How Organizations Can Create More Inclusive Hiring Practices and Accessible Candidate Experiences
We believe inclusive hiring practices succeed when strong internal accessibility policies offer clear guidance; here's our guide to help you get started.
Rethinking Cover Letters: Potential Biases and Alternatives
Client Services Special Project Manager Miranda Cortez talks cover letters and how to engage with equity regardless of whether or not a candidate submits one.
The Art of Fair Hiring: Mitigate Bias with Smart Strategies
Learn what strategies you can employ in your hiring process to recognize and disrupt bias.
This One’s for the Board Members – What You Can Do to Prepare for Your Next Search Committee
Principal Serena Moy shares her advice on how to prepare for the responsibilities and time commitment that comes with participating on a board search committee.
The Value of Community Engagement in the Leadership Search Process
Edgility Principal Hadley Kornacki explains why organizations that are looking for their next leader need to start with community buy-in.
Time Kills Deals: Reasons Why Running a Timely Search Matters
Principal Serena Moy encourages organizations to stay on top of their hiring process by making sure to maintain a timely search.
How to Use A Scorecard to Follow an Objective Search Process
Led by Edgility Associate Partner Jonathan Howard and Edgility Principal Hadley Kornacki our first webinar of the year tackled how to build an equitable search process for nonprofi
For Talent Professionals: A Look into LinkedIn Recruiter
As Senior Search Consultant, Soucing Operations Zachary Harr, knows LinkedIn Recruiter well. In this guide, he shares his tips and best practices.
The Best Candidate isn’t a Unicorn
Principal Serena Moy tackles one of the most common challenges we see organizations inflicting upon themselves during the hiring process.
The Gift of Mutual Feedback
Edgility Recruitment Consultant BriAnn Gibson shares her thoughts on why giving candidates constructive feedback is valuable to both parties.