Tommy Corsello

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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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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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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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

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If you're a recruiter who markets your candidates through the MPC (Most Placeable Candidate) process, here are two critical missteps to avoid: 1. Little-to-No Candidate Involvement The cornerstone of an effective MPC process is the candidate's involvement. A common oversight is rushing to market a candidate without their input, merely summarizing their profile in a mass email blast. To rectify this, engage deeply with your candidate from the outset. Clarify the process, seek their preferences on target companies, and delve into the unique facets of their skill set. The key to developing a marketing plan that resonates is their active participation. 2. Poor Client Targeting A scattergun approach to client targeting can dilute the impact of your MPC efforts. Rather than broadcasting your candidate's profile indiscriminately, refine your focus. Use insights from your candidate to tailor your outreach, aligning with specific industries, geographic regions, and relevant skill sets. For example, a software developer with a decade in banking should be matched with banks known for similar projects. This strategic alignment ensures your efforts are both efficient and effective. It might seem tempting to reach out to as many companies as possible, but focusing on specific industries and managers that match the candidate's skills works best. Even if this means contacting fewer companies, a personalized approach leads to better outcomes. Using these strategies can greatly improve your recruitment process.

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Is your current provider not fulfilling your loop? Let Onin Staffing break those bad habits. Tired of not making it to the "Reward" and just using the same "Routine".... Try a new "Cue". Onin Staffing is a staffing firm like no other. Whatever your staffing needs are, we have the brains, the resources, and the heart to create your solution. Companies like yours, often turn to Onin when dealing with issues like: -        Staff Shortages -        Quick turnaround peaks or orders -        Or when they are struggling with attendance issues There is nothing Temporary about Onin. We are Employee Owned, we have a responsive team, we can personalize our services, and we hire Teammates, not Temps with Class leading benefits. 

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Hiring more recruiters won't solve your talent acquisition challenges..... Increasing your recruiter headcount might seem like the solution to finding the best candidates for your open positions, but it’s not always the case. Hiring more staffing agencies that are not properly vetted won't help either. Sure, job postings and more recruiters can bring in applications, but this approach often falls short in delivering the quality and fit you need as a hiring manager. Here’s why: Quantity Over Quality: More recruiters may lead to more candidates, but not necessarily the right ones. It’s crucial to focus on targeting and attracting the best fit rather than sifting through a sea of resumes. Inefficient Processes: Without a streamlined and strategic hiring process, even a large recruiting team can struggle to identify top talent. It’s about working smarter, not harder. Candidate Experience: Generic postings and mass recruitment efforts can lead to a poor candidate experience. Personalized and targeted outreach is far more effective in engaging high-quality candidates. To create the best recruiting environment it takes the right recruiter to find the right candidate. #Recruitment #TalentAcquisition #HiringTips

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Candidates, here is the number one way to rank higher in a recruiter search. Take advantage of LinkedIn's "Open to Work" feature. Turn on your green "Open to Work" banner. If you are looking to discreetly signal your availability, you can turn on the secret version. Click on "Open to Finding a New Job," choose the type of work you are looking for, your location, and your timeline, and then select "Recruiter Only." By using this method, you won't have the green banner visible to everyone, but you will still show up when recruiters filter for candidates who are open to work on LinkedIn Recruiter. This approach ensures you maintain privacy while maximizing your chances of being discovered by recruiters actively seeking new talent. #linkedintips #jobsearch #recruitingtips #opentowork

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STAFFING MYTH BUSTED: there is no magic candidate pool! 🫢 (Nope, not even the one that 3rd rep of the week promised. 🫣) We are all sourcing from the same population impacted by: 👉🏼economic factors 👉🏼generational trends 👉🏼surplus availability of jobs Each agency navigates this differently. Look again if you notice they: 🔍 throw “bodies” at you to see what sticks ❌causes high turnover, mistrust and everyone ends up burnt out 🔍have high turnover internally ❌employees burn out quickly here, and won’t be organized and ready to handle your needs when it’s crunch time Consider them if you notice they: 🔍take the time to ask the right questions + set honest expectations ✅ they’re likely to send the right employees and deliver on their turnaround commitments 🔍have industry veterans with tenure working internally ✅ when people are taken care of and given proper resources/encouragement, they stick around and incorporate their knowledge + experience into YOUR experience 🔑 If you are ready to upgrade your staffing experience, it would be my honor to discuss a gameplan that will knock your 2024 out of the park. Let’s chat - contact info below ⬇️

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Recruiting agencies have a bad reputation… And the way most recruiters work does nothing to make it better. Submitting candidates for a Salesforce developer role who are barely qualified to be an Admin… Ignoring (or not bothering to find out) the nuances of the role. Not communicating. Taking forever to find candidates… and then the candidates they find aren’t the right ones. And the IT department doesn’t know it’s an external firm that’s making these mistakes. As with so many other situations… HR gets the blame. That’s where we come in. Filling those Salesforce positions quickly, with the right person… The first time. And 85% of our candidates stay 3+ years. So that “open Salesforce role” headache doesn’t come back any time soon. 

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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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Hiring engineers in 2024? Get ahead with Randstad USA's curated list of interview questions designed to reveal the problem-solvers and innovators your team needs.

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Great post by one of my colleagues on tips to improve your resume!

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Gain access to expert advice on attracting and retaining top engineering talent with our comprehensive 2024 Engineering Hiring Guide. Align your strategies with the desires of top professionals so you can focus on finding the best candidates for your organization's needs. Download here:

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One of the benefits of working with an agency recruiter is that you get to ask all the silly questions which you may be unsure if it's a good idea to ask the hiring manager. Drug policy Remote/flex work Paid Time Off/Leave Benefits The name of your interviewer Take advantage of working with someone who WANTS you to get the job and let them figure this out for you, so you can focus on highlighting what YOU can bring to the table.

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