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Employee stories are the stories of your company culture, and one of the best ways to show talent what you stand for and how you work. You don't need to be a content marketer to do it. With a few simple tips, you'll be telling your story and attracting great talent in no time.

Attracting strong tech talent is hard, especially if you are leading an early-stage company. Companies that spend time building their reputation through employer branding have an advantage, but with limited resources, they need to get creative. If you are a start-up CEO, it may be time to pitch in by stepping up your game on social media.

Employee advocacy is an essential component of recruitment marketing, but getting employees engaged is tough. Pivot and Edge teamed up with students at Algonquin College and Carleton University to create an application to help businesses boost employee advocacy through gamification, and improve their recruitment success.

As I’m writing this, I realize that title may be confusing. I don’t mean software developers that are financially strapped and living on a shoe-string budget (not that there is anything wrong with these peeps), but rather how to attract software developers without having to spend a lot of money.

Teresa Tam’s recent announcement on the continuation of COVID-19 restrictions may have some business owners wondering how they can continue to attract employees when they cannot use pre-corona tactics. Getting creative with a new employer value proposition (EVP) may be daunting, but it is not impossible. Check out our blog post to learn how to adjust your EVP so that it responds to the pandemic in a way that allows your hiring to excel, not falter.

There are three things I feel that scale-up C levels should consider when interviewing candidates from big corporate.

Major disruptions like COVID-19 push us to rethink previous norms. More companies are now realizing that remote work can work. With a bigger shift to distributed teams, recruiting and onboarding are likely to change for good.

Empower your employee base with employee advocacy to increase your hiring power. Recruiters aren't always the answer when looking to hire for your next job posting.

When you first start looking into remote working, it's easy to get caught up in, or turned off by, the evangelical zeal that accompanies the topic.

Increase your employee referrals by empowering your employees to participate in the hiring process. Building company culture that fosters strong employee advocacy can help increase your hiring power.

Have you created barriers for yourself when looking for your next hire? Consider looking at other ways to evaluate potential hires instead of relying solely on their resume.

Are you fostering your employee referral program? Leveraging your employee powerhouse to fill your next job posting can decrease your hiring cost, time and lead to a stronger candidate.

Create an engaging job posting to attract more qualified and applicable candidates. Clearly outline your employer brand, company culture and create a dynamic job posting to help your company stand out.

Ensure your company's career page is accurately showing who you are as an organization. Differentiate yourself from others and speak directly to your target job candidates.

The recruitment industry is changing, or should be, as the hiring landscape continues to evolve. Find the right position by choosing how to interact with the recruitment process.

Up your hiring game with these tips. Recruitment can be a fun process if you're attracting the right candidates. Do you have hiring processes that are turning off potential hires?