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🤝 For years, Expedient’s recruiters have been dedicated to curating and nurturing lasting candidate connections—not just finding quick fills. This approach pays off in today’s market: 📊 40% of talent leaders say building stronger relationships is a top priority, and 66% of candidates accept offers because of a positive recruitment experience. 💬 Data shows candidates are seeking genuine engagement and focused communication—not just transactions—especially in a landscape where AI tools can make things feel impersonal. Relationship-driven recruiters create loyalty, referrals, and more successful long-term placements. 👥 We see this with our customers’ HR teams as well—when we see a balance between AI efficiency and personal connection. 💡 Something to consider as we continue to navigate the employment market. #RecruitmentExcellence #CandidateExperience #TalentAcquisition #FutureOfWork #AIandHR #HumanConnection #RecruiterLife #EmployeeEngagement #HiringSolutions #ExpedientStaffing

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Not all staffing is one-size-fits-all, which is why Moore offers three flexible hiring options to meet your needs: • Temp-to-Hire: A “try before you buy” approach that lets both the company and candidate make sure it’s the right fit before going permanent. • Direct Hire: When you’re ready to bring top talent onto your team from day one. • Contract (Temporary) Staffing: Short-term or project-based support to keep business moving during busy seasons or special initiatives. Different goals, different timelines, but the same trusted staffing partner.

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Traditional recruiting is transactional. Subscription recruiting is strategic. With LMK Recruiting’s subscription model, clients gain: ✔ Continuous candidate pipelines ✔ Proactive hiring support ✔ The ability to hire for multiple roles without stacking fees ✔ A recruiting partner who understands their business and industry The result? More predictable hiring, better long-term fits, and less disruption to operations. This is recruiting designed to scale with your business. #SubscriptionRecruiting #RecruitmentStrategy #HiringMadeSimple #BusinessOperations #TalentSolutions

Ready to win the talent game? Try this: ➡️Make flexibility a priority. Today’s job seekers are more likely to ask about your flexible work policies before pay. https://lnkd.in/ejnh-D-M

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What if your “competitive” salary… isn’t anymore? 🤔 Compensation expectations are shifting—fast. Addison Group's Workforce Planning Guide includes up-to-date salary ranges by role, industry, and location, so you can see how your offers compare nationally and locally. Before you post your next job: ✔️ Check the data ✔️ Reduce offer rejections ✔️ Stay aligned with the market Download your guide today — it's free! 👉 https://lnkd.in/gNb-sV5K

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If you really want to get to know someone, let them get on aux 🎵 While you can’t pass the aux during an interview, you can give candidates a chance to show who they are beyond the resume. Learn more about digital profiles at cnect.ai 🚀 #Hiring #DigitalProfile #HRTech #JobSearch #Recruitment #Interviews

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What do hiring managers really want in a Rockstar Executive Assistant? Here are the top traits we see clients prioritize and why the right EA can make all the difference. #ExecutiveAssistant #AdminStaffing #HiringTips #OfficeSupport

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📌 Trend Alert: Offshore Recruiting is Becoming Mainstream US staffing firms are increasingly building offshore recruiting teams to: 🔹 Reduce hiring costs 🔹 Increase submission volume 🔹 Enable 24/7 recruiting cycles 🔹 Improve sourcing speed across LinkedIn, Dice & Job Boards The best offshore recruiters today are not just “resume pushers.” They are: ✅ Boolean experts ✅ LinkedIn sourcing specialists ✅ Tech/domain-focused recruiters ✅ Relationship builders The gap between “offshore” and “onshore” recruiting quality is shrinking fast. Smart staffing companies are adapting early. #OffshoreRecruiting #RPO #USStaffing #RecruitmentProcessOutsourcing #TalentSourcing #LinkedInRecruiting #ITRecruitment

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Interview tip: Always have a question ready. It shows you’re engaged and thinking ahead. Not sure what to ask? Start with: ➡️ "What does success look like in this role?" #QuantamStaffing #InterviewTips #CareerGrowth

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Creating a safe and productive workplace starts with HR. Through strategic staffing, effective onboarding, and ongoing training, HR leaders can reduce risks, prevent burnout, and foster a safety-first culture where employees thrive. Pairing these practices with modern HR technology ensures teams are supported, engaged, and equipped for success. Check out our latest blog post to learn more! https://lnkd.in/gj-pde33 #HumanResources #WorkplaceSafety #HRLeadership #StaffingSolutions #EmployeeEngagement #ArlingtonResources

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👔 The hiring world is moving faster than ever. Modern interviews: ⚡ Shorter and more focused 🎯 Skills-based and situational 💻 Typical virtual Preparation is everything. Learn what you need to know to get the job: https://bit.ly/4mJmrqp

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✨ The modern workforce is changing—and so are employee expectations. Find out why flexibility is quickly becoming one of the most valued benefits in today’s job market. #NextOneStaffing #ExecutiveSearch #FlexibleWork

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It’s Q1, which for many employers means it is time to pay out employee bonuses. Bonus payments can drive morale and reward great performance. But it is important to remember that payment of non-discretionary bonuses can impact overtime payments for non-exempt employees. This past Monday, January 5, the Department of Labor issued an opinion letter clarifying that certain non-discretionary bonuses are factored into the regular rate of pay when determining non-exempt employee overtime compensation. To be discretionary (and therefore not included in the regular rate) under section 7(e)(3) of the Fair Labor Standards Act, the “fact of payment” and the “amount of payment” must be determined in the employer’s sole discretion “at or near the end of the period” when the work was performed. The letter reminds employers that plans that offer and calculate bonuses “using a predetermined plan to incentivize certain work performance” and “automatically” trigger “upon meeting the criteria” are not discretionary, because the fact and amount of the payments are set before any employee performance. The letter specifically opines that an employer incentive plan that rewards employee drivers for demonstrating specific performance attributes such as “punctuality, attendance, [and] consistency” is not a discretionary bonus and must have be included in calculating the regular rate of pay. This letter also analyzes the proper way to incorporate non-discretionary bonuses into the calculation of the overtime premium. As a reminder, to calculate the regular rate, the employer must divide the straight-time earnings by the total hours worked in a given week. The overtime rate is half of the resulting figure. As an example, if an employee works 50 hours at $12.00 an hour and earns an extra $5.60 per hour as a nondiscretionary bonus every hour, their straight-time earnings are $880.00. The regular rate of pay is therefore $17.60 per hour, meaning the overtime rate for each hour worked is $8.80 and the total compensation owed is $968.00. If a nondiscretionary bonus is paid to a non-exempt employee after the conclusion of the year, based on performance for the year, the bonus compensation must now be applied to any overtime week during the year, and the additional resulting overtime premium must be paid. Employers should remember to consider these rules and requirements when designing and announcing their incentive programs and should speak with counsel before doing so. You can read the full text of the opinion letter here: https://lnkd.in/eSYwXbgH. #DOLWHD #FLSA #Bonuses #OpinionLetter #DGPERKS

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Many leaders believe this myth: “I don’t need an Executive Assistant—I can handle it all myself.” The truth? Doing it all solo drains your time, focus, and growth opportunities far more than it saves you money. Your time is your business’s most valuable asset. Protect it. Imagine what you could achieve if you weren’t buried in tasks. What would you spend your reclaimed hours on—strategy, growth, or even rest? #Leadership #ExecutiveAssistant #BusinessGrowth #Productivity

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Staffing firms send hundreds of resumes. Hiring managers interview dozens. Only a fraction actually deliver. Here’s the problem: 𝗮 𝗴𝗿𝗲𝗮𝘁 𝗿𝗲𝘀𝘂𝗺𝗲 𝗱𝗼𝗲𝘀 𝗻𝗼𝘁 𝗽𝗿𝗼𝘃𝗲 𝗮 𝗴𝗿𝗲𝗮𝘁 𝗵𝗶𝗿𝗲. The firms winning this year are not sending more resumes. They are sending fewer, verified ones. When candidates arrive with proven supervisor feedback upfront, hiring managers move faster. They interview with confidence instead of hope. That shift changes everything. Fewer candidates in the pipeline. 𝗦𝗵𝗼𝗿𝘁𝗲𝗿 𝘁𝗶𝗺𝗲-𝘁𝗼-𝗵𝗶𝗿𝗲. 𝗛𝗶𝗴𝗵𝗲𝗿 𝗽𝗹𝗮𝗰𝗲𝗺𝗲𝗻𝘁 𝗾𝘂𝗮𝗹𝗶𝘁𝘆. Your pitch is no longer “we find talent.” It is “𝘄𝗲 𝘃𝗲𝗿𝗶𝗳𝘆 𝘁𝗮𝗹𝗲𝗻𝘁.” Ready to change your pitch? Learn how at referenceme.ai #StaffingStrategy #TalentVerification #ClientWins

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