Rhea Moss’ Post

Last month, our CEO of Europe, Juan Sureda, participated in #RecBuzz Barcelona, the world’s premier recruitment marketplace conference. In a fireside chat with Jonathan Turpin, Principal at AIM Group (Marketplaces / Classifieds), Juan shared insights into how we balance technological advancements with human connections at Job&Talent. Here are some key takeaways: 🚀 Our mission: Job&Talent is a leading marketplace for essential work, connecting workers with companies directly. Our mission is to empower essential workers and improve their lives through technology. 🚀 Our differentiation: Our client NPS is 51 and worker NPS is 55, far above industry averages. We blend technology with human connection to deliver exceptional performance metrics for companies. 🚀 Evolution & quality: Over 15 years, we've evolved into a holistic workforce management system, emphasizing transparency and AI to ensure high-quality matches and services. Our exceptional NPS scores demonstrate our commitment to continuous improvement. #JobAndTalent #WorkforceManagement #TechAndHumanConnection

Our research shows that a significant 64% of respondents would respond with, "I'm interested, tell me more," if approached about an #opportunity whilst employed. You have their attention - is your company EVP strong enough to compel someone to consider leaving the stability of the job in hand to consider what you're offering? Get valuable insights on how to attract, reward and retain IT talent from the 2024-25 edition of Clicks' IT Workforce Insights report. Get your copy here https://lnkd.in/gxzq5yUv

Recruitment businesses usually do an excellent job of measuring consultant activity and finance metrics however many struggle when it comes to measuring the experience and outcomes of their customers. Next week Talent Analytic's founder, Julian Hopper will be joining Paul Sharpe and Miles Lloyd to discuss the key differences identified between recruitment businesses that have scaled beyond 20-30 heads and those that haven't. Topics that will be debated: ✔Segmenting your customer base ✔Developing deep, lasting relationships ✔Building recurring revenue services ✔Measuring the customer experience You can sign up here: https://lnkd.in/eP_MBwWT #customerexperience #recruitmentexperience

Over the last few years, I've loved sharing our Hunter Campbell Market Insights. These documents are super insightful, and we've covered different aspects of the employment market again this year, including - -      In-depth employment market analysis: Latest hiring trends and shifts across various industries. -      Impact of AI on the workplace by @Sam Jenkins: -      Hybrid working strategies: Examples of creating effective hybrid work environments. We also have an economic overview by Economist Brad Olsen JP: with expert insights into the economic factors shaping the market dynamics. We have Market Insights for each specialisation within the Hunter Campbell business: - Accounting and Financial Services - Sales and Marketing - Supply Chain, Operations, and Procurement Send me a DM if you would like to catch up and review the insights.

As we move into Q2 of 2024, here are some takeaways in the hiring market within the Mid-Atlantic & Southeast: • Hiring remains strong, with business owners confident in the economies path forward • A shift from an employer market to employee market • Logistics & Supply Chain firms had strong growth in 2023, but many are holding off on scaled growth till post-election • Industrial & Manufacturing verticals continue to see consistent funding & investment • Hybrid flexibility in many industries is setting firms apart for hiring talent • Firms forcing employees in office 5 days a week, away from hybrid, are seeing culture shifts & turnover • Software companies begin to scale & ramp into growth plans, but cautiously As the market transitions to becoming highly competitive once again, firms getting ahead of this are securing the best candidates within all verticals of the economy. Strategically sourcing top talent to move the needle on business growth is becoming mission central to many organizations, whether inhouse or outsourced. For continued conversation, reach out offline at ben.nelson@prospectblue.com ProspectBlue Jessica Barnes Cameron Wick Alan Vaughan Nelson Edmunds Jed O'Neill Whitney Wigton Kristi Benner Lin Luck Rohr Regina Gustke Brandon Procell Elena Conwell

Really enjoyed myself in Dallas this week. Thanks to the Staffing Industry Analysts team -- they always put together a solid itinerary and there are a lot of interesting conversations. A few things I learned/heard consistently: ➖ Turns out some people in our industry are very, very bad at eyeballing a box of cash and guessing how much is in there. And there are two people who are exceptionally good at it and $1011 (in ones, fives, and tens) richer as a result. ➖ A lot of folks are struggling with VMS/MSP adoption, and one company even built their own UI on top of their VMS to try and solve for that. If companies are going to that length, feels like the industry isn't serving customer needs super well, no? ➖ SOW is top of mind for a lot of people. The industry playbook often thinks of it as a "gen 3" thing, but given the way that's growing it feels like it should change. Curious who is managing SOW spend well. Would love to talk to them. ➖ Programs are going global very fast -- faster than a lot of the old school options for managing a program can keep up. ➖ For all of the talk about talent pools, folks I talked to who have implemented direct sourcing platforms were pretty upfront about the fact that majority of direct-sourced hires don't come from talent pools, but from job board traffic. This aligns with what we see & have built at HireArt, and makes a ton of sense -- building labor marketplaces is very hard, and doubly so for W2 work with long assignments. Next week's #HRTech. If you're there, say hello.

In 2024, high-volume hiring continues to rely on a combination of experience, intuition and insights from technology, despite operating in a data-rich age. ⬇️ Here's 3 findings from the latest research report from HR.com and Mindfield RPO. Access the full report here: https://lnkd.in/gVFY3urZ

Some big, game changing news, to start the week. Firstly, what is the $ impact of candidate experience on your organisation? Not cost per hire, but revenue? Most HR and Recruitment teams will not know this - yet it is one of the most powerful data sets that these teams can use to influence internal stakeholder groups. It's the pinnacle of that "seat at the table data" that moves Recruitment teams from transactional to strategic in the eyes of the C-Suite. Which is why as of next month, Benchmarcx users will have the choice to have this data automatically displayed, in real-time, in their candidate experience results dashboard. For each stage of your recruitment process you will be able to see the potential impact on $ revenue. This includes both potential customers loss and potential customer gain - all segmented by department / business unit, recruiter and more if wanted. This is a huge game changer for Recruitment and HR teams. Get in touch now and join the CX revolution. #recruitment #talentacquisition #candidateexperience #HR

I love a clean start, and how great is it that the new financial year falls on a Monday next week? 😍 Looking back, this past financial year has been filled with invaluable lessons and here are some of my takeaways: 1. Adaptability is Key: The recruitment landscape is constantly evolving. Embracing change and staying flexible has been crucial in finding the right talent for our clients. 2. Technology is a Game-Changer: Leveraging advanced recruitment tools and platforms has streamlined our processes, and enabled us to connect with top candidates more efficiently, making our clients a lot happier! 3. The Power of Networking: Building and nurturing relationships, has enriched our recruitment strategies, and diversified our talent pools; making conversations less transactional and more personalised. 4. Candidate Experience Matters: I can not stress this enough, but communication is everything and prioritising a positive candidate experience has not only helped in securing top talent, but also in building a strong employer brand for both ourselves and our clients. 5. Continuous Learning: Keeping up with industry trends and best practices has empowered our team to stay ahead of the curve. For all those curious, some market observations going into FY 25: ▶ Two-thirds of the SaaS clients I've been consulting with, are actively developing their Customer Success growth plans and assessing their position within the Customer Success maturity model. ▶ 3 in 5 clients have expressed interest to learn more about the customer success landscape to better their SaaS offering, and when it comes to hiring, have put more of an emphasis on candidates with pre-exisiting interpersonal skills. ▶ Over 80% of Marketing roles I’ve worked have emphasised the importance and interplay with ‘data skills’, ‘martech’ and ‘product’ ▶ Revenue is crucial, and demonstrating your value beyond your specific responsibilities to encompass the broader business function is increasingly important. 💡 What's stood out to you this FY? #FY24 #recruitmentinsights #customersuccess #product #marketing #economy #Financialyearreview

Get ahead in Q2 with the power of data! 🚀 The #ManpowerGroup #EmploymentOutlookSurvey is on its way, packed with valuable insights into upcoming #hiringtrends. By tapping into the pulse of employers worldwide, we're uncovering crucial #hiring challenges amidst the ongoing #talentshortage. Read our our latest findings! 🌟 #MEOS  https://lnkd.in/d22ns_pQ