Executive Connect’s Post

Ever notice how hiring feels like piecing together a puzzle? We're here to understand why candidates apply (beyond just job titles!), how they talk, and whether they'll click with your team. Let's make hiring as simple as ABC!

I love being a father. It’s work but a privilege 😅. One of the things that I enjoy most about being a father of 4 (Joy is my oldest pictured here) is being a guide. The ability to use my moral compass and life experience to help direct their little life. It’s wild that we can have an impact on lives as parents with our children with all of our failings and inadequacies but it works by design. In the same way, it’s a privilege to be a guide and help to candidates and companies in helping them form talent strategies that have an impact both now and in the future. It’s a privilege. In talent acquisition we get to provide life changing opportunities to candidates and we get to work with companies to craft candidate experiences to help have career and business impact. I mean, is there a better job? I love what what we do in talent acquisition. Here in Kenosha, Wisconsin a distinguishing feature of this cool city is this big red lighthouse. In the same way that a lighthouse was a guide for ships 🚢 to warn them of danger on the waters and help guide them into safe harbors… we get to be this beacon of light for candidates and clients helping them find their next opportunity and helping companies build cultures that help attract the best and brightest. What work… as I reflect on what has been a very busy week, I do so with thankfulness that… I get to do this… we get to do this! 👊😎

Today, Saturday, August 17th, I received a rejection to a role that I applied to on March 8th. Though I'm no math wiz, according to my calculations, that's 162 days. That's 44% of a calendar year. [And sadly this type of response-time is becoming more the rule than the exception 😳] I will place no judgments on this datum. I will just leave it here for your consideration. If you're fellow job seeker reading this, I will say: I feel your pain. If you're a recruiter / sourcer / talent acquisition specialist* reading this, I will ask: What steps could be taken to reshape these extended processes, in order to improve both hiring efficiency and candidate experience? There's a lot of noise in this space about #BrokenProcesses, so let's see how we can go about fixing them! As Henry Ford once said, "Don't find fault, find a remedy"!! So, whaddayasay, Amy Miller?? Ya got any thoughts to start this off?? 😉 *If you're unsure about the difference between these, make sure you check out this week's installment of #AMAFriday, link in comments 👇🏽

Let’s face it, recruiters aren’t exactly the most beloved humans in the world. With all the rejection letters, ghosting, and seemingly endless job applications, it’s easy to see why. But behind the scenes, we’re often handling complex company needs, candidate qualifications, and market trends. We’re trying to match the right people with the right opportunities, and that’s not always easy, which is exactly what yields common misconceptions about us. Here are the top 3 I've seen - debunked!

🌟 What does Gen Z aspire to in their careers? 🌟 Curious about the evolving career goals and aspirations of the next generation? 🌍 This survey dives into what drives Gen Z in the workplace, from their values and motivations to their desired work environments. Whether you're a professional, recruiter, or simply interested in the future of work, your insights are valuable! 💡 Take a moment to participate and help shape the narrative of Gen Z's career journey. Let’s learn together! 🔗 [https://lnkd.in/gz2-c9an]

Getting to interview talented leaders like Lauren Tunnell is honestly such a privilege! I've learned so much about the staffing industry since I joined Insight Global two years ago, but there's still more for me to discover. In this blog post, Lauren explains our person-first approach to talent acquisition.

Useful instruction about how to pitch yourself to an employer, Strongly recommend!

When it comes to hiring new talent, there are a lot of different things your organization needs to consider. As a hiring manager, you want to make sure that you’re not compromising on quality for accessibility, and that the people you hire are well-suited to the positions they’ll be filling. Here's a strategic approach you can take to mitigate the unconscious bias 👇

Recruiting can often feel like a rollercoaster ride. 🎢 From navigating a sea of resumes to facing occasional negative responses to the jobs we promote, it’s not always easy. Staying organized and on top of job openings is essential, but it can be overwhelming. There are moments when we feel defeated—when candidates don’t get the offers they hoped for or when timelines stretch on longer than expected. It’s a demanding role that requires resilience and determination. Yet, amidst the challenges, there are those incredible moments that remind us why we do what we do. When a candidate receives an offer and expresses their heartfelt gratitude, it makes all the hard work worthwhile. Those moments of success not only fuel our passion but also reinforce the impact we have on people’s careers and lives. Here’s to all the recruiters out there—let’s continue to persevere and celebrate the successes, big and small!