Ryan Hazel

The Q4 2024 Vaco Talent Pulse Report was released today 📈 !   🎯 Job Security: Confidence has dipped slightly, with 41% of respondents confident in job security (down from 45% in Q3), but still a 3% increase from last year. 32% are not confident, a significant rise from Q3. 💲 Financial Outlook: 41% are confident about improving their financial situation in the next 6 months, up 4% year-over-year. However, 30% report feeling uncertain about their financial future. 💼 Career Advancement: Only 44% feel confident in advancing their careers, marking a 3% decrease from Q3 and the lowest since the report started.   Other: 📈 Hiring Trends: As we approach the end of the year, companies are ramping up hiring, especially for critical roles. Speed and quality will be essential to stay competitive, and there’s increased demand for candidates with expertise in emerging technologies and strong soft skills. 👀 Outlook: Despite a slight drop in confidence, contract work remains a viable option for many seeking flexibility. Hiring is picking up, but employers are more selective in their choices.

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🚀 **Resume Building Tips from River City Staffing!** 🚀 Crafting a standout resume is key to landing your dream job, no matter the industry or experience level. Here's how: 1. **Tailor Your Resume:** Customize your resume for each job application. Highlight relevant skills and experiences that match the job description. 2. **Use Keywords:** Incorporate industry-specific keywords to pass through applicant tracking systems (ATS). 3. **Showcase Achievements:** Quantify your accomplishments with metrics to demonstrate your impact. 4. **Professional Summary:** Start with a compelling summary that captures your career goals and highlights your strengths. 5. **Format Wisely:** Use a clean, easy-to-read format with consistent fonts and headings. ✨ Whether you're a seasoned professional or just starting out, these tips can help you shine. #ResumeTips #CareerAdvice #JobSearch #RiverCityStaffing #ProfessionalGrowth www.rivercitystaffing.com 916.485.1588

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Know Your Numbers! 💟 What I’m going to share below is based on how we work here at C/P! I can’t speak for other agencies/recruiters, so don’t jump me in the comments. I say this to candidates I work with: understanding what you need from a comp perspective (I’ll focus on base here) is important. Before we jump in, things I hold myself accountable for/ my commitments: - Always including salary range in every post I make - Sharing salary ranges during the first call/screening call - Checking in after the later rounds to discuss comp/realign - Being honest around flexibility or lack of! When I’m on calls and ask candidates where they want to land after I share the salary range, I can often hear them improvising #s. The truth is, we don’t need/want to know your current salary, but we do need to know what you want/what's your desired comp. It’s also important to note the difference between joining an early stage company and a later stage company. The base salaries + total comp can be very different. Of course, so much goes into comp outside of the base— equity, bonuses, and other benefits and perks— but start playing around with and thinking about numbers starting with your base. We have seen people get real creative around total comp so having at least your minimum, ideal, and sign-on spot numbers in your head already will make things so much easier. You are less likely to be disappointed if you approach convos with agents at C/P (I can’t speak for other agencies/recruiters) with a clear, realistic understanding of your expectations. We are transparent about salary ranges on all of our screening calls. We'll work ✨ for✨ and ✨with✨ you to make sure the offer you receive is one you are excited about!

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I get it … You use 3-4 agencies to help with your hiring needs because you can’t afford to run short. It doesn’t have to be that way. It’s simple …. How? • Require more from your staffing partnerships • Set expectations & stick to them • Eliminate the under performing • Compare rates • Ask them to mirror your hiring processes without additional fees! If that sounds AMAZING call me. I’m your gal, 931-644-2179 📧 [email protected] #staffing #qualifiedstaffing #nowhiring

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Monday Reminder: ✨ Research how your skills match the company's needs! ✨ Showcasing your qualifications is key for the hiring manager. Make sure you present yourself in the best light! 💼🌟 #JobHunt #CareerTips #MondayMotivation #SnellingStaffing #SnellingStaffingBoston #SnellingStaffingFitchburg

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WHAT DO #STAFFING AGENCIES DO? Staffing agencies check references, screen resumes, shortlists candidates, schedule interviews, and place candidates who work on-site at the employer’s behalf. The candidate is an employee of the staffing agency working under the direction of the employer. Regardless of how well a company schedules its employees, staffing shortages are bound to occur. Employees need time off, overtime pay costs become too high, a short term project requires extra staff, an employer has no time to look for candidates, internal company resources have trouble filling a difficult position, an employer wishes to try out a candidate before a full-time commitment. Using a staffing agency to hire employees allows an employer to focus on the growth of their business, take on additional short term projects without adding to long term headcount while having the ability to downsize staff and overhead when the projects are finished. www.matchstaffing.com To schedule an appointment in the Savannah, GA and surrounding area, email [email protected] #staffingservice #matchstaffing

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Happy Monday all! Did you suffer from the Sunday blues last night? Do you often dread Monday morning? Check out this opportunity with a Hamilton brokerage. They are looking for a VIP Account Manager to service and handle some new business. Salary up to $60K plus great commission. VIP ACCOUNT MANAGER Job Summary: VIP Account Manager will service needs of the VIP Clients Handle renewals, claims, all service needs of VIP clients Account round, quote new sales and referrals for VIP clients and their families. Cross sell to Commercial & Financial Service. Meet sales goals as set out with management.    Major Activities:  Work with minimal supervision. Have a complete knowledge of rules and regulations for all insurers.  Responsible for daily client calls and processing client requests.  Underwrite Renewals – responsible for the retention of the assigned VIP alpha section with expectation of 95% retention. Always keeping loss ratio and profitability in mind.  Acquire x-date for second/third piece of business by advising client of full range of Financial and Commercial Services. Advise Sales team for sale follow up.  Utilize the computer system to its fullest - TAM, company portals and EDI.  Manage accounts receivable on agency bill accounts.  Claims intake; report claim and assist client as needed, file date claim, send letters, advise Manager as needed.  Address courier and mail for the alpha section.   CSR Assistant is available for assistance. There are two TSRs on the team, one per two account managers.   Job Expectations: Phone Calls & Emails:  All must be returned asap. Morning calls in the morning and afternoon calls before end of day.  Claims: All claims must be reported, and if not, then reviewed with Management for confirming letter to be sent out to insured. Renewals: Contacting client 100 days before the renewal Renewals: 45 – 60 days prior to renewal. Rewrites: Rewrites placed with alternate prior to expiry and submitted to in-house u/w within carrier binding time limit. Cancellations: processed immediately. Advise client to “stop payment” if carrier cannot discontinue debits. Endorsements: Processed immediately on portal. Confirmation to insured must be sent if client declines coverage(s). Activities: Must be worked on daily and current dated (within 7 days). Accounts Receivables: responsible for agency bill accounts collection.  Month end report: monthly retention/cancellation reports to be completed and review with management. Audits: monthly file and phone audits with expectation of 95%. Personal Lines Meetings: responsible for providing company updates on corresponding carrier assigned. Carrier Binding Limits: responsible for knowing our carriers and ensuring binding limits/time are not exceeded.   Job Skills/Requirements:  RIBO licensed 3-5 years Insurance Service experience Communicate and perform clearly and quickly.  Dependable and conscientious.  Work with little supervision. 

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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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Five helpful tips to get your resume ATS-friendly. #resumetips

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Using the Military Veteran Pipeline (MVP) to hire military veterans and their spouses offers numerous benefits to both the employer and the hired individuals. Here are some compelling reasons to consider: 1. Access to a Skilled Workforce - Diverse Skill Set: Veterans bring a wide range of skills acquired through their military service, including leadership, discipline, problem-solving, and technical skills. - Adaptability: Military personnel are trained to adapt quickly to new situations and environments, making them versatile employees. 2. Strong Work Ethic and Commitment - Discipline and Reliability: Veterans are known for their strong work ethic, punctuality, and reliability, qualities that are highly valued in any workplace. - Commitment and Loyalty: Many veterans exhibit a strong sense of duty and loyalty, often resulting in lower turnover rates. 3. Leadership and Teamwork - Leadership Experience: Many veterans have experience leading teams and managing projects under high-pressure situations. - Team-Oriented: Military training emphasizes teamwork, making veterans excellent collaborators and team players. 4. Enhanced Company Culture - Diversity and Inclusion: Hiring veterans and their spouses contributes to a more diverse and inclusive workplace. 5. Economic and Social Benefits - Tax Incentives: Employers can benefit from various federal and state tax incentives for hiring veterans, such as the Work Opportunity Tax Credit (WOTC). 6. Strong Performance Under Pressure - Stress Management: Veterans are trained to perform well under pressure, making them well-suited for high-stress environments and roles that require quick decision-making. - Problem-Solving Abilities: The ability to think critically and solve problems effectively is a hallmark of military training. 7. Spouse Employment - Stability for Military Families: Providing employment opportunities for military spouses helps stabilize military families, which can enhance the overall well-being and productivity of the veteran. - Qualified Candidates: Military spouses often possess strong educational backgrounds and professional skills, making them valuable assets to any organization. 8. Corporate Social Responsibility (CSR) - Positive Brand Image: Demonstrating a commitment to supporting veterans and their families can enhance the company’s reputation and brand image. 9.  Implementing the MVP - Targeted Recruitment: MVP can help streamline the recruitment process by providing access to a pool of qualified veteran candidates. Register your company for free to begin searching for military veterans to fill your job openings. No contract once you make a purchase, cancel anytime. https://lnkd.in/eKPvY5hm Michelle Miller Alfredo 🤘 Torres Paul Lawrence #veteranowned #veteranownedbusiness #VeteranHiring #MilitaryTransition #VeteranEmployment #HireAVet #VeteransInTech #MilitarySkills #TransitioningVeterans #VetJobs #SupportOurTroops #VeteransSuccess

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Recruiting is sales no matter how you look at it, but I look at it as truly investing in someone else’s futures Relationship building and business development is the name of the game Follow up and follow through is where you will stand out whether it be the candidate or client side! A few tips I’ve learned along the way: 1. Personalize your Emails: in this digital age where we are sending out hundreds of premade emails per day- when it comes to follow up, we need to be more personalized. People need to believe that you know them, remember their pain points and genuinely want to help. looking for a job is scary 😱 2. Phone Calls: I can honestly say that there is nothing better than a good old-fashioned phone call. Know your audience, have a very clear and distinct purpose for taking time in their day, but there is something about using your voice and connecting with someone versus an email that can truly make the difference. 3. Crafting a Handwritten Note: this is going above and beyond and your clients know it. In the process of business development sending a personalized crafted handwritten thank you card expressing your gratitude for them taking time out of their busy schedule to share with you their hiring challenges100% sets you apart from your competitors.

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However, this is a GREAT opportunity for those engaged companies to take advantage of slow-moving organizations by demonstrating your commitment to hiring military veterans. Some tips: 1. Move with urgency to the next steps in the interview process. 2. Make the candidate feel welcome and engaged when they are on-site for the interview. 3. If possible, include other veterans who will speak positively about the company and culture. 4. If the candidate doesn't make the cut, deliver meaningful feedback. 5. When delivering an offer, make it at or above expectations and help the transitioning candidate and their spouse/significant other with the details of the benefits. (This may be their first foray into civilian benefit programs for many military candidates.)

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Recruiter noun. /rɪˈkruːtə(r)/ /rɪˈkruːtər/ a person whose job is to find new people to join a company, an organization, the armed forces, etc. Recruiters just help people get jobs right?! In a word, no, well certainly not here fólk recruitment In the last week we've: Hosted a networking session for HR professionals at our offices (at no cost) Emailed a copy of our sample CV to 12 people (at no cost) and offered CV writing advice (at no cost) Invited a Client to interview at our offices (at no cost) Introduced an independent Leadership Development Consultant to a Client (at no cost) who needs a review of their Learning offering and could benefit from some specialist advice Introduced 2 people we know to one another with a view to them establishing a mentoring relationship (at no cost) Time to re-think what value a Recruiter could offer you/ your business…? And, if you (or someone you know) needs some advice (CV writing, introduction to a mentor in HR etc), just drop me, Helen Easter or Jonathan Kirby a line

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