Jodi Mai

In recent years, candidate ghosting has become a serious issue in the recruitment industry and the hiring process. It occurs when candidates stop communicating with an employer during the hiring process, leaving the company without giving an explanation or any reason.

This phenomenon not only creates challenges for recruiters but also hinders the overall progress and efficiency of the recruitment process.

Understanding the root causes of candidate ghosting is crucial for employers to develop prevention strategies.

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Skill-based hiring is a recruiting approach that seeks to broaden the definition of qualifications to be more inclusive of experience rather than relying on training and education.

By embracing skill-based hiring, organizations can create a more dynamic and inclusive workplace, drive innovation, and better align their talent with business needs. It encourages a shift from traditional, qualification-focused hiring practices to a more agile, competency-based approach that is better suited for the demands of the modern workplace.

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Every employer is concerned about both high turnover and employee retention. The ability to keep employees and limit their company’s employee turnover rate is one of the key measures of company success.

What makes long-term employees important is the fact that they are the backbone of the company culture. long-term employees are an invaluable support system for the company, due to their strong knowledge base and their positive example for new employees.

Employers turn themselves inside and out looking for a way to create long-term employees, however, that isn’t necessary. long-term employees start out as new employees. When you get your employees started right, they are much more likely to stay.

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Candidate engagement. It sounds like a contradiction in terms, right? Candidates are supposed to seek employment and employers do not need to worry about engagement until after employment begins.

Of course, that means that you have to reinvent the wheel whenever you start your hiring process.

But what if there was a way to keep candidates available and interested in your next job opening? What if that process was also able to get newly hired employees engaged before they start their job? This is what candidate engagement is designed to do. Candidate engagement keeps candidates interested in your company and prepares new hires to become engaged employees.

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Staffing plays a pivotal role in any organization’s success. It determines the quality of talent that joins the company through recruitment and which team members will be developed into future leaders.

However, staffing is often impeded by unconscious biases that can lead to unfair decisions and a lack of diversity in the workplace.

Although many biases are implicit biases and are unintentional, they can still prevent the company from reaching its true potential by limiting its talent pool and opening the company to legal liability.

This article discusses strategies for how to reduce bias in the hiring process.

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Recruiting. There are few tasks in the work world that fill people with dread like the prospect of having to find a new employee. 

The whole process can seem like a nightmare. 

Where do you find candidates in the first place? How do you determine which candidate is the best candidate? How long will it take to train them? Will they have the skills to not only perform well in the role but to improve your team overall?

Recruiting is difficult, and the uncertainty in hiring makes everything worse.

The good news is that there is a way to ease at least some of the uncertainty in hiring, and it is a strategy that has been under your nose this whole time. In fact, your executive team was likely hired with this very same strategy—the lateral hiring strategy.

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At its core, succession planning is the process of identifying critical positions within your company and creating a plan for finding and developing employees to move into those roles when they become vacant. 

In developing strategies to pass on leadership roles and knowledge, your company has the opportunity to not only safeguard its continuation but to ensure your company’s future success by growing its talent pipeline and strengthening company culture.

Succession planning is a crucial process for organizations to preserve their longevity. The process begins with the development of a succession planning model. Organizations that take a holistic view of current and future business requirements and goals can effectively prepare for a seamless transition of leadership, making certain that they have the right people in place at the right time to achieve excellence together.

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