Joe Arrigo

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.

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There are A LOT of recruiting agencies and there are a lot of us who do a really, really good job. So how do you decide who to use? It’s not enough to just filter by your industry. You could easily have 10 agencies focused on construction in a mid-sized metro. It really depends what type of service you need and what you want your time investment to be. Some agencies want to get you as many candidates as quickly as they can (even if they are only 60% of your ideal profile). This means you may spend more time evaluating people or running interviews, but you have tons of options. Some agencies are focused on accuracy, not sending anyone until they meet all of your criteria, even if it takes a little longer. The focus here is on time saving, allowing you to do the fewest interviews possible to find the right person. Some agencies paint with a broader brush and will send a wide range of semi-relevant profiles that are already in their network. Some agencies will run a customized search based on the criteria you give them. Before you engage an agency, ask yourself: 1. How specific is my job criteria? Could a bunch of profiles do this job? Think 5 year Commercial Superintendent (easy to find) v. 10 year Wastewater Superintendent with structural concrete experience (very specific) 2. How much time am I willing to spend evaluating candidates? 3. How many interviews do I want to do to find the right person? 4. What is more important to me, time saving or lots of options? Once you’ve clarified these internally, ask your prospective partners how they run their search and what you can expect from them. If they say, “we will bring this to the team and we will have you 10 candidates by end of day!” that is one thing. If they say, “we will bring this position to market and you will see the top 2-3 most qualified people in 6 business days” that is another. Both are great, it just depends what you need. 

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ASA Staffing Index Report: April 2024 Highlights: . The ASA Staffing Index report for April 2024 shows that staffing employment remained steady during the week of April 8-14, with a slight increase in the index to 90. * Staffing jobs were down by 7.6% compared to the same period last year. * Factors like school breaks and temporary-to-permanent conversions hindered further growth. * 42% of staffing companies reported gains in new assignments. * The ASA Staffing Index four-week moving average remained at 90. * Temporary and contract staffing employment was 8.0% lower than the same period in 2023. * There's potential for growth in 2024, especially with factors like Federal Reserve interest rate cuts and inflation moderation. Source: https://lnkd.in/gxRdPG_T #StaffingEmployment #ASAIndex #TemporaryJobs #ContractJobs #LaborMarket #EmploymentTrends #WorkforceTrends #JobMarket #EconomicIndicator #April2024

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I get it … You use 3-4 agencies to help with your hiring needs because you can’t afford to run short. It doesn’t have to be that way. It’s simple …. How? • Require more from your staffing partnerships • Set expectations & stick to them • Eliminate the under performing • Compare rates • Ask them to mirror your hiring processes without additional fees! If that sounds AMAZING call me. I’m your gal, 931-644-2179 📧 ahammock@q-staffing.com #staffing #qualifiedstaffing #nowhiring

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If you’re in the recruiting industry, you know it can take days or weeks to find the right candidates. If you’re ready to accelerate your sourcing process, you’ll want to check Monster's partnership with Textkernel. You can get the data you need and can reduce the amount of time it takes to find the ideal candidate. Find out more here!

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Want to know how AI is affecting recruiting? Or how to spot early signs of burnout? I have everything you need to know about current workplace issues and where the hiring market stands today from our annual Mid-Year Market Report! This free resource is now available featuring a snapshot of the local and national data, plus the latest stats on workplace issues mentioned and more. Contact me to get your free copy now!  #marketreport #ultimatestaffing #tampastaffing #tamparecruiter #WFH #Staffing

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📉 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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Hey HR leaders, managers and professionals! Meador Staffing is organizing a client seminar where you can earn 1 hour of SHRM CEU credits for FREE, and lunch will be provided. Don't miss this opportunity to learn and network with other HR professionals. If you're interested in attending, inbox us for more details. #meetmethere

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Is time to hire REALLY the most accurate reflection of how successful a hiring process is? 🤔 What if, your retention rate & probation pass rate were low? 🤷‍♂️ Does having a quick hiring process justify how successful your hiring process is? 👀 What if your hiring process was slightly slower than the market average BUT your probation pass rate & retention rate were very high? Would that be a better way to track how successful your hiring is? 😁

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"Managing Change: Terminations, Seasonal Staffing, & USDOL's New Minimum Salary Standards" 💡 If you missed the May webinar addressing best practices for managing terminations, the recording is available here. We will also be sending out an alert soon regarding June’s live webinar topic, along with a registration link.

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Struggling to find the right accounting and finance talent? We just launched our ebook and it explores how using contractors can help solve that challenge. Download your copy today and share your thoughts! https://lnkd.in/gMQB6whd #UnitySearch #ContractStaff #Staffing #EBook #AustinTx #Accounting #Finance #AustinJobs

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With the new financial year comes new hiring budgets and bonus payments. As a result, there will be a natural increase in resignations and roles on the market. If you're having challenges with hiring, you're not alone. The most common conversation I am having with clients at this time of the year is around salary benchmarking. When looking at salary benchmarking, there are a few things to keep in mind. Firstly, consider how long the resigned employee had been in their position and with the company. If the answer is "a long time" and they had not had a pay increase, then they are probably worth more in the current market. Remember, the salary they have secured in their new role is what they are worth today. If you want to replace them, like for like, ask yourself are you willing to increase the salary to pay market rate? If this is a new role, have you done market research on what your competitor and the market is offering? Talking to a recruiter or downloading the salary survey is a great way to do this. Most importantly, are you being realistic? With budget cuts and an aim to reduce headcount, do not try to roll two positions in one and pay just one salary for double the expertise. This doesn't work. Hire the right people in the right roles with the best specialisms instead of trying to fit round pegs in square holes. If you need help with hiring challenges, I am here to have a call and to work with you to understand why and find a solution. download a copy of our salary report today, and keep an eye out for our 2025 edition coming shortly. ☎ 020 7850 6135  📩 rebekah.cramp@emr.co.uk

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Did you know poor communication is the #1 reason candidates withdraw their applications? This new Monster Hiring blog post explores this and other key factors that can make or break your hiring process. ✨ Key tips from #Monster: Clear, continuous communication Positive, welcoming interview attitude Transparent job descriptions Stay ahead in the talent game! Learn more here. #HR #RecruitmentTips #HiringSuccess #CandidateExperience #JobInterviews

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