USA Talent Solutions’ Post

Hiring an internal recruiter? STOP It may or may not be the right fit for you right now Before you make that decision, I’d encourage you to ask yourself these 3 questions: 1.) Is it the right solution? Often times companies think that if they have more than a role or two to hire for, they need to hire an internal recruiter. And while sometimes this makes sense, other times it’s so much easier to hire a fractional recruiter for a couple of months, make the hires, and be done. You ramp up… you reactivate the fractional recruiter. You ramp down… you shut it off. It’s pretty simple. 2.) Have you done a true cost comparison? There’s a misconception that hiring an internal recruiter is usually more cost effective. In reality, it’s usually the most expensive route to go. You’ve got salary, benefits, technology, training, ramp up time/resources, etc. The costs can add up pretty fast and often times end up being significantly higher than some of the other recruiting options. 3.) Do you have the right support system for this person once they’re onboarded? So, let’s say you did pull the trigger and hired the internal recruiter. Do you have the internal knowledge to onboard and manage a recruiter effectively? Or will they flounder without guidance, leading to wasted time and resources? Making the wrong decision here can cost you time, money, and valuable talent. The best companies are evaluating their options carefully and choosing the solution that truly fits their needs. Need help weighing the pros and cons? DM us with the word PARTNER and let’s talk. #recruiting #hiring #talent #staffing #insidertips

🌐 Elevate your hiring game! Explore the insights on why enlisting a recruiter is a strategic move for business success. Dive into the article for key tips and transformative hiring strategies: https://zurl.co/v55y 📈🤝 #RecruitmentStrategies #BusinessGrowth #RecruitmentFirm #BestRecruiters

5 things you can do in the next 30 days to change the quality and execution of your internal requirement team! You can do this! 1. Look at your time to fill ratio! ➡️From the time the position is posted to the time it’s filled. ➡️What positions are consistently taking more than 30-45 days to fill. Why? ➡️Look for patterns. 2. Look at your internal recruitment team that is doing the actual recruiting. Not shifting through resumes, actually recruiting. ➡️Most companies do not have someone recruiting. They have someone that posts. Someone that looks at the ATS system for top candidates, but no one is actually recruiting. Recruiting is reaching out to candidates that have NOT applied. 3. Talk to your hiring managers or do a simple survey. What is working and what isn’t. ➡️Your hiring managers work very closely with the internal recruitment team. They want them to be successful, find out what is working and what isn’t. 4. Are they set up for success? Do you have a leader that truly understands recruiting? ➡️A recruiter is not calling someone that applied and interviewing someone. Think about that statement. A recruiter— actually recruites. 5. Too system (ATS) reliant. ➡️Have you lost the people contact piece? The ART of people interaction. ➡️In a lot of companies the “people” interaction has been lost. As we say in this business of recruiting, what makes you good is not the science, it’s the ART! Hope this helps! If you want to learn more Kelly@kellybonnsolutions.com #Interview #artofthedeal #hiring #internalrecruitment #recruiting #humanresources #kellybonnsolutions #2024kbs

What separates a good recruiter from a great one? Learn what makes a good recruiter by discovering eight key traits to ensure your next hire is equipped to attract top talent for your business. https://hubs.ly/Q02wnYdN0 #Recruiting #TalentAcquisition #HumanResources

Do you often find yourself grimacing, fingers gripping your temples, worried that purple squirrels and brown bears might slip through the cracks in your high-volume hiring funnel? Relax. High-volume recruiting is demanding, true... but it doesn't have to be taxing. https://lnkd.in/gWCPtkgC Read this insight to find out how you must modernize your candidate screening process and make it robust to find quality hires and sieve off any bad hires. #highvolumerecruiting #recruitingtips #HRstrategy #talentacquisition

👻👀 Did you know about the rising trend in ghost recruiting? This innovative hiring approach allows companies to source and recruit top talent through connections and online resources, without even posting a job listing! 🌐💻 Our latest blog article explores the ins and outs of ghost recruiting, its benefits, drawbacks, and best practices. Discover how it can benefit both employers and job seekers alike, and how it can save time, money, and resources for your company. 💰💼 If you are looking for a unique approach to hiring top talent and want to learn more, be sure to check out our blog on ghost recruiting. 📖👀 Don’t miss out on this game-changing recruiting strategy! https://hubs.la/Q027pK0S0 #ghostrecruiting #talentacquisition #hiringstrategy #digitalrecruiting #innovation #HR #recruitment

Are you a 'reactive recruiter' who only posts a job if someone leaves or something changes? This is probably the hardest way to find the best candidates. We've chosen 5 simple tips that you can action today to ensure things are easier when the time comes to finally post that new job ad. Feel free to share with someone you know who doesn't recruit very often – or avoids it unless they absolutely have to! https://lnkd.in/eaCv2NGt #reactiverecruitment #recruitment #recruitmentadvertising #jobboard #jobboardmanagement #recruitmentmarketing #employerbranding #hiring #mediabuying

Wondering what the difference is between a hiring manager and recruiter? Read what Peter Kulturides said to find out! https://lnkd.in/ev4gUH7h #hiringmanagers #recruiters #internalrecruitment #externalrecruitment #staffingandrecruiting

❓ Do you have an off-limits list? Who is on it? When working with recruiters, an often-overlooked factor is the off-limits list. This list can significantly impact your talent search. But what exactly is it, and why should you care? Imagine discovering that the perfect candidate for your open position works at a company that’s off-limits to your recruiter. It’s frustrating to know that you’re potentially missing out on top talent because of these hidden restrictions. Here’s why understanding the off-limits list is crucial for your hiring success: 1. Impact on Talent Pool: Recruiters cannot pull talent from companies they have agreements with. This can drastically reduce the available candidate pool. The larger the recruiting firm, the larger this off-limits list tends to be.    2. Strategic Recruiting: If you know of a particular company that has excellent talent and it’s on the off-limits list, you need to find a recruiter who isn’t bound by that restriction. This ensures you have access to the best candidates without unnecessary limitations. 3. Transparency and Clarity: Always ask your recruiter about their off-limits list. Transparency here can save you time and align your expectations better. Ensuring clarity on this aspect helps you make informed decisions and select the right recruiting partner. Curious about how the off-limits list might be affecting your talent search? Book a call with me through the link in the comments, and let’s discuss how to optimize your recruitment strategy. 💬👇 #Recruitment #TalentAcquisition #HiringProcess #TopTalent #RecruitingStrategy #FrederickFox