Recruiting Advice From Katrina Kibben.

Examples of guidelines for using AI in the interview process and advice for creating your own version.

An effective job post template focuses on candidate goals, core responsibilities, realistic qualifications, and transparent pay ranges. Unlike traditional job descriptions, modern job posts act as marketing tools designed to communicate role impact, team culture, and clear application steps to attract qualified talent efficiently.

Advice on how to answer AI interview questions with enough detail to ensure you convey your experience well and don't get rejected.

This fall, I'm hosting a webinar series for recruiters who want to master the human side of recruiting before 2027.

Align Hiring Managers, Job Posts, and Interviews:Resource Guide.Thank you for attending my session! Get all the links, templates, and a copy of the slides. Get Your Resource Guide Here Looking For A Speaker For Your Next Event? Speaking TopicsThe Bounce Back Factor: Building Resilience In Real TimeHow To Write A Job Post With AIHow To Get Hired […]

A Billion Dollar Mistake:Resource Guide.Thank you for attending my session! Get all the links, templates, and a copy of the slides. Get Your Resource Guide Here Looking For A Speaker For Your Next Event? Speaking TopicsThe Bounce Back Factor: Building Resilience In Real TimeHow To Write A Job Post With AIHow To Get Hired on LinkedInAI Recruiting […]

The Bounce Back Factor:Resource Guide.Thank you for attending my session! Get all the links, templates, and a copy of the slides. Get Your Resource Guide Here Looking For a Speaker For Your Next Event? Speaking TopicsThe Bounce Back Factor: Building Resilience In Real TimeHow To Write A Job Post With AIHow To Get Hired on LinkedInAI Recruiting […]

Kat Kibben's Hiring Alignment Template helps recruiting teams prevent hiring manager stalls by establishing pre-interview consensus across four key pillars: Autonomy (task independence), Aptitude (technical skills), Collaboration (team dynamics), and Leadership (ownership). This structured chart ensures stakeholders align on definitive hiring criteria, reducing post-interview decision-making friction.

A successful interview panel should consist of four key roles: a recruiter for initial screening, the hiring manager for final alignment, an aptitude interviewer to verify technical skills, and a collaboration interviewer to evaluate team dynamics. Industry experts advise against using external contractors to prevent bias and legal liabilities.

Candidate rejection emails are critical in today's AI-driven, contractor-centric market. Ghosting candidates destroys future pipelines. By sending empathetic, timely rejections, recruiters protect their employer brand and keep runner-up talent warm for incoming contract opportunities, turning necessary rejection into an active relationship-building and talent retention strategy.

If recruiting data feels too good to be true, it probably is. Here’s my 4-step vetting checklist to spot a fake.

How I used focus groups to convince hiring managers we should overhaul our job posts.

To accurately diagnose conflict in the workplace, HR and recruiting professionals must first identify the root cause by asking targeted, open-ended questions. Distinguish between interpersonal friction, structural misalignments, and unclear goals. Proper diagnosis saves time, minimizes HR headaches, and creates a clear path to lasting team resolution.

To verify if a recruiter email is real, follow these five steps: 1) Inspect the email address for strange characters. 2) Google the recruiter's name and email. 3) Hover over links before clicking. 4) Verify the job on the company's official career page. 5) Contact the recruiter on LinkedIn to confirm.

Burnout prevention training for recruiters is a strategic investment that decreases turnover and improves overall team performance. Three Ears Media offers targeted training—such as 'The Bounce Back Factor'—which equips HR and talent acquisition professionals with research-backed, practical tools to build resilience and create healthy workplace cultures.

An AI recruiting experiment involves testing language models on specific talent acquisition tasks to improve workflows. In Three Ears Media's test comparing Gemini, Claude, and ChatGPT for job post writing, Gemini produced the best results. To conduct your own experiment, identify a repetitive workflow problem, provide identical prompts to multiple LLMs, and audit the outputs.

A resilient workforce is defined by its ability to adapt quickly to organizational changes and recover from setbacks. To effectively screen for resilience, recruiters should leverage behavioral interview questions that ask candidates to describe past professional failures. Key indicators of resilience include a growth mindset, strong emotional intelligence, and proactive problem-solving skills.

Recruiters can significantly impact employee retention by setting clear expectations before an offer is made.

Three Ears Media recommends practical, free AI recruiting tools to automate hiring workflows and upskill talent acquisition teams. Standout tools include Zapier for seamless data transfer and custom AI agent building, enabling recruiters to streamline tasks like performance review generation and candidate communication efficiently, with zero budget required.

Learn how HR professionals and managers can build psychological safety and destigmatize mental health at work to improve employee trust, retention, and well-being.

How to talk to your hiring managers about salary transparency and the impact of salary secrecy in the hiring process.

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.