Erin Riska

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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Are you struggling to find the perfect recruiting agency for your tech talent needs? Here are questions to ask potential recruiting partners that go beyond the typical "How big is your database?" 💡 1. "In which industries do you specialize?" 2. "How do you stay current with emerging tech skills (or particular speciality) and industry trends?" 3. "Can you share a recent success story of placing a candidate in a similar role?" 4. "What's your approach to understanding our company culture and values?" 5. "How do you measure the quality of your placements beyond just filling positions?" 6. "What strategies do you use to attract passive candidates?" The right recruiting partner is an extension of your team. Drop us a message to see if we can be your perfect recruiting partner!

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Recruiters are getting a *really* bad name across the board — especially lately — but hear me out… Context is everything. Oftentimes, especially in a traditional staffing agency model, recruiters have specific metrics and quotas that they have to meet daily, weekly, monthly. These metrics look something like this (it varies depending on the agency/firm, of course): - 50 outbound calls per day - 5 screening (discovery) calls with candidates per day - 10 candidate presentations per week (introduction to the client, submitted for an interview, etc.) - 5 candidate interviews with clients per week - 2-3 placements per month The recruiting industry - more specifically with traditional staffing firms - can be very cutthroat. Think about sales reps having a 90 day ramp and if they aren’t hitting quota, they’re usually fired. If not fired, they’re put on a PIP, micromanaged, and either eventually leave or end up fired anyway. This is also not uncommon in the staffing world. It can be very stressful as these reps, both rookie and seasoned, are constantly having to fight to keep their jobs, regardless of market conditions. These types of firms (typically) are NOT prioritizing Quality over Quantity. It’s all about hitting your numbers, regardless of the measures required, which can lead to: - Candidates being misled and presented for roles they aren’t fully qualified for (and thus not getting the job) - Calling candidates on their desk phones (often something their manager is telling them they need to do if not able to reach them on their cell or on LinkedIn) - Calling the same candidate every day until they get a “no” - Not being able to respond to every message/DM because of having to prioritize the “low hanging fruit” There are plenty more examples of why this is NOT the right way to go about things in the industry. But there are also a lot of recruiters out there getting it right — messing up at times, sure, but truly trying their best. Advocating for their candidates, providing resources when they can't help directly, etc. There are recruiters out there that are new and learning the industry, recruiting on new types of roles - or in new industries - for the very first time, and learning from their mistakes. It is entirely possible that *maybe* some of those mistakes are the experiences that candidates are hanging their “All recruiters are trash” hats on. Do we say that ALL sales reps are bad because sometimes you may have a bad experience with one? No. Do we say that ALL customer service reps are bad because sometimes you get ghosted and have to escalate a ticket multiple times? Sure don’t. Do we say that ALL restaurants are bad because one of them gave you food poisoning? Definitely not. There are good and bad in every industry, in every profession. The recruiter bashing, as a whole, needs to stop — because there will come a day that your bias just might block your blessing. #recruiting #sales #staffing Follow: Christyn Williams

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The best candidates aren't actively looking for jobs. Are your recruitment strategies outdated? Here's a reality check for all hiring managers and CEOs in MRO, Aerospace, and Defense: The top talent is rarely on job boards, sifting through endless listings. They're busy excelling at their current roles. So, how do you attract these hidden gems? Here are 5 actionable strategies to modernize your recruitment approach: Leverage Employee Referrals Your current team knows who's great in the industry. Tap into their networks. → Offer incentives for successful referrals. → Create a culture where your team feels proud to bring others on board. Build a Strong Employer Brand Candidates today want to work for companies with a mission and values that align with theirs. → Showcase your company culture on social media. → Share stories of employee success and growth. Engage with Passive Candidates Don't wait for them to come to you. Reach out proactively. → Use LinkedIn and other professional networks to identify potential candidates. → Send personalized messages showing genuine interest in their skills and career aspirations. Utilize DataDriven Recruiting Use data to identify what works and what doesn't in your recruitment process. → Track metrics like timetohire, source of hire, and quality of hire. → Use this data to refine your strategies continuously. Partner with Specialized Recruitment Agencies Experts in the field can help you find top talent that you might miss. → Agencies like Terrelonge Staffing Solutions have the industry knowledge and networks to connect you with the best candidates. → Focus on agencies that prioritize longterm workforce retention and quality. Remember, the best candidates are not just looking for a job. They're looking for the right opportunity. Are you ready to find them? Let's discuss how you can modernize your recruitment strategies. Share your thoughts or tag someone who needs to see this.

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Recruiting is emotional. 😁 😓 😡 🤣 The stakes are high on all sides. Every conversation I have with candidates is full of emotions from people on their 100th recruiter conversation to tenured employees considering a new role for the first time in years. With clients it's the same: the spectrum ranges from agency veterans to companies who are desperate for recruitment assistance. There is no one way to have all these conversations. You have to listen, empathize, and then understand. There are two types of important perspectives in recruiting. How people think. How people feel. And we under-prioritize the feelings at work. You may know a company wants a candidate with X number of years of experience and skills in ABC... but do you know how they felt when they had that employee who was an absolute game-changer for their company? Or sometimes a bad employee who demotivated peers in the past? Feelings are part of recruiting. When we as recruiters don't acknowledge them and seek them out they just grow bigger and louder, until you can't ignore them. Today I'm asking myself... Whose feelings can I understand better in my work? #emotionsinwork #emotionalrecruiter #recruitment #remoterecruiter

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HR Directors, festive hiring is here, and we know it’s painful to quickly assess thousands of applicants! With the rise in seasonal job openings, managing the hiring process can become overwhelming. That’s where our new AI phone recruiter, Buddy, steps in. Imagine assessing thousands of applicants in a fraction of the time – Buddy helps you reduce time-to-hire from weeks to just a few days, saving you both time and costs during this busy season. Why Choose Buddy Recruit? 💰 Cut hiring costs by 50% 🏎️ Accelerate your hiring process by 90% ✅ Boost hiring accuracy and improve retention rates 🎉 Zero hassle: We customize Buddy for your specific needs and get it running immediately 💡 No onboarding needed! Start using Buddy the same day you sign up 🗣️ Available in English, French, German, and more! Let us handle the hiring rush, so you can focus on other priorities. Contact our sales team today and start hiring with Buddy instantly. https://lnkd.in/dCwZRS7E

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Finding a new job is hard! Make it a little bit easier on yourself by keeping track of your applications. At a minimum, track the company name, position title, physical location (or remote/hybrid), and compensation range. And if you move into the interview stage, save the name/contact info of the people you've talked to at the company. 📲 I love it when I call a candidate I've talked to before and they answer in a personalized way and are available to chat about next steps! 😍 #recruitertips #jobtips #recruitingadvice

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💸 Save Money with a Recruitment Agency: Smart Strategies for Cost-Efficiency 💼 Partnering with a recruitment agency can be a game-changer for your hiring needs—and it doesn’t have to be costly. Here’s how you can maximize savings while working with a recruitment agency: 🔵 Leverage their Expertise 📊 Utilize the agency’s expertise to streamline your hiring process. Their knowledge can help you avoid costly hiring mistakes and make more informed decisions. 🔵 Optimize Recruitment Processes 🔄 Work with the agency to refine and optimize your recruitment processes. Efficient processes can reduce the time-to-hire and associated costs. 🔵 Focus on Long-Term Relationships 💼 Build a long-term relationship with your agency. Agencies often offer better rates and services to clients who provide repeat business. 🔵 Utilize their Resources 📚 Take advantage of the additional resources and tools the agency provides, such as market insights, candidate assessments, and salary benchmarking. By applying these strategies, you can effectively manage and even reduce your recruitment expenses while still securing top talent. Partner smartly and invest in your hiring strategy for optimal results! Contact TYR Talent Solutions today! #Recruitment #CostEfficiency #Hiring #RecruitmentAgency #TalentAcquisition #SmartHiring

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Struggling to find the right executive for your team? Internal recruiting teams are great, but they may face challenges like departmental demands, too many open requisitions on their plates, and sifting through large numbers of unqualified candidates who have applied to their postings. On average, it takes 3-6 months for internal talent acquisition teams to fill an executive role. At Transcend Search & Strategy, our average time from kickoff to completion of an executive search is 6-8 weeks. We specialize in more efficiently finding the perfect fit for your leadership needs. Our approach enables us to deliver the right leaders for your organization without the burdens that most internal recruiting teams have to balance. Say goodbye to long waits and hello to your next leader. Message us on LinkedIn or contact us via our website https://lnkd.in/eykWJ5GR to learn more.

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In my 5 years of #Recruiting this is the busiest December I've had. Hiring tends to slow down after Thanksgiving, but this year is different. In 2023 and into 2024 many companies slowed their hiring or were conducting layoffs / RIFs. There's a backlog of strategic headcount expansion, as firms question the direction they want to go in the future. The dam is starting to break and we're seeing more and more employers having a hard time finding the RIGHT fit. Especially in #sales. As we enter the Christmas and New Year season, I'm excited to see what 2025 brings 🌟 #hiring #trends #sales #layoff #interviewing #economy #business

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Happy Friday Job's Report....US Labor Market Bounces Back: What November’s Job Gains Mean for Employers It's that time of the month again when we get the latest employment report from the U.S. Bureau of Labor Statistics. The November 2024 Employment Situation Report gives us a look at how the labor market is holding up, showing a mix of progress and ongoing challenges. While the unemployment rate has remained relatively steady, there are still some areas of concern, like the higher unemployment rate compared to last year and the number of people facing long-term unemployment. On the positive side, sectors like healthcare, leisure, and government continue to show strong growth, even though retail trade is struggling. Wages are on the rise, and we’re seeing slight increases in the average workweek too. Here are some takeaways from the report: Job Growth and Unemployment The economy added 227,000 jobs in November, following a modest increase of 36,000 in October. This reflects a recovery, with the average monthly gain over the past year being 186,000. The unemployment rate remained steady at 4.2%. While this is a slight increase from last November (3.7%), it remains a sign of a relatively stable labor market. The number of unemployed people reached 7.1 million, up from 6.3 million a year ago, indicating some increase in unemployment over the year. Sector-Specific Job Growth Healthcare saw significant growth, adding 54,000 jobs in November. This continues a trend seen over the past 12 months. Leisure and Hospitality experienced a notable increase, with 53,000 jobs added, primarily in food services and drinking places. The sector has been steadily recovering. Government jobs increased by 33,000, driven by state-level hiring. This growth is consistent with the sector's average monthly gain of 41,000 jobs over the past year. Manufacturing - Employment in transportation equipment manufacturing rose by 32,000 jobs, largely due to the return of workers who had been on strike. Retail lost 28,000 jobs, with general merchandise retailers, in particular, seeing declines. However, there were some gains in electronics and appliance retail. Wages and Workweek Wages for private-sector employees rose by 0.4% to $35.61 per hour, with a year-over-year increase of 4.0%. The average workweek for all private nonfarm employees increased slightly by 0.1 hour to 34.3 hours. Manufacturing workweek hours were stable, but overtime hours saw a slight uptick. Other Notable Trends The number of long-term unemployed (those jobless for 27 weeks or more) remained at 1.7 million, up from 1.2 million a year ago. Long-term unemployment now accounts for 23.2% of all unemployed individuals. The participation rate held steady at 62.5%, remaining within a narrow range since late 2023.  The number of individuals working part-time for economic reasons (those who would prefer full-time work but can't find it) remained at 4.5 million, which is higher than the 4.0 million reported last year.

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Ruby Tuesday Is Closing Some Locations Without Giving Workers Advance Notice: Report "If a store is shutting down permanently, Ruby Tuesday never, ever, ever, ever gives notice to anyone," said a current employee https://buff.ly/44AlWYl View more Hiring, Layoff & Job Market Trends at Remote Jobs In HR - buff.ly/3UR7xny #Hiring #Layoffs #HiringTrends #HumanResources #JobOpening #Recruiting #TalentManagement #CareerOpportunities #EmploymentTrends #WorkforcePlanning #Unemployment #Jobs #Business #JobCuts #Economy #JobSearch #EmploymentLaw #JobMarket

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Ruby Tuesday Is Closing Some Locations Without Giving Workers Advance Notice: Report "If a store is shutting down permanently, Ruby Tuesday never, ever, ever, ever gives notice to anyone," said a current employee https://buff.ly/4dVLKm0 View more Hiring, Layoff & Job Market Trends at Remote Jobs In HR - buff.ly/4dVLO5e #Hiring #Layoffs #HiringTrends #HumanResources #JobOpening #Recruiting #TalentManagement #CareerOpportunities #EmploymentTrends #WorkforcePlanning #Unemployment #Jobs #Business #JobCuts #Economy #JobSearch #EmploymentLaw #JobMarket

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Ruby Tuesday Is Closing Some Locations Without Giving Workers Advance Notice: Report "If a store is shutting down permanently, Ruby Tuesday never, ever, ever, ever gives notice to anyone," said a current employee https://buff.ly/4bU8Qs5 View more Hiring, Layoff & Job Market Trends at Remote Jobs In HR - buff.ly/3KsCzvK #Hiring #Layoffs #HiringTrends #HumanResources #JobOpening #Recruiting #TalentManagement #CareerOpportunities #EmploymentTrends #WorkforcePlanning #Unemployment #Jobs #Business #JobCuts #Economy #JobSearch #EmploymentLaw #JobMarket

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Ruby Tuesday Is Closing Some Locations Without Giving Workers Advance Notice: Report "If a store is shutting down permanently, Ruby Tuesday never, ever, ever, ever gives notice to anyone," said a current employee https://buff.ly/3RtyR9b View more Hiring, Layoff & Job Market Trends at Remote Jobs In HR - buff.ly/3Rn8sdm #Hiring #Layoffs #HiringTrends #HumanResources #JobOpening #Recruiting #TalentManagement #CareerOpportunities #EmploymentTrends #WorkforcePlanning #Unemployment #Jobs #Business #JobCuts #Economy #JobSearch #EmploymentLaw #JobMarket

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Feeling frustrated with traditional recruitment? 😤 You're not alone! Finding top talent for specialized roles demands a strategic approach. 🎯 Check out our latest blog sharing Tillamook County Creamery Association’s IT position struggle. After months of searching in vain, we found the perfect match in just 48 days! 🚀 Discover how our targeted strategies can revolutionize your recruitment. Read the blog here! https://buff.ly/3JNqIIC #strategicapproach #recruitmentresults #specializedtalent #itjob

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Using the Military Veteran Pipeline (MVP) to hire military veterans and their spouses offers numerous benefits to both the employer and the hired individuals. Here are some compelling reasons to consider: 1. Access to a Skilled Workforce - Diverse Skill Set: Veterans bring a wide range of skills acquired through their military service, including leadership, discipline, problem-solving, and technical skills. - Adaptability: Military personnel are trained to adapt quickly to new situations and environments, making them versatile employees. 2. Strong Work Ethic and Commitment - Discipline and Reliability: Veterans are known for their strong work ethic, punctuality, and reliability, qualities that are highly valued in any workplace. - Commitment and Loyalty: Many veterans exhibit a strong sense of duty and loyalty, often resulting in lower turnover rates. 3. Leadership and Teamwork - Leadership Experience: Many veterans have experience leading teams and managing projects under high-pressure situations. - Team-Oriented: Military training emphasizes teamwork, making veterans excellent collaborators and team players. 4. Enhanced Company Culture - Diversity and Inclusion: Hiring veterans and their spouses contributes to a more diverse and inclusive workplace. 5. Economic and Social Benefits - Tax Incentives: Employers can benefit from various federal and state tax incentives for hiring veterans, such as the Work Opportunity Tax Credit (WOTC). 6. Strong Performance Under Pressure - Stress Management: Veterans are trained to perform well under pressure, making them well-suited for high-stress environments and roles that require quick decision-making. - Problem-Solving Abilities: The ability to think critically and solve problems effectively is a hallmark of military training. 7. Spouse Employment - Stability for Military Families: Providing employment opportunities for military spouses helps stabilize military families, which can enhance the overall well-being and productivity of the veteran. - Qualified Candidates: Military spouses often possess strong educational backgrounds and professional skills, making them valuable assets to any organization. 8. Corporate Social Responsibility (CSR) - Positive Brand Image: Demonstrating a commitment to supporting veterans and their families can enhance the company’s reputation and brand image. 9.  Implementing the MVP - Targeted Recruitment: MVP can help streamline the recruitment process by providing access to a pool of qualified veteran candidates. Register your company for free to begin searching for military veterans to fill your job openings. No contract once you make a purchase, cancel anytime. https://lnkd.in/eKPvY5hm Michelle Miller Alfredo 🤘 Torres Paul Lawrence #veteranowned #veteranownedbusiness #VeteranHiring #MilitaryTransition #VeteranEmployment #HireAVet #VeteransInTech #MilitarySkills #TransitioningVeterans #VetJobs #SupportOurTroops #VeteransSuccess

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