Did you know that I think Susie and Joe from accounting are secretly dating? Or that Nancy from customer service appears to be pregnant? Does this sound familiar?
When you don’t have all the facts and nevertheless share information that you shouldn’t, this is called GOSSIP. And when it affects others, it can be dangerous.

Not all gossipers do it maliciously, but even unintentional “talk” can be hurtful.

Many do it because getting caught up in other people’s drama can make them feel part of a shared story. And it gets even worse when we discover the narrative isn’t real.
So why do we instinctively jump in and stir the gossip pot? Maybe it’s because we are afraid that others will do the same to us behind our back. Or perhaps we feel like we’re a part of the chain of untruths, a secret club. And, we ignore the ripple effect it has on everyone around us, especially the people in the story.

Repercussions of Gossip

While we talked about doing things innocently, the act of gossip can be severe – especially in the office. There can be many adverse outcomes of workplace gossip, and the following are some examples you may have witnessed.
  • Anxiety increases for both sides
  • People take sides, creating divisiveness
  • Damaged reputations
  • Loss of trust among team members
  • Reduced employee morale
  • Less productivity

Before you chime in, insert your own opinion, or share gossip about someone else, ask yourself the following:

  • Is the information factual?
  • Will this be crucial for someone to know (i.e., an employee is embezzling company funds)?
  • Is it helpful for others to know? For instance, a fellow employee recently had a life-changing event such as divorce. If this is confirmed true, it will help to tread lightly and give some grace if that co-worker isn't acting like themself.

    Time and understanding will be appreciated.

For all the above, there are ways to manage the necessary sharing of news, but if you’re unsure, either stay out of it or confirm the TRUTH first.

It’s easy to get pulled into the toxic gossip environment but remember, if they’re whispering about others, they’re likely doing the same about you.
When you steer clear of the rumor mill, you will build a reputation of being someone others can trust, leading to respect.
Are you ready to expand your team, but you dread the process and know that it can be expensive if you make the wrong hire? Taking on the hiring challenge on your own is possible, but when you engage the services of a professional staffing solutions firm, you have more possibilities available to you.
  • A larger pool of qualified talents, many of whom are "passive," meaning they are currently employed and aren't actively putting their name out there. However, they are open to discussing the possibility with a trusted recruiter.
  • You won't have to dedicate your staff members to help with the search as the recruiter will do most of the heavy lifting. This is especially helpful when it's pertinent to keep the talent hire confidential.
  • The process is usually quicker as the recruiter has systems to narrow the list to include the "A" candidates.
  • You can choose a recruiter specializing in the field you're seeking to hire. For instance, if you're looking for top talent in the technology industry, a company that "lives" in that arena will have the most connections and experience when it comes to pre-screening candidates.

I’m interested in hiring a recruiter. How do I make the most of the relationship for the best results? To follow are some tips to help make the search successful.

Clear Communication

A good recruiter will be very insightful and know the right questions to ask you. You must be open and honest about your needs. Make sure to include the skills & experience needed to perform the job and the type of work environment they should expect. There is no right or wrong answer, but it will help the recruiter give a clearer picture, which helps secure a better fit.

Industry Knowledge

Top candidates generally seek out recruiters who understand their areas of expertise. When the recruiter has experience in their industry, it gives them the upper hand to weed out those who may not be all that their resume claims. And, they’ll have a good handle on the terminology when you are working together on the job description.

There are many reasons to develop a
with a qualified recruiting agency.

  • They get to know your company culture.
  • They can help develop job descriptions that make sense and attract top talent.
  • They will keep you in the loop when someone quietly seeks a change but needs to be careful, so they don't alert their current employer.

Streamlined Process

A recruiter does much more than find the ideal candidate. They handle all of the time-consuming pieces such as:
Initial interviews | Skills assessment | Reference checks

Will Take Action if Things Don’t Go as Planned

Before you agree to work with a recruiting firm, make sure they have a strong services agreement in place should a placement not work out.


No matter how much due diligence is performed, there are occasions when it is not a good fit. The candidate checked off all the boxes, but sometimes life happens. You need to make sure you are working with a solid recruiting firm that will be there to pick up the pieces and find a replacement.

Your company is your baby, and every team member is vital to its success. And, your time is a commodity as it’s essential to focus on your core business instead of getting caught up in an area that may not be your strongest skill. A good recruiting firm will act as an extension of your team, and everything they do will be in your company’s best interest.
If you would like to test the waters and learn more about how partnering with an experienced, knowledgeable and honest recruiting firm can benefit your company, give us a shout. We would love to get to learn more about your business.
For many businesses, day-to-day office functions are back to normal or almost there. And, as incoming business increases, it may be a sign that it’s time to ensure you can scale to manage everything.
If you’re like so many other businesses who found it necessary to lay off employees during the pandemic, you may now be in a position where you need to “replenish” your team.

Some of us may feel a little rusty, but when it comes to ensuring you’re up-to-date with all things human resource-related, this is an excellent time to make sure your ducks are in a row.

Let’s talk about what you should focus on initially to get things back on track before hiring new employees.

What is Your Company Culture?

Why is this such a critical question? Because it will be impossible for you to properly relay this information to hiring partners or potential employees if you don't know yourself. In addition, quality candidates will want to know what to expect so that they're able to make an educated decision before considering employment with your company. Ask yourself:

  • What are your company values?
  • Do you have clear expectations for your employees?
  • Is it apparent that you are open to diversity?
  • Are you open to new ideas so that the team can feel challenged and valued?

If you have an up-to-date employee handbook, this will make it easy for everyone to be on the same page. In addition, this allows them to refer to it when they feel themselves potentially veering away from the company guidelines. And of course, making yourself available should someone have questions is invaluable as it encourages a comfortable but professional environment. If your culture is a bit more stringent, make sure you relay that early on, as there are also people who thrive just as well in that atmosphere. It’s all good as long as there’s an upfront agreement of what to expect.

When you hire a staffing solutions partner, this is one of the areas where they can be a tremendous help. A quality firm will be experts in gathering and relaying this information to help narrow the field for you.

Create a Solid Hiring Plan

A solid team should consist of the right set of skills and those who have the proper attitude and work well within the culture you have developed.

Now that you’ve solidified your cultural expectations, you will have some good information to begin laying out your plan. When presented with a quality applicant, it makes a terrible first impression only to stumble through the interview because you weren’t clear on your company’s expectations.

You want to:
Determine their skills and how it fits within the job you’re looking to fill
Learn if they will get along with other employees by asking questions that will bring out their personality.


Much of this will be determined early on if you are working with a solid recruiter who can have an open conversation with the potential candidate before you even meet them.

Are You Up-to-Date With Laws and Regulations

Just like everything, human resource laws are constantly changing. But, unfortunately, this is one of the most overlooked areas because we get so busy that we may let something as simple as a one-page critical form fall between the cracks.

Ensure you have a system in place so that they are provided with the necessary forms to complete as required by law each time you onboard a new employee. And once you have the paperwork, designate a secure place to store them out of reach of other employees. Go digital when possible but remember some forms, should you be audited, are still required to be in the form of paper. If possible, delegate this process to a member of HR or another leader within your company.

Whatever system works for you, there must be something in place. It also demonstrates that you’re a professional company to potential candidates.

And, when in doubt, consult your CPA or attorney so that you know the information you are handing out is legitimate.

As a business owner, there is already a great demand for your attention. Making sure you address these Human Resource challenges properly could be one of the best decisions you make for your business.