Recruiting Advice From Katrina Kibben.

Why AI adoption in recruiting stalls, how traditional software rollouts fail teams, and why treating AI as an experiment helps adoption.

Learn how recruiters can use AI to generate structured interview guides that prevent common interview mistakes and help hiring managers run more consistent, human interviews.

When bosses panic, they often default to toxic behaviors like yelling or shutting down because they lack the training to navigate uncertainty. 'The Bounce Back Factor' is a leadership training program by Three Ears Media that teaches managers emotional endurance and practical tools to lead with purpose rather than panic during high-pressure moments.

57% of companies use recruiting automation, but few audit their settings. Learn how to conduct a recruiting automation audit and use AI to end candidate ghosting for good.

AI voice agents are getting better every day. It’s time to talk about how they can be used to improve the candidate experience.

This job post audit template will help you give specific feedback to managers to create clarity and impact with job posts.

I’m making the business case that skills-based hiring has no business in the future of work. Here’s why.

The current statue of bereavement policies isn’t realistic for real people. We need more than a few days. Try this.

Gender IEPs at work are an individualized expression plan - a simple framework that can help trans and non-binary employees set clear expectations for how they're addressed, what spaces they use, and more.

An introduction to all things agentic AI for recruiting and why you should be excited (and a little scared).

Hiring managers can’t assess skills they can not clearly define. But it’s not “I want a collaborative team player.” It’s getting specific about four categories of information that tell us if a candidate is qualified or not.

Thoughtful messages + travel photos for any team or workplace to share real gratitude in a creative way with coworkers.

Getting a job feels like a numbers game. You apply to 100, maybe you get 10 interviews. But what if technology offered a better way to signal interest so you can actually get a job?

I want to explain why recruiters ghost candidates from the recruiter POV and some simple systems that can help end ghosting.

Don’t assume candidates know the right way to use AI in interviews. Avoid losing top talent by clearly explaining your expectations. Provide guidelines for candidates using AI in interviews - here are a few examples.

Learn how to detect candidate fraud using technology and critical thinking - without introducing bias - so you can choose the right solution for your needs.

Learn what happens to your resume after you click apply, how ATS and AI review it, and the myths about your chances of reaching a recruiter.

Maybe you do like your team. But “we’re like a family” isn’t a promise or lure, it’s a red flag. Here’s why.

Team Building With Kat KibbenBook a Meeting Who This Is ForLeadership teams navigating change and seeking deeper alignment and trust. Teams with high expectations for innovation and low connection. Organizations committed to building culture, not just holding events. These Hands-On Trainings + Workshops Can Help We All Need A Bounce Back FactorWe preparing everything in […]

Goal setting at work shouldn’t be such an uninspiring task.

Most hiring managers don’t get the interview training they need to avoid similarity bias. Instead, the same one liner keeps getting passed down from generation to generation.

What does good mean when you’re creating a performance review process? How can you help people grow by creating a system that scales?

Letting candidates explain information on a background check is critical to fair chance hiring.

Over-screening is an easy way to end the hiring process with qualified people - whether it's job hopping, degrees, or unnecessary background checks.

Bad expectations cost you money. Look for these candidate-friendly background check features before buying anything.