{"id":34785,"date":"2026-07-15T07:12:38","date_gmt":"2026-07-15T11:12:38","guid":{"rendered":"https:\/\/www.wellable.co\/blog\/?p=34785"},"modified":"2026-07-15T12:32:48","modified_gmt":"2026-07-15T16:32:48","slug":"kat-kibben-hiring-recruiting-ai-bias-job-postings-practical-tips","status":"publish","type":"post","link":"https:\/\/www.wellable.co\/blog\/kat-kibben-hiring-recruiting-ai-bias-job-postings-practical-tips\/","title":{"rendered":"Do\u2019s &amp; Don\u2019ts of Modern Hiring with Kat\u00a0Kibben"},"content":{"rendered":"\n<p class=\"wp-block-paragraph\">In this week&#8217;s episode, Geoff sits down with&nbsp;<a href=\"https:\/\/www.linkedin.com\/in\/katrinakibben\/\" target=\"_blank\" rel=\"noreferrer noopener\">Kat Kibben<\/a>, keynote speaker, bestselling author, and one of LinkedIn&#8217;s top voices on hiring. Drawing on 15 years working across HR technology, employer brand strategy, and recruiting education, Kat shares a no-nonsense playbook for key stages of the hiring funnel, from writing job postings that&nbsp;actually attract&nbsp;the right candidates to using AI screening tools without embedding bias.<\/p>\n\n\n\n<div class=\"video-embed\" style=\"position:relative;padding-bottom:56.25%;height:0;\">\n<iframe src=\"https:\/\/www.youtube.com\/embed\/EUOGfZlA-Fs?si=O0zpcMt8c1Cyp4dk\" title=\"Do's &#038; Don't of Modern Hiring with Kat Kibben\" style=\"position:absolute;width:100%;height:100%;top:0;left:0;\" frameborder=\"0\" allow=\"accelerometer; autoplay; clipboard-write; encrypted-media; gyroscope; picture-in-picture; web-share\" referrerpolicy=\"strict-origin-when-cross-origin\" allowfullscreen=\"\">\n  <\/iframe>\n<\/div>\n\n\n\n<p class=\"wp-block-paragraph\"><\/p>\n\n\n\n<div class=\"row justify-content-between\">\n<div class=\"cs-btn-light text-center mb-4 col-12 col-md-6 pr-md-4\">\n  <a class=\"cs-button d-flex align-items-center justify-content-center w-100\" href=\"https:\/\/podcasts.apple.com\/us\/podcast\/dos-dont-of-modern-hiring-with-kat-kibben\/id1869414001?i=1000776874054\" target=\"_blank\" style=\"gap: 8px\">\n\n<img decoding=\"async\" src=\"https:\/\/www.wellable.co\/blog\/wp-content\/uploads\/2026\/03\/Apple-Podcasts-logo.png\" alt=\"Apple podcast\" loading=\"lazy\" class=\"h-auto\" style=\"width: 24px\">\n\n<span style=\"font-size: 20px\">Listen on Apple Podcasts<\/span>\n<\/a>\n<\/div>\n\n<div class=\"cs-btn-light text-center mb-4 col-12 col-md-6 pl-md-4\">\n  <a class=\"cs-button d-flex align-items-center justify-content-center gap-3 w-100\" href=\"https:\/\/open.spotify.com\/episode\/3QzTyqnm3ku4GvEIlUITSW?si=N48SF6zrS16NVjZLFPfECg\" target=\"_blank\" style=\"gap: 8px\">\n\n<img decoding=\"async\" src=\"https:\/\/www.wellable.co\/blog\/wp-content\/uploads\/2026\/03\/Spotify_White_Logo.png\" alt=\"Apple podcast\" loading=\"lazy\" class=\"h-auto pr\" style=\"width: 24px\">\n<span style=\"font-size: 20px\">Listen on Spotify<\/span>\n\n<\/a>\n<\/div>\n<\/div>\n\n\n\n<p class=\"wp-block-paragraph\"><\/p>\n\n\n<div style=\"border: 1px solid rgb(0 0 0 \/ 0.1); padding: 25px 25px 10px; border-radius: 8px; box-shadow: 0 4px 6px -1px rgb(0 0 0 \/ 0.1), 0 2px 4px -2px rgb(0 0 0 \/ 0.1);\">\n<h3 id=\"h-pressed-for-time-here-s-a-quick-summary\" class=\"wp-block-heading nitoc\">Short on time? Here are the key takeaways:<\/h3>\n<ul>\n<li><span class=\"TextRun SCXW192692276 BCX0\" lang=\"EN-US\" xml:lang=\"EN-US\" data-contrast=\"auto\"><span class=\"NormalTextRun SCXW192692276 BCX0\">The real reason you are getting too many unqualified applicants is\u00a0<\/span><span class=\"NormalTextRun SCXW192692276 BCX0\">almost always<\/span><span class=\"NormalTextRun SCXW192692276 BCX0\"> the lack of specificity in job posting, not the volume of candidates in the market<\/span><\/span><\/li>\n<li><span class=\"TextRun SCXW197405578 BCX0\" lang=\"EN-US\" xml:lang=\"EN-US\" data-contrast=\"auto\"><span class=\"NormalTextRun SCXW197405578 BCX0\">Candidates should apply if they meet 60% or more of a job posting&#8217;s requirements, because recruiters rarely expect 100% fit and most postings significantly overstate what is\u00a0<\/span><span class=\"NormalTextRun AdvancedProofingIssueV2Themed SCXW197405578 BCX0\">actually needed<\/span><\/span><\/li>\n<li><span class=\"TextRun SCXW117540911 BCX0\" lang=\"EN-US\" xml:lang=\"EN-US\" data-contrast=\"auto\"><span class=\"NormalTextRun SCXW117540911 BCX0\">AI screening tools should be limited to clear yes-or-no questions at the\u00a0<\/span><span class=\"NormalTextRun SCXW117540911 BCX0\">initial<\/span><span class=\"NormalTextRun SCXW117540911 BCX0\">\u00a0stage and used to clarify ambiguous criteria in the\u00a0<\/span><span class=\"NormalTextRun SCXW117540911 BCX0\">maybe pile<\/span><span class=\"NormalTextRun SCXW117540911 BCX0\">\u2014machines should gather information, not make hiring decisions<\/span><\/span><\/li>\n<li><span class=\"TextRun SCXW44412339 BCX0\" lang=\"EN-US\" xml:lang=\"EN-US\" data-contrast=\"auto\"><span class=\"NormalTextRun SCXW44412339 BCX0\">When companies use AI or bot-driven screening, candidates often are not told they are talking to a bot and do not know how to adjust, so these interviews reward the most confident performers rather than the best-fit candidates<\/span><\/span><\/li>\n<li><span class=\"TextRun SCXW156388186 BCX0\" lang=\"EN-US\" xml:lang=\"EN-US\" data-contrast=\"auto\"><span class=\"NormalTextRun SCXW156388186 BCX0\">Bank of America&#8217;s AI upskilling framework centers on one principle\u2014never trust the yes\u2014reflecting a shift from teaching prompt skills to building the human judgment needed to evaluate AI outputs critically<\/span><\/span><\/li>\n<\/ul>\n<\/div>\n\n\n<p class=\"wp-block-paragraph\"><\/p>\n\n\n\n<h2 class=\"wp-block-heading\" class=\"wp-block-heading\" id=\"episode-summary\">Episode Summary<\/h2>\n\n\n\n<h3 class=\"wp-block-heading\" class=\"wp-block-heading\" id=\"the-job-posting-problem-what-companies-are-getting-wrong\">The Job Posting Problem: What Companies Are Getting Wrong<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Most companies say they want to stand out in recruiting, but most job postings&nbsp;are extremely generic. Kat opens&nbsp;the conversation by explaining&nbsp;a search she ran across 500 job boards for the phrase &#8220;highly collaborative team player&#8221; and found it more than 15,000 times. That kind of generic language is not just unhelpful for candidates; it is actively breaking the&nbsp;<a href=\"https:\/\/www.wellable.co\/blog\/ai-hiring-bias-algorithmic-monoculture-uber-hr-layoffs\/\" target=\"_blank\" rel=\"noreferrer noopener\">AI matching systems<\/a>&nbsp;recruiters rely on to surface qualified applicants.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>The core mistake:<\/strong>&nbsp;Job postings describe what a candidate should be, not the scope and scale of what they will&nbsp;actually do. Kat&#8217;s argument is that the reason most companies reject candidates is not that they cannot do the job in&nbsp;theory&nbsp;but that they cannot do it&nbsp;at&nbsp;that company&#8217;s scale, in that industry, at that level of complexity. A posting that&nbsp;fails to&nbsp;communicate scope and scale will attract applicants who cannot make that judgment for themselves.<\/p>\n\n\n\n<p style=\"font-size:22px !important\"><strong>What to do instead:<\/strong>&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Replace generic competency language with specific scope and scale descriptors. Instead of &#8220;strong communicator,&#8221; say &#8220;manages cross-functional stakeholder communication across a 500-person organization.&#8221;&nbsp;<\/li>\n\n\n\n<li>Define the mandatory requirements before writing anything else. If you cannot explain what qualifies a candidate in plain language,&nbsp;your&nbsp;<a href=\"https:\/\/www.wellable.co\/blog\/top-hr-ai-tools\/\" target=\"_blank\" rel=\"noreferrer noopener\">AI tools<\/a>&nbsp;cannot either. Kat believes a large part of why&nbsp;<a href=\"https:\/\/fortune.com\/2025\/08\/18\/mit-report-95-percent-generative-ai-pilots-at-companies-failing-cfo\/\" target=\"_blank\" rel=\"noreferrer noopener\">95% of AI projects<\/a>&nbsp;fail&nbsp;is for this&nbsp;reason.&nbsp;<\/li>\n\n\n\n<li>Treat the job posting as the foundation for everything that&nbsp;follows:&nbsp;screening questions, interview structure, evaluation criteria. If the posting is vague, everything downstream will be too.&nbsp;<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>For candidates:<\/strong>&nbsp;Kat&#8217;s advice is to apply if you meet 60% or more of the listed requirements. Recruiters do not expect 100%&nbsp;fit, and candidates consistently screen themselves out&nbsp;for not meeting criteria that were never truly mandatory.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><\/p>\n\n\n\n<h3 class=\"wp-block-heading\" class=\"wp-block-heading\" id=\"the-linkedin-volume-problem-why-you-are-getting-the-wrong-applicants\">The LinkedIn Volume Problem: Why You Are Getting the Wrong Applicants<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">High application volume is one of the most common complaints Kat hears from recruiters. Her diagnosis is that most teams are blaming the wrong thing.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>The real cause of unqualified applicant volume:<\/strong>&nbsp;A vague job posting tells&nbsp;AI&nbsp;matching&nbsp;bots that&nbsp;almost anyone&nbsp;qualifies, and surfaces job \u201cmatches\u201d to a broad range of&nbsp;candidates who are not actually qualified.&nbsp;Recruiters receive hundreds of applications that technically meet the stated criteria but are a poor fit for the actual role.&nbsp;The posting&nbsp;is the root cause&nbsp;of the problem.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>On fraud candidates:<\/strong>&nbsp;A growing share of inbound applications&nbsp;are&nbsp;not from real people. Kat acknowledges this as a compounding problem, one that specific scope and scale language helps filter because generic postings are far easier for bots to match against than specific ones.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>The longer-term risk nobody is talking about yet:<\/strong>&nbsp;A bad job posting is an AI building block. Every vague posting&nbsp;feeds&nbsp;into matching algorithms that learn from it. Poor inputs now create poor AI outputs at scale later.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><\/p>\n\n\n\n<h3 class=\"wp-block-heading\" class=\"wp-block-heading\" id=\"how-to-use-ai-screening-without-introducing-bias\">How to Use AI Screening Without Introducing Bias<\/h3>\n\n\n<div class=\"wp-block-image\">\n<figure class=\"aligncenter size-large is-resized\"><img fetchpriority=\"high\" decoding=\"async\" width=\"1636\" height=\"1198\" src=\"https:\/\/www.wellable.co\/blog\/wp-content\/uploads\/2026\/07\/How-to-Use-AI-Screening-Without-Introducing-Bias-edited.png\" alt=\"A cartoon illustration of an AI robot and a human recruiter jointly reviewing four candidate profiles with checkmarks, star ratings, and approval or rejection indicators, representing the collaborative use of AI screening tools in the hiring process.\" class=\"wp-image-34804\" style=\"aspect-ratio:1.3656454808718184;width:422px;height:auto\" srcset=\"https:\/\/www.wellable.co\/blog\/wp-content\/uploads\/2026\/07\/How-to-Use-AI-Screening-Without-Introducing-Bias-edited.png 1636w, https:\/\/www.wellable.co\/blog\/wp-content\/uploads\/2026\/07\/How-to-Use-AI-Screening-Without-Introducing-Bias-edited-300x220.png 300w, https:\/\/www.wellable.co\/blog\/wp-content\/uploads\/2026\/07\/How-to-Use-AI-Screening-Without-Introducing-Bias-edited-1024x750.png 1024w, https:\/\/www.wellable.co\/blog\/wp-content\/uploads\/2026\/07\/How-to-Use-AI-Screening-Without-Introducing-Bias-edited-768x562.png 768w, https:\/\/www.wellable.co\/blog\/wp-content\/uploads\/2026\/07\/How-to-Use-AI-Screening-Without-Introducing-Bias-edited-1536x1125.png 1536w\" sizes=\"(max-width: 1636px) 100vw, 1636px\" \/><\/figure>\n<\/div>\n\n\n<p class=\"wp-block-paragraph\">Kat draws a clear line between where AI screening tools add value and where they create problems. Her framework is simple: machines should gather information to help humans make decisions. Machines should never make&nbsp;the decisions&nbsp;themselves.&nbsp;<\/p>\n\n\n\n<p style=\"font-size:22px !important\"><strong>Where AI screening works:<\/strong>&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Stage 1 \u2014 Initial yes-or-no screening:<\/strong>&nbsp;Use bots only for questions with objectively correct answers. Kat&#8217;s standard is what she calls intern-level screening: a question that someone with zero recruiting experience could ask, receive a yes or no answer to, and make a yes or no decision on.&nbsp;<\/p>\n\n\n\n<style data-wp-block-html=\"css\">\n.no-dots-list {\n  list-style-type: none !important; \/* Removes the bullet points *\/\n  margin: 0 !important;             \/* Resets default margins if needed *\/\n}\n\nli {\n margin-bottom: 12px !important;\n line-height: 1.4 !important;\n}\n<\/style>\n\n<ul class=\"no-dots-list\">\n  <li>\u2705 &#8220;Do you have authorization to work in the United States?&#8221;<\/li>\n  <li>\u2705 &#8220;Are you available to work on-site in [city] five days per week?&#8221;<\/li>\n  <li>\u274c &#8220;Do you have strong collaboration skills?&#8221; (Not a yes-or-no question. Not universally understood.)<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Stage 2 \u2014 Clarifying the maybe pile:<\/strong>&nbsp;After narrowing 1,000 applicants to 200 candidates who could plausibly do the job,&nbsp;and 50 who could&nbsp;definitely do&nbsp;it,&nbsp;use bots to clarify the criteria you were unsure about in the 150 who do not fully meet requirements. This is where well-defined upfront criteria&nbsp;pay off: if you have been specific about what you need, generating targeted follow-up questions is straightforward.&nbsp;<\/p>\n\n\n\n<p style=\"font-size:22px !important\"><strong>Where AI screening goes wrong:<\/strong><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Pre-screening bots are being deployed with questions that are subjective, industry-specific, or unclear, which means they are measuring how well a candidate interprets a vague question, not whether they can do the job&nbsp;<\/li>\n\n\n\n<li>Candidates are not being told they are talking to a bot, and most people do not know how to thrive in that interaction. The people who perform best in&nbsp;bot-screened&nbsp;interviews are often the most confident performers, not the best fit. As Kat puts it: whose job&nbsp;is it&nbsp;to sit and talk to no one?&nbsp;That is not what you want to measure.&nbsp;<\/li>\n\n\n\n<li>Speed-focused screening prioritizes moving candidates through the funnel quickly, but speed toward the wrong result is not efficiency&nbsp;<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Kat&#8217;s recommendation for HR teams using video or bot screening:<\/strong>&nbsp;Tell candidates they are talking to a machine and give them guidance on how to approach it. Transparency improves the quality of responses and reduces the&nbsp;advantage&nbsp;of candidates who are simply good at performing confidence.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><\/p>\n\n\n\n<h3 class=\"wp-block-heading\" class=\"wp-block-heading\" id=\"navigating-ai-change-with-confidence-what-actually-works\">Navigating AI Change with Confidence: What Actually Works<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">The first wave of AI education focused on prompt writing. Kat&#8217;s view is that the field has moved past that, and the organizations doing it well have figured out something more important.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>What Bank of America got right:<\/strong>&nbsp;Their&nbsp;<a href=\"https:\/\/sloanreview.mit.edu\/audio\/ai-upskilling-at-scale-bank-of-americas-bernard-hampton\/\" target=\"_blank\" rel=\"noreferrer noopener\">AI upskilling program<\/a>&nbsp;leads with one principle: never trust the yes. The skill they are building is not technical proficiency with AI tools but human judgment about AI outputs. In Kat&#8217;s framing, the quality of the prompt is not the problem. The quality of the human decision-making about&nbsp;whether the output is good is.&nbsp;<\/p>\n\n\n\n<p style=\"font-size:22px !important\"><strong>What\u00a0this\u00a0means for HR leaders:<\/strong><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Upskilling programs should prioritize critical evaluation of AI outputs over tool-specific training&nbsp;<\/li>\n\n\n\n<li>Junior employees are especially at risk of over-relying on AI outputs without the contextual judgment to evaluate them. Pair them with experienced colleagues when experimenting with new tools rather than letting them learn in isolation&nbsp;<\/li>\n\n\n\n<li>Encourage teams to ask: do I&nbsp;actually like&nbsp;this? Is this&nbsp;actually good? That human layer of judgment is the skill that compounds over time&nbsp;<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>On resilience and navigating uncertainty:<\/strong>&nbsp;Kat ran her company from the back of a van for three years, not as a brand moment but as a practical constraint that stripped away the&nbsp;usual&nbsp;operating&nbsp;mechanisms. What she learned from that: there is no tool that solves all your problems. The skills that&nbsp;actually help&nbsp;are asking for help, changing direction without drama, and knowing when to quit. Treating quitting as failure has led to a cultural reluctance to change course that is particularly costly in an environment where conditions are shifting as fast as they are now.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><\/p>\n\n\n\n<h3 class=\"wp-block-heading\" class=\"wp-block-heading\" id=\"rapid-fire-kats-straight-answers-for-hr-leaders\">Rapid Fire: Kat&#8217;s Straight Answers for HR Leaders<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>One thing HR leaders should stop doing immediately:<\/strong>&nbsp;Copying and pasting old job postings. If everything about the role has changed in the past six to twelve months, the posting&nbsp;has to&nbsp;change too.&nbsp;A recycled&nbsp;posting in a changed environment is not a job posting. It is a liability.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Most overrated hiring trend:<\/strong>&nbsp;Interview&nbsp;bots. Not because automated screening has no value, but because most implementations are not asking the right questions, which means they are not getting the right answers. Kat calls out the risk directly: you are materializing and creating consistency around bias, not eliminating it.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>A team doing it right:<\/strong>&nbsp;Zapier&#8217;s recruiting team. Kat points to them as an example of organizations focused on results rather than speed, using follow-up screening thoughtfully and being transparent about their process.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Where to find more:<\/strong>&nbsp;Kat publishes a weekly blog at threeearsmedia.com, with a Tuesday post focused on one immediately actionable recruiting tip and a Friday letter on navigating work and life. Both are worth subscribing to.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><\/p>\n\n\n\n<h2 class=\"wp-block-heading\" class=\"wp-block-heading\" id=\"frequently-asked-questions\">Frequently Asked Questions<\/h2>\n\n\n\n    <section class=\"faq-section\">\n      <div class=\"faq-accordion\">\n\n        \n        <div class=\"faq-item card card-faq\">\n          <button \n            class=\"faq-question\" \n            data-target=\"faq_1\"\n            type=\"button\"\n          >\n            What is the most common mistake companies make in job postings?            <span class=\"icon\"><\/span>\n          <\/button>\n\n          <div id=\"faq_1\" class=\"faq-answer\">\n            <p><span class=\"NormalTextRun SCXW19066088 BCX0\">Using generic language that describes what a candidate should be rather than the specific scope and scale of the work they will\u00a0<\/span><span class=\"NormalTextRun SCXW19066088 BCX0\">actually do<\/span><span class=\"NormalTextRun SCXW19066088 BCX0\">. Phrases like &#8220;highly collaborative team player&#8221; appear over 15,000 times across job boards and mean nothing to candidates or to AI matching systems. Kat&#8217;s recommendation is to replace competency language with specific descriptions of what the role involves at the level of complexity, industry, and organizational scale relevant to that position.<\/span><\/p>\n          <\/div>\n        <\/div>\n\n        \n        <div class=\"faq-item card card-faq\">\n          <button \n            class=\"faq-question\" \n            data-target=\"faq_2\"\n            type=\"button\"\n          >\n            Should candidates apply if they don't meet all the requirements in a job posting?            <span class=\"icon\"><\/span>\n          <\/button>\n\n          <div id=\"faq_2\" class=\"faq-answer\">\n            <p>Yes, if they meet at least 60%. Kat&#8217;s experience is that recruiters rarely expect 100% fit, and candidates routinely screen themselves out based on job postings that overstate actual requirements. The decision to apply should be based on realistic assessment of fit, not on whether a checklist is fully satisfied.<\/p>\n          <\/div>\n        <\/div>\n\n        \n        <div class=\"faq-item card card-faq\">\n          <button \n            class=\"faq-question\" \n            data-target=\"faq_3\"\n            type=\"button\"\n          >\n            How should AI screening tools be used in recruiting?            <span class=\"icon\"><\/span>\n          <\/button>\n\n          <div id=\"faq_3\" class=\"faq-answer\">\n            <p><span class=\"TextRun SCXW198600251 BCX0\" lang=\"EN-US\" xml:lang=\"EN-US\" data-contrast=\"auto\"><span class=\"NormalTextRun SCXW198600251 BCX0\">Kat&#8217;s framework limits AI screening to two use cases: initial yes-or-no questions with objectively correct answers, and follow-up questions to clarify ambiguous criteria in the maybe pile. In both cases, the machine gathers information and the human makes the decision. Screening bots should never be used for subjective questions or to make final screening decisions, and candidates should always be told when they are interacting with a bot.<\/span><\/span><\/p>\n          <\/div>\n        <\/div>\n\n        \n        <div class=\"faq-item card card-faq\">\n          <button \n            class=\"faq-question\" \n            data-target=\"faq_4\"\n            type=\"button\"\n          >\n            What is the biggest risk of AI screening in the hiring process?            <span class=\"icon\"><\/span>\n          <\/button>\n\n          <div id=\"faq_4\" class=\"faq-answer\">\n            <p><span class=\"TextRun SCXW90559076 BCX0\" lang=\"EN-US\" xml:lang=\"EN-US\" data-contrast=\"auto\"><span class=\"NormalTextRun SCXW90559076 BCX0\">Two risks stand out. First, vague or subjective screening questions mean the bot is measuring something other than job fit, often the candidate&#8217;s comfort with ambiguity or their ability to perform confidence under uncertainty. The candidates who do best in these interactions are not necessarily the best fit. Second, without transparency about the screening process, candidates cannot prepare appropriately, which further skews results toward performers rather than the best qualified applicants.<\/span><\/span><\/p>\n          <\/div>\n        <\/div>\n\n        \n        <div class=\"faq-item card card-faq\">\n          <button \n            class=\"faq-question\" \n            data-target=\"faq_5\"\n            type=\"button\"\n          >\n            What does good AI upskilling look like for an organization?            <span class=\"icon\"><\/span>\n          <\/button>\n\n          <div id=\"faq_5\" class=\"faq-answer\">\n            <p><span class=\"NormalTextRun SCXW249376908 BCX0\">Bank of America&#8217;s approach is Kat&#8217;s benchmark: center the training on judgment, not tools. The principle &#8220;never trust the yes&#8221; reflects a shift from teaching employees how to use AI to teaching them how to evaluate AI outputs critically. The skill that compounds over time is the human layer, the ability to decide whether an AI output is\u00a0<\/span><span class=\"NormalTextRun SCXW249376908 BCX0\">actually good<\/span><span class=\"NormalTextRun SCXW249376908 BCX0\">.<\/span><\/p>\n          <\/div>\n        <\/div>\n\n        \n        <div class=\"faq-item card card-faq\">\n          <button \n            class=\"faq-question\" \n            data-target=\"faq_6\"\n            type=\"button\"\n          >\n            What should HR leaders do to build resilience in their teams right now?            <span class=\"icon\"><\/span>\n          <\/button>\n\n          <div id=\"faq_6\" class=\"faq-answer\">\n            <p><span class=\"NormalTextRun SCXW151025181 BCX0\">Kat&#8217;s three principles for navigating uncertainty: ask for help, change direction effortlessly, and allow yourself and your team to quit what is not working without treating it as failure. In a fast-changing environment, the organizations that can\u00a0<\/span><span class=\"NormalTextRun SCXW151025181 BCX0\">course-correct<\/span><span class=\"NormalTextRun SCXW151025181 BCX0\">\u00a0quickly are better positioned than the ones that stay committed to a plan that is no longer serving them.<\/span><\/p>\n          <\/div>\n        <\/div>\n\n        \n      <\/div>\n    <\/section>\n\n    \n\n\n\n<p class=\"wp-block-paragraph\"><\/p>\n\n\n\n<h2 class=\"wp-block-heading\" class=\"wp-block-heading\" id=\"full-episode-transcript\"><strong style=\"color: transparent; visibility: hidden; opacity: 0;\">Full Episode Transcript<\/strong><\/h2>\n\n\n\n<p class=\"wp-block-paragraph\"><\/p>\n\n\n\n    <section class=\"faq-section toc-helper-accordion\">\n      <div class=\"faq-accordion\">\n\n        \n        <div class=\"custom-accordion-item\">\n          <button \n            class=\"faq-question\" \n            data-target=\"transcript_1\"\n            type=\"button\"\n          >\n            <h2 id=\"full-episode-transcript\"><strong>Full Episode Transcript<\/strong><\/h2>\n            <span class=\"icon\"><\/span>\n          <\/button>\n\n          <div id=\"transcript_1\" class=\"faq-answer\">\n            <p><b><span data-contrast=\"auto\">Geoff:<\/span><\/b><span data-contrast=\"auto\">\u00a0Welcome to the\u00a0Wellable\u00a0Weekly Podcast, where we cover the key topics and trends at the intersection of well-being, technology, and HR. I&#8217;m Geoff, and today we have a very special guest. Kat\u00a0Kibben\u00a0is a keynote speaker, bestselling author, and top voice on LinkedIn on hiring. Kat has\u00a0over 15 years\u00a0working alongside top brands like Zoom, Monster, and\u00a0Ollie. Kat teaches teams how to navigate change with confidence and build the kind of\u00a0resilience that leads to better decisions. Their work has been featured in the New York Times, NPR, and Forbes, and they are the\u00a0author\u00a0of two books, including This Was All an Accident and The Bounce Back Factor. Kat, welcome to the show.<\/span><span data-ccp-props=\"{}\">\u00a0<\/span><\/p>\n<p><b><span data-contrast=\"auto\">Kat:<\/span><\/b><span data-contrast=\"auto\">\u00a0Thank you for having me.<\/span><span data-ccp-props=\"{}\">\u00a0<\/span><\/p>\n<p><b><span data-contrast=\"auto\">Geoff:<\/span><\/b><span data-contrast=\"auto\">\u00a0Your company is called Three Ears Media \u2014 there\u00a0has to\u00a0be a story there.<\/span><span data-ccp-props=\"{}\">\u00a0<\/span><\/p>\n<p><b><span data-contrast=\"auto\">Kat:<\/span><\/b><span data-contrast=\"auto\">\u00a0Three Ears Media is named after two dogs with four ears. I always clarify that because the first time I didn&#8217;t, I had a wild conversation with someone whose dog&#8217;s ear was amputated. I started my company in a quick moment, literally did a spin in my chair, looked over at my dogs under a blanket, saw three ears sticking out \u2014 a lab with one ear that stands straight up and a little Boston Terrier with two ears \u2014 and thought, what if I do Three Ears? The domain was available and here we are almost nine years later.<\/span><span data-ccp-props=\"{}\">\u00a0<\/span><\/p>\n<p><b><span data-contrast=\"auto\">Geoff:<\/span><\/b><span data-contrast=\"auto\">\u00a0Nine years. You&#8217;ve become such a prominent voice on the human side of hiring and recruiting. How did that happen, especially in the age of AI?<\/span><span data-ccp-props=\"{}\">\u00a0<\/span><\/p>\n<p><b><span data-contrast=\"auto\">Kat:<\/span><\/b><span data-contrast=\"auto\">\u00a0I have one of those resumes that looks confusing, but if you see where I ended up, it all adds up. I started on the technology side working for Monster.com, understanding the relationship between candidates, recruiters, and the technology they use. From there I worked with HR technology companies, then became managing editor of a recruiting blog for five years where all I did was talk to smart people and write about what they did. I believe that&#8217;s always been the most powerful thing in recruiting, because there is no education pipeline into recruiting. We can&#8217;t assume every recruiter knows the same thing about what works, what doesn&#8217;t, or the data that drives it. After that I did employer brand copywriting for some of the biggest companies in the world, then started Three Ears Media to create my own path of training and education. I\u00a0believe making\u00a0hiring more\u00a0human\u00a0starts with a better baseline, setting expectations so we all agree on what good means and know how to execute it.<\/span><span data-ccp-props=\"{}\">\u00a0<\/span><\/p>\n<p><b><span data-contrast=\"auto\">Geoff:<\/span><\/b><span data-contrast=\"auto\">\u00a0What are companies getting most wrong about job postings right now?<\/span><span data-ccp-props=\"{}\">\u00a0<\/span><\/p>\n<p><b><span data-contrast=\"auto\">Kat:<\/span><\/b><span data-contrast=\"auto\">\u00a0A lot of companies say they want to stand out and then do nothing different. It has never been easier to create something generic that says a lot without saying anything. A few days\u00a0ago\u00a0I\u00a0searched\u00a0a tool that allows me to search 500 job boards. I typed &#8220;highly collaborative team\u00a0player&#8221; \u2014\u00a0the most generic cliche \u2014 and it appeared over 15,000 times. That creates a matching problem. If candidates are using AI to\u00a0match against\u00a0your posting and your posting is full of generic language, you get generic results. And candidates make one big faulty assumption: they decide whether they are qualified based on 100% of the job posting when recruiters don&#8217;t\u00a0actually believe\u00a0they need 100% of those things. I tell people: if you&#8217;re 60% or more qualified, go ahead and apply.<\/span><span data-ccp-props=\"{}\">\u00a0<\/span><\/p>\n<p><b><span data-contrast=\"auto\">Geoff:<\/span><\/b><span data-contrast=\"auto\">\u00a0What is the missing detail in most postings?<\/span><span data-ccp-props=\"{}\">\u00a0<\/span><\/p>\n<p><b><span data-contrast=\"auto\">Kat:<\/span><\/b><span data-contrast=\"auto\">\u00a0Scope and scale. The reason recruiters say no to people is usually not that they can&#8217;t do the job. It&#8217;s that they can&#8217;t do it at our scope and at our scale. Startup experience doesn&#8217;t always translate to enterprise. A highly niche industry doesn&#8217;t always translate to another. That scope and scale is how both sides of the equation can identify what they&#8217;re looking for and make the match. Most postings are lacking the specificity to help someone\u00a0actually understand\u00a0what is needed.<\/span><span data-ccp-props=\"{}\">\u00a0<\/span><\/p>\n<p><b><span data-contrast=\"auto\">Geoff:<\/span><\/b><span data-contrast=\"auto\">\u00a0You&#8217;re getting too many applicants. How much of that is the posting versus the platform?<\/span><span data-ccp-props=\"{}\">\u00a0<\/span><\/p>\n<p><b><span data-contrast=\"auto\">Kat:<\/span><\/b><span data-contrast=\"auto\">\u00a0I think people are blaming the wrong thing. If you&#8217;re getting too many unqualified candidates, there is a very high likelihood that you are not describing the requirements well. It is a matching system. Some percentage of your applicant pool is a bot that ran your job posting through a matching algorithm and\u00a0submitted an application. That is causing a longer-term problem most recruiters have not identified yet. A job posting is an AI building block. If you cannot explain what qualifies a candidate in a way anyone could understand, how do you generate accurate screening questions? How do you define interview criteria? It starts with defining what you&#8217;re looking for, and we are lacking sophistication in that area. 95% of AI recruiting projects are defined as failures, and I think poor job postings are a significant contributing factor.<\/span><span data-ccp-props=\"{}\">\u00a0<\/span><\/p>\n<p><b><span data-contrast=\"auto\">Geoff:<\/span><\/b><span data-contrast=\"auto\">\u00a0What do you make of AI screening tools and how should HR teams be using them?<\/span><span data-ccp-props=\"{}\">\u00a0<\/span><\/p>\n<p><b><span data-contrast=\"auto\">Kat:<\/span><\/b><span data-contrast=\"auto\">\u00a0I have seen a lot of poor execution. I think automation can fit into screening in two places and be highly efficient. Efficient meaning they get accurate information that helps you make the decision, because machines should never be making the decisions.<\/span><span data-ccp-props=\"{}\">\u00a0<\/span><\/p>\n<p><span data-contrast=\"auto\">The first place is the initial screen, but only on clear yes-or-no questions. Do you have a visa or authorization to work in the United States? Yes or no. That is universally understood. &#8220;Do you have collaboration skills?&#8221; is not a yes-or-no question and should never be in a bot screen. I call this intern-level screening: a question that someone with zero recruiting experience could ask, get a yes or no answer to, and make a yes or no decision on.<\/span><span data-ccp-props=\"{}\">\u00a0<\/span><\/p>\n<p><span data-contrast=\"auto\">The second use is on your maybes. You narrow 1,000 applicants to 200 people who could do the job, but only 50 fully meet your requirements. The other 150 in that pile \u2014 use screening to go out and clarify the criteria you were unsure about. The beauty of this is that if you\u00a0defined\u00a0what you need up front, it is easy to generate follow-up questions and execute that at scale.<\/span><span data-ccp-props=\"{}\">\u00a0<\/span><\/p>\n<p><b><span data-contrast=\"auto\">Geoff:<\/span><\/b><span data-contrast=\"auto\">\u00a0What are the pitfalls of over-relying on screening technology?<\/span><span data-ccp-props=\"{}\">\u00a0<\/span><\/p>\n<p><b><span data-contrast=\"auto\">Kat:<\/span><\/b><span data-contrast=\"auto\">\u00a0Two dimensions. First, we use tools for pre-screening when they are not asking the right questions. It doesn&#8217;t matter whether it&#8217;s a tool or a person \u2014 if you don&#8217;t ask the right\u00a0questions\u00a0you don&#8217;t get the right answers. Most of these tools are programmed around a belief of what good looks like at the largest scale, but every use case is unique. Second, we are not telling candidates they are talking to a machine, and we are not telling them how to thrive in an interaction with a machine. We assume people know how to talk to a bot. They don&#8217;t. We struggle to talk to other people and we are people. If a candidate doesn&#8217;t know they are talking to a bot and doesn&#8217;t know how to navigate that interaction, the people who perform best are going to be the ones who are good at making up answers, good at projecting confidence. You are measuring someone&#8217;s ability to talk autonomously, not their ability to do the job.<\/span><span data-ccp-props=\"{}\">\u00a0<\/span><\/p>\n<p><b><span data-contrast=\"auto\">Geoff:<\/span><\/b><span data-contrast=\"auto\">\u00a0Workers are absorbing nonstop change. Layoffs, RTO, AI reshaping roles. What does navigating change with confidence\u00a0actually look\u00a0like?<\/span><span data-ccp-props=\"{}\">\u00a0<\/span><\/p>\n<p><b><span data-contrast=\"auto\">Kat:<\/span><\/b><span data-contrast=\"auto\">\u00a0Bank of America&#8217;s AI upskilling approach really inspired me. The number one principle is never\u00a0trust\u00a0the yes. I love that. The first wave of AI education was all about skills \u2014 prompts, prompts, prompts. But now I think we are realizing that the quality of the prompt is not the problem. The quality of the human deciding whether the output is good is the problem. And that is what you see on LinkedIn: bots writing comments that all sound\u00a0exactly the same. The\u00a0upskilling\u00a0that matters now is building stronger behaviors that machines cannot replicate \u2014 judgment, critical thinking, the ability to decide if something is\u00a0actually good.<\/span><span data-ccp-props=\"{}\">\u00a0<\/span><\/p>\n<p><span data-contrast=\"auto\">The second thing is that it is all about people. I wrote The Bounce Back Factor before everyone was talking about AI replacing everyone. What I learned from running my company from the back of a van for three years is that there is no tool that solves all your problems. The fixes that work for people who live in normal situations don&#8217;t apply in unusual ones. What\u00a0does\u00a0work are tenants like: ask for help. Learn to change direction effortlessly. And sometimes, learn how to quit. Most people treat quitting like the big ugly Q word. But knowing when to change course is a skill, not a failure.<\/span><span data-ccp-props=\"{}\">\u00a0<\/span><\/p>\n<p><b><span data-contrast=\"auto\">Geoff:<\/span><\/b><span data-contrast=\"auto\">\u00a0Rapid fire: one thing HR leaders should stop doing immediately?<\/span><span data-ccp-props=\"{}\">\u00a0<\/span><\/p>\n<p><b><span data-contrast=\"auto\">Kat:<\/span><\/b><span data-contrast=\"auto\">\u00a0Copying and pasting their old job postings and thinking it will just work. You can&#8217;t tell me everything changed and then copy-paste the thing you used six to twelve months ago.<\/span><span data-ccp-props=\"{}\">\u00a0<\/span><\/p>\n<p><b><span data-contrast=\"auto\">Geoff:<\/span><\/b><span data-contrast=\"auto\">\u00a0Most overrated hiring trend?<\/span><span data-ccp-props=\"{}\">\u00a0<\/span><\/p>\n<p><b><span data-contrast=\"auto\">Kat:<\/span><\/b><span data-contrast=\"auto\">\u00a0The interview bot. The automated screening box. We think we are getting a better outcome when\u00a0actually we\u00a0are just materializing and creating consistency around bias.<\/span><span data-ccp-props=\"{}\">\u00a0<\/span><\/p>\n<p><b><span data-contrast=\"auto\">Geoff:<\/span><\/b><span data-contrast=\"auto\">\u00a0Any organizations doing it right?<\/span><span data-ccp-props=\"{}\">\u00a0<\/span><\/p>\n<p><b><span data-contrast=\"auto\">Kat:<\/span><\/b><span data-contrast=\"auto\">\u00a0Zapier&#8217;s recruiting team. Follow them, get on their newsletters. They are focused on results, not speed. Speed doesn&#8217;t matter if you are rushing toward the wrong result.<\/span><span data-ccp-props=\"{}\">\u00a0<\/span><\/p>\n<p><b><span data-contrast=\"auto\">Geoff:<\/span><\/b><span data-contrast=\"auto\">\u00a0Where can listeners find you?<\/span><span data-ccp-props=\"{}\">\u00a0<\/span><\/p>\n<p><b><span data-contrast=\"auto\">Kat:<\/span><\/b><span data-contrast=\"auto\">\u00a0I am the only Katrina Kibben in the world, so spell my name right and you will find me. My weekly blog is at threeearsmedia.com \u2014 Tuesdays I write about recruiting with one tip you can apply right now, no budget, no project required. Fridays I write a letter about life, because work-life balance is an illusion. It&#8217;s just you showing up\u00a0over and over again.<\/span><span data-ccp-props=\"{}\">\u00a0<\/span><\/p>\n<p><b><span data-contrast=\"auto\">Geoff:<\/span><\/b><span data-contrast=\"auto\">\u00a0Thank you so much, Kat. And for everyone listening to\u00a0Wellable\u00a0Weekly, you can find us on Apple Podcasts, Spotify, or wherever you get your podcasts. Thank you.<\/span><\/p>\n          <\/div>\n        <\/div>\n\n        \n      <\/div>\n    <\/section>\n\n    \n","protected":false},"excerpt":{"rendered":"<p>Wellable Weekly welcomes hiring expert and bestselling author Kat Kibben to share practical tips on writing better job postings, using AI screening tools without bias, navigating change with confidence, and what HR leaders should stop doing immediately.<\/p>\n","protected":false},"author":1,"featured_media":34786,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"_jetpack_memberships_contains_paid_content":false,"footnotes":""},"categories":[23],"tags":[],"class_list":["post-34785","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-podcasts"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v20.6 (Yoast SEO v27.7) - https:\/\/yoast.com\/product\/yoast-seo-premium-wordpress\/ -->\n<title>Do\u2019s &amp; Don\u2019ts of Modern Hiring with Kat\u00a0Kibben | Wellable<\/title>\n<meta name=\"description\" content=\"Wellable Weekly welcomes hiring expert and bestselling author Kat Kibben to share practical tips on writing better job postings, using AI screening tools without bias, navigating change with confidence, and what HR leaders should stop doing immediately.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.wellable.co\/blog\/kat-kibben-hiring-recruiting-ai-bias-job-postings-practical-tips\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Do\u2019s &amp; Don\u2019ts of Modern Hiring with Kat\u00a0Kibben | Wellable\" \/>\n<meta property=\"og:description\" content=\"Wellable Weekly welcomes hiring expert and bestselling author Kat Kibben to share practical tips on writing better job postings, using AI screening tools without bias, navigating change with confidence, and what HR leaders should stop doing immediately.\" \/>\n<meta property=\"og:url\" content=\"https:\/\/www.wellable.co\/blog\/kat-kibben-hiring-recruiting-ai-bias-job-postings-practical-tips\/\" \/>\n<meta property=\"og:site_name\" content=\"Wellable\" \/>\n<meta property=\"article:publisher\" content=\"https:\/\/www.facebook.com\/GetWellable\/\" \/>\n<meta property=\"article:published_time\" content=\"2026-07-15T11:12:38+00:00\" \/>\n<meta property=\"article:modified_time\" content=\"2026-07-15T16:32:48+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/www.wellable.co\/blog\/wp-content\/uploads\/2026\/07\/Dos-Dont-of-Modern-Hiring-with-Kat-Kibben.png\" \/>\n\t<meta property=\"og:image:width\" content=\"1920\" \/>\n\t<meta property=\"og:image:height\" content=\"1080\" \/>\n\t<meta property=\"og:image:type\" content=\"image\/png\" \/>\n<meta name=\"author\" content=\"Wellable\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:creator\" content=\"@getwellable\" \/>\n<meta name=\"twitter:site\" content=\"@getwellable\" \/>\n<meta name=\"twitter:label1\" content=\"Written by\" \/>\n\t<meta name=\"twitter:data1\" content=\"Wellable\" \/>\n\t<meta name=\"twitter:label2\" content=\"Est. reading time\" \/>\n\t<meta name=\"twitter:data2\" content=\"8 minutes\" \/>\n<!-- \/ Yoast SEO Premium plugin. -->","yoast_head_json":{"title":"Do\u2019s &amp; Don\u2019ts of Modern Hiring with Kat\u00a0Kibben | Wellable","description":"Wellable Weekly welcomes hiring expert and bestselling author Kat Kibben to share practical tips on writing better job postings, using AI screening tools without bias, navigating change with confidence, and what HR leaders should stop doing immediately.","robots":{"index":"index","follow":"follow","max-snippet":"max-snippet:-1","max-image-preview":"max-image-preview:large","max-video-preview":"max-video-preview:-1"},"canonical":"https:\/\/www.wellable.co\/blog\/kat-kibben-hiring-recruiting-ai-bias-job-postings-practical-tips\/","og_locale":"en_US","og_type":"article","og_title":"Do\u2019s &amp; Don\u2019ts of Modern Hiring with Kat\u00a0Kibben | Wellable","og_description":"Wellable Weekly welcomes hiring expert and bestselling author Kat Kibben to share practical tips on writing better job postings, using AI screening tools without bias, navigating change with confidence, and what HR leaders should stop doing immediately.","og_url":"https:\/\/www.wellable.co\/blog\/kat-kibben-hiring-recruiting-ai-bias-job-postings-practical-tips\/","og_site_name":"Wellable","article_publisher":"https:\/\/www.facebook.com\/GetWellable\/","article_published_time":"2026-07-15T11:12:38+00:00","article_modified_time":"2026-07-15T16:32:48+00:00","og_image":[{"width":1920,"height":1080,"url":"https:\/\/www.wellable.co\/blog\/wp-content\/uploads\/2026\/07\/Dos-Dont-of-Modern-Hiring-with-Kat-Kibben.png","type":"image\/png"}],"author":"Wellable","twitter_card":"summary_large_image","twitter_creator":"@getwellable","twitter_site":"@getwellable","twitter_misc":{"Written by":"Wellable","Est. reading time":"8 minutes"},"schema":{"@context":"https:\/\/schema.org","@graph":[{"@type":"Article","@id":"https:\/\/www.wellable.co\/blog\/kat-kibben-hiring-recruiting-ai-bias-job-postings-practical-tips\/#article","isPartOf":{"@id":"https:\/\/www.wellable.co\/blog\/kat-kibben-hiring-recruiting-ai-bias-job-postings-practical-tips\/"},"author":{"name":"Wellable","@id":"https:\/\/www.wellable.co\/blog\/#\/schema\/person\/f7c042b5403e555f4cd545a365023e71"},"headline":"Do\u2019s &amp; Don\u2019ts of Modern Hiring with Kat\u00a0Kibben","datePublished":"2026-07-15T11:12:38+00:00","dateModified":"2026-07-15T16:32:48+00:00","mainEntityOfPage":{"@id":"https:\/\/www.wellable.co\/blog\/kat-kibben-hiring-recruiting-ai-bias-job-postings-practical-tips\/"},"wordCount":1662,"publisher":{"@id":"https:\/\/www.wellable.co\/blog\/#organization"},"image":{"@id":"https:\/\/www.wellable.co\/blog\/kat-kibben-hiring-recruiting-ai-bias-job-postings-practical-tips\/#primaryimage"},"thumbnailUrl":"https:\/\/www.wellable.co\/blog\/wp-content\/uploads\/2026\/07\/Dos-Dont-of-Modern-Hiring-with-Kat-Kibben.png","articleSection":["Podcasts"],"inLanguage":"en-US"},{"@type":"WebPage","@id":"https:\/\/www.wellable.co\/blog\/kat-kibben-hiring-recruiting-ai-bias-job-postings-practical-tips\/","url":"https:\/\/www.wellable.co\/blog\/kat-kibben-hiring-recruiting-ai-bias-job-postings-practical-tips\/","name":"Do\u2019s &amp; Don\u2019ts of Modern Hiring with Kat\u00a0Kibben | Wellable","isPartOf":{"@id":"https:\/\/www.wellable.co\/blog\/#website"},"primaryImageOfPage":{"@id":"https:\/\/www.wellable.co\/blog\/kat-kibben-hiring-recruiting-ai-bias-job-postings-practical-tips\/#primaryimage"},"image":{"@id":"https:\/\/www.wellable.co\/blog\/kat-kibben-hiring-recruiting-ai-bias-job-postings-practical-tips\/#primaryimage"},"thumbnailUrl":"https:\/\/www.wellable.co\/blog\/wp-content\/uploads\/2026\/07\/Dos-Dont-of-Modern-Hiring-with-Kat-Kibben.png","datePublished":"2026-07-15T11:12:38+00:00","dateModified":"2026-07-15T16:32:48+00:00","description":"Wellable Weekly welcomes hiring expert and bestselling author Kat Kibben to share practical tips on writing better job postings, using AI screening tools without bias, navigating change with confidence, and what HR leaders should stop doing immediately.","breadcrumb":{"@id":"https:\/\/www.wellable.co\/blog\/kat-kibben-hiring-recruiting-ai-bias-job-postings-practical-tips\/#breadcrumb"},"inLanguage":"en-US","potentialAction":[{"@type":"ReadAction","target":["https:\/\/www.wellable.co\/blog\/kat-kibben-hiring-recruiting-ai-bias-job-postings-practical-tips\/"]}]},{"@type":"ImageObject","inLanguage":"en-US","@id":"https:\/\/www.wellable.co\/blog\/kat-kibben-hiring-recruiting-ai-bias-job-postings-practical-tips\/#primaryimage","url":"https:\/\/www.wellable.co\/blog\/wp-content\/uploads\/2026\/07\/Dos-Dont-of-Modern-Hiring-with-Kat-Kibben.png","contentUrl":"https:\/\/www.wellable.co\/blog\/wp-content\/uploads\/2026\/07\/Dos-Dont-of-Modern-Hiring-with-Kat-Kibben.png","width":1920,"height":1080,"caption":"Do's & Don't of Modern Hiring with Kat Kibben"},{"@type":"BreadcrumbList","@id":"https:\/\/www.wellable.co\/blog\/kat-kibben-hiring-recruiting-ai-bias-job-postings-practical-tips\/#breadcrumb","itemListElement":[{"@type":"ListItem","position":1,"name":"Home","item":"https:\/\/www.wellable.co\/blog\/"},{"@type":"ListItem","position":2,"name":"Do\u2019s &amp; Don\u2019ts of Modern Hiring with Kat\u00a0Kibben"}]},{"@type":"WebSite","@id":"https:\/\/www.wellable.co\/blog\/#website","url":"https:\/\/www.wellable.co\/blog\/","name":"Wellable","description":"Latest Research &amp; News in Wellness","publisher":{"@id":"https:\/\/www.wellable.co\/blog\/#organization"},"potentialAction":[{"@type":"SearchAction","target":{"@type":"EntryPoint","urlTemplate":"https:\/\/www.wellable.co\/blog\/?s={search_term_string}"},"query-input":{"@type":"PropertyValueSpecification","valueRequired":true,"valueName":"search_term_string"}}],"inLanguage":"en-US"},{"@type":"Organization","@id":"https:\/\/www.wellable.co\/blog\/#organization","name":"Wellable","url":"https:\/\/www.wellable.co\/blog\/","logo":{"@type":"ImageObject","inLanguage":"en-US","@id":"https:\/\/www.wellable.co\/blog\/#\/schema\/logo\/image\/","url":"https:\/\/www.wellable.co\/blog\/wp-content\/uploads\/2022\/06\/favicon-wellable.webp","contentUrl":"https:\/\/www.wellable.co\/blog\/wp-content\/uploads\/2022\/06\/favicon-wellable.webp","width":155,"height":157,"caption":"Wellable"},"image":{"@id":"https:\/\/www.wellable.co\/blog\/#\/schema\/logo\/image\/"},"sameAs":["https:\/\/www.facebook.com\/GetWellable\/","https:\/\/x.com\/getwellable","https:\/\/www.linkedin.com\/company\/wellable-inc-\/","https:\/\/www.youtube.com\/channel\/UCtTLlvZR-tKRBcb32l-rFXg"]},{"@type":"Person","@id":"https:\/\/www.wellable.co\/blog\/#\/schema\/person\/f7c042b5403e555f4cd545a365023e71","name":"Wellable","image":{"@type":"ImageObject","inLanguage":"en-US","@id":"https:\/\/secure.gravatar.com\/avatar\/acf8de6b4e70889e608d47410dcdc1ac0fea5050a1d89c468bea5ae977f4eda7?s=96&d=mm&r=g","url":"https:\/\/secure.gravatar.com\/avatar\/acf8de6b4e70889e608d47410dcdc1ac0fea5050a1d89c468bea5ae977f4eda7?s=96&d=mm&r=g","contentUrl":"https:\/\/secure.gravatar.com\/avatar\/acf8de6b4e70889e608d47410dcdc1ac0fea5050a1d89c468bea5ae977f4eda7?s=96&d=mm&r=g","caption":"Wellable"},"sameAs":["http:\/\/34.168.145.72"],"url":"https:\/\/www.wellable.co\/blog\/author\/wellable-admin\/"}]}},"jetpack_featured_media_url":"https:\/\/www.wellable.co\/blog\/wp-content\/uploads\/2026\/07\/Dos-Dont-of-Modern-Hiring-with-Kat-Kibben.png","jetpack_sharing_enabled":true,"_links":{"self":[{"href":"https:\/\/www.wellable.co\/blog\/wp-json\/wp\/v2\/posts\/34785","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.wellable.co\/blog\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.wellable.co\/blog\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.wellable.co\/blog\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/www.wellable.co\/blog\/wp-json\/wp\/v2\/comments?post=34785"}],"version-history":[{"count":19,"href":"https:\/\/www.wellable.co\/blog\/wp-json\/wp\/v2\/posts\/34785\/revisions"}],"predecessor-version":[{"id":34808,"href":"https:\/\/www.wellable.co\/blog\/wp-json\/wp\/v2\/posts\/34785\/revisions\/34808"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.wellable.co\/blog\/wp-json\/wp\/v2\/media\/34786"}],"wp:attachment":[{"href":"https:\/\/www.wellable.co\/blog\/wp-json\/wp\/v2\/media?parent=34785"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.wellable.co\/blog\/wp-json\/wp\/v2\/categories?post=34785"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.wellable.co\/blog\/wp-json\/wp\/v2\/tags?post=34785"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}