack organizes and sorts relevant information for all involved to evaluate. It makes for smooth collaboration and prevents dreaded errors that can cause your company to miss out on a perfect hire.
4. Hire Young Talent
Experience and education are hard and fast requirements in some sectors, but consider if your company has room to grow by hiring young people just entering the workforce. These individuals may bring an level of enthusiasm and willingness to learn that benefits the team, and come in prepared for a starting salary commensurate with their position. Your company may consider mentorship as one of its core values to prepare new workers for a long and fulfilling careers.
5. Re-Evaluate Your Public Brand
Ask yourself (or your marketing team) some probing questions about how potential candidates are introduced to your company. It’s common practice for a job candidate to start their research with the basics.
How do you present yourself publicly?
If you have social media accounts, are they updated regularly with useful and informative posts? If you don’t post regularly, do they look neglected? Are they an important part of your business identity?
Does your website accurately reflect the current course of your business? Are hours of operation, contact information, or staff pages updated? Does it function properly or are there broken links or pages?
In terms of cost, social media and website updates can take anything from company time to the investment in an agency rebrand. Low-cost solutions like courses from a social media coach or simple text and photo website updates might make a big difference in your public persona.
New hires in a small business represent exciting growth. Hopefully these five tips can help you recruit quality talent even on a budget. Success awaits with careful consideration of your internal resources and external tools like ApplicantStack. You’ll be organized and on the way to hiring the best workers for your company.
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