These "graduations" are getting out of hand. Over the past few weeks, I've had to rework shifts for dozens of employees because their kids had midday prek, kindergarten, 5th grade, 8th grade, etc., graduations. Are all of these necessary?

Is anyone else concerned about job applications asking for your Social Security number upfront before an interview or offer? With identity theft and fraud being so common, it feels like this information should only be requested during hiring paperwork after an offer is made. Curious how others handle this.

Has anyone experienced this?: A job interviewer (head of HR) is rude & condescending & tries to usher you out of the building, with we’ve-just-started-interviews-and-will-be-in-touch-do-you-need-to-use-the-restroom-before-you-leave…highly insulting & yes I went on Yelp & gave the company a minus zero review. And my hair is streaked with gray so I do look “mature” but I’m proud of my 4 decades of HR experience…which is why I’m happily consulting now. Anyone else have interview horror stories?

Hi everyone, I’m hoping to start an informal discussion and learn from HR, recruitment, and hiring perspectives. In your experience, what feels most broken or inefficient in today’s hiring process? Is it application volume, resume screening, candidate fit, time-to-hire, AI-generated resumes, ghosting, or the gap between resumes and actual role needs? I’d appreciate any insights from the employer/recruiter side. Thank you!

Just received another rejection because my previous salary was “higher than the advertised range.” So let me get this straight: Companies don’t want to pay experienced professionals what they’re worth in this economy, yet when we apply for roles below our previous pay grade to stay employed, our past salary is suddenly used against us. Experience, education, and adaptability should not become barriers to employment. The hiring system truly needs to evolve.