Josh Brence

Here's a common reaction to the recruiting plan of building a diverse pool of candidates, doing outreach to find folks who might not know about the org and the open role: "But, we want to hire the BEST candidate still, right?" Well, BEST comes from good sourcing and attracting - it's what great recruiters do. It is bad business, bad ethics, and frankly, lazy, to go with the "most comforting" candidate or the one found through a monoculture network. Do better than show ignorance to the boundless talent out there. Utilize good recruiters - who have mad BD skills. They are searchers, connectors, they paint an accurate picture of the "product," they turn over stones. Imagine telling Sales, "let's not look into new markets; let's not go in search of customers who don't know us yet; let's not find clients who will give us feedback on how to make our product better." That's what lazy hiring says. We aren't finding the BEST when straight, white, able-bodied men are filling roles that over-represent that demo in large rates. Also - Clean up your process: - BEST means good interviewing, and using a vetted scorecard to ensure "the best" person really does get found, hired, and paid accordingly. - BEST means that the scorecard includes critical SKILLS like creating a sense of belonging, being resourceful, respecting and elevating others, not the non-skill of years of experience. - BEST means a person who will enhance, challenge and grow your culture, not "be a good fit" Contact me if you want to improve your processes, train your hiring managers, and treat candidates like solution finders, not boxes to check. Tag a solid #recruiter below. #NotaDEIHire #interviewing

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I often receive requests for assistance with job searches, and if I had a nickel for every time, I would be retired. Unfortunately, we are unable to provide this because we work for organizations who are our clients. This article explains the work of a retained search firm (what we do) versus a contingency search firm. Happy Friday to all. #retainedsearch #shellihermansearch

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As an HR professional, I’ve seen how our role evolves with economic and workplace trends. Right now, with a tight labor market and historically low unemployment, our priorities are shifting—and it’s about time we take a people-first approach. Here are some thoughts on what we should focus on: 1️⃣ Retention & Burnout Employee turnover is expensive—financially and culturally. Investing in mental health programs, work-life balance, and flexible policies isn’t a luxury; it’s a necessity. Let’s make work sustainable for everyone. 2️⃣ Educating Leaders on Turnover Costs Many leaders underestimate how disruptive turnover is. Use data to show how retention improves productivity and saves money, then advocate for competitive pay and career development programs. 3️⃣ Addressing AI and Restructuring Anxieties Employees are nervous about automation and job security. Be transparent about AI’s role, upskill your team, and reassure them that tech is a tool to complement—not replace—them. 4️⃣ Upskilling & Development The workplace evolves fast, and employees need to keep up. Roll out training programs that align with both company goals and employee aspirations. Remember: growth opportunities drive loyalty. 5️⃣ Strengthening DEI True diversity is about belonging. Go beyond hiring quotas and build a culture where every employee feels valued and seen. The bottom line? HR needs to step up as a strategic partner and support for employees. By doing so, we not only help our people succeed but also ensure long-term business success. What do you think? Are these shifts happening in your workplace? #HumanResources #PeopleFirst #EmployeeEngagement #Leadership #RetentionStrategies #FutureOfWork #DEI

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🔍 Facing talent shortages? Military veterans may be your greatest untapped resource. Every year, 200,000 military personnel enter the workforce with mission-centered soft skills like tenacity, grit, and lifelong learning. At Randstad, we have a specialized approach to connect you with this exceptional talent. Our dedicated recruiting process assesses veteran skills and matches them with the best-fit opportunities, supported by advanced data analytics and industry-leading AI. We offer: -Upskill and reskill training -Apprenticeships -Career services and transition support -Direct, contingent, and contract placement -Plus, our multipronged outreach strategy, including our ownership of Military.com, ensures we source the best emerging veteran talent. Comment below or DM me to learn how we can help you leverage veteran talent to overcome your hiring challenges.

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Struggling with talent and safety challenges during peak seasons? A robust onboarding program can make all the difference. From online modules to mentoring, discover how to enhance safety, productivity, and employee satisfaction. Read more on how to gear up for seasonal demands and ensure a smooth onboarding process for your team.

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Positions that are more specialized are remaining vacant because candidates with the requisite skills and experience are in short supply; this indicates a need for educating and increasing the skills of the current labor force. #Workforce #Upskill

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