More companies are making the same decision right now: 👉 Hire cheaper, less experienced employees 👉 Avoid paying higher salaries to seasoned professionals 👉 “Train them up” and save money On paper, it looks smart. In reality? It’s costing companies far more than they realize. 💸 📉 The Short-Term Savings Trap Yes, hiring junior or less experienced staff saves money today. Lower salaries. Lower benefits. Lower initial costs. But here’s what rarely makes the spreadsheet: Lon

Stop blaming the talent. Start fixing the leadership. Most companies don’t fail at hiring because they can’t find good people. They fail because leadership refuses to evolve. The hiring market didn’t suddenly break. Talent didn’t disappear. What changed is the way people work, what they tolerate, and what they expect from leadership — and most organizations are still hiring like it’s 2005. 👉Same job descriptions. 👉Same posting strategy. 👉Same untrained hiring managers. 👉S

📢 If you’ve applied for a job lately, you’ve probably felt it—the process isn’t “structured,” “modern,” or “data-driven.” It’s a circus. 🤡 A chaotic, over-engineered, three-ring production where every ring is another hoop for candidates to jump through… all while employers wonder why they “can’t find good people.” Let’s walk through the madness. 🎪 Ring One: Pointless Personality Assessments Nothing says “we value talent” like forcing applicants to answer 200 multiple-choic

If you’re tired of the fight… If you’re ready for solutions instead of excuses… If you’re ready to change the damn game… Welcome to the movement.

I spend a LOT of time ripping on companies, hiring managers and the hiring process. So here, let me take a shot at the job seekers. Not all of them, just a certain group of them. But don't worry - I have plenty more to say on the other stuff. There’s an ugly trend ripping through today’s entry to mid-level job market — and it’s not regional, seasonal, or economic. It’s everywhere. 🌍 And it’s costing job seekers opportunities and employers sanity. 😤 It’s the one thing you ca

Job seekers react to your sloppy posting exactly the same way you react to a sloppy resume. You delete theirs. They scroll past yours. And then what happens? You get frustrated. You say things like “no one wants to work” or “Indeed doesn’t work” or “the talent pool is awful.”

In today’s market, talent acquisition isn’t just about filling roles. It’s about building reputation, shaping culture, and positioning your company as an employer of choice. If your company is looking for a consultation or review of your recruiting operations—or needs help building one from the ground up—let’s connect. Call Corey today at 919-410-6797 or email him at corey@onpoint-talent.com

We all know the job market eventually balances itself out—it always has. But fixing the hiring process? That’s going to take time, effort, and cooperation from both sides. Employers and job seekers complain daily about how they’ve been wronged at some point during the application or interview process. It doesn’t happen to everyone, but let’s be honest—a lot of people on both sides have made things harder for everyone else. Here’s a radical idea we could use everywhere in this