Recruiting Advice From Katrina Kibben.

Screening for a resilient workforce will require recruiters to break a lot of the old rules of hiring.

Recruiters significantly impact employee retention by setting clear expectations before an offer is made. To improve retention, recruiters should provide a realistic job preview, align on pay early, ensure comprehensive onboarding is in place, and honestly discuss the difficult aspects of the role so candidates can fully opt-in.

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.

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

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.

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.

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

Use technology to drive the behaviors that create company cultures instead of spending more on an office.

How does salary transparency impact job post conversion? Are wide pay ranges red flags to great candidates? The data tells a story.

As a manager, how can you help your team with burnout when you're burned out too? It starts with these small things.

Stop paying your best negotiators and start paying your best talent by asking hiring managers this important question.

I loved the idea of a talent community. Here’s a place where candidates can interact with recruiters and get information about jobs first. The execution has been all wrong. Here are a few things I’d change off the bat if I were trying to use talent communities to build my pipeline.

A little education during onboarding about health insurance can increase benefit utilization and retention of current employees.

Using AI to remove bias from recruiting requires first that your team learn something about key biases to look out for.

Creating a realistic job preview doesn’t mean selling the job. Tell the truth and what sucks about the role, too. Here’s how.

Companies can do more to help their people thrive and succeed at work. Financial wellness is the next big benefit employees want want.

Expert advice from 5 people doing the work to create a more inclusive candidate experience at their organizations.

Application acknowledgment emails are employer branding real estate no one is using. You should. Here’s how.

You don’t have to break the laws around government jobs to remove bias. You just need to do this.

If you’re looking to engage employees, try internal mobility & creating opportunities that keep them in your organization.

How can recruiters prove they are sincere about inclusivity in talent attraction and welcoming LGBTQIA+ candidates, beyond saying, “We’re inclusive”?

Back when I first joined Three Ears Media as an intern many, many moons ago, Kat had me auditing your candidate experience by applying to a variety of jobs. At first, I wondered why I would be the one Kat chose to look at candidate experience.

All impactful Employee Resource Groups have 1 thing in common: they can’t make progress without having hard conversations.

When we talk about a “healthy workplace,” discussions don’t need to be triggering for people with eating disorders at work.

Allyship in the workplace means using your personal privilege to support colleagues from historically marginalized communities. It’s about education and action.