Margaret King

💫 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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Unleashing Excellence in Talent Acquisition With nearly 30 years as a practicing recruiter, I have navigated a landscape rich with both heartache and triumph. My journey has been marked by countless experiences that have shaped my expertise and honed my skills in the art and craft of recruitment. From running recruitment at corporate and agency levels to architecting Applicant Tracking Systems and evangelizing LinkedIn and social media, each challenge has transformed into an opportunity to build a legacy of impactful placements and meaningful connections. Introducing "A Rewarding Career in Talent Acquisition" I'm thrilled to announce the launch of my latest course, "A Rewarding Career in Talent Acquisition." This simple yet profound program is designed to relay the essence of my experiences, helping aspirants make informed career choices and enabling practitioners to implement systems for Recruiting Excellence. What You Will Learn For Aspirants: - The long-term impact of choosing the wrong career - The cost associated with incorrect career decisions - The role of proper induction in understanding professional requirements For Practitioners: - The organizational support required to excel as a recruiter - Insights into the principles of Fail-Safe Hiring Course Details: Format: Virtual and free Date & Time: 13th August(Tuesday) 7:30 PM to 10:00 PM Cost: Rs. 495/- for the book "Fail-Safe Hiring" (includes courier charges) To Register: https://lnkd.in/ggYSHEzb Special Offer: 5 free seats available through a poll contest this week. Polls have been posted from Monday to Wednesday, with the remaining two on Friday and Saturday. Winners will be announced on Sunday. Return on Investment (ROI) For Participants: - Enhanced Knowledge: Gain insights from decades of experience, helping you navigate your career or improve your recruiting practices. - Practical Tools: Access to the book "Fail-Safe Hiring," a comprehensive guide to accompany you throughout your recruiting journey. - Community Engagement: Participate in discussions and polls, gaining perspectives from peers and experts in the field. By joining this program, you invest in your professional growth and equip yourself with the knowledge and tools to excel in talent acquisition. #TalentAcquisition #CareerDevelopment #SkillGrowth #JobSatisfaction #CareerSuccess #ProfessionalGrowth

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Fellow TA Pro’s & Hiring managers, anyone starting to notice an uptick in offers here in 🇺🇸? I’m seeing a lot more recruiters getting hired & candidates that I’ve engaged with getting multiple offers…. Not quite 2021 War on Talent vibes but a noticeable uptick! 🔥 #Talent #Jobs #Hiring #TalentAcquisition #Labormarket #WaronTalent

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To all my amazing Talent Acquisition connections, I have a topic of discussion for you, if you care to share your feedback! 𝐍𝐎 𝐒𝐇𝐎𝐖𝐒 𝐟𝐨𝐫 𝐢𝐧𝐭𝐞𝐫𝐯𝐢𝐞𝐰𝐬!!! 🤔 This pertains to no shows for the initial phone interview that the TA Partner has scheduled and confirmed, as well as no shows for the Hiring Manager interviews. There is such a shift in work ethic in the years I've been a recruiter. I don't remember experiencing no shows back 29 years ago, or even 20 years ago. The past 7 years, I feel as though it's a constant. In my experience, it's primarily with candidates being considered for full time hourly rate roles; not for the salaried roles. But the hourly roles are professional, full time positions. In my current position, the majority of my recruiting is in Director level and above roles, which I do not experience no shows for. I am currently helping with hourly rate roles as well, and the # of people who no show for our initial phone interview is astonishing. I leave a voice mail message and a text and the majority NEVER respond. They're just gone with the wind I guess. No regard for my time, nor for their own credibility or character. 🤷‍♀️ I have given opportunities to reschedule, but only one reschedule. If the 2nd scheduled call is a no show as well, the ship has sailed for me. 𝐈'𝐦 𝐜𝐮𝐫𝐢𝐨𝐮𝐬 𝐚𝐬 𝐭𝐨 𝐡𝐨𝐰 𝐲𝐨𝐮 𝐚𝐥𝐥 𝐡𝐚𝐧𝐝𝐥𝐞 𝐭𝐡𝐞 𝐧𝐨 𝐬𝐡𝐨𝐰 𝐬𝐢𝐭𝐮𝐚𝐭𝐢𝐨𝐧.  Is it happening frequently to you as well? If so, is it just your hourly roles, or also the salaried positions? What do you communicate to the candidate when they no show and you don't wish to consider them for employment at your organization? I aim to be compassionate and provide a professional and understanding experience, however, there is a HUGE part of me that really doesn't want to give a 2nd chance, UNLESS there was an emergency where the candidate physically could not text or call me to let me know they need to reschedule. In my years, I've heard every reason possible, as to why they didn't answer. Some I believe and some I do not. For me, personally, a no show with no call, text, or email to let me know they need to reschedule, is a huge red flag. Where is the common courtesy and the professionalism today? Reliability is missing in action. It's so unfortunate. I take the time to email every candidate a calendar invitation that states the date and time, AND the phone number I will be calling them on. It also includes my number so they know what number I'll be calling them from. They have to accept the invite to confirm the call. So it isn't like they didn't know when their interview was scheduled. Today, for me....it is a serious NO SHOW Monday! Three more interviews scheduled today. I will remain positive and hopeful. I'd love feedback on this HOT TOPIC from any of my recruiter friends who care to chime in.

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As an external recruiter and someone who has a past in corporate recruiting, I view my partnerships with the internal TA team to be very crucial. I know.. some agency recruiters won't agree with this statement (and those are probably not the agencies you want to work with in the long run). Hear me out a sec.. 3 Reasons why internal TA and External Recruitment need to act as partners and not competitors: 1) Your Employer Brand. As a hiring leader, it is important to loop in your internal recruitment team on wanting the assistance of agency.. your internal recruitment team is THE voice of your brand in the market. As an agency recruiter, I want to make sure I get your message right when I am reaching out to candidates, and I need help from HR or TA in order to do so. Representation matters. 2) Equity/Market Data. Internal TA knows the equity of the hiring team. They know where the role should sit compensation-wise in the organization. The external recruiter is valuable in providing market data based on real-time conversations in the area. This data is a marriage- you can't have one without the other. 3) TA and Agency should be Yin and Yang. Internal Recruiters understand the intricacies of hiring in that specific business unit- maybe more so than the hiring team understands (i.e. "they are the outside looking in"). The external recruiter can act as a consultant and voice of reason by providing market data (i.e. "proof is in the pudding") on these details that may be missing the mark and why. Bottom Line. All this to say- If an agency is trying to go around the TA team, they may be able to close ONE deal, but they may have a tougher time understanding the needs of the business enterprise-wide. Partnerships with TA and HR are of utmost importance. #recruitment #agency #internalrecruiting #partners

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Gen AI plays a crucial role in shaping the future of work but what are the implications for leaders? It is imperative to adopt a new approach to training current and future employees in the ethical use of artificial intelligence. We spoke with Allyn Bailey of SmartRecruiters and Rebecca Wettemann CEO of Valoir Incorporated to discuss the future of AI in TA, Gen AI training needs, and how to avoid AI hallucinations: https://lnkd.in/dGEtUJJh #Talent #HR #Skills #Hiring #Staffing #Recruitment #AI #ArtificialIntelligence #Tech #Technology #GenAI

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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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Seeing as I have been a TA Recruiting Partner for over 20 years, I have seen my share of ATS systems and application processes. How in the world of technology that we live in has there not been a more effective system created to parse resumes? Two, why, why do you still have to parse resumes when you literally can just review the resume alone (what I have done for years). Three, why are companies mandating dates for not only graduation from college, but also start dates at said college? Next, remote, hybrid and onsite…. Let’s be honest, one day from home is not really hybrid, just state your role is onsite and surprise them by saying you can work one day a week from home! Also remote is not remote if you require someone to be in a specific city and within certain miles of said city. Let’s call that one hybrid. Finally salary. Post your ranges whether the law tells you to or not. And if you are not posting salary ranges on your job descriptions/postings, don’t make it required we tell you one number on salary requirements in order to apply only to then reject said applicant because they asked for too much than you are willing to pay. I don’t even approach the salary conversation when I’m recruiting until the very end of the interview. I want to know all about the KSAs before diving into that discussion. Then just be up front and honest with your candidate. If you want the applicant’s range, return the favor and also allow us to give a range not just one hard and fast number. As I have recently reentered the job search market, these are things that have pained me and have me wanting to pull my hair out this last week. I love processes that are quick easy and done vs I finally have to just stop after 10 minutes because my kids need dinner or homework help and I’m still only 1/4 of the way through your company’s application process. TA leaders need to do better setting up their process. Put yourself in the applicant’s shoes. Let’s all do better to make it easier for applications to flow into our systems. #remote #hybrid #jobsearch #TA #recruting #ATS #processimprovement #salarydisclosure #jobpostings #applications #jobs #recruiters #talentacquisition

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I recommend exploring this career option with this 👇 specific team. Operating since 2008, the Principal Recruiting team (PER) owns specialized technical leadership hiring for Amazon worldwide. The team blends best in class #ExecutiveHiring techniques with deep #TechnicalRecruiting acumen to make consequential hires at Amazon. The research team has a broad mandate and a long runway. They discover, engage, and assess leadership talents. They are also "tool builders"; applying AI to automate processes, crafting great customer experiences, researching and quantifying talent pools that are small (handful in the world) to large (geographies)...the list goes on.

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📰 It's In! Here's my 6 takeaways from The Dice Tech Salary Report (2024 edition): 💰 Tech salary growth slowed between 2022 and 2023 - Those most impacted were those early in their career (5 years of less). 😒 The average dissatisfaction toward current compensation has increased since 2022 - 49% of tech pros are satisfied with their compensation (this is down a bunch since 2022). 🤑 Alternative benefits offer a strong avenue for employer differentiation - Employers hoping to attract the best talent should offer stock programs, work from home stipends, wellness programs, etc. 🧠 Increased focus on AI and data analytics - The network and cloud arenas boasted some of the tech skills with the fastest growing salaries. 🏖 Tech pros use of paid time off remains strong - Tech professionals had a large increase in PTO usage between 2021 and 2022, and it remained steady for 2023. 📞 93% of employed tech pros are either looking for a job or willing to hear about a new opportunity (49% are satisfied with their current compensation). If you are a hiring manager and want to see the full report or have a conversation about these trends, as well as local trends Triumph Services is seeing, let's chat.

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A question I get a lot is how are we surviving as a tech recruiting company through a tumultuous couple of years? It’s certainly not by operating how we used to. We made a number of edits to get back to a position of strength. Some of the edits included * We quickly lowered our pricing in response to the surplus in supply versus demand. It took longer to build the financial model to understand the full impact of that, and eventually learned we were generating losses on a number of accounts. We modeled out a few different pricing models to get to one that wasn’t crazy on margin but at least HAD a margin so we didn’t go out of business.  * In the initial free fall of the market we conducted a small layoff. It totally sucked, no one wants to be in that position. It was either some people lose jobs or everyone does if we ran out of cash (which we didn’t).  * This eventually included, painfully, eliminating an ops role, and me as the founder picking up another hat. Simply you can’t spend more than you make.  * We started hiring part time contractors to flow to the changing demand, and converting people to full time as our revenue grew more stable. This required that every account have an account manager, to ensure every account has an FTE that’s familiar with our process since we’re pretty specific about it.  * Delivery is the most important investment. There is very little room for error. When we F up we quickly discount the invoice and make sure our clients only pay what we feel good about charging. I wish we NEVER f’d up but hey we are human. Every time that happens we make sure to make some kind of asset of it, by editing controls in our process or developing trainings.  * Generally we are moving away from seed companies and towards Series A +. There’s lots of opportunity now with seed but given risk candidates are much less responsive and recruiting can get pretty expensive which doesn’t feel good.  * We’ve taken on more diversity in roles. We used to lean more heavily engineering and started taking on more biz roles. FWIW I don’t suggest everyone do this but I led biz recruiting at Palantir so it’s a personal strength. What am I missing? What are you doing? 

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When I left my cushy TA role in SaaS for mat leave back in 2022 I walked away with confidence. I had made five offers in the last six weeks and was feeling accomplished and was standing in my power. Loved the new role I was in, loved my team, loved the work and was excited to welcome my son and come back to my career and keep growing. While on leave, the market started shifting, layoffs were making headlines, people started to wring their hands and worry. I came back to a different team; we were all concerned about our stability. Eventually the layoff occurred. I lost my job. I panicked for awhile. I worked my network. I got very little traction and I decided to open my own company. I did some consulting and made it work. Then I found a great contract and rode that wave. I am again facing a job search and weighing the pros and cons of applying or leaning back into my own business in a market that continues to see HR and TA as expendable. I see articles that show how good the economy is, while fear bubbles in my own body around what that says about me and my recent struggle in this market. If its so good, why am I here. Since giving birth, my career that I had been so proud of and worked so hard for has taken a beating and its felt like the earth below my feet has shifted a thousand times. I have been agile. I have shifted focus. I have fought to stay positive and shift perspective and be thankful. I've done all of this while raising a fierce, active, independent son, hoping that I am not only able to provide for him but that I am setting an example of resilience and strength. I am not telling a new story here. I have so many friends in this same hamster wheel of knowing we are valuable and then second guessing it because this market will eat you up and spit you out. Tomorrow I will be back here with job search tips, a witty observation or two and a more positive perspective but today I am asking that if you know someone in a job search in this market, dont comment for reach; make an intro. This stuff is tough.

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How professional virtual recruiters like me can be game-changers for Amazon Delivery Service Providers (DSPs), without breaking the bank? As a DSP owner, finding top talent is crucial, and navigating the hiring process can be time-consuming and costly. That's where virtual recruiters come in. Here's why they're a smart investment: 1️⃣ Cost-Effective Solutions: Virtual recruiters like me and my team offer cost-effective hiring solutions, allowing DSPs to access professional recruitment services without the hefty price tag. With flexible payment models and competitive rates, you can streamline your hiring process while keeping expenses in check. 2️⃣ Specialized Expertise: Virtual recruiters bring specialized expertise in sourcing, screening, and hiring candidates specifically tailored to the needs of DSPs. Their industry knowledge and networks can help you find qualified candidates quickly and efficiently, saving you valuable time and resources. 3️⃣ Scalability: Whether you're ramping up hiring during peak seasons or expanding your delivery operations, virtual recruiters offer scalability to meet your evolving workforce needs. You can scale up or down as required, without the burden of maintaining a full-time recruitment team. 4️⃣ Focus on Core Business: By outsourcing recruitment tasks to virtual recruiters, DSP owners can focus on core business priorities, such as optimizing delivery routes, improving customer satisfaction, and driving business growth. This allows you to allocate resources where they're needed most, enhancing overall operational efficiency. 5️⃣ Quality Candidates, Faster: With a virtual recruiter like me and my team, managing the hiring process, you can attract and onboard quality candidates more efficiently. Their expertise in candidate sourcing, screening, and selection ensures that you find the right talent to drive success for your DSP. Ready to elevate your recruitment strategy and build a high-performing delivery team? Consider partnering with me to unlock these benefits and more! #AmazonDSP #Recruitment #VirtualRecruiters #DeliveryServices #BusinessGrowth

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I am actively seeking a talent acquisition role. I am immediately available for: ✔️ Contract Recruiting ✔️ Fractional TA leadership ✔️ Consulting to set up interview processes, analyze funnel data, implement new tools (ATS & Automations) ✔️ HR & Talent Tech advisory ✔️ CON-tained searches - $10k & $15k flat fees for any level role in an early stage tech company I am open to more permanent roles with fast growth disruptive tech companies (Series A-C) with strong values alignment, like: ✔️ Head of Talent Acquisition ✔️ Director of Talent Acquisition ✔️ VP of Talent Acquisition ✔️ Chief Talent Officer More unique Lori traits: ✔️ I love being in a role that challenges me strategically and tactically (I will never get 100% out of the weeds) ✔️ I am highly scrappy, decisive and bold ✔️ I am highly transparent, humble and open ✔️ I believe in servant leadership and empowering & enabling everyone to win together ✔️ And I love to be creative (hence the infographic which I made entirely myself on Canva) ✔️ I am an early adopter of talent tech AND I value the old school action of picking up the phone ✔️ I value life long learning, self growth mindsets and human transformation and have become a coach and conduit for others ✔️ I bring veteran experience coupled with very high energy and passion for my work Please share, tag or comment for reach. If you appreciate my content, now's the chance to show me by helping this post get traction. Link to my resume is in the comments. My email is Lori at TheRebelHR dot com. I am excited for the next chapter and to help a worthy organization scale with intention and grace. My culture compass will support the scale of core values along with the scale of process and structure. Let's Chat!!! #recruiters #jobseekers #talentacquisition #recruitingjobs #pleaseshare

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