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Understand why entity linking is becoming a strategic requirement for local SEO in AI search environments. The post Case Study: How Entity Linking Can Support Local Search Success appeared first on Search Engine Journal. View the full article

If you missed out on a better era of consuming news and other online content, RSS either stands for RDF (Resource Description Framework) Site Summary or Really Simple Syndication, depending on who you ask—even Wikipedia includes both expansions of the initialism. Whatever the linguistic details, one of the main roles of RSS is to supply directly to you a steady stream of updates from a website. Every new article published on that site is served up in a list that can be interpreted by an RSS reader. In earlier, simpler internet times, RSS was the way to keep up to date with what was happening on all of your favorite sites. You would open your RSS reader and tap through newly published articles one by one, in chronological order, in the same way you would check your email. It was an easy way to keep tabs on what was new and what was of interest. Unfortunately, RSS is no longer how most of us consume "content." (Google famously killed its beloved Google Reader more than a decade ago.) It's now the norm to check social media or the front pages of many different sites to see what's new. But I think RSS still has a place in your life: Especially for those who don't want to miss anything or have algorithms choosing what they read, it remains one of the best ways to navigate the internet. Here's a primer on what RSS can (still!) do for you, and how to get started with it, even in this late era of online existence. How RSS works Inoreader will keep you right up to date. Credit: Inoreader RSS is essentially a standard for serving up text and images in a feed-like format, and not all that dissimilar to HTML. Typically, the feed includes the headline of an article, some of the text (often just the introduction), and perhaps the main image. RSS data isn't really readable in a browser tab, but it is in an app built to interpret RSS properly. The RSS standard actually remains the default way of distributing podcasts, with each new episode—together with the episode title, cover art, and descriptive blurb—appearing as a new entry in the feed of your podcast app of choice. When you subscribe to a new show through Pocket Casts or Apple Podcasts, you're essentially pointing the app towards the RSS feed for the podcast you want to listen to, and it takes care of serving up each new episode. In times gone by, websites would prominently display their RSS feed links somewhere on the front page. That's less common now, but you can often find these feeds if you dig deeper or run a web search for them (incidentally, the Lifehacker RSS feed can be found here). Some sites offer multiple RSS feeds covering different categories of content, such as tech or sports. Even when a site doesn't explicitly offer RSS feeds, the best RSS readers can now produce their own approximation of them by watching for new activity on a site, so you can direct the app toward the site you want to keep tabs on. In Google Discover for example, available on Android and iOS, you can keep tabs on new content on sites by tapping the Follow button that appears next to stories. The advantages of using an RSS reader Feedly has a choice of layouts to pick from. Credit: Lifehacker We're all different when it comes to how we consume news on the web: Some of us will browse social media feeds, some of us will load up the same sites every morning, and some of us will get updates via push notifications on our phones. The benefits of RSS will vary depending on how you like to stay up to date. However, RSS is clearly useful if you have a selection of favorite websites and you want to skim through everything they publish (or everything they publish in a certain category, if the site has several feeds). No one is choosing what you see but you—you have more control over your news diet, free from any choices made by an algorithm. Using RSS means you can catch up on everything, methodically and chronologically, even if you've been offline for a week (you don't have to catch up on everything, of course—but you can, if you want, as your feed will operate on an infinite scroll). It's also a cleaner, less cluttered way of using the internet, as you only need to click through on the specific articles you want to read. Some of the other advantages of RSS will depend on the reader app you're using. You might be able to sort your feeds in different ways, for example, or search back through the archives for specific types of stories, or add notes and bookmarks to links you're particularly interested in. If you've never given RSS a try, it's well worth giving it a go. The best RSS reader apps in 2026 You can load RSS feeds right into Google Chat. Credit: Lifehacker RSS readers aren't quite as ubiquitous as they once were, but you can still find quite a few if you take a look around. FeedlyThe best RSS reader currently in operation is arguably Feedly, which offers a bunch of features across free and paid-for plans (starting from $8 per month): It has a clean, clear interface, it can generate RSS feeds for sites that don't have them, it can sort feeds in a variety of ways, it can incorporate email newsletters, and plenty more besides. FeederFeeder is a good place to start for RSS newbies because it gets you up and running quickly, and offers a straightforward interface. It works seamlessly across all the major platforms, and if you need extra bells and whistles—including a real time dashboard, access to more feeds, and sophisticated filters for your feeds—paid plans start at $9.99 per month. Google ChatYou can actually subscribe to RSS feeds inside Google Chat, in spaces that are just for you or for groups of people. On the web, click the three dots next to Apps, then Find apps: Track down the one called Feeds, and once you've installed it, you can add it to any space and subscribe to feeds by clicking the + (plus) button to the left of the text input box. NewsifyNewsify has some specific features that may appeal to you, including a classic, newspaper-style layout and offline functionality. Available on Apple devices and the web, it offers an impressive level of customization and plenty of sharing tools, while a premium account (yours for $2.99 a month) adds features like full text feeds and AI summaries. InoreaderAnother RSS reader with a lot of fans is Inoreader. It has all the tools and features you need for carefully curating feeds, and keeps an extensive archive of everything you've ever looked at—handy if you need to retrace your steps. Pay for a premium plan (from $9.99 a month) to remove ads and access even more features, such as email newsletter support. NewsBlurFinally, there's NewsBlur, which is bursting at the seams with features: Story tagging, full text search, and third-party app integrations, for example. It's one of the best options for giving you control over how feeds in the app are presented. Many of the features are available for free, but for more features and more feeds, paid plans start at $36 a year. View the full article

Around the turn of the year, search industry media fills up with reviews and predictions. Bold, disruptive ideas steal the spotlight and trigger a sense of FOMO (fear of missing out). However, sustainable online sales growth doesn’t come from chasing the next big trend. In SEO, what truly matters stays the same. FOMO is bad for you We regularly get excited about the next big thing. Each new idea is framed as a disruptive force that will level the playing field. Real shifts do happen, but they are rare. More often, the promised upheaval fades into a storm in a teacup. Over the years, search has introduced many innovations that now barely raise an eyebrow. Just a few examples: Voice search. Universal Search. Google Instant. The Knowledge Graph. HTTPS as a ranking signal. RankBrain. Mobile-first indexing. AMP. Featured snippets and zero-click searches. E-A-T and E-E-A-T. Core Web Vitals. Passage indexing. AI Overviews. Some claimed these developments would revolutionize SEO or wipe it out entirely. That never happened. The latest addition to the SEO hype cycle, LLMs and AI, fits neatly into this list. After the initial upheaval, the excitement has already started to fade. The benefits of LLMs are clear in some areas, especially coding and software development. AI tools boost efficiency and significantly shorten production cycles. In organic search, however, their impact remains limited, despite warnings from attention-seeking doomsayers. No AI-driven challenger has captured meaningful search market share. Beyond ethical concerns about carbon footprint and extreme energy use, accuracy remains the biggest hurdle. Because they rely on unverified inputs, LLM-generated answers often leave users more confused than informed. AI-driven platforms still depend on crawling the web and using core SEO signals to train models and answer queries. Like any bot, they need servers and content to be accessible and crawlable. Without strong quality controls, low-quality inputs produce inconsistent and unreliable outputs. This is just one reason why Google’s organic search market share remains close to 90%. It also explains why Google is likely to remain the dominant force in ecommerce search for the foreseeable future. For now, a critical mass of users will continue to rely on Google as their search engine of choice. It’s all about data Fundamentally, it makes little difference whether a business focuses on Google, LLM-based alternatives, or both. All search systems depend on crawled data, and that won’t change. Fast, reliable, and trustworthy indexing signals sit at the core of every ranking system. Instead of chasing hype, brands and businesses are better served by focusing on two core areas: their customers’ needs and the crawlability of their web platforms. Customer needs always come first. Most users do not care whether a provider uses the latest innovation. They care about whether expectations are met and promises are kept. That will not change. Meeting user expectations will remain a core objective of SEO. Crawlability is just as critical. A platform that cannot be properly crawled or indexed has no chance in competitive sectors such as retail, travel, marketplaces, news, or affiliate marketing. Making sure bots can crawl a site, and algorithms can clearly understand the unique value of its content, will remain a key success factor in both SEO and GEO for the foreseeable future. Won’t change: Uncrawled content won’t rank Other factors are unlikely to change as well, including brand recognition, user trust, ease of use, and fast site performance. These factors have always mattered and will continue to do so. They only support SEO and GEO if a platform can be properly crawled and understood. That is why regular reviews of technical signals are a critical part of a successful online operation. Won’t change: server errors prevent indexing by any bot At the start of a new year, you should resist the fear of missing out on the latest novelty. Following the herd rarely helps anyone stand out. A better approach is to focus on what is certain to remain consistent in 2026 and beyond. What to do next Publishers can breathe a sigh of relief. There is no need to rush into a new tool just because everyone else is. Adopt it if it makes sense, but no tool alone will make a business thrive. Focus on what you do best and make it even better. Your customers will notice and appreciate it. At the same time, make sure your web platform is fast and reliable, that your most relevant content is regularly re-crawled, and that bots clearly understand its purpose. These are the SEO and GEO factors that will endure. Holistic SEO is both an art and a science. While it is far more complex in 2026, it is the unchanging foundational signals that matter most. View the full article

Interview with Perplexity AI offers insights into what makes AI answer engines different from regular search The post Perplexity AI Interview Explains How AI Search Works appeared first on Search Engine Journal. View the full article

Here is a weird one - one person named Kunjal Chawhan spotted a Google AI Overview that had an HTML font strikethrough in the text. So it looks like Google is offering an answer, but it's struck through as a false answer...View the full article

Back in May, Google announced updates to shopping in AI Mode. One of those announcements is to help you narrow down your AI Mode results for shopping queries using query fan-out. Well, here is an example of that where Google AI Mode is prompting you to narrow down the options.View the full article

Yep, back on comments from Google on the LLMs.txt file. Another question came up on Bluesky asking if the fact that some Google properties still have the LLMs.txt files up, if that is some sort of endorsement from Google. John Mueller from Google said, simply, "no," it is not an endorsement.View the full article

Like many industries, architecture has jumped on the artificial intelligence bandwagon. AI tools are becoming everyday parts of the practice of architecture, from iterating design concepts to optimizing floor plans to accelerating the creation of construction documents. Some architecture firms are even branding themselves as “AI-driven.” AI’s infusion into architecture is well underway, but it’s also an ongoing process. Firms are finding new ways of making these emerging tools work for the way they design buildings, while also grappling with what AI could do to a profession so dependent on actual human intelligence. Fast Company asked architects from some of the top firms working in the U.S. and around the world how AI is making its way into their work and business, and what we might expect to see in the next year as AI adoption continues. Here’s the question we put to a panel of designers and leaders in architecture: How do you see AI changing architecture in 2026? Fluid movement AI is moving from experimentation to expectation, particularly in early-stage exploration. Its real value isn’t replacing creativity but removing friction from the design process and making it easier for architects to express intent and quickly see viable options. We’re moving toward a world where teams can load contextual project data and project outcomes and immediately explore design solutions, without getting bogged down in manual setup or repetitive tasks. With AI that supports seamless collaboration and iteration in context, architects will be able to collaborate freely with stakeholders and move fluidly between ideas, levels of details, and outcomes. The architects who succeed will be those who use AI to expand their creative range and sharpen decision-making, not replace it. – Amy Bunszel, EVP of architecture, engineering and construction solutions, Autodesk More rigorous and transparent design process In 2026, the question will no longer be whether firms use AI, but how responsibly and intentionally they do so. At WXY, we see AI as a way to make design processes more rigorous and transparent, not faster for the sake of efficiency alone. Used well, AI can strengthen analysis, clarify tradeoffs, and support more informed decision-making. Used poorly, it risks flattening complexity and distancing designers from accountability. The fundamental shift that AI will spur at WXY will be cultural, honing our understanding of judgment, authorship, and ethical use rather than the firm’s technical capability. – Claire Weisz, founding principal, WXY architecture + urban design Option curation, not object generation AI will continue to be less about sexy imagery, and more about rapid test-fitting. We’ve already created tools that incorporate climate analysis and evaluate massing iterations to maximize value for our clients. We will continue to develop systems with AI that enable option curation versus object generation, to assist more with early feasibility and storytelling. – Trent Tesch, principal, KPF Exploring, but safely AI is rapidly changing design practice, in everything from the legal review of contracts to building code reviews of design solutions to how we generate design visualization. Its greatest impact to date has been in areas of practice that have large data sets, or that focus on repetitive and easily automated tasks. When it comes to creative exploration, the tools are changing so rapidly that designers are working hard to keep up with everything from protecting our intellectual property to communicating, disseminating, and training applications across the firm. We are already sandboxing AI to help us explore different creative tools safely. – David Polzin, executive director of Design, CannonDesign Power of persuasion AI represents incremental (yet meaningful) gains in nearly every aspect of what we do as designers. From ideation and image generation to geometric optimizations and environmental analysis, AI is helping both architects and engineers move more quickly, be more creative, and communicate more persuasively. – Colin Koop, partner, SOM Augmented, not artificial, intelligence There is an amazing opportunity to test ideas; the challenge is people see it as an opportunity to speed up the process, but that will not happen. It is far more nuanced. We expect to see different types of people come into the profession—coders, data analysts—which will provide an opportunity to analyze how we work and craft a relevant tool to support the design solution. The emergence of AI has sparked debates about the future of design professions, particularly in the built environment sector. However, rather than threatening to replace architects, urban planners, and landscape designers, AI can reshape their role and amplify their capabilities. The design profession of the built environment stands at a crucial intersection where human creativity meets technological advancement, where spatial understanding meets digital simulation, and where physical materiality meets virtual modeling. Rather than being replaced by AI, design professionals’ roles aren;t diminishing but are evolving, becoming more vital than ever in our increasingly complex urban world. In a pervasive AI world, design and artificial intelligence should complement one another. Perhaps if we replace “artificial” with “augmented” we can get a better understanding how to use this powerful tool. While AI can process patterns and performance data, it cannot comprehend the subtle cultural tones, and community needs that inform great architecture and urban spaces. Designers bring this crucial layer of human insight, ensuring the built environment is not just technically efficient but culturally meaningful and socially sustainable. The future of architectural and urban design isn’t about choosing between human creativity and artificial intelligence – it’s about leveraging both to create spaces that are more sustainable, livable, and impactful than ever before. – Nick Leahy, co-CEO and executive director, Perkins Eastman Human-AI collaboration In 2026, the biggest challenge is not simply AI itself, but how humans and AI systems collaborate effectively – new workflows, authorship, copyright, ethical frameworks, responsibility of charge, and decision-making approaches to leverage “collaborative intelligence” rather than treating AI as a standalone tool. We have incorporated and will extend the use in 2026, of an AI “embedded partner”—an always-on reasoning layer that synthesizes emails, text, images, slides, presentations, calculation, drawings, data, and real-time context to support architects and engineers across ideation, analysis, images, coordination, presentations, and decision-making, rather than replacing human authorship. By seamlessly integrating multimodal understanding, rapid scenario evaluation, cross-domain knowledge retrieval, and natural-language collaboration, this cognitive partner enables designers to think faster, test deeper, and act with greater confidence while keeping creative and ethical control firmly human-led. AI-enabled tools will accelerate early-stage design through rapid scenario testing, optimizing massing, structure, energy, carbon, daylight, and indoor air quality simultaneously, allowing teams to explore orders of magnitude more options while focusing human effort on judgment, synthesis, and design intent. Also, this process will be informed by past and present project data. – Luke Leung, sustainable engineering studio leader, SOM View the full article

A great, fictional man once declared: “I believe virtually everything I read.” David St. Hubbins, lead singer and guitarist of Spinal Tap, mocked the earnest confidence of rock stars in the same way AI futurists are now mocking critical thinking itself. Right now, most of the tech industry has adopted St. Hubbins’ line without the irony. Google is embedding AI into Chrome. Tech leaders are declaring the end of websites. Hundreds of links will collapse into single answers, traffic will disappear, the open web gets hollowed out. The future belongs to whoever wins inclusion in the AI’s response, not whoever builds the best site. Sigh. We spent the last decade learning that you can’t believe everything on Facebook. Now we’re about to make the same mistake with ChatGPT, Claude, and Gemini. Clean story. Wrong conclusion. It assumes people will stop thinking critically about information just because it arrives in a prettier package. Same Problem, New Wrapper The fake news crisis taught us something: Polished presentation doesn’t equal reliable information. Nice formatting, confident tone, and shareable graphics do not come with a guarantee of truth. We had to relearn basic media literacy. Check the source. Understand methodology. Look for bias. Read multiple perspectives. Think critically. Now answer engines arrive with a seductive promise: “Don’t worry about all that. Just trust what we tell you.” This is fake news 2.0. The Work Slop Warning Harvard Business Review documented what happens when people stop interrogating AI outputs. They call it “workslop,” content that looks professional but lacks substance. Polished slides, structured reports, articulate summaries that are incomplete, missing context, and often wrong. Employees now spend two hours on average cleaning up each instance. One described it as “creating a mentally lazy, slow-thinking society.” Another said: “I had to waste time checking it with my own research, then waste more time redoing the work myself.” This is what happens when we outsource critical thinking. The polish looks good. The substance isn’t there. Someone downstream pays the price. If AI can’t reliably produce good work internally, where context and accountability exist, why would we blindly trust it externally, where neither exists? High Stakes Require Verification Imagine your doctor uses an AI summary for your diagnosis. Your lawyer relies on ChatGPT for contract advice. Your financial advisor trusts Gemini’s recommendations without checking. You’d demand they verify, right? Check sources. Show methodology. Prove they’re not just accepting whatever the algorithm says. Medical decisions, legal issues, financial choices, and safety concerns all require source transparency. You need to see the work. You need context. You need to verify. A chat interface doesn’t change that fundamental need. It just makes it easier to skip those steps. The existence of these facts points to a clear, yet countercultural conclusion. Websites Aren’t Going Anywhere Yes, discovery patterns are changing. Yes, traffic shifts. Yes, AI surfaces some content while burying others. That doesn’t make websites obsolete. It makes them more important. The sites that die will deserve it: SEO farms gaming algorithms, content mills producing garbage. The sites that survive will offer what compressed answers can’t: verifiable sources, transparent methodologies, deep context that can’t be summarized without losing meaning. When fake news dominated social media, the solution wasn’t “stop using sources.” It was “get better at evaluating them.” Same thing here. Answer engines are a new entry point, not a replacement for verification. The smart response to an AI answer isn’t “thanks, I believe you.” It’s “interesting, now let me dig deeper.” We’re Not That Lazy The “websites are dead” thesis assumes something bleak: that humans will stop being curious, critical, and careful about information that matters. That we’ll just accept whatever Google tells us. People want to understand things deeply, not just know the answer. They want to form opinions, not inherit them from algorithms. They want to verify claims when stakes are high. That requires going to sources. Comparing perspectives. Thinking critically instead of letting technology think for you. You can’t do all of that in a chat window. The Bar Just Got Higher AI answer engines aren’t killing websites. They’re exposing which ones were never worth visiting. The question isn’t whether websites survive. It’s whether your website offers something an algorithm can’t: real expertise, transparent sources, and content valuable enough that people want the full story, not just the summary. We learned this with fake news. Now we’re learning it again with answer engines. Trust, but verify. Always verify. View the full article

Navah Hopkins, the Microsoft Advertiser Ads Liaison, asked on LinkedIn if you will be adding Microsoft Advertising part of your marketing mix in 2026? The poll had over 200 responses, with most saying it is already included in that mix but 36% saying they will be adding it to the mix.View the full article

Streaming group is competing with Paramount for prized studio assetsView the full article

Google AI Mode is showing really light colored fonts for product pricing and inventory when you click on a product. This differs from the normal font type in the main Google Search results interface.View the full article

Search visibility isn’t what it used to be. Rankings still matter, but they’re no longer the whole story. Today, discovery happens across traditional search results, local listings, brand knowledge panels, and increasingly, AI-driven experiences that surface answers without a click. For marketers, that makes visibility harder to measure — and easier to lose. SEO teams now operate in a landscape where accuracy, consistency, and trust signals matter as much as keywords. Business information, reviews, and brand authority determine whether a brand shows up at all, especially as AI-powered search reshapes how results are generated and displayed. As a result, many brands think they’re visible — until they look closer. The Visibility Brief was created to show you what’s really happening. Built on real data from thousands of brands, it provides a practical view of how visibility plays out across today’s search and discovery ecosystem. Instead of focusing on a single channel or metric, it takes a broader view. The content highlights where brands are gaining ground, where gaps appear, and which trends are shaping performance. You’ll see how traditional search and AI-driven discovery now overlap, why data accuracy has become a baseline requirement, and where brands are losing exposure without realizing it. The goal is simple: help you understand how visibility is changing and what to focus on now. Watch or listen to the Visibility Brief to get a clearer view of today’s search landscape — and what it means for your brand’s visibility. Subscribe to the Visibility Brief on Spotify or Apple Podcasts. View the full article

For professionals looking to moodboard, but sick of juggling Instagram lists and Pinterest boards, Cosmos arrived in 2023 to woo millions of users in an otherwise crowded market. With a pared-back design, and an algorithm trained on a carefully seeded list of creatives, it topped the Design category in the App Store, and the company reports it’s now used by creative teams at companies including Nike, Apple, and Amazon, who snag over 10 million pieces of content a month from across the internet for their collections. This growth has been enough to raise a $15 million Series A from Matrix Partners, GV, Accel, and Squarespace CEO Anthony Casalena, as the company considers monetization strategies ranging from its premium subscriptions to an upcoming e-commerce play. The platform, despite launching much like Pinterest, will soon be a home for creative portfolios, more like how designers use Instagram and Behance. But as founder Andy McCune charts the company’s future, he’s openly wrestling with the right ways to employ the latest AI technologies to support the creative community—even as a sizable chunk of the community says they don’t want it at all. When to use AI, and when not to Generative AI, of course, is still as controversial as it is inevitable—while creatives I speak to are adopting it en masse as part of their own process, there’s a most certain ick factor among the public to the current wave of AI marketing and the rise of the catchall word of 2025: AI slop. “It’s very morally and ethically important to me to create a platform that champions the artists and the creatives,” says McCune. “Now, does that mean that we’re going to be a company that says, ‘AI-generated imagery does not have a place here’? That’s not a line that I want to draw.” Currently, Cosmos uses machine learning models to identify what it considers high-quality imagery that would appeal to its users’ tastes, airing that into their feeds. It also uses AI to track and automatically label image provenance. Whereas Instagram is so often a context-less smash-and-grab of other people’s work, Cosmos systems scour the web to figure out what film that compelling frame came from or who took that photo, and tag it appropriately. The company also offers a setting, much like Pinterest, allowing creatives to blur or block all AI content in their feeds. Cosmos shares that 10% of all users have actually opted to block AI content—which was higher than they originally anticipated. Very few people customize the settings in any app already, and Cosmos has done nothing to promote that the setting even exists. “It was definitely surprising to me,” says McCune. “And now we’re having some conversations around like, should that [setting] actually be in the onboarding?” At the same time, blocking AI is not a setting he wants to apply by default, even if it would be a way to distinguish Cosmos from its peers. When the setting first launched, it blurred people’s AI content—and that was enough to give its users whiplash. “All of a sudden, they went back into their mood boards, and they saw a bunch of their images that they had saved in the past get blurred out. And they’re like, ‘Wait, I didn’t know that I was saving AI images.’ And that was frustrating to them,” McCune notes. “They’re like, ‘I feel like I’ve been tricked,’ right? I think for the end consumer, it’s really important that you have a decision in that process of being able to choose what you see.” Why not just block AI? A big reason that McCune doesn’t want to block AI-generated content is that he knows some users want it, and more generally speaking, the design industry at his core will be using more AI tools into the future. Especially as he pivots Cosmos away from mere moodboarding to become someone’s own creative portfolio, he realizes that blocking AI generated work would block their voices—and their potentially cutting-edge experimentation. “I think [AI] will be one medium that people use to express themselves, just like you know, painting is one and digital photography is one, and graphic design is another,” says McCune. “I think it’s important for us if we really want to be a home for creatives to not pick and choose what mediums we think are holy or not.” And yet, there are lines around AI that McCune won’t cross because they feel off-mission, and somehow, at odds with his own creative community. “I will say that there is a very easy path for us to take right now, which we have not taken, which is to bring Gen AI into the forefront of the product,” says McCune. “We could have very quickly and very easily built a multibillion-dollar company, if you could just right-click on any image on Cosmos right now and prompt on top of that thing. That’s something that we have not done, because that is not the company that we want to build.” View the full article

A self-described “rat pack” of five “food-loving journalists” just bought the trademark to the defunct food magazine Gourmet, updated it for the modern reader, and brought it back as an online newsletter—all without consulting the magazine’s former publisher, Condé Nast. And if you didn’t know that already, you might’ve been able to guess it from the publication’s new wordmark. The logo looks nothing like what you’d expect from the magazine that shuttered in 2009. Instead of a crisp, delicate script, this wordmark is unapologetically blocky, chunky, and weird. It’s more reminiscent of forgotten sheet pan drippings: certainly not pretty too look at, but more delicious than you’d expect. Introducing the modern Gourmet: It’s pithy, recipe-obsessed, and designed for the home chef who’s sick of brightly lit photos of one-pan dinners. Gourmet A new, Substack-era food mag with no interest in being a crowd-pleaser The idea to bring back the magazine began when former Los Angeles Times writer and Gourmet cofounder Sam Dean noticed something strange. “He called me and was like, ‘Dude, I think I just figured something out,'” says graphic designer Alex Tatusian, another of the brand’s cofounders. “‘I’m on the U.S. Trademark Office site, and I’m pretty sure that Condé forgot to renew the trademark for Gourmet.’” Tatusian and Dean found three other collaborators, formed an LLC, and bought the trademark for a few thousand dollars. The creatives behind Gourmet follow in the footsteps of several other journalists and writers who have recently departed the endlessly beleaguered realm of traditional media in favor of their own self-published ventures. These include worker-owned shops like Hell Gate, Defector, and 404 Media, as well as food-based titles like Vittles and Best Food Blog, and even individual food creators like Molly Baz and Claire Saffitz. In the Gourmet founders’ opening salvo to readers, they propose that legacy brands “largely botched” the transition from print to digital, and diluted their missions in the process. “I think what I’ve seen in food media are these dual forces: The recipes have become more relatable or lowest common denominator, but it’s being put in these very shiny packages,” says cofounder Nozlee Samadzadeh. So in lieu of clicky “10 minute” recipes with flash photography, Gourmet’s founders want to make work for an audience that really, really enjoys food: long, reported features on Gavin Newsom’s Napa wine empire; odes to baked rice pudding; and manifestos for people who are sick of easy dinners. (And it won’t appeal to everyone.) Tatusian calls today’s Gourmet, which is available on the open source platform Ghost with a $7 monthly subscription, a “transmogrified” version of the original. Given its limited resources, it’s embracing an unapologetically craft-focused, funky, punk-rock approach designed for the modern newsletter resurgence. In short, it’s a wholesale rejection of the highly produced, SEO-optimized content that’s come to dominate the modern food media space. Gourmet’s ‘shit-stirring energy’ takes aim at expected design taste Looking through Gourmet’s new site feels a bit like being bombarded with a series of ingredients that don’t entirely go together. And for the publication’s general premise, that makes an odd kind of sense: It’s a group of young people, reviving a magazine that was once mainly for the wealthy elite, in an accessible format and on a shoestring budget. “You look at old Gourmet and there’s black letter Gothic text, and script, and cursive, and, God, they want you to be rich, you know what I mean?” Tatusian says. “It has such a classist energy. I think there’s something about that that we both want to celebrate, because it is beautiful and it is the history of this publication going way back, but we also need to lightly lampoon. With the whole crew, there’s a bit of a shit-stirring energy.” That spirit is embodied by the new Gourmet logo, which is perhaps the furthest image one could image from the publication’s buttoned-up, cursive font. The design was created by trombonist Zekkereya El-magharbel, who Tatusian discovered after noticing his charmingly off-kilter posters for jazz events in L.A. Each letterform looks almost like it was cut haphazardly from a piece of cardstock, with unexpected bumps, sharp angles, and wonky curves throughout. The process, Tatusian says, was a mix of El-magharbel responding to the prompt and picking up on “the energy of the magazine that we were going for—making something punk and unusual.” The publication’s illustration style, which mimics 19th century motifs, also pokes some lighthearted fun at what Tatusian calls the “hilarious formality” of older cooking and food magazines. In one key image at the top of the page, a real vintage line drawing is paired with a slapdash digital rendering of a red soda can. And, as a cheeky “so what?” to the broader food media landscape, the entire Gourmet site is rendered in what would traditionally be considered an off-putting brown. “It’s a little bit of a visual joke, in that people in food media are often telling you to put color in a dish when you’re styling something or in a photoshoot or on the page, because brown food is unappetizing, it’s disgusting, blah, blah, blah,” Tatusian says. “Actually, it’s not! We eat so much good brown and beige food.” Samadzadeh and Tatusian say they plan on running some image-centric stories in the future, but they don’t have a specific aesthetic vision in mind for the publication’s photography—instead, they’d rather let contributors bring their own styles to the work. For now, they’re more focused on creating the kind of food content that they’d like to read. “We do want them to be beautiful,” Tatusian says. “It’s not that we want them to be disgusting, but I also think that we’re also interested in how people spend time together around food, and not as much about making an Instagramable product out of all the art that we produce.” View the full article

The most qualified marketing candidates already know how to spot a bad ad. They scroll past headlines that don’t resonate, tune out vague language, and ghost messages that feel robotic. And when your job post reads like a corporate compliance document instead of an invitation to do meaningful work, they won’t even click. More than 80% of job seekers check company reviews and ratings before applying, according to Glassdoor. And it’s not just about perks: Edelman’s Trust Barometer found that nearly 6 in 10 employees choose where to work based on shared values. These aren’t surface-level preferences; they signal a deeper shift in expectations. Candidates want a reason to believe, not just a list of requirements. The shift is clear: Candidates now behave like consumers. They compare, research, and screen opportunities with the same discernment they apply to products. That makes your job post more than just a filter. It’s a first impression, a trust signal, and, if done well, a conversion tool. It’s time to start treating your recruitment process like a campaign. The tactics marketers use to capture attention, communicate value, and compel action are the same tactics that now determine whether you attract the right people or lose them to someone else. 1. START WITH SEGMENTATION, NOT GENERIC MESSAGING Too many job ads aim for the widest possible audience and miss the best-fit candidates in the process. Effective marketers learned this lesson long ago: The more precisely you define your audience, the more persuasive your message becomes. Segment your recruitment messaging by level, background, industry fluency, or even likely motivators. Speak differently to a mid-level paid media strategist than to a head of brand. When you identify what specific candidates care about—their career arc, their need for impact, their desire to work with modern tech stacks—you can write job ads that feel like they were written for one person, not one hundred. 2. EMOTIONAL STORYTELLING WINS OVER LOGICAL LISTS Marketers know how to sell ideas with stories, not specs. And they expect that same level of narrative craft when reading about a potential job. Instead of leading with company history, start with the role’s emotional hook. What will this person get to own, change, or build? What kind of team are they walking into? How will their work shape the customer experience? One small shift, from “We were founded in 2012” to “You’ll define how thousands of users discover their next step,” can transform how your post lands. The strongest applicants don’t apply for tasks. They apply for purpose. 3. TREAT JOB ADS LIKE LANDING PAGES Once your message is targeted and your story resonates, structure becomes the next make-or-break factor. A job post is essentially a landing page: It must be skimmable, structured, and compelling enough to inspire action. Use clear subheads. Prioritize the candidate’s perspective: what they’ll learn, lead, or influence. Include compensation early if possible. And always, always include a strong CTA. Would you ever run a marketing campaign without one? Formatting is part of your employer brand. If your job post is cluttered, hard to read, or missing details, the assumption is that your hiring process will feel the same way. 4. USE A/B TESTING TO MOVE FROM GUESSING TO GROWTH Most marketers live in testing platforms. Recruiters should, too. You can A/B test job titles (is “Paid Social Lead” more effective than “Growth Marketing Strategist”?), intros, compensation placement, or even whether adding team quotes improves apply rates. You’ll start to see trends. You’ll learn what tone resonates with passive candidates, what format converts better, and where drop-off happens. When you approach hiring with the mindset of growth marketing, you move from static job listings to evolving, performance-based messaging. Recruiting becomes less about gut instinct and more about insight. 5. BUILD EMPLOYER BRAND INTO EVERY TOUCHPOINT Every element of your hiring funnel—job descriptions, outreach messages, Glassdoor responses—speaks volumes about your company. The question is whether they all speak the same language. Strong employer branding isn’t about polished taglines; it’s about consistent, honest communication. Candidates should feel the same tone and clarity across the careers page, the interview emails, and the job post itself. When branding is aligned, candidates trust the experience. When it isn’t, they disengage. Even review sites matter. Candidates read them before applying. If your company’s response strategy looks defensive or silent, it will undercut even the best-crafted post. Think of these channels as the retargeting ads of recruiting; they reinforce or unravel the brand story you’ve worked to build. A job post is no longer a static announcement. It’s a performance asset. It carries weight, signals quality, and affects the caliber of people willing to bet on your company. The teams that understand this and build hiring processes that reflect it won’t merely fill seats. They’ll attract the kind of marketers who know how to move an audience and recognize when someone else knows how to do the same. View the full article

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Protein is everywhere these days. The cultural obsession with the macronutrient has become unavoidable; from constant protein-adjacent Instagram ads to protein-focused recipes and protein-filled Chipotle bowls, Starbucks drinks, and Pepsi products. All of these products are starting to sound like part of some big, loud, fitness influencer chorus. But there’s one brand that’s managed to break through the noise—often, by saying nothing at all. Early this month, the protein bar company David debuted a print campaign in the New York City subway system featuring plain images of its bars, with no text or embellishments, surrounded by a sea of blank white space. It’s the encapsulation of a marketing strategy that’s catapulted the brand into the cultural zeitgeist and the protein bar big leagues. Where other protein bars sport colorful, energetic packaging with bold fonts and crisp product imagery, David bars come in sleek gold packages with a serif wordmark and a few simple macronutrient descriptors. Instead of vying for consumer attention with eye-catching graphics and silly ads, David shows up online and in the real world with a distinctly minimalist aesthetic and serious, no-frills brand voice. It’s an approach that founder Peter Rahal describes as “anti-marketing”—but, counterintuitively, is actually a highly effective marketing tactic. Rion Harmon, executive creative director of the creative agency behind the David brand, Day Job, says an atypical ethos has guided the creative from the start: “[The brand] should not be your best friend.” “Every brand was trying so hard to win you over, to be just like you,” Harmon says. “David didn’t care. David was here to be effective. To design solutions. To create a superior product, with a superior brand.” How David built a protein-obsessed following Since it debuted last September, David has amassed an almost cult-like following of customers who patiently await its next protein innovation. David was founded by Rahal, a serial entrepreneur who also cofounded the brand RXbar; and Zach Ranen, who previously founded the better-for-you cookie brand Raize. After launching, the company managed to sell more than $1 million worth of bars in a week. By the following May, it had raised $75 million in Series A funding, at a $725 valuation—and, according to a report from The New York Times in September, it was on track to hit $180 million in retail sales this year. (David declined to share updated financial information with Fast Company.) This month, David announced that it would appear on shelves at Walmart and Target. Fitness gurus and casual protein-seekers alike are attracted to the David bar by its impressive macros (28 grams of protein for 150 calories and zero grams of sugar; a ratio that’s almost unbeatable in the bar category). But a large part of David’s meteoric success is also owed to its branding and marketing strategies. As a “student of the protein bar category,” Rahal says, he’s noticed that natural food players like Lärabar and his own RXBar kicked off a trend from around 2000 to 2015, wherein protein bar companies stopped using their packaging to signal a certain brand, but to instead convey flavor. “What happened is when you would look at the category, you would see confusion,” Rahal says. “Rather than identifying brands, it was organized by flavor. So you’d see purple, blue, green, red, yellow.” That was innovative in the 2010s, he adds, but it quickly turned the protein aisle into a colorful kaleidoscope of sameness. David returned to an earlier era of branding—think ’80s and ’90s candy bars, for example—when the primary goal of the packaging was to communicate brand, and the secondary goal was to communicate flavor. “One thing we did is make gold the primary focus,” Rahal says. “This is ironic because it’s actually really differentiated. I find it interesting how history repeats.” David’s brand guidelines are fairly straightforward: It stands out by embracing simplicity. Instead of adding more product descriptors or colors on its packaging, it subtracts them. “It’s loud by being quiet,” Harmon says. ‘Restraint can cut through when chaos is the norm’ Nowhere is that “less is more” philosophy more clear than in David’s latest print campaign in the NYC subway. The campaign comes directly on the heels of several other headline-grabbing subway brand stunts. Those include a controversial September campaign from the AI companion company Friend, which inspired intense vandalism, and, just over a month later, a campaign from the embryo screening company Nucleus Genomics that incited widespread backlash online. Both of these campaigns were intentionally designed with provocative copy and imagery to spark conversation. Compare that to David’s design—which is quite literally just a David bar on a blank canvas, with zero copy in sight—and the difference is almost visceral. “When everyone is doing one thing, there’s often an advantage in doing the opposite,” Harmon says. “A lot of shock-driven work depends on escalation. It has to keep pushing harder to stay visible. Restraint can cut through when chaos is the norm. This campaign isn’t trying to provoke a reaction so much as invite your own.” Rahal says he “doesn’t like marketing,” and prefers a non-traditional, “anti-marketing” approach whenever possible. It would be wrong to characterize David as a buttoned-up brand, though—in fact, it’s pulled several audacious marketing stunts in the last few months. Earlier this year, the brand introduced a real line of frozen boiled cod to its portfolio as a nod to its protein bars’ similar macronutrient profile (David declined to share sales data on the cod, though Rahal says it was “not that convenient and expensive.” You can still buy it online for $69.) And, this month, David sent out PR packages that included both a protein bar and a vibrator, alongside copy like, “Finish twice,” and “Pick your pleasure”; seemingly insinuating that its bars are orgasmic. Harmon and Rahal argue it’s still ultimately in line with the brand’s anti-marketing ethos. “David usually keeps things pretty straightforward,” he says. “This one seems like an outlier, but honestly it still fits the same principle. No fluff, no over-explaining, just the product in a context that feels true to the brand. If anything, it’s just a different take on the same idea.” Rahal adds, “The thinking is still ‘anti-marketing’: one clear message rooted in the product truth, delivered in a novel way.” View the full article

The co-lead of the WordPress AI Team says some sites face a "more complex" future as brand differentiation gets flattened. The post Why Agentic AI May Flatten Brand Differentiators appeared first on Search Engine Journal. View the full article

Remember a couple of years ago when Intel declared that the “age of the AI PC” had arrived? Back at CES 2024, the chip giant was saying that its Core Ultra processors would usher in a new era of personal computing, enabling all kinds of new on-device AI capabilities. As Michelle Johnston Holthaus, then the company’s CEO of products, said in a keynote presentation, AI is “fundamentally transforming, reshaping, and reimagining the PC experience.” Two years later, there’s been a vibe shift. While Intel is still talking about AI, it now believes its PC processors will play more of a supporting role for cloud-based AI tools. At the CES trade show earlier this month, the company put a bigger emphasis on meat-and-potatoes concerns such as performance and battery life. “With all the excitement around AI, we always remind ourselves, fundamentals still matter,” Jim Johnson, head of Intel’s Client Computing Group, said at a CES launch event. A ‘disconnect’ with consumers David Feng, VP/GM for Intel’s PC client segments, says in an interview that the change in emphasis was intentional. For all the talk about AI PCs, consumers haven’t been all that interested. “There’s this disconnect between people in the industry who are looking a couple generations or a couple years ahead, versus the general public,” Feng says. He jokes that for a while, Intel had a hard time getting through meetings without explaining its AI strategy, but when it asked retailers if customers were seeking out AI PCs, the answer was typically “no.” “I’ll sort of confess in a way, and say, when we first coined the term AI PC, in hindsight we probably spent a little bit too much energy trying to justify running AI on the PC locally,” Feng says. Unsurprisingly, what consumers want instead are basic PC things like better battery life and improved graphics performance. Intel’s partners are realizing the same thing, with one unnamed Dell executive telling PCWorld that it’s shifting its marketing focus away from AI PCs and “getting back to our roots with a renewed focus on consumer and gaming.” While Microsoft remains all in on the AI PC concept, it too has started downplaying the value of on-device AI in favor of the cloud, declaring that all Windows 11 computers are AI PCs now. Meanwhile, Intel began its shift toward more fundamental concerns with its Core Ultra 200V processors, which were an attempt to compete on power efficiency with Apple’s M-Series processors and new PC chips from Qualcomm. Now, Intel is promising further improvements with its Core Ultra Series 3 chips, which uses a new manufacturing process and started shipping in laptops this month. The new chips have double the number of low-power computing cores, which are optimized for basic tasks such as web browsing and document editing, and those cores are more performant than before. Intel now plans to move all of its processors over to this architecture, including those for desktop PCs and gaming laptops. “It’s a big leap,” Feng says. Moving to ‘hybrid’ AI None of this means that Intel has stopped talking about AI PCs entirely. But instead of emphasizing AI tools that run on-device, Intel is now touting “hybrid” applications, in which the AI primarily runs in the cloud but offloads certain tasks to the PC. “We’re just more mature about thinking about this,” Feng says. “We’re not going to replace ChatGPT or Perplexity, and nobody’s asking us to replace them. The whole premise of a hybrid is, instead of choosing either or, how about you make them work together?” For example, ByteDance’s CapCut video editor can now use on-device AI for its “AI Clipper” feature, which analyzes videos for potential highlights. This helps reduce the strain on ByteDance’s cloud servers. Intel also teased a potential partnership with Perplexity, with Perplexity CEO Aravind Srinivas speaking at the chipmaker’s CES event. While Srinivas didn’t announce anything specific, he talked about how on-device large language models could preserve privacy, reduce latency, and cut cloud computing costs. A browser like Perplexity’s Comet, for instance, might use on-device large language models to provide insights on users’ browser histories, but turn to the cloud for web-based queries. “Performance, security, economics, control—these make local compute such an obvious thing to work on,” Srinivas said. Still, it’s early days even for these efforts, so why all the early hype about AI PCs a couple of years ago? Feng says Intel was just signaling that it was the start of a new era. Now, it can thankfully turn its attention to more near-term concerns that PC buyers actually care about. “Right now, we’re just saying, look, the future is AI PC, but we don’t have to keep beating the drum the same way we beat it two years ago,” he says. View the full article

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In relation to the HR recruitment process, grasping the key steps is vital for attracting the right talent. You start by defining your hiring needs, which involves collaborating with department heads to identify specific requirements. Next, you craft detailed job descriptions and establish a recruitment budget and timeline. After that, effective sourcing of candidates takes place, followed by screening applications. Each step is significant and sets the stage for successful interviews and onboarding, but there’s more to take into account as you move forward. Key Takeaways Define hiring needs by collaborating with department heads to identify required skills and competencies for open positions. Create and optimize job descriptions that clearly outline responsibilities, qualifications, and performance goals to attract suitable candidates. Source candidates through various platforms, including job boards, social media, and employee referrals, while engaging passive candidates through networking. Screen and shortlist candidates using structured evaluations, pre-screening questionnaires, and initial interviews to assess qualifications and communication skills. Implement a comprehensive onboarding program to integrate new hires effectively, ensuring they understand their roles and the company culture. Understanding Recruitment Comprehending recruitment is vital for any organization aiming to build a strong workforce. What’s the role of human resource recruitment? Fundamentally, it’s about finding the right candidates who align with your job requirements and organizational culture. The HR recruitment process is structured and involves multiple stages, including sourcing, attracting, screening, interviewing, and onboarding. Companies often use various recruitment methods, such as direct job postings, recruitment agencies, and employee referrals, to broaden their talent pool. A well-crafted job description is important, as it clearly outlines responsibilities and qualifications, ensuring that candidates understand what’s expected. Moreover, investing in recruitment tools like applicant tracking systems can streamline the process, making it more efficient. The Recruitment Process Overview The recruitment process consists of several key stages that guarantee you find the right candidate for your organization. It starts with a thorough needs assessment and creating a detailed job description, which are essential for attracting qualified applicants. Recruitment Process Stages Comprehending the stages of the recruitment process is crucial for effectively filling open positions within an organization. It begins with a needs assessment, identifying skill gaps and aligning hiring with organizational goals. Next, you’ll craft a well-defined job description that includes: Responsibilities and qualifications Performance metrics to attract suitable candidates Clear expectations for the role Once the job description is ready, you’ll advertise the position across multiple platforms like job boards and social media to maximize reach. Candidate screening follows, involving standardized evaluations and initial interviews to assess qualifications objectively. Finally, the process concludes with a formal selection, extending job offers, and initiating onboarding to seamlessly integrate new hires into your organization. Job Description Importance A well-crafted job description serves as a vital tool in the recruitment process, functioning as the first point of contact between your organization and potential candidates. It clearly outlines responsibilities, qualifications, and how the role impacts organizational goals, making it imperative for attracting qualified applicants. Regularly updating job descriptions guarantees they reflect changing roles and market demands, keeping them relevant and appealing. Including measurable performance goals or KPIs helps candidates understand expectations, aligning their objectives with company success. Furthermore, optimizing job descriptions for SEO boosts visibility on job boards and search engines, increasing the likelihood of attracting a diverse pool of candidates. Clear and engaging job descriptions greatly improve application quality, leading to more effective candidate screening and selection processes. Defining Your Hiring Needs Defining your hiring needs is crucial for aligning your recruitment efforts with organizational goals, as it sets the foundation for attracting the right talent. Start by clearly identifying the organizational needs through collaboration with department heads. This guarantees you grasp the vacancies and required skills necessary for success. Consider the following elements: Skill Sets: Outline both technical competencies and soft skills important for the role. Future Growth: Evaluate each position’s potential for future expansion to support long-term success. Data Utilization: Use insights from top performers to shape job requirements based on actual performance metrics. Engaging stakeholders in this assessment promotes a thorough grasp of the roles that will drive company success. Crafting Detailed Job Descriptions When you craft detailed job descriptions, you not merely clarify the role’s responsibilities but likewise establish clear expectations for potential candidates. It’s essential to outline specific qualifications and measurable performance goals, as this attracts the right talent. Use active language that highlights the impact of the role on team and company objectives, improving the appeal of the position. Incorporate input from top performers and managers to guarantee alignment with organizational needs. This helps reflect the skills and competencies that lead to success. Furthermore, optimizing your job descriptions for search engines can increase visibility on job boards, making it easier for qualified candidates to discover openings. Lastly, regularly update your job descriptions based on industry trends and business strategies to maintain relevance and effectiveness. Key Elements Importance Clear Responsibilities Attracts the right candidates Specific Qualifications Sets expectations for applicants Active Language Boosts appeal Regular Updates Maintains relevance Establishing a Recruitment Budget and Timeline Establishing a recruitment budget and timeline is essential for streamlining the hiring process and aligning it with your organization’s strategic goals. You need to estimate both direct costs, like advertising expenses and recruitment agency fees, and indirect costs, such as the time HR and hiring managers spend on recruitment. Typically, the average cost-per-hire ranges from $3,000 to $4,000. To effectively manage this, consider the following: Track recruitment expenses to analyze cost-per-hire metrics and spot cost-saving opportunities. Establish a hiring timeline reflecting various stages of recruitment, which can range from weeks to months depending on the role’s complexity. Align your budget and timeline with organizational goals to improve hiring efficiency, potentially leading to a 10% increase in workforce productivity. Developing a Strategic Recruitment Plan To develop an effective strategic recruitment plan, you need to clearly define your recruitment objectives and align them with your organization’s goals. Identifying the right sourcing channels, such as employee referrals and social media, will help you reach a broader and more diverse candidate pool. Finally, measuring recruitment effectiveness through data insights allows you to continually immerse yourself in your approach, ensuring you attract the best talent in a competitive market. Define Recruitment Objectives Defining recruitment objectives is crucial for aligning your hiring strategies with the overall business goals, which can greatly improve workforce productivity. Start by analyzing your organization’s current and future hiring needs to guarantee that your recruitment plan supports these goals. Consider the following key aspects: Specific Skills: Identify the exact skills and competencies required for each role. Adaptability: Regularly update your plan based on evolving market trends and candidate expectations. Measurable Goals: Set clear metrics, such as time-to-fill and quality of hire, to evaluate and refine your recruitment process. Identify Sourcing Channels Identifying the right sourcing channels is essential for attracting a diverse and qualified pool of candidates. You should consider a mix of internal and external strategies to maximize your reach. Employee referrals often yield higher-quality hires, whereas social media is a popular avenue for job seekers. Partnering with educational institutions and participating in job fairs can likewise create a strong pipeline of talent. Regularly review your sourcing strategies using data analytics to optimize recruitment outcomes. Sourcing Channel Benefits Employee Referrals Higher-quality hires (70% success rate) Social Media 60% of job seekers find positions here Campus Recruiting 80% of companies see benefits Measure Recruitment Effectiveness Once you’ve identified effective sourcing channels, it’s time to focus on measuring recruitment effectiveness through a strategic recruitment plan. Setting clear, measurable goals that align with your organization’s objectives can improve workforce productivity by up to 10%. To effectively measure recruitment, track these key metrics: Time-to-fill: Understand how long it takes to fill positions. Cost-per-hire: Analyze the total cost involved in hiring new employees. Quality of hire: Evaluate the performance and retention of new hires. Regularly survey candidates for their satisfaction to gain insights into the recruitment experience. Furthermore, using AI-powered tools can streamline candidate screening, whereas maintaining a talent pool database helps reduce sourcing time. This approach leads to a more agile and effective recruitment strategy. Sourcing Candidates Effectively Sourcing candidates effectively is crucial for improving your recruitment process, as it directly impacts the quality and diversity of applicants you attract. To maximize your outreach, utilize diverse platforms like job boards, social media, and your company’s career website. Don’t forget to engage passive candidates through networking events and personalized outreach, tapping into talent that may not be actively seeking new opportunities. Implementing employee referral programs can furthermore be beneficial; referred candidates are often 55% faster to hire and typically show higher retention rates. In addition, consider collaborating with recruitment agencies for specialized roles, as they’ve the expertise and networks to find qualified candidates who match your specific job requirements. Finally, continuously monitor and analyze your sourcing effectiveness using metrics such as application rates and conversion ratios. This will help you refine your strategies and improve the overall quality of candidates you attract. Screening and Shortlisting Candidates In the screening and shortlisting phase, you’ll want to implement effective resume evaluation techniques to guarantee you’re identifying the most qualified candidates. Utilizing pre-screening questionnaires can help streamline your process by filtering out those who don’t meet crucial qualifications early on. Furthermore, conducting initial phone interviews allows you to assess candidates’ interest and communication skills, making it easier to determine who should move forward in the recruitment process. Resume Evaluation Techniques When evaluating resumes, a structured approach is essential for effectively screening and shortlisting candidates. Implementing standardized criteria helps you remain objective, allowing you to focus on qualifications rather than subjective impressions. Consider using AI-powered tools to improve efficiency, filtering out unqualified candidates swiftly and reducing time-to-fill. To augment fairness, guarantee consistent evaluation criteria across all applications, which can contribute to a more diverse candidate pool. Review resumes against predetermined qualifications Use technology to streamline the screening process Regularly update evaluation techniques based on recruitment metrics Pre-Screening Questionnaires Pre-screening questionnaires play an important role in the recruitment process by filtering candidates based on essential qualifications and criteria. They streamline the initial evaluation, helping you reduce the number of applicants progressing to interviews by up to 40%. This allows you to focus on the most suitable candidates for the position. These questionnaires often include both multiple-choice and open-ended questions, which assess skills, experiences, and cultural fit within your organization. Implementing pre-screening questionnaires standardizes the evaluation process, ensuring consistency and fairness for all candidates. Moreover, the data gathered from responses can inform your hiring decisions and provide insights into candidate trends, enabling continuous improvement in your recruitment strategy. Initial Phone Interviews Initial phone interviews act as a crucial step in the recruitment process, helping you quickly assess candidates’ basic qualifications and interest in the role. By conducting these interviews, you can narrow down the applicant pool early, saving time and resources. During the call, focus on their work experience, skills, and motivations to gauge their fit with the job requirements and company culture. Structured interviews lead to consistent evaluations and better hiring decisions. Pre-screening questionnaires can streamline the process, filtering out unqualified candidates. Effective communication improves the candidate experience, promoting a positive impression of your organization. Conducting Interviews and Assessments Conducting interviews and assessments is a critical phase in the recruitment process, as it enables employers to evaluate candidates’ qualifications and fit for the role. Start with structured interviews that use standardized questions aligned with job requirements, ensuring fairness and consistency. Employ behavioral interview techniques to assess past performance, asking candidates for specific examples from their work history. This approach can help predict future behavior. Incorporate technical assessments or tests to evaluate candidates’ skills in a practical context, confirming they meet necessary qualifications. Don’t forget to conduct reference checks, as these validate previous experiences and provide insights into work ethic and cultural fit. Finally, utilizing multiple interviewers can improve decision-making by gathering diverse perspectives on candidates, in the end reducing bias in hiring. Onboarding Successful Candidates Once you’ve selected the right candidates, onboarding them effectively is vital for their success and retention. A well-structured onboarding program can boost retention rates by 25% in the first year. You’ll want to provide critical training and resources to help new hires shift smoothly into their roles. Assigning mentors or buddies can improve support, nurturing community within your organization. Consider incorporating the following elements into your onboarding process: Comprehensive training sessions that cover job responsibilities and company culture. Regular check-ins to monitor performance and engagement, ensuring new hires feel supported. Feedback mechanisms to gather insights from new employees about their onboarding experience. Frequently Asked Questions What Are the 7 Steps of the Recruitment Process? The recruitment process involves seven crucial steps. First, you identify the needs of your organization. Next, you craft a detailed job description. Then, you start the search for suitable candidates. After that, you screen and shortlist applicants based on key criteria. Following this, you conduct interviews and assessments. Once you’ve selected a candidate, you extend a job offer. Finally, you guarantee a smooth onboarding experience to integrate the new hire into your company. What Are the 5 C’s of Recruitment? The 5 C’s of recruitment are vital for attracting and selecting the right talent. First, clarity involves creating detailed job descriptions that outline responsibilities and qualifications. Next, culture guarantees candidates align with your organization’s values, enhancing satisfaction. Candidate experience focuses on providing a positive recruitment process, nurturing transparency and communication. Competence assesses candidates’ skills through structured interviews, whereas commitment measures their willingness to contribute to your organization’s long-term goals, securing a strong fit. What Are the 5 Steps of the Recruitment Process? The recruitment process involves five crucial steps. First, you identify hiring needs to align with your organization’s goals. Next, you create a detailed job description outlining responsibilities and qualifications. Then, you source candidates through various channels, such as job boards and social media. After that, you screen and interview applicants using structured methods to guarantee fairness. Finally, you extend job offers and initiate the onboarding process for the selected candidates. What Is the Recruitment Process for HR? The recruitment process for HR involves several essential steps. First, you’ll identify your hiring needs to guarantee clarity in roles. Next, you’ll craft detailed job descriptions that outline responsibilities and qualifications. After that, source candidates through various channels. Then, screen applications, conduct interviews, and assess candidates’ fit for your organization. Finally, extend job offers and facilitate effective onboarding to integrate new hires smoothly into your team. This structured approach improves your recruitment success. Conclusion To summarize, the HR recruitment process is a structured approach that guarantees you find the right candidates for your organization. By clearly defining hiring needs, crafting detailed job descriptions, and effectively sourcing candidates, you set the stage for success. Screening and conducting interviews allow you to evaluate candidates thoroughly, whereas proper onboarding integrates new hires smoothly into the company culture. Continuously refining these steps helps align recruitment efforts with organizational goals, leading to better hiring outcomes. Image via Google Gemini This article, "What Are Key Steps in the HR Recruitment Process?" was first published on Small Business Trends View the full article

In relation to the HR recruitment process, grasping the key steps is vital for attracting the right talent. You start by defining your hiring needs, which involves collaborating with department heads to identify specific requirements. Next, you craft detailed job descriptions and establish a recruitment budget and timeline. After that, effective sourcing of candidates takes place, followed by screening applications. Each step is significant and sets the stage for successful interviews and onboarding, but there’s more to take into account as you move forward. Key Takeaways Define hiring needs by collaborating with department heads to identify required skills and competencies for open positions. Create and optimize job descriptions that clearly outline responsibilities, qualifications, and performance goals to attract suitable candidates. Source candidates through various platforms, including job boards, social media, and employee referrals, while engaging passive candidates through networking. Screen and shortlist candidates using structured evaluations, pre-screening questionnaires, and initial interviews to assess qualifications and communication skills. Implement a comprehensive onboarding program to integrate new hires effectively, ensuring they understand their roles and the company culture. Understanding Recruitment Comprehending recruitment is vital for any organization aiming to build a strong workforce. What’s the role of human resource recruitment? Fundamentally, it’s about finding the right candidates who align with your job requirements and organizational culture. The HR recruitment process is structured and involves multiple stages, including sourcing, attracting, screening, interviewing, and onboarding. Companies often use various recruitment methods, such as direct job postings, recruitment agencies, and employee referrals, to broaden their talent pool. A well-crafted job description is important, as it clearly outlines responsibilities and qualifications, ensuring that candidates understand what’s expected. Moreover, investing in recruitment tools like applicant tracking systems can streamline the process, making it more efficient. The Recruitment Process Overview The recruitment process consists of several key stages that guarantee you find the right candidate for your organization. It starts with a thorough needs assessment and creating a detailed job description, which are essential for attracting qualified applicants. Recruitment Process Stages Comprehending the stages of the recruitment process is crucial for effectively filling open positions within an organization. It begins with a needs assessment, identifying skill gaps and aligning hiring with organizational goals. Next, you’ll craft a well-defined job description that includes: Responsibilities and qualifications Performance metrics to attract suitable candidates Clear expectations for the role Once the job description is ready, you’ll advertise the position across multiple platforms like job boards and social media to maximize reach. Candidate screening follows, involving standardized evaluations and initial interviews to assess qualifications objectively. Finally, the process concludes with a formal selection, extending job offers, and initiating onboarding to seamlessly integrate new hires into your organization. Job Description Importance A well-crafted job description serves as a vital tool in the recruitment process, functioning as the first point of contact between your organization and potential candidates. It clearly outlines responsibilities, qualifications, and how the role impacts organizational goals, making it imperative for attracting qualified applicants. Regularly updating job descriptions guarantees they reflect changing roles and market demands, keeping them relevant and appealing. Including measurable performance goals or KPIs helps candidates understand expectations, aligning their objectives with company success. Furthermore, optimizing job descriptions for SEO boosts visibility on job boards and search engines, increasing the likelihood of attracting a diverse pool of candidates. Clear and engaging job descriptions greatly improve application quality, leading to more effective candidate screening and selection processes. Defining Your Hiring Needs Defining your hiring needs is crucial for aligning your recruitment efforts with organizational goals, as it sets the foundation for attracting the right talent. Start by clearly identifying the organizational needs through collaboration with department heads. This guarantees you grasp the vacancies and required skills necessary for success. Consider the following elements: Skill Sets: Outline both technical competencies and soft skills important for the role. Future Growth: Evaluate each position’s potential for future expansion to support long-term success. Data Utilization: Use insights from top performers to shape job requirements based on actual performance metrics. Engaging stakeholders in this assessment promotes a thorough grasp of the roles that will drive company success. Crafting Detailed Job Descriptions When you craft detailed job descriptions, you not merely clarify the role’s responsibilities but likewise establish clear expectations for potential candidates. It’s essential to outline specific qualifications and measurable performance goals, as this attracts the right talent. Use active language that highlights the impact of the role on team and company objectives, improving the appeal of the position. Incorporate input from top performers and managers to guarantee alignment with organizational needs. This helps reflect the skills and competencies that lead to success. Furthermore, optimizing your job descriptions for search engines can increase visibility on job boards, making it easier for qualified candidates to discover openings. Lastly, regularly update your job descriptions based on industry trends and business strategies to maintain relevance and effectiveness. Key Elements Importance Clear Responsibilities Attracts the right candidates Specific Qualifications Sets expectations for applicants Active Language Boosts appeal Regular Updates Maintains relevance Establishing a Recruitment Budget and Timeline Establishing a recruitment budget and timeline is essential for streamlining the hiring process and aligning it with your organization’s strategic goals. You need to estimate both direct costs, like advertising expenses and recruitment agency fees, and indirect costs, such as the time HR and hiring managers spend on recruitment. Typically, the average cost-per-hire ranges from $3,000 to $4,000. To effectively manage this, consider the following: Track recruitment expenses to analyze cost-per-hire metrics and spot cost-saving opportunities. Establish a hiring timeline reflecting various stages of recruitment, which can range from weeks to months depending on the role’s complexity. Align your budget and timeline with organizational goals to improve hiring efficiency, potentially leading to a 10% increase in workforce productivity. Developing a Strategic Recruitment Plan To develop an effective strategic recruitment plan, you need to clearly define your recruitment objectives and align them with your organization’s goals. Identifying the right sourcing channels, such as employee referrals and social media, will help you reach a broader and more diverse candidate pool. Finally, measuring recruitment effectiveness through data insights allows you to continually immerse yourself in your approach, ensuring you attract the best talent in a competitive market. Define Recruitment Objectives Defining recruitment objectives is crucial for aligning your hiring strategies with the overall business goals, which can greatly improve workforce productivity. Start by analyzing your organization’s current and future hiring needs to guarantee that your recruitment plan supports these goals. Consider the following key aspects: Specific Skills: Identify the exact skills and competencies required for each role. Adaptability: Regularly update your plan based on evolving market trends and candidate expectations. Measurable Goals: Set clear metrics, such as time-to-fill and quality of hire, to evaluate and refine your recruitment process. Identify Sourcing Channels Identifying the right sourcing channels is essential for attracting a diverse and qualified pool of candidates. You should consider a mix of internal and external strategies to maximize your reach. Employee referrals often yield higher-quality hires, whereas social media is a popular avenue for job seekers. Partnering with educational institutions and participating in job fairs can likewise create a strong pipeline of talent. Regularly review your sourcing strategies using data analytics to optimize recruitment outcomes. Sourcing Channel Benefits Employee Referrals Higher-quality hires (70% success rate) Social Media 60% of job seekers find positions here Campus Recruiting 80% of companies see benefits Measure Recruitment Effectiveness Once you’ve identified effective sourcing channels, it’s time to focus on measuring recruitment effectiveness through a strategic recruitment plan. Setting clear, measurable goals that align with your organization’s objectives can improve workforce productivity by up to 10%. To effectively measure recruitment, track these key metrics: Time-to-fill: Understand how long it takes to fill positions. Cost-per-hire: Analyze the total cost involved in hiring new employees. Quality of hire: Evaluate the performance and retention of new hires. Regularly survey candidates for their satisfaction to gain insights into the recruitment experience. Furthermore, using AI-powered tools can streamline candidate screening, whereas maintaining a talent pool database helps reduce sourcing time. This approach leads to a more agile and effective recruitment strategy. Sourcing Candidates Effectively Sourcing candidates effectively is crucial for improving your recruitment process, as it directly impacts the quality and diversity of applicants you attract. To maximize your outreach, utilize diverse platforms like job boards, social media, and your company’s career website. Don’t forget to engage passive candidates through networking events and personalized outreach, tapping into talent that may not be actively seeking new opportunities. Implementing employee referral programs can furthermore be beneficial; referred candidates are often 55% faster to hire and typically show higher retention rates. In addition, consider collaborating with recruitment agencies for specialized roles, as they’ve the expertise and networks to find qualified candidates who match your specific job requirements. Finally, continuously monitor and analyze your sourcing effectiveness using metrics such as application rates and conversion ratios. This will help you refine your strategies and improve the overall quality of candidates you attract. Screening and Shortlisting Candidates In the screening and shortlisting phase, you’ll want to implement effective resume evaluation techniques to guarantee you’re identifying the most qualified candidates. Utilizing pre-screening questionnaires can help streamline your process by filtering out those who don’t meet crucial qualifications early on. Furthermore, conducting initial phone interviews allows you to assess candidates’ interest and communication skills, making it easier to determine who should move forward in the recruitment process. Resume Evaluation Techniques When evaluating resumes, a structured approach is essential for effectively screening and shortlisting candidates. Implementing standardized criteria helps you remain objective, allowing you to focus on qualifications rather than subjective impressions. Consider using AI-powered tools to improve efficiency, filtering out unqualified candidates swiftly and reducing time-to-fill. To augment fairness, guarantee consistent evaluation criteria across all applications, which can contribute to a more diverse candidate pool. Review resumes against predetermined qualifications Use technology to streamline the screening process Regularly update evaluation techniques based on recruitment metrics Pre-Screening Questionnaires Pre-screening questionnaires play an important role in the recruitment process by filtering candidates based on essential qualifications and criteria. They streamline the initial evaluation, helping you reduce the number of applicants progressing to interviews by up to 40%. This allows you to focus on the most suitable candidates for the position. These questionnaires often include both multiple-choice and open-ended questions, which assess skills, experiences, and cultural fit within your organization. Implementing pre-screening questionnaires standardizes the evaluation process, ensuring consistency and fairness for all candidates. Moreover, the data gathered from responses can inform your hiring decisions and provide insights into candidate trends, enabling continuous improvement in your recruitment strategy. Initial Phone Interviews Initial phone interviews act as a crucial step in the recruitment process, helping you quickly assess candidates’ basic qualifications and interest in the role. By conducting these interviews, you can narrow down the applicant pool early, saving time and resources. During the call, focus on their work experience, skills, and motivations to gauge their fit with the job requirements and company culture. Structured interviews lead to consistent evaluations and better hiring decisions. Pre-screening questionnaires can streamline the process, filtering out unqualified candidates. Effective communication improves the candidate experience, promoting a positive impression of your organization. Conducting Interviews and Assessments Conducting interviews and assessments is a critical phase in the recruitment process, as it enables employers to evaluate candidates’ qualifications and fit for the role. Start with structured interviews that use standardized questions aligned with job requirements, ensuring fairness and consistency. Employ behavioral interview techniques to assess past performance, asking candidates for specific examples from their work history. This approach can help predict future behavior. Incorporate technical assessments or tests to evaluate candidates’ skills in a practical context, confirming they meet necessary qualifications. Don’t forget to conduct reference checks, as these validate previous experiences and provide insights into work ethic and cultural fit. Finally, utilizing multiple interviewers can improve decision-making by gathering diverse perspectives on candidates, in the end reducing bias in hiring. Onboarding Successful Candidates Once you’ve selected the right candidates, onboarding them effectively is vital for their success and retention. A well-structured onboarding program can boost retention rates by 25% in the first year. You’ll want to provide critical training and resources to help new hires shift smoothly into their roles. Assigning mentors or buddies can improve support, nurturing community within your organization. Consider incorporating the following elements into your onboarding process: Comprehensive training sessions that cover job responsibilities and company culture. Regular check-ins to monitor performance and engagement, ensuring new hires feel supported. Feedback mechanisms to gather insights from new employees about their onboarding experience. Frequently Asked Questions What Are the 7 Steps of the Recruitment Process? The recruitment process involves seven crucial steps. First, you identify the needs of your organization. Next, you craft a detailed job description. Then, you start the search for suitable candidates. After that, you screen and shortlist applicants based on key criteria. Following this, you conduct interviews and assessments. Once you’ve selected a candidate, you extend a job offer. Finally, you guarantee a smooth onboarding experience to integrate the new hire into your company. What Are the 5 C’s of Recruitment? The 5 C’s of recruitment are vital for attracting and selecting the right talent. First, clarity involves creating detailed job descriptions that outline responsibilities and qualifications. Next, culture guarantees candidates align with your organization’s values, enhancing satisfaction. Candidate experience focuses on providing a positive recruitment process, nurturing transparency and communication. Competence assesses candidates’ skills through structured interviews, whereas commitment measures their willingness to contribute to your organization’s long-term goals, securing a strong fit. What Are the 5 Steps of the Recruitment Process? The recruitment process involves five crucial steps. First, you identify hiring needs to align with your organization’s goals. Next, you create a detailed job description outlining responsibilities and qualifications. Then, you source candidates through various channels, such as job boards and social media. After that, you screen and interview applicants using structured methods to guarantee fairness. Finally, you extend job offers and initiate the onboarding process for the selected candidates. What Is the Recruitment Process for HR? The recruitment process for HR involves several essential steps. First, you’ll identify your hiring needs to guarantee clarity in roles. Next, you’ll craft detailed job descriptions that outline responsibilities and qualifications. After that, source candidates through various channels. Then, screen applications, conduct interviews, and assess candidates’ fit for your organization. Finally, extend job offers and facilitate effective onboarding to integrate new hires smoothly into your team. This structured approach improves your recruitment success. Conclusion To summarize, the HR recruitment process is a structured approach that guarantees you find the right candidates for your organization. By clearly defining hiring needs, crafting detailed job descriptions, and effectively sourcing candidates, you set the stage for success. Screening and conducting interviews allow you to evaluate candidates thoroughly, whereas proper onboarding integrates new hires smoothly into the company culture. Continuously refining these steps helps align recruitment efforts with organizational goals, leading to better hiring outcomes. 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