We love to blame the skills gap for our hiring struggles, but, after spending years in this business, I’ve learned it’s often not a skills gap at all. A lot of times, the problem is a motivation gap, and we’re the ones creating it.

Most candidate ghosting isn’t personal. It’s predictable. And that means it’s something you can fix. Here’s where to focus.

Everyone’s talking about skills-based hiring like it’s revolutionary. But here’s the dirty secret: most organizations that claim to do skills-based hiring have just swapped one lazy proxy for another.

Recruitment systems fail silently. Here’s what to look for — and what to do about it.

Your AI keeps optimizing the time-to-hire. Meanwhile, your 90-day retention just dropped 15%. Here’s the disconnect: AI optimizes for whatever you tell it to. It can’t question whether those metrics matter. Try this instead.

Short answer: Probably. Here’s what to fix today.

Most organizations say they value curiosity. Then they reward people who execute without pushing back. But in 2026, with AI executing faster than ever, we need the people who slow down and ask: Should we even be doing this?

AI hiring isn’t going to go way. Used well, it helps find great candidates faster and can reduce some human biases. But the hidden nature is the problem.

The most valuable workplace skills in 2026 are exactly what AI can’t detect. Is your system screening out people with the wrong degree but the right mindset?

At the start of the year, many companies post the same roles they couldn’t fill the year before. Same requirements. Same hope that this time will be different. Spoiler alert: It won’t. Here’s what to do instead.

Most people wait until the week before their annual review to think about what they’ve accomplished. Then they panic, try to remember everything, and end up underselling themselves. Do this, instead.

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.