Lisa Fernandez

How does Impact’s expertise in talent acquisition support contingent workforce development? Vance Tiller — Chief Executive Officer at Impact Workforce Solutions — breaks down how our temporary staffing solutions deliver measurable success for manufacturers, distributors, and call centers. Vance shares the insights gained from decades of experience in industrial staffing and explains how reducing turnover and increasing stability leads to more predictable, sustainable outcomes. Discover how Impact Workforce Solutions can reduce turnover and increase productivity for your operations. Visit https://bit.ly/3ouNhdt #Staffing #TalentAcquisition #WorkforceManagement

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The Q3 Vaco Talent Pulse Report found that 44% of professionals feel extremely confident in their ability to improve their financial status, an 8% increase year over year. Despite the economic downturn, we're seeing positive signs—especially in finance and accounting—where hiring activity is picking up during a typically slow period, suggesting that brighter days are ahead.   As market demand is expected to rise, the supply of talented resources remains tight. Because of this, we are seeing companies willing to pay to retain top performers through counteroffers, while those professionals choosing to make career or contract moves are finding opportunities to advance and improve their financial situation. To view the full Q3 Vaco Talent Pulse Report, go to: https://lnkd.in/gwVc5uU3.   #TalentPulseReport | #JobSeekerConfidence | #JobMarketInsights | #FinancialConfidence

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While the economy continues to present challenges for job seekers, many are focused on acquiring new skills and exploring opportunities through contract work. To learn more about workforce confidence levels, check out the Q4 Vaco Talent Pulse Report: https://lnkd.in/eViG4ggA #talentpulsereport | #jobseekerconfidence | #jobsearch2024

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📊Curious about the latest trends in employee and job seeker confidence? Our Q4 Vaco Talent Pulse Report is out now, offering key insights into the current job market. Whether you're an employer navigating hiring decisions or a job seeker looking for the next opportunity, this report provides a clear snapshot of what’s driving confidence levels as we head into 2024. 🔗Read the full report here: https://hubs.li/Q02XcCjT0 #talentpulsereport | #jobseekerconfidence | #jobsearch2024

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🚨 Job Market Update: Navigating a Shifting Landscape 🚨 Recent data shows job openings have declined to their lowest since 2021, with hiring slowing down and quits dropping back to pre-pandemic levels. Some sectors like manufacturing show resilience, but overall the labor market is cooling down. 🌟 Key Takeaways: - Job openings in decline, signaling a slowdown. - Hiring is lower, with certain sectors more impacted. - Quits are at pre-COVID levels, indicating less confidence in finding better opportunities. It's crucial to keep an eye on these trends and adapt our strategies accordingly! 🌟 #JobMarket #HiringTrends #CareerDevelopment #StrongAndCourageous #TheVictoriousLife #IntentionallyMissional #Business #Strategy #Management #Entrepreneur #Money #Finance #Wisdom #Leadership #Talent #Global #Planning #Good #GlobalTalentManagement #Change #Exemplary #Dynamic #Purpose #MoreThanConquerors #TheAdventurousLife #Love #Brainonomics https://ow.ly/bf9g50Ru6Pn

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Spent some time with a fantastic group of In Transition Finance leaders this morning, learning invaluable tips and trade secrets on creating a LinkedIn profile for job seekers. My longtime friend Jennifer Exum, MBA, SHRM-SCP, CIR, CDR led the session; she is truly a guru of all things LinkedIn! Her top 5 recommendations were incredibly insightful. One of the most challenging questions we discussed was whether to use the "Open to Work" green circle. Does it make you more searchable and available to recruiters, or does it appear desperate? I'm still on the fence. I see the benefits, but I also understand how it might be perceived differently by various leaders. #CFO #financeleaders #QualStaff #opentowork

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How do you know if your strategic RPO partnership is actually on the path to success? Here, we share insights on the tell-tale signs your partnership is on the right track. https://ow.ly/1EI930sF5Zh

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LONG ISLAND HIRING MANAGERS! The last few weeks have seen a large uptick in excellent candidates, both in the public and private sectors, looking for new roles. Get in touch to partner with the largest recruiting group on the island, with specialties in every industry sector and public accounting. To learn more, reach out so we help guide you through our process, how we can partner together and share your job parameters/goals. #hiringmanagers #lijobs #longislandjobs #accountingjobs #longislandroles #accountingroles #publicaccounting #privateaccounting #cpa #cpafirms

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Fidelity Center for Applied Technology®(FCAT) researcher, Deanna Laufer has been digging into the data around the changing nature of families, zeroing in on the fact that people today have fewer family members which can impact how they find jobs, develop relationships, and build resiliency. Read more about this trend and why it matters in an interview with Deanna at https://lnkd.in/gjyZWHUW . #FidelityAssociate

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Some controversial(?) opinions on Direct Sourcing: 1) It seems like Direct Sourcing platforms have become another in the long list of tools Contingent Workforce Program Managers count as a necessary part of their programs. But I don't think Direct Sourcing -- the way the majority of DS platforms on the market approach it -- is a fit for the vast majority of programs. A couple of reasons why: — “Private talent pools" are very hard to build. Matching supply to demand is very, very, very complex. Doubly so for W2 workers because W2 contract jobs tend to be 1) full time and 2) long-term, which means that a whole lot of people in your talent pool aren’t actually active in your talent pool. — Most programs are “horizontal”, in the sense that a Contingent Workforce program fills jobs across teams and departments within a company and you need candidates for Marketing, Engineering, Product, Ops, Customer Support, etc. etc. That’s a lot of unique supply to match to demand. If your program’s headcount isn’t relatively homogenous (i.e. you run the CW program for a Law Firm and 85% of the contractors are contract Paralegals) it becomes even harder to build a talent pool supply that matches your demand. 2) The number one driver of direct sourcing programs is cost savings. 90% of programs that have implemented direct sourcing to save money on staffing firm markups could have saved the exact same amount by going to their supplier base and trading exclusivity on reqs for lower markups. The reality of many Direct Sourcing programs is that the “curation partner” is basically just a staffing firm willing to do staffing for less in exchange for exclusivity (or even just a period of exclusivity) on reqs. There’s got to be a lot of savings to justify an RFP to choose a platform, a curation partner, a long implementation, and building out a talent pool. And I bet there are often much shorter paths to those savings. 3) I know the revenue for 2 of the 5 largest Direct Sourcing platforms. They’re very, very small companies. One is public in Australia and their market-cap is publicly available, and the other I learned from a reliable source is still at single digits in ARR despite a long list of very big clients. I suspect most would consider one of these two to be the market leader, at least based on reputation. But if they are, the Direct Sourcing platform market is very, very small and underscores just how large the gap is between theory and practice. 4) The most effective way to “Direct Source” is to have an internal team of recruiters using your regular ol’ ATS and then to onboard them with an EOR. HireArt integrated with Greenhouse and Lever for that very use case long before I’d ever heard the term “direct sourcing” and had plenty of clients who were 100% direct sourced, and they didn’t need a talent pool, a platform, and a curation partner to get there. Just, you know, Recruiters. Just because you can buy a tool doesn't mean you should.

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Finding the right talent is crucial if you want to meet deadlines, achieve goals and stay competitive. Without the time and proper resources, hiring managers may find their job openings going unfilled and that they’re missing out on talented job seekers. Before publishing your next team opening, research and be prepared. Follow these seven steps to fill your job opening quickly and effectively. https://lnkd.in/eTmGHEwh #hiring | #hiringtips | #interviews | #findtalent

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Confidence levels among job seekers and employees showed significant improvements in Q3 2024, with the Vaco Talent Pulse Report revealing that 45% of respondents shared extreme confidence in their ability to get and hold a job right now, a 10% increase from Q2 2024 and a 6% increase year over year. To learn more about current job seeker and workforce confidence levels, check out the Q3 Vaco Talent Pulse Report. https://lnkd.in/eH3KXnQH #talentpulsereport | #jobseekerconfidence | #jobsearch2024

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The October 2024 Survey of Consumer Expectations, which shows that households’ inflation expectations declined slightly at the short-, medium-, and longer-term horizons. Labor market expectations improved with households reporting a lower likelihood of higher unemployment and job loss, and a higher likelihood of finding a job if they were laid off. Perceptions of credit access and expectations for future credit access both improved in October, and households reported a lower likelihood of missing a minimum debt payment over the next three months. https://lnkd.in/gPSXbXC6

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Americans who are familiar with retirement-related issues—including Social Security, Medicare and savings strategies—are far more confident in their retirement prospects than those lacking such knowledge, according to Retirement Fluency research from the TIAA Institute and the Global Financial Literacy Excellence Center. The researchers asked U.S. adults five multiple-choice questions on retirement topics. For those who answered at least four of the five questions correctly, more than a quarter of them were very confident they’ll have enough money to live comfortably throughout retirement. Among those who couldn’t correctly answer any of the questions, the number dropped to 10%. #RetirementFluency #PFinIndex https://lnkd.in/e435-j3M

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Companies have a limited window to consider whether to enter into new non-compete agreements with “senior executives” before September 4, 2024, when a new Federal Trade Commission rule banning all non-competes, except those with senior executives in place before the rule takes effect. Learn more about this new rule and how to navigate it within your organization. #FutureofWork #leadership #HumanResources #noncompeteban #FTC

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Forbes Human Resources Council discusses, “Developing And Retaining High-Potential Employees In The Modern Workforce” High-potential programs have long been used to develop future leaders and encourage them to remain within their organizations. However, in the new normal (Covid-19 era and beyond), a shift in workplace dynamics presents new challenges for retaining top talent. #retention #development

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