If you still believe that submitting hundreds of resumes to job boards and company websites and then waiting for a response was enough, you might be waiting for a while to hear back. Today, job seekers need to be proactive, strategic, and tech-savvy to uncover the best opportunities…
No, I didn’t launch a rocket or design a humanoid robot, but I did make some solid moves in my little corner of the recruiting world. Here’s a quick rundown of five things I accomplished.
The job market is changing fast, and if you want to stay ahead, you need the right skills. Companies are looking for people who can keep up with new tech, solve problems, and bring something extra to the table.
In today’s competitive job market, attracting top talent isn’t just about offering the best salary—it’s about positioning your company as the best place to work. That’s where employer branding comes in.
Virtual interviews have become the standard for many job seekers and employers. While the format may offer more convenience and feel more relaxed than an in-person meeting, it requires just as much preparation—if not more.
If you’re in the market for a job or thinking about your next career move, having a strong persona brand that “converts” and marketing yourself as a job candidate is just as important as having a great resume.
First, we saw the Great Resignation, where millions of workers left their jobs in search of better pay, flexibility, and purpose. Then came Quiet Quitting, where employees disengaged rather than leave outright. But now, we’re in a new era — the Great Stay …
Recruiting is evolving at lightning speed. AI-driven recruitment technology, automation, and data analytics are revolutionizing how we find, assess, and engage candidates. While there’s been a lot of speculation about technology replacing recruiters— the future of recruitment is really about leveraging these tools to become more effective, efficient, and insightful. And yes, one factor remains irreplaceable: the human touch.
Hiring great talent isn’t just about finding the right people—it’s about making sure they don’t drop out of your hiring process before you can hire them. Many companies unknowingly push away top candidates with slow, outdated, or frustrating hiring practices.
Hiring the wrong person can be one of the most expensive mistakes a company makes. A bad hire can lead to lost productivity, damaged morale, and wasted resources spent on onboarding and training. Yet, bad hires happen more often than they should—often due to preventable mistakes in the recruiting process.
