As we approach 2025, the shift from Columbus Day to Indigenous Peoples' Day is becoming more prominent. This change reflects a growing cultural movement towards inclusivity and a push for more accurate depictions and understanding of history in the United States. Columbus Day has been a staple on the calendar for generations. It celebrated Christopher Columbus’ arrival to the Americas in 1492. 

Fifty years ago, women in the U.S. couldn’t open a credit card in their own name without needing a man to sign off. When the Equal Credit Opportunity Act (ECOA) passed in 1974 that all changed. This law made it illegal for lenders to discriminate based on gender or marital status. This gave women more control over their finances and opened doors to credit cards, loans, and mortgages on their own terms.

If you’re in the recruiting world, you’ve likely heard about Indeed’s latest policy changes. As the #1 job site in the world, Indeed is a major player when it comes to job sponsorships and talent acquisition. But starting October 1, 2024, they’re making an important change that could impact your recruitment budget.

At the heart of this vicious cycle lies a fundamental disconnect. Companies are building inefficient recruitment workflows, often created by people who just don’t understand how finding a job works TODAY. The people tasked to create these workflows are typically HR generalists with a compliance-focused approach or HR leaders who are out of touch with the realities of sourcing, contacting, and assessing candidates TODAY. What's missing is the expertise of a dedicated recruitment or talent strategy specialist who can bring a modern, holistic view to the process.

As a jobseeker- In today's digital age, a candidate's online presence plays a crucial role in the hiring process. Recruiters and hiring managers review social media profiles, online postings, and other digital footprints to gain insights into a candidate's personality, values, and potential fit for their organization. While this practice may seem invasive, it has become an essential part of the modern recruitment process.

Time tracking, keystroke monitoring, and other invasive tactics aimed at quantifying employee productivity are not only ineffective, but can be culturally devastating to an organization. These "productivity police" approaches erode trust, stifle innovation, and send a clear message to your team: we value outputs over outcomes… and we don’t trust you."

"Ghost jobs" - job postings that companies have no intention of actually filling. In my opinion, this unethical practice is on the rise, frustrating and misleading job seekers. But why do companies do this?

Workplace harassment remains a widespread and damaging issue. From sexual harassment to bullying and discrimination, these toxic behaviors can create a hostile work environment. They cause significant harm to victims' well-being, undermine productivity, and promote toxic work cultures. While much emphasis is placed on the perpetrators and the employers, the role of bystanders is often overlooked. Harassment isn't a spectator sport.

Microaggressions are everyday verbal, social, and environmental slights or abuses that convey derogatory or negative messages to marginalized individuals. Sometimes described as a death by a thousand mosquito bites, they are annoying little bites that leave irritation, frustration, and pain.

Have you paid your dues? Worked those grueling hours, climbed your way up from the bottom, and proved your worth?

This blog post will equip you with strategies to ace your interview while dodging potential ageism in the job search landscape.

Are you an experienced professional facing the daunting challenge of ageism in your job search?