LinkedIn has become a vital platform for professionals to grow their businesses and acquire new clients. For lawyers in private practice and accountants in public practice, the significance of business development cannot be overstated. In this article, we will explore a straightforward and effective long-term strategy for business development on LinkedIn.
As lawyers and accountants, your success relies not only on your expertise but also on your ability to attract new clients. In today's digital age, LinkedIn offers immense opportunities to showcase your skills, connect with potential clients, and establish yourself as a thought leader. Let's delve into the key steps of this strategy and discover how you can optimize LinkedIn for long-term business development.
Your LinkedIn profile serves as your digital identity, making it essential to create a strong first impression. To optimize your profile:
Once your LinkedIn profile is optimized, it's time to focus on building a strong network of potential clients. Follow these steps:
To attract and retain your target audience's attention, focus on providing value through valuable content and interactions:
Consistency and dedication are crucial to establishing yourself as a thought leader in your industry. Follow these steps to solidify your reputation:
Implementing a long-term business development strategy on LinkedIn can be a game-changer for lawyers and accountants looking to grow their client base. By optimizing your LinkedIn profile, building a strong network, providing value to your audience, and establishing yourself as a thought leader, you can position yourself for long-term success. Consistency and dedication are crucial in this strategy, so commit to your efforts and watch your business flourish.
If you have any questions, please contact recruit@forgerecruitment.com or visit our website at https://forgerecruitment.com/
Click here if you prefer to watch the video https://youtu.be/BTFgOUOFHeE
In today's fast-paced work environment, time management has become more critical than ever. With so many tasks to accomplish, and an endless list of distractions, it's easy to get lost in a sea of unproductivity. So, to help you optimize your workflow and be more productive, here are some time management tips that you can use to better manage your time at work.
One of the first steps towards better time management is to stick to a daily schedule. When you create a schedule, you allot specific time blocks for different tasks. By doing this, you ensure that you are spending enough time on each task and completing them within a set deadline. When you set realistic timelines, it helps you stay focused and reduces the risk of procrastination. So, give your time blocks your undivided attention, and try to stay on track as much as possible.
To-do lists are a great tool for increasing productivity. However, it's essential to prioritize tasks according to their importance and urgency. The Eisenhower Matrix is a popular tool that can help you break down your list into four categories:
By categorizing your tasks in this way, you can focus on the most critical tasks and delegate or delete the less important ones.
Another effective way to manage your time is to batch similar tasks together. Grouping tasks with similar objectives or functions will allow you to work on them together and reduce the time required to switch between different tasks. For example, responding to emails can be done every morning from 9-10 am, while scheduling meetings can be done in the afternoon. By batching similar tasks, you will have a better understanding of what you need to do and when, which will help you stay more organized and productive.
Multitasking is often seen as a way to increase productivity, but the truth is that it is the exact opposite. Studies have shown that multitasking can reduce efficiency and inhibit productivity. Instead of multitasking, give your undivided attention to one task at a time. Doing so will ensure that the task is done to the best of your ability and avoid any errors.
In conclusion, time management is a critical skill that every professional needs to master. By following these tips, you can better manage your time and increase your productivity at work. If you have any questions or would like further assistance, don't hesitate to reach out to us at Forge Recruitment. Good luck!
Forge Recruitment dedicates one Wednesday per month to a "Wellness Wednesday" activity, promoting physical and mental well-being. In Q1, we mixed up some delicious immunity shots and overnight oatmeal and had a fun-filled boxing session with Jennifer Huggins at Kingsway Boxing to kickstart our Fight to End Cancer fundraising campaign.
We welcomed two new members to our company who have already made a positive impact on our team. Stefan joined us as a Manager, Search Operations with the Accounting and Finance Team, and Kayla joined us as a Search Associate with the Legal Canada East team. We are happy that Stefan and Kayla joined us and are excited to see our team grow!
We recognize and celebrate our top Client Services and Search Associates’ hard work with monthly A-Team lunches. We aim to ensure our team members feel acknowledged and appreciated for their efforts. Kudos to these superstars!
Emily and Jenn's trip to Vancouver was more than just a change of scenery! One of our main focuses is always to establish strong connections and bonds with our clients. It was an opportunity to develop new partnerships and take our Legal Canada West team to the next level.
Forge Recruitment is a supporter and sponsor of Fight to End Cancer so that those battling through a difficult time in their life, know that we are battling right alongside them. Fundraising to support life-changing cancer research is something we can collectively participate in, to help identify additional risk factors, new treatments, and a cure for cancer. Cancer touches the lives of many team members here at Forge and it is vital to us that we join in the fight together to make a difference.
We are proud to celebrate International Women's Day and recognize the achievements of women worldwide, including the many talented and skilled women on our team at Forge Recruitment. A world free of bias, stereotypes, and discrimination. A world that's diverse, equitable, and inclusive. A world where difference is valued and celebrated. Together we can forge women's equality. Collectively we can all #EmbraceEquity.
Has anyone ever told you, “You can’t have your cake and eat it too”?
Though unfair, this famous proverb can perfectly be applied to the current state of the remote work situation.
How so, you ask?
First, the cake. The option for many employees to work from home appears to be staying strong now and into the near future. Too many employees want the home-office opportunity and the hiring demand from companies is high. Given the limited amount of qualified candidates in the labour market, coupled with companies desperately looking to hire, employers will need to continue to offer a remote working option if it gives them the advantage in securing top talent.
In a recent survey conducted by Forge Recruitment, we found that the vast majority of employees (91%) prefer to work from home. Employers have listened, as we have also found that 73% of companies now offer some form of hybrid work arrangement. Fantastic! We now know that the majority of work-from-home demands are being met- so, what’s the problem?
This leads to our second point, the eating of the cake. Despite having the opportunity to work remotely, we have found that employees’ levels of engagement with their colleagues have fallen. In our latest report, Inside the Recruiter's Room, 2023 edition, we found that employees' biggest challenges while working from home were a lack of engagement with their colleagues and the inability to disconnect from work after hours.
Over one-third (34%) of respondents noted that their job satisfaction and company engagement decreased in the past 12 months. Nearly half (49%) of employees reported feeling disengaged with their current company and unsatisfied with their current job.
Unfortunately, this lack of engagement is not only being perceived by employees. We found that 63% of employers also found that remote work's biggest challenge was maintaining their company culture and employee engagement.
So, while the work-from-home cake is being offered, an adverse effect is being felt. As this lack of engagement negatively impacts employees, the onus shifts to employers to rectify the situation.
Why is this? Because as employee engagement falls, so does employee retention. Those employees feeling less engaged will begin to explore new job opportunities.
If left unresolved, your employees will ultimately move to companies that have best adapted at providing both the cake, remote work, and the ability to eat it, high levels of employee engagement.
Therefore, the question to employers becomes, "How do we provide the opportunity to work from home while elevating employee engagement?"
Forge Recruitment has always offered its employees a remote working arrangement. However, employee engagement has always been top of mind since day one. We have been challenged with the paradox from the beginning, and we have experimented with it, quite a lot.
To encourage engagement, we are always asking ourselves:
While we are far from perfecting how we operate, after several years, we now have systems, processes, and a culture that we feel allows for remote work, with engaged employees. It is often the “company culture” that our employees stress they love the most about Forge!
Here is what we have implemented to aid with our employee engagement.
Interactive Onboarding – During onboarding, our new employees meet virtually with each member of our team and receive training sessions from various subject matter experts within our business.
Regular Team Meetings – Regular video meetings, either weekly or bi-weekly, to ensure that each team is on the same page.
End-of-month In-person Office Days – While we are 99% remote, we do meet in-office once per month. This gives everyone an opportunity to work together and socialize in person.
Monthly Team Workshops – A subject matter expert within our organization will lead an interactive training session for other members of the business.
Job Shadowing – Provide an opportunity for one of our employees who is considering a role change or nearing a promotion to spend some time and observe a colleague who is currently in that role.
Peer-to-Peer Mentorship – Members who work in similar roles but on different teams meet once per month to discuss wins, challenges, tips, etc.
Wellness Wednesday – Once per month, we take time out of the day to unplug from work and focus on our mental health. This ranges from group yoga sessions to smoothie-making to volunteering.
Company Socials – Twice per year Forge holds large company socials where the entire business comes together with their families to celebrate successes.
Much of our focus centers on coming together and learning from one another. We find this strengthens our team bond while also allowing others to make valuable contributions to the business by helping others.
The proverb states, “You can’t have your cake and eat it too”, but who wants the cake anyways, if you can’t fully enjoy it?
Therefore, if you offer remote work, it is a wise idea to ensure that you take the necessary steps to address the challenges created by the remote working arrangement.
Ultimately, in the long run, doing so will give you the advantage in attracting and retaining the top talent you need to help your organization get to where it needs to go.
For more findings from Forge Recruitment’s annual report, Inside the Recruiter’s Room, 2023 Edition, and our annual Salary Guide, be sure to visit our website, www.forgerecruitment.com, to secure your free copy.
Author: Joncarlo Bairos
Technology is transforming the world of work and traditional jobs. AI has revolutionized every aspect of our daily lives, including within the recruitment world. With the integration of technology in the recruitment process, we see better quality results as well as it being cost and time efficient. Recruitment professionals will continue to adapt and embrace AI and data-driven solutions to help streamline candidate selections, scheduling interviews, evaluation of CVs, employee onboarding, and communication with companies/firms, just to name a few.
In the recruitment realm, it is quite common to have the recruiting process take months. With the combination of technology and professional service, the tedious administrative aspect of the job is automated, thus helping streamline the process, allowing recruiters to focus on other vital aspects of the job and provide efficiency. According to a recent survey, the average amount of time per week lost to completing administrative tasks, is around 14 hours. In addition to that, the costs of not automating these tasks can result in 41% lower productivity, 35% in higher costs, and 17% in poor candidate experience.
One of the primary advantages of AI integration is the minimization and elimination of data errors. As we know, recruiters deal with a high volume of data daily and costly errors can slow down the process. With the help of machine learned algorithms, analyzing resumes to match candidates to job vacancies is a lot less wearisome.
AI has enabled employers to conduct more targeted advertisements. With programmed advertising on professional networking sites such as LinkedIn and Indeed, it is much easier to cater and target the right demographics. With Generation Z making up for most of the audience on social media platforms, marketing and branding will be integral in the hiring efforts. Another plus with integration of technology is the contribution to diverse hiring. It ignores factors such as age, gender, and race when assessing profiles, reducing bias. An extensive study conducted by Tidio, an AI customer service platform, pointed out that nearly 70% of recruiters have seen a decline in bias at the profiling stage.
In conclusion, AI has revolutionized the game and has tremendously improved effectiveness and has played a crucial role in eliminating inefficiency, allowing recruiters to work smarter, not harder. In a candidate market that lacks qualified candidates, every edge you get as an employer, matters. One should not and cannot afford to be overlooking AI in this day and age, as the advantages can determine the edge over the competitors in attracting and hiring great talent. With that being said, maintaining human connection still trumps the AI experience and remains the key to standing out from the competition.
Author: Brendan Pais
There has been much talk of recession in the media of late and economists are torn as to whether we are already in the midst of a recession, or if there is one impending in the near future. As a specialized legal and accounting and finance recruitment firm, Forge Recruitment has been keeping a pulse on the economy for some time and maintaining regular conversations surrounding potential layoffs and staffing with our client partners and the candidates that we work with.
For the decision-makers within a law firm, making fiscally responsible decisions during uncertain times can be challenging. Is it time for you to layoff employees? Should you freeze hiring efforts all together? How do you keep up with your existing clients’ demands with no assurance that the economy will not impact their ability to pay for your services?
For employees in a law firm setting, that same uncertainty also rings true. Does my employer have the resources to maintain my employment? Am I a valuable asset to my employer? Is the area of law I practice in on a downswing due to the economy?
One common theme has emerged – lack of assurance. Forge Recruitment recommends the below considerations:
As we have witnessed in the past, one of the first reactions when in uncertain economic times is to scale back operations; it makes sense to cut costs and lay off staff. The challenge, however, is not necessarily the lay off, but replacing those same roles after the economy restabilizes. Even with a recession looming, there are still practice areas that are on the upswing (civil litigation, corporate law, family law, etc.). It may be a consideration to provide opportunities for staff to upskill and work on the overflow of projects from busier practice areas. Layoffs should only be a last resort. Consider who and how many professionals you lay off; they will need to be replaced in the future.
Strategic planning around your human resources is pivotal in these times and we recommend that hiring managers keep an eye on talent in the market (even when the doom and gloom of a recession is nearing) and ask, ‘is this professional capable of bringing in monies to the firm?’ ‘Is this potential candidate stronger than the bench of employees I have on currently?’ ‘Will this professional work to service my clients’ needs?’ By keeping an ‘ear to ground’ on the talent market, you will be in an advantageous position to bring on highly qualified talent that otherwise, may not have been available to you.
During tough economic times, the assumption is made that employment opportunities become scarce. To some degree, this is true, however, many organizations will take advantage of the economy to upgrade their current talent pool. We recommend always keeping an open mind to the job market (whether through actively applying to jobs, or passively listening to opportunities presented to you by a recruiter). There is an immense amount of power in not ‘putting all your eggs in one basket.’ Expanding your professional network during these times could be the difference between employment or not. With tools like LinkedIn, it is extremely easy to make connections with professionals within the space who can support you in a job search or mentorship opportunities.
Look to continuously upskill and assert yourself as a valuable asset to your employer. In many cases, the employees who ask for extra responsibility, volunteer to support with overflow of work, handle client interactions, and proactively keep busy are those that the employer will work harder to keep on board.
To conclude, recessions happen; this does not mean that all things must come to a halt. With some minor adjustments in the short term, you can steer through upcoming challenges with grace and a sense of assurance.
Diversity has evolved into a necessary component of any organization seeking to create happier, more creative, and more effective workplaces.
Indeed, diversity is a criterion by which job searchers evaluate prospective employers. According to a survey conducted by Glassdoor, 67% of active and passive job hunters consider diversity when evaluating job offers and businesses.
Diversifying the workplace is a challenge for everyone, but particularly for managers and business owners. We are all still working things out, and this will be an ongoing process. According to Gallup, 45% of respondents reported encountering workplace discrimination and/or harassment. Clearly, we face a difficult task ahead of us.
We discuss some techniques for managing diversity in the workplace below.
4 Tactics for managing Diversity in the workplace
If you're in charge of an organization or team, you'll want to ensure that you have an effective diversity program in place. Several strategies for managing diversity and inclusion include the following:
As with any program, boosting diversity is much simpler when leadership is on board. Ascertain that your company's executives completely support your diversity efforts. This increases the likelihood that other members of the organization will accept diversity as well. Leadership establishes the tone for the remainder of the organization.
Additionally, leaders are important to your success. With the support of leadership, obtaining the budget, time, and other resources you require will be easier. Ensuring that you have the authority to pursue diversity inside the organization is crucial. It must be codified in the company's policy in order for diversity efforts to continue even when key personnel leave.
How quickly you can convince leadership to embrace diversity is contingent on their existing position. At best, your leaders have taken the initiative to promote diversity. In this instance, you will not need to persuade them. If not all members of the executive team agree on the importance of diversity, you'll need to employ unique techniques to garner their support. In either case, take the appropriate actions to guarantee that diversity continues to be a core business value, even if leadership changes.
2. Maximize Diversity in Recruitment
Conduct a review and redesign of your recruitment process to ensure it attracts a more diverse pool of applications and recruits.
There are numerous factors to consider during the recruitment process. Here are a few examples:
Managing diversity in recruitment is a fast-growing area of interest in the human resources industry. You'll discover a wealth of reference books, courses, and subject matter experts to assist you in this field.
3. Enforce Policies That Benefit Diverse Groups in the Workplace
Following that, it's time to review all of your workplace policies to determine whether they encourage various employee groups. For instance, offering benefits such as flexible work schedules and on-site child care increases your organization's appeal to employees with a range of interests and demands. The absence of such perks disadvantages workers with small children. Consider access to advantages such as health care as well. Does it disadvantage specific groups?
Apart from the obvious benefits, consider how you accomplish tasks at work in additional ways. This may entail auditing employee forms and the manner in which communication occurs. Examine your physical workspace for ways in which the environment may be biased to particular groups of people.
Every aspect of your business has the potential to exclude certain individuals. As a result, you must scrutinize every square inch of your workplace—literally and metaphorically.
4. Identify and Overcome Implicit Biases
As previously stated, the majority of people have unconscious bias. As the term implies, unconscious or implicit bias is an unconscious prejudice towards specific categories of people. Nonetheless, unconscious bias continues to influence your behaviour and decision-making.
Unconscious biases are formed when your mind makes associations regarding a particular gender, race, age group, or other classification. These associations and prejudices may be formed as a result of a single, isolated occurrence, childhood memories, or simply something you overheard someone else say in passing. Perhaps you will never know. However, their effects endure.
Your role as a diversity manager is to assist individuals in identifying and acknowledging their unconscious biases in order to work toward eliminating them. This can be included in workplace diversity training.
These tactics for navigating workplace diversity make the job simpler. However, keep in mind that this is a continuous activity that requires the cooperation of everyone in the firm.
Given that you're reading this, you may be in charge of implementing measures to enhance workplace diversity and inclusiveness. As you may have surmised from this article, increasing diversity is a collective responsibility shared by all members of the organization.
Diversification is intricate and subtle. It is a continuous effort that requires the leadership's support and commitment, as well as the collaboration of staff members. While this is a large task, the rewards greatly outweigh the hardships.
We all go through changes in our lives, whether it's relocating to a new place, joining a new organization, meeting a new client, or changing jobs, projects, or teams. Transitions and change are "certain" in life and fall under the category of "predictable surprise."
Knowing that transition is key to a successful career rather than just leaping in and hoping for the best. To navigate a new job and enjoy the "honeymoon phase," we must adapt slowly and carefully.
If you are the new employee, take your time and plan ahead of time. This can mean the difference between a successful move and pondering if you were the right choice after all. The focus is now on you, and your honeymoon achievements and failures will shape your reputation for years to come. Here are few steps to navigate your new job.
Leaders all around the world complain about being the "newbie" who doesn't know how to do things. Refilling the coffee machine in a new office or being promoted into a new leadership role are examples of this.
Recognize that it takes time to adjust to a new role and that there is a lot to learn. Accept this and allow yourself to learn, ask questions, and rely on others. You'll learn a lot faster (and more efficiently) this way, plus you will meet new colleagues.
You're starting over. You want to impress your new coworkers so that when you leave, they'll regret it rather than look forward to it.
Consider your previous role's legacy and the legacy you intend to build in this current role. Consider the adjectives you want others to use to characterize working with you and what you can do to bridge any gaps. Make sure those adjectives are positive and something that you can be proud of!
Learn about your new organization, before you can prioritize and make changes, you must first comprehend the historical context. Question (a lot) and Endeavour to understand why things turn out the way they do before making adjustments.
Understanding the history and context of your new organization's work processes will help you articulate why change is required. Without it, your adjustments may be compared to telling your new staff, "Your baby is awful." Remember that your new coworkers worked hard to create the scenario you inherit. Before you toss that legacy, honor it!
Transitions are a time of insecurity and change, as well as a period of acclimating to the new rules of interaction. You may either wing it or trust that your intelligence, which helped you obtain the post in the first place, will assist you in navigating your new job smoothly.
Don't limit your professional networking to the "regular suspects." Our "vertical" stakeholders: our boss and direct reports are naturally cared for. But it's also our horizontal interactions that make or break our success.
“Invest on relationships first, then structure and processes. “Know who is where, doing what, and why,” Topgolf's Jose Acevedo. “Everything else just comes into place. Let your partners know you are personally invested in their success.
Recently, there has been an upsurge of people in Canada going abroad to complete law school. These countries include the United Kingdom, France, Australia etc. As a result, there are certain challenges these specific law school graduates face when they return to Canada. I will share with you a few common challenges and will explain some of the best ways to get over them.
First of all, there is the issue of networking. It is true that face-to-face interactions are one of the best ways to network. Law schools across the world usually have events, where speakers, students, alumni, and professors attend. However, the issue here is that you will be forming relationships with people thousands of miles away from Canada, where you plan to eventually work. Regardless, this is no reason to avoid engaging in these events. It is important to remember that many people have international connections, and you never know how far one person’s network extends. One tip which helped me land my current articling position was adding my professors and alumni on LinkedIn, and more importantly, following up with them when I returned to Canada. Another really good tip is to reach out to firms while you complete your NCA exams. Depending on how many exams you have, the process usually takes from 6 months to 1 year. Therefore, you have plenty of time to network extensively while back in Canada.
Another issue that many students face is the worry that the legal knowledge they learn from a different jurisdiction will not be of any help in Canada. One important thing you need to know is the legal system of the country where you are going to school. Is it a common law jurisdiction or a civil law one? Canada has a primarily common law system, with the exception of Quebec. Therefore, it will usually be more helpful for you to learn the law in a common law country. However, just because you study in a civil law jurisdiction, it does not mean you will not be able to practice effectively here. The Federation of Law Societies of Canada has overcome this hurdle by requiring almost all foreign law graduates to complete the NCA exams.
This leads to another issue that students face when returning to Canada, which is the time frame for completion of the NCA exams. Although most people do not find the NCA exams particularly difficult, they do require study. There are numerous case study’s that I’ve seen, where students who thought they didn’t need to study for these exams eventually failed. I’ve also seen graduates who took all 7 exams in one sitting in order to speed up their timeline, however, they failed about half of them. The average number of exams that graduates usually take is 3-4, but at the end of the day, it depends on your specific study habits and own life circumstances. How do you reduce the time frame for the NCA exams? I found that the best way is to be patient and take the exams at a pace that allows you to pass all of them. If you are working part-time, your exam load may be more, whereas a full-time NCA student may need to take 2 exams at a time. Remember, the last thing you want is to fail an exam and then have to wait 3-4 months to take the next one.
Forge Recruitment Survey on Work from Home Flexibility and Employee Engagement
Prior to the COVID-19 pandemic in March 2020, the idea of working from home may have been met with criticisms like: ‘it cannot be done,’ It is not effective;’ ‘How will we monitor employee performance?’ The thought of allowing staff to work from home, while still ensuring work was completed, billables were met, and clients were taken care of, was almost unheard of.
March of 2020 forced firms and businesses to adapt and evolve. Schedules changed, meetings went online, and ultimately, how, and where people worked changed. The adaptation to secure employees’ wellbeing while keeping them engaged presented several challenges, but one year later; many have mastered the art of balancing work and home life. As a recruitment firm, we wanted to identify how candidates are working and what the future looks like for firms, to ensure they continue securing top talent.
The Data and Trends:
In May of 2021, Forge Recruitment conducted a survey to determine how employees feel after more than a year of working a work from home (WFH) model. Our goal was to gain an understanding on what employees are looking for to keep them engaged, happy, and comfortable, while also determining what the future of work looks like for law firms and organizations. What we found was that even a year later, 60% of respondents stated that they are currently working from home full-time. 24% of respondents stated that they have a mix of work from home and work in office and, not surprisingly, only 16% of respondents stated that they are working in the office full-time.
Considering the above, the vital question becomes: “In a virtual world, how can companies continue to secure talent through work from home options?”
We found that 73% of respondents describe their ideal work model as being a mix of work from home and work in the office. In fact, 55% of respondents told us that they would consider changing jobs if asked to return to the office 100% full-time. Although these numbers may be alarming, a reassuring 76% of respondents of an earlier survey (December 2020) suggest that employees feel comfortable returning to the office, just not 100% of the time. Employees have identified that a WFH model works and now know that it can be accomplished. If they are not provided with this option, it is highly probable that these employees may explore new career opportunities.
From an engagement perspective, while Zoom fatigue is becoming a real challenge, the data shows that most people are still quite happy with their employers while working from home. In fact, 41% of respondents stated that they feel very engaged with their current job and company, while 47% still feel somewhat engaged.
Further, 52% of respondents feel they have the same level of support and opportunity for career advancement currently, as they did prior to the pandemic when they were working from home. 25% of respondents stated that they felt they have greater support now than they did prior to the pandemic. (Perhaps remote work has pushed Managers and Supervisory Staff to be in more frequent communication with their teams to discuss succession and goals).
Looking to the Future:
Addressing the many criticisms to a WFH model, including a lack of employee engagement and the inability to provide employee support, we have found that when managed and implemented correctly, work from home flexibility not only works, but allows employees and businesses to flourish.
Forge Recruitment itself began as a business that was fully work from home since its inception in 2017. In that time, the business has managed to grow and scale through providing weekly touchpoints with staff, ongoing training, and monthly social events to maintain employee engagement.
As the job market becomes ever more challenging and competitive, candidates are in an ideal position to make demands of prospective employers, including asking for a work from home model, requesting additional training and support, and prioritization of work-life balance. The above data is not only suggestive but should be at the forefront of managements’ mind in any working environment.
When considering a return to office, it is best to assume that your competitor is likely offering a fully, or hybrid, remote opportunity to that same candidate. Are you willing to risk losing your staff?
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