Suzanne Lucas

6 days ago | evilhrlady.org | Suzanne Lucas

Do you tell external candidates that an internal candidate is being considered for the position before they interview in person? I have received feedback from candidates asking me why I didn’t tell them this upfront. They share that they feel defeated and that the interview wastes time when they find out they weren’t chosen. What is best practice? In these cases, internal candidates are not guaranteed the position, and we intend to consider all candidates genuinely.

1 week ago | inc.com | Suzanne Lucas

Quirky job titles may be killing your recruiting pipeline. As hiring tightens, a rising trend of “vanity” descriptions of applicants’ work experiences is making hiring managers’ jobs more difficult. If you can’t glance at a resume and know that “Chief Happiness Guru” was really a Chief Human Resources Officer, it’s harder to tell if the applicant is someone you should look at more closely. Some career coaches are trying to solve this problem, but may make it worse.

1 week ago | comstocksmag.com | Suzanne Lucas

This story is part of our May 2025 issue. To subscribe, click here. Do you tell external candidates that an internal candidate is being considered for the position before they interview in person? I have received feedback from candidates asking me why I didn’t tell them this upfront. They share that they feel defeated and that the interview wastes time when they find out they weren’t chosen. What is best practice?

1 week ago | inc.com | Suzanne Lucas

In recent weeks, several tech companies took the unusual step of speaking very clearly and publicly about internal performance expectations. Intel laid out a plan for its workforce last week. In March, Jack Dorsey did the same at Block. Now, Google is joining in, using an evaluation model that rewards top performers more while staying budget-neutral. Google announced it would reward top performers at higher rates, in a budget-neutral way.

2 weeks ago | inc.com | Suzanne Lucas

It’s 2025, and many companies are still hiring on vibes—gut instincts and subjective impressions of job applicants—rather than objective skills assessments. Of all the ways to fill vacant positions, this is probably the worst. But according to a new study by Textio, a Seattle-based maker of recruiting and feedback software, this is still how many hiring managers make their decisions.