Inequality and injustice have once again taken center stage of the news cycle, ripping the headlines from a world-panicking pandemic, souring unemployment, economic turmoil, and a heated election cycle. This is not the first time rage at injustice and inequality has spilled into our streets, but perhaps this time we can make it last. Social, political, economic, and business change ignites with the uprising of people demanding it. But, without a path to achieve those changes,

Unfortunately, it seems it’s time for… the talk. We have noticed something over the past month - a bad behavior that, for some, is sneaking back into the hiring process. Time to Hire is creeping up, Candidate Cycle Time (from the moment they submit to the decision to hire or not to hire) is increasing, and the candidate question “has anyone looked at my application?” is growing more numerous. In other words, hiring timelines are slowing down. We’ve heard many excuses: “With C

COVID has turned so many things upside down – how people interact and engage, how they shop, and what they buy has all changed. The walls of the workplace, the balance of work-life, and the construct of a team has all changed. With such profound shifts, what it means to be successful has shifted with it. Teams are now required to achieve goals, execute tasks, and solve problems they have never experienced. In other words, the demands of jobs are changing. For example, interna

With industries struggling or temporarily shut down and over 36 million people filed for unemployment, the talent pool has shifted. The swelled candidate pool is now teeming with talent rich in transferable skills looking to shift out of suffering and contracting industries. This is a fantastic opportunity to scoop up some of that great talent… if you can find them. The challenge with candidates from other industries is that, while they may have all the relevant skills, exper

“I never thought of that.” “I should have thought of that.” “Why didn’t I think of that?” They are common phrases we hear often. They are said with frustration when that fantastic new product hits the shelves under a competitor’s brand. They are said with defeat as that seemingly innocent process costs the organization millions in settlements. They are said in despair in the aftermath of COVID when trying to keep a company going or getting it started again only to run into on

In a previous blog, we covered three steps for preparing the hiring process for when the COVID lockdown eases and the ‘lights turn back on’. Now is the time to prepare the hiring engine by refreshing (or rewriting) job descriptions, revisiting sourcing strategies, and optimizing hiring processes. That way, when it’s time to re-staff, you’ll be ready. But the world has shifted. Even if the engine is primed and ready to go, you are no longer driving on the same road. Are you re

With lockdowns and uncertainty bringing industries, supply chains, and organizations to a halt, COVID-19 has been marked by massive layoffs and furloughs. But the lights will come back on, and when they do, many must re-staff quickly. From the aftermath of COVID-19, organizations will return though perhaps not in the same form they once were. Not all who have been laid off or furloughed will come back. Not all positions that once were will be what is needed now. To make matte

Communication is a central theme of many of our tips – from promoting diversity and inclusion, to supporting employees through the COVID crisis. However, we’ve been getting a lot of questions lately about on how to communicate effectively. Effective communication is a complex discipline that takes time and effort to master. However, there are a few simple tricks everyone can use now to improve communication especially through times of uncertainty and anxiety. 1. Plan Before s

Diversity and Inclusion (D&I) is all about making everyone feel welcomed and engaged. Inclusive and diverse environments enable increased productivity, loyalty, creativity, and positive work cultures. Where better to turn for help than the welcoming practices of D&I in this time of COVID – where with empty streets, extreme isolation, and an unclear future, it couldn’t feel further from welcoming. Many of our D&I tips designed to create more inclusive hiring practices can be m

In this time of COVID-19, it can be so easy to get lost in the swirling never-ending stresses. Putting out continuous fires, chasing ever-changing regulations and guidelines, delivering difficult messages, and scrambling just to keep the lights on one more day. And, all this to the backdrop of barking dogs, chattering children and the constant nagging feeling that there may not be enough toilet paper. Forget the light at the end of the tunnel, many days it feels more like an

Diversity and Inclusion (D&I) is all about making everyone feel welcomed and engaged. Inclusive and diverse environments enable increased productivity, loyalty, creativity, and positive work cultures. Where better to turn for help than the welcoming practices of D&I in these times of COVID – where with empty streets, extreme isolation, and an unclear future, it couldn’t feel further from welcoming. Many of our D&I tips designed to create more inclusive hiring practices can be

Diversity and Inclusion (D&I) is all about making everyone feel welcomed and engaged. Inclusive and diverse environments enable increased productivity, loyalty, creativity, and positive work cultures. Where better to turn for help than the welcoming practices of D&I in these times of COVID – where with empty streets, extreme isolation, and an unclear future, it couldn’t feel further from welcoming. Many of our D&I tips designed to create more inclusive hiring practices can be