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Why Experience Still Wins and Why It Matters for Your Hiring Strategy

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For a long time, hiring conversations have carried an unspoken rule: if someone feels “too experienced” they must also be too close to the exit. You hear it in cautious phrasing. Too late in their career. Too close to retirement. What if they leave soon after we invest in them? It is usually not said with malice. It is said with the practical tone of someone trying to manage risk. But that concern is built on an outdated version of work, an outdated version of retirement, and an outdated understanding of what experienced professionals actually bring to a business. Times have changed, and the workforce has changed with it. The traditional idea that people work hard until their mid sixties and then neatly step away is no longer the default. People are living longer and remaining mentally sharp well into later decades. Just as importantly, many people want to keep working. For some, it is financial. For others, it is purpose. Work offers connection, meaning, and momentum. Retirement is no...
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The Rise of the Invisible Candidate

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  Most recruiting teams still use “passive candidate” as a catch-all, but it doesn’t describe what’s actually happening in the market, because a lot of high-quality people aren’t passively waiting to be found, they’re simply not participating in hiring at all. They aren’t applying, they aren’t updating resumes, they aren’t spending nights on job boards, they’re working, they’re busy, and their current situation is stable enough that a move has to be an obvious upgrade. That’s the invisible candidate, someone who is employed, performing well, and easy to miss if your strategy starts and ends with inbound applicants. What invisible looks like Think of the person everyone leans on when a project goes sideways, the person who carries context, who can make decisions, who delivers without needing a lot of oversight, that person usually isn’t browsing postings. They might have frustrations, but they’re not frustrated enough to take on the risk of switching jobs, and they’re not interested...
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The Recruiter Is Dead. Long Live the Talent Advisor.

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The first time I heard someone say, “Recruiting is going to be replaced by AI,” I had the same reaction a lot of recruiters do: a mix of annoyance and disbelief. Because if you’ve ever actually hired for a hard role, one that needs the right blend of skill, attitude, timing, and culture...you know it isn’t a keyword search problem. It’s a people problem. A business problem. A trust problem. But the longer I sat with it, the more I realized something important: the part of recruiting that’s being replaced isn’t the part that makes recruiting valuable. The part that’s being replaced is the part that made recruiting…busy. The old version of the job revolved around effort you could measure. How many messages you sent. How many screens you booked. How quickly you pushed candidates through. How fast you filled the requisition. And for a long time, that worked, at least well enough to keep the machine moving. The recruiter was the engine: sourcing, scheduling, screening, nudging, updating, fo...
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Using AI to Find Candidates: What Works, What Fails, and What No One Tells You

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  AI is everywhere in recruiting. Sometimes it feels like a superpower. You find talent faster, you spend less time digging through noise, and you move from “overwhelmed” to “in control.” Other times it does something quietly risky: it removes great candidates before anyone on your team ever sees them. The difference isn’t AI. It’s how we use it, and what we let it decide. When AI is used well, it makes recruiters sharper. It takes the messiest part of hiring—the beginning—and brings structure to it. Early in a search, there’s usually too much volume and not enough signal. That’s where AI can genuinely help. It can scan huge pools quickly, surface skills that don’t show up neatly in job titles, and point you toward people who may never apply through traditional channels. In that moment, AI isn’t replacing judgment. It’s clearing the fog so a recruiter can spend time doing what actually matters: evaluating a person, not sorting a pile. The problems start when AI stops being a helper...
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Back in Business: A Strategic Recruiting Reset for the New Year

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The out-of-office replies are gone, the coffee is suddenly working again, and your calendar has re-populated like it did it out of spite. Welcome back. If recruiting feels like it goes from “quiet” to “everything, all at once” in the first week of the year, you’re not imagining it. Hiring managers want to move. Candidates want answers. And recruiters are expected to create momentum on demand. But here’s the truth: the best teams don’t “jump back in.” They reset. On purpose. Because January isn’t just a fresh start—it’s the one time of year when change feels normal. You can tune up the process, sharpen your messaging, and clear out the recruiting clutter without making it a big dramatic initiative. It’s simply… getting back to business, smarter. Start with a quick gut-check: are you hiring for what you need , or what you’ve been used to hiring for? Every year begins with a familiar trap—roles that stay open because they were open last year. Before you post anything new, pull the priorit...
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Recruiting Over the Holidays: Why Slowing Down Can Actually Move You Forward

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  The holidays have a way of changing everything at work. Calendars fill up with out-of-office notifications, inboxes slow to a trickle, and hiring plans often get quietly pushed to “after the new year.” For recruiters, it can feel like you’re swimming against the current trying to keep roles moving when everyone else seems to be logging off. But here’s the thing: recruiting over the holidays isn’t pointless. In many ways, it’s one of the most meaningful times to connect with candidates—if you’re willing to shift how you approach it. This season is less about speed and more about presence. Candidates are people first, and during the holidays they’re juggling travel, family, reflection, and exhaustion from a long year. They may not be rushing to accept an offer, but many are thinking deeply about what they want next. That quiet pause at the end of the year often sparks clarity. A recruiter who shows up with curiosity instead of pressure can stand out in a way that’s hard to re...
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How Poor Physical Health Impacts Workplace Productivity

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  How Poor Physical Health Impacts Workplace Productivity  06/30/25 Maintaining good health isn’t just a personal matter; it’s a critical factor in professional success. When it comes to workplace productivity, the physical health of employees can be either an asset or a liability. Poor physical health doesn’t only affect individual performance—it ripples through an entire organization, leading to higher absenteeism, reduced efficiency, and increased costs. Understanding these impacts and taking actionable steps can pave the path to a healthier, more productive workforce. The Costs of Poor Health on Productivity  1. Increased Absenteeism  Employees suffering from preventable health issues like obesity, muscle pain, or recurring fatigue often miss more workdays. According to the Centers for Disease Control and Prevention (CDC), obese employees take up to 56% more sick days than their healthier peers. When absenteeism rises, workloads are stretched thin, deadlines are ...
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