Erica Franzen

“Staffing Agencies are eXPenSivE” Actually, they can save you a lot money + time. How? 👇 Spending money on LinkedIn job posts, billboards, paid ad spend, and other methods ADD UP, draining your budget with uncertain results. Staffing agencies have extensive networks and resources to find qualified candidates quickly, saving you time and resources on recruitment efforts. (Charles Joseph boasts a 10-day contract signed to offer accepted rate for direct hire placements -just saying!) They handle the entire hiring process, from sourcing to screening, reducing the burden on your internal HR team and allowing them to focus on core business activities. Every day you go without filling that crucial role, your business is losing money due to decreased productivity and missed opportunities. Let staffing agencies help you secure top talent at competitive rates. This minimizes the risk of costly hiring mistakes! . . Follow my company Charles Joseph and myself Charles Castaldo III 

6

1 Comment

Factors For Technology Change On Monday of this week I was speaking to a staffing and recruitment leader (CEO) and known industry voice, who is transitioning away from the old standard in the ATS space and moving to Tracker. Referencing one of my favorite movies, he said, “I don’t have a Flux Capacitor, but I must act like I do. And if I’m any good at my job, I predict that Tracker is the right choice for the future. We’re a top 20 company in the industry right now relating to growth and I’m betting our future on this”. It’s beyond exciting to be on the innovative and cutting edge, ahead of the curve with tech and also an honor (and tremendous responsibility) when people put their livelihood and trust in us. What are “The Factors” to consider when evaluating keeping your current tech? Always, always, always consider: -Trust (Do you feel they have had your best interests at heart?) -Customer Service (What has your experience been like?) -UI/UX (Does it feel like 1999?) -Ease of Use (Does your team love it?) -Price (Hate your monthly bill? Paying over $200 per user?) -Innovation / Roadmap (Lots of promises but consistent under delivery?) -Simplicity (How complicated is the eco-system?) The old hurricane-like approach to endless additional vendors to build a Frankenstack, in addition to your CRM/ATS has been simplified. That’s “past tense” (1999). If you look back and see “destructive winds” have blown into your organization, it’s a simple fix. Just begin a new conversation with, “What if…”. If we were to chat, you can zip me a text (617-308-2830) or use this link for us to connect: https://lnkd.in/ewZDSSNk. Zero pressure, ever. Would love to be a resource and make new connections! #Tracker #InfusedAI #InfusedAutomation #OutWithTheOld #ATS #CRM #SIA #ASA #change #2025 #RideRockets #FluxCapicator #DocandMarty #BackToTheFuture #Staffing #Recruitment

14

2 Comments

Staffing firms are taking advantage of your business. -They charge you 15-33+% PER HIRE -If the hired employee leaves after the guarantee period, you have to pay that fee AGAIN to replace them -1/15 resumes they send you are qualified -Recruiters neglect your needs and try to push overpriced and underqualified candidates to make their commission *BREATHE* Your business deserves better! The Staff Pad is disrupting the industry with our innovative subscription model. Want to see how much your business could save AND put an end to that nagging headache caused by slimy recruiting tactics? Follow the link, and let's connect.

8

We specialize in providing top-tier staffing and recruitment services tailored to meet the unique needs of businesses in the Florida market.👇 As a company focused on delivering exceptional talent, we understand the challenges that come with finding the right candidates to drive your business forward. Our team of experienced recruiters is dedicated to helping you build a strong and capable workforce, ensuring that you have the right people in the right roles. We offer: 💥Comprehensive recruitment, staffing, nearshoring and consulting services 💥Customized solutions to fit your company’s specific needs 💥Access to a diverse pool of highly qualified candidates via our crown jewel (our databases) 💥Operational Subject Matter Experts (SME's) in each of our lines of business via a patent-pending unique candidate submission process I would love to schedule a brief call to discuss how we can support your company’s growth and help you achieve your hiring goals. Please let me know a convenient time for you, and I will arrange a meeting accordingly. I look forward to the opportunity to work with you. ❤️ Always here to help regardless! Contact me at 786-796-5157 or Ldorta@usattg.com for any inquiries.  #Lazthejobguy #JobOpportunities #jobsearch #recruiterlife #helpingothers #whatinspiresyou #letsconnect #Staffing #Jobs #innovation #Networking #OPT #businessowners #Entrepreneurship #Work #Inspiration #humanresources #technology #leadership #hiringmanagers #personaldevelopment #jobinterviews #consulting #ttgTalentSolutions #careercoach #Adelante ttg Talent Solutions

4

Partnering with an agency for direct hire placements can give your organization a competitive edge when seeking top talent. Through their specialized expertise and resources, agencies can provide access to a vast network of qualified candidates who may not be readily available through traditional recruitment channels. This approach streamlines the hiring process, saving time and resources, allowing your business to focus on core operations. Agencies often possess extensive industry knowledge and insights, enabling them to identify candidates who not only possess the necessary skills and qualifications but also align with your company culture and values. With the agency acting as a trusted intermediary, you can expect a seamless and efficient hiring process, ultimately leading to the acquisition of high-caliber talent that drives organizational growth and success. #hiring #recruitment #talentacquisition

7

1 Comment

One of our clients was having trouble backfilling technical writer positions. Every time a writer resigned, went on PTO, or straight up didn’t show up to work, those were lost hours. Which, if you know anything about technical writing, means products can’t be shipped and sales cycles grind to a halt. So these stoppages translated directly to lost revenue. Then Brightwing stepped in. Because of our extensive talent network, we were able to keep these positions filled—and give new technical writers a shot they otherwise may not have received. After nine years of working with the same writers, the client decided to hire them. Now, that wouldn’t have happened had either the client or writers been squeamish about a contract agreement. So don’t dismiss a contract role out of hand—even if your ultimate goal is a permanent placement. Because you never know how one opportunity could change the course of your career for the better. Do you have stories of how a contract position led to an even better opportunity down the line? Drop a comment and let me know.

4

1 Comment

🌟 **Discover the Truth Behind Recruiting Agencies!** 🌟 Our very own Emily Benedit dives deep into the 5 most common myths about working with recruiting agencies and reveals the true value they bring. From cost-effective solutions to high-quality candidates, Next Level Impacts is here to revolutionize your hiring process. 👩‍💼 **Read Emily's insights and learn more:** www.nextlevelimpacts.com #Recruiting #MythsDebunked #TalentAcquisition #NextLevelImpacts

2

1 Comment

Jax 5.0 has arrived here at Jobot! OG Jax has experienced all 5 iterations of Jax the software. When asked what his thoughts are about the Jax 5.0 release, he went on to say... "Jax 5.0 brings all the great features from 1-4 and adds that 5.0 punch to it! My only suggestion would be to integrate more high protein treats!" OK, OG Jax didn't actually say that, but he is certainly hoping for more treats (: #recruiting #recruitment #staffing #changinglives

120

20 Comments

🚀 **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

3

PSA: Please put the market/profile/technical term of whatever it is you recruit for on your LinkedIn profile in a visible and obvious way. In other words, please do not make your candidates, clients, and/or headhunters looking to recruit you 😜, etc. go into Sherlock mode to find out what market you service. You'd be shocked how many agency recruiters just list their agency, their title (recruitment consultant, principal consultant, executive recruiter, etc.) but NOT THEIR MARKET. So then you have to snoop around like a PI, digging into their posts, activities, any links they drop, working with nothing better than breadcrumbs to find out what on this earth these folks recruit for! As a headhunter for the staffing and recruitment industry, it's STILL shocking how many agency recruitment professionals DO NOT LIST their specialism of what/who they recruit. This applies for the 1 month'er as much as the 5 year'er. Scary how they still don't have this listed clearly!!! So, please, do everyone a favor. Please list out your market of which you serve (i.e. biostats, marketing and creative, Accounting & Finance, Workday, Cyber Security, Operations, etc) on your LinkedIn profile. Literally any keyword is better than NO keyword. This is exactly how you get all sorts of unwanted attention from random job seekers. It's already bad enough the volume of inquiries received with proper keywords listed, imagine the inboxes of those with no specialty displayed! 🤯 Have you seen this!?!? #r2r #rec2rec #headhunter #sales #headhunters #recruiter #recruiting #recruiterlife

15

5 Comments

In the industry of agency #recruitment, the FTC banning noncompetes in April 2024, has a decent but not earth shattering impact. Here's why I say that. In #recruiting businesses, the customary noncompete is 12 months long. For this reason, many people setting up recruitment firms have to leave their old market otherwise face the scary threat of litigation. This threat of litigation, for a new business owner especially, is terrifying. Beyond getting lawyers involved and their limitless bills, the bigger issue is the emotional toll new agency owners go through when leaving their old agency. I'd argue, the emotional toll of being labeled a thief of IP (intellectual property) is a bigger deal. For many people with self dignity and pride, being dragged through the mud is something they'd avoid even if it means financial loss. This is why many top billers have taken a whole gap year before setting up their recruiting business. Other top billers operate outside of their noncompete limits (i.e. going after new clients) then snatch up their old relationships naturally as the heat is off their back with every month passing. For me, certainly in 2016 Jan when I quit my old agency, I wouldn't DARE set up a recruitment firm in the market that I painstakingly built. If you dare to call your old clients or EVEN IF they approached you, you could be sued by these huge recruitment agencies worth hundreds of millions. They'd take you out before you even launch! Additionally, some recruiting owners/leaders are quite vindictive and will make an example of you to scare the rest of their remaining staff. It's quite possibly the nastiest element of running a recruitment biz. Now, with noncompetes banned, firms no longer can claim ownership of clients. If the client really enjoys working with the firm itself, the client wouldn't leave the firm. Firms wouldn't be so scared of noncompetes being banned if they truly were an amazing FIRM for clients to turn to. But often, that isn't the case. This is why the banning of noncompetes is finally fair. All this being said, why aren't all recruiters going to just rush out and set up their own LLCs right now? Because running your own business is STILL a crap ton of work. Most people are still better off being a highly paid w2. The marginal financial gain while not insignificant isn't worth the exponential pain of running a business to many people. And I also completely get that. So that is why I say, the banning of noncompetes moves the needle, but only a tiny bit. Just look at California with noncompetes banned for the longest time. Most agency recruiters there don't set up recruiting businesses either. Many stay an employee. That aside, another positive outcome of the ban is this: Firms will have to behave. If they treat their staff too badly or pay too low, they face the very real threat of losing their staff. What do you think? #r2r #rec2rec #sales #recruiters #headhunter #headhunters #recruiter

19

12 Comments

🌟 Maximize Your Business Potential with Tailored Staffing Solutions 🌟 Staffing needs vary for each business, there is no one-size-fits-all solution. Check out the newest blog post by Suzanne Johnson, a leader at Bartech, to learn how our customized partnerships lead to success in a range of industries. Explore the complete article here: https://lnkd.in/g3ncnxcR

2

If you don’t know about SM Staffing and you are looking to hire, you are missing out. Imagine not knowing about the most powerful tool to achieve your goal in a quick and efficient way. That would stink right? Share this post with someone you know who is looking to hire or may be hiring in the future.

15

2 Comments

TIRED OF BEING OVERCHARGED BY RECRUITING FIRMS? Break free from the 25-30% first-year base salary fees. High fees can strain your budget and make it difficult to find the right talent for your organization. You need a recruiting partner that offers transparent, affordable pricing without compromising on quality. At Avant Search, we're revolutionizing the recruiting industry with our unique pricing structure. We start at only 20% of the candidate's first-year base salary, excluding bonuses and incentives. Plus, we lower our fee to 18% for the first five placements in a calendar year. Our goal is to be an extension of your talent acquisition team or HR department. We take the time to understand your organization and become your go-to partner for pitching to prospective candidates. With us, you can expect transparent pricing and equal treatment for every client. No hidden fees, no black box – just a commitment to delivering exceptional talent at a fair price. If you’re interested in experiencing the Avant Search difference, please reach out!

3

It's common in agency recruitment to get responses from clients and candidates who don't want to talk to you but want you to do stuff. Clients may say: "Just book the candidate on my calendar at X time" or "Just send me their resume and I'll review it" Candidates may say: "Just send me the job spec and pay rate" or "Just give me the info and I'll consider it" This is extremely transactional stuff. So as an agency recruitment professional - you have two choices: Do as they say or push back. This is the Jump! How high? Approach to being a vendor. It needs to be said that the best in the biz do not acquiesce so easily. A lot goes into qualifying prospects and jumping a few steps to "just send stuff over" without even the courtesy of a cursory call, is a recipe for disaster. So no, don't send stuff and do stuff without even so much as a call. Instead, push back. Ask them for time to speak. And if they can't even make time to speak, here's the deal: They do not value you as a vendor. They look at you as a commodity that just throws things over the fence with no further consideration of you, your product, and the value of your time. Do NOT let this happen to you. If a client/candidate persistently won't even give you a moment of the day to speak, likely this isn't going to work out. I've never heard of ANYONE making a placement with a client or candidate they have not spoken with. Maybe in staffing for gig positions, just maybe. But certainly not in direct hire placement for hard-to-fill roles. So beware. In this business, you'll get treated the exact way you allow for it to happen. #r2r #rec2rec #headhunter #sales #salesprocess #recruitment #recruiter

49

14 Comments