Steve Boston

Great session from Patricia Maroto Gómez and an important reminder about posting content that aligns with themes you genuinely believe in (not just Crystal Palace). The Region is driving demand for RPO/embedded solutions, but most approach with a misconception. They view embedded/RPO as simply placing a recruiter on-site at internal talent acquisition costs. This is the knowledge gap we’re addressing. When you embed Halian, you’re not hiring a recruiter but accessing Halian as a Service. Our entire recruitment ecosystem backs your dedicated client partner: global sourcing networks, AI-enabled tools, proprietary candidate databases, and proven methodologies refined across thousands of placements worldwide. The fundamental difference is between infrastructure and the individual. You’re not paying for a person. You’re investing in proven recruitment infrastructure that delivers faster fills, higher quality candidates, and scalable capacity without the overhead of building these capabilities internally. Halian as a Service (HaaS) 😜

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What Most Staffing Firms Overlook in VMS Hiring: ✔ Gain an understanding of MSP dynamics to successfully navigate response cycles, hidden priorities, and decision patterns. ✔ Do not view MSPs as gatekeepers, but as partners. ✔ Equip recruiters with insights that go beyond the job descriptions. ✔ Establish rapid feedback loops to more effectively recruit top talent. ✔ Maintain candidate engagement through proactive follow-ups and timely feedback. #ManagedServices #MSPStaffing #VMSRecruitment #StrategicStaffing #StaffingSolutions #ContingentWorkforce #OffshoreStaffing #TalentMetrics #SupplierScorecard #SupplierPerformance #SLAManagement #AIinRecruitment #RecruitmentBestPractices #RecruitingTips #AgileRecruitment #EmployerBranding #USRecruitment #USAJobs #HiringNow

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The buzz Staffing Industry Analysts Executive Forum in Miami around #AI, #globalworkforce strategies, and outcome-driven approaches was unstoppable — and for good reason. With 40+% of staffing tasks projected to be automated by AI in the next three years, the message was clear: adapt or fall behind. A second AI number to think hard about - AI tooling TODAY can give recruiters 17 hours back per week - BUT, what will they do with that time? 17 hours upskilling, or working with clients or talent is valuable - 17 hours engaging in non work activities is not. One quote stood out to me — “The human is the superhero, and AI is the cape.” AI isn’t here to replace us — it’s here to amplify what we do best. As a revenue leader, I’m fired up to leverage AI, expand globally, and focus on delivering measurable outcomes that truly drive growth. #StaffingIndustry #AI #GlobalWorkforce #Leadership #RevenueGrowth #OutcomeDriven #SIAExecForum

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Balancing Experience & Automation in Talent Acquisition As talent acquisition leaders, we face a critical challenge: Delivering exceptional candidate experiences while leveraging technology to meet hiring demands. The numbers tell a concerning story: companies average 11 weeks to fill positions while candidates endure communication gaps and redundant processes. Most alarming? 40% of job seekers report being ghosted after 2-3 interviews—up 30% from just 2022. This isn't just inefficient—it's damaging your employer brands and losing top talent. The solution isn't choosing between human touch OR automation, but strategically integrating both: • Lead with exceptional experiences that reflect your culture • Deploy automation strategically for communication consistency • Use AI to eliminate administrative burdens, not candidate connections • Create feedback loops that respect candidates' time investment At Randall Reilly, we've seen firsthand how the right partnership approach can transform this balance. Our clients reduce time-to-fill by combining our attraction strategies with their authentic candidate experiences—creating consistency without sacrificing the human element. The most successful TA functions aren't those with the most technology—they're those that deploy technology and partnerships to enhance human connections, not replace them. What's one way your team balances high-touch experience with efficiency? I'd love to hear your approaches. #TalentAcquisition #CandidateExperience #RecruitingTrends #FutureOfWork

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I often get asked if certifications like CCWP (Certified Contingent Workforce Professional) are worth the effort. My view: yes, they absolutely add value but the real impact depends on how you use them. Certifications bring three key benefits: ✅ Credibility – They validate your expertise in front of clients, stakeholders, and peers. ✅ Confidence – They reinforce the knowledge you already have, while filling gaps you may not have noticed. ✅ Career Mobility – Relevant certifications can open doors to new opportunities and help you stand out in a competitive market. But here’s the key: a certification is not just a line on your résumé. It becomes meaningful only when you combine it with real-world experience, continuous learning, and the ability to apply it in practice. So, whether it’s CCWP or any other relevant credential, I see certifications as accelerators they help us move faster, but we still have to drive the journey ourselves.

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