Resources
Practical guides, frameworks, and insights on hiring, candidate evaluation, and building recruitment processes that actually work. All free. No sign-up required.
Interactive Quiz
What Kind of Recruiter Are You?
8 questions. 16 archetypes. Find out whether you are The Mastermind, The Pirate, The Sheriff, or something else entirely. Takes under two minutes.
4 May 2026
AI Candidate Matching: How It Works and When to Trust It
AI candidate matching promises to surface the best applicants without manual screening. This article explains how matching systems actually work, where they go wrong, and what to require from any system you use.
4 May 2026
High-Volume Hiring Without Losing Quality: A Practical Framework
High-volume hiring creates a fundamental tension between speed and thoroughness. This framework explains how to maintain evaluation quality when the number of applicants exceeds what manual review can handle.
4 May 2026
How to Build a Hiring Rubric That Actually Gets Used
A hiring rubric only works if interviewers can use it in the room without translating it first. This guide explains how to build one from your vacancy requirements rather than from a generic competency list.
4 May 2026
The Job Description Bias Checklist: What to Audit Before You Post
Most job description bias is unintentional. This checklist covers the language patterns that reduce applicant diversity, create legal risk, and filter out qualified candidates before they ever apply.
4 May 2026
Structured Interview Scoring: A Practical Guide for Hiring Teams
Structured interview scoring replaces subjective impressions with documented evidence. This guide explains how to implement it, what tools make it easier, and why most teams do it wrong.
24 April 2026
Wells Fargo: The Criterion Nobody Wrote Down
Wells Fargo fired 5,300 employees for fraud in 2016, then offered approximately 1,000 of them their jobs back. What the hiring record did not document became the legal exposure.
16 April 2026
Candidate Drop-Off Often Starts at Screening
Most analysis of candidate drop-off focuses on application abandonment or offer rejection. The more common and more costly drop-off happens earlier: strong candidates who reach screening but never receive a decision.
16 April 2026
Candidate Screening Software vs ATS: What Is the Difference
Most organisations already have an ATS. Fewer have a screening layer. This guide explains what each system actually does, where they overlap, and why the gap between them is where most hiring quality is lost.
16 April 2026
Explainable Hiring Decisions: What Recruiters Actually Need
Explainable hiring does not mean justifying every decision after the fact. It means building a process where the reasoning is captured at the point the decision is made. This is a different problem from the one most recruiters think they are solving.
16 April 2026
High-Volume Hiring Is a Screening Problem, Not a Posting Problem
Most teams that struggle with high-volume hiring try to solve it by improving their sourcing or job postings. The problem is almost always downstream. This guide explains where high-volume hiring actually breaks and what the fix looks like.
16 April 2026
Hiring at Scale Without Replacing Your ATS
Replacing an ATS is a large project that most teams cannot justify for the evaluation problem alone. The alternative is to add a structured screening and ranking layer that sits alongside the ATS and handles what it does not.
16 April 2026
How to Document Hiring Decisions So They Hold Up Later
Documentation that only exists in a recruiter's memory does not count. This guide covers what genuine hiring decision records look like, when they need to exist, and what happens when they do not.
16 April 2026
How to Reduce Time to Shortlist Candidates
Time-to-fill gets tracked. Time-to-shortlist rarely does. This guide explains why shortlisting speed is the metric that actually matters and what the fastest legitimate path to a shortlist looks like.
16 April 2026
How to Screen 100 Applicants Fast Without Lowering Standards
Receiving one hundred applications used to be a good problem. Now it is a process problem. This guide covers why manual screening collapses under volume and what a structured approach actually looks like.
16 April 2026
How to Write Job Descriptions That Attract the Right Candidates
Most job descriptions are written quickly from existing templates and then posted without review. The candidates they attract, and the ones they repel, are a direct consequence of that approach. This guide covers what actually changes when you write a job description with precision.
16 April 2026
Interview Scorecards That Do Not Collapse Into Gut Feel
Most interview scorecards are completed after the debrief from memory, using vague rating scales that mean different things to different interviewers. This guide explains what actually makes a scorecard work.
16 April 2026
The Difference Between Resume Screening and Candidate Evaluation
Resume screening and candidate evaluation are often used interchangeably, but they describe fundamentally different activities. Understanding the distinction explains why most hiring processes produce unreliable shortlists even when the recruiter is skilled and diligent.
16 April 2026
Structured Hiring for Surge Seasons
Surge hiring adds volume, urgency, and compressed timelines to a process that already struggles with consistency. Without structural changes to the evaluation framework, the result is faster hiring that is also less reliable.
16 April 2026
The Hidden Cost of Reading Every CV
The time a recruiter spends reading CVs is visible. The opportunities lost while they are reading are not. This is the cost that most organisations systematically undercount when they assess their hiring process.
16 April 2026
The Right Way to Use Screening Questions
Screening questions are one of the most misused tools in hiring. Used correctly, they add genuine signal. Used incorrectly, they filter the wrong candidates and miss the right ones. The difference comes down to what the questions are actually measuring.
16 April 2026
What to Do When You Get Too Many Job Applicants
A large application pool is only an advantage if your process can handle it without collapsing. Here is a structured approach for teams that are overwhelmed by volume and need to recover quality quickly.
16 April 2026
What Makes a Hiring Process Legally Defensible
Legal defensibility in hiring is not about compliance checklists. It is about whether your process can be demonstrated to have applied consistent, role-relevant criteria to every candidate. Most processes cannot.
16 April 2026
Why Candidate Ranking Must Be Explainable
A ranking without reasoning is just an ordered list. Knowing that candidate A scored 78 and candidate B scored 61 is useful. Knowing why the gap exists is what makes the ranking actionable and defensible.
16 April 2026
Why Resume Screening Fails Under Volume
Resume screening feels like it works until you look at how many applications were actually evaluated properly. This guide explains the specific failure modes of manual resume screening at volume and what AI-powered screening actually changes.
9 April 2026
The CV Screening Formula
Most CV screening is done in under 6 seconds per application after the first 40. This worked example shows what that costs per role, and what proportion of applicants your process is genuinely evaluating.
31 March 2026
Target Paid $2.8 Million for a Process They Couldn't Prove Was Job-Related
In 2015, Target Corporation paid $2.8 million to resolve a hiring discrimination finding by the EEOC. They were not found to have hired badly. They were found to have screened applicants using tools they could not prove were job-related.
27 March 2026
Is Your Hiring Process Legally Defensible?
In 2015, Abercrombie & Fitch lost a Supreme Court case over a hiring decision. The problem was not the decision itself. It was the absence of any record of how it was made. This checklist shows you which part of your process would not survive the same scrutiny.
26 March 2026
Amazon's AI Recruitment Tool: A Case Study in Defensibility Failure
Amazon spent three years building an AI hiring tool and deleted it. Not because it failed, but because it could not explain its decisions. Here is what every TA team running automated screening needs to understand in 2025.
26 March 2026
Hiring Process Diagnostic
The EU AI Act deadline for hiring tools is August 2026. A 13-criterion self-assessment across five dimensions to find out if your hiring process is Broken, Reactive, Functional, or Audit-ready.
If any of this applies to your hiring process, you can reach us at /contact.