Forge Search

Pay Equity (paying two people performing the same job comparable wages) has always been important, but the past three years have made the concept of pay equity much more complex. As we all know, compensation rose significantly in the late spring of 2021, causing a scramble for talent. This has often resulted in deep inequity in pre- and post-COVID hires. A compensation strategy to move the needle on internal equity will ultimately do more to attract and retain talent than hiding the issues under the rug and hoping no one notices. Here are three steps to get started. ✨ 1. Conduct regular market benchmarking: This will help ensure that your salaries are competitive and align with current market rates. We utilize Economic Research Institute to establish salary bands for the roles we are focusing on. ✨ 2. Train managers to provide honest performance feedback: Genuine and honest feedback helps employees understand their strengths and areas for improvement as well as clarifies why they may not receive the same raise as their peers. ✨ 3. Create a sustainable strategy for success: Focus on prioritizing critical roles and high performers, utilize non-monetary rewards, and implement a phased approach. To read more, check out our Forge Insights. Link in the comments.

Some of the Forge Search team members were able to sneak away for a few hours yesterday and help pack over 1,000 backpacks for School Tools! 📚 A great reminder of all the good gifts we have been given, and how privileged we are to be able to help in some small way. There is still time to give before the backpacks are handed out to Greenville County students this Saturday! 🚌 link to this United Way of Greenville County program in comments. #forgeanewpath

Internal applicants can often be a huge win for a company and hiring manager. But when an internal applicant does NOT get the job they're applying for, they're nearly *two* times as likely to quit as those who never applied at all. Harvard Business Review shares some great insight into how you can keep internal applicants engaged in the organization -- even if they don't get the job. Link in comments.

We are excited to announce the continued growth of Forge Search with Bethany Fidler joining our team! Bethany joined Forge Search as a Senior Recruiter in 2024. Originally from Greenville, SC, she has lived in various places across the US and spent time abroad in Australia before settling back into her hometown. Bethany has an extensive background in technical recruiting with international search firms and global technology companies. She is passionate about creating a warm, authentic, and empathetic experience for candidates as they navigate today's challenges. Welcome, Bethany! We are so glad you're here! 💛

We are only successful when both the company and the new team member walk away excited. A win-win is possible--and our ultimate goal at Forge Search.

All of us at Forge want to wish you all a wonderful celebration. Enjoy the holiday, be safe, and let it inspire you to continue being a valued member of our beautiful nation. 🎆

Forge is proud to be a sponsor for United Way of Greenville County School Tools! You can help make an impact for students and families by helping to supply school supplies. For more information, check out the link in the comments.

You’ve recruited the best Accounting Manager you’ve ever interviewed! The offer letter is signed, the background check is cleared, and the start date is set. Whew. Now the hard work is done. Or is it? The reality is that your first 90 days with a new hire is crucial to their long-term success. Research shows that one-third of approximately 1,000 employees have quit a job within six months of starting it. That’s a lot of time, energy, and money. So how do you ensure longevity? ✨ Onboarding starts before they start. Consider sending the new hire access to your company’s intranet or any pre-boarding portals where they can start completing necessary paperwork, thus freeing up their first day for more engaging activities. ✨ Document processes and procedures. Utilize tools that allow you to create step-by-step guides or videos explaining common procedures within your department. ✨ Set up cross-functional dialogue. Encourage your new hire to interact with different departments early on. Understanding how the accounting functions tie into other parts of the business is essential for a holistic view of the company’s objectives. For more onboarding tips, check the Forge blog. Link below.

Each of us at Forge are committed to caring deeply --about our candidates and our clients. About the details, timeliness, accuracy, and sending people who are a good fit... and about never giving up. It's an intentional combination of technical expertise and deep care. We'll work long and hard, partnering with you and for you, to find the right person for your team. Forge Search. It's time to forge a new path.

Have you ever wondered how to write the perfect resume? How to capture all of your accomplishments and successes? We created a guide to writing a succinct, modern resume that will help gain attention from hiring managers. You want to include important things like a summary, professional experience, take into account the length -- no more than 2 pages, and add in education & technical skills. To read more in-depth and also have a downloadable template to reference, check our Forge insights. Link in the comments.