“We need to improve the candidate experience,” often translates to “Let’s make our interviews easier.” But that’s missing the point entirely. The best candidates want to be challenged – they just don’t want their time wasted. Here’s how to strike that perfect balance.

As Kansas City's football champions prepare for their fourth Big Game appearance in five years, HR and talent acquisition professionals can take inspiration from their proven formula for success. Let's break down how their winning strategies mirror best practices in our field.

Great candidates are slipping through your fingers, and you might not even realize why. After two decades in recruiting, I’ve seen the same bottlenecks sink promising hires time and time again. Here are the most damaging ones – and how to fix them.

The January surge in job applications tells a deeper story than just New Year’s resolutions. As recruiters and hiring managers, our challenge is uncovering the real journeys that brought candidates to our inboxes.

As the skills landscape rapidly evolves, forward-thinking companies are discovering their best talent pipeline might be the one they already have. Your next star performer might be hiding in plain sight. Here’s where to look:

The gig economy of 2025 isn’t your 2020 side-hustle story. As organizations wrestle with rapid technological change and shifting market demands, freelance work has evolved from a stopgap measure to a strategic advantage for both companies and professionals.

As we wrap up 2024, there’s something truly energizing about reflecting on the meaningful strides we’ve made in connecting students with their future possibilities. Read on.

Does your December calendar fill you with a sense of excitement and mild panic? Somehow, between the rushed Target runs and late-night baking sessions, I hope you find time to pause, reflect on the year behind, and celebrate the year ahead.

After years of almost all interviews being virtual, something interesting is happening in recruiting. Companies are rediscovering the power of in-person connections, but they’re not throwing away their virtual options just yet – for good reason.

Let’s face it: Interview no-shows are frustrating, costly, and completely preventable. Every time I speak to a group of recruiters or hiring manager I hear about this problem. Here’s a quick guide to getting candidates to actually show up.

Picture this: You’re shopping online, and every recommendation is perfectly tailored to your taste. Then you switch to job hunting, and suddenly, it feels like you’re back in 2005: generic responses, irrelevant job suggestions, and one-size-fits-all communications. Sound familiar? Read on for practical ideas for personalizing the job search experience.

Did you know that 34% of candidates assume they've been ghosted after just one week of silence? When candidates face the void of silence, they don't just move on – they remember, which can damage your employer brand. Here’s a solution.

Have you ever found yourself staring at a calendar full of back-to-back meetings, wondering when you’ll actually get your work done? If so, you’re not alone. The problem goes far beyond personal annoyance — it’s a significant drain on productivity and morale across organizations. So, how do we escape this cycle? Here are a few suggestions.

In the competitive landscape of talent acquisition, a strategic approach to engaging top performers can make all the difference. One effective method I’ve used is implementing a deferred application strategy, which focuses on building meaningful connections with potential candidates before asking them to formally apply.

As an employer, there’s a unique thrill in hiring someone for their first job. It’s not just about filling a position; it’s about opening a door to possibility and potential.