Onboarding shouldn’t end after new hires have their badge, laptop, benefits enrolled and a week of orientation. Here’s why.

I have a question for anyone who hires. Are your entry-level job posts preventing young workers from getting in the door?

We spend a lot of time worrying about hiring the wrong person. We spend almost none worrying about hiring the wrong work. Here’s why we should.

Behavioral questions have earned their spot for good reason. Tell me about a time you handled conflict, walked into a mess, missed a deadline. Past behavior tells you something real — but it only takes you so far.

Earlier this summer, I listened to Josh Bersin lay out a future where talent acquisition runs almost entirely on its own. AI technology has gone from assistant to agent to something that hears a business need and acts on it without much instruction. It was a genuinely impressive case, and it left me uneasy in a way I’ve been chewing on ever since.

A new hire needs real support at the start. Close guidance, a safety net that catches the early falls. But the moment that support stays in place out of the manager’s nerves instead of the employee’s need, growth stalls.

In all the talk about automating the hiring process using AI, there’s a question nobody seems to be asking: who advocates for the candidate?

More than 50% of companies now require four or more interview rounds — up from the traditional two or three. Before you add an interview, ask this question.

I sat in on a presentation recently where a very smart, very respected voice in HR technology made the case for fully automating talent acquisition. The argument was compelling, the data was real, and by the end, I was simultaneously impressed and unsettled. Some thoughts…

I hear some version of this from leaders regularly: All I do is meet about doing. When do I actually get to do? Or another one, I need “think time.” Organizations that protect focus time are sending a message: we trust you to work. Organizations that fill every hour with meetings about the work are sending a different one.

If you’re a job seeker in 2026 and you’re applying to 300 jobs, I have some bad news — and some good news.

The bad news: the volume strategy isn’t working, and it’s not going to. The good news: the thing that still works is the thing everyone abandoned.

Most internship programs default to one of two failure modes: the intern becomes free labor for the tasks nobody wants, or they become a guest who is politely ignored until August. Both send them back to campus with nothing to show and nothing to say about you. Here’s what an intern needs from their summer assignment.

Here’s the uncomfortable truth about hiring in 2026: the automated tools have gotten faster for both employers and job seekers. The thinking has gottone lazier on both ends. And the result is a system drowning in noise.

The World Cup officially arrives in Kansas City on June 16, and we’ll host six matches between now and July 11. A few thoughts about the strange and wonderful chance to host the world.

The unemployment rate for young workers is about twice the national average. AI is changing how hiring happens. But the answer to isn’t a better bot.

The AI-enhanced candidate isn’t going away. Stop asking, how do I catch them? Start asking how do I see past the polish to the actual person? Read on for three types of questions worth adding to your next interview.

You probably think your hiring process sounds professional and respectful. But, how would candidates describe it? The newest generation of candidates is calibrated differently from the candidates of 2015. Here’s what they expect.

We’re hiring and being hired by a generation that grew up watching the gap between filtered images and real life — and they’ve gotten very good at spotting the difference. Here’s a quick look at what’s authentic.

Every week brings another version of the same headline: Company X cuts Y thousand jobs, citing AI.

It feels like a wave. It feels inevitable. It feels like the entire labor market is being rewritten by automation in real time. Here’s what’s true.

For most of the last decade, recruiting drifted into a transaction. But, time-to-fill is up. Quality of hire is down. Everyone’s frustrated. A better ATS isn’t the fix. Remembering that recruiting has always been a relationship business is.