Alban Demeti

What Most Staffing Firms Overlook in VMS Hiring: ✔ Gain an understanding of MSP dynamics to successfully navigate response cycles, hidden priorities, and decision patterns. ✔ Do not view MSPs as gatekeepers, but as partners. ✔ Equip recruiters with insights that go beyond the job descriptions. ✔ Establish rapid feedback loops to more effectively recruit top talent. ✔ Maintain candidate engagement through proactive follow-ups and timely feedback. #ManagedServices #MSPStaffing #VMSRecruitment #StrategicStaffing #StaffingSolutions #ContingentWorkforce #OffshoreStaffing #TalentMetrics #SupplierScorecard #SupplierPerformance #SLAManagement #AIinRecruitment #RecruitmentBestPractices #RecruitingTips #AgileRecruitment #EmployerBranding #USRecruitment #USAJobs #HiringNow

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Great session from Patricia Maroto Gómez and an important reminder about posting content that aligns with themes you genuinely believe in (not just Crystal Palace). The Region is driving demand for RPO/embedded solutions, but most approach with a misconception. They view embedded/RPO as simply placing a recruiter on-site at internal talent acquisition costs. This is the knowledge gap we’re addressing. When you embed Halian, you’re not hiring a recruiter but accessing Halian as a Service. Our entire recruitment ecosystem backs your dedicated client partner: global sourcing networks, AI-enabled tools, proprietary candidate databases, and proven methodologies refined across thousands of placements worldwide. The fundamental difference is between infrastructure and the individual. You’re not paying for a person. You’re investing in proven recruitment infrastructure that delivers faster fills, higher quality candidates, and scalable capacity without the overhead of building these capabilities internally. Halian as a Service (HaaS) 😜

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The difference between Talent Acquisition vs Staffing Agencies? Reactivity vs Proactivity TA is great if used correctly, but 99% of companies out there don't understand how to utilize them. High quantity positions that can afford to be reactive are phenomenal for TA to work on and fill. High level, niche roles can start to be worked on by TA for a period of time (dependent on urgency level), but those really should be given to a staffing agency that specializes in that sector and ideally has the relationships to identify the ideal candidate quickly and efficiently. In summary- "saving cost" by avoiding agencies can be doable, but don't shoot yourself in the foot by sending your TA team to war with a butter knife as they just flat out don't have the resources or head start that agency recruiters have! #staffing #recruiting

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Contingent labor and temporary talent are becoming more than just “flex staffing”. They’re a strategic response to a changing workforce. With the new H-1B lottery rule favoring higher wage levels, companies will need to rethink how they source key talent. That shift, combined with tighter immigration enforcement and rising costs from tariffs, is forcing organizations to look beyond traditional hiring. Many will rely more on temporary talent, L-1 transfers, and flexible workforce models to stay agile. At the same time, employee expectations are rising. Organizations that meet those needs attract and retain the talent that will propel their business.

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Contingent staffing is on the rise—and we all know the buzzword benefits: cost efficiency, flexibility, and access to specialized skills. But if the takeaway is just about technical things like saving money, that's a HUGE missed opportunity. Some of the most successful companies I’ve talked to lately have fully embraced contingent staffing—not just to cut costs, but to bring in fresh ideas and challenge groupthink. One lesser known power of contingent staffing isn’t just saving a few bucks. It’s in adding cognitive and neurodiversity that traditional teams may lack— often because too many companies are obsessed with “culture fit” instead of “culture add” (but I'll save that rant for another day). Companies that see the whole picture aren’t just filling gaps or pinching pennies—they’re using contingent talent to break through stagnation, challenge outdated strategies, and push boundaries. Meanwhile, those stuck on old models are about to get left behind. #ContingentWorkforce #CognitiveDiversity #FutureOfWork #LinkTech

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US Hiring Market Update – What Staffing Leaders Are Seeing in 2026 The U.S. staffing and recruitment market is entering a new phase, and the past few weeks highlight how much the landscape is shifting: -Layoffs in January hit levels not seen in years, showing companies are still cautious about growth. -Hiring has slowed across many sectors, making job searches longer and more competitive. -Healthcare continues to face severe talent shortages, keeping demand strong for specialized staffing support. 2026 will reward agencies that: -Focus on niche & high-demand skills -Build stronger client partnerships, not just transactional hiring -Improve candidate experience & career guidance -Use data and AI tools while keeping human judgment central Markets move in cycles, and challenging phases also create opportunities for agencies that adapt quickly. Curious to hear — what trends are you seeing in your hiring markets this quarter? #USStaffing #RecruitmentTrends #Hiring2026 #TalentAcquisition #StaffingIndustry #RecruitmentLeadership #HiringMarket #FutureOfWork

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Hiring trends are shifting but several industries are still showing strong demand for talent. As we've moved into 2026, the labor market has slowed compared to the red-hot pace of previous years, but certain sectors continue to see hiring momentum and demand for skilled professionals. Here are some of the areas where we’re seeing increased hiring activity: 💼 Healthcare & Social Assistance- with an aging population and expanding care models, roles in clinical, administrative, and health services management continue to grow. 🧠 Technology (AI, Cybersecurity & Data)- Despite broader market shifts, specialized tech talent, especially in AI, data, and cybersecurity, remains in demand as companies invest in digital capabilities. ⚡ Clean Energy & Renewable Sectors- growing sustainability priorities and infrastructure development are driving openings in solar, wind, and other green energy roles. 🔧 Skilled Trades & Infrastructure- roles tied to construction, maintenance, and essential services are gaining traction as projects ramp up. 📊 Professional, Scientific & Technical Services- consulting, R&D, engineering, and business operations work continue to expand, especially where tech intersects with business strategy. Whether you’re hiring for growth or thinking about your next career move, knowing where demand is strongest can help you plan with confidence. #Hiring #Recruiting #TalentTrends #Staffing #CareerGrowth #WorkforceInsights

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The US contract market is a particularly lucrative market right now for recruitment leaders, generating 90% of the entire US staffing revenue. According to Staffing Industry Analysts, the US staffing industry is forecasted to reach $180.6 billion in 2025 and $184.8 billion by 2026! In my latest webinar with our Head of US expansion, Will Pendleton, we discussed how to recruit from afar in the US, including: ✅ Why UK recruitment agencies use our Recruit From Afar method ✅ How to build a US value proposition ✅ How to work with US companies from the UK ✅ The risks of working in the US market If you're considering the US market from afar, I’d highly recommend watching the full session for everything you need to know 👇 https://lnkd.in/gewCVpkt

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