Pacer Staffing LLC’s Post

We’ve been doing this Brightside Collective thing for less than a month now, and already? Well, we’ve learnt a lot. Let’s just say that. Apart from navigating new biz ownership and ALL THE things that go with it, we’ve found that the many businesses we’ve met with and plan to meet with in the new year have people + talent problems outside of recruitment that we ACTUALLY have the power to help solve. Like getting the right eye balls on ad-copy and then the right people to apply is hard yakka. We know that first hand. But we also have a few good recipes up our sleeve that we reckon can help many businesses change the way they attract the right talent. Now is most definitely not the time to be talking about all of this. We get it. But next year? We’ll be ready and rearing to jump in and help solve things that you never imagined recruiters could fix. Imagine that! So let's get something booked in for January... simon@brightsidecollective.com.au

Kim Whiteley, President of MeeDerby, sat with Robin Mee, CEO & Founder of MeeDerby, to be asked “How did you get into Staffing?” Kim share’s her serendipitous introduction to this industry through a referral from a search firm owner, who she ran into at a neighbors wedding, asking Kim to come to work for her. From there she takes us into her introduction to her meeting Robin all the way to her journey into joining the MeeDerby team. Over the next few weeks, we will be sharing the stories from our whole team about how each one of us got into the Staffing Industry. How did you find your way into the Staffing Industry? Let us know in the comments! #staffingindustry #executivesearch #leadershipsearch #meederby #howIgotintostaffing

When you provide an offer to a new hire, what is your biggest fear? Is it that their boss provides a counter-offer and the potential new hire stays? Listen to this Super K episode to see how Sandler can possibly prevent that from happening. https://lnkd.in/g_VbWASp #IResign #training #offer Want to learn more? Crash one of our upcoming classes. Click the link for more information: https://lnkd.in/g5xydwm

When you provide an offer to a new hire, what is your biggest fear? Is it that their boss provides a counter-offer and the potential new hire stays? Listen to this Super K episode to see how Sandler can possibly prevent that from happening. https://lnkd.in/g5nmMkEM #IResign #training #offer Want to learn more? Crash one of our upcoming classes. Click the link for more information: https://lnkd.in/gsKwwG6K

When you provide an offer to a new hire, what is your biggest fear? Is it that their boss provides a counter-offer and the potential new hire stays? Listen to this Super K episode to see how Sandler can possibly prevent that from happening. https://lnkd.in/gg8Th_kZ #IResign #training #offer Want to learn more? Crash one of our upcoming classes. Click the link for more information: https://lnkd.in/gnkbMTsD

This is long overdue. I need to send out a little praise to Catchfire Group These folks are absolutely brilliant! I love working with Gary Brownstone and team in every aspect. From planning strategies for growth, team development, hiring, finding efficiencies in our business to optimize profit to just being an all around great guy, Gary brings value to our organization every time. Thank you Gary. If you’re looking for effective, real strategies for growing, selling your business or positioning it for sale sometime down the road, I encourage you to reach out to Catchfire Group. #businessgrowth #sellingyourbusiness #businessadvice

Hiring Managers, I know it's frustrating when you lose a Champion Candidate to another company. Stay with me on this.... My grandson shows Pygmy goats for 4H and we decided to upgrade our herd and add two more from a local breeder known for producing Champions. He was so excited! The day came for us to go check out new Champion Prospects. First, we identified those that had the best confirmation and appeared to be show correct. Once we had them separated, we looked them over one-by-one. He finally selected the one he was sure to be a Champion! As I started to pay the breeder, she realized she made a mistake, and that goat had already been sold. We missed him by TWO DAYS! The market for Champion Candidates is brutal right now. If you're looking for them, you can bet your competition is as well. You don't have the luxury of time. Here is my suggestion - When you schedule the first interview, block-out a time for the 2nd interview that is within no more than five days from the 1st. If you have more than two interviews in your process, block those out as well. Granted, the candidate may have conflicts but usually they will do their best to make themselves available. Don't miss them by two days! Get your Champion! It took us several more months to find his little guy here!

We’ve been doing this Brightside Collective thing for less than a month now, and already? Well, we’ve learnt a lot. Let’s just say that. Apart from navigating new biz ownership and ALL THE things that go with it, we’ve found that the many businesses we’ve met with and plan to meet with in the new year have people + talent problems outside of recruitment that we ACTUALLY have the power to help solve. Like getting the right eye balls on ad-copy and then the right people to apply is hard yakka. We know that first hand. But we also have a few good recipes up our sleeve that we reckon can help many businesses change the way they attract the right talent. Now is most definitely not the time to be talking about all of this. We get it. But next year? We’ll be ready and rearing to jump in and help solve things that you never imagined recruiters could fix. Imagine that! So let's get something booked for January.... hello@brightsidecollective.com.au

I'm so excited to start my new role at Ashby! I had the very good fortunate to be able to be very picky about my next role and I told myself I would only take a job that I was excited about (since it would mean giving up the SAHM life I have been living for a bit). There are many reasons why Ashby was the right fit for me, but here are some of them: 1. Working with a product I could get behind and that I knew had legs (as much fun as layoffs are, I'd rather not) 2. Co-workers who are both competent and nice 3. The application process itself - this was a big one! The JD showed they had realistic expectations for the role (they were not trying to hire someone who could do all of accounting and finance by themselves). They stated upfront the steps in the interview process and the comp expectations (so refreshing to have my time respected like this). It also mentioned who would not be a good fit for this role, which I loved to see. They really showed a thoughtful hiring process which made me very confident that I would be set up for success here. Of course, this also showcased the capabilities of their awesome product (see #1 above!) 4. Finally, great benefits. Even if you do not intend to take advantage of certain benefits (health insurance, paternity/maternity leave, etc) the fact that a company invests so heavily in them shows they really do care about the wellbeing of their employees. Can't wait to hit the ground running!