The Gatekeepers Part III: Why a positive recruiting philosophy matters

In the final blog of my Gatekeeper series, I want to tackle one of the toughest barriers in shifting your recruitment model to a Gatekeeper approach: hiring leaders and executives. If you’ve read the first two parts of my series, you may think the Gatekeeper approach looks great on paper, but

The Gatekeepers Part II: Why a Positive Recruiting Philosophy Matters

Welcome to the second blog in my series, The Gatekeepers: Why a positive Recruiting Philosophy Matters. In this blog, I’ll focus on an essential piece of The Gatekeeper approach: the candidate. If you missed my first blog, take a peek here before reading this one. Changing jobs is an

Whole-Person Hiring: What’s Next in Talent Acquisition

As a lead consultant for Proactive Talent, I help companies maximize their hiring solutions in a process we call Recruitment Optimization. While AI and machine learning will help our industry in incredible ways, I believe that the future of recruiting must include “whole-person hiring.” When

The Gatekeepers: Why a Positive Recruiting Philosophy Matters

In a world where candidates have more power in the hiring process than ever before, companies need to hire differently than just a few years ago. From my personal experience in the recruiting industry, I've found that taking a positive approach to recruiting makes a difference.




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