A Little Communication Goes a Long Way
You prep for the interview, show up energized, maybe even make it through a few rounds. And then… silence. No feedback, no update, no closure. Just crickets. Sound familiar? Over the past few months, I’ve had conversations with senior leaders, candidates, and fellow recruiters across our industries—and one theme keeps coming up: ghosting is still happening and not just from candidates (though yes, that happens too). Sometimes even after multiple rounds, communication just… stops. Why? It’s rarely intentional. Priorities shift, hiring freezes emerge mid-process, and inboxes overflow. In today’s fast-moving and resource-stretched hiring landscape, things slip through the cracks. But in industries like ours—where relationships matter deeply—those missed messages can leave lasting impressions. Silence can unintentionally send a message that we didn’t mean to send. The encouraging news? A small gesture can make a big difference. A quick check-in. A “still waiting on updates” message. A kind, respectful note when moving in another direction. These are the things that build trust—and build company’s reputations, too. Let’s keep bringing the human touch back to hiring. We can’t always control the process, but we can control how we show up—for candidates, for colleagues, and for each other. Let’s ghost less, connect more.
Trade Show Season: Navigating Opportunities
As trade show season picks up momentum, one thing is clear: while economic uncertainty continues, innovation in education and publishing hasn’t hit pause—it’s simply evolving. In recent conversations with industry leaders, companies are still hiring – just more selectively. That’s why trade shows this season are more than just industry showcases—they’ve become strategic hubs for identifying and connecting with high-impact talent. Why Trade Shows Matter Now More Than Ever Whether you’re a hiring manager or a job seeker, trade shows offer unique value: * For employers: They’re a prime opportunity to meet passionate, industry-savvy talent face-to-face. * For candidates: These events provide unmatched access to networking, real-time market insights, and the chance to connect with companies on a growth trajectory. Maximize Your Trade Show Experience For Hiring Managers: * Clearly articulate your company’s vision and how upcoming roles align with strategic goals. * Prepare a profile of your ideal candidates to quickly spot strong matches. * Set up a semi-private area at your booth to hold deeper, meaningful conversations. * Bring a team member to manage booth activity while you’re engaged in candidate discussions. * Have digital materials ready to share—such as culture videos or team spotlights. * Follow up within 48 hours with standout candidates—speed is key in today’s hiring landscape. For Candidates: * Research attending companies ahead of time and prioritize must-visit booths. * Prepare insightful questions that reflect both industry trends and genuine curiosity. * Bring printed resumes (they still matter!) and a digital version for convenience. * Craft a compelling 30-second elevator pitch that showcases your hybrid skillset. * Dress professionally—but comfortably. You’ll be networking on your feet all day. * Set reminders for post-event follow-up—it’s a key step many forget. Even in the face of economic headwinds, education and publishing—regardless of format—remain foundational. Trade shows are a reminder that meaningful connections still drive our industry forward. The conversations started in these settings often grow into opportunities down the line—sometimes months, even years later. What events are on your radar this season? Whether you’re just returning from ASU+GSV or gearing up for ISTE, NSTA, NAPS, EdTech World Forum, London Book Fair, or one of the many niche events in our space, we’d love to hear what’s on your schedule. If our paths happen to cross—let’s make a point to connect.
Navigating AI Risks in Recruitment
In today’s Thought Thursday article, I’d like to share something that recently caught my attention – a LinkedIn piece titled “AI Deepfakes Flood Job Market.” https://lnkd.in/grk6DxMv This article highlighted how some candidates are now leveraging AI to enhance their resumes, voices, and video presentations, creating a new challenge for recruiters and hiring managers. While AI continues to positively transform many sectors—automating publishing workflows, personalizing education through adaptive learning, and streamlining countless business processes—its integration into recruitment presents a unique set of challenges that forward-thinking organizations need to address. For hiring managers, whether working independently or partnering with recruitment agencies like ours, here are some strategies to maintain hiring integrity while embracing innovation: * Advanced Identity Verification: Implement robust verification processes that distinguish between authentic candidates and AI-generated content, while respecting privacy concerns. * AI-Powered Authentication: Utilize tools that can analyze interview content and application materials for irregular patterns suggesting technological assistance, without penalizing candidates who genuinely possess exceptional skills. * Strengthened Background Verification: Go beyond standard checks by directly confirming employment history and educational credentials with previous employers and institutions. * Live Interactive Assessments: Conduct unscripted video interviews and real-time technical evaluations that showcase authentic skills and create space for genuine human connection. * Collaborative Interview Processes: Involve multiple team members to provide diverse perspectives on candidate interactions, ensuring comprehensive evaluation. * Team Awareness & Development: Educate recruitment and HR teams about evolving technology trends, with emphasis on identifying authentic talent rather than simply spotting technology use. By thoughtfully implementing these approaches, companies can maintain hiring integrity while embracing technological advancement, ultimately creating environments where genuine talent connects with the right opportunities. As always, I’d love to hear your thoughts! Have you discovered any innovative approaches to ensuring authentic connections with candidates throughout the hiring process?
Navigating Talent Shifts: A guide for professionals & Employers
As industries reshape themselves, the ability to pivot between them is more than a skill—it’s a career superpower. Whether you’re a professional seeking new challenges or a company looking to attract versatile talent, understanding transferable skills is key. Recent workforce trends highlight the growing importance of adaptability in today’s professional landscape. Successful careers are no longer defined by staying in a single industry, but by the ability to learn, grow, and translate skills across diverse professional environments. For Professionals mapping your career transition: 1. Identify your transferable skills – Look beyond job-specific tasks to emphasize: * Communication and leadership abilities * Problem-solving and critical thinking * Project management expertise * Adaptability and learning agility 2. Reframe your professional story * Showcase achievements that demonstrate versatility * Quantify results that extend beyond industry boundaries * Showcase your growth mindset 3. Strategic networking * Attend industry events (Many are taking place shortly) * Connect with professionals who’ve made similar transitions * Invest in targeted certifications * Conduct informational interviews For Companies: Recognizing hidden potential 1. Beyond traditional hiring * Value adaptability over strict industry experience * Design job descriptions focusing on core competencies * Create interview processes that assess potential 2. Support career transitions * Develop robust training programs * Implement mentorship systems * Create cross-functional teams Career transitions aren’t about complete reinvention—they’re about strategic evolution. Success comes from understanding how your unique skills and perspectives can be your most powerful professional asset so remember some of these key strategies: * Map your transferable skills through a “skills translation” document * Embrace lateral moves as opportunities for growth * Cultivate a mindset of continuous learning * View adaptability as your most valuable professional currency Hope everyone has a wonderful week! As always, would love to hear any feedback or tips you have found to be helpful.
The Follow-Up Strategy: Maintaining Engagement Throughout the Hiring Process
** Thought Thursday: Trends & Tips ** In this week’s article, I want to dive deeper into two key points I mentioned in my post, “Reducing Time to-Fill When Hiring.” Specifically, the importance of follow-up. What steps can candidates take to follow up effectively while waiting to hear back after an interview? And from a company’s point of view, how can they manage follow-up communications to ensure a smooth, positive experience for everyone involved, especially as they move toward extending an offer? In this article, I’ll share my recommendations for both candidates and companies to ensure that the entire process remains professional, respectful, and leaves a positive impression, regardless of the outcome. For Candidates: Staying Top-of-Mind Without Being Overwhelming The hiring process can often feel like sending messages into a void. Here’s how to maintain meaningful engagement: Initial Application Follow-Up: Wait 7-10 business days before your first follow-up. Briefly reiterate your interest and highlight a specific contribution you could make based on recent industry developments. Post-Interview Engagement: Send a thoughtful personalized thank-you note within 24 hours that references specific conversation points. During Extended Waiting Periods: If the hiring process extends beyond the initial timeline communicated, it’s perfectly reasonable to follow up. A good approach is to send a polite and professional email, ideally before the weekend, expressing continued enthusiasm for the role. In your message, you can kindly ask if there are any updates on the hiring timeline or when you might expect to receive feedback. This shows you are still interested while also respecting the employer’s time. Be sure to keep your tone positive and patient, as delays are often due to factors outside of your control, but a thoughtful follow-up can help keep you on their radar. Leveraging LinkedIn Strategically: Connect with interviewers and engage meaningfully with their content to maintain visibility professionally. For Hiring Managers: Keeping Top Candidates Engaged and Excited In today’s competitive market maintaining candidate engagement prevents losing top talent. Creating Transparent Timelines: Provide a clear outline of the hiring process with approximate timelines. When delays occur, proactively communicate revised expectations. Implementing Check-In Touch points: Send brief weekly updates to shortlisted candidates. Sharing Company Culture: Invite top candidates to virtual coffee chats with team members or share company newsletters during extended hiring processes. The Feedback Loop: Provide constructive feedback after significant interview stages to show respect for candidates’ time and maintain their interest. By implementing these strategies, both parties can transform the frustrating “waiting game” into a meaningful period of connection.
The Evolving Landscape of the Publishing and Education Markets
The publishing industry has been undergoing significant transformations in recent years, and the education market is no exception. With advancements in technology, changing student needs, and evolving teaching methodologies, the traditional publishing landscape has been reshaped. This article explores the current state of the publishing industry within the education market, from our perspective, and highlights key trends. * Digital Shift: One of the most prominent developments is the rapid adoption of digital content. E-books, interactive learning materials, and online platforms have gained popularity, offering students and educators greater flexibility, accessibility, and interactivity. This shift towards digital formats has compelled publishers to embrace technology and develop innovative digital solutions to cater to evolving educational needs. * Personalized Learning: As education moves towards personalized learning approaches, publishers are leveraging technology to deliver tailored content and adaptive learning experiences. Adaptive platforms and learning management systems are being integrated into educational curricula, enabling personalized assessments, analytics, and real-time feedback. There is also more investments in data analytics and artificial intelligence to understand student progress and provide personalized recommendations. * Open Educational Resources (OER): OER, freely available educational materials, have gained traction due to their cost-effectiveness and collaborative nature. Educators and institutions are increasingly adopting and creating OER content. Publishers are responding by exploring partnerships, licensing models, and incorporating OER into their offerings. * Accessibility and Inclusion: Publishers are focusing on accessibility and inclusivity to ensure educational resources are available to all learners. Efforts are being made to provide content in multiple formats, such as audio and braille, and to comply with accessibility standards. Additionally, publishers are addressing diverse student populations, including learners with special needs, multicultural backgrounds, and different learning styles, through inclusive content and culturally responsive materials. The publishing and education markets are experiencing a dynamic period of transformation. The shift towards digital content, personalized learning, and the emergence of open educational resources are shaping the industry’s future. Publishers are adapting to these changes by embracing technology, fostering inclusivity, and providing value-added services to meet the evolving needs of students and educators. By staying agile and embracing innovation, the publishing industry can play a pivotal role in advancing education and preparing learners for the challenges of the 21st century.
Forbes 2021 America's Best Executive Recruiting Firms
US Publishing Jobs was just listed on Forbes Best Executive Search Firms list for 2021! This came from over 26,000 nominations so we just wanted to say thank you to everyone for always trusting us with your recruiting needs. We are sincerely grateful to be assisting those in the publishing, education, ed-tech space over the last 40 years and look forward to the next 40!
Forbes 2021 America’s Best Executive Recruiting Firms
US Publishing Jobs was just listed on Forbes Best Executive Search Firms list for 2021! This came from over 26,000 nominations so we just wanted to say thank you to everyone for always trusting us with your recruiting needs. We are sincerely grateful to be assisting those in the publishing, education, ed-tech space over the last 40 years and look forward to the next 40!
How to overcome a gap in your work history
You are ready for a change, you are working on your resume, and preparing to go on interviews. But what do you do while you are NOT working? Here are a few ways to plug the gap in your work history. 1) Volunteer for a cause you believe in. Whether preparing or delivering meals to the homeless, registering runners or cyclists for a charity, tutoring kids in English as a second language, find something that you can do at least once a week or several hours three days a week to occupy your time and give back. You get some experience, meet new people, and get a reference. 2) Pro Bono consulting – Use your skillsl to your advantage by providing pro bono consulting in your field to worthy non-profits. The Taproot Foundation is a non-profit serving other nonprofits with experts for projects including, but not limited to, marketing, strategic planning, board recruitment, technology, and training and development. Serving on a project team or leading a project team keeps your skills sharp and adds to your resume. 3) Join a committee in your professional association – and do some work related to your field. You will get to know your colleagues better and find out the inside scoop on job openings. 4) Contact family and friends to find out who they know and who they can introduce you to..Everyone knows at least 200 people you don’t know. Enlist their help to expand your network to other people in your field and companies where you would like to work. 5) Contact local businesses in your neighborhood to see if they need part-time help with administrative details, sales, or customer relations. 6) Talk to several temporary employment agencies to see what they have in your field. A part-time or temp job is a good way to keep up your skills, be productive, and have something to put on your resume during this period. Remember: your job search is a marathon, not a sprint. It may take 6 months to a year to find your next full-time job, so volunteering, consulting, and temp work are good ways to fill the gap. (c) 2019 Amy Geffen All rights reserved
Press Release- US Publishing Jobs
Personnel Associates, Inc. has a new name, US Publishing Jobs For Release September 25, 2019 After nearly 40 years, the boutique contingency only search firm, formerly known as Personnel Associates, Inc., announced they have officially changed their name to US Publishing Jobs. Even though the name has changed, their contact information, including the website, www.uspublishingjobs.com, as well as their amazing team of recruiters will remain the same. They look forward to using their years of combined publishing recruiting experience and network of over 100,000+ industry contacts to help find the top talent you are looking for. About US Publishing Jobs (Formerly Personnel Associates, Inc.) The company was initially founded in 1982 as Personnel Associates, Inc. Through the years, they have refined their area of expertise and expanded their network within the Publishing industry in key segments such as Academic, Trade, Society, STM, Higher Ed, K12, Professional, Corporate and Ed Tech. As they continue to focus the company’s strategy around these areas, they felt their name should coincide with their goal, which is why they have officially become US Publishing Jobs. For More Information Please visit their Contact Us page, https://uspublishingjobs.com/contact-us/. To stay informed on recent industry news, new vacancies and more be sure to connect with each of the recruiters below: Nicole Jamal, Business Partner/Recruiter Steve Ganz, Business Partner/Recruiter Shelly Ray, Recruiter Lisa Hunt, Recruiter Alexa Gusman, Recruiter US Publishing Jobs welcomes new relationships as we continue to provide top talent to our current and long-term clients.