We’re experiencing a major shift in how we work. People are seeking job opportunities and employers that fit their lives rather than adapting their lives for a job. This means organizations need to think outside-of-the-box when it comes to traditional employment models and schedules.

Let’s stop making assumptions about a candidate’s motivations without talking with them first. Over the course of my career, I’ve collected more than a few assumptions that should never be made on a candidate’s behalf. Here are my top three:

According to Microsoft, meetings have increased by 153% since the pandemic began. That kind of spike has to have some detrimental effects on productivity and the “think time” that all leaders need to be effective. So, what can be done? Here are a few strategies that work for me to better manage meetings and reduce meeting overload.

Internal mobility seems to be having a moment. But what is internal mobility? Here are three hallmarks of outstanding internal mobility programs.

Like everyone, I see articles every day on Artificial Intelligence (AI) and how it’s going to change the way we hire, work – and live! While it’s easy to get caught up in the negative, I think there are a variety of ways AI can help recruiters find the talent they are looking for. Here are just a few…

Candidates continue to want some sort of feedback on how they did in their interview. Companies continue to say they don’t have the time to provide it or that they’re concerned about pushback or even lawsuits from candidates. My perspective? It’s totally do-able

How do you know if candidate experience strategy is working? Here’s an effective way to get an outside perspective, identify gaps — and give your team the recognition it deserves.

We need a world-class, industry-leading, expert, rock-star ninja – and we can’t understand why no one is applying! The use of superlatives in job descriptions is rampant and actually prevents organizations from finding the talent they need. Here’s what I mean.

As I talk to clients and organizations about their recruiting and talent strategies, I often hear the refrain of, “when things go back to normal” or “this is just temporary.”  Here’s the thing. Today’s hiring market is not temporary, and organizations must begin to think – and act – differently now in order to be able to attract the talent they need going forward. 

Last week, I attended a meeting at the Kauffman Foundation in Kansas City. I saw a pledge etched on their wall, and it resonated with me as I mark one year since I launched Sunflower Talent Strategies and a new path for my future.  Take a look.

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.