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Your business is only as good as the people you hire. Everyone knows this but many small companies fail to allot the budget for an HR Manager, whose primary function is supporting the people behind the products you’re pushing. Neglect of HR is particularly true in startup environments, where organizations are more focused on pushing a product into the marketplace.

A Hiring Manager handles a lot these days, but they are tasked primarily with finding the right talent. That is much harder than it sounds, especially during times of historically low unemployment. There is more pressure than ever to find the right candidate when almost everyone in the U.S. is gainfully employed. Plus, Hiring Managers are all too aware of how much it costs a company when they pick the wrong candidate for the job.

Staffing agencies have two primary clients: The employees we place in jobs and the employers that hire them. At Artisan Talent, we appreciate both and work hard to deliver on our promises to employers and the talent we hire for them.

But a frequent question asked by both employers and creative talent is what does the staffing agency bill the employer and how much profit does the agency make?

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?

“I quit” are two of the most commonly uttered words in the history of the j-o-b. The reason is that the average amount of time a person spends in a job in the U.S. is 4.2 years. That may seem like a long time (especially for a person that hates their job), but  actually, that number has dropped drastically—turns out the average job tenure for someone 55 to 65 years old is more than a decade, according to Wallet Hacks, while today, people generally don't stick with a job for that long.

In normal times, a Hiring Manager holds a lot of power in a company. In a 4% unemployment market, the Hiring Manager also has a lot of responsibility and pressure to fill the seats on the bus with the right people. It’s a very challenging job even during times of high unemployment when it’s easier to pick up top quality candidates from a broad pool of applicants.

Graphic designers. We love them. Businesses can’t thrive without them.

Autodesk's Tom Wujec recently gave a TED Talk about how good graphic design clarifies complex ideas and makes us remember them. It takes training and talent to create designs that do this. In our digitally focused society, consumers are increasingly skimming web content in search of salient points before moving to the next thing. This means your corporate graphic imagery — those pictures that tell the world who you are — is more important than it’s ever been.

2018 has been a varied, polarizing year, and our most popular blogs certainly reflect that.

From convincing a Hiring Manager you're the right one for the job to understanding millennials and being successful as a freelancer, these 18 most popular blogs of the year will help you start 2019 on the right foot.

It is essential for any startup to identify and appoint the right talent because only the right people have the potential to keep a startup running smoothly and successfully in a highly competitive business environment. When recruiters and HR professionals fail to identify the right fit, it results in cash burn, and if the employee has a client-facing profile or represents the business in any way, it can also adversely impact brand identity.