Just when you think it couldn’t get harder for those looking for a job and the companies looking for talent, you read articles like this one — “Job Listings Abound, but Many Are Fake” — in The Wall Street Journal. Here’s a short summary: A lot of employers have postings out there that they’re not actively working to fill, aka “ghost jobs.”

Have you seen what some organizations are asking of applicants BEFORE they have checked to see if they are a fit for the job — or even said hello?

Often I have heard hiring leaders speak of luck in finding the new talent. As a recruiter and recruiting leader, I would slyly smile and agree.  But was it really luck?

People see the “fun part” of recruiting – shaking hands, meeting people, introducing amazing talent to leaders, and letting them believe it is just luck. Here’s what they don’t see.

In the post-pandemic environment, there’s a lot of discussion around the changing attitudes about work. It boils down to people prioritizing “life”

I recently saw a post about a job seeker applying for a role and being asked, “Are you currently employed and have been in your job for at least one year?”

If we want to make sure our messages are getting through, it’s critical that we communicate to candidates using the method that works for them. Read on to find out when email, text, phone or even traditional mail work best.

It’s estimated that people who have a good experience tell six other people about it. Those with bad experiences tell up to 15 people! Use the following tips to ensure that your candidates leave with a positive experience no matter the outcome of their application.

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.