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Just finished "Recruiting Foundations: Recruiting for In-House Recruiters" by Barbara Bruno! Here’s a glimpse of what I’ve learned: 1️⃣ Strengthening partnerships with hiring managers for effective recruitment strategies. 2️⃣ Understanding the critical impact of timing in the hiring process. 3️⃣ Nurturing relationships to enhance recruitment outcomes. 4️⃣ Implementing proactive sourcing techniques to attract top talent. 5️⃣ Tailoring communication strategies for Gen Z and millennial candidates. 6️⃣ Mastering pre-screening and interview techniques to identify candidate priorities and foster trust to get referrals. Excited to apply these insights in my role as a CSM at Sense collaborating closely with staffing firms and leaders in recruiting teams to deliver top-notch solutions! #recruiting #sense

I want to share a heartwarming story to brighten your rainy day and give a shoutout to the incredible Next Level Solutions Recruiting Team because they deserve all of the recognition! Yesterday, Kristi Waeltz, CTR and I wrapped up a phone screen with a senior-level candidate. As we were discussing next steps, he said, “I really want to share something with you both.” Admittedly, I was a bit nervous, but I am 𝐒𝐎 𝐓𝐇𝐑𝐈𝐋𝐋𝐄𝐃 he spoke up! He shared how outstanding the recruitment process felt to him, highlighting our team's approach that made him feel valued—not just as a 𝘤𝘢𝘯𝘥𝘪𝘥𝘢𝘵𝘦, but as a 𝒑𝒆𝒓𝒔𝒐𝒏. He wasn’t just a 𝘯𝘶𝘮𝘣𝘦𝘳. He felt like a 𝒉𝒖𝒎𝒂𝒏 𝒃𝒆𝒊𝒏𝒈. His feedback was refreshing! He noted how different our process was compared to others, making him even more excited about potentially joining our team! 𝘍𝘰𝘳 𝘢 𝘣𝘪𝘵 𝘰𝘧 𝘪𝘯𝘴𝘪𝘨𝘩𝘵, 𝘐𝘵’𝘴 𝒓𝒂𝒓𝒆 𝘧𝘰𝘳 𝘤𝘢𝘯𝘥𝘪𝘥𝘢𝘵𝘦𝘴 𝘵𝘰 𝘷𝘰𝘪𝘤𝘦 𝘱𝘰𝘴𝘪𝘵𝘪𝘷𝘦 𝘦𝘹𝘱𝘦𝘳𝘪𝘦𝘯𝘤𝘦𝘴. 𝘛𝘩𝘦𝘺 𝘶𝘴𝘶𝘢𝘭𝘭𝘺 𝘱𝘰𝘪𝘯𝘵 𝘰𝘶𝘵 𝘢𝘳𝘦𝘢𝘴 𝘧𝘰𝘳 𝘪𝘮𝘱𝘳𝘰𝘷𝘦𝘮𝘦𝘯𝘵. 𝘚𝘰, 𝘩𝘦𝘢𝘳𝘪𝘯𝘨 𝘴𝘶𝘤𝘩 𝘱𝘰𝘴𝘪𝘵𝘪𝘷𝘦 𝘧𝘦𝘦𝘥𝘣𝘢𝘤𝘬 𝘳𝘦𝘢𝘭𝘭𝘺 𝘮𝘢𝘥𝘦 𝘰𝘶𝘳 𝘥𝘢𝘺! 𝘐 𝘸𝘪𝘴𝘩 𝘐 𝘸𝘰𝘶𝘭𝘥’𝘷𝘦 𝘵𝘢𝘬𝘦𝘯 𝘢 𝘴𝘤𝘳𝘦𝘦𝘯𝘴𝘩𝘰𝘵 𝘸𝘪𝘵𝘩 𝘮𝘪𝘯𝘦 𝘢𝘯𝘥 𝘒𝘳𝘪𝘴𝘵𝘪’𝘴 𝘴𝘮𝘪𝘭𝘦𝘴 𝘣𝘦𝘤𝘢𝘶𝘴𝘦 𝘸𝘦 𝘸𝘦𝘳𝘦 𝘣𝘦𝘢𝘮𝘪𝘯𝘨! This is a testament to our team’s dedication to revolutionizing the hiring process, particularly focusing on candidate experience. We’ve overhauled our methods, right down to introducing a new ATS (Teamtailor) to better serve our candidates. At the end of the day, people want to be 𝐬𝐞𝐞𝐧, they want to feel 𝐡𝐞𝐚𝐫𝐝, and they want to be 𝐮𝐧𝐝𝐞𝐫𝐬𝐭𝐨𝐨𝐝, in 𝘈𝘓𝘓 aspects of their life, INCLUDING the job search. My good friend 🎤 Lori Robertson and I crafted a message about this, so DM me if you want to know more about that. A 𝐇𝐔𝐆𝐄 thank you to my team for their relentless effort! I’m looking forward to our Recruiter Camp next week where we can continue to learn and grow! 𝑷𝑺 - 𝒀𝒐𝒖 𝒈𝒆𝒕 𝒕𝒉𝒊𝒔 𝒔𝒊𝒍𝒍𝒚 𝒑𝒉𝒐𝒕𝒐 𝒐𝒇 𝒎𝒆 𝒃𝒆𝒄𝒂𝒖𝒔𝒆 𝑰 𝒄𝒂𝒏’𝒕 𝒇𝒊𝒏𝒅 𝒂𝒏𝒚 𝒈𝒐𝒐𝒅 𝒕𝒆𝒂𝒎 𝒑𝒉𝒐𝒕𝒐𝒔, 𝒃𝒖𝒕 𝒅𝒐𝒏’𝒕 𝒚𝒐𝒖 𝒘𝒐𝒓𝒓𝒚 𝑰’𝒍𝒍 𝒉𝒂𝒗𝒆 𝒑𝒍𝒆𝒏𝒕𝒚 𝒂𝒇𝒕𝒆𝒓 𝒏𝒆𝒙𝒕 𝒘𝒆𝒆𝒌, 𝒔𝒐 𝒔𝒕𝒂𝒚 𝒕𝒖𝒏𝒆𝒅!! 

Our client filled 2 roles in under 30 days. And guess what made the biggest difference? ( It might not be what you expect ) There are some companies consistently landing some of the BEST talent on the market. And it’s not just the big players like Google and Microsoft. A lot of the time it's financial services companies or even IT firms that many haven't even heard of before. Because it often comes down to: Their hiring managers Their recruitment process Their willingness to engage Recently, we filled two positions with a new client in just 29 days. But this didn’t happen by chance. The hiring manager: Gave feedback within 24hrs Provided interview slots within 48hrs Scheduled second interviews within just a few days When candidates feel valued, they’re more likely to engage, remain in the process and subsequently accept the offer. I know this sounds basic but you would be AMAZED at how many companies lack these basic fundamentals. They take too long and lose out. Successful recruitment comes down to: Partnership Clear expectations ( Time ) Good systems and processes That’s literally it. That’s the secret recipe.

When it comes to hiring new employees in the new year, you may not know where to start. There is a lot to keep in mind during the hiring process including how you find your potential candidates, how to determine who is the best fit for the position, and how to compete with larger companies. It can be a bit overwhelming. That's why American Recruiting & Consulting Group is here. ARCGroupOnline.com

Another day, another woman in tech placed—but this isn’t just about filling roles. As a consultant, I’m working to change the perception of agency recruitment in our industry. It’s not about quick wins or pushing candidates through the system. It’s about offering a real consultative approach—respect, time, due diligence, and regular updates. By doing this, we improve the candidate experience and show them that sometimes the grass really can be greener, with the right guidance and transparency. When candidates feel valued, they make better long-term decisions, leading to stronger retention and more engaged teams. Less time wasted, fewer drop-offs, and more successful placements. This approach isn’t just better for candidates—it’s better for companies too. 🤝

In today's competitive job market, hiring isn't just about job candidates selling themselves to potential employers. Smart businesses know that attracting top talent requires a strategic approach to showcase the company, position, and culture. In our recent blog post, we discuss the most effective ways to sell your company to top candidates. By implementing these strategies, you'll not only attract better candidates, but also increase the likelihood of finding the perfect fit for your team. Read it here: https://lnkd.in/emC9Hs_z

We can’t afford to do this again! If you’ve made a bad hire, it’s time to turn your hiring process around. Here’s how to go from mis-hire to top hire: Analyze what went wrong: Identify the key factors that led to the bad hire. Was it a rushed decision, poor cultural fit, or unclear role definition? Refine your criteria: Clearly define the skills, experience, and values you need in your next hire. Don’t settle for less. Implement a robust process: Develop a step-by-step hiring process that includes thorough vetting, multiple interviews, and input from key stakeholders. Turning your hiring process around ensures that your next hire is a top performer who drives growth. Need help with this? We’ve got you. It's What we do! Before we started helping our clients with these things, in the corporate world we personally hired almost 1000 successful candidates.

This blog post delves into invaluable tips for refining your hiring process. Remember, done is better than perfect! 𝐏𝐥𝐚𝐧! 𝐏𝐥𝐚𝐧! 𝐏𝐥𝐚𝐧! ·        Identify the business problem that hiring for this position will solve ·        Define the necessary character attributes for this role ·        Ask, what matters more: Current skills or future potential? 𝐃𝐨𝐧’𝐭 𝐥𝐞𝐭 𝐲𝐨𝐮𝐫 𝐩𝐫𝐨𝐜𝐞𝐬𝐬 𝐝𝐞𝐭𝐞𝐫 𝐠𝐫𝐞𝐚𝐭 𝐜𝐚𝐧𝐝𝐢𝐝𝐚𝐭𝐞𝐬. ✔ Remember that top candidates have options, and a lengthy process may lead them to consider your competitors. ✔ Agree upfront on who needs to be involved in the hiring process. ✔ Have a streamlined plan in place in case you identify your top candidate early on. For the full article: https://lnkd.in/gjZBNXqi

"Excited to share that I've successfully completed a comprehensive course on in-house recruiting on LinkedIn! 🌟 This course has equipped me with valuable insights and strategies to excel in talent acquisition and enhance our recruitment processes. Looking forward to applying these new skills to bring top talent onboard!"

"Why should one person make all the decisions?" 🤔 A few months ago, we were working on a key placement for a client. With many recruitment companies, one recruiter might have handled the process alone. But as always, we involve the whole team. Here’s what happened: - One team member focused on sourcing applicants using their deep market knowledge. - Another shared insights from a previous role we had filled for the same client, knowing exactly what the company valued. - A third colleague raised concerns about soft skills, something I hadn’t considered as much for this particular role. By the time we met to discuss the shortlist, we had a much clearer view of who would be the best fit. If only one person had made the decision, we might have missed out on the top talent. 💡 This team-based approach didn’t just help us make a better hire—it also built trust with the client. They appreciated that multiple perspectives shaped the decision. The more voices, the better the outcome. 🔄 How do you ensure your team’s input helps shape key decisions? 👥