The hidden cost of HR work living in spreadsheets, inboxes, and PDFs Authored by: Blake Smith Most organisations do not choose to run HR this way. It simply happens. A spreadsheet becomes the employee register. An inbox becomes the approval workflow. A folder of PDFs becomes the record of truth. None of these tools are broken on their own. The problem is what happens when they quietly become the

This interview is with Thomas Faulkner, Founder & Principal Consultant at Faulkner HR Solutions. Thomas Faulkner, Founder & Principal Consultant, Faulkner HR Solutions As a founder and principal consultant at Faulkner HR Solutions, can you share your background in public sector HR and what led you to specialize in HR innovation? In the private sector, you can throw money at a problem and displace inefficiencies with resource-heavy interventions rather than

Why Passive Candidates Outperform Active Applicants (And How to Build the Pipeline) Understanding the difference between active and passive candidates shapes hiring outcomes and team stability. While job postings attract hundreds of applicants, the best talent for a role often isn’t among them. Active vs. Passive Candidates Active candidates are people currently searching for jobs. They update their resumes, browse job boards, and send out applications. These job seekers are visible,

4 Strategic Methods High-Performing Leaders Use to Turn Pressure Into Peak Performance Most executives are doing stress management completely wrong. While 67% of leaders report feeling more stressed in 2025, the top performers aren’t trying to eliminate pressure—they’re weaponizing it. After working with hundreds of C-suite executives, I’ve identified four specific techniques that separate leaders who thrive under pressure from those who burn out. Here’s exactly how they do it.

This interview is with Chris Hagood, Managing Principal at AstutEdge. Chris Hagood, Managing Principal, AstutEdge As an expert in Human Resources, can you tell us about your background and what led you to specialize in this field? I’m a talent management strategist and Gallup-certified Strengths coach with a deep focus on the HR and People function. My career started at the intersection of organizational psychology and business strategy, which sparked

This interview is with Manasvini Krishna, Founder at Boss as a Service. Manasvini Krishna, Founder, Boss as a Service Can you introduce yourself and share your expertise in the field of daily accountability? I’m Manasvini Krishna, a lawyer by education and tech-entrepreneur by passion. I’ve built a number of platforms and tools that help people stay accountable and productive. My current focus is on Boss as a Service, an accountability-partner

This interview is with Mimi Nguyen, Founder at Cafely. Mimi Nguyen, Founder, Cafely Can you introduce yourself and tell us about your diverse expertise in areas such as Human Resources, SEO, Health and Wellness, Personal Finance, Digital Marketing, and Investing? Hello, my name is Mimi Nguyen, founder of Cafely, a multi-disciplined professional who has extensive knowledge in a lot of areas. My HR experience embraces talent acquisition, employee relations, and

Ben Schwencke, Business Psychologist, Test Partnership How Accent Bias in Employment Interviews Worsens Social Inequality Traditional employment interviews are considered the gold standard employee selection tool for the vast majority of hiring managers. Indeed, in the minds of many, it’s the only employee selection tool, with many screening processes relying solely on rounds of interviews. Perplexingly, whenever I suggest alternatives or supplements to interviews—i.e., ability tests, personality questionnaires, situational judgment

Ben is the chief psychologist at Test Partnership, with extensive experience in consultancy and research. He writes extensively on many topics, including psychology, human resources, psychometric testing, and personal development. Employee Testing and Selection: Best Practices to Improve Quality of Hire When it comes to employee selection, the gulf between theory and practice is particularly wide. For decades now, occupational psychologists have known the most effective methods for screening candidates,