Elizabeth Kovacs

Is your New Year’s Resolution to find a new job, and as soon as possible? Have you been filling out application after application on LinkedIn and hearing nothing but crickets as a result? I may have some advice for you… ⬇️⬇️⬇️⬇️⬇️⬇️⬇️⬇️⬇️⬇️⬇️⬇️ Go to the main LI search bar and type in “job openings in Chicago and insurance agent” and hit search (please adjust your search accordingly based on your location and occupation). Then click on “Posts.” You will now see all of the postings that recruiters and hiring managers are posting regarding their company’s current job openings- but most of them from their DIRECT accounts. Then you can respond to/comment on these postings, rather than apply to the actual job postings in the Jobs section on LI. Why would you want to do this search? 1. You may actually get to engage with the recruiter directly. 2. You’ll have a much better chance that these jobs are currently available. I’ve found that many of the job postings in LI (in the Jobs section) that companies post are not truly available. They are oftentimes just posted for due diligence and the job is actually already filled (unfortunately). I hope that by searching this way, instead of putting in hour after hour of applying to countless positions on LinkedIn with no results, you will find your dream role much more quickly! Happy New Year! #searchsmarter #yourdreamjobawaits

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Talent Acquisition’s Best Friend 🤝 Onboarding Did you know that 20% of employees quit within the first 45 days of employment? 😮 On the flip side, almost 70% of employees who experience exceptional onboarding are likely to stick around for at least 3 years! 🏆 Fun fact: Onboarding starts before a candidate’s official first day. From the moment they interact with your recruitment process, you're setting the tone for company culture and demonstrating how your organization values its employees. Once they’re through the door, it’s time to set them up for success! Here’s how: 👉 Provide a detailed job description. 👉 Establish clear performance metrics. 👉 Roll out a customized, progressive training schedule tailored to their learning pace. Most important of all: Regular follow-ups! 🌟These check-ins are vital for monitoring progress, addressing challenges, and ensuring new hires feel supported as they transition into their roles. Hiring Managers, we know how much effort it takes to find the right candidate. Let’s give them every reason to stay, thrive, and contribute to your team’s success! ✨ #OnboardingMatters #EmployeeExperience #TalentAcquisition #RetentionStrategy #HRBestPractices #WorkplaceCulture #HRTips

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Recruiting isn’t HR’s side hustle anymore. We’re in the room, at the table, and influencing what comes next. Headcount? Strategy. Hiring? Brand. Candidates? Customers. The game has changed—and great recruiters don’t wait for permission. 😉 #bettercallkim

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After 10 years in recruiting, one lesson stands out: timing is everything. I recently had a conversation with a financial analyst who shared how much can change in just a few months. Back in November, he wasn’t entertaining any opportunities. He was happy with his role and turned down an interview before Thanksgiving because things were stable. But fast forward to January, and the story’s completely different. A wave of layoffs and leadership changes hit his company, and now he’s actively searching, ready to explore new opportunities. This reminded me how critical timing is in recruiting. Candidates might not be interested today, but tomorrow their world could shift—and when it does, they’ll be ready. This is a reminder to stay proactive. Build relationships before the timing is perfect. And when the right candidate comes along, act quickly—because the competition will.

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📈 September kicks off one of the busiest hiring seasons of the year. 🍂 Why Fall is the “New January” for Hiring 🍂 As summer winds down, both job seekers and companies hit reset. Vacations are over, budgets are clearer, and Q4 planning is in full swing. The result? A surge in movement on both sides of the market. ✨ For Candidates: 📄 Refresh your resume + LinkedIn — hiring managers do check. 🚀 Be proactive — September is about speed; top roles won’t stay open long. 🎯 Think beyond the next step — many companies are hiring now with 2026 in mind. ✨ For Hiring Managers: ⏳ Start conversations early - talent demand spikes in Sept/Oct. ⚡ Streamline your interview process: long timelines = lost candidates. 💰 Salary expectations are shifting; updated benchmarks keep you competitive. 🔍 Market insight: September often mirrors January with fresh goals, new budgets, and renewed urgency. Waiting until the new year could mean missing out on top talent (or top roles) that move this fall. Fall isn’t just a season - it’s a hiring reset button. The perfect time to realign, whether you’re building your team or planning your next career step. 📊 If you’re curious about what’s happening in the market right now, let’s connect. #hiring | #staffing | #Accounting | #CPA | #GTA | #jobmarket | #jobsearch | #candidates | #fallstaffing | Vaco by Highspring

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🤔One question I often get asked is what attributes make for a top caliber recruiting client? 📃Here is my list and I am sure my fellow recruiting friends would add others! ✔️Desires to Build a partnership - I prefer a client that is invested in cultivating a long-term relationship versus a 1-off transactional event. I prefer not to be your personal resume factory. I rather become your go-to person every time you have a recruiting need. ✔️Willingness to let me in - Be transparent with me! I want to understand your business model, your operations, culture, the types of employees that tend to be successful, and why someone might want to work here. ✔️Views me as an extension of your brand - Your willingness to let me in is integral. I am your talent salesperson in the market representing your brand. The more I know, the better insight I can provide to a potential candidate. I am a prospective candidates' first touch point with your company and may be the first time they have ever heard about your brand! Information is power and it is my tool to attract the passive candidate. ✔️Collaborative and Consultative - The client makes time for my team and me beyond the initial intake call. There are times that the search needs to be recalibrated and even pivoted based on the market. I need you to be AVAILABLE AND ENGAGED! Ongoing communication is a MUST! ✔️Values our expertise and market insights - This is an extension of the prior point. If you are engaging me, I would like to believe there is a reason and you embrace my perspective and are willing to listen! ✔️Primary Focus is not on fees - If a client's primary focus is on fee negotiation, then I question do they really care about getting the best talent or do they simply want to put a body in a chair as fast as possible. Clients should be paying for a SERVICE not simply someone to send you resumes. ✔️Invested in the Process - They makes themselves and their interview team AVAILABLE for interviews. They are flexible and are willing to do virtual interviews or take in-person interviews before or after hours. ✔️The Process Moves and Outcomes Happen - Time kills all deals. Keep candidates engaged, move them through a process and when you identify the right candidate MAKE AN OFFER and MAKE THE RIGHT OFFER based on our initial guidance we shared at the outset and throughout the process. ✔️The Relationship Exists even when I am not actively sourcing a position. I value the relationship of knowing my clients. We will go to lunch and talk about life and just catch up to see what is new. We could go 2-3 years in between recruiting opportunities, but the relationship is continually cultivated. Remember, that relationship often leads to future relationships and new referrals. It cannot always be about today, tomorrow or next week. 💰The real value in all of these points reverts back to cultivating a tangible and foundational relationship! That is the long-term WIN!

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💡 𝗠𝗼𝘀𝘁 𝗽𝗲𝗼𝗽𝗹𝗲 𝗳𝗼𝗰𝘂𝘀 𝗼𝗻 𝗼𝗻𝗲 𝘁𝗵𝗶𝗻𝗴 𝘄𝗵𝗲𝗻 𝘁𝗵𝗲𝘆 𝗴𝗲𝘁 𝗮 𝗷𝗼𝗯 𝗼𝗳𝗳𝗲𝗿: 𝘁𝗵𝗲 𝘀𝗮𝗹𝗮𝗿𝘆. 𝗕𝘂𝘁 𝘁𝗵𝗮𝘁’𝘀 𝗼𝗳𝘁𝗲𝗻 𝘁𝗵𝗲 𝗵𝗮𝗿𝗱𝗲𝘀𝘁 𝗽𝗮𝗿𝘁 𝘁𝗼 𝗻𝗲𝗴𝗼𝘁𝗶𝗮𝘁𝗲‼️ 𝗪𝗵𝘆? 📌 Companies have salary bands, budgets, and internal equity policies. 📌 Pushing on salary alone can hit a wall fast. 👉 The smart move? Start thinking about your total package. 💬 𝗛𝗲𝗿𝗲’𝘀 𝘄𝗵𝗮𝘁 𝘆𝗼𝘂 𝗰𝗮𝗻 𝗻𝗲𝗴𝗼𝘁𝗶𝗮𝘁𝗲 (𝗮𝗻𝗱 𝘄𝗵𝗲𝗿𝗲 𝗰𝗼𝗺𝗽𝗮𝗻𝗶𝗲𝘀 𝗼𝗳𝘁𝗲𝗻 𝗵𝗮𝘃𝗲 𝗺𝗼𝗿𝗲 𝗳𝗹𝗲𝘅𝗶𝗯𝗶𝗹𝗶𝘁𝘆): ✅ Signing bonus ✅ Performance-based bonuses ✅ Extra vacation days ✅ Private healthcare perks ✅ Pension contributions ✅ Flexible work schedule ✅ Career development budget ✅ Relocation support ✅ Job title or promotion track 🎯 𝗧𝗶𝗽: 𝗕𝗲𝗳𝗼𝗿𝗲 𝘆𝗼𝘂𝗿 𝗻𝗲𝘅𝘁 𝗻𝗲𝗴𝗼𝘁𝗶𝗮𝘁𝗶𝗼𝗻, 𝗮𝘀𝗸 𝘆𝗼𝘂𝗿𝘀𝗲𝗹𝗳: What would really improve my quality of life, performance, and future growth? 👉 Rank your priorities. 👉 Lead with value. 👉 Show why saying yes to you helps them win too. ✨ Negotiation isn’t about being aggressive. It’s about being strategic. Your offer might be the biggest career deal you ever close, don’t leave value on the table. #Careers #Negotiation #JobOffer #CareerGrowth #Salary #Hiring #JobSearch Hi there! I’m 𝐍𝐞𝐥𝐢𝐭𝐳𝐚, your 𝐏𝐚𝐬𝐬𝐢𝐨𝐧𝐚𝐭𝐞 𝐑𝐞𝐜𝐫𝐮𝐢𝐭𝐦𝐞𝐧𝐭 𝐄𝐧𝐭𝐡𝐮𝐬𝐢𝐚𝐬𝐭! I’m here to share valuable insights and tips about the world of recruitment. Follow me for more updates and inspiration!

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