Chase Scully

The difference between Talent Acquisition vs Staffing Agencies? Reactivity vs Proactivity TA is great if used correctly, but 99% of companies out there don't understand how to utilize them. High quantity positions that can afford to be reactive are phenomenal for TA to work on and fill. High level, niche roles can start to be worked on by TA for a period of time (dependent on urgency level), but those really should be given to a staffing agency that specializes in that sector and ideally has the relationships to identify the ideal candidate quickly and efficiently. In summary- "saving cost" by avoiding agencies can be doable, but don't shoot yourself in the foot by sending your TA team to war with a butter knife as they just flat out don't have the resources or head start that agency recruiters have! #staffing #recruiting

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I'm going to say something that other staffing industry professionals may judge me for: Your entire delivery team does not need their own emails, their own phone numbers, or their own text message tools. I believe the future of high performing staffing organizations is to think more like software companies.  → Create a centralized inbox your team shares → Move to a single phone/SMS number  → A single WhatsApp  → A single email  → A single chat interface And collaborate - back each other up. → If Tommy is sick one day, those messages don't get lost in his inbox. → If a recruiter leaves, their relationships are no longer tied just to the person. → All around customer service is improved when you work together to serve clients and candidates as promptly as possible. And Bonus: You will save you thousands (sometimes tens of thousands) a year to not have all of these additional lines and inboxes. Some tools you can look into to accomplish this: Crisp IM Intercom Front Thoughts on this? I know it goes against common practice, but teamwork makes the dream work! 😁

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“If he really wants to work here, then $5K shouldn’t matter…” Yepp, if you've hired, you might have said something along those lines before. After weeks of sourcing, screening, and (honestly) interviewing more candidates than I’d typically recommend, they finally found "the one". I advised the VP of Finance that the Finance Manager had another offer on the table, and exactly what compensation would close the deal. I wasn’t guessing, I knew what would get it done and what we were up against. Well, what did they decide to do? They offered $5k less. Because “if he really wants to work here…” Listen, I totally get it. Your company is fantastic, and you are recognized as one of the best places to work. You have beautiful offices, great work-life balance, and free lunches. This all sounds lovely. But you risk losing top talent. After all the time, effort, and energy you’ve invested....over $5K? Not the first time I’ve heard this logic, and unfortunately, I doubt it will be the last. So what happened? The candidate went with the competitor. They rolled out the red carpet. They offered above their salary range, increased the bonus, and even sweetened the title. And they won. Ugh! If you’re serious about hiring exceptional talent, you have to treat them exceptionally. It’s like when they ask at Chipotle, “the guac costs extra, that okay?” Have you ever said yes and regretted it? Yeah, me neither.

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December and job hunting…  Some say hiring slows down as the holidays approach....Sort of.  I often look at it as a golden opportunity.  While many take a break, some employers continue to seek candidates to fill roles.  They’re more eager to stand out, and that’s your chance.  My advice?   - Don't stop, - Stay active,   - fine tune your resume, - Network intentionally, and  - don’t be afraid to reach out. Earlier the better. Because when everyone else slows down, you can speed up your chances. Don't wait for January - this time of the year can be your secret weapon. The best time to land your next role is when others pause.  And you? You keep moving forward. #LinkedinNewsAustralia

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Is this what Recruiting has turned into? I submitted a resume for a Recruiting Manager position that I am more than qualified for. I received the following reply from their internal recruiter... "I’ve had the chance to review it through the company’s ATS filter. Your current resume scored 32% out of the 80% threshold required for submission. Please note, this isn’t a reflection of your experience or qualifications, I can clearly see that you have the right background and would be a strong fit for this role. This isn’t a reflection of your experience, it’s more about how your résumé is formatted and optimized for the system." So today's recruiters are taught to run a resume through their "system" and wait for a score based on key words in order to call a candidate or reject them w/o even talking to the candidate? WOW how things have changed!!

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***PSA*** Received an offer? Going through the background check/employment verification process? Pay attention! If you previously worked a contract through a staffing firm, be sure to list the staffing firm (NOT the end client) on your background check. If not, you will be delaying your start date! #jobsearch #jobseekers

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Lately, I have been taking many calls with candidates in transition or those looking to make their next big move. The search market has been slower, and some functions and sectors have been affected more than others. There is no agenda when I connect with people- the purpose is to build a human connection. The likelihood that when we speak, I am working on a relevant search is usually less than 1%. But the purpose is to build a relationship so we can easily reconnect when the right opportunity comes along. Your networking strategy should not be about outcomes and results; it should be about building relationships built on a genuine connection. Showing up, being genuine, and offering insight will eventually pay for itself. #ExecutiveSearch #PayitForward #KeystonePartners

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𝗘𝗻𝗱 𝗼𝗳 𝗮𝗻 𝗘𝗿𝗮: 𝗠𝗼𝗻𝘀𝘁𝗲𝗿 𝗮𝗻𝗱 𝗖𝗮𝗿𝗲𝗲𝗿𝗕𝘂𝗶𝗹𝗱𝗲𝗿 𝗜𝗻𝗶𝘁𝗶𝗮𝘁𝗶𝗻𝗴 𝗖𝗵𝗮𝗽𝘁𝗲𝗿 𝟭𝟭 Two of the biggest names that once defined online job searching, Monster and CareerBuilder, have filed for Chapter 11 bankruptcy. For many of us, these platforms were the entry points into the world of online recruiting and digital talent acquisition. This marks a pivotal shift in the staffing and recruitment landscape. What was once revolutionary is now being replaced by faster, more data-driven, AI-powered platforms that better match today’s dynamic job market. Whether you’re in HR, staffing, or talent strategy, this is a reminder: 𝘁𝗵𝗲 𝗶𝗻𝗱𝘂𝘀𝘁𝗿𝘆 𝗶𝘀 𝗲𝘃𝗼𝗹𝘃𝗶𝗻𝗴, 𝗳𝗮𝘀𝘁. I have always been an avid learner of new technology, I had a PC in my house growing up, before most people did (we bought it at Sears!) 𝗔𝗱𝗮𝗽𝘁𝗮𝗯𝗶𝗹𝗶𝘁𝘆 𝗮𝗻𝗱 𝗶𝗻𝗻𝗼𝘃𝗮𝘁𝗶𝗼𝗻 𝗮𝗿𝗲𝗻’𝘁 𝗼𝗽𝘁𝗶𝗼𝗻𝗮𝗹 𝗮𝗻𝘆𝗺𝗼𝗿𝗲. 𝗥𝗜𝗣 𝘁𝗼 𝘁𝗵𝗲 𝗼𝗻𝗹𝗶𝗻𝗲 𝗷𝗼𝗯 𝗯𝗼𝗮𝗿𝗱 𝗴𝗶𝗮𝗻𝘁𝘀, 𝘄𝗵𝗼 𝘄𝗮𝗹𝗸𝗲𝗱 𝘀𝗼 𝘁𝗵𝗲 𝗻𝗲𝘄 𝗴𝗲𝗻𝗲𝗿𝗮𝘁𝗶𝗼𝗻 𝗰𝗼𝘂𝗹𝗱 𝗿𝘂𝗻. #Recruiting #HRTech #Staffing #CareerBuilder #Monster #JobSearch #DigitalTransformation #ItsanAIWorld #Adapt

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🙀 SURPRISE!! Another RTO Mandate faced backlash...well, kind of.... JPMorgan Chase recently mandated a 5-day-a-week return-to-office policy, starting in March. The response? Let’s just say the comment section on their internal site got… lively. But instead of addressing employee concerns the company disabled comments altogether. Axios reported that office vacancies hit a new high last year, with 20.4% of office space in the country's top 50 metro areas empty. Further summarizing data they captured and released.... THE RESULTS ARE SHOCKING: 🧳 Employee Exodus: Rigid RTO policies are prompting employees to seek opportunities elsewhere. 🔗 Talent Acquisition: Companies maintaining flexible work options are gaining a competitive edge in attracting and retaining top talent. ♻️ Career Transitions: Some professionals are opting for career changes or accepting severance packages rather than complying with strict in-office mandates.

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