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.

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.

One of the top five reasons employees leave jobs is because they don’t like their immediate boss. So, with an estimated 25-40% percent of employees saying they would like to change jobs in 2023, it might be a good time to assess what kind of frontline managers your company has.

If you look around the business world today, you will find that all companies are changing and evolving whether it is implementing an integration of digital transformation plans, DEI programs, company culture initiatives, remote worker programs, or changes in organizational structure. You name it – there is a plethora of other changes occurring as well.

Gartner surveyed more than 800 HR leaders across 60 countries and all major industries to identify their priorities and challenges for 2023. The largest share of respondents put “leader and manager effectiveness” on their list, but many HR leaders also prioritize organizational design and change management, employee experience, recruiting, and the future of work

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.

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.