Angelle Horste (she/her/hers)

Navigating the Job Market: How Staffing Agencies Can Help You Land the Right Opportunity In today's volatile economic landscape, where layoffs seem to be a daily occurrence, finding the right job can feel like navigating a maze blindfolded. Whether you're a seasoned professional or just starting your career journey, the uncertainty can be daunting. However, amidst these challenges, staffing agencies emerge as invaluable partners in your job search, offering specialized expertise and a tailored approach to securing meaningful employment. Access to Hidden Opportunities In a competitive job market, many opportunities are not publicly advertised. Staffing agencies have extensive networks and established relationships with employers, including those who may not list vacancies openly. This insider access can significantly broaden a candidate's job prospects, increasing the likelihood of landing a role that aligns with their skills and career aspirations. Navigating Uncertainty with Confidence During periods of economic instability, job seekers often face uncertainty about their professional future. Staffing agencies provide a sense of security by offering continuous support and regular updates on available opportunities. Their proactive approach ensures candidates remain informed and empowered throughout their job search journey, mitigating the stress associated with navigating an unpredictable job market alone. A Strategic Partnership Collaborating with a staffing agency is more than just a transactional relationship; it's a strategic partnership built on mutual trust and shared goals. Agencies invest in understanding a candidate's unique skills, experiences, and career objectives, matching them with employers who value their contributions. This personalized approach not only enhances job satisfaction but also fosters long-term career success. Embracing Opportunities Ahead While economic challenges may create temporary setbacks, they also present opportunities for growth and resilience. Staffing agencies play a pivotal role in helping individuals harness these opportunities, providing the support needed to navigate career transitions effectively. By leveraging their expertise and resources, candidates can confidently navigate the job market, secure meaningful employment, and embark on a path to professional fulfillment. In conclusion, while economic uncertainties and layoffs may present challenges, partnering with a reputable staffing agency can be a strategic advantage in securing the right job opportunity. Their guidance, access to hidden job markets, flexibility, and proactive support empower candidates to navigate uncertainty with confidence and embrace new career possibilities. #SnellingGA #JobSearch #CareerOpportunities #HiringNow #EmploymentAgency #JobPlacement #WorkInGeorgia

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1.3 trillion in revenue is generated by contingent labor in the US. The future is contingent, but without proper strategic planning, the use of contingent labor can bring challenges for organizations. What are the challenges and opportunities? #Talent #TalentAcquisition #HumanResources #HR #Hiring #Recruitment #Staffing #Contingent #ContingentHiring #Contractors #US #UnitedStates #UnitedStatesJobs #USAJobs #WeAreAMS #TalentIsOurWorld

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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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Attention Newrez LLC employees who are being affected by the upcoming #layoffs #reductioninworkforce and are #opentowork I offer 20 years of experience writing #resumes in every industry with a background as a Recruiter/hiring manager. How I can help guide you through your search and ease frustration to help you land your dream job quickly: ·I am a one-person company offering personalized services for every client throughout the process incorporating the right keywords, so you stand out from the competition. ·Customized resume preparation- taking the time to thoroughly understand your expertise, not just providing a basic questionnaire, or mass-produced “cookie-cutter” resume templates. I also ensure you get through the automated HR systems with ATS-friendly formats. I PREPARE your new resume. I do NOT do computer-generated resumes and I do not guide you to write your own. ·LinkedIn profile preparation/optimization. ·Job search coaching to walk you step-by-step through the process so you aren’t aimlessly applying to jobs and not getting responses. ·Freelance Recruiter with a vast network of hiring manager/recruiter contacts to connect you to. Accolades: ·Proven track record of turning around clients' stalled searches. 50 of my clients accepted offers in 2024, 106 of my clients in 2023, 112 in 2022 and 124 in 2021! ·One client obtained a $70K increase in his previous salary, two a $50K increase, one a $55K increase, one a $27K increase and yet another a $35K increase! I know looking for a job is daunting, but I can help make it less frustrating for you. I will help you rebuild your confidence if you feel defeated to set you up for success. I can also help you define transferable skills to help you pivot to a new industry, if you prefer. So if you need to get back to work rapidly, let me take the frustration out of your job search and help you land our dream job. Please take advantage of my FREE RESUME REVIEW offer on my website. https://lnkd.in/g-4bcFV #careercoach #ono #laidoff #gethired

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Robert Half technology jobs expert Paul Flaharty joined Scripps News to share good news for college graduates: "65% of employers plan to hire entry-level professionals in the 1st half of 2024. The technology clients in the southwestern United States that my teams at Robert Half service are telling us they're being asked to do more with less. But they're still expected to deliver on top priority initiatives and skills gaps are making it very challenging." His advice to college grads, “it’s a great idea to partner with a good recruiter. Someone that can help you navigate the market and some of the unexpected turns that you might face. But also, leverage your network, inclusive of your first and second-degree connections. That's really an opportunity to let your network work for you.” #RobertHalf #collegegraduates #entryleveljobs

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TALENT ACQUISITION, IT'S TIME TO STEP UP YOUR GAME. You need data-driven strategies that can handle sudden surges in hiring demand when traditional methods won’t cut it. You need to find and hire top candidates quickly while ensuring a positive experience for everyone involved. But here’s the problem: you’re struggling to augment your hiring in a way that combines talent data, insights, and user-friendly tools. It’s overwhelming, resource-intensive, and the stakes are high. You need a seamless solution that ticks all the boxes. Introducing Korn Ferry Nimble Recruit: our immediately scalable, data-driven recruitment technology that enhances your RPO solution for faster hiring. Our tailored hiring manager, recruiter, and candidate experiences deliver more and better-quality candidates for volume, early career, and professional roles. Nimble Recruit enables a fully connected journey—an RPO-integrated, seamless experience for all that drives better recruitment outcomes.

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🌟 **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

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There are some good ones in here! Dig in!

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Here’s what happens when staffing firms give vendors greater visibility into the talent supply chain... It significantly improves their efficiency in delivering top candidates. Vendors can prioritize requisitions with fewer submittals. Filling gaps and winning more business. Also, by sharing target rates, firms leverage competition to maintain reasonable rates. This visibility lowers rates, distributes the sourcing workload more effectively, and allows vendors to compete strategically and quickly, benefiting everyone involved. #staffing #vendormanagement

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🌞 Rise and Shine, Recruiters! 🌞 As we kick off another week, let's talk about the future of technology staffing. The tech sector has been through its ups and downs, and it’s easy to consider pivoting to other verticals when the market feels uncertain. However, now is the time to double down on your tech recruitment efforts! The technology industry is on the brink of a significant resurgence. With advancements in AI, cybersecurity, and remote work solutions, demand for top-tier tech talent is set to soar. Companies are not just looking to fill positions; they’re seeking innovators who can drive growth and transformation. Here’s why staying the course in tech recruitment can be your best move: 1. Innovation is Unstoppable: The tech industry thrives on innovation. As new technologies emerge, so does the need for skilled professionals to implement and manage them. Your expertise in this vertical will place you at the forefront of these exciting developments. 2. Market Expansion: Tech companies are expanding globally, creating a surge in hiring needs. By maintaining your focus here, you’ll be tapping into a growing market that’s hungry for talent. 3. Long-term Relationships: Building and nurturing relationships with tech talent now will pay dividends. As the market rebounds, you’ll be the go-to recruiter for companies looking to scale quickly. 4. Strategic Positioning: Position yourself as a specialist in tech recruitment. Companies value niche expertise, and your deep understanding of the tech landscape will make you indispensable. Remember, challenges are just opportunities in disguise. By staying committed to tech recruitment, you’re not just filling roles; you’re shaping the future of the industry. So, let’s embrace the week ahead with renewed energy and a steadfast focus on the tech sector. The comeback is just beginning, and we’re poised to lead the charge! #CyberCoders #SalesEnablement #MondayMotivation #TechRecruitment #Innovation #StaffingSuccess Have a fantastic week!

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I believe it's time to simplify the hiring process for everyone involved. Just post the compensation range! Playing games of guessing numbers only wastes time and creates unnecessary hurdles for job seekers. Providing transparency, like Leidos QTC Health Services, can act as an upfront filter, streamlining the recruitment process and eliminating the need for awkward negotiations. Let's focus on finding the right fit for the job without unnecessary guesswork. #Recruitment #Transparency #HiringProcess

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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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NOW, for the biggest misconception of them all... 🤔 (Longer read but I promise it's worth it!) #6 STAFFING AGENCIES AREN'T NEEDED IF YOU HAVE AN HR DEPARTMENT. 🛑👀 This is often the biggest and most frequent objection I receive when pursuing new partnerships. So I'd like to tackle this from two perspectives: 1️⃣ When speaking to a hiring manager I usually aim to learn what matters most to him/ her & I might ask the following: 🔹 Does your internal team specialize in tech? 🔹 How are the candidates you have been receiving from HR? Do they ever struggle to find the right experience or cultural fit? 🔹 How much time are you spending on the interview process? Time is money and I intend to save you both with prompt quality and delivery. We make it easy on hiring managers so they can focus on mission-critical tasks. 🔹 Does HR handle the process of hiring "high-end consultants" with specific niche expertise? If not, there is potential that we might be a good fit or a value-added extension to their efforts. ✴ Ultimately my most successful partnerships have come from a chance to prove my worth. I learned what is important to managers and followed through on my promise to deliver. Then those managers vouched for my efforts and gave me a shot to solidify an ongoing partnership. ✴ 2️⃣ When speaking with HR or TA leaders, I want to make their lives easier as well. Different questions are asked but a similar mentality applies. 🔸 How much time are you spending on difficult-to-fill positions? Having a recruitment firm that handles the hiring and onboarding process for tough needs allows your team more bandwidth to tackle daily internal challenges. 🔸 Would it be nice to partner with an agency that understands your culture, streamlines your HR operations, and represents your brand in the best light? 🔸 Did I mention that we do everything for free up until the point of hire? So we only get paid if you really like someone. ;) ✳ My main goal is to make HR/ TA feel comfortable in a partnership. We aren't here to compete with what you currently have in place, but rather be a value-added extension to your efforts and make everyone look good in the process.  Allowing HR/ TA teams to breathe and focus on crucial tasks while we do the heavy lifting on deep dives into the market sourcing for passive candidates they might not have time to pursue. ✳ #ITstaffing #Techrecruitment #HumanResources #Hiring #DigitalTransformation

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Internal Recruiter 🤝 External Recruitment Partner Great to catch up with one of our clients on Friday out in New Jersey, well, other than trying to drive through NYC to get there and back. 🚗 Those of you who do drive in NYC traffic every day... how??? 😱 Anyway, the experience working together has been extremely smooth, and with businesses & people coming in all shapes and sizes, it got me thinking about what makes for a good relationship between Internal Recruitment & External Recruiters. Here's what I think works: - Honesty & transparency 🗣️ - Regular recurring calls (not just emails) 📞 - Real listening skills to hear what the other is saying 👂 - Us VS the problem instead of me VS you 🤝 - Understanding each other's personal goals/targets/motivations 🎯 - Openness to take on advice & constructive feedback 📝 Here's where I see Internal VS External recruiter relationships breakdown: - Deception & selective communication 🕵️‍♂️ - Misaligned goals 🎯❌ - Stubbornness & ego-driven decisions 😤 - Inflexibility to each other's needs 🚫 As I read this back, I realize this could probably apply to almost any business or personal relationship, which tells me... people are people. I can probably summarize this to say that treating each other with basic honesty & respect can generally get you quite far. 🙂

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To the TA professionals recently impacted by company layoffs: Things will get better. Get out all the anger, frustration, anxiety, or whatever it may be. Then, develop a plan. Reach out to previous colleagues, managers, or mentors Explicitly ask for help in your job search Ask for introductions to someone with mutual connections Identify decision makers that are active on LinkedIn (not always recruiters) STAY POSITIVE It's easy to get overwhelmed while navigating this landscape, but stay positive and keep your head on straight, especially if you're going to continue to post here as well. Wish you all the best! #AARonThoughts

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Why are there so many TA pros on the market??????? There so many talented TA folks on the market and many have been out there waaaay tooooo long...... Are we letting go TA pros for the right reasons? I suspect TA is taking a bullet & being thrown under the bus for lack of candidates, bad hires & turnover? In reality, companies need to look inward & figure out where the real issues lie. I assure you it's NOT solely on TA. The reality is typically lack of involvement by Hiring Managers (HM's.) Let me be clear, I am NOT trying to throw HM's under the bus. I understand they have a big job & lots of balls in the air. This leaves little time for HM's to help TA departments understand their needs. I suspect most HM's are just shooting a title or job description & saying “find me someone.” HM's, like TA departments, have really big jobs & very little extra time. I think we all get that….right? HM's need to spend more time w/ TA up front. That time would be made up on the back end & would be a game changer in the entire process. It just takes a little more effort on the front end. After a hire has been made, HM's spend way too much time: ⌛​onboarding wrong hires ⌛​training wrong hires ⌛​trying to save wrong hires ⌛​documenting & conducting performance plans for wrong hires ⌛defending claims from terminated wrong hires ⌛​replacing bad hires It's a revolving door! You have to slow down in order to speed up! If HM's could spend a little more time up front, TA would have a greater understanding of their business & be better equipped to source more quality candidates. Up front HM's should spend time w/ TA: ✔️​Communicating very clear expectations about the role, its not just a job description ✔️​Be open & honest about the struggles/challenges w/ the department/role ✔️Shorten response time to TA about submitted candidates, TA has worked hard to find the candidates only to lose them because the process is too slow ✔️​Move a candidate quickly w/in their department if interested in a candidate, or again you will lose them because things move to slow ✔️​Be active during the process, don't disappear on TA & candidates (this really harms the process & your brand) ✔️Be very clear on compensations parameters ✔️Do NOT make low ball offers If HM's want to reduce their pain the answer is simple….spend more time up front w/ TA. You will make up this time on the back end with: ❇️​better candidates faster ❇️candidates are more qualified ❇️positions filled quicker ❇️​decreased turnover ❇️a stronger team/better work force ❇️probably save more time than you have lost ❇️save money Give it a shot? You have nothing to lose but more time! If you need support to understand this process, give me a shout, I’m happy to help! #hiring #recruitment #talent #talentacquisition #HR #humanresources #recruiting #recruiter #turneover #hiringmanagers #leadership #badhires

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TA tech innovation is leading the way to solve the never ending race for talent, especially in the skill shortage environment felt world wide. Challenging the mindset of “we’ve always done it this way” has never been more important. Mindfield digs into four traditional processes that may be ripe for a refresh. Check out our e-book and share your comments on what your organization is doing differently this year to shake up your talent acquisition strategy! #hiring #talentaquisition #talentstrategy

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