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Ontario’s new job posting and recruitment rules  are now in effect, bringing more clarity, fairness, and consistency to how jobs are advertised and how candidates are treated throughout the hiring process. For some employers, new legislation can feel daunting. For others, it simply formalizes what good hiring should already look like. At its core, these changes are about transparency, communication, and accountability, all things that lead to better hiring outcomes. What has

Candidate experience is not a luxury. It matters to the bottom line. Recently, NAFOR was brought in to audit an interview process for a new client. As part of that engagement, I sat in on a set of interviews held at the client’s head office. What I observed was not malicious or intentional, but it was a powerful reminder of how easily candidate experience can unravel when process, preparation, and ownership are missing. It started before the interview even began. Parking had

Artificial intelligence has created new efficiencies in recruitment, especially in the early stages of a search. It can scan large volumes of information, organize data, and streamline the administrative side of hiring. When used well, AI helps search professionals work with greater precision and efficiency. However, technology has boundaries, especially when the goal is to evaluate human leadership. AI cannot interpret ambition, sincerity, judgment, or the small but meaningf

The idea of the workplace hero is often overstated. One or two so-called superstars can only take an organization so far. A cohesive and well-built team, however, can completely transform how work gets done. Teams share accountability, exchange ideas, and build systems that endure. They bring diversity of thought, balance strengths, and create stability. A strong team ensures that your organization is not dependent on any single individual. At NAFOR , we have spent more than

As President of NAFOR, I often meet business leaders who tell me,   “We have been using Indeed or ZipRecruiter, but the hires are not staying.” I understand the appeal of job boards. They are inexpensive, easy to use, and within 24 hours of posting you can have a flood of résumés. However, I have also seen the hidden downside. For executive and senior management roles, job boards rarely deliver the caliber of talent that a company truly requires. What Job Boards Miss The trut

"Thank you for your application, but only those selected will be contacted."  We have all encountered this common phrase in job listings. While it may appear innocuous, it reflects poorly on a company's practices. Here's why ghosting candidates is detrimental: Disrespectful:  Candidates invest time, effort, and optimism in their applications. Disregarding them diminishes the value of their dedication. Unprofessional:  It indicates a lack of structured hiring procedures within

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