USA Talent Solutions

Quiet quitting doesn’t work at our company. We made a hire last year that seemed perfect on paper. Skills, background, culture = all aligned. But our accountability culture revealed their truth. 😕 They joined our team. It was obvious whether or not they were going to perform. The reality is: Performance speaks louder than credentials. I’ve seen the “quiet quitting trend” where individuals try to fly under the radar when things aren’t working out. This approach doesn’t cut it. Our commitment to accountability means there’s no hiding. We believe in upfront communication and tackling challenges head-on. If something isn’t working, we confront it openly. We work towards solutions.

Building a strong team isn’t just about making the right hires - it’s about making an environment where accountability and feedback are expected. Here’s why it matters: Feedback is crucial. It’s not just about pointing out mistakes; it’s about guiding improvement and celebrating successes. Without accountability, teams can falter. People might coast, or worse, create an illusion of productivity without meaningful results. By integrating accountability into culture, you can ensure transparency and a commitment to real, impactful work. Remember, accountability isn’t about micromanaging - it’s about empowering individuals to excel and contribute meaningfully. When everyone knows their role and expectations, great things happen. How does your team prioritize accountability?

How long should an interview process be? A long process could cause you to lose top talents. But rushing through interviews can lead to bad hires. So how long is too long for an interview process? The reality is: it highly depends on the position. If you have a really good grasp of the position and what it is, you’d be able to tell how long that interview process should be. Let's take the example of hiring a Controller in Pittsburgh: Step 1: Video Interview Schedule a video chat as an immediate first step to screen the candidate. Step 2: In-Person Interview Within 5 to 7 days, meet in-person to assess soft skills and team fit. Step 3: Decision Make a timely decision to avoid losing the candidate. For a position like this, 5 to 10 days is the ideal timeline. This gives you time to thoroughly evaluate the candidate while keeping the process moving quickly enough to secure top talent. #hiring #recruiting #talent #jobhunting

We are thrilled to announce that USA Talent Solutions has been honored as one of Pittsburgh’s Fast 50 by the Pittsburgh Business Times! This award recognizes the fastest-growing privately held companies in the region based on revenue growth over a three-year period. This achievement would not have been possible without the dedication and hard work of our entire team at USA Talent and USA Field Services, as well as the trust and support of our valued clients. This recognition fuels our motivation to continue our pursuit of attracting and retaining top talent. Thank you to Pittsburgh Business Times for this honor, and to our clients who have contributed to our journey. Here’s to continued growth and success together!

Don’t let speed impact quality. Everyone wants to fill roles quickly. It’s important. But you don’t want to make the mistake of filling positions with people who can fog a mirror. Make sure to find the right person who will last. Our goal for Commercial/Manufacturing Roles: 90/10 90% production fill rates with less than 10% turnover. This approach ensures that our clients not only get the talent they need promptly but also retain them for the long haul.

September 9th will be here in exactly two months! Don’t forget to register for the Tunnel2Towers Pittsburgh Golf Classic. We have a cap on the number of spots available. If you’ve played in this event before, you know how special it is. This year we will recognize sponsors who have supported this great cause for multiple years. If you haven’t played, it is hard to put into words the experience you will have. We will honor our veterans and first responders along with recognizing another local hero for their courage and sacrifice. We will have a special guest singing the National Anthem and God Bless America. Register below: https://lnkd.in/eXFraQdW #neverforget #veterans #firstresponders #merica

Happy Independence Day from USA Talent Solutions! Today and every day, we extend our heartfelt gratitude to all who have served and continue to serve. Your sacrifices ensure that we can enjoy the blessings of liberty and opportunity. Let us remember your bravery daily and strive to uphold the values you defend. As we celebrate, we proudly salute the red, white, and blue.

Wondering how we guarantee the right fit for your Pittsburgh area team? First, we immerse ourselves in your world. We're not just talking about meetings - we mean face-to-face discussions, getting to know supervisors, and understanding their unique management style inside out. Then, with our extensive local networks and database, we act as matchmakers, handpicking only the best candidates for the job. Once we've found them, we send over resumes along with detailed notes and references for review. This provides clients with an understanding of each candidate before the interview stage. Do you want to see our process in action? Send me a message or comment below.

🚨 Warning: New Hires Are at Risk! 🚨 Without a great onboarding experience, your new hires might be out the door before you know it. But it doesn’t have to be that way! Did you know that 69% of new hires will stay for 3 years after a positive onboarding experience? The cost of a “bad hire”—someone who leaves within a year—is steep. To truly retain top talent, a stellar onboarding process is crucial. Here’s how you do it: 1.) Assign Mentorship Beyond Direct Reporting Instead of just assigning a new hire to their direct supervisor, pair them with a mentor from a different department. This cross-functional mentorship can provide new insights and a broader understanding of the company culture. For instance, a marketing new hire could be mentored by someone in customer service to foster a well-rounded perspective. 2.) Implement a Structured Onboarding Plan Create a 90-day onboarding checklist with specific milestones, such as completing initial training sessions, meeting key team members, and starting on their first assignment or project. Regular check-ins every two weeks can help track progress and address any concerns. This approach will significantly improve new hire satisfaction and retention. 3.) Foster Engagement and Collaboration Organize regular team-building activities and encourage collaborative projects. For instance, setting up a “buddy lunch” program where new hires have lunch with different team members each week or every other week can help them build relationships and feel more connected. We also host bi-weekly lunch and learns where new hires can ask questions and share their experiences with the broader team. You spent a lot of time, $, and resources bringing on this new talented employee. Avoid the flight risk and invest in a strong onboarding process to retain them.

Here’s why your company might be FAILING to attract TOP talent 👇 So, you’ve done the hard work of attracting top candidates. They’re deciding between you and other companies. The salary and benefits are comparable. How do you STAND OUT? Your employer brand. ✨ It’s not just about competitive salaries and benefits. Today's top talent isn't just looking for a job – they're looking for a company that aligns with their values and aspirations. They're asking: - "Does this company's mission resonate with me?" - "Will I feel valued and fulfilled working here?" - "What's their culture like? Do I see myself fitting in?" Today's candidates look beyond just a great website. Candidates are looking at: - Your online presence on LinkedIn, Instagram, and even word-of-mouth. - How you showcase your team, values, and culture. - Which charities your support and the communities you’re involved in. Your employer brand isn't just a logo. It's the emotional connection that makes top talent choose you over the competition. Make sure your brand reflects who you are, what you value, and how you make a difference. Your employer brand is your most powerful recruiting tool. Make it irresistible. #EmployerBranding #TalentAcquisition #CompanyCulture