OnlyCSJobs’ Post

It's been heart wrenching to sit back and watch an industry I so highly regarded for so long, well, crumble. 2020: in the midst of so much unknown, unprecedented amounts of job orders, bill rates of $150-$200+ per hour, leaders counted on recruiters, client managers and support staff to be all hands on deck. Working 24/7 brought on a whole new meaning. No one could keep up. Mass hirings: thousands of individuals jumped on the healthcare staffing train thinking this would be a place they would live in long term. We knew there would be an end in sight but never imagined it would transpire the way it has. I get it, its business... 2024: THOUSANDS have been laid off, left to pick up the pieces of their lives with little to no options. Why? I could go on and on but we will leave it at that...for now. That being said, Companies that are hiring for Customer Success, Account Management, Retention Managers, Customer facing roles or staffing outside of healthcare: PLEASE consider looking at individuals who have healthcare staffing backgrounds. Adaptable & Resilient Relationship Building Data Driven Strategic Thinker Problem Solver Excellent Communication Collaboration If given a chance, you will bring a dynamic skill set to any field driving innovation and success. xo, Shelby #customersuccess #accountmanagement #recruiter #retention

In a landscape marked by fierce competition and rapid innovation, poor hiring decisions can be detrimental. The wrong hires may lack the expertise needed to develop cutting-edge solutions or execute business strategies effectively. This can lead to missed opportunities, delayed product launches, and diminished customer experiences. Furthermore, the costs associated with recruitment, training, and potential turnover can burden a company's bottom line. During economic uncertainty, these consequences can be amplified, leaving organisations ill-equipped to weather the storm. If you are struggling to hire the right people, have a confidential conversation with Mostyn Chase about your hiring needs:https://lnkd.in/ehJU5cuB #payments #hiring #recruitment

Hiring managers/Ops deserve to rest and spend quality time with their loved ones. How is that possible? When recruiters are proactive and not reactive. We are their support group. One way we can support our Ops team members is by regularly setting aside time to meet and discuss their current and future manpower needs. When our Ops teams are rested and confident that they have our support, business flows smoothly.

In 2017, after years in the industry, I found myself on the brink of leaving the world of recruitment. Being a recruiting leader felt more like managing a daycare, with recruiters and hiring managers constantly at odds. I knew something had to change, and that's when I stumbled upon the Sprint Recruiting method. Here's the full scoop 👉 https://lnkd.in/er5C2hpy Sprint Recruiting not only addresses the four main dysfunctions in recruitment but also acknowledges and leverages the limitations recruiters face, including limited focus, time, and resources. There is something powerful in acknowledging our constraints and working within them to maximize efficiency. 1️⃣ Everything's a priority which means nothing's a priority 2️⃣ No rhythm or 'drum beat' in recruiting 3️⃣ Lack of accountability 4️⃣ Non-existent feedback loop To counteract these dysfunctions, we introduced four principles: 1️⃣ Sprint creates efficiency 2️⃣ Focus on priorities 3️⃣ Foster accountability 4️⃣ Build a consistent feedback loop Sprint Recruiting is about identifying a set number of 'priority' roles to fill within a defined timeline, assigning a point value to these roles, and working them in order. The results? Higher productivity, better relationships with hiring managers, and ultimately, more successful hires. This approach transformed my view of recruitment and rekindled my passion for the industry. So, I ask you, are you ready to reimagine your recruitment process? Get a copy of the book here: https://a.co/d/fw6yxU0 #Recruiting #Recruitment #HR #Recruiter #recruitingtrends #HRChat #Hiring

Before you solve your problem by hiring, do an audit of your team's workflow. You may unlock significant efficiency gains that are, on their own, worth the same or more as whatever output you expected to increase with additional headcount. Or, look at it this way: adding headcount to an inefficient team is more likely to make its efficiency worse than better. You can, of course, improve this over time, but why create the problem for yourself in the first place? If your team has high throughput as it's currently operating, and if you're convinced that missing capabilities are actually your pain point, and if you therefore need more people differently distributed in order to achieve more: then hire. #hiring #jobs #organizations

Hiring update incoming 🙋♀️ .. According to a recent survey, 62% of IT managers are planning to ramp up hiring for interim roles to bridge skills gaps and support key projects. 62%! More and more IT pros are also now open to contract work and some even prefer it over full-time opportunities due to flexibility and to avoid boredom. Businesses are increasingly coming around to this perspective because of the immediate value IT contractors can add, especially with large scale projects such as a digital transformation. CTOs, CIOs and IT leaders.. what are your thoughts on this? #hiring #technology

After speaking with quite a few executives and hiring managers, I noticed a common trend with hiring. A vast majority of companies are waiting until Q1 and Q2 of 2024 to hire and grow their teams.   If you can land a strong candidate now, do it and move fast!! Before you know it everyone in the space will be gunning for the same talent at the exact same time, which makes it overall more difficult to onboard the skillsets you need. #marketinsight #manufacturing #engineers

Hello LinkedIn Network, I hope you're all doing well. Lately, I've been reflecting on the hiring processes in corporate companies and find them quite frustrating and unclear. Here are some key defects I've noticed: Lack of transparency Lengthy processes Issues with automation and AI Poor candidate experience Bias and lack of diversity Lack of feedback Inadequate skill assessments Overemphasis on cultural fit Ineffective onboarding process Have you faced similar challenges? What issues have you encountered, and do you have any suggestions for improvement? Let’s discuss how we can make the hiring process better and more candidate-friendly. Your experiences and ideas could help bring about positive changes. Thank you for your input! Best, Rohit #hiring #corporate #job #hiringprocess

Building a high-performing team goes beyond resumes. At Catalyst, our Future-Forward Strategy takes a comprehensive approach to recruitment: Deep Dive, Not Skim: We go beyond qualifications to understand a candidate's skills, cultural fit, and potential for growth. Casting a Wide Net: Our vast network gives you access to a diverse pool of top talent, increasing your chances of finding the perfect fit. Innovation at Our Core: We're constantly exploring new solutions and leveraging technology to find the best candidates for your specific needs. The result? Long-lasting impact. We help you build teams that not only fill positions, but also drive success for your business. Let's chat about how our Future-Forward Strategy can transform your hiring process. Contact us today! Connect with us today! 📞 +91 72289 04857 #wercatalyst #wearehiring #logisticworkeforce #skilledworkforce #sales #logistics #salesworkforce #employeeengagement #reducecost #recruiting #careeropportunities #hiring #surat

🚀 Connecting top talent with leading organizations! We're hiring for various contract roles across multiple industries, working closely with our valued clients to find the best fit for both the candidate and the company. Contact us to know more! #recruitmentagency #contractjobs #talentsolutions #hiringnow