Category: blog | Artisan Creative

7 Reasons for Building Strong Social Connections at Work

Wednesday, February 28th, 2024|

In today’s fast-paced, competitive, and often hybrid work environment, fostering social connections at work is more critical than ever. Not only does it contribute to a happier and more cohesive team, but it also brings about several benefits that can positively impact both employees and the organization.

Here are seven reasons why building social connections at work is essential, along with ideas for encouraging these connections:

1. Stress Relief: A supportive social network at work can help reduce stress. Interacting with co-workers and sharing experiences can provide a valuable outlet for dealing with job-related pressures. Consider setting up “stress-free zones” where employees can relax and chat during breaks, or for remote teams set up a “watercooler” Slack channel, or offer Headspace as an option for stress relief.
2. Boosted Employee Morale: Workplaces where colleagues enjoy each other’s company often have higher morale and can increase job satisfaction.
3. Enhanced Engagement and Camaraderie: Social connections at work foster greater loyalty and commitment to the team and the organization. Those who feel connected are more likely to stay with the company longer and go the extra mile to achieve its goals. Promoting regular meetings where employees can openly discuss ideas and concerns is one way to nurture a sense of belonging.
Improved Productivity: Social connections can significantly impact productivity. Effective collaboration and communication among teams can lead to more efficient project completion. Encourage open communication channels and provide collaboration tools like messaging apps or project management software such as Monday.com, Trello or Slack.
Knowledge and Skill Sharing: Building relationships at work facilitates the sharing of skills and knowledge. Employees are more likely to share their expertise and mentor others when they have strong social connections. Establish mentorship programs or organize knowledge-sharing sessions to promote skill transfer.
Better Health: Social connections don’t just boost mental well-being; they also contribute to physical health. Encourage employees to engage in physical activities together, such as group workouts or walking meetings, to promote a healthier workforce. Remote teams can do the same and set up accountability partnerships to accomplish health goals together. Classpass or Burnalong offer solutions.
Fostering Creativity: Diverse social connections often lead to more creative and innovative solutions. Encourage collaboration across different departments and facilitate brainstorming sessions. Create spaces where employees from various areas can meet and exchange ideas to inspire creativity. If you are part of a remote team, encourage brainstorming sessions using tools such as Miro, Menti or Jamboard.

Here are a Few Ideas for Encouraging Social Connections at Work:

Open Workspace Design: Consider an open office layout that encourages spontaneous interactions and conversations. For remote teams set up one-on-one Zoom connections.
Social Events: Organize regular social events like happy hours, team-building activities, and themed lunches to promote interaction. Many online tools and games can facilitate the same for remote teams. Check out Letsroam for fun ideas.
Mentorship Programs: Create mentorship opportunities for employees to connect and learn from each other.
Collaborative Projects: Assign cross-functional teams to work together on projects to foster collaboration.
Wellness Programs: Offer wellness programs or fitness classes to encourage employees to lead a healthier lifestyle together.
Diverse Workgroups: Mix up workgroups to ensure employees interact with different colleagues regularly.
Feedback Culture: Promote open and constructive feedback to improve communication and relationships.

For additional tips listen to the artisan podcast for sessions on culture and well-being:

Desmond Lomax, of the Arbinger Institute, talks about belonging Equity, Diversity, and Inclusion
Rachel Cook talks about elevating the employee experience
Dr Heidi Hanna talks about Stress Relief

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How to Hire AI Roles Better

Sunday, February 18th, 2024|

AI is having a significant influence on much of our workday these days and understanding and hiring for AI roles itself is a critical task that requires a blend of creative and technical hiring know-how.

As with any role, writing an impactful role description is key. Clearly define the must-have details of the role and its impact on your organization and team. The ideal candidates must possess both the requisite technical skills—(i.e. machine learning, data science, and programming languages like Python and be aligned with your company’s core values and explore the boundaries of artificial intelligence.

The world of AI is fast evolving, so look for candidates who are passionate about continuous learning, and get invigorated by constant change. An ethical approach to AI development will be key as there are still quite a bit of unknowns with usage, IP, and fact-checking. Leveraging industry networks, AI-focused job boards, and tailored interview questions can help you uncover talents who are not just skilled but also

In the rapidly evolving landscape of artificial intelligence (AI), new roles are continuously emerging to meet the unique demands of this technology. Let’s explore three of the roles we are seeing right now: AI Prompt Engineer, AI Designer, and AI Architect to understand their significance in the AI ecosystem.

The Prompt Engineer: Crafting Conversations

At the intersection of creativity and technology, Prompt Engineers are the wordsmiths of the AI world. Their primary role is to design and refine the prompts that guide AI in generating responses, making decisions, or creating content. This requires a deep understanding of natural language processing (NLP) and the nuances of human communication. Prompt Engineers ensure that interactions with AI are not just effective, but also engaging and natural. They work closely with AI models, like chatbots or creative writing tools, to optimize performance and user experience and ensure AI understands and responds appropriately to human input. Their expertise is crucial in settings where the quality of AI-generated content or the accuracy of conversational AI responses is critical. Generative AI tools such as ChatGPT (Chat Generative Pre-Trained are the go-to tools in this arena.

The AI Designer: Shaping User Experiences

AI Designers are at the forefront of integrating AI into user interfaces and experiences and blending creativity and technology seamlessly. They focus on the user interface and experience, making AI accessible, and envisioning how AI can enhance products and services. AI Designers must have a solid understanding of AI capabilities and limitations. They collaborate with engineers and data scientists to create designs that are not only visually appealing but also intuitive and responsive to user needs. Their work ensures that AI-driven applications are accessible, usable, and engaging. AI image generators such as Midjourney and Dalle-3 are common tools in an agency’s design toolkit.

The AI Architect: Building the Blueprint

The master planner of the AI infrastructure, the AI Architect determines how different AI components and technologies interact and design the over

arching structure of AI systems. Their responsibilities include selecting the right tools and platforms, ensuring data flows seamlessly, and that AI solutions align with business goals. An AI Architect must have a broad knowledge of machine learning, data engineering, cloud services, and security considerations. They play a crucial role in guiding the development process, from concept to deployment, ensuring the AI architecture is robust, scalable, and future-proof. AI Architects typically work behind the scenes to build the foundational elements that allow AI to function seamlessly within an organization.

All three roles of Prompt Engineer, AI Designer, and AI Architect are essential to successfully implement AI technologies. Together, these professionals are shaping the future of AI, ensuring it not only advances technologically but also meets the needs and expectations of users worldwide.
Interview questions for AI roles blend both the technical and ethical use of AI.

What are the most critical ethical considerations when designing AI systems, and how do you address these in your work?
Can you describe a challenging AI project you worked on, including the technologies you selected to overcome those challenges?
How do you stay current with AI solutions, and ensure the tools you use are scalable, maintainable, and can be integrated with existing systems?

For more information, check out our podcast with Eros Marcello, Conversational AI Designer, and Prompt Engineer on demystifying AI.

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14 Apps, and AI Tools We Love!

Monday, February 12th, 2024|

It’s that special time of year when our team celebrates Valentine’s Day and our love for the apps, AI, and productivity tools that simplify our lives and elevate our experiences!

With the right tools at our fingertips, our devices become more than just gadgets; they become trusted allies, boosting productivity, nurturing creativity, and adding a touch of joy to our daily routines.

To avoid overwhelming ourselves with too many apps, it’s important to periodically declutter and refresh our digital toolbox. Take a moment to review your apps, bid farewell to those that no longer serve you, and welcome new ones that align with your current needs and goals.

For Valentine’s Day we’ve curated a selection of 14 apps that inspire the Artisan Creative a.team at work, help us unwind at home, and simply bring us joy. Give one (or more!) a try and share your thoughts with us! Happy Feb 14!

Otter: Whether you’re jotting down ideas, transcribing a podcast, recording meetings, or preserving those brilliant midnight musings, Otter’s intuitive voice recorder has you covered. I used Otter when I was writing my book and it helped me dictate my thoughts before I forgot them.
Notes & Voice Memo: Sometimes, the simplest tools are the most powerful. These native apps come pre-installed on your phone and are perfect for everything from jotting down recipes to creating grocery lists.
Canva: Unleash your creativity with this powerful tool to create social media assets, internal communication, and an array of templates to create quick artwork anytime, anywhere.
Pomodoro Timer: One of the simplest time management tools out there. Set your preferred timer and work towards your most productive self.
Trello: A must-have for remote teams, Trello keeps us connected and organized, no matter where we are or what project we are working on.
Spotify: Set the perfect soundtrack for your workday. Music is a powerful positive trigger and has the power to enhance every moment from fostering creativity to promoting relaxation.
Netflix: Because sometimes, a little entertainment is just what we need to unwind.
Grammarly: A must-have for any writing assignment. Elevate your writing with Grammarly’s AI-powered writing assistant and catch those nasty spelling and grammar issues. A must-have for any resume writing.
reMarkable: LOVE this tool. It feels like paper, but it transforms the way you take notes and sketch ideas into a digital notebook. I especially love that it does not have web browsing capability, so it keeps me focused.
Krisp: We’ve been a remote team for close to 15 years. Work-from-home is amazing, although sometimes noisy. Krisp helps us reduce background noise during interviews and client meetings with noise-canceling magic. Our artisan podcast is recorded using Krisp.
Duolingo: Learn something new! Currently, our a.team is learning Spanish and Japanese using this app.
Slack: Another must-have for remote teams. We especially love the integration options with other apps to make the daily workflow and communication seamless.
Loom: Easily create and share video messages to communicate more effectively with your team. We use it to record our SOPs, and to communicate internally and externally with clients.
ChatGPT: No explanation needed! This productivity tool helped me refine this blog post.

At Artisan Creative, we believe in fostering harmony between life and work, and we’re dedicated to helping teams and careers thrive. Get in touch with us today to start a conversation about how we can support your success journey.

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5 Steps to Improve Your Leadership Skills

Tuesday, January 23rd, 2024|

Being a leader isn’t just about authority – it’s about being someone people like to follow. Historically, strong leaders are able to produce the best results, as they’re able to inspire better connections, boost team morale, and create a positive work environment.

Here are five simple ways to improve your leadership skills.

Be Your Authentic Self

Authenticity is a powerful tool in leadership. People are drawn to leaders who are genuine and transparent. Take time to reflect on your values, strengths, and weaknesses. Embrace your uniqueness and let it shine through your interactions. When you’re comfortable in your own skin, others will be more likely to connect with you. Your authenticity will create a sense of trust and approachability that can greatly contribute to your likability and strength as a leader.

Take an Interest in Others

A strong leader shows genuine interest in their team members. Get to know your employees beyond their professional roles. Ask about their aspirations, hobbies, and interests outside of work and actively listen to their responses. Remembering personal details and showing empathy can go a long way in building meaningful relationships. By valuing your team members as individuals, you demonstrate that you care about their well-being and growth, which in turn boosts your leadership skills. Our recent podcast guest, Desmond Lomax, shared his secret to improve his likability with his staff by engaging in this strategy in a unique way (listen here).

Spread Acts of Thoughtfulness

Small gestures can have a big impact. Thoughtful actions, such as acknowledging birthdays, celebrating achievements, or sending a heartfelt thank-you note, show that you appreciate and recognize the efforts of your team. These acts of kindness demonstrate your emotional intelligence and create a positive work environment. When people feel appreciated and valued, they are more likely to respect their leader.

Be Mindful of Your Body Language

Nonverbal cues speak volumes. Your body language, facial expressions, and tone of voice all contribute to how you’re perceived as a leader. Maintain eye contact during conversations, offer a genuine smile, and stand or sit confidently. Open and approachable body language encourages open communication and establishes a positive rapport with your team. Remember, your actions often speak louder than your words. Kate Murphy, in her book,. ” You are not Listening” states that 55% of communication is non-verbal, so being mindful of what our body language is saying is an important part of leadership communication.

See the Potential in Others

Most people are naturally drawn to others who recognize their potential. When you acknowledge and highlight the positive qualities of your team members, it boosts their confidence and morale. Encourage their growth by assigning tasks that align with their strengths. When people feel valued for their contributions, they are more likely to engage and feel a strong connection to their leader. Your belief in their abilities can inspire them to achieve their best.

In the end, being a strong leader is about understanding yourself, showing care for others, listening, and staying true to who you are. When these aspects are in place, you naturally foster an environment where everyone feels appreciated, motivated, and eager to stand by your side. As you apply these five strategies to your approach, you’ll see your growth as a leader.

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Episode 8: Onborading

Wednesday, December 13th, 2023|

Congratulations!! You’ve hired your newest employee, now let’s talk about Onboarding them.

Let’s do a Pulse Check

What is the onboarding strategy?
Is the infrastructure (the SOPs, training manuals, LMS, etc.) available to teach and onboard?
What additional resources do you need to successfully onboard and train?

A robust onboarding & training program creates ongoing engagement, a sense of belonging and continues to highlight your employer brand as well as enhances your new employee’s experience.

It’s critical that their first few months are connected, welcoming, and inclusive and that resources are being allocated to onboard and train them, regardless of their experience or seniority.

Even a senior-level candidate with years of experience requires onboarding and training. Although they may know how to do something, they still need to learn how to do that work within your company’s environment and culture.

Candidates are not mind readers and it is an unrealistic expectation to assume a brand-new hire knows what you are expecting without clear and open communication.

Create a feedback loop and touch base often.

The same three principles we just reviewed for hiring also apply to onboarding

Prepare your onboarding before your candidate starts. This is especially crucial for a remote team member as it takes extra planning to make them feel connected and included.

Send a welcome kit to their home with branded swag/plant for their desk
Make sure all their equipment. Logins and access are set up on day 1
Organize an in person (or remote) welcome lunch to get to know the rest of the team members.

Reviewing your processes, SOPs and products through your new hire’s eyes, can create opportunities for improvement and enhancements that you didn’t expect.

Create an orientation and shadowing program to review technical know how and to learn about the culture,
Stagger the training. Too much info at once is too much
Tailor the program to their learning style (Visual, Kinesthetic, Auditory)

And

Be Present, Open, Inclusive, and Build trust
Make yourself available to the candidate for any questions
Do an end of week wrap to hear of any challenges, opportunities, or feedback

Having an unwavering commitment to building trust, with a focus on preparation, creating processes, and having the presence of mind to do so are the foundations needed to transform your hiring practice.

Happy Hiring!

Watch the previous episodes in this series:

Episode 0: Introduction

Episode 1: Transforming Your Hiring Mindset

Episode 2: Writing Impactful Job Descriptions

Episode 3: Recruitment & Sourcing Strategy

Episode 4: The Candidate Experience

Episode 5: The Interview Mindset

Episode 6: Interview Timing

Episode 7: The Follow-up

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Episode 7: The Follow Up

Tuesday, November 28th, 2023|

Now that you’ve completed the necessary interviews and have the feedback you need, let’s move to The Follow-up phase.

The expectation generally is for a candidate to follow up by a sending thank you email following the interview. If you are truly interested in a candidate or want to differentiate your company, why not take the lead instead and send a thank you to the candidate for their time, and let them know when to expect a follow-up from you?

If you choose not to move forward with a candidate you must have an empathic way to give feedback or let them know that you are not moving forward with them–especially to your runner-up candidates. Remember that they have invested time and effort (and heart) in applying and interviewing with you. Your follow-up here is a way to continue to validate your employer brand and continue to build trust—even if that relationship is not progressing further.

However, you want to build emotional equity to quickly reconnect with your 2^nd place, or 3^rd place finishers at a future time. This way when similar roles open up in the future, and your runner-ups are still on the job market, you can quickly reconnect and hire and reduce your recruitment efforts considerably.

Once your ideal candidate moves to the final stage, your process should include conducting reference checks and background checks. If you are working with a recruitment agency, they will take care of this, however, if you are handling the full cycle of hiring internally, ensure that you are connecting with previous supervisors and colleagues about your candidate’s technical and interpersonal skills.

When all the processes are done, and your offer has been extended and accepted, it’s time to celebrate and set the plans in motion for welcoming your new hire to the team.

Let’s do a Pulse Check

What is your process for rejecting a candidate empathetically?

How do you stay in touch with your runner-up candidates?

Watch the previous episodes in this series:

Episode 0: Introduction

Episode 1: Transforming Your Hiring Mindset

Episode 2: Writing Impactful Job Descriptions

Episode 3: Recruitment & Sourcing Strategy

Episode 4: The Candidate Experience

Episode 5: The Interview Mindset

Episode 6: Interview Timing

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Gratitude 2023

Monday, November 20th, 2023|

It’s once again time for our annual Thanksgiving holiday blog celebrating and sharing our collective gratitude for health, family, and friendship as well as gratitude for our amazing clients, candidates, and teammates.

Here are Artisan Creative’s a.team 23 gratitudes for 2023:

1. Grateful for an amazing and supportive team.

2. Grateful for a determined and driven spirit.

3. Grateful for a conscious effort to focus on the good in everyday.

because perception shapes our reality.

4. Grateful for the gift of each new day.

5. Grateful for the opportunity to move somewhere new and have new life experiences!

6. Grateful for my wonderful husband.

7. Grateful and blessed with so many things in life, and I’m glad that we’re able to share them and give back to our parents.

8. Grateful for my daughter – she’s our inspiration and we are so thankful for having her.

9. Grateful for international travel and visiting distant relatives

10. Grateful for vibrant fall sunsets.

11. Grateful for my family and close friends and all the love and support.

12. Grateful for good health!

13, Grateful for strong family and friends.

14. Grateful for being with Artisan Creative for 28 years.

15. Grateful for life and the freedom to enjoy life.

16. Grateful for infinite possibilities.

17. Grateful for focusing more on my physical health.

18. Grateful for my partner and us celebrating another milestone together.

19. Grateful for our a.team and the new team members who joined us this year.

20. Grateful for working from home and my furry companions.

21. Grateful for loving relationships

22. Grateful to connect with incredibly talented creatives every day.

23. Grateful for collaborating with dedicated and passionate recruiters and hiring managers.

We are grateful for you and wish you a happy and healthy holiday!

Happy Thanksgiving 2023!

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Episode 6 : Interview Timing

Friday, November 17th, 2023|

At this stage of the game, you have set clear expectations for the role, you’ve written an amazing job description, prepared before and during the interview, and had your first interview with a candidate.

Now it’s decision time and time to choose whether that candidate is a good fit and ready to move to the next stage, or not.

It’s only natural that you may want input from other stakeholders to help you with the decision. You may feel a second or third interview and perspective is needed before you can make an offer.

If that is the case, then be mindful that your candidate may have other interviews scheduled elsewhere too. And if your decision-making process takes too long, you may risk losing your candidate to timing.

I am a fan of including key stakeholders in interviews. Remember that your candidate is also interviewing your company, so a couple of interviews with other stakeholders will give them additional insight into the culture, team environment, and product.

However, be mindful of the intention of multiple interviews, the impression it can leave, and the impact it may have.

Time is a valuable asset for everyone—including your candidate. The days when candidates had to jump through multiple hoops to show their interest in a job are over. Today, companies have to do the same.

So without clear and open communication, a lengthy interview cycle can imply that you are not serious about a hire, or are indecisive, or that you have doubts about their candidacy, and that their time is not valuable. This is not the way to build trust.

So please set expectations with the candidate upfront, or if working with a recruitment firm let them know what the interview process in your company is like, so they can inform their candidate ahead of time.

A simple statement can set the tone: “Our process includes X interviews with Y stakeholders. We value your time and promise an expeditious yet thorough process to give us both a strong sense of connection, understanding and requirements.

If multiple rounds of interviews are necessary, or assessments are required, please find out where the candidate is in their interviewing journey with other companies. Are they awaiting an offer, or have they just begun their job search?

Be ready to pivot and adjust your approach if you really like this candidate and they are your front-runner.

In our experience, we have had situations when a client was really excited about a candidate, but other stakeholders in the decision-making process were unable to conduct the follow-up interview for a couple of weeks due to vacations, tradeshows, and other deadlines….and during that time, the candidate accepted another offer.

Don’t lose your top candidate to TIMING. Create a process for fluidity. If needed, conduct multiple interviews on the same day or if multiple days are needed, then

make the interview a priority, and clear your and any other stakeholders’ calendars so everyone is committed to continuing the process smoothly without unnecessary delay.

If hiring is truly a priority….make it be one.

Let’s do a Pulse Check

Can you make interviewing a priority at your company?

How many rounds of interviewing do you need before a decision is made?

Who are all the stakeholders that need to be part of the decision-making?

Watch the previous episodes in this series:

Episode 0: Introduction

Episode 1: Transforming Your Hiring Mindset

Episode 2: Writing Impactful Job Descriptions

Episode 3: Recruitment & Sourcing Strategy

Episode 4: The Candidate Experience

Episode 5: The Interview Mindset

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Episode 5 – Interview Mindset (IQ, EQ & AQ)

Saturday, November 11th, 2023|

By this point in the hiring process, you’ve spent lots of time and resources to set up your employer brand, write your job description, review incoming resumes, and now you are finally ready to invite a handful of candidates to an interview.

No matter what route you take to get here, make sure your energy tank is full when you meet your prospective interviewee.

Make sure you are present, you are focused, prepared, and in the right interviewing mindset. Also, it’s key to allow each interviewee to shine on their own merit, and not let any history of previous bad hires impact this new person and this new opportunity.

It’s imperative that you or your lead interviewer are not tired, hungry, or rushed and instead are at your best to represent your brand in the proper way and make a good impression.

If your hiring mindset is wrong, it can lead to a wrong hire!

Interviewing is both an art and a skill and it involves curiosity, empathy, and authenticity to become a skillful interviewer. In order to conduct your most perfect interview, consider the following pointers to transform your interviewing mindset.

The perfect interview starts with

Your preparation
Managing your energy
How do you build rapport
Staying present and focused
Creating engagement
Create a true human connection
And building trust

Skilled interviewers have an equal balance of questions to determine IQ, EQ & AQ.

IQ-focused interview questions as about technical skills and expertise, certifications, education, awards, and the specifics of how to do the required tasks.

And while skills-based questions are critical in assessing a candidate’s ability to do the job right, they only paint a partial picture of overall fit within the company.

Equally vital are the interpersonal skills and emotional intelligence (EQ) of a candidate, which reviews alignment, culture fit, values, communication skills, and overall compatibility within the team.

Add to the mix an opportunity to assess for AQ, or adaptability quotient that highlights a candidate’s ability to handle change, leadership, decision-making, stress-management skills, and navigating the unknown!

This can be extremely valuable if you are launching a new product, are a start-up, or going through some changes within your organization or if all your processes and SOPs are not quite solid.

Assessing EQ and AQ skills requires asking open-ended, values-based, and situational interview questions which enable you to delve into a prospective candidate’s empathy, conflict resolution, and problem-solving capabilities.

Open-ended questions also allow your candidate to dive deeper into a topic and expand their answers, highlight their reasoning, thought processing, and communication skills

For example, you can glean so much information by asking:

Share a time when you successfully diffused a misunderstanding between two colleagues.
Provide an example of fostering a sense of belonging and teamwork among your peers.
What leadership qualities do you admire most about yourself or your current boss?

Values-based questions tie the interview questions back to your company’s values.

For example, if your company’s core value is Agility, then a line of questions that focus on agility will give you a glimpse into how that core value shows up for your candidate:

Tell me more about when you had to juggle multiple projects.
How do you handle change and unexpected interruptions?
Can you explain your approach to prioritizing and planning your day?

If Accountability is your company’s core value, then ask:

What do deadlines mean to you, and how do they impact teamwork?
How do you motivate yourself to stay accountable and achieve your tasks?
Describe a situation where you rallied your team members to accomplish a task.

While hard skills can be acquired or taught through various educational resources, assessing a candidate’s cognitive and emotional intelligence requires that you actively listen, be present, and be focused.

Asking follow-up questions, and observing their body language and communication style. This approach ensures a thorough evaluation and helps identify candidates who possess the right blend of technical as well as interpersonal skills that may align with your company culture.

Let’s do a Pulse Check

How are you currently interviewing for IQ, EQ, and AQ?

Watch the previous episodes in this series:

Episode 0: Introduction

Episode 1: Transforming Your Hiring Mindset

Episode 2: Writing Impactful Job Descriptions

Episode 3: Recruitment & Sourcing Strategy

Episode 4: The Candidate Experience

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Episode 4 : The Candidate Experience

Wednesday, November 1st, 2023|

Now that you are starting to receive resumes from your job posts or from your agency, let’s consider the various phases of the candidate journey and the experience they have with you.

Their perception either builds or breaks trust and can make them become your biggest fan, or your loudest foe. Their experience starts with their earliest interaction with your website and job board, and then throughout their application process, and the follow-up they receive (or don’t receive).

Having a process for acknowledging the receipt of their resume and establishing follow-up protocols and communication on next steps is an important step to consider, as is setting up initial interviews or even sending a rejection email and offering other resources to someone in their job search.

Follow-up and follow-through either reinforce your employer brand and the impression your company leaves with someone or it detracts from it…because unfortunately there is a resume black hole where candidates apply and they never hear back from anyone.

So even a simple bounce-back email that acknowledges receipt of a resume makes a huge impact and will set your company and practices apart, even if that includes a No. This goes a long way to create advocacy and brand stewardship.

We’ve been thanked many times for replying back with an empathetic and heartfelt “NO, Thank you.” Any reply is better than leaving the candidate wondering, or ghosting them after an initial interaction. Unfortunately, ghosting has become a real negative phenomenon in the hiring space.

So Don’t Ghost. Follow-up!

Let’s do a Pulse Check