Amber Stewart, M.S.

New insights from Aerotek’s latest Job Seeker Survey are in. We recently surveyed over 2,600 job seekers to better understand what today’s talent is really looking for, and their priorities were clear: 🚀 73% expect employers to offer opportunities to develop new skills ⚙️ Nearly 50% are focused on improving their technical skills 💡 29% are prioritizing leadership development These aren’t just stats — they’re a reminder of how important it is to keep evolving and investing in people. I invite you to explore the full report here:  https://lnkd.in/diFe8fHd I look forward to sharing more insights from Aerotek's Job Seeker Survey series throughout the year and continuing the conversation about what today’s workforce truly values.

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I'm excited to announce the launch of Covenant HR and Scout™—our game-changing recruitment technology! Most hiring teams struggle with: ⏳ Slow hiring processes that miss out on top talent 📉 Inefficient resume sorting that ignores high-potential candidates 🛑 Disconnected hiring practices that frustrate recruiters and candidates alike So, we built Scout™—AI-first recruitment that: ✅ Instantly evaluates and ranks candidates... no more resume overload ✅ Cuts time-to-hire in half... because waiting weeks is no longer an option ✅ Ensures every applicant gets reviewed... because 85% of resumes never should be ignored Recruitment should be smart, fast, and human-centric. Let’s make it happen! Read the full announcement: https://loom.ly/-zQ0YWE #CovenantHR #ScoutHR #RecruitmentInnovation #FutureOfHiring #TalentTech

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Aerotek's latest Job Seeker Survey reveals what today’s candidates value most and how employers can better connect with top talent. Key findings included: 🎯 Job stability is a top priority amid economic uncertainty 📋 60% of job seekers say entry-level roles require too much experience ⚙️ 72% of job seekers are applying to manufacturing jobs and 64% are optimistic about the industry’s future 🗺️ 42% of job seekers are open to relocating for the right opportunity As the labor market evolves, it’s more important than ever to understand what candidates are looking for. Employers that are transparent, keep experience requirements realistic and offer growth opportunities will be best positioned to attract and retain talent. Check out the full Q3 Job Seeker Survey report here: https://bit.ly/3Io40K9

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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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Many confuse headhunting with outplacement. Here's the difference: headhunters fill company vacancies, while outplacement services proactively create opportunities for job seekers. I explain how modern outplacement actively promotes your profile to help land your next role. 🚀 Watch here: [https://lnkd.in/eb7VQZ-Y]. #CareerHelp #Outplacement #JobSearch

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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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Q2’s impact on your Q3 Sales, SE, and CS recruiting plans? Below are the basics of reviewing Q2 and YTD performance on your Q3 recruitment plans. They should serve as “return to the basics” reminders of what you already know. However, the real question: ARE YOU ACTING ON THE DATA or is blind faith in non-performers, inertia, or other “priorities” preventing you from making the required changes? Change can be uncomfortable or painful but is often best for everyone, organizationally, emotionally, and financially. Have a great summer! Mark Considerations for Sales, SE, and CS recruitment when reviewing Q2 and YTD: Who is not meeting their performance metrics? ·        Do they have sufficient leadership and resource support? ·        Have they previously been informed of the required changes to their execution? Have they demonstrated a commitment to making those changes? ·        Is their continued presence negatively impacting the morale of other team member or your integrity/consistency as a leader? What changes in your market, solution offerings, pricing, and competition require new skills training or new personnel. Does your team need more talent capable of ·        Going deeper into existing large accounts? ·        Managing a lower price point and higher velocity sales process for middle market and SMB accounts? ·        Reducing customer churn? ·        Leveraging partners? ·        Evangelizing new technology concepts, gaining early adopters? ·        Demonstrating the specific ROI of your solution offerings to your prospect’s specific needs (as opposed to generic and potential ROI?) ·        Gaining written agreement with your prospects’ executive teams on what a successful proof-of-concept will specifically look like, the timeframe for that evaluation, and the specific prospect commitments if the POC outcome is realized?   

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TA/Recruiter job openings in the U.S. continue to climb (surprisingly!) For the first time in nearly three years, postings are holding steady above the 45,000 mark. The sharpest demand we’re seeing is from clients in Data Centers, AI, Aerospace Engineering, and VC-backed and pre-IPO tech. What’s especially interesting: this strength in TA roles is happening at the same time overall U.S. job openings are trending down (per the latest JOLTs report). August’s jobs report showed just 22K new jobs created nationwide, yet demand for recruiters is starting to surge. Why? My hunch: - Lowering interest rates are fueling capital expenditures in tech - IPO activity is picking up - VC funding is flowing again - Companies are positioning for broad hiring in tech Recruiting is often the “canary in the coal mine” for hiring cycles. If this momentum holds, it could signal a broader acceleration in tech hiring heading into 2026. 👉 Do you think this trend continues?

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The future of work is here, and it’s all about flexibility. Vaco by Highspring’s latest Talent Pulse Newsletter highlights a major shift—professionals are increasingly prioritizing contract work for its variety, competitive pay, and career growth opportunities. Employers benefit from flexible workforce models, too. They help businesses access specialized skills, quickly scale teams up or down, and keep critical projects moving forward. Curious about what else is driving this shift? Check out the full newsletter. https://lnkd.in/eJgBV3ct #VacoTalentPulse #ContractWork #FutureofWork

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The debate over who should own the contingent workforce has been going on for years. Is it HR, Procurement, or Talent Acquisition? All three make strong cases. HR brings the talent strategy and workforce alignment needed to create a seamless experience. Procurement brings financial stewardship, supplier management, and compliance to keep programs sustainable. TA brings speed and a talent-first perspective, positioning contingent work as a strategic channel and cost savings. In my experience working with some of the world’s biggest brands, the most effective programs move beyond the ownership debate. They bring HR, Procurement, and TA together in a unified model. In practice, that means: -HR defines the right workforce mix and ensures alignment with business goals. -Procurement manages supplier relationships, contracts, and budgets. -TA ensures speed-to-hire and a strong candidate experience Together, they share accountability for compliance, performance, and outcomes When done well, organizations move beyond the ownership debate and into building workforce strategies that drive real business impact. Ownership doesn’t matter. Outcomes do. And at the end of the day, regardless of who owns the Contingent Workforce within an organization, it 100% depends on the individuals who run the day-to-day tasks to make it a great program for all. #PeopleOps #Procurement

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