It should be easy to decide a job’s requirements, right?. As I review postings, I see a lot of “requirements” that are highly subjective (or even impossible) for candidates – and recruiters

As we look forward to the new year, we have opportunities to engage candidates in a new way and leave some of the bad practices in the past. Sometimes it’s helpful to look to the past to frame the future.

There’s an often quoted research finding that states women won’t apply for jobs when they don’t meet all the requirements while men will.

LinkedIn found that candidates take 14 seconds to read a job description and determine if they want to apply.

With seven states and some municipalities (most recently, New York City) beginning to require salary ranges on job postings, organizations need to prepare for the change and plan how they will comply.  

Happy Thanksgiving week! I am hopeful that many of you are relaxing with family and friends.

Hiring leaders focus interviews on what they need to know from a candidate, but sometimes overlook what a candidate is looking for during an interview. Here are a few ways to anticipate what they want to know and answer the questions without saying a word.

Those of us on the “hiring side” often talk about numbers of applications, number of interviews, number of offers, successful hires – and even the dreaded “time to fill” or “cost per hire.” In doing so, we can lose sight of the “job hunting” side. But, we can change the trajectory. We have the awesome power to create a moment that changes someone’s career. Here are my three favorite opportunities.

As we celebrate Halloween, it’s a good time to talk about the “three ghosts” in recruiting – and how to “ghost-bust” them out of your process. 

Any recruiter I’ve worked with has heard me say, “I build the process for candidates first. Then hiring managers, then recruiters.” At first take, that may seem backward. But, when you think about it, if you don’t have candidates, the others in the process aren’t needed!

The days of “post it and they will come” are gone. Building sustainable talent pipelines is the smart way to ensure you have the skilled talent your organization needs. Start building with these six steps.

Recently, I took a single job category and looked at all the postings in my area to see the requirements listed. The results of my inventory? Chaos! The job requirements varied widely and some were so confusing that I didn’t even know how to advise someone to meet them

86% of today’s candidates start their job search (and their application) on their phones. Think about how many fields you would fill in on your phone – or better yet, try to apply at your organization from your phone. Ask yourself,

Let’s all move toward a greener future in recruiting – and become more human-centric in the process. When someone applies for a role at your organization, they are interested in you.

Recently I had a conversation with a qualified Behavior Health Technician. She finished her associate’s degree and is out looking for her first job. I have also been speaking with multiple hospitals and healthcare organizations about the critical shortage for this role.

My LinkedIn feed is full of posts about layoffs from a wide variety of companies recently. In many cases, I see either most or all of talent acquisition departments being part of the layoff.

Despite the click-bait headlines out there, quiet quitting isn’t about workers slacking off or doing the bare minimum. Here’s a look at what quiet quitting is and how leaders can support employees looking for an “off switch” between work and life.

Today begins the biggest HR Technology show of the year in Vegas! I’m in attendance and looking few things over the next 3 days: