Michael Ginn

🌞 Rise and Shine, Recruiters! 🌞 As we kick off another week, let's talk about the future of technology staffing. The tech sector has been through its ups and downs, and it’s easy to consider pivoting to other verticals when the market feels uncertain. However, now is the time to double down on your tech recruitment efforts! The technology industry is on the brink of a significant resurgence. With advancements in AI, cybersecurity, and remote work solutions, demand for top-tier tech talent is set to soar. Companies are not just looking to fill positions; they’re seeking innovators who can drive growth and transformation. Here’s why staying the course in tech recruitment can be your best move: 1. Innovation is Unstoppable: The tech industry thrives on innovation. As new technologies emerge, so does the need for skilled professionals to implement and manage them. Your expertise in this vertical will place you at the forefront of these exciting developments. 2. Market Expansion: Tech companies are expanding globally, creating a surge in hiring needs. By maintaining your focus here, you’ll be tapping into a growing market that’s hungry for talent. 3. Long-term Relationships: Building and nurturing relationships with tech talent now will pay dividends. As the market rebounds, you’ll be the go-to recruiter for companies looking to scale quickly. 4. Strategic Positioning: Position yourself as a specialist in tech recruitment. Companies value niche expertise, and your deep understanding of the tech landscape will make you indispensable. Remember, challenges are just opportunities in disguise. By staying committed to tech recruitment, you’re not just filling roles; you’re shaping the future of the industry. So, let’s embrace the week ahead with renewed energy and a steadfast focus on the tech sector. The comeback is just beginning, and we’re poised to lead the charge! #CyberCoders #SalesEnablement #MondayMotivation #TechRecruitment #Innovation #StaffingSuccess Have a fantastic week!

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🌟 **Discover the Truth Behind Recruiting Agencies!** 🌟 Our very own Emily Benedit dives deep into the 5 most common myths about working with recruiting agencies and reveals the true value they bring. From cost-effective solutions to high-quality candidates, Next Level Impacts is here to revolutionize your hiring process. 👩‍💼 **Read Emily's insights and learn more:** www.nextlevelimpacts.com #Recruiting #MythsDebunked #TalentAcquisition #NextLevelImpacts

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The Workday Lawsuit could affect the entire AI and HR Tech industry as well as the hiring companies using the Tech. As we unpack this situation further, it potentially gets worse for Workday in what could become a landmark case with far reaching implications. For years, many have been suggesting that there is an "Agency" relationship between the Employer and their selected Tech and Service providers. That will now be tested. If found that there is such an "Agency" relationship then potentially every single employer and every single AI-based HR Tech stack they use could be implicated. Even settling the case at this point will embolden many other candidates/plaintiffs who have no love for Workday and feel like they too have been discriminated against. While some elements of the case were dismissed, the following excerpt from Judge Lin's findings will provide no comfort to Workday and all companies that use Workday or any other AI-based candidate screening and selection tool. “Workday’s software is not simply implementing in a rote way the criteria that employers set forth, but is instead participating in the decision-making process by recommending some candidates to move forward and rejecting others,” the judge said. “Given Workday’s allegedly crucial role in deciding which applicants can get their ‘foot in the door’ for an interview, Workday’s tools are engaged in conduct that is at the heart of equal access to employment opportunities.” This is huge! Much more to come on this matter, but if it is proven that an Agency relationship does exist between any hiring company and its vendors, then discrimination lawsuits could become the news of the day for years to come. And this could bring AI-based HR Tech implementations to a screeching halt. Stay tuned.

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If you don’t know exactly who you’re targeting, you’re already losing. When I first entered the recruiting industry, I didn’t know the first thing about the market. I didn’t know the difference between contingent or retained recruiting, permanent placements vs. contract staffing, or even the websites people were using to find talent. But I obsessed over it. For years, I studied my target market, their behaviors, and what made them tick. If I can learn an industry from scratch, so can you. Maybe you’re not starting from zero, but here's the thing: Whether you’re doing business development outreach or sourcing candidates, understanding who you’re reaching out to at a deep level is your job. That’s where mastering your hiring persona comes into play. You have to know exactly who your decision-makers are—what they care about, what problems they need solving, and how to speak to them in a way that captures their attention. There’s no shortcut to this. It takes obsession, dedication, and time. You need to get laser-focused on who the hiring leaders are in your industry, and more importantly, you need to figure out how to speak to them in a way that resonates. Understanding your ideal hiring persona isn’t just about creating some buyer persona template and calling it a day. It’s about living and breathing your market, knowing their pain points inside and out, and becoming so well-versed that you can predict their needs before they even realize them. Once you’ve mastered this, your outreach and sourcing will stop feeling like a shot in the dark and start feeling like you’re speaking directly to the people who are ready to say yes. The more you understand your market, the more powerful your message becomes. There’s no hack or magic bullet—just an obsession with learning your space and providing real value. If you’re not getting the responses you want from your outreach, it might be time to get back to the basics and dive deeper into mastering your hiring persona. Because when you understand who you’re talking to, everything else falls into place.

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2025 Salary & Work Insights Are Here – Grab Yours! 👇 📈 43% of employees plan to switch jobs within the next 6 months. With intention to move on the rise, companies need to rethink retention strategies to stay competitive. Our 2025 Salary & Work Insights Guide offers actionable solutions to help you adapt, including how to align your offerings with what talent really wants. Get your copy here ➡️ https://lnkd.in/duGwKr-n

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Do YOU know your TA Teams Capacity? Many TA leaders shrug away from locking this metric down and publishing it within their business teams. DONT ! Every team has a capacity metric, do you know whats yours? Is it based on core analytics and proven data or is it based on bravado and courage. In todays age of Ai and automation the size of your team as a metric of personal success in a role is largely over. So decipher this metric by looking at past trends and projects to help improve it, publish it and see how it opens doors to more mature scale-up conversations with business leaders versus "I don't care what you do but we need to onboard 100 people in the next 2 weeks" . #ta #hiringleaders #recruitmentmetrics SKANJO

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Question for all business owners??? If given the opportunity to add an additional HR team to your operations who has 50 successful years of industry experience and at no additional cost….would you? When partnering with the right agency that fits your operations, the benefits go beyond just filling a position. You will get a valuable addition to your HR team without the extra expense. Connect with us soon!

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TA teams are often disconnected from overall business strategy, causing misalignment. With cost-cutting pressures, their strategic value is being questioned. To stay relevant, TA must get a seat at the table and show how hiring enables strategy. Ensuring TA has executive influence will maximize its impact and value. Companies thrive when TA is tightly integrated with corporate strategy and objectives. An isolated TA function operating in a vacuum is doomed to fail. With budgets tightening, some view TA as a cost center rather than a strategic driver. This risks making shortsighted cuts that undermine hiring. The solution is clear. TA leaders must secure an influential seat at the executive table. They must understand overall strategy and demonstrate how hiring and retention enable strategic goals. This integration allows TA to hire the specific skills and competencies needed for business success. It also builds credibility as a core strategic function, not a dispensable extra. In our experience, companies excel when TA has the ear of leadership. This prevents isolation and positions TA as an indispensable strategic partner. If you lead TA, ensure you have visibility into corporate strategy. Proactively advise executives on talent needs. Elevate TA as a strategic asset, not just an operational function. You hold the key to hiring and retaining the talent to drive business performance and competitive advantage. #TAtrends #talentacquisition

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According to the latest Hourly Hiring HR.com report, 60% of companies struggle to find quality candidates in high-volume hiring. Outsourcing your recruitment process to experts who can leverage a national network of candidates and tech-driven solutions can be the key to bridging that gap.

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Average VMS NPS Score: -43% Average MSP NPS Score: -29% Average Staffing Firm NPS Score: -2% Is there any other industry whose go-to playbook is considered universally unsatisfactory? Think about those numbers for a minute: they mean that the standard contingent workforce program is designed to have managers use software people seem to hate and run everything through an MSP they’re unsatisfied with in order to keep them from staffing vendors, who are the most popular part of the program. We might need to re-think some things. (All data from the 2023 SIA Buyer’s survey, fyi) Also, link in the comments to a blog post unpacking some of this. 

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Internal mobility plays a critical role in building a resilient and agile organization ☝ Learn how to keep your top talent engaged and drive organizational success together ⬇️

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April CandE Pulse Research: The Recruiting Yo-Yo Knows No Bounds Overall, in our April CandE Pulse results, our key recruiting indicators were down but didn’t cool as much as the broader jobs report, but they've still been up and down. It will be interesting to see what happens during the summer months and beyond. See #TheCandEs updated state of #CandidateExperience for this month and beyond. #recruiting #hiring ERE The CandEs

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This post is terrible! 😢  Especially if you are a recruiter doing BD It WON’T share a cold call framework A series of email templates  Or Social selling playbook It DOESN’T list warm outreach  triggers show how to build a sales campaignOr how exactly to follow-up It DOESN’T break down discovery  how to win at negotiations or how to close It CAN’T show you how to nail your ICP find their key commercial drivers or target their problems And it certainly WON’T ensure you consistently and confidently win new business.  For all of that (and more) you’ll need to join the Innovators.  Just ask me how.

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Better hiring begins with the right pay. Keep your pay rates and salaries competitive with Randstad's 2024 Salary Guide, which includes: ☑️pay data for hundreds of in-demand roles ☑️insights into hiring trends across industries Download your 2024 Salary Guide now.

Biggest takeaways from the 2024 High-Volume Hiring Candidate Experience Report include: - 63% expect hourly hiring to increase - 51% use technology to improve #CandidateExperience - Candidate drop-off is the top challenge Unlock best practices for #CandidateExperience and high-volume hiring success with #TheCandEs and Sense new research. Download link in the comments. #recruiting #hiring ERE The CandEs

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What is using a staffing firm actually costing you? What is not using one costing you? 🤔 There are 3 main ways to hire FTEs, and most people are familiar with them on the surface: ✅Hiring using internal TA teams ✅Using an agency on a Direct-Hire model ✅Contract-to-Hire/Temp-to-Hire through a staffing firm Many executives and TA teams decide which they prefer for their company based on organizational norms and past experiences. And a lot will impose a "no agencies" rule to save on budget. But have you looked at the math to see what makes the most sense for you? Don't worry, I've done the math for you & have put together a cost analysis that outlines the hard & soft costs of hiring internally, hiring Perm through an agency, and hiring on a contract-to-hire model in 2024. If you'd like me to send you a copy, comment "FTE" #FTE #PermHiring #CostAnalysis #Staffing #Recruiting #Talent #TalentAcquisition #HiringStrategy #TalentStrategy

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