Allen Beers

How a hiring manager/s treat and rely on their internal TA teams provides a great deal of insight to the relationship before establishing a partnership with a client. - What’s the hiring manager/s perception of the internal TA team? - What’s TA’s perception of the hiring manager/s? Every hiring manager will claim their hiring needs are urgent, but do their actions show that? Internal TA teams will categorize hiring manager/s on the following: - How does this hiring manager compare to other hiring manager on making timely decisions? - Does this manager want 3,4,5 rounds of interviews where the process can be completed in 2? - Are they willing to invest the time to ensure an efficient and timely interview process? - Do they pre-determine who will be involved in the interview process? - Do they schedule update calls to drive process? - Do they provide timely feedback within 24 hours to the respective parties to keep the recruitment process fluid? … and so on. Hiring Managers are expected to be experienced interviewers. By the time an interview is complete, you’ve most likely determined, subconsciously atleast, if you want to pass on the candidate or move forward. Communicate this. The most successful relationships I’ve ever had with my clients sheds light into the business and HR/TA. Understanding both of their perspectives and challenges, creating a unique opportunity to provide a solution that is mutually beneficial. Often times, the business wants results immediately and HR/TA wants to deliver those results in an efficient manner ensuring checks and balances are in order. COMMUNICATION IS KEY. Even over communication at first to establish credibility and trust is required. Internal TA teams want what’s best for the business. Hiring managers, do all that you can to consistently align with your internal TA partners. You’re all on the same team. TalentoHC #BuildYourBestTeamYet

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As many of you know, Prelude's shutdown by Calendly caused a lot of movement in the interview scheduling space as many TA teams look for a new solution. Many amazing Prelude customers have migrated to Guide in recent months and we’re working hard to make the transition even easier for anyone looking for a new solution. Here's a few things we're doing: 👉 1. For Prelude organizations, Guide will match or beat your current pricing terms so you don’t have to ask finance for additional budget. 👉 2. The Guide product team will migrate your Prelude data for you (interviewer pools, etc) so you can avoid any repeat work and launch quicker. 👉 3. We’ll also prioritize your launch date on Guide's implementation calendar to meet any contract/switching deadlines you might have, and help you focus on other things :) 💥 And the kicker (or teaser, really): stay tuned for an exciting announcement soon about some familiar faces joining the Guide team. If you’re using Prelude and looking for new scheduling software, DM me. I’ll personally show you around Guide and share why teams like Duolingo, MongoDB, Openly, Strava, Glossier, Inc. and many more are making the switch.

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60% of TA leaders now identify skill shortages as their top issue. Hiring for traits rather than skills has many benefits from cultural fit, to longer-term potential. AMS PSR’s ‘Recruit, Train, Deploy’ model based on hiring for character traits over specific skills, led to a *97% retention rate throughout the duration of the assignments and of the cohorts that have converted to permanent positions, *48% are elevated to a more senior positions within 2 years. Learn more about this new approach: https://lnkd.in/eqyBRkcS #Talent #HR #Skills #Hiring #AMSExpertInsights

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Transform Your Hiring Strategy with Fractional Recruiting Experts from FosterThomas! In today’s fast-paced business world, the need for top-tier talent is more critical than ever. But what if your company isn’t ready for the commitment of a full-time recruiting team? That’s where fractional recruiting comes in! At FosterThomas, we understand the challenges companies face in finding the right talent quickly and efficiently. Our team of recruiting experts offers the perfect solution. Here’s how we can help: Flexibility: Scale your recruiting efforts up or down based on your current needs. Whether you’re looking to fill one position or an entire department, we’ve got you covered. Expertise: Our recruiters are seasoned professionals with deep industry knowledge. They know where to find the best candidates and how to attract them to your organization. Cost-Effective: Save on the overhead costs of a full-time recruiting team. Our fractional recruiters work as an extension of your HR department, providing high-quality services without the full-time expense. Speed: Accelerate your hiring process. With our extensive network and proven strategies, we can help you fill critical roles faster, ensuring your team stays on track to meet its goals. Partner with FosterThomas and leverage the power of fractional recruiting to achieve your business objectives without compromising on quality or efficiency. Connect with Heather A. Sandell to discuss how we can help your organization thrive with the best talent on board! Visit our website www.FosterThomas.com, email us at [email protected], or message us on LinkedIn for more information! #FosterThomas #FosterThomasSuccess #FractionalRecruiting #HCM

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Frontline hiring, elevated by data that matters 📈 We've partnered with Labor Titan and Jason Krantz to bring you insights that will transform how you build your team. Our 2024 Benchmark Report captures the pulse of frontline hiring from January to June, spanning behavioral health, delivery, fast food, nursing, and transportation. Discover how top employers are reducing time-to-hire from weeks to days. Drive smarter hiring decisions with your frontline. Dive into frontline hiring data and download our 2024 benchmark report. https://lnkd.in/gxwS7PKS

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🌟 **Discover the Truth Behind Recruiting Agencies!** 🌟 Our very own Emily Benedit dives deep into the 5 most common myths about working with recruiting agencies and reveals the true value they bring. From cost-effective solutions to high-quality candidates, Next Level Impacts is here to revolutionize your hiring process. 👩‍💼 **Read Emily's insights and learn more:** www.nextlevelimpacts.com #Recruiting #MythsDebunked #TalentAcquisition #NextLevelImpacts

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This time of the year there is always a lot of talk about supporting small businesses when doing your holiday shopping. I want to remind folks that utilizing small service providers (Like Hinge Talent!!) is also very important! Working with a small independent staffing firm like ours can offer several distinct advantages over larger staffing agencies. Here are some key benefits: 1) Personalized Service: Small firms often provide a more personalized experience. We take the time to understand both clients' needs and candidates' aspirations, leading to better matches and long term relationships 2) Faster Response Times: Smaller agencies can be more agile, allowing for quicker decision-making and faster placement times. This can be crucial in fast-paced industries where time is of the essence. 3) Strong Relationships: With fewer clients, small firms can build deeper relationships with both employers and job seekers. This familiarity leads to a better understanding of specific needs and company cultures. (IE - we actually KNOW the hiring manager and are working directly with them!) 4) Greater Flexibility: Independent firms are often more willing to adapt their processes to fit the unique needs of their clients, offering customized solutions that larger firms may not provide. 5) Community Focus: Small firms often prioritize local businesses and talent, contributing to the growth of the local economy. This focus can create a sense of community and support for job seekers. 6) Culture Fit: Independent staffing agencies often emphasize the importance of cultural fit, taking the time to match candidates not just on skills, but on values and work styles as well. 7) Accountability: Smaller firms may offer a more transparent process and be more accountable for their placements, as they are directly invested in the success of both clients and candidates. To learn how we can support your holiday hiring and beyond... let's chat! [email protected]

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THE ROLE OF LINKEDIN IN MODERN RECRUITING STRATEGIES Remember the days of endless cold call? Modern recruiting has ditched the outdated playbook for a dynamic new strategy. And the secret weapon? It's not hidden in a desk drawer it's emblazoned in a bold blue banner LINKEDIN. This platform has transformed the recruitment landscape, offering a treasure trove of qualified talent and a direct line to their aspirations. So, ditch the outdated methods and get ready to unlock the true power of LinkedIn recruiting. LinkedIn allows recruiters to move beyond generic job postings and target candidates with laser focus. By leveraging its sophisticated search features, recruiters can pinpoint individuals with the exact skills, experience, and even company history that perfectly aligns with their open positions. LinkedIn profiles offer a window into a candidate's full potential. Recruiters can delve deeper than a traditional resume, gleaning insights from recommendations, project descriptions, and even a candidate's content creation history. The power of LinkedIn goes beyond simply filling vacancies. It fosters genuine connections between recruiters and potential candidates. By engaging with profiles, commenting on posts, and sending personalized messages, recruiters can build rapport and position their company as a desirable employer. A company's LinkedIn profile is no longer an afterthought. It's a powerful tool for employer branding. By showcasing company culture, employee success stories, and thought leadership content, recruiters can attract high-caliber candidates who resonate with the company's mission and values. In essence, LinkedIn has redefined the role of recruiting in the modern era. By embracing its capabilities, recruiters can move beyond the limitations of traditional methods and build a robust talent pipeline, attract exceptional candidates, and ultimately, shape the future of their organization's success. 🎥:Tech is the new black

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💡 Looking to master Pay-for-Performance (PFP) recruitment? Our Monster Hiring on-demand webinar is here to help! Discover how to find the right talent faster, optimize your job postings, and improve your ROI—all at your own pace. With expert insights on PFP strategies, you'll learn how to boost your recruitment game in a competitive market. Watch anytime and get tips on what works best for today's talent acquisition teams. 👉 Catch the webinar here: https://lnkd.in/eeZfRD42 #monster #hiring #recruitment #PFP #talentacquisition #webinar

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If you’re a head of talent acquisition or a VP of talent acquisition, I want to talk about your talent acquisition model. You see, whatever your model, in-house, agency or RPO there are gaps. And those gaps go beyond just having more recruiters or TA Partners. #itsthemodel #talentacquisition #fillthegap

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CRO = everyone knows Conversion Rate Optimization not many know: TRO = Talent Recruitment Optimization Have you optimized your Talent recruitment yet for 2024? If you're looking to avoid seeing hundreds of unqualified candidates for an opening and only see the best candidates on the market, then book an appointment. While you're enjoying your long weekend I'll be networking your open opportunities.

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🔍 The Trick to Accurate Pay Benchmarking: Avoiding Data Pitfalls! HR leaders, transparent and accurate pay benchmarking is essential for building trust and ensuring alignment in your pay strategies. Avoiding common data pitfalls is key to maintaining competitive and equitable compensation structures, but it’s also about equipping managers and employees with the understanding they need to feel confident in those numbers. With our CompAware curriculum, we provide insights and tools to help you navigate data pitfalls, enhance transparency, and foster meaningful conversations about rewards. Through CompAware, your team gains the skills to tackle benchmarking challenges effectively, ensuring that compensation decisions align with market standards and resonate with your workforce. Ready to refine your benchmarking practices? Explore CompAware today for resources that support an optimized, transparent compensation strategy! 💼✨ #PayBenchmarking #CompensationStrategy #Transparency #CompAware #HRInsights

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Finding top tech talent fast without sacrificing quality isn’t easy, but RPO AI helped GoodRx do just that—15+ tech roles filled in just a few months. Let’s discuss how RPO AI can make a difference for your team. #RPOAI #GoodRxSuccess #TechRecruitment #HiringSolutions

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April CandE Pulse Research: The Recruiting Yo-Yo Knows No Bounds Overall, in our April CandE Pulse results, our key recruiting indicators were down but didn’t cool as much as the broader jobs report, but they've still been up and down. It will be interesting to see what happens during the summer months and beyond. See #TheCandEs updated state of #CandidateExperience for this month and beyond. #recruiting #hiring ERE The CandEs

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There's a significant opportunity to incorporate talent ops into performance review and employee development processes. Get granular with key indicators of strong, continued impact and performance across the organization and then tie that back to recruiting practices. Set KPIs and measure the performance of your recruiting operation by aligning to those key indicators. Traditional recruiting performance metrics will bring people in the door but with less confidence in quality and ROI. Innovative, quality-focused metrics will improve productivity, impact, and bizops at a much greater velocity. What metrics are you using to track quality of hire and return on your recruiting investment?

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If you’re in the recruiting industry, you know it can take days or weeks to find the right candidates. If you’re ready to accelerate your sourcing process, you’ll want to check Monster's partnership with Textkernel. You can get the data you need and can reduce the amount of time it takes to find the ideal candidate. Find out more here!

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