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When it comes to bad hires, Hiring Managers and Recruiters feel the same pain. You know the scenario: the candidate made it through the first month and started to struggle. Maybe it’s culture fit or perhaps something went wrong during the screening process, but somehow, the new employee isn’t exhibiting the skills or attitudes that seemed to shine so brightly during the interview process. They’re rocking the boat, not doing the job, and it’s just not working out.

Hiring is a huge responsibility and an inexact science. Despite our best efforts, sometimes we hire the wrong person.

How can a hiring team reduce its chances of having an April Fools’ joke played after the employee onboarding is over? What can companies do to reduce the chances that they hire the wrong person?

If you’re wondering whether your business needs to hire a Marketing Manager, the answer is probably yes. Just asking the question is a sign it may be time. Here are other signs that indicate you’re ready.

With low unemployment and a robust economy, finding the right people to hire has become more difficult. Forty-five percent of employers say they are unable to find people with the skills they need. That represents a large increase in unfilled jobs and the toughest hiring environment in a decade. Right now, there are more than 6.7 million job openings in the United States.

The demand for tech jobs has exploded in 2018. It is not just high-tech firms that are looking for talent — the digital transformation is affecting every business. If you have the skills, it is a hot market. If you are trying to hire key personnel, it can be a challenge to find talent.

If you’re lucky to live in a part of the country that changes with the seasons, the fall brings vibrant leaves and cool night air. No matter where you live, the fall also brings the Starbucks Pumpkin Spice Latte. Nothing says fall like the cinnamon, clove, ginger and nutmeg of that perfect hot brew. It’s like autumn in a cup. Starbucks has done a wonderful job marketing the beverage under their brand. There are Pumpkin Spice Latte groupies, posts on Instagram galore, and it even has its own Twitter account.

Could the PSL teach us about our own personal branding efforts?

If you’re a freelancer, it’s likely that the majority of your client communications will be by email. The bad news is that an email inbox can get cluttered fairly quickly, which might make your important client communication slide to the bottom of the list.

Some companies conduct exit interviews immediately upon learning an employee will be leaving. Other companies conduct them on the employee's last day. And still others don't conduct them at all. An exit interview may appear to be a formality, but it's actually a critical part of the employer-employee relationship and it can give you some unique insights into your company and employees.

Freelancers are a great resource to tap, because they're skilled in their field and will get the job done without requiring you to hire a full-time employee. However, working with freelancers, whether remote or onsite, can create many recruitment challenges that you’re going to need to overcome.

Once you've hired the best talent in the industry, you're immediately faced with an equally enormous task: keeping them satisfied.

Employee engagement and retention — especially for those who rank among the most skilled and experienced — is no trivial task. Much like a personal relationship, employee retention requires continuous engagement, solid communication, and hard work.

Video is now the go-to medium for recruiting, interviewing, and hiring. Don’t believe it? This HubSpot infographic shows 18 new videos are published every month by businesses across all market sectors and industries.