As part of the recruiting process, most organizations understand the need to create job descriptions and post them to various job boards and social media platforms with the intent to get in front of a large and relevant talent pool. However, all this effort to catch the attention of top talent can easily go to waste when the organization is not equipped to handle incoming applicant interest in an organized way with a good applicant tracking system.

In a world where the labor participation shortage is not going away, employers are looking for real ways to drive productivity, performance, retention of talent, and new strategies for attracting incoming generations. Just paying employees more is not driving major improvements and may not be financially sustainable over time. What else can be done?

Have you seen the commercial of the car that uses Artificial Intelligence (AI) that keeps running over a 3-4-foot crash dummy sitting in the middle of the street? That AI system is in production and on cars right now and it shows how far AI needs to go to drive your car safely.

Ban-the-box seems like old news by now as so many states, cities, and counties have enacted some sort of ban-the-box legislation. Most ban-the-box laws address asking about criminal history on job applications. However, some locations are taking it further with Fair Chance Hiring legislation. The Fair Chance Hiring laws address not only when, but how an employer can use criminal history in employment decisions and what obligations they have in making those decisions.

Artificial Intelligence or AI is becoming more common in a variety of HR practices, especially on the recruitment side of HR.  At the same time, it is being bandied about by a variety of government organizations as being a hinderance to applicants and employees. 

Have you ever looked at a job posting online and wondered why there is a never-ending laundry list of job duties, required experience, and a plethora of other skill requirements attached to the position? Well, the answer is the job posting is serving to screen out candidates rather than screening them in because the job posting is only looking for experience rather than ability.

Many companies think talent acquisition is something new – a term that corporate America devised in order to replace recruiting with something more sophisticated sounding. But, in fact, it is not new at all. When properly put into practice, talent acquisition and recruiting are completely different.

Finding talent is a lot like fishing. You may look around at people fishing near you and wonder why they are being successful, and you are not. Well, the reason is simple. You need to be in the right place at the right time, and you need to be using the right bait.

An organization’s onboarding process is one of the most significant factors in determining not only the effectiveness of new employees in their role, but also their overall engagement and satisfaction with the company.

With three out of four hiring managers saying they have made a bad hire, coupled with 40% of the workforce seeking new opportunities, the current scenario of finding replacements for your company’s attrition is the perfect set-up for a tidal wave of potential bad hires.

When a company assesses new talent, they look at hard skills, soft skills, work experience, reasons for making particular career moves, cultural fit, and a plethora of other criteria before making a hiring decision.

Not long ago, job titles were relatively generic. If you sold something, you were a sales representative or an account representative. If you answered phones, you were a receptionist. Everyone knew what the title implied regarding job duties and the type of experience required to perform the position at a high level. However, in today’s business community things are changing – especially how it applies to title use in the talent acquisition process.

Artificial intelligence (AI) has its issues, but in the long run, it does assist in today’s job marketplace.  While currently in the beginning stages, ten years from now, AI will likely be the expected form of communication between job applicants and employers.  With so many resumes submitted for a job, sifting through them in a timely manner and still trying to maintain a positive applicant experience while being short-handed, is a quagmire most recruiting organizations try...

After a hiatus due to the COVID pandemic, internship programs are back and present an opportunity to select and develop future talent.  According to ASE’s 2022 Salaries for Co-Op Students and Recent College Graduates Survey, 88% of the 105 respondents maintain a formal internship program. 

U.S. workers are turning to alternative credentials to enhance and demonstrate skills and work-readiness, according to new research from the Society for Human Resource Management (SHRM). The new report, The Rise of Alternative Credentials in Hiring, found that nearly half of U.S. workers (45%) say they have some form of an alternative credential. Among those who don't, about half (49%) have considered earning one. However, employers often lack the systems that can identify and validate...