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It's All in the Prompts I use AI for specific reasons and I'm mindful when and how I use it. So much AI content is repetitive, boring, and tells us things we already know or have been told a dozen times. There are reasons for these results and much comes down to the prompts we use when asking questions. Those prompts require thought. The expression "garbage in, garbage out" applies to AI usage. I came across an interesting post on the subject of using AI to advance a career.

What's in a Job Title? Those who know me and my firm understand that I'm a stickler for accurate job titles. My reasoning is quite simple. Different job titles do the following: 🟩 Automatically trigger different salary ranges, which is important if the employer or recruiter wishes to attract the right talent for the right job 🟩 Imply differing sets of duties, responsibilities, and autonomy. Again, an employer wants to ensure a candidate can do the job and understands what t

Emotional Intelligence (EQ) and Intelligence Quotient (IQ) Recruiters often speak of Emotional Intelligence (EQ), but it’s not always clear there’s an understanding of what it is and why it is so important in the private service sphere. This article attempts to define EQ, offer examples of strong EQ interview questions (they should vary according to position), and explain why EQ is so important and should be tested during the vetting process. It’s also why the interviewing p

Evaluating a Recruiter's Sales Pitch Most businesses compile data (often massaged data) to demonstrate that they are excellent at what they do. Recruiters use a number of tools intended to measure data points that might include things like: Fill Rates: Or retained searches that result in a successful placement Time to fill: Faster can be better so long as corners aren’t cut. However, there are so many variables in estimating the benchmark. I am highly skeptical of firms that