When I teach talent acquisition leaders how to build recruiting plans and get buy-in for them in our Recruiting Leadership Labs, we always acknowledge that — despite all of the great historical and market insights, the unshakeable logic that went into the resourcing, sourcing, interviewing, and closing plan, and the realistic project management plan —
Over the last few years, organizations have made strides in their diversity, equity, and inclusion efforts. But many are still on the ground floor in terms of what’s required — and what’s possible. Every employee and leader has an opportunity to build on the progress that has been made and take it a step further
There’s always that one question you dread answering in an interview. Here are some of the toughest questions one might face in the course of your job interviews. Based on the Quora thread: What is the toughest question ever asked in any job interview? Obviously, interviewing is important. It’s your chance to get to know
“Skills-first hiring” is one of the hottest topics in talent acquisition now, and companies have increasingly begun to embrace the idea. The number of job postings on LinkedIn that don’t require a four-year degree has risen from 15% to 20% year over year, a 33% increase. And our data shows that 40% of companies now
For decades now, companies have measured candidates largely by their degrees, years of experience, and other pedigree signals, which were used as filters to determine who to hire and promote. However, the cracks in this model are becoming more apparent by the day: 61% of the U.S. business leaders surveyed by LinkedIn recently say it’s
Consider it something like Throwback Thursday: This year’s fastest-rising jobs look a lot like . . . the workplace before the pandemic that changed everything. Despite layoffs in the tech sector, tech jobs continue to be the fastest-growing professions around the globe, and core business functions are still in great demand. That’s what we learned
Compensation has historically been considered a taboo subject, but that’s changing. Online job postings and self-reported wage tools have made it easier than ever for your candidates and employees to research pay. Many employees are discussing compensation among themselves at work. And an increasing number of employers are embracing pay transparency. Pay transparency — also
Most good-but-not-great interviewers tend to ask candidates multiple questions that fit the following format: “Tell me about a time when you [did X specific thing we care about].” There are certainly worse questions you can ask. But this approach has serious limitations. It broadcasts your intent too directly, which can lead candidates to manipulate their
More and more, candidates are applying for jobs not to get a new role at a new company but to get a new salary — at their old company. “[O]ver the past year,” Business Insider reports, “in the midst of a nationwide hiring frenzy, employees began to realize that being loyal to their employers doesn’t
Rupaul said it best: “It’s important to make a great first impression, so be sure to hold on to your damn weave.” If you work in talent acquisition, those words should hit you straight between the ears. After all, recruiters are in the business of first impressions — gathering them, analyzing them, but also, transmitting
