Recruitment

The quest begins before anyone leaves the village Before Talent Acquisition starts looking for candidates, there is usually a conversation with the hiring manager to define the role, clarify what is needed, and agree on what the search should look like. Recruiters often call this the intake meeting or job qualification. It sounds like a fairly ordinary first step, but this is where assumptions turn into requirements, preferences become selection criteria, and vague ideas some

What if, during one stage of your recruitment process, the hiring manager sat down, looked at the candidate and simply said: “Interview me.” Ask me anything you want about the job, the team, the company, our problems, our ambitions and the way we work. Tell me anything you think I should know about you. For the next 30 minutes, you run the interview. I think I would love this. What if we switched seats? Most interviews are heavily controlled by the employer. We have our quest

How reassuring, experience. Someone who has done the job before. For years. Decades, even. Every keyword is there on the resume. You know, when you write your bullet points and add, your heart full of hope: 7+ years of experience in the discipline. 7, by the way. Why 7? What magical transformation happens between years 6 and 7? (Six, seveeeen...) 10+ years of experience in the industry. Anyway. We see experience and we feel reassured. They've done it before. They know what th

Have you ever been here? You receive a shortlist. It’s solid. The profiles make sense. There is even one person you can already imagine in the role. And yet something holds you back. You ask to see a few more candidates. Just to be certain. In case someone slightly better appears. More experienced. More aligned. More reassuring. On the surface, that feels responsible. Behind the scenes, it is not neutral. What really happens Candidates from the first batch do not stay frozen

📖 “𝙏𝙝𝙚 𝙂𝙧𝙚𝙖𝙩 𝙍𝙚𝙘𝙧𝙪𝙞𝙩𝙢𝙚𝙣𝙩 𝙍𝙚𝙡𝙖𝙮 𝙍𝙖𝙘𝙚” tells the all-too-familiar tale of Talent Acquisition and Hiring Managers trying to pass the baton… and occasionally dropping it. If this bedtime story feels a bit too real - and gives you nightmares instead of sweet dreams - you’re not alone. 😉

Workforce planning is often treated like an HR obsession at year-end - a spreadsheet exercise that line managers quietly roll their eyes at. And honestly, I get it. In environments as volatile as ours, planning six months ahead already feels ambitious. Projects shift, funding changes, contracts get delayed, and priorities flip overnight. Unless you’ve secured long-term contracts - or run a monopoly - predicting demand feels almost impossible. But that doesn’t mean planning is

Neville Longbottom, played by Matthew Lewis, in the first Harry Potter movie An ode to the real unsung heroes - at Hogwarts and at work....

Companies focus so much on giving candidates a neat, fast, smooth process because they want top talent to want them. But here’s what I keep hearing: the minute the contract’s signed, the magic stops. Onboarding is bumpy at best, chaotic at worst. Sometimes non-existent. It’s like going on a few amazing dates with someone who goes all out to win you over - then turns into an asshole once you’re committed. If you want people to stay, treat them like they still matter after they

Community TV Show. The Dean unveiling the school flag… proudly. Unaware it’s wildly inappropriate. A perfect metaphor for the “polished...

We take pride in our company. We live our values daily, earn respect from stakeholders, and boast a strong reputation for excellence....

Recruitment processes provide countless opportunities to assess potential hires, sometimes in unexpected ways. One classic example from...

Recently, I attended a networking event in Toronto, where 90% of participants were actively job-seeking. Most had been searching for...