Fill those roles! MAS Professional Recruiting

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...

  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...

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...

  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...

  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 ...

  How to Have Difficult Conversations with Employees  05/27/25  Effective workplace communication is key to a productive, positive environment—but tough conversations can be challenging. Whether it's about underperformance, conflict, or unexpected news, handling these moments with empathy and professionalism is crucial for maintaining trust. If these discussions make you uneasy, you're not alone. With the right approach, they can become opportunities for growth. Here are some practical steps to navigate them successfully. The Importance of Facing Difficult Conversations  Avoiding tough conversations may seem like the easier option at times, but it can allow small issues to snowball into larger problems. When done thoughtfully, addressing concerns early creates an environment of openness and accountability while demonstrating that you value each employee’s contributions and well-being. Why These Conversations Matter: Maintain productivity: Untackled issues can drag do...