In my previous blog, I covered the dearth of qualified candidates in today’s workforce. Which begs the question: what can savvy recruiters do to protect their organizations from the shortfall?

The answer — on paper, anyway — is simple: build a talent pipeline.

In reality, of course, it’s more complicated than that.

Let’s take a closer look at the concept of pipelining, along with what you can do to get yours full and flowing.

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Is the U.S. currently facing a skills gap? That depends on who you ask.

While plenty of research lands solidly in the ‘affirmative’, not everyone is convinced. According to Wharton School economist Peter Cappelli, “The only evidence of the skills gap is employers saying, ‘I’ve got a problem.” 

Let’s take a closer look at the question of whether the skills gap really exists, and what today’s organizations need to know in order to survive and thrive.

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While recruiting the best candidates is a critical part of maximizing your workforce potential and bettering your bottom line, you’re taking two steps forward and one back if you fail to focus on an oft-neglected part of the equation: retention. Let’s take a closer look at five proven strategies aimed at helping you retain good employees.

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Recruiters today are faced with more challenges than ever. Discerning candidates, an uncertain economy, and dynamic technology have transformed the way recruiters do their jobs. Let’s take a closer look at four of the most common problems facing recruiters today, along with techniques for overcoming these obstacles.

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Social networking has completely altered the way potential employees and employers connect. But how did we get from a pre-social world to one in which a quarter of the planet’s population uses social media — with numbers expected to skyrocket to 1.73 billion by the year 2017? Let’s take a closer look at how the rapid expansion of social networking has changed the recruiting world, and what we can expect moving forward.

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Career change candidates present a human resources conundrum. After all, there’s no small degree of uncertainty involved in hiring candidates with little to no industry experience. Increasingly however, savvy hiring agents are realizing that the potential benefits of adding career changers to your team far outweigh the risks.

Here are a few things you should know when recruiting and hiring career change candidates.

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The world of social media has created a new kind of problem where every other person is doing something to make themselves look “very good.” That need to “look good” has taken a whole new level when it comes to crafting a resume.

The information included on that resume is hardly subjective.

Or is it?

In addition to the typical acts of embellishment, exaggeration and resume padding, the rise of websites like and have introduced an entirely new level of lying to the mix. Whether you’re simply trying to get past the “fluff,” or to determine whether a candidate’s skills, abilities and characteristics are accurately represented by his/her resume, these tips can help.

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When it comes to business buzzwords, the phrase “candidate experience,” is oft-heard around HR circles. And it’s true: the candidate experience matters more than ever. Why? Because we are now unequivocally aware that if you’re looking to boost your brand and your bottom line, delivering a thoughtful and fulfilling candidate experience is part of the deal. 

The Talent Board, a non-profit organization dedicated to aggregating the candidate experience into recruiting innovation, recently released the results of its fourth annual “Candidate Experience (CandE) Awards” survey.

Let’s highlight some key emerging trends based on these findings.

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Your employees are your best assets in many ways. However, many organizations overlook one critical way current employees can help take the businesses they work for to the next level: as recruiters

Let’s take a closer look at three reasons why your employees are your best advocates when it comes to identifying and recruiting the brightest talent.

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