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Frictional Unemployment and the Death of Boolean

Posted by John P Carty on July 30, 2015 at 1:30pm 0 Comments

In 2006, the company I was working for was bought by a group of private equity firms and they decided to outsource IT. My VP kept me in the business and trained me in process improvement. For the longest time, I wondered what I could do to protect my laid-off coworkers. Let's do what I…


How (and Why) To Create A Facebook Video Ad

Posted by Katrina Kibben on July 30, 2015 at 10:30am 0 Comments

I read a post on RecruitingBlogs this morning that said you get the most views on a Facebook job ad. I'm calling BS in my first ever video blog post. 

Yeah yeah, I know video…


Five things Breaking Bad can teach you about recruitment

Posted by Nina Cresswell on July 29, 2015 at 8:43am 1 Comment

The recruitment industry and hit American TV series Breaking Bad aren’t, perhaps natural bedfellows.

The latter is, of course, a hard-hitting drama about an ordinary chemistry teacher whose…


Data Breach – Could It Happen to You?

Posted by Jaime Spuhler on July 30, 2015 at 9:58am 1 Comment

The short answer is yes.…


How To Spot a Fake LinkedIn Recommendation

Posted by Donna Svei on July 29, 2015 at 3:30pm 0 Comments

Recruiters and hiring managers often head straight to LinkedIn to learn more about new job applicants. They look at their pictures, read their profiles, and decide whether or not to interview…



Posted by Recruiter Raya on July 29, 2015 at 12:40pm 4 Comments


Curveball interview questions can either be incredibly beneficial or extremely misleading in relaying a candidate’s fit for a position. The success or failure primarily lies in the type of curveball question the hiring manager is asking.

There are generally two types of curveball interview questions: personality-based and brain teasers. Let’s take a closer look at why one type is effective and the other is not.




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