3 Ways to Avoid the Pitfalls of AI Recruitment Tools

A recruiter contacted me recently via email and encouraged me to apply for several entry-level roles in communications. Why communications, when my background clearly reflects a long career in HR? And why were those positions located in Georgia, when I live in New York City? I had no idea.

4 Ways Start-Ups Can Implement Affordable HR

Hiring an HR professional is typically at the bottom of a start-up's to-do list despite the very real risks forgoing this "to-do" poses. There's no clear verdict on when hiring in-house HR talent is a must—some argue that at a company should have at least 50 full-time employees, while others consider a nascent company's rapid growth rate to be the criteria—but one thing is clear: most start-ups often feel like they can't afford to make this hire right away.

Why Your Job Descriptions Should Tell a Story

Just as branding — both personal and professional — is essential to marketing or sales, it's increasingly crucial for HR.

Show, Don't Tell: Why Recruiters Should Ask for More than a Resume

Employers must take it on faith that the skills described on candidates' resumes accurately demonstrate that they have the "right stuff" to meet the requirements of the job opening. Resumes focus more on specific accomplishments than on merely listing function and responsibilities—this helps, as granular detail implies honesty versus hyperbole. But as a former HR executive, I confess that simply relying on resumes means that many candidates I've offered jobs to may not have been up to par.

5 Reasons HR Needs a Seat in the C-Suite

As Richard Branson, CEO of the Virgin Group, said, "a company's employees are its greatest asset."

Fitting In: How Important is Cultural Fit?

Earlier this year, Sally Fields starred in a movie called Hello, My Name is Doris as a wacky 60-something clerk working in a hip company run by millennials. Leaving aside the film's focus on Doris's unrequited crush on a younger colleague, the film provided ample evidence of the disconnect when baby boomers work among younger (read: more hip) employees.

4 Ways You Can Turn the Tide From Outbound to Inbound Recruiting

With unemployment hovering at 4 percent nationwide, employers are scrambling to find new ways to attract top talent. A 2016 study from Deloitte made it clear: companies need to articulate their brand in a way that entices candidates that want to align their personal values with their employer's mission. Companies who are able to do this often experience a shift from outbound to inbound recruiting.

Why You Should Think Twice Before Hiring Based on Skills

Nearly a year ago, Ernst & Young decided to remove minimum grade requirements—as well as requirements for the type of degrees considered acceptable—for job candidates in the UK. Why?

Why Recruiters Need to Think Like Job Candidates

Face it, recruiters: You have a terrible reputation. The recruiting process notoriously lacks communication—and even though candidates curry favor with you in hopes of a job interview, they resent you for dropping them like a hot potato when interest wanes.

Why You Should Hire a Career Pivoter

Let's say you're hiring a senior HR manager at your company. What are the chances you would interview a candidate who had been teacher, a stay-at-home mom and a communications manager in financial services?

For Generation Z, Passion is the Future of Work

In a recent blog, "Why Passion is the Future of Work: HR Leaders' Best Advice for Grads," I was quoted for noting, "doing what you love is the future of work." While this is true for millennials (and really, for people of any age as they advance in their careers), it's particularly salient for Generation Z.

How to Avoid Losing Talent to Startups

Back in the 1960s, when the Baby Boomers were embarking on their careers, everyone dreamed of getting hired by one of the iconic American corporations: Procter & Gamble, General Motors, Lever Brothers, just to name a few. But that all changed during the dot-com boom in the mid-1990s.