Lauren Pigue

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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If you have a phone screen with a recruiter and want to stand out? TAKE NOTE ✍ I had a phone screen scheduled with a candidate today and I started the day with an email from them preparing me for the conversation by sharing: ⭐ Why they're a good fit for the job ⭐ Why they're interested in the company ⭐ Some personal hobbies and interests This gave me so much more information about the candidate than just their resume and made me really excited for the conversation. For this position, there's over 100 applicants. This candidate made the extra effort to stand out - and it WORKED for me! 🚨 PS - All Recruiters are different and some may not find it helpful for a candidate to do this. I'm simply sharing a tactic that can show your passion for a role and company before even getting on a call with the team. This is definitely not an expectation from Recruiters. #recruitertips #standout

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Just a friendly reminder: the "applicants" number on LinkedIn doesn't show how many people actually applied for the job. It only counts the number of people who viewed the job post and clicked "apply." If someone views the post multiple times, they're counted as multiple "applicants," which can significantly skew the numbers. Don't let this discourage you from applying for a position you're qualified for! The number can be misleading, so it's best not to focus too much on it. Stay positive and apply if you're interested and qualified. #HR #Recruitment #Humanresources #work

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Yesterday, Emily Mucken wrote a great post that I think needs to be talked about more. There are no true job search, resume, get hired now, experts. Recruiters don't know everything. Resume writers can't guarantee that their service will quickly land you a job; the same goes for career coaches. The market is in a weird state of upheaval. So, what value can you find on LinkedIn? Resume advice, interview tips, networking advice, and all manner of things. However, it is time to start looking at LinkedIn as a buffet, taking what sounds good and leaving what doesn't. The beauty of this is, if you try something and it doesn't taste good (doesn't work) then you can always come back and try something else. There are so many people out here posting helpful and usable advice for free. #recruiterlife #ineedanap #nowhiring

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I don’t usually post on the weekends, but this feels needed to be said. I know the job boards are scarce and everything is a dumpster fire. I don’t apologize for my views on roles are created and posted with the needs of the current team in mind. Roles written with a junior candidate (based on years of experience) should go to a junior candidate. Senior candidates would be screaming if all of their roles were now given to people with 3 years experience. Roles written for more experienced candidates should go to them. The shoot your shot people. It’s getting out of hand. If you’re looking directly to step back into a lower role for any reason, and want to bypass the “overqualified” or having this conversation with a recruiter - tailor your resume for years of experience. And now I’m gonna go lay in the grass- I need to photosynthesize

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BAYADA Employee Referral Program 💲1,200 PER HIRE (RN, LPN) Know a friend who would make a great BAYADA RN or LPN? Refer them through Talent Scout so they don’t miss out on a rewarding career—and you BOTH don't miss out on a bonus! BAYADA's Talent Scout Program is simple: 💲 REFER - Submits a referral through this link - https://lnkd.in/esw3u5qb 💲 REWARD - When your Talent Scout referral is hired and has worked the required amount of time, you will automatically receive the $1,200.00 and your referral receives the $1,000.00 payout. 💲 REPEAT You can submit as many referrals as you wish—there is no limit! The more new hires, the more clients we can help, the more you are rewarded. It's a win-win-win! #BAYADA #TalentScout #rnjobs #lpnjobs #bonus

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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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📈 Positive news from Monster's latest hiring snapshot! Gains in healthcare, government, and tech services highlight the demand for specialized skills. #Monster Economist Giacomo Santangelo explains that the increase in unemployment may be due to mismatched skills. Check out the full report to learn how to navigate these trends and optimize your recruiting strategy. Monster Hiring Bureau of Labor Statistics #RecruitingStrategy #HiringSnapshot

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Finding a job can be a time-intensive process that includes discoveries along the way. Check out this guide from Indeed with 10 job-searching resources and tactics that will help increase your chances of getting hired. Take a look at: https://ow.ly/Ntu930sAMJt #hiringnow #nurses #studentnurses #veterans #NursesRock

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You asked, and here's what Highmark Health's recruiters had to say: "We welcome the opportunity to provide candidates selected for interviews with feedback after the interview process! We recommend that you follow up with the recruiter as soon as possible and say something like: I'm looking for feedback to help me with future opportunities. Was there anything that came up in the team's deliberations that could improve my chances of getting this type of role?" Have other questions for a recruiter about the application or interview process? Share your question in the comments.

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Let’s shine a spotlight on Healthcare – it's no secret this sector is facing a hiring crisis. An aging population demands more care, while a wave of retirements shrinks the workforce. The good news is that Resume-Library is currently seeing an increase in candidate registrations among: *Medical Assistants *Phlebotomists *Registered Nurses *Research Assistants *Pharmacy Technicians 10,500 new Healthcare candidates are registering with us every month, on average – this is 17% growth compared to last year. Please send me a DM for a free demo of our database, and learn more about how we can help you fill these vital roles. #healthcare #hiring #recruitment

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Wow. It has been a long day. Healthcare Staffing right now is not for the weak. The market is hard. It's going to be hard for a while. Today, a lot of professionals I care for and respect were effected by a force reduction. Myself included. It's hard to process but I'm trying my best. The only words I have for my colleagues going through these hard times is this: Yes, this sucks. Yes, it's hard. Take time to feel your feelings and process them. Just remember this hard time is also an opportunity. A chance to to be the CEO of your own career. The boss of your life. Take this opportunity to think about what is next. Do you want something to pay the bills? Find it. Is there a trade or field you have wanted to break into? Do it. Do you have a dream that you haven't haven't explorer? Chase it. Things are hard - but things will also be okay. It's your time and you are in control.

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Curious about Highmark Health's application or interview process? Now's your chance to ask one of their friendly recruiters about all the things. Share your questions in the comments and we'll select info to highlight in our upcoming posts!

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Read a great article earlier today about the FTC's move to ban noncompete agreements, and it got me thinking... In my time in talent acquisition, I've seen firsthand how clear career paths and strong, widely available training opportunities aren't just perks - they're the cornerstone of a compelling employer brand. Here's the deal: Candidates today are savvy! They're not just looking for a job; they're looking for a journey. A journey that promises growth, learning, and a chance to level up their skills. And guess what? Companies that map out transparent career trajectories and invest in employee development aren't just winning the talent war -- they're also nurturing a workforce that's engaged, loyal, and all-in on the mission. So, here's my take: as talent professionals, we have to make sure our company's offerings aren't just competitive, but crystal clear. We need to shout it from the rooftops (or at least our LinkedIn pages 😉 ) that we're committed to our people's growth. Because at the end of the day, the best 'noncompete' isn't a legal clause - it never was! It's a culture that champions and celebrates every step of the employee journey.

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🚀 Job seekers, this one's for you! 🚀 In the hustle of job hunting, it's easy to overlook a crucial step—checking your spam folders. Recruiters often reach out via email, and sometimes these important messages end up in the wrong place. 🔍 **Tip of the Day:** Make it a habit to regularly check your spam or junk mail folders. You might just find that golden opportunity waiting for you. Stay proactive and keep those lines of communication open! #JobSearch #CareerTips #Recruitment #JobHunt #Proactive #CommunicationIsKey

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Hey recruiters! It's always great to learn from each other. What's one lesson you've learned recently that has helped you improve your recruiting process? Share your insights below! #RecruitingTips #ContinuousLearning #AdvocateAuroraHealth #BestPractices

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