Eighty-five percent — almost 9 in 10 — jobs that will exist in 2030 have not been created yet. To prepare, companies need to become more adept at reskilling. So, where do you start? Read on.

Many companies are touting that they are now using “skills-based hiring.” However, when you dig into their job postings, many still require degrees. Making the transition from using a degree as a proxy for soft and hard skills takes planning and time to get it right. Here are the key transition steps when implementing skills-based hiring for your organization.

Back in 2008, I implemented the first video interviewing tool in my organization. We asked the questions, and candidates opted in to record their responses on video. The option took off, offering distinct advantages for both candidates and hiring leaders. Here are my top six.

The realities of today’s labor market and changing hiring landscape requires hiring leaders to be adaptable in their expectations, especially if they hire less frequently or believe there is a line of candidates just waiting for their job posting. As recruiters and HR leaders, it’s our job to communicate the current job market and help our partners navigate it to hiring success.

I can think of so many examples where a resume that was initially rejected got another look, and the person turned out to be not just a good candidate but an outstanding performer. Here are two questions to ask to avoid making assumptions that push the candidate out of consideration.

While vacations are a much-needed break for employees, they can wreak havoc with the recruiting and hiring process. Here are some quick tips to keep the hiring process moving during peak vacation season.

Before you gasp or spit out your coffee, take a minute to think about why you would NOT provide candidates with questions for an interview in advance. If the goals are to set candidates up for success and find the best talent for the role, providing as much information as possible prior to the interview is a good start. Here’s why.

Is it just me or are interview processes getting longer and, frankly, excessive? Here are my guiding principles for designing an interview process, whether I’m filling an entry-level or a C-Suite position.

As we celebrate the 4th of July and our nation’s independence, here’s a challenge. Employers have a unique opportunity to open their doors to those who have paid the debt they owed to society and offer them a second chance at gainful employment. For your consideration, here are a few thoughts on why tapping into this pool of talent could help your organization.

In today’s competitive labor market, skills-based hiring initiatives are gaining traction in many industries. For those of you not quite ready to go “all in” on skills-based hiring, consider starting an “in lieu of” project within your organization. Here’s how it worked at one of my prior organizations.

Once you identify the right person for a position, the real work of bringing them on board begins. When moving to a new city is in the mix, the relocation program makes a big difference. Here are 6 outside-the-box ideas for refreshing your relocation support.

On the first day of a job, the needs of the new hire and the needs of the organization can clash. And unfortunately, the results can be catastrophic for the long-term success of the new employee. Are you making any of the classic onboarding mistakes? If so, read on for some suggestions to correct them.

I have long believed that the success of Human Resource, Recruiting and Talent Acquisition professionals ties directly to the ability to see beyond the paper. Think of it this way. Every single person who applies has hopes, dreams, lives, bills, and children or others depending on them. Take a people-centric approach to how you respond.

Did you know that 60% to 75% of your employees do double duty as caregivers? Whether it be a child, an elderly parent or grandparent, or a neighbor, these responsibilities can conflict with their ability to be their best at work. Here are some thoughts on how to support caregivers — and why you want to.

We’re experiencing a major shift in how we work. People are seeking job opportunities and employers that fit their lives rather than adapting their lives for a job. This means organizations need to think outside-of-the-box when it comes to traditional employment models and schedules.

Let’s stop making assumptions about a candidate’s motivations without talking with them first. Over the course of my career, I’ve collected more than a few assumptions that should never be made on a candidate’s behalf. Here are my top three:

According to Microsoft, meetings have increased by 153% since the pandemic began. That kind of spike has to have some detrimental effects on productivity and the “think time” that all leaders need to be effective. So, what can be done? Here are a few strategies that work for me to better manage meetings and reduce meeting overload.

Internal mobility seems to be having a moment. But what is internal mobility? Here are three hallmarks of outstanding internal mobility programs.

Like everyone, I see articles every day on Artificial Intelligence (AI) and how it’s going to change the way we hire, work – and live! While it’s easy to get caught up in the negative, I think there are a variety of ways AI can help recruiters find the talent they are looking for. Here are just a few…

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