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Soft Skills Are the New Hard Skills: Evaluating Soft Skills in Technical Roles

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Technical hiring has often been seen as fairly straightforward: find someone with the right stack, verify they can do the work, and bring them on board. But as AI speeds up development and automates more routine tasks, teams now rely more heavily than ever on communication, collaboration, and adaptability to keep projects aligned. AI can generate code, but it can’t untangle a misunderstanding between stakeholders, identify hidden assumptions, or steady a team when priorities shift. For many hiring managers, these human capabilities often predict long-term success more accurately than a candidate’s mastery of any particular framework or tool. The challenge is that soft skills are far harder to measure. You can test for technical expertise , but you can’t reliably gauge communication style, critical thinking, or real-world problem-solving from a polished interview answer. That’s why evaluating soft skills in technical roles has become one of the most critical—and most complex—parts o...
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AI and Entry Level Jobs: How Early-Career Roles Are Being Redefined

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Not long ago, an entry-level job meant learning as you went. Employers expected new hires to ramp up slowly, ask questions, make a few mistakes, and grow into the role. But as advances in AI and automation accelerate , the definition of “entry-level” has quietly changed. Today, AI and entry-level jobs are becoming inseparable, reshaping what early-career work looks like and what employers expect from new graduates. AI has taken over many of the simple, repetitive tasks that once served as natural training grounds for junior employees. Instead of easing into their careers through foundational work, many early-career candidates are stepping into roles that require stronger judgment, greater adaptability, and comfort working alongside automated systems from the start. Employers feel this shift too: they need talent who can operate in more complex workflows, but they’re also struggling to define what a modern entry-level role should even look like. In this article, we’ll unpack how AI...
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The Cost of Candidate Fraud: Why Cutting Corners in Hiring Backfires

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Candidate fraud isn’t a new problem, but the scale, speed, and sophistication of today’s tactics have pushed it into an entirely different category of business risk. Most companies think of candidate fraud as a hiring headache. In reality, it’s a business problem—one that quietly drains budgets, slows down projects, exposes sensitive systems, and erodes trust inside teams. As fraud tactics become more advanced and easier to execute, the cost of candidate fraud is no longer limited to a few wasted recruiting hours. It can ripple through an organization for months, or even years. This article takes a closer look at what those ripple effects actually look like—in other words, the consequences to your bottom line, from lost productivity and damaged client relationships to cybersecurity concerns and the long-term operational drag caused by a hire who never should have made it past the first round. If you’ve ever felt pressured to “move fast” in hiring, this breakdown will show why slowi...
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