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.

It’s January, already the doldrums of post-holiday winter. Now, this year’s “triple-demic” is causing parents to have to juggle sick kids, their own illnesses, and the typical “hit the year running” workload.

It should be easy to decide a job’s requirements, right?. As I review postings, I see a lot of “requirements” that are highly subjective (or even impossible) for candidates – and recruiters

As we look forward to the new year, we have opportunities to engage candidates in a new way and leave some of the bad practices in the past. Sometimes it’s helpful to look to the past to frame the future.

There’s an often quoted research finding that states women won’t apply for jobs when they don’t meet all the requirements while men will.

LinkedIn found that candidates take 14 seconds to read a job description and determine if they want to apply.

With seven states and some municipalities (most recently, New York City) beginning to require salary ranges on job postings, organizations need to prepare for the change and plan how they will comply.  

Happy Thanksgiving week! I am hopeful that many of you are relaxing with family and friends.

Hiring leaders focus interviews on what they need to know from a candidate, but sometimes overlook what a candidate is looking for during an interview. Here are a few ways to anticipate what they want to know and answer the questions without saying a word.

Those of us on the “hiring side” often talk about numbers of applications, number of interviews, number of offers, successful hires – and even the dreaded “time to fill” or “cost per hire.” In doing so, we can lose sight of the “job hunting” side. But, we can change the trajectory. We have the awesome power to create a moment that changes someone’s career. Here are my three favorite opportunities.

As we celebrate Halloween, it’s a good time to talk about the “three ghosts” in recruiting – and how to “ghost-bust” them out of your process. 

Any recruiter I’ve worked with has heard me say, “I build the process for candidates first. Then hiring managers, then recruiters.” At first take, that may seem backward. But, when you think about it, if you don’t have candidates, the others in the process aren’t needed!

The days of “post it and they will come” are gone. Building sustainable talent pipelines is the smart way to ensure you have the skilled talent your organization needs. Start building with these six steps.

Recently, I took a single job category and looked at all the postings in my area to see the requirements listed. The results of my inventory? Chaos! The job requirements varied widely and some were so confusing that I didn’t even know how to advise someone to meet them