Kristin Murphy

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

43

4 Comments

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

31

3 Comments

Quality Levers that lift interview-to-offer Most “quality issues” in staffing aren’t about talent; they are about discipline. Three quality levers that reliably raise interview-to-offer: 1)Intake clarity: must-have vs. nice-to-have, right to represent verified, pay locked. 2)AI pre-screen: flag commute, career gaps vs job story, work authorization/clearance, and duplicates across Job boards & ATS. 3)Feedback loop: 24-hour MSP/HM/Sales/Delivery feedback loop on rejections and next best submission. Run this rhythm, and bad deliveries drop while speed holds. It protects client trust and frees recruiters to win the next req. If you are leading a team, pick one process gap to close this week and measure the delta on interviews to offers. Question: Which quality levers will you reinforce first? #USStaffing #TalentAcquisition #AIinRecruiting #RecruiterTips

83

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! 😁

37

15 Comments

Yesterday, I shared why the future of staffing belongs to firms that balance AI efficiency with human connection. Today, I want to dig into the tools that are already driving productivity. Here are just a few ways recruiters are putting AI to work: ⚡ Candidate sourcing across the internet ⚡ Screening and evaluating hundreds of applicants in minutes ⚡ Drafting resumes, submissions, and outreach emails ⚡ Capturing notes and action items in Zoom or Teams ⚡ Streamlining candidate and client communication The bottom line: every hour AI gives back is an hour recruiters can spend doing what only humans can—building relationships and influencing outcomes. Which AI tool has saved your team the most time so far?

47

5 Comments