Stephen Quinn

Spring into Savings!! 🌷 DataFlex LLC, The Human Capital & Company Matchmaker Experts, is thrilled to announce our exclusive Spring Discount/flat rates for all your Data Center hiring needs! What's in store for you as the hiring manager: Unbeatable Discounts: Enjoy special savings on our recruitment services tailored specifically for data center roles. We believe in connecting the right talent with the right companies; now, our flat rate is lower than ever! Personalized Attention: Our mother-daughter team is dedicated to understanding your unique requirements. We will work closely with you to find the perfect match that aligns with your data center hiring needs. Vast Network: With years of experience in the industry, we've built a vast network of potential talent and can meet your hiring needs with exceptional quickness. Streamlined Process: Say goodbye to the hassle of talent searching. Our streamlined recruitment process ensures efficiency and transparency from initial consultation to final placement. 🌷 How to Redeem Your Spring Discount? 🌷 It's simple: mention the promo when you reach out to us VIA LinkedIn Messenger or email! Kimberlee John DataFlex LLC, The Human Capital & Company Matchmaker Experts #datacenter #hiring #datacentertalent #datacentersales

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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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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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Your Recruiting Process Is Doomed Here's the real talk: Sooner or later, anyone in recruiting will feel the itch to shake things up, thinking it'll make the process smoother, sharper, or better. The old ways failed, usually because you didn't create them, so you figure a makeover is to match today's standards. The revamped process promises to make hiring managers happy and completely change how talent flows into your organization. Sounds legit, right? Been there, done that. It won't work. The 'new' process is the same old one with a fancier look. Sure, it might be somewhat 'better,' but that's not the issue. The real problem is you're missing something crucial. Why the urge to 're-process'? Let's say it's about getting "more" out of your recruiting game - more talent, more compliance, happier managers, better retention, just more. But let's be real. If your current setup was delivering, you wouldn't be fixing it. Wondering why the 'new' process won't be your golden ticket either? It's not because you don't want 'more.' You're scared of it. 'More' means facing things you could dodge in the old routine. That's the real reason your 'new' process is set up to fail. Deep down, where water cooler talk doesn't reach, you don't want it to work. Having a successful process means opening up to failure. It needs hard numbers, accountability, a clear line in the sand that screams "we own this." Those things spell out success and shout out failure. Success is cool to show off, but no one wants to flaunt failure. So, you go on this 're-processing' spree, hoping to secure success without risking failure. Newsflash: that's not happening. Success only matters when you know what failure looks like. Sure, failing as a team isn't the end of the world, but on a personal level, it's terrifying. This fear keeps you from building the process your organization needs. A process that calls out the winners and the not-so-great players. A process that pinpoints where things need fixing. A process that calls for clear decisions. Why is your new recruiting process doomed? Because you're not willing to build one that shows you failures.

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If a recruiting partnership isn’t going to work, we’ll tell you. Partly because we don’t believe in lying to prospects. But also because if we’re not a good fit, it’s a waste of everyone’s time and resources. At Brightwing, we don’t believe in: → Overpromising and under-delivering → Deprioritizing bad-fit clients (we’d rather part ways as friends) → Under-selling the quality of our services → Looking for candidates we know we can’t place So when we start an engagement, we ask a ton of questions to get everyone’s expectations out into the open. We learn about their needs. And we only engage where we know we can provide value—not just immediately, but over the long haul.

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Were you a US based recruiter held back by your non – compete? It seems it will take some time for the dust to fully settle from last week’s decision by the FTC to ban non – competes. One thing does seem certain – the restraints non – competes might previously enforced are loosening. Non – competes are commonplace in recruitment, although their effectiveness has always been debatable, in my opinion. If you are a US based recruiter whose desire to do your own thing and become your own boss was being squashed by your non – compete, I’d love to talk to you about partnering with us on setting up on your own. Check out our website (link in comments) and get in touch via the website or commenting with “Interested” in comments.  

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Hiringcue.com is the solution for you-You get thousands of resumes per position, but how can you know you’re interviewing the right people? Pre-interview questionnaires and automated references are the answer. You want to get more of the right people in the interview chair?? The answer is simple with Hiringcue.com! What are waiting for. Don't let the good hires get away! Signup today for your free trial! #hiringcue #thebest #staffingworld #talentacquisition #recruiters #companies #reference #b2b #b2c #businessowners #reference #automated #success #hr #business #networking #hiring #jobs

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Working effectively with a recruiter can significantly enhance the hiring process for any manager. Here's a tip to maximize this partnership: Schedule a weekly call to run through candidate pipeline so that there is an established time to update accordingly, helps mitigate you feeling like you are dropping the ball and manages expectations with the recruiter. #hiring #hiringtips #recruiter

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Understanding the context behind agency recruiters' performance is one of my primary goals our intro call. Numbers are important - they're the only apples-to-apples comparison when agency recruiters or staffing salespeople are looking to move agencies. However, just because an agency recruiter billed $X (their current firm) ≠ they will bill $X at *your* firm. Since many agency hiring managers have either not worked at other agencies, or aren't aware of the nuances of how different agencies operate, this can lead to unrealistic expectations resulting in a disappointing hire. From the past 6 years of talking to 1,000s candidates, I can confidently say that there can be massive differences from agency-to-agency. Billing numbers are important, but the context behind them is just as important. This is ESPECIALLY important when a boutique agency is hiring someone from a huge agency - their database is less built out, less brand recognition, typically less cross-selling, scrappier environment - they are not the same. For these firms, hiring a recruiter who has solely sourced from an internal ATS and worked with existing clients, expecting them to bill the same amount on a cold desk is almost never going to happen. When an agency onboards an experienced recruiter, leadership needs to create realistic projections around year 1 and 2 billings, so they can clearly outline expectations when they're ramping up - the performance context is critical here. Full desk/360 recruiters can have the biggest variations here - although it's in their scope, every one isn't doing cold BD and getting new business if they're client-facing. Some 360 recruiters work in well-established territories and don't have to bring on new clients. Others work with strong BD counterparts and mostly fill jobs. This experience doesn't translate into an environment without the same dynamics. This is why the pinnacle of experience in today's market is a full desk recruiter with a strong track record of onboarding new clients in a cold BD environment. Even if these recruiters' numbers are a little lower, that experience is extremely desirable since bringing on clients/headhunting candidates from scratch are the skillsets that make ramping up at another agency go more smoothly. Account managers overseeing large, inherited accounts don't have the cold BD piece agencies want right now. Similarly, split desk recruiters (candidate side) or full desk recruiters primarily doing split deals (candidate side), are not what most agencies want right now. Most agencies don't have a high enough req flow to justify bringing on these recruiters in a client-driven market, at least through me (paying a fee). These dynamics will inevitably change as the market improves.

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If you're considering a career in HR... Don't do it if you're not comfortable being uncomfortable. HR isn't for the faint of heart. It throws curveballs daily, and sometimes the "right" answer isn't readily available. There are complex situations like: ⤵ ▫ Performance Issues ▫ Employee Relations ▫ Navigating the ever-changing legal landscape It's all part of the HR professional's daily grind. A Lawyer friend recently told me, "I couldn't do your job." ➡ So, is HR right for you? Absolutely, if you're comfortable being uncomfortable. #HR #HumanResources #HRCareers #Resilience #GrowthMindset

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To evaluate a recruiting agency effectively, consider the following factor: Specialization Determine if the agency specializes in your industry or the specific roles you need to fill. A specialized agency is more likely to have a deep understanding of your requirements and access to relevant talent pools. #hiringmanagers #Hiringtips #recruiters

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To evaluate a recruiting agency effectively, consider the following factor: Time to Fill. Consider the agency's average time to fill positions. While speed is important, it shouldn't come at the expense of quality. Find a balance between efficiency and thoroughness. #hiring #recruiting #hiringmanager

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Wanna know the ultimate force multiplier in business? Great recruiting partners. We: → Provide strategic solutions → Help uncover problems you didn't know you had → Guide to make the hiring process frictionless → Find the best fit people for your job openings and company (that's not to be confused with the cliche, "top talent") All while prioritizing your best interest (and candidates'). But the thing is... This isn't obvious. And without the right people - you don’t have a business.

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IRS Introduces New Career Website As Hiring Spree Continues The IRS continues to add to its roster after decades of job losses. Now, the agency is updating its IRS Careers website in an effort to attract more talent. https://buff.ly/4b5QSl1 View more Hiring, Layoff & Job Market Trends at Remote Jobs In HR - buff.ly/4cmNymD #Hiring #Layoffs #HiringTrends #HumanResources #JobOpening #Recruiting #TalentManagement #CareerOpportunities #EmploymentTrends #WorkforcePlanning #Unemployment #Jobs #Business #JobCuts #Economy #JobSearch #EmploymentLaw #JobMarket

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