Category: Interview & Selection
- Simon Hedt
At a time when tech is advancing rapidly, it’s tempting to keep adding. But the most future-ready teams I know are doing the opposite. They’re auditing. They’re simplifying. They’re choosing tools that align with their process, not contorting their process to fit a platform. They understand that great recruitment isn’t about toolkits. It’s about clarity of thought. About process discipline. About being intentional at every stage
- Simon Hedt
The single most important thing we can do to improve hiring decisions is to standardise the interview process. Not just in structure, but in mindset. It’s about treating interviews not as informal chats or instinct-driven conversations, but as designed, repeatable systems. Because when we don’t, we introduce noise. And noise is the enemy of good judgement.
- Simon Hedt
Right now, there is a lot of change in recruitment. New tools are arriving fast. AI is already part of our world. But I believe one thing stays true. Great recruitment still comes down to people. It comes down to how we listen, how we ask, how we plan and how we show up.
- Athanasia Corso
Position Descriptions (PDs) are often outdated, uninspiring, and forgotten - but they don’t have to be. Athanasia explores how to breathe new life into PDs, turning them into dynamic, strategic tools that drive performance, career growth, and organisational success. Learn how to simplify, standardise, and transform PDs into something truly impactful.
- Jo Vohland
Can you ask applicants about their cultural background, sexuality, and other protected attributes in the hiring process?Jo Vohland sat down with two experts – one legal and one cultural – on what identity questions we should and shouldn’t ask in a hiring process.
