Not too long ago, I worked on a posting that had 28 different “key responsibilities.” The employer was frustrated with a lack of candidates. I think TLDR was the culprit! Here are a few ways to make sure your job description doesn’t fall into the too-long-didn’t -read trap.

In today's fast-paced world, staying ahead of the curve is essential for career growth and job security. If you’re ready to up your skills game, here are a few strategies to help with ongoing skill-building:

Over the past year, I have been looking at different companies that are leading the way in innovative support for candidates, employees, and leaders. Here are a few of my favorite recent discoveries.

As we start 2024, hiring leaders have an opportunity to refresh and revitalize their approach to talent acquisition. Here are some practical resolutions that can make a tangible impact on the hiring process in 2024. (Feel free to borrow and adapt!)

As we stand at the threshold of a new year, it’s time for the talent acquisition landscape to evolve, shedding outdated practices that hinder progress. In the spirit of embracing change, let’s bid farewell to certain approaches that no longer resonate with the needs of a dynamic workforce and modern hiring.

In the spirit of the holidays, here are some ways you can help candidates unwrap both job opportunities and a delightful hiring process filled with consideration, acknowledgment, and support.

Ah, the holiday season—a time for festive decorations, cheerful music, and apparently, the infamous phrase, “Let’s revisit this next year.” As the end of the year approaches, it seems like a convenient catch-all for anything deemed too complex, too challenging, or just plain inconvenient. But let’s be honest, is it a strategic move or merely a premature holiday check-out?

As we turn the page and launch 2024, take a look at the key things that should be top of mind for those leading and working in Talent Acquisition.

As AI continues to transform HR, several emerging roles and responsibilities are coming to the forefront. Now’s the time to upskill your current talent teams into these types of roles or expand your own skills for the future. Here are a few of the AI-related roles that will be essential.

As you learn more about AI tools for Human Resources, here are some key questions to ask your vendors to ensure that the tools you select will be difference-makers – and not have unintended consequences.

AI systems can process vast amounts of data, make predictions, and assist with decision-making, ultimately extending and amplifying human intelligence and productivity. As you research AI tools, you will need to become familiar with how AI learns and the associated risks. Here are a couple of AI learning methods — and their benefits and risks.

It’s time to embrace the AI revolution in HR and reap the benefits of a more productive and engaged workforce. Here a few ways to embrace it — and enhance our work.

Once upon a time, in the bustling world of Human Resources, a quiet revolution was taking place. The HR department of a forward-thinking organization had decided it was time to embrace the power of Artificial Intelligence (AI). Here’s what happened next.

During the hiring process, it’s important to ensure that we don’t have blinders on – or make a hiring decision in the “honeymoon period.” After watching leaders make these mistakes, here are three ways to avoid a bad hire and achieve hiring success.

As AI and other new technologies become accessible and applicable for recruiters, the profession’s profile of the profession needs an update. Today’s talent recruiters need a combination of traditional recruiting skills and emerging ones to be successful.

The appropriate etiquette for making phone calls, answering calls, and leaving voicemails has changed dramatically in the last 20 — and even 2 — years. A recent Washington Post article documented current phone etiquette and got me thinking about whether recruiters are in sync. Could some of the perceived “ghosting” by candidates be miscommunication?

As we move forward into a world with AI at the forefront, the statement, “we’ve always done it this way” should prompt us to ask “why” we do the things we do in recruitment. Here’s an example.

What is FOBO, you ask? Fear of Becoming Obsolete. With all of the AI in the news – including the fears it will “take over,” is the worry justified?