06Jun

You can thank Julius Caesar for tomorrow. Borrowing from the Egyptians, he decreed that an extra day would be added to the calendar every four years. Thus Leap Day was born.

It wasn’t a perfect solution to figuring out what day it was, but it worked fine until the 1500s when religious holidays had drifted 10 days off the mark. Pope Gregory fixed that problem by eliminating Leap Day in most century years. We had one in 2000 but the next time a year ending in 00 has a Leap Day, it will be 2400.

As befits a day that comes only once in four years, all sorts of customs and traditions and, naturally, superstitions have become associated with February 29.

Way back in 5th century Ireland, St. Patrick decreed that on Leap Day women could propose marriage to me. At some point, the tradition crossed into Scotland where, 700 years later, a law was passed not only permitting the proposing, but imposing a fine on bachelors for refusing.

The Greeks see it a little differently, considering it unlucky to get married on Leap Day. In Denmark, tradition requires a man refusing a Leap Day proposal to buy the woman 12 pairs of gloves. Supposedly this was to hide the fact she got no ring.

Being born on Leap Day is either considered lucky or disastrous. The Scots have a saying that “Leap year was never a good sheep year” and will lament a child born on Leap Day as condemned to a life of suffering.

Astrologers and statisticians say it’s a lucky thing to be born on Leap Day. Mathematically, you have only a 1-in-1,461 chance of being a leapling, which is what they call those born on Feb. 29. Only about 5 million people worldwide are estimated to be leapers, all of them eligible to join the exclusive Honor Society of Leap Year Day Babies.

Should you wish to celebrate Feb. 29th more officially, the southwest city of Anthony holds an appropriate festival every four years. The city of 5,700 straddles the Texas New Mexico border and calls itself the Leap Year Capital of the World.   

Photo by Adi Goldstein on Unsplash

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How to Keep Candidates Engaged During the Hiring Process

It’s no secret that hiring processes have changed and adapted over the years, especially within the last three. As a recruiter or hiring manager, it can be difficult to keep your candidate engaged throughout every step. However, it is also your responsibility to maintain communication, facilitate smooth transitions, and provide answers when necessary.

Scheduling & communication

Prior to meeting with a candidate, try to determine how the timeline could potentially play out. This means setting times aside for phone screenings, interviews, decision making, and onboarding processes. Not every candidate is going to make it to the end, but setting a schedule in advance will keep you accountable throughout the process. Not only will you be prepared for every stage, but you won’t waste any of your candidate’s or your own time.

This is also true in terms of strong communication. There is nothing more that can deter a good candidate away from a role than lack of communication. As the first person they meet with, it’s critical that you hold proactive conversations about interviews, the company, and where they are in the hiring process, especially if there are multiple rounds being held. If your candidate has questions at any point, answer as swiftly and concisely as possible. Never ghost your candidate! Ignoring or forgetting is not only unprofessional, but can create a poor reputation for yourself moving forward.

Many candidates complain about the lack of updates while applying and interviewing for jobs. Even if you’re not sure about the next step with a candidate, it’s advised to still respond to them after receiving their application or resume. A simple acknowledgement will provide them some reassurance.

Company knowledge

Candidates want to know their recruiter or hiring manager is knowledgeable about the company they’re interviewing with. For instance, be sure to remind them of the company benefits, culture, mentorship and growth opportunities, tuition reimbursement, and other perks you may know about.

Additionally, if you’re aware of how the company tends to initiative their interviews, remain transparent about that as well. Let your candidate know who will be conducting the interviews, what type of questions they may ask, and approximately how long each interview will last.

If your candidate eventually accepts an offer, you should still be maintaining communication during their onboarding process. You want to remain approachable and knowledgeable while they are filling out paperwork, determining their benefits, and preparing for their first day. This will not only set the tone for the beginning of their career at their new company, but assures them that you will always be a reliable and communicative contact in the future.