4 Leadership Topics Gaining Steam and Why They Matter

Posted by  Paul Glatzhofer

leadership topics

Every few months, I step back and think about the world of leadership and review what's new, what people are writing about, what my clients are doing, and what new challenges have arisen.  It's sometimes fun to predict if a new topic is a fad or if there is some meat there.  Below are four topics that have come up several times in my work this year.  Some of them are new while others have been discussed for some time.  Here's my take on the importance of these four topics:


Hiring in Today's Job Market: 5 Tips for Being Proactive

Posted by  Laurie Wasko, Ph.D.

job market

If your organization is not feeling the effects of a tight labor market now, there is a good possibility that you will in the near future. Unemployment rates are at an all-time low and quality job candidates are scarce, making filling open positions difficult for many organizations.

How can you stay on top of this shift in the labor market? What are some ways in which you can alter your recruitment and selection strategies to fill positions, but fill positions with the right candidates?

Here Are 5 Steps to Consider:


Recruiting in a War for Talent? Consider Competencies Over Experience

Posted by  Brett Gatesman

war for talent competencies

With the current labor market, nearly all employers are having trouble filling their positions with qualified applicants. This puts hiring managers in a difficult place where they need to re-evaluate their hiring practices, and many look to the very beginning of their process: applicant flow. They might ask, “How can we get more people in the door?” It's currently a "buyer’s market" for candidates, so the recruitment process can feel much like a sales pitch. If you consider, for a moment, recruitment as sales, then have you thought about whether your sales territory covers the full candidate market? Would it be possible to "sell" to candidates from seemingly unrelated backgrounds?


What Is Machine Learning and How Can it Help Human Resources?

Posted by  Trevor McGlochlin

machine learning human resources

Machine learning was the hottest topic at the 2018 Society for Industrial Organizational Psychology (SIOP) annual conference. The human resources field has finally decided to follow other fields and make this topic a top priority. In an article written by Daniel Faggella for TechMergence, machine Learning is defined as "the science of getting computers to learn and act like humans do, and improve their learning over time in autonomous fashion, by feeding them data and information in the form of observations and real-world interactions.”


Design An Ideal Selection Process for the Current Tight Labor Market

Posted by  Amber Thomas

selection process tight labor market

In a tight labor market, it’s tempting to make rash decisions about your selection process. We often hear variations of different arguments that essentially boil down to:

  • We don’t have many people applying, we can’t afford to turn anyone away.

  • We need more candidates – and quickly; remove some steps in the hiring process.

  • Candidates can go anywhere and be hired; we’re putting them through a test that is too long. 

Here are a few considerations that we talk through with our clients during this tough market:


Evaluate Your Selection Process to Combat Tight Labor Market Challenges

Posted by  John Mirtich


Talent Acquisition professionals who are faced with high-volume hiring at the entry level are getting hammered by operations on a weekly basis to fill openings. If they keep relying on recruiting methods that worked well just a few years ago, the beatings will continue. Record low unemployment coupled with a growing economy is great for the country but comes with many challenges. The two challenges stinging the most is the constant churn of workers and the lack of quality overall. When faced with the pressure to hire and retain quality talent, the easy thing to do is point the finger to the part of the selection system where you feel the least control…the assessment. Is it a fair attack? Yes and no…


Low Applicant Volume? Selection System Strategies to Consider

Posted by  Jaclyn Menendez

selection strategies to consider

Every organization, no matter how long they’ve been in business, knows the importance of maintaining a long-term vision and strategy. That’s why I’m always so surprised by clients who want to remove their screening process during times of low applicant volume. It’s akin to dating: even if there are not a lot of interested candidates, you should still value yourself enough to maintain some standards.


Gender Bias Creates a Double Bind for Women in Leadership

Posted by  Amie Lawrence, Ph.D.

gender bias in the workplace women leaders

Welcome to the third installment of this blog series on gender and leadership. In the first two blogs we learned that: 


How to Combat Negative Outcomes of Emotional Labor in the Workplace

Posted by  Christa Bupp

emotional labor in the workplace

Have you ever cried at work? I have. I was a server at a popular restaurant at a theme park in Florida. We were slammed. I had multiple tables inside the restaurant and on the patio, one of which was a party of 12. I was doing my job as a server – with the typical smile on my face – and then it happened. I dropped the check at the party of 12 and when I came back to pick it up they asked to speak to my manager. I said of course, and asked if everything was okay. They were mad that I added gratuity to their check because they said I did a horrible job and they wanted to tell my manager and get the tip taken off the check. That is when I broke. I started crying. Which was unusual for me because I have had people complain in the past (some people are just hard to please!), and it hadn’t bothered me. Also, I had other tables for me in the area tell my manager I was doing a great job. So why was I so upset?! The answer is emotional labor.


Design a Positive Candidate Experience to Support Your Hiring Process

Posted by  Trevor McGlochlin

candidate experience hiring process

A healthy talent pipeline, better company reputation, candidates becoming customers, less turnover, are among the many benefits that come from providing a positive candidate experience. Even though you can’t give everyone a job, you can still give everyone a good experience in your hiring process. In a survey of 1200 professionals, CareerArc discovered that 60% of candidates have had a poor experience. Here are 5 ways to ensure a positive experience in your hiring process:


Subscribe to Email Updates

Recent Posts


see all

Discover the cost-saving benefits of hiring the right employees, the first time.