Ah, the holiday season—a time for festive decorations, cheerful music, and apparently, the infamous phrase, “Let’s revisit this next year.” As the end of the year approaches, it seems like a convenient catch-all for anything deemed too complex, too challenging, or just plain inconvenient. But let’s be honest, is it a strategic move or merely a premature holiday check-out?

As we turn the page and launch 2024, take a look at the key things that should be top of mind for those leading and working in Talent Acquisition.

As AI continues to transform HR, several emerging roles and responsibilities are coming to the forefront. Now’s the time to upskill your current talent teams into these types of roles or expand your own skills for the future. Here are a few of the AI-related roles that will be essential.

As you learn more about AI tools for Human Resources, here are some key questions to ask your vendors to ensure that the tools you select will be difference-makers – and not have unintended consequences.

AI systems can process vast amounts of data, make predictions, and assist with decision-making, ultimately extending and amplifying human intelligence and productivity. As you research AI tools, you will need to become familiar with how AI learns and the associated risks. Here are a couple of AI learning methods — and their benefits and risks.

It’s time to embrace the AI revolution in HR and reap the benefits of a more productive and engaged workforce. Here a few ways to embrace it — and enhance our work.

Once upon a time, in the bustling world of Human Resources, a quiet revolution was taking place. The HR department of a forward-thinking organization had decided it was time to embrace the power of Artificial Intelligence (AI). Here’s what happened next.

During the hiring process, it’s important to ensure that we don’t have blinders on – or make a hiring decision in the “honeymoon period.” After watching leaders make these mistakes, here are three ways to avoid a bad hire and achieve hiring success.

As AI and other new technologies become accessible and applicable for recruiters, the profession’s profile of the profession needs an update. Today’s talent recruiters need a combination of traditional recruiting skills and emerging ones to be successful.

The appropriate etiquette for making phone calls, answering calls, and leaving voicemails has changed dramatically in the last 20 — and even 2 — years. A recent Washington Post article documented current phone etiquette and got me thinking about whether recruiters are in sync. Could some of the perceived “ghosting” by candidates be miscommunication?

As we move forward into a world with AI at the forefront, the statement, “we’ve always done it this way” should prompt us to ask “why” we do the things we do in recruitment. Here’s an example.

What is FOBO, you ask? Fear of Becoming Obsolete. With all of the AI in the news – including the fears it will “take over,” is the worry justified?

Consider an employee who has just been promoted from a stellar individual contributor to a frontline leader role. The shift from “me” to “we” demands a new set of competencies. Providing frontline leadership training is key to an organization’s success. Here are 10 crucial elements your training should include.

At first glance, granting employees more freedom in their work may seem counterintuitive. And it’s critical to strike the right balance between employee and company needs. However, when implemented thoughtfully, workplace flexibility can be a powerful driver of productivity. Here’s how.

When you get right down to it, recruiting talent is marketing 101. So, it makes sense to apply a fundamental marketing principle: The marketing funnel. Read on to find out what I mean — plus a few tactics to consider — for each of the 5 stages of the marketing funnel.

One of the most significant trends in employee benefits is a renewed emphasis on inclusivity. Companies are updating their benefit policies to foster an environment where everyone feels valued and supported. Here are five ways to expand inclusivity through benefits.

Many employers still utilize traditional Applicant Tracking Systems and require resumes, lengthy interviews, and other hurdles wehn hiring hourly workers. As a result, they miss out on the fast-moving, fluid workforce. Here’s how to jumpstart your hiring of hourly employees.

Every recruiter has had a candidate who seemed to check all the boxes and interviewed well. But then they follow up with the hiring manager, who says something like, “They were great, but I want to see another candidate before I make a decision.” I have never understood the phenomenon of the “next-one-ism,” but I have learned some methods to overcome it. Here are some easy tips.