Most professionals wait until they desperately need a job to document achievements. Instead of waiting, create an achievement library to have examples of your wins, impacts and learnings. Here’s how.

I’ve been thinking about what makes professional relationships last beyond shared office space — and sustainable practices I can implement that help me be the colleague I want to be — even after we’re no longer coworkers. Read on.

We can’t revolutionize all of recruiting in 2026. But we can all get rejection right. It’s the smallest thing and the biggest thing. Here’s are steps you can take today.

Every January, hiring managers assume: “Resolution seekers who will withdraw by February.” Wrong. Most January applicants have been preparing for months. Read on for tips on identifying strategic candidates.

Most January job searches fail by March. Not because people aren’t qualified, but because they’re using the same approach as everyone else. Here’s a different approach that works.

You know what’s wild? Organizations spend thousands on financial wellness programs that employees ignore. Fancy planning tools, retirement calculators, investment advisors – all sitting unused while employees stress about money constantly.

When it comes to offering financial wellness benefits that employees will value — and use, here’s what works:

Let me tell you something nobody talks about: The employees you most want to keep are the ones most likely to leave when layoff rumors start circulating. I’ve watched organizations lose their best people during restructuring because they jumped ship before the ax fell. Here’s how to prevent that.

Every December, working parents face an impossible equation: school closures + year-end deadlines + holiday expectations = complete chaos. Holiday support that works acknowledges that December is genuinely hard for working parents and provides benefits that address real problems.

Every December, the same thing happens: Hiring managers tell me, “We’ll start recruiting in January,” and job seekers say, “I’ll wait until after the holidays to apply.”

Here’s the reality – the best hires often happen in December, precisely because everyone else has checked out.

Here’s what I’ve learned: In uncertain times, the benefits that matter most aren’t the flashy perks. They’re the ones that address the real anxieties your employees are feeling right now.

Last month, I facilitated two student panels where recent nursing graduates talked about their first-year experiences. The insights were valuable — we heard about preceptor approaches, communication challenges, confidence building.

But here’s what I kept thinking about: What would the people who didn’t make through tell us?

While everyone focuses on external hiring and AI screening, many organizations miss their most powerful talent source: current employees. In a world where jobs change every 18-24 months due to AI and tech advancement, internal mobility is more than a “nice to have.” It’s a competitive necessity.

We’ve talked about skills-based hiring for years. But AI is changing what “skills” means. In the AI age, we need to change our evaluation from “can they do this task?” to “can they do this task while effectively collaborating with AI, and do they know when human judgment should override the technology?”

I’ve been thinking a lot lately about what skills will matter most as AI becomes more integrated into our work. The answer keeps coming back to critical thinking. Here are some thoughts about where critical thinking is needed most in talent acquisition and how to develop it. Because here’s the good news: Critical thinking only becomes more valuable as technology advances.

After listening to Will Guidara share stories from his book Unreasonable Hospitality, I couldn’t stop thinking about what talent professionals can learn from world-class hospitality.

Gen Z is the first generation to have AI assistants available throughout their education and early career. This creates both unprecedented advantages and concerning dependencies.

I’m tired of reading about the latest workplace trend with its accompanying cute name. Lately it’s “job hugging” — apparently what we’re calling it when people don’t quit their jobs. Let’s be clear about what is actually happening.

The biggest obstacle to skills-based hiring isn’t technology or process — it’s mindset. If your hiring managers still think, “I had to have a degree to get this job, so should you,” your initiative is doomed before it starts.

Sarah, the recruiter, sat alone at her desk on Halloween Eve, desperate to fill a senior analyst position open for three months. That’s when she saw it — the perfect resume. Eight years of experience, every skill, even the niche certification. She scheduled an interview for the next morning, feeling a strange chill…

The most successful hiring doesn’t happen when you need someone urgently. It happens months or years before that need arises. Smart talent acquisition is like baseball scouting: identifying future stars before competitors even know they exist. Read on for some tips.