Reflections: the stoic way!

Navigating emotionally deep, personally challenging, and organizationally burdening situations through these lenses: the Kubler-Ross, Lewin, and ADKAR models. Dr. Elisabeth Kübler-Ross,  her 1969 book On Death and Dying... On Death and Dying: What the Dying Have to Teach Doctors, Nurses, Clergy, and Their Own Families ... The Kübler-Ross model (also called the Five Stages of Grief ) is a psychological framework that explains how people typically emotionally respond to loss or major change . Originally introduced by Dr. Elisabeth Kübler-Ross in her 1969 book On Death and Dying , it is now widely used beyond bereavement — including organizational change, layoffs, illness, divorce, failure, and career transitions . Stages of Grief - The Loss Foundation 🌱 The Five Stages of the Kübler-Ross Model 1️⃣ Denial “This can’t be happening.” Shock or disbelief Avoiding facts or minimizing the situation A temporary defense mechanism 📌 In workplaces: Employees may ignore announc...

  “Breaking Free from Stone-Age ATS: Why AI-Powered Recruiting Platforms Are the Future” Recruiting has evolved, but many organizations are still shackled to outdated Applicant Tracking Systems (ATS) that function as glorified data-entry platforms. Tools like SuccessFactors, Taleo, or Workday were built for compliance and pipeline management—not for delivering insights or enhancing candidate experience. They often feel like black holes where data goes in but actionable intelligence never comes out. Enter AI-enabled recruiting platforms like Uniphore’s Q for Recruiting , which redefine hiring excellence. These platforms don’t just store data—they transform it into insights and actions that matter. Why Q for Recruiting Stands Out: Smart Summarization: Automatically condenses resumes and job descriptions, suggesting interview questions to reduce manual effort. Automated Interview Prep: Creates structured questions, summaries, and notes, ensuring consistency and saving time. Context...

Recruiting for technology roles has always been a high-stakes game. If sourcing and screening go well, recruiting wins; if not, it’s a black hole. These two functions are the backbone of hiring—everything else is communication. But in the age of Generative AI and Large Language Models (LLMs) , the rules have changed. The Old Way: Conventional Tech Recruiting For decades, recruiters relied on: Boolean searches on job boards and LinkedIn. ATS keyword matching for skills and experience. Hygiene checks like education, years of experience , and past employers. While these methods worked, they were rigid and often failed to capture the nuances of evolving tech roles. Recruiters were constantly playing catch-up with new stacks, frameworks, and delivery models. The Modern Way: AI-Powered Recruiting Enter LLMs and AI-driven platforms —game-changers for sourcing and screening. These tools don’t just match keywords; they understand context , generate structured outputs , and scale personalizati...