Practical tips, tools and ideas on leadership, management and organizational success

Big shifts are happening in how we hire—and if you’re still doing things the old way, you’re already behind. Here’s what’s reshaping the hiring landscape:

🚨 77% of companies can’t identify their future leaders. That stat should stop us in our tracks.

Most hiring managers don’t have a hiring problem. They have a clarity problem. Saying “I need someone proactive” is not the same as...

Here’s what worked then—and what still works now: ⭐ Build early relationships: Partner with schools, training programs, and communities to create talent pipelines before you need them. ⭐ Leverage global talent: Tap into passive candidates and talent beyond borders. The right fit may not be next door. ⭐ Invest in upskilling: The skills you need might already be on your team—just waiting for the opportunity.

You know the ones. They left their last role because they refused to answer emails at midnight. They turned down a “promotion” that demanded 70-hour weeks. They’re labeled “quiet quitters” – but I call them 𝐭𝐡𝐞 𝐜𝐚𝐧𝐚𝐫𝐢𝐞𝐬 𝐢𝐧 𝐭𝐡𝐞 𝐜𝐨𝐚𝐥 𝐦𝐢𝐧𝐞 𝐨𝐟 𝐦𝐨𝐝𝐞𝐫𝐧 𝐰𝐨𝐫𝐤.

3️⃣ 𝐀𝐜𝐭𝐢𝐨𝐧 ↳ Speed kills bad hires. Move fast, but leave room for intuition. ↳ Assign a “culture buddy” to new hires (retention starts Day 1). ↳ Measure success by growth, not just retention.

The Bottom Line Hiring top talent isn’t a checkbox exercise. It’s about: ✅ Balancing efficiency with meaningful impact ✅ Challenging biases (like equating education with “authenticity”) ✅ Centering humanity in systems (AI supports—it doesn’t lead)

To get there: ✅ Ditch outdated tools that prioritize efficiency over effectiveness. ✅ Invest in leaders who advocate for equity and growth. ✅ Build employer branding with employees, not for them. Your Turn: What’s one hiring pain point you’d fix with innovation? Let’s brainstorm in the comments. 👇

Hiring is more than filling vacancies—it’s about inspiring action and creating meaningful connections. By applying psychology strategically throughout your recruitment process, you can attract the right talent and build teams that drive long-term success.

CEOs should acknowledge that high turnover isn't just an HR issue; it affects organizational health and productivity. Replacing talent can cost between 40% to 200% of a role’s salary, and disengaged teams can reduce profitability by 21%. "Quiet quitting" erodes culture, harming morale and collaboration. Gallup suggests hiring for cultural alignment first and skills second to foster harmony and positive contributions.