You may have seen the memes and read the statistics: many employees are quitting their jobs, and “Why should we hire you?” is quickly turning into “Why should I work for you?” Business leaders started talking about the Great Resignation...

We’ve said it before, and we’ll say it again: Diverse hiring starts with diverse interview panels. Before making a decision as important as where to build their career, candidates want to feel assured that they’ll belong within an organization. One...

Accumulating diversity data in an ATS (or similar system) only for that data set to sit there unused won't help you move the needle with your diversity, equity, and inclusion (DEI) initiative. Instead, you need to take action on DEI...

There’s no better predictor of job success than a rock-solid interview.  What’s more, a well-executed interview is a critical factor for most candidates when deciding whether or not to accept a job offer — or hold out for a different...

A 2020 Chartered Institute of Personnel and Development report found 44% of talent acquisition teams were recruiting passive candidates as a means to cope with a difficult labor market. Another 45% of recruiting orgs said they were planning to reach...

As larger organizations like Google and Microsoft create initiatives to hire for neurodiversity, other companies will inevitably follow suit, seeking to attract and recruit talent that has otherwise been overlooked. However, recruiting neurodivergent talent isn’t as simple as leveraging niche...

Data-driven recruiting may seem like an obvious concept to talent acquisition pros today: Collect data and generate actionable insights that can be used to upgrade their recruitment models: from identifying and engaging more qualified candidates who are strong fits for...