At a loss for what questions to ask in an interview? This list of thought-provoking questions will give you a head start. Combining Pat Lencioni’s concept of Hungry, Humble, and Smart with the questions we’ve found helpful over the years, this list will provide you a great starting point.

You know the one. That bad hire you made at some point in your career, that still haunts you today. The truth is, no one wants to make a bad hire. Aside from the human element, the negative impact on culture, morale, and even finances is mind-blowing (and well-proven). The U.S. Department of Labor estimates that the average average cost of a bad hiring decision is at least 30 percent of the individual's first-year expected earnings.

The sad truth is that candidates are not required to be interested in your company. The good news is that we can fix that with a three-part formula that makes your value proposition much clearer in recruiting!

This month Forge Search turned two years old! I honestly did not think we would make it that far.

There are 1.9 posted roles for each unemployed, available candidate on the market. So no wonder great talent is hard to find. Almost every executive you talk to is frustrated at the difficulty filling open roles in their organization and the rising compensation requirements for those candidates. It shouldn't be this difficult. We've compiled five tips for how you find the right talent for your organization.

Because we needed one more catchy name for this era of hiring, The Wall Street Journal recently published an article calling 2023 the year of “The Great Rebalancing.”

Wait -- hear us out. While obviously we're biased towards our Recruiting Process, we realize that sometimes it can be out of scope or budget to use external resources.

One of the most common questions you’ll get in an interview is “Why are you leaving your current job?” Here are some practical tips for how to answer that question and keep the interview flowing smoothly.

Have you ever wondered how to write the perfect resume? How to capture all of your accomplishments and successes? Here is our guide to writing a succinct, modern resume that will gain attention from hiring managers!

What do you think is going to happen to hiring? If I had a dollar for every time I got that question, I would be a rich woman.

It’s the one question I hear more often than any other: Where have the candidates gone? In an abrupt reversal from the spring of 2020, companies have found themselves struggling to acquire talent. PEW Research reports that 42 states have more available jobs than people looking for work.

“Recruiting is not rocket science.” If you’ve worked with me for any time at all, you’ve heard me say this. And it’s true. A strong process is what sets a great recruiter apart from an average one (and, you could say, a great firm apart from an average one). All of our recruiters are well-trained in the Forge Search Process. Here’s a peek behind the scenes of the process we go through for each of our searches.

Last month, Forge turned one year old. As I reflected on all that we have come through in the past year, I understood why so many entrepreneurs compare launching a company to birthing a child.

Humor me for a quick minute: take a brief scroll through social media, and notice what emotions are being asked of you. You’ll probably notice some humor, sadness, outrage, joy, envy, positivity (be positive!!), competition—and probably some more outrage.

Outrage is easy. Shock is easy. Steadiness is not.

It’s funny (almost), but not quite—the way power never rests in the middle. The balance of power almost always swings from one end of the pendulum to the other. And it’s not just in work—it’s really the same for most life circumstances. Rarely are things “even” or “just”—we are left grappling with a set of circumstances we don’t really fully understand.

How do I hire the right fit for my organization? One of the biggest challenges in recruiting is cutting through the fluff, determining what’s real and what’s not, and figuring out who will be the most successful—long-term—in your organization. In the 15+ years I’ve been in the recruiting space, I’ve learned a few key take-aways that help mitigate the risk of the bad apple.

“Supersize that, please.” We live in a world that is constantly asking for more. More of our time, our money, and certainly more of our emotions. I see this on a daily basis in recruiting, as we navigate negotiations between a company and a potential new team member.

I often joke that our job as recruiters is part-therapist, but it’s not really a joke. The truth is we are dealing with human beings at some of the most vulnerable points in their professional and personal lives: transitioning to a new job or adding a new person to the team.

On a warm spring evening last month, with the scent of popcorn in the air, every single one of the kids on my son’s Little League team got a personalized trophy.

It’s a theme leaving economists baffled: there are millions of un-employed Americans AND millions of American businesses who can’t find the right people to work in their companies, restaurants, or factories. What gives?