Theresa Nordstrom

When your company is hiring and interviewing, it’s one of the only times that the jobseeker market and your competitors get to take a close-up look at your business and the processes that it uses. So what story are you telling them? One of my clients recently had an interview scheduled for a director-level role […]

In my last article, I talked about three of the fatal assumptions that hiring leaders make, along with my solutions that could help to mitigate these mistakes. Today, I’m back with more of the same, sharing three more of the mistakes that I’ve seen people making across a whole range of different industries. These mistakes

I’ve worked with hiring leaders across a bunch of different industries, and my experience shows that people are making the same mistakes over and over again. These are simple mistakes with even simpler fixes, but they can have a huge impact on the way that you hire and whether your company is able to attract

Introduction Imagine yourself back at the beginning of your career, wide-eyed and eager to learn. Chances are, you didn’t know everything about your job when you first started, and that’s perfectly normal. So, why do we often expect candidates to possess an exhaustive skillset when they first walk through the door? What would happen if

Are you sharing job ads on LinkedIn and other social networking sites? If so, make sure that you’re not making this one big mistake. If you want people to click on your shared job postings on LinkedIn, you need to give them a good reason. I’d say that at least 90% of the job posts

Every now and then, I’ll come across someone suggesting that we replace the traditional resume with LinkedIn profiles. In fact, the dialogue has been going strong for at least five years, and it shows no sign of abating. My answer is a resounding “heck no”, and here’s why. LinkedIn Kinda Sucks At least, some people

One of the biggest issues in recruiting is that everyone wants people with a specific skill or they ask for a certain number of years of experience. In fact, at this point it’s almost a meme. We’ve all seen job ads that look a bit like this: In fact, while researching for this article, it

To all hiring leaders: It’s time to stop over-engineering the recruiting process. One size does NOT fit all when it comes to recruiting top talent. One thing that COVID-19 is going to do is separate the really good recruiters from the not so good recruiters. Plastering of job descriptions everywhere and ‘posting and praying’ is

Do you believe that you need to hire a third-party recruiter to get A Player talent? Do you think it’s difficult or impossible to attract great talent through a job ad? If you answered yes to these questions, I’m here to tell you that fortunately, you’re wrong. Trust me, it’s a good thing. Take a

Are you outsourcing your talent acquisition to external recruiters? Maybe you believe that there’s not enough time to hire in-house or you don’t even want to bother so you get someone else can do it for you. There are times when an external recruiter can be an indispensable resource to your company, such as when