Sometimes, a company’s culture can lean too far into a workaholic ethos. If you’re not working extra hours, sacrificing your personal life, and constantly running on empty, are you really working hard enough? The dangers of such a culture are clear: It encourages performative overwork, leads to burnout, and produces poor results. Jen Fisher, Deloitte’s
If you had to guess how long the average job seeker spends looking at your job description, you’d probably say at least a minute or two, right? Well, not exactly. According to one study, the average jobseeker only spends 14 seconds reviewing a job post before deciding if it’s a fit. Clearly, you don’t have
Eight hours and 30 minutes. That’s more than a day’s work for many people, yet according to ADP Research Institute’s People at Work 2023 report, that’s also the amount of “free work” that Gen Zers are adding to their workweek by starting early, burning the midnight oil, and pushing through breaks and lunches. The report
CEO and founder of talent sourcing platform Outsourcing Remotely, Francis Perdo evoked a common workplace scenario on his LinkedIn page recently. The hypothetical — where a hard-working employee requests a raise but is told to wait six months, only to have their boss later deny it on account of budget limitations — resonated deeply with
You need talent with the right mix of skills to address business challenges and opportunities, but the right people are notoriously hard to come by. Most candidates won’t have all the competencies and personal attributes desired for a given role. And even if you find an ideal match, the skills they’ll need to succeed in
As any good recruiter knows, limiting your search to active candidates won’t get you very far. About two-thirds of the global workforce are “passive,” according to LinkedIn research, meaning they’re not actively looking for jobs. Ignoring this group means you’re likely missing out on some of the best prospects for open positions. By definition, a
Do you feel like it’s getting harder to hire the right people? You’re not alone: 61% of U.S. business leaders say it’s a growing challenge to find and attract top talent right now. New studies also suggest that solely looking at the number of years a candidate’s been working in a role can be a
“AI’s capability is so great,” writes HR expert Dr. John Sullivan in a recent blog post, “that TA leaders that can’t drive the transition will be replaced.” So, what’s a talent leader to do? John recommends getting onboard the AI train quickly, while laying out some guidelines to help those at the reins of recruiting
People who work in learning and development (L&D) are really being stretched in their roles right now. We’re tackling massive organizational challenges and reinventing how companies help grow their talent. This transformation was clear at this year’s Association for Talent Development conference (ATD23), where sessions buzzed about future-readiness, revolutionary tech, and a stressful question: In
Quick: Take a look at your email inbox and think about how you’d best describe it. An avalanche? A small mountain? Or a tidy, Marie Kondo-approved collection of messages, awaiting your prompt response? If you’re like many talent pros, you may have hundreds, if not thousands, of messages from candidates, hiring managers, and company executives,
