Kassidy Woytek

Candidates and Hiring Manager: The Job Market is Hot! (And Competitive) Yes, the job market is competitive, but that means the best talent is also in demand. I have continued to see companies across all industries continue to put an emphasis on outbound sales, and go to market expansion in 2024 in preparing for 2025! Hiring managers: Clearly define what you need on your team, and don’t drag your feet. Top candidates are gone before you know it! If you have "the one" always be ready to pull the trigger! And candidates: now’s your time—don’t settle. Find a role that you can see yourself building a future with. #JobMarket #HiringTips #TopTalent

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Here's an engaging LinkedIn post idea tailored to your role as a bench sales recruiter: 🚀 Are you struggling to find the perfect opportunity for your consultants? As a bench sales recruiter, I’ve learned that the key to success isn’t just about matching skills to job descriptions—it’s about understanding the unique goals and aspirations of each consultant. 🌟 Here are three strategies that have helped me build stronger connections and secure great placements: 1️⃣ Deep Dive into Skillsets: Go beyond the resume. Understanding niche skills and hidden talents often opens doors to roles others might overlook. 2️⃣ Build Relationships: Networking is everything. Collaborating with hiring managers and peers often leads to the best opportunities. 3️⃣ Stay Updated: Keeping up with industry trends ensures I can position my consultants as solutions to current market demands. 💡 What strategies do you use to stand out in the competitive staffing market? I’d love to hear your thoughts or learn about your experiences! Let’s share insights and grow together. #BenchSales #Recruitment #Networking #StaffingSolutions

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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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One of the key elements of modern talent sourcing is programmatic job advertising – a term ported over from the marketing realm – which automates the job ad buying process and offers HR teams data-driven decision-making and real-time adjustments. As the recruitment landscape becomes more performance-driven and transparent, programmatic job advertising is increasing in popularity and utility. #JobAdvertising #Recruiting #Automation

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Hiring more recruiters won't solve your talent acquisition challenges..... Increasing your recruiter headcount might seem like the solution to finding the best candidates for your open positions, but it’s not always the case. Hiring more staffing agencies that are not properly vetted won't help either. Sure, job postings and more recruiters can bring in applications, but this approach often falls short in delivering the quality and fit you need as a hiring manager. Here’s why: Quantity Over Quality: More recruiters may lead to more candidates, but not necessarily the right ones. It’s crucial to focus on targeting and attracting the best fit rather than sifting through a sea of resumes. Inefficient Processes: Without a streamlined and strategic hiring process, even a large recruiting team can struggle to identify top talent. It’s about working smarter, not harder. Candidate Experience: Generic postings and mass recruitment efforts can lead to a poor candidate experience. Personalized and targeted outreach is far more effective in engaging high-quality candidates. To create the best recruiting environment it takes the right recruiter to find the right candidate. #Recruitment #TalentAcquisition #HiringTips

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🌟 Pro Tip for Clients: Working with a Recruiting Partner 🌟 Ready to streamline your hiring process and find top talent? Here's a tip from Zing Recruiting: Collaborating with a recruiting partner can be a game-changer for your hiring needs! 💼✨ By providing clear job descriptions, timely feedback, and open communication, you empower your recruiting partner to find the perfect candidates for your team. Don't forget to have a timeline to fill. Set the expectation based on your priority roles to keep things running smoothly. Remember, your recruiting partner is here to support you every step of the way, from providing you data on salary insights, supply & demand and sourcing candidates to facilitating interviews and beyond. Together, we'll build a strong team that drives your business forward! Let's make hiring a breeze! 💫 #RecruitmentTips #HiringSuccess #ZingRecruiting #Teamwork

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🌟 Pro Tip for Clients: Working with a Recruiting Partner 🌟 Ready to streamline your hiring process and find top talent? Here's a tip from Zing Recruiting: Collaborating with a recruiting partner can be a game-changer for your hiring needs! 💼✨ By providing clear job descriptions, timely feedback, and open communication, you empower your recruiting partner to find the perfect candidates for your team. Don't forget to have a timeline to fill. Set the expectation based on your priority roles to keep things running smoothly. Remember, your recruiting partner is here to support you every step of the way, from providing you data on salary insights, supply & demand and sourcing candidates to facilitating interviews and beyond. Together, we'll build a strong team that drives your business forward! Let's make hiring a breeze! 💫 #RecruitmentTips #HiringSuccess #ZingRecruiting #Teamwork

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📊 Despite labor strikes and weather impacts, unemployment held steady at 4.1%, with job openings at 7.4 million—well above pre-pandemic levels. 📺 For the latest hiring insights check out #RobertHalf's Labor Market Minute. #JobsReport #HiringTrends

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📊 Despite labor strikes and weather impacts, unemployment held steady at 4.1%, with job openings at 7.4 million—well above pre-pandemic levels. 📺 For the latest hiring insights check out #RobertHalf's Labor Market Minute. #JobsReport #HiringTrends

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Right now there are golden opportunities for recruitment agencies to make money and add value. I know so many TA teams under pressure due to lack of investment and being under resourced. Take advantage by demonstrating how you can ease the burden. How can you impact a company’s ability to improve time to hire? How many requisitions are the internal team juggling? Just by asking the right questions you can immediately find opportunities to do business and collaborate for a win for both parties!

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Contingent recruiting is high risk, high reward. To maximize your odds of success, you generally want to work with a higher volume of hiring companies and/or roles. Ideally, some roles will overlap so if you source a candidate for one team, you can also introduce them to multiple others. The single best place you can find yourself is with multiple competing offers, all from your companies, and you know you're going to make a placement and earn a 20-25% fee. This is ideal for the contingent recruiter AND ideal for the candidate, as a single recruiter was the portal to multiple teams and offers. There's nothing wrong with this. The majority of my income has come from contingent placements and I know excellent recruiters who make multiples of what I do. But this is increasingly my least favorite recruiting arrangement. It's inherently higher volume, higher stress, and I don't love the idea of competing with my own clients. Contingency is, by default, candidate-focused, as the best contingency recruiters have multiple hiring teams/roles available, at no cost, to a candidate. But it's the client who pays the success fee. So while I am adamant on providing a great candidate experience, I'm even more concerned with providing an excellent service to a paying client. Over the last couple of years, I've had the chance to work on container searches, retained searches, and embedded internal recruiter roles. I've made the most hires, by a long shot, as a contract internal recruiter. Fees were much lower but consistent and the work is super meaningful. I made the most money, in the shortest period of time, on container searches. I filled four high level roles in under 8 weeks and have a 100% success rate. I'm eager to explore more retained search work. Non-executive, maybe staff/principal SWEs and Engineering Mgr/Dir. Through my container and internal work, I've proven I can fill almost any role in 4-6 weeks, given the right structure and focus. Contingency has meant filling maybe 20-25% of the roles I'm working on at any given time. That's a 75% - 80% failure rate and a LOT of wasted time and effort. Startup founders: it is possible to know when you're going to make that next key hire, and where they're going to come from. But that's least likely on a contingent search basis. Consider finding a single trusted partner. There is one scenario in which I LOVE contingent roles. More on that soon.

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Proud of the work Fox Talent Solutions is doing to transform the hiring process! 🚀 Partnering with a recruiting agency truly makes a difference, especially when it comes to finding top talent and saving valuable time. If you’re looking to streamline your hiring and get access to high-quality candidates, consider what an agency partnership could do for you. Happy to chat about how Fox Talent Solutions can support your team’s growth! #Recruiting #TalentSolutions #HiringExcellence #FoxTalentSolutions

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Internal Recruiter 🤝 External Recruitment Partner Great to catch up with one of our clients on Friday out in New Jersey, well, other than trying to drive through NYC to get there and back. 🚗 Those of you who do drive in NYC traffic every day... how??? 😱 Anyway, the experience working together has been extremely smooth, and with businesses & people coming in all shapes and sizes, it got me thinking about what makes for a good relationship between Internal Recruitment & External Recruiters. Here's what I think works: - Honesty & transparency 🗣️ - Regular recurring calls (not just emails) 📞 - Real listening skills to hear what the other is saying 👂 - Us VS the problem instead of me VS you 🤝 - Understanding each other's personal goals/targets/motivations 🎯 - Openness to take on advice & constructive feedback 📝 Here's where I see Internal VS External recruiter relationships breakdown: - Deception & selective communication 🕵️‍♂️ - Misaligned goals 🎯❌ - Stubbornness & ego-driven decisions 😤 - Inflexibility to each other's needs 🚫 As I read this back, I realize this could probably apply to almost any business or personal relationship, which tells me... people are people. I can probably summarize this to say that treating each other with basic honesty & respect can generally get you quite far. 🙂

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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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5 hiring delays I would fix with recruitment automation: 1. Slow recruiter response times, especially first contact 2. Scheduling meetings & interviews (use Calendly!) 3. Inefficient compliance & vetting processes 4. Lengthy decision-making & offer delays 5. Manual admin bottlenecks P.S. Delays in your recruitment process lose top talent. How do you streamline your candidate experience? #recruitment #automation #staffingautomation #bullhornautomation

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🚨 PSA for companies partnering with recruiting agencies! 🚨 Recruiting jargon can be tricky, but here's one crucial question to ask before signing any contract: IS THE AGENCY EXCLUSIVE? Avoid exclusive agencies at all costs! Limiting your candidate pool by going exclusive could be a significant disservice to your company. I've seen too many companies get stuck in a difficult spot due to this mistake. If this post helps even one person, it'll be worth it! 🗣️ #ServiceSpecialists #TheMoreYouKnow

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🏈 Automation in recruitment: A fumble or a touchdown? They say, “Play smarter, not harder.” But what happens when the game plan drives top talent to the sidelines? Automation can be the quarterback of efficiency, calling the plays and saving time. But when it sidelines human connection, you risk losing your MVPs. Here’s the playbook reality: Job seekers feel like their resumes are intercepted by black-hole ATS systems, never making it to the end zone. Ghosted applications leave candidates undervalued. The result? Top-tier players bench themselves, spreading the word and tarnishing your employer brand, making future drafts even tougher. 💡 Smart automation doesn’t replace the team—it strengthens it. To win the talent championship: ✅ Use automation for routine plays. ✅ Keep your recruiters as the coaches, fostering real connections. ✅ Create a candidate experience worthy of a Super Bowl MVP. Because recruitment isn’t just about the stats—it’s about building a championship team. Is your strategy scoring touchdowns—or throwing flags? 🏟️🏆 #Recruitment #Hiring #TalentManagement #Automation

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