Julia Arpag

Waiting until January start recruiting your approved headcount? Waiting could make it even more difficult to find your A+ team. Whether it’s contract consultants or direct hires, the talent market will be even more competitive in January. Don’t procrastinate on finding the most important asset to your organization- the people! #CTO #CIO #CDIO #TechLeadership #AIRecruiting #MachineLearningTalent #ITExecutiveHiring #TechStrategy #DigitalTransformation #LeadershipHiring #ExecutiveStaffing #TechInnovation #DataDrivenLeadership #AILeadership #ITDirectors #TechExecutives #StrategicHiring

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🚨Breaking News: Jobot Jobs Report: December Update! 🤖✨ The latest U.S. Jobs Report dropped, and it’s brimming with good news for job seekers and employers alike! 📊📰 Highlights from the BLS November Report: 🚀 Job Growth: 227,000 new jobs added last month, showcasing a resilient economy that’s thriving in the face of challenges. 📉 Unemployment rate: Low at 4.2%. 💵 Wages Rise: A 4% year-over-year increase in average hourly earnings means more money in workers’ pockets this holiday season. ✨ What This Means for You: 1️⃣ Candidates: This is a good time to find a good job—from tech to healthcare, opportunities are out there! 2️⃣ Employers: Top talent is ready to join your team. The competition for skilled professionals is heating up! The time to interview is now!🔥 At Jobot, we’ve matched thousands of good jobs with good people this year. Ready to take the leap? Dive into the booming market with us. Let’s turn this momentum into a brighter 2025! 🌟 Let’s go!

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When your recruiting needs fluctuate, you need TA support that is flexible and fast. On Demand Recruiters from Talent Solutions RPO adds recruiters to your team without adding internal headcount. It's the smart way to meet your hiring goals and manage your budget. #TalentSolutions #Recruitment #OnDemandRecruiter #TalentAcquisition #HR

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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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Want to know how AI is affecting recruiting? Or how to spot early signs of burnout? I have everything you need to know about current workplace issues and where the hiring market stands today from our annual Mid-Year Market Report! This free resource is now available featuring a snapshot of the local and national data, plus the latest stats on workplace issues mentioned and more. Contact me to get your free copy now! #marketdata #workforcetrends

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Hiring engineers in 2024? Get ahead with Randstad USA's curated list of interview questions designed to reveal the problem-solvers and innovators your team needs.

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Experis U.S. Tech Talent Report is out and it reveals what measures employers are taking to boost employee retention. Among the top 3 are upgrading tech tools and offering more opportunities for promotion. See the #1 strategy IT employers are using to retain talent. Download the U.S. #TechTalentReport https://bit.ly/3NH3GoM #Experis #NetEmploymentOutlook #ITOutlook #TechHiring

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Staffing Fortune Cookie No. 50 TALENT or TECH STACK? 🧑‍💼 👩‍💼 🤖 Sure it would be nice if the candidate has your preferred tech profile. I mean they walk in hitting the ground running on Day 1, right?!? 🙌 But who might you MISS OUT on if you REQUIRE specific software? - An MBA who doesn't have your tech requirement is still in the top 8% of all education profiles. - A CPA who doesn't have your tech requirement is still in the top 30% of accountants. - The average IQ of a STEM Major is 120 whether they have your tech requirement or not. - A Senior Master Sergeant is in the top 2.5% of all enlisted personnel whether they have your tech requirement or not. - An Eagle Scout is in the Top 6% of anybody who ever joined the Scouts whether they have your tech requirement or not. - A D1 Athlete is in the Top 2% of anyone who played in high school whether they have your tech requirement or not. The list goes on... But there is NO WAY, I mean NO WAY AT ALL that these star performers could EVER POSSIBLY learn your required tech and become Superuser?!?! 🙃 You could hold out for SAP or hire an MVP. You decide. 🤷‍♂️

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💫 DEAR ABBY: We have an internal Talent Acquisition team. Why does it make sense to use your Prospex Recruiting team too? We LOVE working with TA teams! We want to be a positive addition to your internal process in whatever scope that looks like!! Most of our clients have an internal team and utilize us in multiple different ways!! Ultimately, we want you to get the best people for your team whether we find them for you or we show you awesome candidates to benchmark against (and a killer process along the way) so that you can make your decision in confidence! Plus - you get our whole Prospex Recruiting fam working for you on each position!! 💯 PARALLEL SEARCH. We do parallel searches with internal teams all the time. The internal team will run their search, we will perform our search/comb our extensive network, and you can make sure you're seeing a good range of the market to make the best choice for you! Remember, you only pay us when we find the right person for you! #contingent 💯 DIVIDE AND CONQUER. Free up your team's time to focus on their certain roles and let us focus on the ones allocated to us. Whether the TA team is slammed with other positions or if it is a specialized role that requires a certain level of understanding in the market, give us the positions that need key focus or a certain specialization and let your team focus on the ones that best fit them! 💯 CONFIDENTIAL SEARCH. When a position is a high-level of confidentiality, bring us on to make sure that you're getting awesome candidates in a discrete process! We are 💯 contingent! We also have a 90 day guarantee - let us take the liability of hiring onto us! We are 20% - we don't want to play the up and down negotiation game to take advantage of the market conditions. What needs can we help with right now?! Message me! What has your experience been on when you've brought in external teams? Excited to hear from you!! Reach out to any of our fam to help you out! You get our whole team working for you!! Zach Truman Whitney Jaques Lauren Hedin Nicole Ehlers Maloree Johnson Maria Battista Foxley Talisha Jones Josh Roberts (additional sidenote - any Morgan Wallen fans out there?! We took our kids for an end of summer quick trip!! Loved seeing them experience their first concert!!)

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70% of staffing agencies say inefficiencies in their recruitment process slow them down. What’s the biggest bottleneck you face in your agency’s operations? Let’s talk!

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This is true. Enough said.... But seriously, I have commented before about how difficult it is to search for a new job in "today's market." Even more so than just the effort to hunt and sift through job postings (remember when you could just walk in and fill out an application??), its about time. Most households have at least two parents working, then there is soccer practice, guitar lessons, homework, yard work, laundry...and did I forget to mention dinner? (let alone time for a hobby or relaxation) It is worth it to spend 15 min talking with a recruiter. Let them know what you are looking for, what your goals are, your interests and have them report back to you with positions that match. It saves time and its easier than pointing and clicking "apply now" on a random job board. Plus, since we do this every day, we can give you real time market data and information to ensure you have everything you need to make the right decision about your next career move! Please reach out to start a conversation! joe [email protected]

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🌟 Unlocking the Secrets of Bench Sales Recruiting and Resume Tailoring 🌟 Ever wondered what truly sets apart a successful Bench Sales Recruiter? Join me as we delve into the core strategies that define the role and the importance of standing out in today's competitive market. In our journey, we'll explore: 🔍 The fundamentals of Bench Sales Recruiting: What it takes to excel in this dynamic field. 📝 Crafting the perfect resume: Tailoring your CV to attract attention and ensure compatibility with ATS (Applicant Tracking Systems). ✨ Insider tips and tricks: Learn how to make your resume ATS-friendly and increase your interview opportunities. Don't miss out on this opportunity to elevate your career strategy! Follow me for expert insights and stay tuned for valuable content that will empower you to succeed in the world of Bench Sales and beyond. Let's unlock your potential together! 💼✨ #BenchSales #Recruitment #ResumeTips #CareerAdvice #ATS #InterviewPrep #LinkedInLearning

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Want to know how AI is affecting recruiting? Or how to spot early signs of burnout? I have everything you need to know about current workplace issues and where the hiring market stands today from our annual Mid-Year Market Report! This free resource is now available featuring a snapshot of the local and national data, plus the latest stats on workplace issues mentioned and more. Contact me to get your free copy now! 

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Check out my updated article on virtual interview tips! #virtualinterviews #videointerviews

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For all of my recruiting friends out there, I have set up a FB community just for recruiters that is going to be focused on setting a higher standard for our industry by focusing on an elite recruiter mindset and peak performance. It's going to be a bit different because we are going to require our members to come to the table with solutions to everyday recruiting problems and educate/help new recruiters learn how to serve their clients and candidates a consultant level NOT just be a resume slinger. Too many of the current groups are focused on the next shiny object, and people whining about how bad things are because they were never taught the right way to recruit. And quite frankly, they are looking for the EASY button. This is my way of giving back to the recruiting community in hopes of elevating the recruiting industry's persona. Because let's face it, most people think we are no better than used car salesmen. It's time to set a higher standard and elevate our game so we can serve people at a much higher level and start being considered consultants, NOT resume slingers. If you want to join us, the link to the group is in the comments....Who's ready to set a higher standard?

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With the job market evolving rapidly, technology continuing to reshape recruitment processes, and competition growing fiercer by the day, students and professionals must adapt their approaches to cover letter writing to remain relevant and impactful. #CoverLetter #JobSearch #PostGradCareer

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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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