Eric Smith

"And you know this man..." What Movie? 🔥🔥What we know is MilCruit is bringing you more jobs. 🔥🔥 Join MilCruit on 27 June @430pm EST for our next virtual connection event. 💰We partnered with USMEPCOM recruiters to bring you #OPPORTUNITIES nationwide. Stayed tuned for event link and to see specific openings and locations! 👇 Quick and targeted. Meet directly with TA experts Jeff M. and Christian Carr to learn about a Federal Career with #USMEPCOM! HAVE YOU PARTNERED WITH MilCruit YET? Reach out today! Details in comments. #veteranshelpingveteran #federaljobs #veteranhiring

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Whether your HR or TA department has formally deployed AI within its tech stack, chances are individual team members are leveraging generative AI in performing job tasks. And, don't see the harm in doing so. Meanwhile many executive teams have yet to finalize a position on AI as it relates to recruitment, hiring and selection. I know, right? This topic isn't wait-and-see friendly. Here's a checklist for your to get started. Get the AI checklist: https://lnkd.in/gXsH8hwX #Talent #TalentAcquisition #HumanResources #HR #Hiring #HRTech #AI #ArtificialIntelligence #AIatAMS #AIReadiness

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Building a high-impact tech team in 2025 comes with challenges, but with the right strategies, it's achievable. Our latest ebook is your roadmap to attracting, hiring, and retaining top talent in the fast-evolving tech landscape. Stay ahead of the curve with insights into key trends, roles, and best practices to future-proof your hiring strategy. #TechHiring #TalentAcquisition #RecruitmentStrategies #2025Tech #FocusGTS #TechTalent #HiringSuccess

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While connecting with candidates and hiring managers across several industries every day, I’m often asked my opinion of the current hiring landscape. Here are a few thoughts from someone entrenched in the talent space: 📈 I’ve placed 5 candidates in Q4 alone, and the quarter is only halfway over. Companies ARE hiring. We’re filling the most roles in project/program management, business analytics, and software engineering/architecture. However, companies are being more picky about industry alignment, highly specific skill requirements, and the ability to flex across responsibilities. This is ultimately a good thing - companies end up with a bullseye candidate that can meet their business needs and objectives more immediately, and the candidate is happier executing on initiatives that are already within their wheelhouse with opportunity for skill advancement. 👩‍💻The workplace just looks different these days. Some companies choose to stay fully remote because they know for their particular team, it works well (industries like tech, consulting, media). Others are enforcing RTO mandates because it’s essential to the operation of the company (industries like manufacturing, hospitality, logistics). Remote opportunities are highly coveted and highly competitive for obvious reasons. Candidates, especially at the senior leadership/executive level, need to have flexibility to work in-office even if that isn’t on their dream job checklist. 💰The type of work candidates are accepting is more flexible, for the better! We’re seeing a rise in fractional and part-time roles as well as a LOT of contract roles. These types of engagements tend to offer more flexibility for both the company and the candidate (trying out the team/company before fully committing), a much faster interview process, and even higher earning potential. Taking on a contract opportunity is by absolutely no means a “step down” in your career - the majority of my contractors are making well into six figures. 🤝 Lastly, more companies are willing to partner with search firms to fill highly specialized roles. We’ve all seen it - companies list a role on LinkedIn with the caveat of “No recruiters/agencies please.” They republish the role every few weeks without much traction, and the cycle continues for 6 months (this certainly isn’t always the case - just an example!). That means 6 months with little to no progress on an important initiative, 6 months for a team to be without a leader, or 6 months for existing staff to be stretched too thin. Regardless of what anyone tells you, recruiting is hard work! Luckily, more clients have trusted us to take on this hard work and be a strategic partner to help stay ahead of hiring challenges and provide data-driven insights on the talent market. Would love to hear other thoughts from my network - and always happy to schedule time to chat/catch up on what others are seeing in the hiring landscape these days! Have a great weekend everyone!

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Subject: Revolutionize Your Hiring Process with GemTek's Connective Intelligence Recruiting! Dear Hiring Manager, Are you tired of the costly and time-consuming struggle to find great candidates with sought-after skills? GemTek has the perfect solution for you: our new Connective Intelligence Recruiting Process. At GemTek, we've crafted the most exclusive approach to utilizing AI in all the right places, seamlessly blending it with essential Human Interaction (HI). We believe that while AI can significantly enhance efficiency, the human factor—the H factor—can never be removed from the recruitment process. Our Connective Intelligence ensures that you benefit from the best of both worlds: - AI-driven insights to streamline candidate sourcing and selection - Personalized, white-glove treatment with open communication at every step This innovative approach has already proven successful. For instance, we recently placed a highly skilled Network Architect, and the feedback was overwhelmingly positive. The candidate felt valued and appreciated the thorough communication, ensuring the role was a perfect fit. Don't let the challenges of modern hiring slow you down. Email us today to learn how GemTek's Connective Intelligence Recruiting Process can revolutionize your hiring strategy, saving you time and resources while securing top-tier talent for your team. Experience the future of recruitment with GemTek! Best regards, The GemTek Team #Recruitment #ConnectiveIntelligence #AI #HumanInteraction #GemTekRecruiting #TopTalent

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💸 Money changes everything, but the LHH 2025 Salary Guide will show you just how far you can go with competitive offers. Get ready to see the data that will take your hiring strategy to the next level! #CompensationStrategy #LHHRecruitmentSolutions #SalaryGuide

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Despite the proven benefits of strategic workforce planning, organizations are failing to fully capitalize on the transformative potential it offers. Reinvent Talent Acquisition with our report: https://lnkd.in/eDgGYzWQ #Talent #TalentAcquisition #HumanResources #HR #Recruitment #Staffing #AI #ArtificialIntelligence #Tech #Technology

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Yesterday at #TalentConnect, I sat down with dynamic TA leaders from various companies, and one thing stood out: The most impactful TA leaders see themselves as revenue drivers, profit centers—not cost centers—and true business movers. These leaders understand that TA drives business success, and those who embrace this mindset are the ones who win.

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'In a survey of 2,500 U.S. hiring managers, Robert Half — which helps businesses fill contract roles in administrative and customer support, technology, accounting and other verticals — found 66 percent of employers plan to bring on contractors and 52 percent are actively hiring for permanent positions to start the year fully staffed.' Great story by Las Vegas Review Journal on companies hiring plans this holiday season and insights from Robert Half's Damian Garcia on the demand for contract workers. https://bit.ly/4flpMsY

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Hiringcue.com is the solution for you-You get thousands of resumes per position, but how can you know you’re interviewing the right people? Pre-interview questionnaires and automated references are the answer. You want to get more of the right people in the interview chair?? The answer is simple with Hiringcue.com! What are waiting for. Don't let the good hires get away! Signup today for your free trial! #hiringcue #thebest #staffingworld #talentacquisition #recruiters #companies #reference #b2b #b2c #businessowners #reference #automated #success #hr #business #networking #hiring #jobs

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To staff an internal technical recruiting team OR harness an embedded technical recruiting team on an as-needed basis, that is the question. If you're gearing up for a hiring surge, Russell Tobin offers a flexible solution. Our team of recruiters is available on a month-to-month basis, ensuring support until your hiring objectives are met. Key points of an Embedded Partnership: - Zero employment risk as all embedded resources are FTE's of Russell Tobin. - Seamless branding with your organization. - Tailored understanding of your hiring process. - Versatility in sourcing or functioning in a FLC capacity. - No long-term commitments required. - Opportunity to interview and select every embedded resource. - Additional embedded coordination support to enhance recruiting efforts. - Exclusive dedication of embedded recruiters to your hiring needs. When it comes to technical recruitment, adaptability and expertise are crucial. With Russell Tobin's embedded partnership, you can optimize your recruitment strategy efficiently and effectively. #Recruitment #TechnicalRecruitment #EmbeddedPartnership

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Increasing your Recruiting IQ: #HiringManagers, #Recruiters, and #HumanResource professionals: Join Ross as he discusses the strategic utilization of the word "No." In our fast-paced and demanding environments, the ability to discern and decline unsuitable requests is paramount for maintaining productivity, efficiency, and morale within our teams. 💼 As stewards of talent acquisition and management, we often find ourselves inundated with numerous requests, ranging from job applications to partnership proposals. While our instinct may be to accommodate every inquiry, it's essential to recognize that not every opportunity aligns with our organization's goals, culture, or resource constraints. Learning to tactfully decline requests that do not serve our strategic objectives is essential for preserving the integrity and effectiveness of our recruitment processes. 📉 Embracing the art of saying No empowers us to establish clear boundaries and prioritize our recruitment efforts effectively. By respectfully declining candidates who do not meet our criteria or fit our organizational culture, we ensure that our time and resources are allocated to those who are most likely to contribute meaningfully to our teams. Additionally, setting clear expectations and boundaries with stakeholders enables us to maintain focus on our core objectives and deliver exceptional results in our talent acquisition endeavors. 🛠️ While saying No may initially feel uncomfortable or confrontational, it is a skill that can be developed and refined with practice. By cultivating a diplomatic and assertive approach to declining requests, we can foster mutual respect and understanding with candidates, colleagues, and external partners. Ultimately, mastering the art of saying No enables us to operate with integrity, efficiency, and professionalism in our roles as talent acquisition and management professionals. 🌟 In conclusion, recognize the significance of saying No as a strategic tool in your recruitment arsenal. By leveraging this skill thoughtfully and judiciously, you can elevate the quality of your talent acquisition efforts, strengthen your organizational culture, and drive sustainable growth and success for your teams and organizations. Remember, as Warren Buffett famously said, "The difference between successful people and very successful people is that very successful people say No to almost everything." This underscores the importance of using "No" judiciously to prioritize your efforts and focus on opportunities that align with your strategic objectives, ultimately leading to greater success in recruitment and talent management. 🚀 #justsayno #recruitment #talentacquisition #sayingnowisely #recruiting #linkedin

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