Employers frequently say they can't find qualified talent. Open positions go unfilled for weeks or even months, and hiring managers grow frustrated by the lack of candidates who meet their requirements. But what if the talent they're looking for is already out there? Too often, employers overlook capable candidates simply because they don't have the exact experience or qualifications listed in the job description. In their search for the perfect fit, they may be missing out on...

Artificial intelligence promised to make recruiting faster and more efficient. From screening resumes to scheduling interviews, technology was expected to take time-consuming tasks off recruiters’ plates and help employers fill openings sooner. However, new research suggests the results haven’t lived up to those expectations.

Job hopping, particularly in the IT industry, has become increasingly common. For many employees, changing employers can feel like the most effective way to earn a promotion, build new skills, and advance their careers.

Ghosting is usually discussed as something job candidates do to employers. A candidate stops responding to emails, misses an interview, or accepts an offer and never shows up. But often, employers ghost candidates too. And when it happens after an interview, the impact can be particularly damaging.

Manufacturing Day is this Friday, October 2, and is a good reminder that attracting the next generation of manufacturing talent takes more than putting a “Now Hiring” sign outside the building.

In an increasingly crowded talent market, employers often look for ways to stand out. Some organizations have turned to humor in job postings, hoping that witty language, clever headlines, or playful descriptions will capture attention and make their opportunities more attractive. While the approach may generate clicks and social media engagement, new research suggests it may not improve candidate attraction and could even create unintended consequences.

For generations, the path into a professional career has been relatively predictable – graduate high school, attend college, earn a degree, and enter the workforce. But that path is beginning to look less certain. Rising tuition costs, concerns about student debt, and questions about the return on investment of a four-year degree are prompting more students to consider alternative educational and career paths. While this shift is primarily a conversation about higher education,...

Organizations spend considerable resources attracting talent, but many still stumble when it comes to onboarding. After the recruitment process, onboarding is the first impression a new hire receives and is critical to formulating the way they view the organization. New research from a 2026 Adobe Acrobat study suggests that common onboarding frustrations continue to undermine the employee experience at a point when engagement should be building.

What if candidates could publicly call out your company for ghosting them? Well, now that is the reality. A newly launched website called Did They Ghost You? gives job seekers a place to report employers who stop communicating with them after an interview. And apparently, there is no shortage of stories to tell. Within weeks of launching, the site had more than 2,000 companies listed, including some of the biggest names in technology, finance, and media. The website may have started partly...

Artificial intelligence is creating a paradox in the early-career job market.  Companies are increasingly using AI to perform tasks traditionally assigned to entry-level employees, yet new research suggests many employers are not abandoning early-career hiring. Instead, they are changing what they expect from employees entering the workforce.

For much of the past two years, employers focused on doing more with less. Hiring slowed, layoffs made headlines, and many organizations looked to artificial intelligence (AI) as a way to increase productivity without adding headcount. Now, a new trend is emerging. Several major employers, including technology firms, transportation companies, and professional services organizations, are signaling plans to increase hiring as business conditions improve and the realities of AI adoption become...

Landing a new job has always required persistence. Today, it also requires vigilance. Employment scams have become increasingly sophisticated over the past year, with criminals posing as recruiters, creating convincing company websites, and using familiar hiring platforms to lure job seekers into sharing personal information or sending money. As remote hiring becomes more common, distinguishing a legitimate opportunity from a fraudulent one is becoming more difficult.

Applicant tracking systems, AI-powered screening tools, automated workflows, and high-volume recruiting processes help employers manage hundreds, sometimes thousands, of applications. While these technologies provide valuable efficiencies, many organizations may be overlooking an important consequence: qualified candidates are increasingly disappearing into a recruiting "black hole."

Organizations are constantly looking for ways to improve efficiency, streamline processes, and gain an advantage over the competition. As part of that effort, many employers are turning to artificial intelligence (AI) to automate tasks, enhance decision-making, and increase productivity. While AI offers tremendous potential, the drive to achieve faster and better results can sometimes overshadow the need to carefully evaluate how these tools are being used. Without thoughtful oversight and...

For years, recruiting leaders have searched for ways to make hiring faster. Artificial intelligence now offers the capability of scheduling interviews, drafting job descriptions, communicating with candidates, and screening resumes. Yet as technology becomes more deeply embedded in the hiring process, many employers are discovering an unexpected truth: the human touch may be more valuable than ever.

After years of headlines about a cooling labor market, many employers expected recruiting to become easier. Yet recent research suggests that winning top talent remains a challenge, particularly at the offer stage.

Recent college graduates are entering one of the most contradictory job markets in recent memory. Employers across Michigan and the nation continue to flag skills gaps and long-term workforce concerns, yet many are pulling back on the entry-level hiring that would begin to solve those problems. Today's recent college graduates often find themselves caught in a frustrating loop: no one will hire them without experience, yet experience is impossible to gain without that first hire.

The question of whether or not to include salary ranges on public job postings is age-old, with well-reasoned arguments both for and against. Legislation has settled the debate in 11 states and counting with pay transparency requirements specifically for external job postings.  Many employers in the remaining 39 states still wrestle with this question, trying to balance pros and cons while at the same time striving to achieve the primary goal of attracting qualified talent to the...

Companies strive to do things better, cheaper, and faster but sometimes it is better for business to take a step back and look at the bigger picture. Take the time to consider what unintended consequences could come up when putting policies and practices into place. Many employment decisions become legal decisions, yet how many employers look at their decisions that way when enacting or updating their policies and procedures?

Asynchronous (async) video interviews, which were once considered a niche experiment in hiring, have been moving into the mainstream. In this format, candidates record answers to preset questions on their own schedule, allowing employers to review submissions later (thus not requiring synchronicity in time or location). Tools like HireVue, Jobma, and Willo provide async options, and the appeal for employers is obvious. But as the practice spreads, a more complicated story is emerging. While...

For the first time ever, the Academy of Motion Picture Arts and Sciences handed out an Oscar for Best Casting. Essentially, casting is HR. Casting directors study roles deeply, evaluate talent honestly, and make strategic decisions about who belongs where. When they get it right, everything clicks. When they get it wrong, even the biggest budget can't save the production.

When it comes to attracting the best talent, writing inclusive job descriptions is one of the simplest and most effective changes an organization can make. Yet many job ads unintentionally exclude neurodivergent candidates including people with autism, ADHD, dyslexia, dyspraxia, and other neurological differences because they’re written without considering different ways people process information.

For the past five years, the "virtual-first" hiring model was hailed as the ultimate efficiency win for HR. However, as generative AI tools have evolved from simple resume builders to real-time interview copilots, the digital veneer of the hiring process is cracking. To outsmart the surge in AI-assisted fraud and "bot-optimized" candidates, companies are increasingly dusting off the physical conference room and returning to the in-person interview.

For many organizations, hiring still happens in reaction to immediate needs. A key employee leaves, a project ramps up, or a new initiative begins, and suddenly HR is racing to fill a position. This reactive approach often leads to rushed decisions, long vacancies, and hires who may not be the best long-term fit.

As today’s job market remains challenging and competitive, yet another trend has emerged for job seekers: reverse recruiting. Many professionals are turning to reverse recruiters to help them stand out and accelerate their time to hire. Acting as personalized job‑search specialists, these individuals or firms handle everything from applications to outreach, giving candidates a targeted edge in an overcrowded market.