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:

As school starts across the country, there is a pool of available talent that may be looking for a “right fit” job, including employees that left your organization to stay home with children who now may be headed to school.  Here are some thoughts on how you can fill some of your gaps with this amazing talent.

As your company continues to work toward diversity goals, take a look at your benefits to ensure they foster a sense of inclusion and belonging. Here are a few places to start:

There are many industries and organizations that must have people onsite to get their work done. To compete for talent when remote work isn’t an option,these organizations should look at what they can do to give people more flexibility in their work.

Recently Fast Company magazine asked the question, “Is the candidate’s market over? My answer, “No.” Here are my 3 reasons why not:

You did it! You got the coveted acceptance from the candidate you worked so hard to find. Now, plan their pre-boarding and onboarding with the care it deserves.

I’ve seen many postings lately about ghosting by recruiters. If we’re going to complain about candidates ghosting us, perhaps a look in the mirror would be timely!

The intake meeting. That first step to finding the best talent available. Yet, it is a step that many recruiters overlook or skip altogether. To build the partnership needed to find the right person for a job, it is critical that the hiring manager and recruiter discuss each requisition and ensure they’re on the same page.

Ever had a hiring manager say, “I don’t have time to interview,” while you’re struggling to send them qualified people who statistics say will be on the market only about 10 days? Here are some helpful ways to get your interviewers ready to go:

Take a look at the job descriptions and job postings you are putting out into the world. Does the role sound interesting, challenging and like a good career move, OR does it put you to sleep with all its requirements? 

Many studies show how diversity in teams and companies positively enhances flexibility, creativity and innovation in workgroups. Plus, in many public-facing industries (including healthcare), business or care are enhanced when people feel more comfortable.

So, change your philosophy to: “We need to build – and engage with – the talent we are going to need.” Ever since I entered recruiting, the idea has been “if you post it, they will come.” The new reality is you need to build the skilled talent

Tuition assistance or tuition reimbursement programs are assets many organizations underutilize and overlook. Many organizations simply implement them and forget them. What if, instead, the focus of these programs becomes building the talent that your organization needs for the future – and being able to predict when that talent would be ready?

I have done several “Candidate Experience Audits” for companies lately, and they have reminded me that we need to focus on the basics. IF we don’t have the basics down, the best tech, the flashiest job description, and the best benefits and compensation won’t matter.