Jennifer Givens

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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Pros And Cons Of Employers Rejecting The ‘Years Of Experience’ Hiring Requirement If the years of experience requirement is lifted, then capable, curious, smart and motivated people with transferable skills will no longer be overlooked just because of an arbitrary metric. https://buff.ly/3UQTCfT View more Hiring, Layoff & Job Market Trends at Remote Jobs In HR - buff.ly/3QVYCPg #Hiring #Layoffs #HiringTrends #HumanResources #JobOpening #Recruiting #TalentManagement #CareerOpportunities #EmploymentTrends #WorkforcePlanning #Unemployment #Jobs #Business #JobCuts #Economy #JobSearch #EmploymentLaw #JobMarket

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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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There's a significant opportunity to incorporate talent ops into performance review and employee development processes. Get granular with key indicators of strong, continued impact and performance across the organization and then tie that back to recruiting practices. Set KPIs and measure the performance of your recruiting operation by aligning to those key indicators. Traditional recruiting performance metrics will bring people in the door but with less confidence in quality and ROI. Innovative, quality-focused metrics will improve productivity, impact, and bizops at a much greater velocity. What metrics are you using to track quality of hire and return on your recruiting investment?

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Superficial reasons why staffing and recruiting firms don’t want to consider a RPO Partner! 🤷‍♀️ Staffing companies are the pillars of recruitment in today's day. Choosing a RPO partner can be a difficult task for staffing and recruiting firms, but rejecting them on superficial reasons, might just be a tad bit more! Some superficial reasons that staffing and recruiting firms consider while rejecting a RPO Partner are: ·        Brand Perception: It is crucial that the RPO partner’s brand values align with your firm’s image. However, rejecting them solely based on branding might not be justified. Consider other critical factors such as business ethics, the availability of a pilot program, and additional operational support included in their pricing model ·        Location: While the RPO partner’s location is important for organizations needing onshore support, if your business operations do not require this, offshore RPO partners can be equally effective. Emerging global trends highlight India, the Philippines, and Mexico as key hubs for recruitment process outsourcing due to their skilled labor and cost efficiencies. ·        Company Size: Evaluating an RPO partner based on their size alone may overlook their true potential to deliver talent. Large RPO firms with numerous clients may struggle with overcapacity, whereas smaller RPOs might excel due to their focused resources and advanced talent acquisition tools. ·        Industry Niche: An RPO not specializing in specific sectors like IT, healthcare, or Accounting does not mean they lack the capability to source candidates in these fields. RPO providers with multi-industry expertise often possess comprehensive knowledge of candidate behavior and can efficiently fill open roles across various domains. ·        Pricing Models: If an RPO's pricing model seems expensive, it’s important to understand that higher costs may reflect investments in quality infrastructure, advanced communication tools, premium job board access, operational support, and cutting-edge technology. Considering these aspects, evaluate the ROI and the overall value they bring to your recruitment process. #recruitmentoutsourcing #recruimentprocess #businessoutsourcing #businesstransformation #rpo #growthstrategies

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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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Are you properly equipped to hire a TA professional? Here is a check list of must do’s, or you risk negatively impacting both the mental health of TA pros and your company brand. ➡ Create a comprehensive JD Don’t list 100 things that might come up in the role or ask a junior member of the team to curate it. Take the time to understand the key component and success criteria, and what past experience or skills would make a close fitting applicant. ➡ Design a hiring strategy and adhere to it Posting a job online and pulling it down 6 hours later is not a strategy, neither is reposting and reposting and reposting the same job. In both scenarios you didn’t get your JD right to begin with. ➡ Carefully consider your assessment criteria 7 interviews is not appropriate, neither is asking 15 candidates to submit a lengthy presentation. You should be accurately assessing against your JD. If for some reason it's different, let the candidates know in advance so they have time to prepare or withdraw from the process. ➡ Have the budget agreed and signed off Ensure you have benchmarked the salary both internally and externally before you start, and check your budget matches the right level. Ideally, advertise the salary range. ➡ Don’t go to market and then promote internally It shows a lack of empathy and business acumen, wastes everyone's time (including yours) and is somewhat unfair on your new appointment. ➡ Consider other alternatives, like contract hires or embedded The TA market is changing and we need to think about longer term impacts on the sector. This is the time to really critique your workforce plan and the team size and structure to ensure it's a sustainable model for the future. ➡ And lastly….no ghosting Ensure you give timely feedback, and it has the right level of detail. An auto reject from the ATS is not appropriate post interview. And if you are in a position to offer, please don’t purposely lowball, as it will only create issues for you and the sector in the future. If anyone needs help with the above, get in touch with a TA professional you know and trust. They can certainly act as a sounding board and help to point you in the right direction. #TalentAcquisition #TA4TA #Change

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Dear #Vendors, Creed Staffing is actively seeking your support in sourcing candidates for our staffing requirements. We currently have a mix of roles to fill, with 70% being W2 and 30% C2C. Your expertise and resources can greatly assist us in meeting these needs. Payment Models and Terms: Model 1: Net One-Time Sourcing Fee: $1500 for all W2 and FTE roles Payment Terms: Pay When Pay Receive Model 2: Keep Your Own Margins on all C2C roles Payment Terms: Pay When Pay Receive Roles Available: #ProjectManager: West, GA, 30334 (W2, open for GC/USC) #BusinessAnalyst: Charlotte, NC / Jersey City, NJ / Plano, TX / Chicago, IL (W2, open for GC/USC) #FullStackJavaDeveloper: Charlotte, NC, Plano, TX (Hybrid) (W2, open for GC/USC) #UIFrontendDeveloper: Plano, TX (Hybrid) (W2, open for GC/USC) #LeadJavabackend with AWS: Plano, TX (Hybrid) (W2, open for GC/USC) #FullStackJavaDeveloper with Angular: Charlotte, NC (W2, open for GC/USC) Various roles with different #visa statuses available. For more details or to submit candidates, please contact us at himanshu@creedstaffing.com. We look forward to collaborating with you to find the best talent for these positions. Mandeep Singh Pranav Rawat #VendorSupport #StaffingVendors #VendorPartnership #VendorCollaboration #VendorSolutions #StaffingPartners #RecruitmentVendors #TalentAcquisitionPartners #VendorEngagement #RecruitmentSupport #VendorNetwork #SupplierSupport #VendorRelations #StaffingSolutions #HRVendors #VendorManagement #RecruitmentPartners #StaffingAgencies #VendorCoordination #HiringSupport #Hotlist

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Dear #linkedinconnections Looking for an Onsite IT Project manager to join for 12+ month contract in NY. EDUCATION AND EXPERIENCE REQUIRED: Bachelors degree and a minimum of 6 years proven project management experience, OR in lieu of a degree, A combined minimum of 10 years higher education and/or work experience, including a minimum of 6 years proven project management experience. Banking and/or Financial domain exp. DESCRIPTION / OVERVIEW: Manages high priority projects affecting three or more businesses or functional areas or most complex projects affecting multiple businesses or functional areas. Manages changes to project scope, schedule and costs using appropriate verification techniques to keep the project plan accurate, updated, reflective of authorized project changes as defined in the change management plan, and facilitate customer acceptance. PRIMARY RESPONSIBILITIES: Lead and direct high priority projects impacting three or more businesses or functions, or most complex projects affecting multiple businesses or functional areas, often requiring considerable resources and high levels of functional integration from initiation to close. Projects may be of a technical and/or non-technical nature. Develop Project Plan, forecast and schedule. Work with stakeholders to record detailed project requirements, constraints and assumptions to establish project deliverables, using requirement-gathering techniques (e.g. planning sessions, brainstorming, focus groups) and the project charter. Ensure plans for assigned projects include work breakdown, project organization chart, cost/budget and communication, risk, quality and resource plans. Communicate project plans to affected parties to ensure a common understanding, set expectations and align stakeholders and project team members. Measure project performance utilizing appropriate tools and techniques to monitor progress; identify and quantify variances, complete any required corrective actions, and communicate to all stakeholders. Implement approved actions and workarounds required to mitigate project risk events. Improve project team performance by building team cohesiveness, leading, mentoring, training and motivating to facilitate cooperation, ensure project efficiency and boost morale.

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There are some good ones in here! Dig in!

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Recruiting can be the best job in the world… IF you don’t get greedy We have the chance to help people find prosperity in their careers…to help great companies build out their teams…AND to do very well financially in the process. Yet too many recruiters focus only on what’s in it for them…the commission checks…the money…the placement fees And that is why agency recruiting has such a terrible reputation But here is the irony: If you can set aside your own selfish desires…if you can focus on being a force for good in the world…on truly helping others get what THEY want Then you wil make MUCH more money for YOURSELF in the end… And that is the magic of a career in recruitment: The ones who help OTHERS the most will ultimately benefit THEMSELVES the most in the process. What could be better than that?

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Hello recruiting managers, I hope this email finds you well. I wanted to reach out and share my most recent hotlist of available profiles that may meet your requirements. You can view the hotlist by clicking on the image below. If you see a profile that fits your needs, please do not hesitate to contact me. Here are some of the profiles I currently have available: 1. Java/Full Stack Developers 2. .NET Developers 3. UI/Angular/React Developers 4. AEM Developer 5. Go-Lang Developer 6. SDET/QA Automation Engineer 7. Data Engineers (AWS) 8. SQL BI Developer 9. Tableau Developer 10. MuleSoft Developer 11. EDI MFT/EDI Integration. Thank you for considering these profiles. I can be reached via phone at 302.334.6434 /106 or by email at vinay@dstechus.com hashtag hashtag hashtag hashtag #C2C hashtag hashtag hashtag hashtag #Java hashtag hashtag hashtag hashtag #react hashtag hashtag hashtag hashtag #opentowork hashtag hashtag hashtag hashtag #c2cOpportunities hashtag hashtag hashtag hashtag #c2cjobs hashtag hashtag hashtag hashtag #c2crequirements hashtag hashtag hashtag hashtag #corptocorp hashtag hashtag hashtag hashtag #corp2corp hashtag hashtag hashtag hashtag #corp2hire hashtag hashtag hashtag hashtag #corptohire hashtag hashtag hashtag hashtag #c2h hashtag hashtag hashtag hashtag #opportunities hashtag hashtag hashtag hashtag #c2cvendor hashtag hashtag hashtag hashtag #c2cusajob Activate to view larger image, Your document has finished loading

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