Category: Human Resources

How To Make Your Recruitment Campaign Stand Out In 2020

In almost every industry, businesses are shoulder to shoulder in their efforts to impress skilled candidates. Recruitment has responded by becoming more sophisticated, competency-based and targeted.

As a result, to net enough interest from ideal employees, you’ll need to post ads on every job board related to your industry – with each individual role description written to garner the best result.

Both the time and financial cost of this practice – as you can imagine – has skyrocketed in recent years. So, to ensure you get it right first time, we’re breaking down how to make your 2020 recruitment campaign truly stand out.


Start as early as possible


Leading up to January, make some headway in mapping out your company’s short-, medium- and long-term aims. Identify the talent you’ll need for each goal and tailor your recruitment campaign so that you can recruit them in time.

Senior and executive talent will need to be marketed to in the earlier months, whereas late spring and summer usually heralds graduation for university students. Adjust your timeline accordingly and build teams around availability. Without this foresight, you’re unlikely to secure key talent.

View your job ads as someone’s very first impression of you. With that in mind, recruiting based on immediate need implies a lack of forward thinking. Candidates will perceive you to be half-heartedly playing catch-up after seeing the hiring strategies of competitors.


Target your messaging


Next, you need to tailor the messages you’re placing on each job board. If some are industry-specific, be sure you’re talking in the right tone of voice and language before posting.

A candidate will want to know how engaged you are with their talents, and whether or not you understand what they’re bringing to the team. If the job ad you post is the same as every other site, the likelihood of being considered an industry leader is slim.

The same is true of the positions you advertise for. A senior IT candidate won’t necessarily share the same interests as a junior marketing officer. So, tailor company benefits and culture descriptions where appropriate.


Tighten your processes


Once you’ve got a number of applicants interested in your vacancies, don’t drop the ball with a lengthy interview process. Conduct phone interviews with all candidates who meet your standards and be clear about the next stages.

Then, invite those who qualify for a face-to-face interview. You don’t need every member of staff in the room to determine a culture fit, but be sure to ascertain exactly what their personality type is before making a decision.

Ask about their approaches to work, feelings towards incentives and their stance on team dynamics. The more thorough you are in the early stages, the less likely you are to deter quality candidates.

Partner with Net-Recruit


Sound complicated? Don’t panic. At Net-Recruit, we do all the heavy lifting in your recruitment campaigns. Combining technology with a personal approach, we’re capable of posting and optimising ads on all relevant job boards.

Each ad will be written by our in-house team and entirely bespoke to your audience. We’ll even conduct the phone interviews if necessary, so that you only meet with the best of the best at the interview stage.

Interested in giving your campaign the ignition it needs to take your industry by storm? Get in touch with our Pioneering People today.


Improving Communication between Hiring Managers and Recruitment Agencies

It’s a relationship fraught with angst, frustration and grief, far too often, when in reality it needs to come down to active collaboration: Hiring Managers and Recruitment Agencies need to heed some important points for managing the relationship between them, before working together to achieve their goal. Net Recruit can’t stress this enough – when it comes to a successful recruitment partnership, effective communication is everything.

Take Your Time at the Start

The nature of the beast is often such that the Hiring Manager didn’t get to pick and choose when they had to take up the gauntlet of recruitment once more. To them recruitment is an evil that interferes with the real business of getting on with their job. The result is that it’s all too easy for them to contact a Recruitment Agency flying by the seat of their pants, desperate to pass the buck as quickly as possible.

Unfortunately, there are far too many Recruitment Agents out there willing to take the task, get a signature on the dotted line, and run with it. This is instead of using their skills to guide the Hiring Manager in to an understanding that they need to put in a little time and effort at this stage, in order to pay dividends (in terms of both time and money) in the long run.

The first contact between Hiring Manager and Recruitment Agent needs time. For the Hiring Manager they need to understand that whilst this isn’t the most desirable element of their job, it is an important one, and they must approach it as the essential task it is. For the Recruitment Agent they need to use this first round of communication as a chance to set expectations, and truly get to know and understand the needs and requirements. This is the time to dedicate to drafting an organised, specific, brief.

Speak One Another’s Language

Recruiters live and breathe recruitment. It’s all too easy to get lost in the jargon of the industry without taking the time to understand the language of the industry you’re recruiting for. The onus is on the Recruitment Agency here: get to know and understand the industry you are recruiting for as if it is your own. Then remove your Recruiter’s Jargon, and communicate on the same page. If it’s a seismic oil-exploration industry that is used to boats – and therefore calls it’s office-based teams ‘Crews’ – you do the same. If they are a theme park who call all their staff ‘Cast Members’ – you do the same. Remember as a Recruiter, you know your industry inside out, and the Hiring Manager knows theirs. But this is largely a one-way street, and the role of the Recruitment Agent to get on board with the right lingo.

Foster Trust in all Communications

On both sides, Recruitment Agents and Hiring Managers need to say what they mean and mean what they say. Stick to your word. If you say you’ll get back to the other side on Monday morning, you get back to them on Monday morning. Don’t make false promises that you can’t keep. For the Recruitment Agent this means don’t be unrealistic about the candidates you’ve got coming in, and for Hiring Managers this means not simply saying what the Recruitment Agent wants to hear to get them off your back. Remember, this is a collaboration, you’re both on the same side.

Hiring Managers – Be an Active Participant

Don’t simply sit back and wait for the best to come to you. Whilst your Recruitment Agent is employed to fill your vacancy, they can’t do it in the dark. If you want the best then you are going to have to be proactive in this partnership, and not simply reactive and always caught on the back foot. Say when is a good time to dedicate to the task, and then make yourself available. Importantly, for key elements of the process that rely on you, don’t become a bottleneck and your own worst enemy.

For some worthwhile data on how the communication and relationship between the Recruitment Agent and the Hiring Manager effects the overall outcome of the process, check out this study by the iCIMS Hire Expectations Institute. They analysed 400,000 jobs and surveyed 375 hiring managers and 600 recruiters to see where bottlenecks typically arise. They found that the average CV spends the longest time of all, 37% in total, sat with the Hiring Manager, longer than the interview stage even. Don’t be the bottleneck – this process is to benefit you.

Never Stop Communicating

The more open and frequent the communications, the more you collaborate together and understand each other. They needn’t be long communications, but regular time touching base and getting an understanding of where the other one is, is time well spent. This way you’re not wasting time trying to get up to speed each time you get in touch.

This approach is absolutely essential when it comes to feedback – on both sides. This facilitates a continuous improvement loop. If the Hiring Manager takes the time to explain the reasons a candidate wasn’t suitable, then the Recruitment Agent knows not to submit a similar candidate again. If the Recruitment Agent feeds back to the Hiring Manager that several good candidates are being put off by the Hiring Manager’s low salary offers, then this is valuable information for moving forward. This continual de-briefing process moves you along the recruitment channel towards your overall goal.

Communicate Consistently

Finally, work on consistency in your communication. For each side to be able to trust the other, and for both sides to move seamlessly through the recruitment process, there must be consistency. It’s no good if one week the Hiring Manager is firing off emails to the Recruitment Agent a dozen times a day, and then the next is not contactable. This doesn’t facilitate trust and a productive recruitment environment.

Consider using some Recruiting Tools, such as the customisable ones from The Recruitment Toolbox  , to facilitate a consistent approach to your recruitment.

Harmony Reigns

With these tips incorporated into the relationship, you’ll be well on the way to improving communication between Hiring Managers and Recruitment Agencies in pursuit of your goal: fast, efficient, cost-effective recruitment.

Recruitment Trends to Come in 2016

Recruitment Trends 2016

The Christmas break is an important time for recruiters to review how they’ve done in the past year and to look forward to that all-important future. With employment levels rising and competition for jobs becoming slightly less drastic, standing out from the crowd is going to be the name of the game in 2016 with recruiters working hard to incorporate new technology, find the high performing candidates and deliver the top notch service that many businesses are looking for. To help you stay ahead of your competition, we’ve compiled a list of what we think will be the top recruitment trends in 2016.

Measuring Performance

A chart measuring the success of a recruitment campaign

If recruiters are going to find the right top performers for their clients in 2016 there is going to have to be a good deal of soul searching and measuring of outcomes. That’s going not only going to involve monitoring recruitment processes but how accepted candidates perform on the job and whether they succeed, fail or move quickly onto somewhere else. Weak hires that only benefit a company for a short while are going to impact on recruitment agencies particularly now that the market is becoming more buoyant. This may well involve working closely with the hiring managers of particular customers and ensuring that bad practice is eschewed for good that produces positive outcomes.

There’s no doubt that in 2016 recruiters are going to drill down deeper into how, where, when and why they choose their best candidates.

A More Scientific Approach

There has been a much bigger push by companies to be more diverse in their employment selection over the last couple of years which has led to some opting for CVs that have no evidence of sex, age, race or gender and for interviews that are carried out, for example, by telephone or even with the panel of judges keeping the backs to the candidates. Recruitment firms are also embracing this kind of procedure which is intended to get rid of any unconscious bias on the part of the interview or selection panel.

2016 will see more initiatives such as this as mainstream employers try to follow the tech industry and force a more diverse employment profile.

Being More Innovative

An innovative building design

Finding the people who can innovate in the workplace is going to be a key concern for many businesses. It’s no longer simply desirable to hire a steady Eddie who can come in and get the day’s work done, many posts now rely on a significant amount of project management and thought creation that can help drive the company forward. Innovators are likely to be more demanding too, wanting tweaks to the job description and package before they agree to go and work for someone. That’s something recruiters will have to learn to cope with better.

Selling Clients Better

Finding the top talent around, at the right time for businesses who need it, has always been a big issue with recruitment agencies. 2016 could well be the time for many to go back to basics and ensure that the sales and recruitment skills of their own staff are up to the mark. With more jobs out there and plenty of well qualified candidates, it’s going to come down to who finds the right people more often for the right jobs. That means selling those potential opportunities much better.

Videos That Sell

A recruitment campaign video being recorded

While attracting high value candidates is going to be the name of the game this year, there are plenty of opportunities for recruiters to set out their potential offers in more dramatic and eye catching ways. One solution may well be the greater use of videos in recruitment, from slick, professionally produced adverts through to staff YouTube channels that show the day to day working of a company. We are more likely to click on a video upload than to click on a link nowadays and with smartphones practically a staple of modern life, top potential candidates can be reached in much more efficient and more interesting ways.

Adding Pep to Job Descriptions

Standardised and largely boring job descriptions may have to go out of the window if you are going to attract the best candidates and taking a fresh look at how you word things is likely to be important. They’re still going to need to be accurate, as misleading ads will generally lead to disappointment and a quick, unwanted turnover, but the crux of the matter is that recruiters need to engage and bring the benefits of each job out much better than in 2016.

Companies Must be Mobile

A mobile device

Everyone, let’s face it, is going mobile. If a top performer is working without the use of a smartphone, then something has to be seriously wrong. The number of job seekers who use mobile devices to enable their search for the ideal position is increasing, up to almost 50% at the moment. The vital thing here is that the phone is always with them and if you want to have the best opportunity for engaging and bringing them on board, your systems need to be ultra-mobile friendly. This may well be a case of investing more money in IT infrastructure over the coming year but the expenditure will be well worth it.

Faster Working

The early bird catches the worm and nowhere is this more obvious than in the recruiting business. The top performers are hot property and if you want to get them then you have to work fast, close them down and convince them of your credentials before anyone else moves in. You may think that you are offering a candidate the best deal on the market but they are not going to wait for ever. Sometimes they are not even willing to wait a week. Top performers tend to make quick decisions and if you are delaying for any reason then it can hamper your chances of sealing the deal.

This year many recruitment agencies will be looking to speed up their processes. While this may prove difficult with a number of larger companies who have their own processes to go through, recruiters will need to impress on the need to fast track when it comes to the top candidates.

Faster working, more mobile friendly approaches, better measurement and a selection approach that meets diversity issues are all in the frame for this new year. While you may be thinking that you will get round to some of these changes in the near future, your competitors could be implementing the strategies that work right this minute.

A collection of beautifully designed recruitment posters

As it is often perceived, the recruitment process doesn’t always have to be bland and regimented. In all areas of life, a well-designed poster can vastly improve the effectiveness of it’s intended purpose. This also applies to the hiring process and a well-designed candidate attraction poster can be the difference when appealing to the next company superstar.

We’ve searched high and low and collated some stunning examples of recruitment poster design below:

Hiring Superheroes

Image source:



Javascript developer hiring poster

Image source:


Chef recruitment poster

Image source:

Are you the one?

Image source:

5 ways to boost staff morale this Christmas

With parties to attend and extra shopping to taken care of, you can be forgiven for being busy during the next few weeks. However, if you’re responsible for looking after staff morale this festive season, it’s important not to neglect them and their feelings. Failing to do so can impact office morale and productivity, so try these easy to implement tips to boost office spirits this Christmas.



Throw a Christmas party

Everybody loves to boogie right? So to do your staff! Award their efforts this year with a party, allowing them to let their hair down and blow off some steam. A recent survey concluded that 1 in 6 companies use Christmas parties as a way of increasing morale within their company. Just be sure to film the guy who makes a clown of himself for even more laughs in the new year.

Decorate the office

It’s no secret that well-designed office spaces can increase employee morale and productivity. If your office space isn’t up to scratch aesthetically, now’s a great time to do something about it(even if it’s just temporary). Your staff will be walking around town on a daily basis, being subjected to the constant visual stimuli of decorated street lights, shop windows and makeshift Christmas trees, only to turn up to an office which unless you’ve seen to it will be dull and downright depressing in comparison.


So dig out the tinsel, buy a tree, burn some cinnamon candles and make things a little bit brighter for your employees. Even if the changes are subtle, it will help to boost morale and take thoughts of that 200 page report that needs to be done for Monday.


Play some Christmas classics in the office

“Without music, life would be a mistake” – Friedrich Nietzsche

Music and the mind go hand in hand and there’s a lot of science to back this up. You may have the next Britains Got Talent winner sat within your realms and you didn’t know about it! That said, bring out the CD player this festive season, get the office geek to burn a compilation disc(all legit of course) full of the cheesiest Christmas classics around and pump it out amongst the office. People will soon start tapping their foot, throwing a few fist pumps out there. Even if they’re not to everyone’s taste, it will certainly get them chatting as they get on their high horses to slate the downfalls of the song.

Here are some of the tracks which we have on repeat in the Net-Recruit office during the festive period:



Consider bringing payday forward

December brings an unavoidable increase in social activities. Trips to the local Christmas Markets, unplanned Mulled Wine Nights and trips to the pub which wouldn’t normally occur. All of these things can tighten the Christmas purse strings even further. If it’ financially feasible, take a look at bringing the monthly pay day forward a week, allowing your staff to purchase some last minute stocking fillers or perhaps have that tipple with an old friend which they may not have been able to do otherwise.

Organise a Secret Santa

Who doesn’t love gifts? More so, who doesn’t love a surprise? A secret Santa allows people to get creative and buy for somebody who they wouldn’t normally consider. It will also get your staff chatting around the kettle, as they try and discover what interests a colleagues, who they perhaps might not normally speak to in such detail. Winner! Be sure to set a limit so that your employees don’t have to spend the earth,  check out these top Secret Santa Gift Ideas for under £10.

So there you have it, 5 easy to implement ways of boosting morale within your company this Christmas. By sending your team off for the Christmas break in a high spirits, they are more than likely to come back fired up and ready to tackle the New Year head on.

Mind The Gap: How Do We Deal With The UK Skills Shortage?

It appears that the issue of a skills shortage in the UK workforce is not going away. Instead it is becoming an increasing concern for business owners and economists, who see a lack of skilled workers as one of the greatest threats to the country’s economic growth.

And not just that, a lack of skills in a workforce can lead to other employees picking up the slack, which creates all sorts of issues around motivation and morale.

Identifying the problem is easy, finding a solution is far more challenging.

So, what can we do about it?

A report by the UK Commision for Employment in Skills in December 2014 made five recommendations for action, putting the onus on employers to lead on skills development, with government support. The report highlighted the need for more quality ‘earning and learning’ routes, like apprenticeships, better management, better job design and increased employee engagement.

“Employers need online recruitment processes to be straightforward, streamlined and suitable for their business needs.”

But when it comes to recruitment it is important to understand what’s working, and what isn’t. Employers need online recruitment processes to be straightforward, streamlined and suitable for their business needs. That means not just aligning with business goals, but also demonstrating an impact on them.

At a time when hiring the right people is more important than ever, one size will not simply fit all.

It is crucial to have a plan from the start of any recruitment campaign, from how, where and when to search for candidates, to screening requirements, interview and offer processes. Without a clearly defined strategy, time-consuming and costly mistakes can be made. And, for small and medium sized businesses, the risk and reward of necessary growth vs. the challenges of recruitment can feel like an uphill struggle. For ambitious SMEs, finding the right people must sit at the top of the priority list and and, against a backdrop of a competitive and unskilled market, this can be a genuine worry for business owners.

A map being read

The good news? The High Growth Small Business Report (2014) highlighted the value of Britain’s fastest growing smaller businesses, as critical to economic prosperity. Representing just 1% of UK businesses and only 3.4% of the total UK economy, these companies generated 36% of UK economic growth last year and created two in three new jobs (68%) between 2012 and 2013, totaling over 250,000 jobs across the UK.

So, if the power really is in your hands, how do we support the growth of SMEs?

Speaking to employers about the barriers to recruitment led to the development of the Campaign Builder: a simple way for employers to create their campaign and get a transparent upfront quote. Simply pick your requirements from the campaign planner list and we do the rest, removing the hassle and confusion around the process, the very things that can baffle new employers and slow down the search for the right candidate.

A combination of effective recruitment strategies, internal training and investment in ‘earning and learning’ will help to kickstart the skills shortage in the UK. But as employers and agencies, we all need to be on board. Identifying the right candidates against clearly defined job descriptions and supporting the workforce to increase productivity will be crucial. And ensuring that process is as simple and transparent as possible will make all the difference. It is certainly time for employers and agencies to work together to help plug the skills gap and take some joint responsibility for the country’s economic growth.

After all, there is no more important asset for any business, than its people.


6 Ways To Make Your Meetings More Productive.

There’s no getting around it, meetings are a necessary evil.

At one point or another we are all going to have to sit down around a table with our colleagues and talk shop. But the meeting for meeting’s sake has got to be one of the biggest drains on a business’ productivity. Far from information sharing, decision making, ideas development or planning, all too often meetings can become drawn out and unproductive. Not only is this frustrating, it can cost your business money.

So, if you look at your schedule on a Monday morning and wonder how on earth you’re ever going to get any actual work done, check out our top tips for making your meetings more productive.

1. Set an agenda

Make sure you know exactly what you need to achieve, and that everyone is briefed well in advance. If one person takes responsibility for the agenda, keeps it on track and stops the tangential rambling you are far more likely to realise the meeting objectives. Set a limit for each section, leaving time for questions. And be strict. Skipping an item on the agenda is fine, adding to it is not.

2. Implement the ‘two pizza’ rule.

Amazon CEO Jeff Bezos developed the ‘two pizza’ strategy for successful meetings. If you can’t feed a meeting on two pizzas you have too many people in the room. Unless you have one particularly greedy person, in which case you might need to order dough balls.

3. Abolish the Monday meeting

If the reason for the meeting is little more than ‘it’s Monday!’ the meeting itself makes little sense. The problem with most small businesses is that it is these ‘posting’ meetings that become ingrained into a company’s culture, adding little tangible value. Especially against a backdrop of the post-weekend inflated inbox. Get rid of the meeting. And get on with some work.

4. Stand and deliver

Stand-up meetings tend to be quicker and more productive. Melissa Dahl of New York Magazine recently found that stand-ups can reduce meeting times by 34%. Standing up tends to eliminate distractions, but can also work to empower each speaker. When standing you naturally command more attention and can be more expressive. Also, you just want to sit down. So it’s over quicker. You lazy bunch.

5. Enjoy a change of scene.

Richard Branson likes to hold his meetings in “innovative spaces”. Unless your business has its own version of Necker Island this may not always be possible. But you could leave your desk and head to a local park. See also Nilofer Merchant’s TED talk on walking meetings. As Branson says: “a change of scenery and a bit of fun does wonders for getting people thinking differently and loosening up!” And he’s done alright for himself.

6. Tweet to meet

In ‘Drinking From the Fire Hose’ Christopher Frank, Vice President of American Express, suggests a twitter-hack for defining business objectives. If every person cannot define their meeting objectives in 140 characters then they simply don’t know why they are there. And that should raise some alarm bells.

It is tough to implement any kind of internal or cultural change in a business. But redefining your meeting rules and protocols can have a real impact on productivity and morale. So, consider the next time you are sat around the boardroom whether you need to be there and what you are really going to achieve out of it. And make sure you order that pizza.

Got to go. Got a meeting.

Gather employee feedback with these free HR survey templates

A question mark made from jigsaw piecesGathering employee feedback (be they past, future or present) can often be a difficult task, but the benefits can be very rewarding to a business and it’s objectives.

Conducting surveys can be a great way to provide employees and human resource specialists with a means to express their opinions, in return you’ll get valuable feedback that will help you make important business decisions toward improving your recruitment campaigns and internal management.

Luckily for you the hard work has already been done for you, as the clever guys at Survey Monkey have created a series of free Human Resource Survey Templates which can be used on a free account or if your require the additional benefits a pro account too.

Here’s a round up of the most useful HR Survey templates:

Job Satisfaction Survey Template
Give  employees the chance to rate their work satisfaction in this quick and easy 14-question survey. Topics covered include stress levels, salary, and leadership.

Recruiting Satisfaction Survey Template
Gather one last bit of feedback from recent employees and interviewees about their experience during the recruitment process. A simple 10-question survey which focuses on recruiter responsiveness, professionalism, helpfulness, and friendliness.

Manager Effectiveness Survey Template
Give the chance for employees to evaluate their individual managers in this 17-question survey which focuses on availability, constructive feedback, training, decision-making skills, and much more.

Department Performance Template
Take a look at the departmental structure of the company with this 14-question survey which delves into department professionalism, conflict management, communication, and much more in this 14-question survey.

And finally…

Employee Exit Template
Discover the reasons beyond an employee departure with this 21-question survey which asks about experiences with leadership, working environment, and team members.

A few things to remember

  1. Utilise Anonymity. If you want to gain the most insight, you’ll want to ensure employees that their feedback is completely safe.
  2. Follow the surveys up. When employees see that their opinions matter, they’ll be more likely to continue providing valuable feedback. Gather your employees together and give them a presentation to show what knowledge has been gained, and what’s being done with the survey results.
  3. Converse in Layman’s Terms. Avoid over using technical language and keep your employee survey questions light and casual otherwise participants may be reluctant to complete them.

Related Blogs

    Increase staff morale with these top 5 employment benefits

    A pile of cashAs the old adage goes “A happy workforce is a productive workforce”, people who work for a company which supports them reciprocate with increased output, enthusiasm and devotiveness i.e. they go the extra mile. One way to increase staff morale is to provide them with employment benefits, often referred to as “perks of the job” these come in an variety of forms and help to ensure an individuals economic security, thus increasing happiness. So with that in mind here is a roundup of the most popular staff benefits which are commonly offered by employers…


    Providing staff with insurance offers peace of mind and can help to increase their personal security. There are several types of  insurance an employer can provide their staff with including health, dental and life. The business benefits of providing health insurance include include reduced sickness related absence, increased productivity and improved employee morale

    Retirement Pension Funds

    Employers can setup a trust fund which they contribute to and then when you retire the scheme will pay you a pension based on rules set out by the scheme. The rules may include: the number of years you’ve been a member of the scheme,  your pensionable earnings i.e your salary at retirement and the proportion of those earnings you receive as a pension for each year of membership.

    Gym Membership

    Providing employees with free or reduced price gym membership can help to make something regarded as a luxury by some people accesible and affordable. This also provides employers the benefit of promoting staff fitness and wellbeing, which is known to increase engagement and motivation.

    Profit Sharing

    Although some may detest otherwise everybody loves money, therefore, when a company sets up a profit sharing scheme it can help to a) attract and b) keep talented individuals. The concept is simple… a company will designate a percentage of  their annual profits as a pool of money to share with employees. This pool of money is then divided amongst the employees using a set formula. Some individuals may decide to forget about this extra money and invest it further into stocks, bonds, savings accounts which could turn into a nice little nest egg one day. However, one thing to regard is that this type of benefit tends to work best in organisations where profit is the principal focus. And finally a bizarre example courtesy of google…

    Death Benefits

    Yes you read that right Death Benefits! An article by highlights What Happens To Google Employees When They Die the article states “Should a U.S. Google employee pass away whilst under the employment of the search giant, their surviving spouse or domestic partner will receive a cheque for 50% of their salary every year for the next decade. There is no tenure requirement for this benefit, thus most of  Google 34,000 employees qualify. In addition to this generosity, surviving spouses will also see all stocks vested immediately and any children will receive a $1,000 monthly payment from the company until they reach the age of 19 (or 23 if the child is a full-time student).

    Related Blogs

      © Net-Recruit 2022