The hiring landscape is evolving at breakneck speed, and candidates aren’t shy about telling employers exactly what they want. But here’s the twist—what they say they want and what actually gets them to accept a job offer don’t always match up.

Does this sound familiar? You're the CEO of a thriving company, yet your talent pipeline is drier than a Zoom meeting without Wi-Fi. You're trying to land top-tier executives, but they keep slipping through your fingers. Why? Because, like it or not, your employer brand is doing the talking—and it might be saying all the wrong things.

The success of any organization, big or small, hinges on its people. Your team members are not just cogs in a machine; they are the lifeblood of your company. That’s why hiring the right talent is one of the most critical decisions a business leader can make. But the path to building a stellar team isn’t always smooth. In fact, it can be quite scary!

The landscape is often filled with challenges for women reentering the workforce after a career break. The transition can be daunting, from managing outdated skills to navigating new technologies. However, the rise of artificial intelligence (AI) is transforming how women approach this process, offering new tools and opportunities that make the journey smoother and more accessible.

An age-old debate has gained new urgency: Skills versus Degrees. With the rapid rise of technology, remote work, and a demand for specialized talents, many industries are shifting their focus away from traditional academic qualifications to real-world skills and competencies. But is it accurate to say that skills have completely overtaken a degree's value? Or do degrees still play a vital role in specific fields? The answer depends on the industry, the role, and the individual's career goals.

In today’s fiercely competitive job market, many companies are struggling to attract top talent. While some hiring managers point to a limited talent pool or a lack of qualified candidates as the root cause, the truth is often much closer to home. The real obstacle isn’t external—it’s internal. If you’re finding it difficult to secure the best candidates, it’s time to take a hard look at one of the most critical aspects of your hiring strategy: your compensation package.

The school year is officially underway again. For some, it's their first time entering middle or high school, worrying about making new friends, juggling classes, and fitting in. For others, however, it's senior year in college...their last year with the safety net of school. This got me thinking about my own final year of college: entering the workforce "for real," facing a weak economy and no LinkedIn or professional network.

In the world of employment, transparency has become a buzzword that extends beyond organizational culture and corporate values. One crucial aspect gaining traction in recent years is pay transparency – openly disclosing salary information with employees and job candidates. Pay transparency is not just a trend; it is a necessity in today’s hiring market, and its impact extends far beyond the traditional boundaries of employer-employee relations.

Hello? Is anyone out there? Often, candidates invest time, effort, and optimism into each interview round, only to find themselves waiting in limbo. It's no wonder they're left wondering, "What gives?"

In recent years, leaders have recognized the need for significant shifts in their recruiting practices. A growing awareness of the importance of inclusivity and the creation of healthy work environments is challenging the traditional approach to hiring. This journey towards building workplaces where employees feel valued, represented, and like important contributors to the company's success isn't easy. Change is challenging and often slow. But organizations that want to stay competitive and keep their bottom line trending in the right direction can't afford to dawdle.

One of the top complaints from job seekers is that employers mysteriously "disappear into the night" during the interview process. Candidates are left dangling for weeks or months, emails and phone calls unanswered.

They aren’t the only guilty party, however. In today’s complicated job market, job seekers are exacting their revenge - failing to return phone calls, ignoring emails, and simply not showing up to interviews or even the first day! Not a good look, candidates.

Start the year strong with a smart Q1 hiring strategy. Discover why January is the ideal time to recruit top talent—and how your planning, budget, and timing give you the competitive edge.