The January surge in job applications tells a deeper story than just New Year’s resolutions. As recruiters and hiring managers, our challenge is uncovering the real journeys that brought candidates to our inboxes.

As the skills landscape rapidly evolves, forward-thinking companies are discovering their best talent pipeline might be the one they already have. Your next star performer might be hiding in plain sight. Here’s where to look:

The gig economy of 2025 isn’t your 2020 side-hustle story. As organizations wrestle with rapid technological change and shifting market demands, freelance work has evolved from a stopgap measure to a strategic advantage for both companies and professionals.

Is “find a new job” at the top of your 2025 resolutions? If so, timing is on your side. January brings fresh hiring budgets and new positions. But like any New Year’s resolution, success comes down to strategy, not just intention.

As we wrap up 2024, there’s something truly energizing about reflecting on the meaningful strides we’ve made in connecting students with their future possibilities. Read on.

Does your December calendar fill you with a sense of excitement and mild panic? Somehow, between the rushed Target runs and late-night baking sessions, I hope you find time to pause, reflect on the year behind, and celebrate the year ahead.

After years of almost all interviews being virtual, something interesting is happening in recruiting. Companies are rediscovering the power of in-person connections, but they’re not throwing away their virtual options just yet – for good reason.

Let’s face it: Interview no-shows are frustrating, costly, and completely preventable. Every time I speak to a group of recruiters or hiring manager I hear about this problem. Here’s a quick guide to getting candidates to actually show up.

Picture this: You’re shopping online, and every recommendation is perfectly tailored to your taste. Then you switch to job hunting, and suddenly, it feels like you’re back in 2005: generic responses, irrelevant job suggestions, and one-size-fits-all communications. Sound familiar? Read on for practical ideas for personalizing the job search experience.

Remember when “flexible work” meant casual Fridays and leaving early for your kid’s soccer game? Those days feel like ancient history. As we navigate 2024, the conversation around work arrangements has evolved dramatically – and candidate preferences might surprise you.

Did you know that 34% of candidates assume they've been ghosted after just one week of silence? When candidates face the void of silence, they don't just move on – they remember, which can damage your employer brand. Here’s a solution.

Have you ever found yourself staring at a calendar full of back-to-back meetings, wondering when you’ll actually get your work done? If so, you’re not alone. The problem goes far beyond personal annoyance — it’s a significant drain on productivity and morale across organizations. So, how do we escape this cycle? Here are a few suggestions.

In the competitive landscape of talent acquisition, a strategic approach to engaging top performers can make all the difference. One effective method I’ve used is implementing a deferred application strategy, which focuses on building meaningful connections with potential candidates before asking them to formally apply.

As an employer, there’s a unique thrill in hiring someone for their first job. It’s not just about filling a position; it’s about opening a door to possibility and potential.

In the bustling offices of almost every organization and industry, a quiet revolution is underway. As artificial intelligence (AI) reshapes the business landscape, companies are realizing that their most valuable asset in this new world isn’t the latest software or the most advanced algorithms — it’s their people.

In times of crisis, organizations must adapt quickly to ensure business continuity and support their employees. Talent acquisition professionals can play a crucial role. Here's what I learned as part of the response team following Hurricane Katrina in 2005.

In the face of a critical nursing shortage, healthcare organizations are implementing nursing returnship programs. These programs offer a structured pathway for nurses who have taken career breaks to reenter the workforce, addressing staffing needs while tapping into a valuable pool of experienced professionals. Here's what makes them effective.