December is a great time to look for a new job.

Now Hiring

There is a popular myth that December is the worst time to look for a new job.  Recruiters and Human Resource Executives will tell you this is false.

Many companies are facing pressure to fill vacant seats before heading into the New Year to ensure Q1 company business objectives are met. In my experience, companies work harder this time of year to engage top talent and will speed up their hiring process due to the pressure to make the first quarter soar. That means you as a candidate can get screened and interviewed in a much shorter time frame.  Just last month on Thanksgiving Eve, one of my clients extended an offer to a candidate to make sure the candidate could start as soon as possible and be trained before the kickoff of the New Year. Over the course of my career, I myself have started two positions in December.  Many of my colleagues report December as the strongest month for placements!

As a candidate starting your search, beginning now will let you stand out in a few ways. There will be less competition this time of year since many job seekers believe the myth that ‘no one is hiring in December’.  Additionally, as the holiday season gets going, many managers and recruiters have lighter schedules and so communication and scheduling will actually be easier until around Dec 23rd.   By starting your career search this time of year you show that even during the holiday season you maintain a sense determination and commitment that many employers will respect. Last but not least, the holiday season tends to put us all in a friendlier mood.

2016 will be here in the blink of an eye and if you want to make a career change and take on new challenges next year, now is the time to start.  Dust off your resume, contact a recruiter, scan the job listings and get your ‘interview suit’ ready. History shows that starting your search in December can help you ring in the New Year celebrating a new job.

Best of luck in your search,




Elizabeth Dinette
Executive Recruiting Manager

Check out the Careers page on today to see what our clients are looking for right now.

Payroll 2016: Would you like to Super Size that?

french-friesThe Law of Supply and Demand is a very strong economic model.  When it is manipulated, strange and scary things happen.  When Adam Smith wrote his notable ‘The Wealth of Nations’ nearly 240 years ago, he wasn’t amiss in his theory that a free market economy benefits all members of a society.

To quote Smith directly, “It is not from the benevolence of the butcher, the brewer, or the baker, that we expect our dinner, but from their regard to their own interest.  We address ourselves, not to their humanity but to their self-love, and never talk of them of our own necessities but of their advantages.”

In short, retailers (et al) don’t play the retail game for their health.

There is a growing albeit disorganized push in Nevada for an increase in the minimum wage.  As this movement potentially gains steam, it seems that a few facts are being overlooked.  First and foremost, who picked $15.00 as the ‘sweet spot’ for the minimum wage?

To move the minimum wage from $8.25 (for those without workplace healthcare policies) to $15.00 is a hefty increase.  Get out your calculator and you will find that the increase is just under 82%.

Increase the wages for those working entry-level or ‘McJobs’ and you will see retail prices rise commensurate with the increase in wages.  If the price of a Happy Meal (currently about $3.65 locally for the 4pc Nugget meal) is increased by 82%, the price jump would be $2.99 landing the four nuggets, small fries and small beverage coveted by nearly every elementary-schooler in this country to be priced at $6.64.

Math is such a fun tool.  More people should use it.

These whopping payroll increases will be passed on to the consumer faster than you can get a pizza delivered (which at an 82% increase goes from $11.99 at Domino’s to $21.82).  Domino’s will almost instantaneously sell fewer pies and well, you realize how dangerous this snowball becomes as it gains speed and size rolling down the slope.

Nevada is growing.  The Silver State has attracted new businesses by offering a very favorable business environment.  Is it not bait and switch if the companies who have decided to move to Reno specifically for the favorable business environment are now forced to pay more for labor?  Let Supply and Demand dictate wages. No need to tarnish the Silver State.

Susan Moreno

Susan Moreno
CVirtual CEO

Who’s Raising Your Business?

Tony RobbinsImage credit: Getty Images

The comparison of a startup to raising a child is pretty spot on. In the beginning, you have no idea what to do and when you do take action, most of the time you are just praying you aren’t screwing anything up.  You forget that someone with way too much time on their hands invented this thing called, “sleep” and you spend a solid 25 minutes in front of the mirror each morning trying to get all of your newly acquired grey hairs with a pair tweezers.

 …but you love it. It’s yours. You want nothing more than to watch it grow, thrive, and surpass every expectation you have ever had for it. You know that to get there it is going to take a lot more than good intentions. It is going to take love, time, dedication, and personal sacrifice. It is also going to take a lot of help. No one ever raised a child into a happy, well-rounded and successful adult by using the Rapunzel Parenting Method of isolating them from all outside influences and locking them in a tower (we all know how that worked out).
If you have children, think about who has played a role in helping you. Think about who taught you the best practices of parenting. If you don’t have children, think about everyone who has mentored you in any aspect of life. Maybe Grandpa John taught you about money, Aunt Kathy taught you to care for others or Uncle Steve showed you how to throw the perfect spiral. Without that insight would you be the same person you are today? A business is no different and everyone playing a role in its growth is going to have an impact on the final result.
As the gravity of that sinks in, ask yourself a question; do you want anyone short of spectacular influencing the outcome of your child or your business? Great people yield great results. Don’t sell yours baby’s future short.
Take a minute to read through Tony Robbins comparison and get a little more insight on how, like people, businesses change as they age.
Eric Playford
Guest writer: Eric Playford

Marketing Manager

It’s A Big Ocean Out There

Image Credit:


May 1, 2015
Would you fish with an unbaited hook and expect to catch a prize-winner? Of course not.

So as a person responsible for team-building, are you trying to reel in game-changing talent using a naked hook left to rust in a muddy pool?

In last week’s post (Available Here) we focused on the importance of assembling a strong, engaged team of talent in order for an organization to achieve high levels of success. Top talent is highly educated, creative, likes a challenge and is often hard to ‘hook’. Attracting this type of talent requires a candidate marketing strategy that is well thought-out and well-executed.

Business leaders recognize the need for a strategic plan to market their products and services to potential customers, but often fail to spend similar amounts of energy and resources on a ‘candidate’ marketing strategy. The roadmap to attract top-tier talent needs to encompass more than simply posting a boring job description on a free job board. Developing a goal-oriented hiring plan is a must.

Making a list of ‘Why People Work Here’ for your organization is a great starter exercise for small businesses as part of developing hiring stratagem. If the list is short or (heavens!) non-existent, make changes in your organization and then market, market, market your company’s cultural and benefit trends. An organization’s complete hiring plan must start prior to first engagement with a candidate and continue well after onboarding is finished. Recruiting and retention are vital to your business success.

Even without an open position, dynamic organizations are always on the hunt for the next superstar!

Now, let’s get fishing!

Susan MorenoSusan Moreno
CVirtual CEO

Next week: Tips for Developing a Killer Hiring Plan

Video Interviews Know No Bounds

Conference Room

Regardless of whether or not you are currently using video to conduct first interviews with your prospective new hires, it is rapidly gaining popularity in all industries. I personally attribute this to the cost effective manner in which it takes you through the hiring process. Video interviews know no geographic or scheduling constraints, which proves more efficient and convenient for all parties involved. Before this new technology, if you were located in California and received a spectacular resume from someone working full-time in New York, you had to coordinate times for a phone interview and inevitably fly them out for an in-person meeting. With a pre-recorded digital interview, your candidate can take it as their schedule permits, and you can watch their responses at your leisure from your desktop, laptop, or mobile device. If this doesn’t highlight enough perceived value for you to look into your options, I strongly suggest you take a look at the infographic below provided by UndercoverRecruiter.

pic7Guest writer: Eric Playford
Marketing Manager

Retrieved from:

The Future of Video Interviewing [Video Interviewing Infographic]. (n.d.).

Ice Hockey Principles & ‘Best Business Practices’

2012-13 Jets Puck Net - 1600 x 1200Image credit:

With the 2015 Stanley Cup playoff season well underway, now seems like a perfect time to reflect on how we might apply a few ice hockey principles to our ‘best business practices’. In ice hockey, as in all championship sports, in order to remain competitive, teams must remain full, strong and engaged.

Think about the hockey power play.  The whistle sounds and suddenly your team has a player hustled right off the ice to the penalty box.   No substitution for your missing team member.  You must play out the penalty minutes minus one or nightmarishly, even two players short.  Lack of a full team puts you at an incredible disadvantage.  You’re outnumbered.  Your opponent will take full advantage of the numerical inequality and the stage is set for you to give up a goal.

As business owners and hiring managers, if we are continually ‘playing short’, can we expect to reach our business goals?  Acquiring and keeping key talent is critical in order to play at the championship level.  While an organization may not be ‘currently hiring’, a strategic management team is always on the lookout for its next superstar.  Maintaining a laser-focus on the development of a winning team will show a direct correlation to high-performance within an organization.  Hire carefully, mentor, coach and train.

Play your heart out and never take your eyes off the business ‘puck’.  There is no coasting in ice hockey and there is no trophy for second place.  The business parallel is clear.  Are you hiring and playing to win or are you just getting ‘iced’?

mumsieSusan Moreno
CVirtual CEO Continue reading Ice Hockey Principles & ‘Best Business Practices’

Don’t Try to Make Diamonds from Coal

What Really Happens When You Hire the Wrong Candidate

Image credit: | Flickr
Image credit: | Flickr

No one hires the wrong candidate intentionally, but lets face it… it happens. Perhaps some vital information or red flags were overlooked due to time constraints, an ‘overly-embellished’ resume, interview fatigue or pressure to immediately fill a key vacancy. No matter HOW it happens, putting a square peg in a round hole just doesn’t work. Sure, you may be able to sledgehammer it through, but don’t expect it to fit properly. Check out the link above to gain a little insight into what it can truly mean when your company selects the wrong candidate.

pic7Guest writer: Eric Playford
Marketing Manager


Talent Assets


While admittedly it has been many years since I found myself in a college Accounting course, I’m just NOT remembering any instruction given as to where to put the ‘key employee talent’ on the balance sheet.   Quoting Albert Einstein, “Everything that can be counted does not necessarily count; everything that counts cannot necessarily be counted.”  While in-house talent can’t be owned by a company and as a result is not easily reported to shareholders, there can be no doubt of the value key talent brings to the company table.   Is key talent not vastly more valuable than our ‘Furniture and Fixtures’?

As a CEO, you may live by your corporate financials, but the key drivers of high-performing business activities are the items not mentioned in your reports.   The health of your team is essentially the health of your business.  For the lack of one critical team member, your business health can suffer in lower customer satisfaction levels, decreased morale and decreased production.

It’s Springtime, a time for new growth and renewal.  Review your team.  Upgrade or add talent where necessary; do a little spring cleaning.  Keep the bench full. Promote. Mentor. Review your succession plan (Wait! You have a succession plan, right?).  By being attentive to these items, you will more easily reach your organizational goals and attain the desired numbers on your financial reports.

Let’s all reconstruct our mental Chart of Accounts and not underestimate the value of having the right person in the right seat at our corporate tables.

mumsieSusan Moreno
CVirtual CEO


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