At first glance, granting employees more freedom in their work may seem counterintuitive. And it’s critical to strike the right balance between employee and company needs. However, when implemented thoughtfully, workplace flexibility can be a powerful driver of productivity. Here’s how.

When you get right down to it, recruiting talent is marketing 101. So, it makes sense to apply a fundamental marketing principle: The marketing funnel. Read on to find out what I mean — plus a few tactics to consider — for each of the 5 stages of the marketing funnel.

One of the most significant trends in employee benefits is a renewed emphasis on inclusivity. Companies are updating their benefit policies to foster an environment where everyone feels valued and supported. Here are five ways to expand inclusivity through benefits.

Many employers still utilize traditional Applicant Tracking Systems and require resumes, lengthy interviews, and other hurdles wehn hiring hourly workers. As a result, they miss out on the fast-moving, fluid workforce. Here’s how to jumpstart your hiring of hourly employees.

Every recruiter has had a candidate who seemed to check all the boxes and interviewed well. But then they follow up with the hiring manager, who says something like, “They were great, but I want to see another candidate before I make a decision.” I have never understood the phenomenon of the “next-one-ism,” but I have learned some methods to overcome it. Here are some easy tips.

Eighty-five percent — almost 9 in 10 — jobs that will exist in 2030 have not been created yet. To prepare, companies need to become more adept at reskilling. So, where do you start? Read on.

Many companies are touting that they are now using “skills-based hiring.” However, when you dig into their job postings, many still require degrees. Making the transition from using a degree as a proxy for soft and hard skills takes planning and time to get it right. Here are the key transition steps when implementing skills-based hiring for your organization.

Back in 2008, I implemented the first video interviewing tool in my organization. We asked the questions, and candidates opted in to record their responses on video. The option took off, offering distinct advantages for both candidates and hiring leaders. Here are my top six.

The realities of today’s labor market and changing hiring landscape requires hiring leaders to be adaptable in their expectations, especially if they hire less frequently or believe there is a line of candidates just waiting for their job posting. As recruiters and HR leaders, it’s our job to communicate the current job market and help our partners navigate it to hiring success.

I can think of so many examples where a resume that was initially rejected got another look, and the person turned out to be not just a good candidate but an outstanding performer. Here are two questions to ask to avoid making assumptions that push the candidate out of consideration.

While vacations are a much-needed break for employees, they can wreak havoc with the recruiting and hiring process. Here are some quick tips to keep the hiring process moving during peak vacation season.

Before you gasp or spit out your coffee, take a minute to think about why you would NOT provide candidates with questions for an interview in advance. If the goals are to set candidates up for success and find the best talent for the role, providing as much information as possible prior to the interview is a good start. Here’s why.

Is it just me or are interview processes getting longer and, frankly, excessive? Here are my guiding principles for designing an interview process, whether I’m filling an entry-level or a C-Suite position.

As we celebrate the 4th of July and our nation’s independence, here’s a challenge. Employers have a unique opportunity to open their doors to those who have paid the debt they owed to society and offer them a second chance at gainful employment. For your consideration, here are a few thoughts on why tapping into this pool of talent could help your organization.

In today’s competitive labor market, skills-based hiring initiatives are gaining traction in many industries. For those of you not quite ready to go “all in” on skills-based hiring, consider starting an “in lieu of” project within your organization. Here’s how it worked at one of my prior organizations.

Once you identify the right person for a position, the real work of bringing them on board begins. When moving to a new city is in the mix, the relocation program makes a big difference. Here are 6 outside-the-box ideas for refreshing your relocation support.

On the first day of a job, the needs of the new hire and the needs of the organization can clash. And unfortunately, the results can be catastrophic for the long-term success of the new employee. Are you making any of the classic onboarding mistakes? If so, read on for some suggestions to correct them.

I have long believed that the success of Human Resource, Recruiting and Talent Acquisition professionals ties directly to the ability to see beyond the paper. Think of it this way. Every single person who applies has hopes, dreams, lives, bills, and children or others depending on them. Take a people-centric approach to how you respond.

Did you know that 60% to 75% of your employees do double duty as caregivers? Whether it be a child, an elderly parent or grandparent, or a neighbor, these responsibilities can conflict with their ability to be their best at work. Here are some thoughts on how to support caregivers — and why you want to.