Candidates continue to want some sort of feedback on how they did in their interview. Companies continue to say they don’t have the time to provide it or that they’re concerned about pushback or even lawsuits from candidates. My perspective? It’s totally do-able

How do you know if candidate experience strategy is working? Here’s an effective way to get an outside perspective, identify gaps — and give your team the recognition it deserves.

We need a world-class, industry-leading, expert, rock-star ninja – and we can’t understand why no one is applying! The use of superlatives in job descriptions is rampant and actually prevents organizations from finding the talent they need. Here’s what I mean.

As I talk to clients and organizations about their recruiting and talent strategies, I often hear the refrain of, “when things go back to normal” or “this is just temporary.”  Here’s the thing. Today’s hiring market is not temporary, and organizations must begin to think – and act – differently now in order to be able to attract the talent they need going forward. 

Last week, I attended a meeting at the Kauffman Foundation in Kansas City. I saw a pledge etched on their wall, and it resonated with me as I mark one year since I launched Sunflower Talent Strategies and a new path for my future.  Take a look.

Just when you think it couldn’t get harder for those looking for a job and the companies looking for talent, you read articles like this one — “Job Listings Abound, but Many Are Fake” — in The Wall Street Journal. Here’s a short summary: A lot of employers have postings out there that they’re not actively working to fill, aka “ghost jobs.”

Have you seen what some organizations are asking of applicants BEFORE they have checked to see if they are a fit for the job — or even said hello?

Often I have heard hiring leaders speak of luck in finding the new talent. As a recruiter and recruiting leader, I would slyly smile and agree.  But was it really luck?

People see the “fun part” of recruiting – shaking hands, meeting people, introducing amazing talent to leaders, and letting them believe it is just luck. Here’s what they don’t see.

In the post-pandemic environment, there’s a lot of discussion around the changing attitudes about work. It boils down to people prioritizing “life”

I recently saw a post about a job seeker applying for a role and being asked, “Are you currently employed and have been in your job for at least one year?”

If we want to make sure our messages are getting through, it’s critical that we communicate to candidates using the method that works for them. Read on to find out when email, text, phone or even traditional mail work best.

It’s estimated that people who have a good experience tell six other people about it. Those with bad experiences tell up to 15 people! Use the following tips to ensure that your candidates leave with a positive experience no matter the outcome of their application.

Tomorrow the next iteration of “Real World Learning” launches with the Get on The Bus lunch.

Many health care organizations that I talk to about staffing challenges mention “a return to normal” or “when this is over” when talking about how to address the situation.

Even in this new work-from-home/work-from-everywhere world, there are roles, positions, and functions that require someone to relocate.

Beyond compensation, star candidates are looking for more from their next move.  Highlighting these items will increase your chances to land the candidate for your organization.

A recent headline announced companies are shifting focus from recruiting to retention in 2023. To me, these two things are actually very similar, and I believe doing something in one area helps the other. Here’s how.