With record applications (up 45%), mostly from AI agents, 20% of employers are considering pay to apply. “Pay to apply” is a process for discouraging the shotgunning of applications by charging a small application fee to candidates. And incidentally, the “AI agents” driving this massive increase in resumes aren’t people. …

Because 62% of resumes contain AI-generated content, most employers (61%) have learned that AI resumes make candidates look more qualified than they really are. So now 78% of companies must check for AI use. And sadly, 62% of them have had to bear the expense of firing new-hires whose job skills didn’t …

A whopping 20% of candidates use AI to improve interview scores, and it may exceed 50% in 2 years (my prediction). Why such a rapid increase? From the candidate’s perspective, AI has been wildly effective in deceiving even corporate recruiters. But also because the ethical barriers against its use have …

Because these catchy phrases are popular, some employees might assume it’s okay to copy them. Yes, these seemingly innocent but growing list of workplace catchphrases with cute and memorable names (like quiet quitting) has, at least in theory, inspired some disgruntled employees to act selfishly. This is why I label …

Unemployment for computer science grads is 2x that of art history majors! WOW. With such an unusual occurrence, it’s clear that a significant amount of innovation will be needed in order to be successful in this suddenly crazy college recruiting environment. And part of that innovation will be because now, …

An employee is productive a mere 12.5 hours a week. So learn why a “people first” policy is costly. A think piece – designed to get you to objectively consider the cost of hiring people. A Complete List Of Costly Problems That Workers Create (that tech solutions do not) This …

Having to work with disengaged employees is a major frustrater for managers/teammates. So, limit that frustration by filling your team’s vacancies with self-motivated new-hires. First, the self-motivated (SM) produce the second-highest level of hiring impacts (after hiring top performers). Also, unlike quiet quitters and other disengaged toxic employees, managers and …

Unknowingly, ICE is reducing job applications from the immigrant community. And that can have significant business impacts. Especially in cases when a significant portion of your customer base is comprised of immigrants. So that any reduction in new-hires with immigrant backgrounds will directly reduce your corporation’s ability to communicate with …

Exceptional prospects often demand an extended trust relationship with a recruiter. So, top recruiters maintain an ongoing talent pipeline for their currently non-job-seeking top prospects. That talent pipeline gives busy recruiters more time to build engagement and trust relationships until individual pipeline members are ready to consider your open jobs.  …

The interview phase has the highest candidate dropout rate (25%) of any hiring step. Because only a small percentage of candidates qualify for the interview phase, when interview-level candidates drop out, you are clearly losing the cream of your applicant pool. The same research reveals the impact that your interview …