When it’s time to hire, some companies can afford to work with recruiters, but as that can be costly, instead many companies turn to mainstream hiring platforms that intentionally deliver a large volume of applicants. 

This emphasis on quantity often sacrifices quality, overlooking critical aspects of successful hiring: deeper alignment between the candidate, the job, the team, and the organization.

Mightybytes, a certified B Corporation, had been searching for the right candidate for their Director of Growth & Impact position for nearly two years. In 30 days on Handprint, they found their perfect match. The numbers tell the whole story.

In the ever-evolving landscape of purpose-driven businesses, finding the right talent can be a daunting task. Leaders of B Corps and other impact companies know that a perfect match between candidate and organization goes beyond skills and experience. It requires a deep alignment with values, mission, and culture to find a fit for the role and the company. However, traditional job platforms often fall short in bridging this crucial gap, leading to mismatched hires and disengaged employees.

Hiring is broken, but we can fix it. Yes, the future of hiring must strike a delicate balance between technological advancement and human-centered practices, but it’s time for a paradigm shift and systemic overhaul in our fundamental approach to talent acquisition that prioritizes human-centric values.

Conscious companies are deeply committed to having a positive impact. The best of them clearly communicate that commitment through their purpose, mission, values, and vision statements - but this can be hard to do! We’re going to walk you through each and explain how they are distinct, relevant, and important, as well as how these statements relate to one another.

Hiring isn’t just about finding someone to complete tasks. You’re adding a person into the mix who has unique experiences, ideas and attributes, and each new team member will impact your company’s internal dynamics. Hiring the wrong person can kill morale and productivity, but a well thought-out hiring strategy will help you select a great candidate and avoid the risks and costs of a bad hire.

For many people, the last two years have been a grand experiment in what it looks like to work from anywhere. In the spring of 2020, we went from just 5% of people working remotely to more than 50% working from home (WFH), and it’s been holding steady since. This monumental shift has redefined what “normal” means and recalibrated our collective notion of what’s possible in relation to work.

The global slowdown triggered by Covid-19 provided many of us with space to reflect on our lives. For many, this resulted in a desire to derive more meaning and purpose from our work. But meaningful work isn’t the same for all of us. So, to find your way, start by clarifying your values, interests, and favorite skills. This will help you seek out job opportunities that align with all three.

Workplace conflict is unavoidable, but that doesn’t mean it has to be detrimental to productivity or relationships. In fact, when handled in a healthy way, conflict can lead to better outcomes. But this doesn’t happen on its own. Companies must create the environment for productive conflict to thrive by practicing effective communication, learning conflict styles, and embracing lessons learned.

Determining if a job is the right fit for you can be a challenge. You can learn a lot about a company online, but it’s still hard to get a good sense of what it would actually be like to work there. That’s why it’s so important to ask your own questions during a job interview. It’s your chance to get a better feel for the company and determine if the role is one in which you can thrive.

Every year, Larry Fink, chairman and CEO of BlackRock, the largest money-management firm in the world, writes an open letter to CEOs sharing his insight on some of the most pressing issues in the world of business. This year, he announced that environmental sustainability will be a core goal of BlackRock’s future investments, but stops short of committing to true stakeholder capitalism.

In the US, over 38 million people quit their jobs in 2021, and this trend is continuing. This exodus has been coined The Great Resignation, and one of the leading reasons that people are leaving their jobs is due to toxic company culture. But sometimes it’s hard to know you’re in one when you’re so close to it. So, here are ten signs to look out for and some guidance on what to do about it.

Shareholder capitalism, practiced by companies that serve the interests of their investors by maximizing profits, often at the expense of others, fails to consider how the well-being of people and the environment affects long-term sustainability. It’s time to embrace the reality that how we conduct business matters, and to shift to a model that prioritizes the needs of all stakeholders.

The Great Resignation is still going strong, with millions of people across the US leaving their jobs every month. On January 11th, MIT Sloan released a study identifying toxic work culture as the leading cause behind this trend. If your company is experiencing high turnover, you may want to consider how to better promote DE&I, respect your employees, and set standards for ethical behavior.

We spend one-third of our lives at work. That’s time away from our families, friends, and other traditional sources of community. So, what would it look like if employers and employees worked together to build an intentionally designed workplace community? One that increased engagement and well-being by encouraging open communication, collaboration, and mutual support in a safe, inclusive space?