Thomas Powner, NCOPE, CPRW, CCMC

PSA for Recruiters / HR / TA (or anyone) responsible for posting jobs.. Don't post a job as "remote" and then include the following type of disclaimer in the JD section- (real example below) Sales Director - NY (Remote) **Must be based in Buffalo, Syracuse, or Rochester** If you are requiring candidates to live close to the office for potential visits, etc, then the job is NOT remote and is misleading to those job-seekers whom are searching for remote as criteria. Remote = Work from anywhere Hybrid = Partial in office and WFH In-office = Self- explanatory

2

2 Comments

Building a high-impact tech team in 2025 comes with challenges, but with the right strategies, it's achievable. Our latest ebook is your roadmap to attracting, hiring, and retaining top talent in the fast-evolving tech landscape. Stay ahead of the curve with insights into key trends, roles, and best practices to future-proof your hiring strategy. #TechHiring #TalentAcquisition #RecruitmentStrategies #2025Tech #FocusGTS #TechTalent #HiringSuccess

4

Sales Jobs Connect is now offering Open House Recruiting Events!! Stress free recruiting at your office or location of your preference Open house hiring events allow job seekers to learn more about the company culture, job openings, and career opportunities in a less formal setting compared to traditional job fairs. With over 15+ years of recruitment experience, Sales Jobs Connect guarantees top quality candidates and a smooth interviewing process. Sales Jobs Connect will provide all marketing for your open position(s) and find qualified candidates for you to meet with face to face for one flat rate regardless of number of hires. Three Hour Event Service Includes: -Customized marketing on multiple job boards -Resume access to all scheduled candidates - In office interviewing or a location of your preference (Meeting room) Four Hour Event Service Includes: -Targeted candidate search  -Customized marketing on multiple job boards -Pre-screened candidates that meet your job requirements  -In office option or at a location of your preference (Meeting room) Email [email protected] for additional information #hiring #sales #recruiting #talent

5

Subject: Revolutionize Your Hiring Process with GemTek's Connective Intelligence Recruiting! Dear Hiring Manager, Are you tired of the costly and time-consuming struggle to find great candidates with sought-after skills? GemTek has the perfect solution for you: our new Connective Intelligence Recruiting Process. At GemTek, we've crafted the most exclusive approach to utilizing AI in all the right places, seamlessly blending it with essential Human Interaction (HI). We believe that while AI can significantly enhance efficiency, the human factor—the H factor—can never be removed from the recruitment process. Our Connective Intelligence ensures that you benefit from the best of both worlds: - AI-driven insights to streamline candidate sourcing and selection - Personalized, white-glove treatment with open communication at every step This innovative approach has already proven successful. For instance, we recently placed a highly skilled Network Architect, and the feedback was overwhelmingly positive. The candidate felt valued and appreciated the thorough communication, ensuring the role was a perfect fit. Don't let the challenges of modern hiring slow you down. Email us today to learn how GemTek's Connective Intelligence Recruiting Process can revolutionize your hiring strategy, saving you time and resources while securing top-tier talent for your team. Experience the future of recruitment with GemTek! Best regards, The GemTek Team #Recruitment #ConnectiveIntelligence #AI #HumanInteraction #GemTekRecruiting #TopTalent

7

2 Comments

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

34

14 Comments

Increasing Your Recruiting IQ: Strategic Use of "No" in Talent Acquisition Hiring Managers, Recruiters, and Human Resource Professionals: Join Ross as he delves into the strategic utilization of the word "No." In our fast-paced and demanding environments, the ability to discern and decline unsuitable requests is paramount for maintaining productivity, efficiency, and morale within our teams. 💼 As stewards of talent acquisition and management, we are often inundated with numerous requests, ranging from job applications to partnership proposals. While our instinct may be to accommodate every inquiry, it's crucial to recognize that not every opportunity aligns with our organization's goals, culture, or resource constraints. Learning to tactfully decline requests that do not serve our strategic objectives is essential for preserving the integrity and effectiveness of our recruitment processes. 📉 Embracing the art of saying "No" empowers us to establish clear boundaries and prioritize our recruitment efforts effectively. By respectfully declining candidates who do not meet our criteria or fit our organizational culture, we ensure that our time and resources are allocated to those who are most likely to contribute meaningfully to our teams. Additionally, setting clear expectations and boundaries with stakeholders enables us to maintain focus on our core objectives and deliver exceptional results in our talent acquisition endeavors. 🛠️ While saying "No" may initially feel uncomfortable or confrontational, it is a skill that can be developed and refined with practice. By cultivating a diplomatic and assertive approach to declining requests, we can foster mutual respect and understanding with candidates, colleagues, and external partners. Ultimately, mastering the art of saying "No" enables us to operate with integrity, efficiency, and professionalism in our roles as talent acquisition and management professionals. 🌟 In conclusion, recognize the significance of saying "No" as a strategic tool in your recruitment arsenal. By leveraging this skill thoughtfully and judiciously, you can elevate the quality of your talent acquisition efforts, strengthen your organizational culture, and drive sustainable growth and success for your teams and organizations. As Steve Jobs famously said, "It’s only by saying ‘No’ that you can concentrate on the things that are really important." This underscores the importance of using "No" judiciously to prioritize your efforts and focus on opportunities that align with your strategic objectives, ultimately leading to greater success in recruitment and talent management. 🚀 #justsayno #recruitment #talentacquisition #sayingnowisely #recruiting #linkedin

3

Waiting until January start recruiting your approved headcount? Waiting could make it even more difficult to find your A+ team. Whether it’s contract consultants or direct hires, the talent market will be even more competitive in January. Don’t procrastinate on finding the most important asset to your organization- the people! #CTO #CIO #CDIO #TechLeadership #AIRecruiting #MachineLearningTalent #ITExecutiveHiring #TechStrategy #DigitalTransformation #LeadershipHiring #ExecutiveStaffing #TechInnovation #DataDrivenLeadership #AILeadership #ITDirectors #TechExecutives #StrategicHiring

1

You're a growing company struggling with high employee turnover because your compensation and benefits packages aren’t competitive. Here's how to fix it: - Identify a department facing challenges with compensation, hiring, or turnover. - Develop a compensation strategy framework within that group before making broader changes. - Make sure it reflects your company culture. For example, businesses in tech might prioritize innovation and product development incentives, while hospitality companies may focus on customer experience rewards. Building a company-wide compensation strategy can be overwhelming, especially for new or small teams. But don't worry, you can start small and still improve your ability to attract and retain top talent! Thanks to our friends at LaborIQ for the great report! Learn more tips about creating a well-defined compensation strategy on their blog.

11

Attn Hiring Mgers: Not sure whether to use a Contingency Recruiter or a Retained Recruiter? ➡️ Let's compare the strategies. It's the difference between low touch, high volume, (contingency) and high touch, low volume (retained). ➡️ If you want to be confident knowing that (1) your message is consistent and aligned with your specific needs, and (2) your recruiter is leaving no stone unturned to swiftly identify and attract the best available talent, then retained is the way to go. ➡️ Navigating through various recruitment options can be overwhelming. ➡️ Contact us to explore how we can make you a hiring hero. Schedule a consult today: https://bit.ly/4brcl8P #HiringExcellence #TalentAcquisition #ExecutiveRecruitment #LeadershipHiring #RecruitTopTalent #Motivation #Insurance #Insurtechs

5

Boost your recruitment success by tracking key metrics: website traffic, conversion rates, bounce rates, and SEO. Drive growth with data-driven insights! #recruitingmetrics

2

🌟 Direct Access to Top Talent 🌟 With NextIn, you get to skip the intermediaries and connect directly with exceptional candidates. Our mission? To streamline your hiring by providing you with access to vetted, high-caliber professionals—at no extra cost. 🔹 No Fees 🔹 No Middlemen 🔹 Only Quality Talent Let us make hiring simple. Connect directly with the talent your team deserves! #Startup #TalentSolutions #Hiring

5

Retaining top talent is vital and doable! Budget constraints shouldn't stop you. Here are 10 affordable ways to boost employee retention at your company.

1

Why are there so many TA pros on the market??????? There so many talented TA folks on the market and many have been out there waaaay tooooo long...... Are we letting go TA pros for the right reasons? I suspect TA is taking a bullet & being thrown under the bus for lack of candidates, bad hires & turnover? In reality, companies need to look inward & figure out where the real issues lie. I assure you it's NOT solely on TA. The reality is typically lack of involvement by Hiring Managers (HM's.) Let me be clear, I am NOT trying to throw HM's under the bus. I understand they have a big job & lots of balls in the air. This leaves little time for HM's to help TA departments understand their needs. I suspect most HM's are just shooting a title or job description & saying “find me someone.” HM's, like TA departments, have really big jobs & very little extra time. I think we all get that….right? HM's need to spend more time w/ TA up front. That time would be made up on the back end & would be a game changer in the entire process. It just takes a little more effort on the front end. After a hire has been made, HM's spend way too much time: ⌛​onboarding wrong hires ⌛​training wrong hires ⌛​trying to save wrong hires ⌛​documenting & conducting performance plans for wrong hires ⌛defending claims from terminated wrong hires ⌛​replacing bad hires It's a revolving door! You have to slow down in order to speed up! If HM's could spend a little more time up front, TA would have a greater understanding of their business & be better equipped to source more quality candidates. Up front HM's should spend time w/ TA: ✔️​Communicating very clear expectations about the role, its not just a job description ✔️​Be open & honest about the struggles/challenges w/ the department/role ✔️Shorten response time to TA about submitted candidates, TA has worked hard to find the candidates only to lose them because the process is too slow ✔️​Move a candidate quickly w/in their department if interested in a candidate, or again you will lose them because things move to slow ✔️​Be active during the process, don't disappear on TA & candidates (this really harms the process & your brand) ✔️Be very clear on compensations parameters ✔️Do NOT make low ball offers If HM's want to reduce their pain the answer is simple….spend more time up front w/ TA. You will make up this time on the back end with: ❇️​better candidates faster ❇️candidates are more qualified ❇️positions filled quicker ❇️​decreased turnover ❇️a stronger team/better work force ❇️probably save more time than you have lost ❇️save money Give it a shot? You have nothing to lose but more time! If you need support to understand this process, give me a shout, I’m happy to help! #hiring #recruitment #talent #talentacquisition #HR #humanresources #recruiting #recruiter #turneover #hiringmanagers #leadership #badhires

17

3 Comments

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.

1

💸 Money changes everything, but the LHH 2025 Salary Guide will show you just how far you can go with competitive offers. Get ready to see the data that will take your hiring strategy to the next level! #CompensationStrategy #LHHRecruitmentSolutions #SalaryGuide

16