“Chris was great to work with and cares about the people he’s in contact with. He was quick to reply, be transparent, and willing to work on moving things forward. ”
About
Passionate about Connecting People and Technology.
Currently scaling our…
Activity
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Check it out! 😃 You can now experience Google's 5-Day Gen AI Intensive Course as a free, self-paced learning program. Perfect opportunity to learn…
Check it out! 😃 You can now experience Google's 5-Day Gen AI Intensive Course as a free, self-paced learning program. Perfect opportunity to learn…
Shared by Chris Cobo
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I got to attend my very first offsite with the A16Z GAMES team in Palm Springs last week - truly an incredible experience (core memory…
I got to attend my very first offsite with the A16Z GAMES team in Palm Springs last week - truly an incredible experience (core memory…
Liked by Chris Cobo
Experience
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Education
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Kean University
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Activities and Societies: Founder/Social Chair of Gamma Psi Epsilon Fraternity (January 22, 2007) President/Founder - Ritmo Latino Dance Club (2005)
Volunteer Experience
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Volunteer Staff
Local First Arizona
- Present 1 year 11 months
Founded in 2003, Local First Arizona is a nonprofit organization committed to community and economic development throughout Arizona. Our work connects people, locally-owned businesses, and communities for meaningful actions that build a diverse, inclusive and prosperous Arizona economy
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Yelp Eilte
Yelp
- Present 3 years 7 months
Reviewing food and unique experiences in the Phoenix-Tempe Metro
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Mentor
Arizona State University
- Present 3 years 10 months
Economic Empowerment
Helping students and alumni on the ASU Mentor Network with career coaching
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Anime Expo - Guest Relations Operations (Promoted to Operations Manager)
Society for the Promotion of Japanese Animation (SPJA)
- 1 month
Arts and Culture
My role was centered around the Guest of Honors, Liaisons, Handlers, and GROperations staff that helped make a 100k+ Anime Convention operate smoothly. While on site I was promoted to Operations Manager which meant maintaining the culture and overall efficiency of all staff members who were in the Operations HQ
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Floor Lead - WIP19
Women In Product
- 1 month
Civil Rights and Social Action
Volunteered as a team leader to help make the 2019 Women in Product event a success. Handled scheduling and event coordination
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Founder
Gamma Psi Epsilon Fraternity
- Present 18 years
Arts and Culture
One of the original three founders at our Kean University Chapter. As a founder, some of my responsibilities included: recruiting, social coordination, and creating the blueprint for future classes.
Gamma Psi Epsilon is a local fraternity with talented and unique young men looking to make a difference at the Kean University campus and nearby community. These conscientious young men are involved in many campus activities and conduct many community service events. Rising from ashes like a…One of the original three founders at our Kean University Chapter. As a founder, some of my responsibilities included: recruiting, social coordination, and creating the blueprint for future classes.
Gamma Psi Epsilon is a local fraternity with talented and unique young men looking to make a difference at the Kean University campus and nearby community. These conscientious young men are involved in many campus activities and conduct many community service events. Rising from ashes like a phoenix and chartered officially on January 22, 2007, Gamma Psi Epsilon is one of Kean University's youngest fraternities. We promote "Brotherhood, Unity, Respect" for it's our absolute law as Gammas because it helps us grow in character and maturity. Gammas strive to make a name for themselves and recruit people from many different walks of life to continue our tradition.
Our philanthropies are Veteran's Affairs, Cancer Awareness, and Mental Health Awareness. -
Volunteer
Poder in Action
- 9 months
Civil Rights and Social Action
Poder in Action builds power by investing in people’s power and then provide support as they realize and exercise their power. Poder does this through leadership development rooted in the lived experience and inherent leadership. Poder provides support through trainings, invests in their capacity by sharing decision-making, and supports as they identify their own priorities and solutions. Then Poder leaders build coalitions, plan campaigns, and execute strategies that combine elements of…
Poder in Action builds power by investing in people’s power and then provide support as they realize and exercise their power. Poder does this through leadership development rooted in the lived experience and inherent leadership. Poder provides support through trainings, invests in their capacity by sharing decision-making, and supports as they identify their own priorities and solutions. Then Poder leaders build coalitions, plan campaigns, and execute strategies that combine elements of advocacy, electoral, and direct action theories of change in order to disrupt and dismantle unjust systems and determine a new future. Poder staff supports the leaders and organizers in these efforts through fundraising, partnership development, training, and coaching.
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Moderator
Jason Ross Community Fan Page
- Present 5 years 5 months
Arts and Culture
Providing content, perspective, and moderation to a music community fan page
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Advisor
Rave Haven (Non-Profit Support Group)
- Present 7 years 9 months
Arts and Culture
My role as an Advisor is to help the team of Administrators gain perspective and balance while overseeing a community of over 4,000 members.
Our mission is to create a safe haven for the EDM and Festival community to freely express themselves, whether it is through sharing their experiences, music, or own creations, and receive support as well as give it. We decided to come together to bring the best qualities in what we’ve seen in other rave and music communities, and improve on the…My role as an Advisor is to help the team of Administrators gain perspective and balance while overseeing a community of over 4,000 members.
Our mission is to create a safe haven for the EDM and Festival community to freely express themselves, whether it is through sharing their experiences, music, or own creations, and receive support as well as give it. We decided to come together to bring the best qualities in what we’ve seen in other rave and music communities, and improve on the qualities in which we feel they lack.
Courses
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Relationship Coaching: The Best Tools for Relationships
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Honors & Awards
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Top Performer of 2013
Strategic Employment Partners
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Rookie of the Year
Strategic Employment Partners
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Top Leader
LXG International
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Top Leader
LXG International
Languages
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English
Native or bilingual proficiency
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Spanish
Native or bilingual proficiency
Recommendations received
51 people have recommended Chris
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Katee Vallad
When it comes to recruiting the best people, it all starts with top-notch recruiting emails. 🌟 I love this tip from my teammate Becca Scherff, Senior Recruiter at Calendly: “I like having an agenda on the booking page so people know what to expect. I let them know that I’ll call them at the number they provide, and we’ll start by discussing their background and interests before getting into role specifics. Letting them know it will be conversational makes the process less intimidating for candidates.” There are so many ways you can make the recruiting and meeting process smoother — for you, your team and interviewees. We're sharing our secrets here: https://calnd.ly/3LkLDTX
2 Comments -
Rajesh Bhupathi
Hello Everyone, I’ve seen a lot of posts recently about recruiters not responding to applications submitted through LinkedIn or other job boards. As a recruiter myself, I understand the frustration—especially when we receive over 100 to 300 applications for a single role. I want to share some insights to help job seekers and bring more transparency to the process. Many LinkedIn job postings include screening questions, required skills, education, and specific job locations. If your profile doesn’t match these key qualifications, it may be automatically filtered out, moving directly to archived folders where it’s less likely to be reviewed by the recruiter. Recruiters focus first on candidates who meet all qualifications, as specified by the hiring manager. Be sure to include relevant skills and keywords from the job description in your resume. This helps applicant tracking systems (ATS) recognize your profile as a top choice or a strong match for the role. Tailoring your resume with specific terminology can significantly increase your chances of being noticed by recruiters. To my fellow #recruiters , let’s make sure we’re providing complete and accurate information in our job postings. Clear requirements and expectations can save both our time and the candidate’s, ensuring a smoother process for everyone. Lastly, to LinkedIn : It would be incredibly helpful if new features could simplify this process for both recruiters and job seekers. Updates like applicant limits, automatic job closures when targets are met, or notifications for candidates who don’t meet screening questions could streamline the experience on both sides. Thank you to all job seekers for your patience and understanding. We’re all in this together, and a few improvements could make a big difference for everyone. #jobseeker #recruiters #benchsales #Corptocorp #Talentaquisition #Jobsearch #LinkedIn #jobposting #hirng #tailoredmanagement
1 Comment -
Erica Fortgang
Hey all... JOB OPPORTUNITY !! mini story included_ 2 weeks ago I posted for this role and we made it through interviews in 1 week. I hate dangling 'speed' in front of people bc I know how frustrated people are (this market sucks!), but this truly was a special, refined process. ⚒ Took the brief > presented a stand-out candidate > interviewed over 5 business days > offer! 🙀 It was wild but in the best way! A dream for a great recruiting partnership. But also a > 🎢. And as things go, it wasn't the right timing for this particular candidate. That's okay! 🥁 That means the role is still open, and I gotta fill it. This client has been interviewing for a couple of months, and by now, knows exactly what they are looking for, and are ready to hire yesterday. So here is what we learned we really need from this most recent interview round: 🌟 🌟 🌟 Have you worked at a startup? Have you worked for a big company? Are you in the Bay Area (able to get to San Mateo 2x/wk for jam sessions)? Can you get down with being an IC for 6-12 months and want to/have experience building a team? Do you want to be a strategic partner and build from 0-1? And hang out in Figma every day? 🌟 🌟 🌟 Please see original post below for all relevant/required info! Hit me up and share with your SF buddies/networks. I appreciate you! This team is cool. Level-headed. Accommodating. Clear-sighted. Passionate. TYSM. 🧡
4 Comments -
Rachel Cupples
I’m in immediate need of work! Who’s hiring candidate experience focused exceptional recruitment pros??? I’m available now! I’m looking for a full-cycle recruitment or sourcing role. Based in greater Seattle/Tacoma area in Washington state. Open to full-time/part-time/temporary, W2/1099, Onsite/Hybrid/Remote, and willing to relocate for the right opportunity! General look at some of my experience in recruitment: • 12 years corporate • 3+ years technical • 3+ years Agency/Staffing/RPO • 5+ years NGO • 5+ years Executive • 6+ years Light Industrial/Supply Chain/3PL • 6+ years of Sales/Customer Success/Call Center/Customer Service • 9+ years of recruitment team specific leadership experience • 1+ years of healthcare I’ve not recruited for everything under the sun but I have recruited for a wide range of industries and roles while working for corporations, agencies, and RPOs. I’m open and immediately available to work! I come with references from former leaders, colleagues, and candidates (that I’ve been able to get hired & those I have not). Miscellaneous facts about me: • Boolean is an old friend I enjoy spending as much time with as possible • implemented Greenhouse twice • worked in over 10 ATS systems • I love panda bears • dedicated to providing world class candidate and hiring team experiences • pink is my favorite color followed close by rainbow and black • exceptional as an IC or team leader (I love both equally at this point in my career) • I’m an activator • active presence on social platforms as recruitingSHEro • whenever I say or hear the word Boolean I begin to sing in my head to the tune of Dolly Parton’s, Jolene (“Boolean, Boolean, Booleaann, Boooleaaannnn…”) • open to project, permanent or contract work • I love rainbows • link to my website in comments • there are 20+ great recruiters roaming the planet today who learned recruitment fundamentals directly from my training and mentorship • I love Wonder Woman and what she represents • there is so much more to me vs. what I can share in a LI post - take a chance on me so we can do incredible things while hiring the right candidates for your open roles without cutting corners because we both know retention is king and one bad recruitment hire can set back recruitment efforts 3-6 months. I NEED YOUR HELP! Who do you know? Can you introduce me to someone who is hiring? Can you refer me to an open recruitment role within your organization? Will you share this post? If you have worked with me, for me or if you've been a candidate that's gone through the interview process with me, are you able to write a recommendation for me here on LinkedIn? Do you have an idea that will help? #HrCommunity #LinkedInCommunity #HireMe
72 Comments -
Deb Kriegsman
📉 With only 175,000 jobs added in April, it looks like the labor market may be slowing back down after a strong few months. While no major losses were seen in the recent Bureau of Labor Statistics report, gains were uneven across many industries. Monster economist Giacomo Santangelo explains that, "this suggests further shifts in the types of jobs being created, reflecting broader economic trends, such as the growing importance of the healthcare sector and signaling a potential worsening of the #skillsgap.” Find out what this means for the months ahead in this Monster Hiring Snapshot.
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Josh Amoroso
📉 With only 175,000 jobs added in April, it looks like the labor market may be slowing back down after a strong few months. While no major losses were seen in the recent Bureau of Labor Statistics report, gains were uneven across many industries. Monster economist Giacomo Santangelo explains that, "this suggests further shifts in the types of jobs being created, reflecting broader economic trends, such as the growing importance of the healthcare sector and signaling a potential worsening of the #skillsgap.” Find out what this means for the months ahead in this Monster Hiring Snapshot.
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Robert Mitchell
THE IMPORTANCE OF FEEDBACK Whether you are a candidate or recruiter, feedback is an important part of the submittal/interview process. As a candidate, you are told that your resume has been submitted to the hiring manager for review. As anyone is aware these days, hiring managers as well as recruiters wear many different hats. It is not uncommon for 2-3 days to go by and not hear back about your resume. It is acceptable to reach out to your recruiter to ask for feedback so that you can find out what you may be missing in your skill set or what you need to improve on. Be professional in your request for feedback to your recruiter and don’t get frustrated if they don’t reply right away. It is likely that they haven’t heard back from the hiring manager and getting as frustrated as you may be. As a recruiter, it is also acceptable to reach out to your account manager or if you have access to the hiring manager directly to ask about feedback on your submittals. Asking for feedback gives you the opportunity to talk about the candidates that you have submitted and to get more information from the hiring manager as to why a resume was rejected and also, as it happens very often, the job description and requirements may have changed or the position has been filled or put on hold. Without asking for feedback you could be working on a position that is no longer viable, reaching out to candidates who may be an excellent fit, only to have to tell them that the position is filled, or on hold, etc. Feedback is one of the most important parts of the recruiting process and it should be addressed as soon as possible. As a recruiter, don’t leave your candidate ghosted, any feedback is better than no feedback As a candidate, feedback gives you the opportunity to adjust your resume for future positions. Follow us on our company LinkedIn page Check out our other informative blogs on our website www.axiomsearchco.com
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GoToro
📅 Tip Tuesday: Using Market Insights to Forecast Seasonality Changes in Recruitment Understanding and anticipating seasonality changes in recruitment can give your hiring strategy a competitive edge. Here’s how you can use market insights to stay ahead: 🔍 Analyze historical data: Review past hiring trends and identify patterns during specific times of the year. Look for peaks and troughs in recruitment activity to predict future seasonal fluctuations. 📈 Monitor industry reports: Stay updated with industry-specific reports and labor market data from sources like the Bureau of Labor Statistics (BLS). These reports provide valuable insights into sector-specific trends and economic shifts. 🔮 Use predictive analytics: Leverage predictive analytics tools to analyze historical data and forecast future recruitment needs. These tools can help you anticipate hiring surges and prepare accordingly. 👥 Engage with industry experts: Participate in industry forums, webinars, and networking events to gain insights from peers and experts. Their experiences and forecasts can provide additional perspectives on upcoming seasonality changes. 🔄 Align with business cycles: Understand your company’s business cycles and how they correlate with recruitment needs. Align your hiring strategy with product launches, fiscal year-end, or other business-specific cycles. 📊 Flexible recruitment strategies: Develop flexible recruitment strategies that can be adjusted based on market insights. This could include maintaining a talent pipeline or scaling up recruitment efforts during peak seasons. 📣 Omni-channel advertising: Implement an omni-channel advertising approach to target different sites and attract qualified candidates or top talent from various platforms. By leveraging market insights and forecasting seasonality changes, you can optimize your recruitment strategy and ensure you’re always prepared to meet your hiring needs. How do you use market insights to anticipate recruitment trends? Share your tips and experiences in the comments! Schedule a demo with us and learn how we have helped companies optimize their recruitment strategies: https://bit.ly/3WtdXss #TipTuesday #TalentAcquisition #Recruiting #MarketInsights #Seasonality #HR #LaborMarket #HiringTrends #GoToro #HiringSolutions #ProgrammaticJobAdvertising #RecruitmentTech #HRTech #CostPerHire #HiringEfficiency #SMB #Fortune1000 #Hiring #Success #WorkCulture #EmployeeEngagement #Leadership #Innovation #TopTalent #BusinessGrowth #AttractTopTalent #LastingImpact #HiringSuccess #EmployerBrand #RecruitmentStrategy #DigitalAdvertising #JobAdvertising #Advertising #jobs #jobsearch #job #careers #nowhiring #jobseekers #hiringnow #stardewvalley #stardew #business #jobhunt #resume #jobopening #jobseeker #vacancy #jobsearching #jobopportunity #recruitmentagency #recruiters #jobinterview #interview #applynow #FlexWork #DiversityAndInclusion P.S. If you found this tip helpful, share it with your network! 🌟
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Lauren Cassen
🚨 Recruiting Tech Spotlight ➡ BrightHire!!! I wanted to shoutout one of my fave tech partnerships on our recruiting team - BrightHire. We've been using their platform for awhile now and can truly attest to the impact it's made on our org (and how much easier it's made MY life 😅 ) Here are a few things it's helped me out with: ⭐ Sharing RPS recordings with new hires or ramping a new recruiter on a role ⭐ Sharing recordings with stakeholders who we need buy in for INSTEAD of adding another interview step to the process (major 🔑 ) ⭐ Driving alignment across the interviewing team at kick-off and throughout process There are SO many more ways to leverage this tool for optimizing efficiency, and as recruiters we all know there just aren't enough hours in the day 🤓 🙃 DM me if you are thinking about adding BH to your tech stack so I can tell you how much I love them 💖
2 Comments -
I AM A RECRUITER™
Hey everyone! 😊 I AM A RECRUITER was born in February 2024 with a big dream 💭 - to build an exclusive global TA community. And guess what? We're making waves 🌊 in the recruiting world for three main reasons: 1️⃣ Creating a cozy space for TA pros where you can kick back, be yourself, ask questions, share challenges, and learn from each other. 🏠💬 2️⃣ Unlike other communities out there, we're not about pushing products or mixed functions. We're all about TA, People! 👊💼 3️⃣ Tired of hopping between job portals and spamming recruiters? Us too! That's why we're building a one-stop shop for all your career needs. 🛑🔄 So, what have we been up to lately? Let's take a look! 👀 🚀 LinkedIn Page - From 0 to 466 followers! 📱 WhatsApp Open Community - 0 to 317 members! 🌐 WhatsApp Exclusive TA Community - 0 to 103 members! 🎥 YouTube Channel - 0 to 91 subscribers! 📘 Facebook - 0 to 49 followers! 📸 Instagram - 0 to 33 followers! Plus, we've been busy bees 🐝 with: 🎙️ Podcasts - 14 recorded! 📹 YouTube Shorts - 17 and counting! 🎤 Live Panel Discussions - 11 panels, 1 host, and 550+ live viewers! 🙌 But wait, there's more! 📢 We're gearing up for our very first TA Meetup in Bangalore on Friday, 31st May 2024, at 4 PM IST! 🎉 Save the date and RSVP below! 🔽 We just want to take a moment to thank each and every one of you who've been on this journey with us. 🙏 And a big welcome to all the new faces in our community! 😄 But hey, we're just getting started! 💪 We're looking for 6 rockstar core team members to join us on this adventure. Interested? Shoot me a DM at [email protected]! 📩 If you're ready to dive in, check out the links in the comments below! ⬇️ Let's make this community the best darn place on the internet! 🌐💼 See you on LinkedIn, YouTube, WhatsApp, Facebook, Instagram, or maybe even at our Bangalore meetup(Friday, 31st May 2024 @4PM IST) 😉🚀 #IAMARECRUITER #TACommunity #DreamTeam #Gratitude #WorldClassCommunity #JoinTheJourney 🌟
1 Comment -
Veriswift
With the average hiring process taking 44 days, speed matters more than ever in today's competitive job market. When the process drags on, top candidates may start looking elsewhere. Veriswift's rapid background checks deliver results in hours—not weeks—so you can secure the best talent before they slip away. Don't let a slow process cost you a great hire. Partner with us at veriswift.com. #backgroundcheck #backgroundscreening #quickbackgroundchecks
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CoderPad
What if hiring could take minutes, not months? GM is aiming to cut hiring times for hourly roles from 60 days to just 60 minutes. Scheduling used to take 5-7 days but now it takes only 16 minutes. With AI chatbots handling pre-screening, Q&A, and scheduling, recruiters can concentrate on meaningful interactions rather than scheduling minutiae. Would this work in your industry? Would this turn you off if you were applying for a job?
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Ohio Insurance Agents Association, Inc.
We hear it over and over again - hiring is difficult. That’s why OIA has teamed up with IdealTraits Inc. to provide an exclusive offer for the month of October: a 30-DAY FREE TRIAL designed to streamline your hiring process and meet your agency’s hiring needs. Build unique job posts with an AI assistant, seamlessly post job ads on over 100 job boards with a single click, assess candidates, interview on Zoom, send offer letters, and make the right hire. The best part? If you don't love it, you don't pay. Learn more and sign-up before the month is over! https://loom.ly/gDyMH4o #hiringtools #insurancecareers
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Shahrukh Shaikh
Some of my favorite questions to receive, and yes I answer them all. Hi? (while I love hello's, please give me some context!) Are you a recruiter? Do you work at Tempo? I'm not familiar with that technology, but very strong with (Insert Tech), can we shift the project to this? There are some others, but they start a little too aggressive sometimes so I'd rather not share those. Make your job search easier, your first message should include exactly what you want to ask, several back and forth messages are draining if there is no context. People generally recommend reaching out with a personalized message, and yes that would definitely stand out, but I don't mind if you get straight to the point as well. The market is tough right now so I fully understand if you want to save time and not create something personalized every time, just make sure there's enough there for me to know what you're asking me. Also, you never need to send me a cover letter, whether applying or messaging me directly. I'll read it, but never ask for one, save the time! Happy Wednesday Folks!
2 Comments -
Double Nickel
🚛 Driver Recruiters are often making anywhere between 30-100 calls/day ☎ , spending valuable time on activities beyond talking to drivers that could be automated. With Double Nickel's in-app dialer, we’re transforming how they work: 📞 Click to Call: No more wasting time dialing. 🎙️ Voicemail Drop: Automatically leave pre-recorded messages when calls hit voicemail. 📲 Automated Follow-Ups: Instantly send SMS and log calls post-call. 🔍 Recordings & Transcriptions: Easily review every conversation. 🎯 The result? Save ~2 minutes per call and up to 4 hours/day! Hear it directly from Brandon Lieber at Redbone Trucking, Inc. on how this game changer is helping them work smarter, not harder. #Trucking #Recruiting #Efficiency #TechInnovation
1 Comment -
Michael Dorame
I want to follow, connect and network with influencers in the Talent Acquisition and Recruiting space, but how do I get them to notice me? ----------------------------- To get recruiting and TA influencers to notice you on LinkedIn, focus on creating a strong, well-optimized profile, actively engage with their content by commenting and sharing insightful thoughts, post valuable industry-related content yourself, participate in relevant discussions, and build connections with them by demonstrating genuine interest in their expertise and perspectives; essentially, position yourself as a thought leader within your field by sharing valuable insights and engaging with their content thoughtfully. Key strategies to stand out: Profile Optimization: Complete profile: Ensure all sections of your profile are filled out thoroughly, including your headline, summary, experience, skills, and achievements. Keywords: Use relevant keywords related to your industry and target roles throughout your profile to improve search visibility. Compelling summary: Craft a concise and engaging summary that highlights your key skills and accomplishments. Professional photo: Use a high-quality headshot that presents a professional image.
2 Comments -
Covenant Technologies
Is your recruiting partner completing Biannual Recruiting Reviews? Our Biannual Recruiting Reviews are not just a check-in—they’re a deep dive into what’s working, where we can improve, and how we can continue to meet your needs. It’s part of our commitment to Quality, Honesty, and Accountability. Ready for a partner that prioritizes your success? Let’s connect! #CovenantConnectors #BiannualRecruitingReview #WhyWereDifferent #ITRecruiting #CybersecurityRecruiting #ExecutiveRecruiting
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Deric C.
Navigating Layoffs and Slow Hiring Periods: Strategies for Businesses In today's fluctuating market, many Sacramento businesses face the tough scenario of scaling down or slowing their hiring processes. Here are some strategic tips on how to manage these challenging times effectively: Flexibility in Staffing: Instead of committing to permanent hires during uncertain times, consider the advantages of contract workers. This approach allows your business to scale labor according to current demands without the long-term commitment. At Robert Half, we specialize in providing skilled professionals who can jump into projects immediately, ensuring your operations remain smooth. Cost Management: Layoffs can lead to severance packages, lost training investments, and potential legal fees. By utilizing contract-to-hire services, you manage costs more effectively. You get to evaluate potential employees on-the-job before making a long-term hiring decision, which can be pivotal during recovery phases. Maintain Morale: Layoffs often impact the morale and productivity of remaining employees. Bringing in temporary professionals to alleviate workload can help maintain, or even boost, team spirit and productivity. Our services at Robert Half ensure you get high-caliber temporary staff who can contribute from day one. Project Continuity: Important projects shouldn't have to pause or be abandoned due to reduced headcount. Contract professionals can keep these initiatives moving forward, ensuring that business objectives are met despite internal changes. Expertise on Demand: Sometimes, layoffs result in a loss of niche skills. Our talent pool includes experts in various fields, ready to fill those gaps temporarily or on a project basis, ensuring you don't lose competitive edge. Plan for the Future: Use slow periods to reassess and strategize. Contract-to-hire allows you to build a team with proven performers when you're ready to expand again. This method reduces the risk associated with hiring in volatile markets. How Robert Half Can Help: Immediate Access to Talent: We have a ready network of professionals in Sacramento, from finance to IT, ready to integrate into your teams. Risk Reduction: Test the waters with potential employees without the immediate overhead of a full-time hire. Business Agility: Adapt quickly to market changes with staffing solutions that support both scaling up or down. If your business is facing these challenges, let's connect! Robert Half can provide tailored staffing solutions to navigate through these times efficiently. #StaffingSolutions #BusinessStrategy #SacramentoBusiness #RobertHalf #LayoffStrategy #HiringFreeze #StaffingSolutions #ContractHiring #TempToHire #BusinessAdaptability #WorkforcePlanning #HRSolutions #EconomicRecovery #SacramentoBusiness #BusinessContinuity #ScalableStaffing #FlexibleWorkforce #RecruitmentStrategy #HumanResources #CareerTransition #TalentManagement #WorkforceManagement #RobertHalfSacramento
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