Steve Fogarty

Absolutely spot-on! 🚀 Partnering with a recruiting agency like Next Level Impacts isn't just about filling positions—it's about transforming your hiring process and gaining a strategic advantage in a competitive market. Our latest blog, "The Power Of Partnership: How Recruiting Agencies Supercharge Your Hiring," showcases how we can help you find the top talent that will drive your business forward. Don't miss out on these insights! Check out the blog and discover the power of partnership. #Hiring #Recruiting #TopTalent #NextLevelImpacts

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Build a Strong Talent Pipeline with Staffington! Struggling to create a sustainable talent pipeline?  Follow these 4 key tips to attract, engage, and retain top talent: 1️⃣ Define Candidates: Know exactly what you need. 2️⃣ Engage Early: Build meaningful relationships from the start. 3️⃣ Leverage Referrals: Tap into your team's network for trusted candidates. 4️⃣ Stay Connected: Keep potential hires engaged and interested. At Staffington, we empower businesses to create efficient and long-lasting recruitment strategies. Let us help you transform your hiring process! 💼 👉 Learn more at www.staffington.net #TalentPipeline #HiringTips #Staffington #SmartRecruitment

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Intermountain has introduced the concept of 'gig work,' an innovative approach to personal growth and career development. These mini-projects allow employees to expand their skill sets and venture into new areas of the organization. The initiative has seen positive results, with every participant staying within the company, showcasing the power of this strategy in enhancing job satisfaction and retention. What do you think of gig work? #healthcareworkforceshortage #gigwork  

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In a world of automation and algorithms, I’ve built my recruiting practice around something simple but powerful: 𝘁𝗮𝗹𝗸𝗶𝗻𝗴 𝘁𝗼 𝗽𝗲𝗼𝗽𝗹𝗲. The talent space is drowning in tools claiming to revolutionize hiring—platforms that scrape data, rank resumes, and automate outreach, promising to streamline the process, lower costs, and make faster, better matches. So why does it feel like these tools are wasting so much of our time? Look at the state of hiring right now:   • AI-powered ATS systems block qualified candidates from ever being considered.   • Talent Acquisition teams are drowning in mismatched, unqualified, or outright fake applications.   • Companies spend more than ever to find the people they need to grow. Is there a better way? When I conduct a talent search, I’m tapping into years of investment—building relationships, and curating a network of incredible talent. That means I can often fill critical roles in days, not weeks, because I already know people who can deliver. And when I reach out to people I don't yet know, it's generally an excellent use of time, if only because we both add someone interesting to our network. This approach isn’t just human—it’s efficient. It respects everyone’s time and focuses on what actually works. In my career, I’ve placed hundreds of candidates into life-changing roles. And every single time, it’s because I leaned into the human side of this business. That’s the approach I’ll always take—no matter how much the world automates. Does this resonate with you? Is all this automation just proving that human connection is the most important thing we have?

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🚀 Data = Recruiting Game Changer 🎯 Recruiters, are you ready to power-boost your hiring strategy? Imagine having the keys to unlock a treasure trove of insights and using them to land top talent effortlessly! 🌟 📅 Dive in with me, and industry experts Amy Silverman, the Director of Recruiting at Chime, and Brittany Mitlo, the Director of TA at Duolingo as we unravel the secrets of data-driven recruitment in our not-to-be-missed webinar! Whether you're a seasoned pro or a rising star in talent acquisition, this event is your golden ticket to revolutionizing the way you use data to recruit. 🎫 ✨ What's in store? - Introductions: A quick hi and hello to network and set the scene - Expert Presentation: Indulge in 30 mins of pure, unfiltered knowledge from top industry leaders. - Q&A: Got burning questions? Get them answered! 5 mins Don't miss out! Even if you can't join us live, sign up to receive the webinar recording delivered straight to your inbox. 📬 👉 Register now: https://lu.ma/rk0zibk8 And hey, while you're at it, follow us on LinkedIn for all the latest updates and events. Your future hires will thank you! 🌈 Covey

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Struggling to find time to connect with top talent? Traditional scheduling creates roadblocks in your hiring process, slowing down your ability to find and secure the best candidates. Introducing moCal, the smart time scheduling app that empowers you to close hires faster! moCal streamlines the interview scheduling process, freeing up your team's time to focus on what matters most - building relationships with high-potential candidates. Here's how moCal can take your hiring process to the next level: Increase initial screens by 100%: Automate interview scheduling and eliminate email back-and-forth, allowing you to connect with more qualified candidates. Reduce time-to-hire: moCal gets the right people in front of you faster, speeding up the entire recruitment cycle. Land your ideal candidates: Create a positive candidate experience by offering a seamless and efficient scheduling process. Stop wasting time on scheduling and start closing deals! Claim your FREE 30-day trial today at https://lnkd.in/dFp8BE_6 and see the difference! - - - #moCal #RecruitingAutomation #TalentAcquisition #HiringEfficiency #HRTech #CandidateExperience #IncreaseInitialScreens #CloseHiresFaster #FreeTrial #RecruitmentSoftware #smartscheduler

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Exciting news! A little over a year ago, we set out to solve a big challenge internally. How can we make our search process faster, more efficient, and deliver higher-quality candidates. That’s when we started building ScoutPath, a tool designed to streamline every aspect of our search process. We’re still in the early stages of testing it internally, but we’re already seeing positive signs of improvement: - Greater efficiency - More streamlined workflows - And the potential to manage more searches with higher quality Because of this, we can do a lot more executive level searches faster and better than ever before. Which allows us to continue living our purpose of connecting more people and companies to work that matters. But along the way, we realized something... One part of this tool had the potential to make a huge impact not just for us, but for companies everywhere. Here’s why. Most companies struggle with one of the most critical steps in hiring... 𝗪𝗵𝗶𝗰𝗵 𝗶𝘀 𝗱𝗲𝗳𝗶𝗻𝗶𝗻𝗴 𝘀𝘂𝗰𝗰𝗲𝘀𝘀 𝗶𝗻 𝘁𝗵𝗲 𝗿𝗼𝗹𝗲. We’ve seen it time and time again. Job descriptions are often vague, filled with a laundry list of responsibilities that don’t truly capture what success looks like. Stakeholders aren’t aligned, and companies end up hiring based on a guess rather than a clear vision. That’s where the Role Visioning and Success Outcome Design process comes in. This methodology has been a core part of the Y Scouts process since 2012, and now we want to share it with you through ScoutPath. We’re offering this externally because we’ve seen firsthand how it transforms hiring. By clearly defining what success looks like in the first 12 to 18 months, and aligning all stakeholders around that vision, you ensure that every hire isn’t just a fit for the company and the specific role...but they’re set up to thrive. We’re in the testing phase now and are looking for companies to try it out completely free. All we ask is that you provide us some feedback after using it to help us improve. So if you are currently hiring for any role within your organization and would like to test out ScoutPath, please DM me and I'll send you the link.

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Things are on fire over here at FlanStaff!! 3 Hires in 3 months! Know why? Because we headhunt amazing talent like Joanna! Take a look at her background below! Joanna – Director of Marketing – Bay Area  Headhunter Prescreen Notes: Joanna was amazing to speak with! She is a Director of Marketing and has been in the energy business for over 12 years! She is a Harvard grad who has led and built large teams. She is very tenured in the Communications area and has a strong growth marketing and lead generation background. She is very familiar with the clean energy space and wants to join an organization that promotes a better world! Resume Highlights Extensive Marketing Leadership: Demonstrated track record of success in senior marketing roles, including Director of Marketing at an Energy Industry Company, where Joanna led comprehensive marketing strategies encompassing digital marketing, branding, internal communications, public relations, and media relations. Proven Strategic Vision: Developed and executed editorial calendars and messaging strategies, ensuring consistency across multiple channels to effectively deliver company messages and drive business objectives forward. Industry Expertise: Deep understanding of the solar, microgrid, and mobility markets, evidenced by successful initiatives such as organizing thought leadership events, negotiating contracts with marketing agencies, and fostering strategic partnerships. Innovation and Results: Spearheaded innovative marketing initiatives resulting in tangible outcomes, such as doubling website visitors and lead generation, securing significant media coverage in top-tier outlets, and orchestrating successful product launches and rebranding efforts. Collaborative Leadership: Known for building and leading high-performing teams, leveraging cross-functional collaboration to maximize resources, and effectively managing budgets and external relationships to achieve organizational goals. If I can set up a time for Joanna to interview with your team! Feel more than welcome to DM me or email [email protected]! #FlanStaff #Content #Marketing #Communications #Cleanenergy #renewableenergy #brand #hiring #imhiring

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A hiring project has started! Everyone is onboard that this role needs to happen, the team is assembled, and interviews underway. Candidates keep moving through the process. But the hire just isn't quite happening. What's going on? Hiring is often tripped up by poor communication, shifting priorities and different stakeholder needs. Sharpen the saw, and focus on your Key Criteria - write down 5-10 simple, clear criteria that you can objectively assess in candidates. Everyone's interviews should focus on part of the Key Criteria in some manner. If another criteria is introduced (or removed), adjust your Key Criteria and discuss and re-circulate it with the team. Focus, communicate and align, and iterate as needed. See an example Key Criteria in these Top Ten hiring process tips->

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Feeling overwhelmed by a slow, clunky hiring process? Struggling to find the perfect fit for your open roles? You're not alone. In today's competitive market, traditional recruiting methods just don't cut it. Here's how a data-driven recruiting strategy can transform your hiring: Identify hidden talent pools: Uncover the best candidates, even if they haven't applied directly. Streamline your process: Eliminate bottlenecks and get hires on board faster. Make smarter decisions: Data-backed insights help you choose the right person for the job, every time. #recruiting #talent #hr #futureofwork #HRTips

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According to the latest Hourly Hiring HR.com report, 60% of companies struggle to find quality candidates in high-volume hiring. Outsourcing your recruitment process to experts who can leverage a national network of candidates and tech-driven solutions can be the key to bridging that gap.

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One of the key elements of modern talent sourcing is programmatic job advertising – a term ported over from the marketing realm – which automates the job ad buying process and offers HR teams data-driven decision-making and real-time adjustments. As the recruitment landscape becomes more performance-driven and transparent, programmatic job advertising is increasing in popularity and utility. #JobAdvertising #Recruiting #Automation

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Attracting top talent starts with ensuring that your hiring process is truly fair. In the latest episode of the "Oops! I’m Biased Podcast," by Equalture, I had the pleasure of joining the conversation. We dived deep into what fairness in recruitment really means and why it's a game-changer for your organisation. We covered crucial topics like: - The Institute of Recruitment’s pivotal role in promoting fair hiring practices - Why fairness in recruitment matters now more than ever - The common mistakes that often derail companies from achieving true fairness - Proven strategies for auditing and enhancing your recruitment processes - Practical advice that every recruiter and HR professional can implement today If you’re committed to building a fair and successful hiring process, this episode is a must-listen. Tune in on the link below, and let’s work together to make your recruitment process the best it can be. #Fairness #Recruitment #BiasConscious

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Why recruitment? Why remote hiring in a crowded space? At motively.io, we’re focused on a niche within a niche—remote hiring for talent from underexplored markets like Pakistan. Yeah, it’s competitive, and there are big players out there, but to me, that shows real potential here. We’re still a small team of two, but I believe there is a shift coming where more companies will start looking to remote talent from underexplored talent markets. It won’t be 100% remote teams, but as the world gets more connected, more companies will see the value in remote talent as part of their team structure. it’s already happening, and I think it’ll only keep growing. Right now, we’re in a test phase, working with a few clients and learning as we go. We’re bootstrapping this because we believe quality is built through real connections and handpicked matches. tech has a role, and we’ll get there, but for now, it’s about high-quality, personalized placements. and the biggest win? Seeing the talent thrive—watching them grow in roles where they’re valued and seeing clients benefit from the skills and drive they bring. That’s what makes it all worth it. for now, we’re keeping it simple: execute, deliver, and keep building.

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How is outbound recruitment different in 2024? 🤔 The talent market that's been oscillating wildly between hot and cold may finally be stabilizing. 🚀 Our Ultimate Guide to Outbound Recruiting in 2024 explores how agencies and recruiters can prepare for the current talent opportunity. 💡 Discover the fundamental frameworks to build your outreach strategy, channels to prioritize, and creating a compelling pitch. 🤝 ➡ https://bit.ly/3RNqJk1

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HEY, RECRUITERS! Giving bad news to a candidate, having to be transparent with a client about their reputation on the street, and other difficult conversations can be challenging. Question for you: What is your best tip to convey difficult or challenging news to someone in your recruiting process? BONUS! Listen to Danny Cahill, Mike Gionta, and I talk about "Having Difficult Conversations With Candidates and Clients" in our latest podcast episode. Here is the fourth video in our monthly podcast series, The Recruiting Coaches' Corner. https://lnkd.in/eRUzBJzy #recruiting #recruitertraining #development

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