Calvin Silvagnoli

Traveler Tip of the Day I have seen some recent discussions regarding GSA rates AKA the non taxable income of a travel assignment. These stipends and per diems are set aside for lodging and meals/incidentals expenses. The GSA rates are simply a guideline to the MAXIMUM allowable amount one can receive without being taxed. This is not necessarily the amount you WILL get. Why is that? Well there are a number of reasons you may receive less than the maximum allowable, but the most common reasons are because the client rate will not support the full amount, or the rates fluctuate multiple times over an assignment and when they spike, it may cause the amount to put a company in the red (again related to the rate the facility has in place). Now I can't speak for everyone, but it is in our best interest to pay out the maximum allowable non taxable income and reduce the taxable income as much as possible. This is a win/win for both the consultant and the company. Why? For one the consultant is taxed less, and it puts more money in their pocket at the end of the day. Also, non-taxable income doesn't hit the burden of a company meaning a company can raise the total income of an assignment higher while ensuring the company still turns a profit allowing it to continue to operate, but that is another topic in and of itself that I can touch on in a future post. If that is something you would like to learn more about, drop a comment. If it's a topic that has some interest and you would like to get a peek behind the curtain of how these companies operate, I would be happy to explain. 😎 Link in the comments to more info on the GSA rates talked about above.

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Finding a new job is hard! Make it a little bit easier on yourself by keeping track of your applications. At a minimum, track the company name, position title, physical location (or remote/hybrid), and compensation range. And if you move into the interview stage, save the name/contact info of the people you've talked to at the company. 📲 I love it when I call a candidate I've talked to before and they answer in a personalized way and are available to chat about next steps! 😍 #recruitertips #jobtips #recruitingadvice

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1.3 trillion in revenue is generated by contingent labor in the US. The future is contingent, but without proper strategic planning, the use of contingent labor can bring challenges for organizations. What are the challenges and opportunities? #Talent #TalentAcquisition #HumanResources #HR #Hiring #Recruitment #Staffing #Contingent #ContingentHiring #Contractors #US #UnitedStates #UnitedStatesJobs #USAJobs #WeAreAMS #TalentIsOurWorld

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I just received this in response to a rejection email I sent a candidate (apologies for sharing ugly language - but there's a point, I swear!) 𝗜𝗻 𝗵𝗲𝗿 𝗱𝗲𝗳𝗲𝗻𝘀𝗲!! 1️⃣ She received an automated message from me - and it was noticeable immediately because when she applied she put her name in all caps, so the email opened with "NAME, thank you for...". (I had to send 182 of them, so manually sending / correcting didn't make sense). 2️⃣ The length of time from her application to the decision was longer than she (OR I!!) would like. My recruiter friends on here will know - we can influence all we like, but end of day there are factors in length of process that we can't directly control. 𝗪𝗵𝗮𝘁 𝗸𝗶𝗹𝗹𝘀 𝗺𝗲 𝗮𝗯𝗼𝘂𝘁 𝘁𝗵𝗶𝘀?  She, and everyone else who received that message, were in my list of qualified candidates to engage once we saw through a final interview (who we ultimately hired). This response to my email update is now part of her "permanent record" with the client I'm supporting. When my backfill starts, and has a need to hire this role, this message is captured in her profile in the ATS - and is not likely to win any favor. I GET IT. Job search is extremely frustrating. And this candidate may choose the quick dopamine hit of lashing out every time, and that's her prerogative!! BUT, and more likely - she thought there wasn't a human reviewing her resume. And that a nastygram would go unnoticed. 𝘚𝘪𝘥𝘦 𝘯𝘰𝘵𝘦 - 𝘴𝘶𝘳𝘦, 𝘪𝘵 𝘥𝘪𝘥 𝘤𝘶𝘵 𝘮𝘦 𝘢 𝘣𝘪𝘵. 𝘐 𝘤𝘳𝘢𝘧𝘵𝘦𝘥 𝘢 𝘳𝘦𝘫𝘦𝘤𝘵𝘪𝘰𝘯 𝘦𝘮𝘢𝘪𝘭 𝘵𝘩𝘢𝘵 𝘐 𝘵𝘩𝘰𝘶𝘨𝘩𝘵 𝘢𝘳𝘵𝘪𝘤𝘶𝘭𝘢𝘵𝘦𝘥 𝘵𝘩𝘦 𝘨𝘦𝘯𝘶𝘪𝘯𝘦 𝘪𝘯𝘵𝘦𝘳𝘦𝘴𝘵 𝘪𝘯 𝘩𝘦𝘳 𝘣𝘢𝘤𝘬𝘨𝘳𝘰𝘶𝘯𝘥, 𝘢𝘯𝘥 𝘦𝘮𝘱𝘩𝘢𝘴𝘪𝘻𝘦𝘥 𝘵𝘩𝘢𝘵 𝘪𝘵 𝘸𝘢𝘴 𝘵𝘩𝘦 𝘤𝘰𝘮𝘱𝘦𝘵𝘪𝘵𝘪𝘰𝘯 𝘢𝘯𝘥 𝘯𝘰𝘵 𝘩𝘦𝘳 𝘤𝘳𝘦𝘥𝘦𝘯𝘵𝘪𝘢𝘭𝘴 𝘵𝘩𝘢𝘵 𝘤𝘢𝘶𝘴𝘦𝘥 𝘶𝘴 𝘯𝘰𝘵 𝘵𝘰 𝘦𝘯𝘨𝘢𝘨𝘦. But more? You all know I'm a die-hard job seeker advocate. And I HATE that she did this, when she really is well qualified for the role and in any other market could have been hired. 📬 Just sharing to illustrate that even when you receive a clearly automated message, there is still a human who wrote it! 🤖 And no "bots" rejected you. 😡 And while I personally MIGHT overlook a rage note, my successor might not. Certainly, I did not handle all aspects of candidate care for this search perfectly. BUT - please, give yourself some time to sit on a nastygram before hitting "send". Does the satisfaction really justify the cost? #CandidateEnablement #NoSuchThingAsATSBots #YesWeSeeTheseMessages

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While there are standard job requirements, many agencies approach interviews purely based on formal criteria. This often leads to missing out on the candidate who is the perfect fit for you. I strive to understand the depth of the company I am recruiting for and the needs of its management. ❓ What type of individuals will strengthen your team? Who might not be beneficial, even if they meet all the formal criteria? Let’s have a 15-minute Zoom meeting where I'll provide you with a tailored list of questions for your candidates. You can use this list during interviews to insure the candidate shows different aspects, giving you more information to make the right decision. 🏆 Comment "Interview questions" or send me a direct message to get started.

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In this market everyone wants people with a book of business. This may be an unpopular opinion, but I think agent recruiters have the upper hand on this. Which is why I think you see a lot of the best w2s hiring more on soft skills than transferrable books. It’s far less likely than an agent is going to lie about their book of business because they do not get paid unless they produce. Where if someone is making a w2 to w2 move and exaggerates their book to get a ridiculous salary they are still paid until the company figures it out. Not to mention the costs to onboard someone are a lot more expensive on the w2 side. Also, in a down market if someone is transferring a book from w2 to w2 for a small raise is that worth the risk if it fails? Risk reward. Speaking for myself I wouldn’t have transferred my 60k book if the reward wasn’t a possible 4x more in income. I’ve had this conversation with a few agent recruiters who see it similarly, but you still see so many w2s only hiring for people with books of business. #sales #logistics #trucking #recruiting

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One mistake that I see companies make in the hiring process is that they will try to finish all their interviews in phases. Here's what I mean. You have 5 candidates you want to interview so you schedule them out over a week and a half. You interview a candidate on Monday that you absolutely love, but you decide to wait to schedule that person to the 2nd round until you finish all of the interviews, which won't be done for another 9 days. More often than not, when you sit on that amazing candidate for that long, , they will have already found another job by the time you give them an update. Instead, keep moving candidates that you really like forward to the 2nd round immediately (which should be easy to do if you've taken the time to really define your interview process). It's always going to be a better option to have multiple great candidates move forward to the 2nd round than to miss out on the one candidate you really loved, and now have to settle because you waited too long. #montana #interviewing #recruiting

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After several counteroffers coming up for our candidates in the last few weeks. I just wanted to challenge the way of thinking from candidates, when receiving a counteroffer and accepting. Even though they’ve admitted the relationship with their boss has been somewhat inconsistent… When working for your current employer, the first thing to you need to do is think of the relationship. Firstly, what have they done for you in the period you’ve been working there? Have they gone above and beyond, have they made you feel important? If they promise changes when you threaten to leave, that’s NOT somewhere you should stay. If you we’re in a relationship with your partner and every time you threaten to leave, they say “ I will change and it will be different”, you wouldn’t be in that relationship long, as they haven’t changed naturally and organically, it’s always forced changes that never normally last long, why? Because that’s not who they truly are. Statistically, 80% of candidates that accept a counteroffer, leave in the next 6 months. Fact! I don’t know the odds, but I would likely bet that the percentage of couples that promise to change when one threatens to leave aren’t with their partner after 6 months either. Why? Because they’ve gone back to who they truly are after promising things will change and be different and the conversation you and they had would have been forgotten. Moral of the story … Reflect on the relationship with your Boss, you spend more time at work than at home and in truth, if your employer truly cared about you, they would have changed before you threatened to leave. I will leave you with that for the weekend if you're currently in this situation 🤔

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Recruiters are not the right people to message to review your resume. You would never message an accountant asking them to do your taxes for free or a lawyer asking for free legal advice. A recruiters job is to fill roles for the company they are working for. If you have applied to a role online for a specific company and want to reach out to that company’s recruiters with your resume and why you are a fit for the role, we welcome and encourage those messages. But if you need a resume revamp, there are people who’s entire job is re-writing resumes or wonderful recruiters on here posting free advice every day. (Tagging a few great recruiters + creators here: Amy Miller, Bonnie Dilber, Nicky Slavich, Emily Mucken, Tejal Rives just to name a few) It’s not that we don’t want to help, but you can’t pour from an empty cup, and answering hundreds of messages a day on top of the candidates we’re working with in our roles isn’t feasible and will end up negatively impacting everyone involved. #JobHuntLikeARecruiter

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Hiring Manager: "Describe a big challenge you've overcome?" Candidate: "Completing your online application and 12 interviews" Hiring firms lose top candidates due to complex hiring processes. Applying for a job shouldn't be as complicated as applying for a visa. 🔥 Make the Hiring Process simple. - - - P.S. DM me for a copy of the simple hiring process I use that works

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If you are NOT interested in a job, the correct response is "Let me send you 2 people who might be interested" Enough of all this selfishness. You don't need to get offended. You don't need to throw a hissy-fit about the pay. You don't need to rant about the onsite requirements. This job market is a nightmare. People are losing jobs. You should be helping out your friends, colleagues, and community. Just drop a name and a phone number . "Call this person, they might be interested" Worst case scenario, it is a voicemail that gets ignored. BUT If they take the job then you just saved the day! Recommend more friends and that same energy will come back to you.

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Many Hiring firms scare away great candidates. Stopping them applying or withdrawing. Losing out on many great profiles. Struggling to find candidates. Examples: 1 -Advertising a role that shows over 500 people have applied 2- Having too many interviews stages 3- A long, boring hiring process 4 - Requesting "homework" 5 - Offering a low salary 6 - No Work from Home 🔥 Hiring is a TWO-WAY process... never forget that ----------- *DM me if you need help hiring senior execs in Europe with a modern process.

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Don’t assume that there’s nothing you can do as a job seeker to accelerate the hiring process. Learn three ways you can help an employer move more quickly.

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🚨 𝐁𝐢𝐠 𝐂𝐡𝐚𝐧𝐠𝐞𝐬 𝐀𝐡𝐞𝐚𝐝 𝐢𝐧 𝐭𝐡𝐞 𝐀𝐜𝐜𝐨𝐮𝐧𝐭𝐢𝐧𝐠 𝐖𝐨𝐫𝐥𝐝! 🚨 When candidates entered the job market back in 2021-2022 they were getting multiple offers and big salary increases. To counteract this at the time, Big 4 and regional accounting firms increased salaries and implemented retention bonuses to retain talent or risked being heavily understaffed (or worse than what they already were). With EY announcing they’re looking to raise base salaries by 10% this fall and plans to implement over $1BN in the next three years to attract and retain accounting talent there will be a huge domino effect as seen last go around: ⭐ Other Big 4 firms and regional firms will have to match in order to be competitive with the market. This will continue to squeeze smaller CPA firms to find talent which may result in more small-medium size firms being acquired shrinking the market. ⭐ Private/Public companies will have to increase base salaries in order to attract Big 4 talent to leave public accounting. ⭐ Lastly, with an increase in salaries across the Big 4 and private sector this may have the knock-on effect for more companies to adopt AI to bridge the gap if they’re unable to attract talent. 𝐖𝐡𝐚𝐭 𝐚𝐫𝐞 𝐲𝐨𝐮𝐫 𝐩𝐫𝐞𝐝𝐢𝐜𝐭𝐢𝐨𝐧𝐬? #accountingjobs #Big4 #accountingsalaries #publicaccounting #accounting

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I think the biggest mistake people can make in an interview is being too honest. Crazy right?! The thing I have seen a lot from interviewing. Is admitting "I don't know something" and leaving it at that. Killing the interview and your chances of obtaining the job. But, chances are that you do know! Many job seekers have experienced a scenario in a job that can properly answer the question given to them in an interview. Try this: Practice answering questions with how YOU would solve for something that "you don't know." Give them an example that you were a part of, use the STAR method to assist you. Tell them direct impact, what you learned from the example, what you would have done to optimize the result. Good hiring team is looking for candidates who can be coachable especially in lower level positions. Take ownership of the example to answer the question! Sometimes, being close to the example is as good experience as being the executor of the example. Smart people learn from their own mistakes, but wise people learn from the mistakes of others as well! This kind of approach could be terrible advice or, it might get you a job. Happy hunting Job seekers

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2024 is shaping up to be a transformative year for job seekers. In a recent Vaco poll asking respondents if they will be actively seeking employment in 2024, 87% of professionals want new job opportunities. Here's a breakdown of the full results ⬇️ 💡 44% have a job but want a new one 💡 43% are unemployed and actively looking 💡 12% are employed and happy with their role 💡 1% other Check out Vaco's quarterly Talent Pulse Report for more insights on what is motivating these job seekers, and their confidence levels across job security, financial status and career advancement. https://lnkd.in/e6nnyhyP #talentpulsereport | #jobseekerconfidence | #workforcetrends | #jobsearch2024

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Let's talk about the controversial "gotcha" interview question! 👹 As a candidate, I've dreaded these questions due to their unexpected nature. As an interviewer, I strive to avoid them, focusing instead on aligning experience, attitude, aptitude, and cultural fit. However, I believe "gotcha" questions can be beneficial when asked thoughtfully and with good intentions. When faced with a "gotcha" question, you have to think on your feet and support your answer with context (facts, stories, etc.). The focus should be on how you arrive at your answer, not the answer itself. Using "gotcha" questions this way allows interview teams to assess your critical thinking and how you handle unexpected situations. Do you agree/disagree? Share your best (or worst) "gotcha" question in the comments! #interviewprep #gotcha #recruiting #hiring #talentacquisition

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Want to know how to get faster call backs? Save your resume (PDF & Doc) to your phone. Ensure that you can get submitted to the right people IN SECONDS. No more: “Sure I’ll get you the resume the next time I’m in front of my computer” OR “Ok, let me get home and I’ll submit it” Now you can say: “Hold on, stay on the phone…. did you get it?” The recruiter wants to submit your information, but you aren’t always the ONLY person that could fit their role. This market is FILLED with competition and often times recruiters are trying to get their submittals in before other companies or applicants. Speed to market is everything. Make it easier for you to win. 🏆

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