Cris Robinson

Internal HR and Recruiting Leaders... How are you addressing potential bias in your hiring process? The Mobley vs. Workday lawsuit is a reminder of the legal risk of hitting the 'easy' button--letting AI filters and bots run recruitment without evaluating your methods or building an intentional process. 👉 To assesses candidates fairly and consistently, my biggest piece of advice is to train your hiring managers and recruiters to use structured performance-based interviews. This minimizes the risk of bias by standardizing the evaluation process. It also creates cohesion and common language for all involved in the hiring process. Not to mention the fact that you're building greater trust and rapport with your internal clients! As the Director of Talent Acquisition in a global firm, I trained hiring teams annually and coached them year round. We couldn't have successfully hired 235 people last year without a standardized process and shared approach. AI tools are great for lead-generation, sourcing, and launching an outbound recruitment strategy. I am a big fan... and use them daily. However, exclusively using AI-driven screening tools that rely on historical data can unintentionally perpetuate bias. The key is execution. 📣 Good news... You don't have to spend weeks overhauling your hiring process! Check out Lou Adler's Performance Based Hiring GPT Hiring Coach. It's been a game changer for my clients who appreciate the importance of hiring for the anniversary date, and not the start date. He's offering a free demo of the tool and access to the next beta this month. https://lnkd.in/gakdMBFw I'd love to hear comments from other hiring leaders who are generating results while navigating compliance requirements and using common sense. What's working/not working for you and your team? Your advice? #recruiter #jobs #goodworkstalent #hiringbias

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I’ve seen too many organizations treat their RPO like a vendor rather than an extension of their own team. Then, they wonder why the partnership never reaches its potential. When RPO leaders aren’t in the room for staff meetings or workforce planning, they miss the context they need to truly represent the brand and the business. Then the feedback cycle starts: “They don’t understand us.” The truth is, RPO partnerships only work when there’s shared information, shared ownership, and shared accountability. If you want them to deliver like an internal team, they have to be treated like one. Curious, how does your organization involve RPO leaders in business conversations today? #TalentAcquisition #RPO #RecruitingLeadership #Partnership

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Staffing Industry Analysts (SIA) is excited to announce the release of the Reinventing Talent Acquisition: How Open Talent is Transforming the Workforce Custom Research Report, commissioned by Randstad Digital. Download your complimentary copy here > https://lnkd.in/ejfE-HYE This report explores the evolution of talent acquisition, examining how platforms, talent communities, and human advisors are reshaping the workforce. Throughout the report we explore: ▪️ A foundational overview of the open talent model ▪️How platforms are transforming the way companies connect with talent ▪️The evolving role of human recruiters as talent advisors ▪️The convergence of platforms and traditional staffing ▪️How all stakeholders can all gain from embracing open talent models ▪️Key takeaways for organizations seeking to harness the full potential of open talent “This research confirms that open talent models, powered by digital platforms like Randstad Digital, are not just a trend—they’re a logical evolution to enterprise workforce strategy,” said Ursula Williams, President of SIA. “As organizations face mounting pressure to move faster and work smarter, the convergence of platform technology and human insight is enabling scalable, high-impact talent solutions built for the future.” Download your complimentary copy here > https://lnkd.in/ejfE-HYE

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Not hearing back from recruiters doesn’t mean you’re not good enough. It often means the volume is often overwhelming. At True Talent Group we get thousands of applicants for jobs and I genuinely wish we could respond to everyone. Since we can’t, I want to make sure you still get what matters, true advice. I was on prep yesterday for this panel and WOW — there’s real gold being shared on how to stand out right now. If you’re job searching, this panel is telling the truth about how to find your dream job. Whether you are a student or senior level leader looking for a job this is worth your time. You’re closer than you think.

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If you’re always brought in after the decision, you’re being positioned as support, not strategy. I read a recent article by Ashleigh Koehler, CCWP/CSOW at Staffing Industry Analysts, and it reinforced something many contingent workforce leaders know but don’t always confront: the role has evolved faster than the influence. CW leaders are expected to own risk, compliance, cost, and increasingly technology outcomes, yet they're still too often brought in after key decisions are made. Then CW leaders are asked to operationalize them, defend them, and absorb the fallout. That’s not a capability gap. It’s a positioning choice. Seats at the table aren’t awarded because programs run smoothly. They’re earned when leaders show up early, challenge assumptions, and insist on being part of decisions they’ll ultimately be accountable for. Sometimes, leadership is simply saying out loud: "If I own the outcome, I need to be in the room when the decision is made." For CW leaders waiting for an invitation, this is it. Elevating our impact requires stepping forward, not standing by. Where are you still being asked to execute decisions you didn’t help shape, and what would change if you spoke up earlier? https://lnkd.in/eAXtcHs3 #ContingentWorkforce #WorkforceStrategy #Leadership #CWLeader #ExtendedWorkforce #DecisionMaking

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📉 THE REBALANCING: February 2026 Market Update The "Talent Scarcity" era has officially shifted. As of this week, we’ve hit a major turning point: The Ratio Reversal. 🔄 For the first time since the post-pandemic recovery began, there are now more people looking for work than there are open roles. 🔍 What does "Ratio: 0.9" actually mean? In 2022, the ratio was 2.0 (2 jobs for every 1 seeker). It was a "sellers' market" for talent. Today’s 0.9 ratio means for every 10 people looking for work, there are only 9 open roles. The result? The "musical chairs" of the labor market just got much more competitive. We've moved from a talent shortage to a hiring surplus. Whether you’re a CEO, a hiring manager, or a job seeker, here is what this February "vibe shift" means for you: 🚀 The Application Surge Candidate volume is up 31% since January. If you’re hiring, the challenge isn't "finding" people—it’s filtering through the noise to identify the Top 1%. ⏳ Quality > Speed The "hire fast, fix later" mentality is gone. Employers are being surgical, hunting for AI-ready specialists. For candidates, "tailoring your story" is now a requirement, not an option. 🏗️ The Sector Split It’s a tale of two markets. While Healthcare & Construction are still sprinting (+156k combined), Finance & Tech are in a strategic "holding pattern." 💡 The 2026 Strategy: In a high-leverage market, speed is no longer the metric—Alignment is. The winners this year won't be the ones who hire the fastest, but those who use this surplus to build the highest talent density. Are you feeling the "Application Surge" yet? Are you finding it easier to hire, or just harder to choose? 💬👇 Feb 2026 Market Deep Dive by Indeed Hiring Lab: https://lnkd.in/eCGgdXrV #LaborMarket2026 #FutureOfWork #Randstad #HiringTrends #WorkforceStrategy #Recruiting #Staffing #Talent #Jobs #Hiring Randstad USA

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Up to 65% of contingent workforce budgets are wasted on markups. Did you know that if you rely solely on staffing agencies for your contingent workforce, you're actually bleeding money from your organization? The purpose of modern contingent workforce management is to: 1. Maximize cost efficiency while maintaining quality 2. Build sustainable talent pipelines 3. Reduce dependency on expensive intermediaries (but this won't happen if you keep paying astronomical agency markups) It's supposed to be strategic & cost-effective. Not reactive & overpriced! Direct sourcing can cut your contingent labor costs by up to 65%. Here's the proof: - Traditional agency markup: 40-75% - Direct sourcing markup: 15-25% - Immediate savings: 25-50% - Long-term savings: Up to 65% The math is simple. The impact is transformational. Share this with a procurement or HR leader who needs to hear this! ♻️ Check out the link in the comments for access to free resources that will help 👇🏻 #BeTheChangeYouWantToSee #ContingentWorkforce #FutureOfWork #GigEconomy #ModernWorkplace #ContingentCompass

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TA Leaders - Let’s talk budget. Annual budgets? That’s old news… Now it’s: 🧾 Start at zero 📈 Make the case 💰 Hope you get what your team needs So how do you secure a budget for the tools, headcount, consultants, or programs that would make your life easier and your team more effective? Here’s what we’ve learned from supporting dozens of companies: 👉 Budget approvals rarely start or end with Finance. Your CFO might sign the check, but the case is won or lost with your cross-functional allies. If you want buy-in, speak their language. Start with urgency → highlight the pain → paint the upside for the business. 🎯 Talking to your Head of Engineering? They need to hire 100 engineers in 6 months - 4x their usual pace: Don’t just say “we need process help.” Say: “At our current conversion rate, we’ll need 750 interviews. That’s 500+ hours of Eng time. But with structured interviews, we can reduce interview load by 40% and hire faster. Let’s invest now to save hundreds of hours later.” 💡 Pitching to your Head of People? They’re managing tradeoffs across the entire People team. Don’t say: “We need to improve our interview process.” Say: “Our current process is creating inconsistent candidate experiences - and it’s showing up in Glassdoor reviews and offer declines. If we roll out a interview training program, we’ll improve manager confidence, mitigate bias, and better support our DEI and employer brand goals. It’s a small investment with high visibility and long-term retention benefits.” 📊 And for your CFO? Quantify the cost of inefficiency. Don’t say: “We need a sourcing tool.” Say: “Last quarter, we spent over $150K on agency fees to fill roles we had already sourced candidates for - but couldn’t move fast enough. With a lightweight investment in interview scheduling automation and better funnel analytics, we could cut agency usage in half this year.” Most people outside TA don’t realize what it takes to run a high-performing function. It’s on you to educate, empathize, and make the business case crystal clear. Your ask should feel so logical, so strategic, and so tied to business outcomes - that saying no would be irresponsible. You don’t need to beg for budget. You need to build the case. 🛠️ Want help making that case? We helped the VP of Talent at FLYR Labs secure budget for fractional RecOps support when they couldn’t afford a full-time hire. And we’d be happy to help you do the same. ———————————————————————— 👋 I’m Brandon. I help TA leaders build high-performing recruiting engines - through better systems, streamlined processes, and empowered teams. Ready to lead with less stress and more support? Let’s talk. #TalentLeadership #RecruitingOperations #RecOps #BudgetStrategy #TAReality #NobleTalent

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🚀 'A strong TA function directly impacts three things: speed, quality, and culture.' – Shinda Shivaji In fast-growing companies, weak hiring slows revenue and customer experience. Great TA? It builds leadership pipelines, team morale, and defines collaboration.​ Check this short sneak peak from our latest episode where we dive deep into TA as a strategic lever for business growth—not just a support role.​​ Listen to the full conversation, out now! - https://lnkd.in/dNfrxjxT What's your biggest TA challenge? Share below! 👇 #recruitertalks #TA #businessPartners #podcast

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Interesting.... 89% of TA Teams Struggle With Data Visibility: 2026 Talent Acquisition Outlook Report Only 23% of TA organizations can connect their recruitment spending to actual hiring outcomes, according to Symphony Talent’s 2026 Talent Acquisition Outlook Report, while 89% rate their visibility...Read more 66% of Recruiters Say Finding Talent Is Harder, Though Applications Have Doubled Key takeaways: Applications doubled since 2022, yet 80% of job seekers feel unprepared, and 66% of recruiters can’t find qualified candidates. With 93% of recruiters expanding AI use and 59% 

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TA and HR leaders: Explore key considerations when evaluating the impact of AI-powered TA tools, including both hard and soft ROI metrics, AI investment costs, and actionable steps to maximize talent tech ROI. Need funding and support for HR tech? Download our paper to learn how to effectively communicate the true value AI can bring to talent acquisition: https://lnkd.in/eEj3gv_c #Hiring #Leadership #Recruitment #ArtificialIntelligence #TalentAcquisition #Technology

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Workforce transformation is front and center at SHRM Talent 2026. But one part of the talent lifecycle is still often overlooked: 👉 Offboarding How employees leave directly impacts employer brand, candidate perception, and your ability to hire top talent. At Onwards HR, we provide a workforce transformation platform that centralizes and streamlines offboarding. This helps organizations: 🔸 Deliver consistent, tech-enabled exit experiences 🔸 Strengthen employer brand and improve recruiting outcomes 🔸 Capture exit data to inform retention and workforce planning 🔸 Enable internal mobility and redeploy talent instead of losing it If you’re heading to SHRM Talent, let’s connect to talk about how a more structured, technology-driven approach to offboarding can strengthen your overall talent strategy. 📍 Booth 1107 | Dallas, TX 📅 April 19–22 Stop by our booth or schedule a 1:1 meeting. https://hubs.li/Q04b5c_20 #Talent2026 #SHRM #HRInnovation #FutureOfWork #WorkforceTransformation

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🌎 2025 in Reflection: Recruiting Across All 50 States As we close out 2025, one thing we've noticed as an organization that supports the contingent workforce ecosystem across all 50 states is clearer than ever: recruiting in the United States isn’t one-size-fits-all. Every region carries its own blend of cultural values, business priorities, and workforce dynamics — and those shape how talent is attracted, engaged, and retained. Here are a few insights we gathered from this year’s work across the U.S. and our industry focuses: 2025 Insights by Region: ✨ The South — Relationship-driven hiring. Community ties and personal trust remain central, especially in light and heavy industrial staffing. 🏔️ The Mountain West — Rapid growth in energy, construction, and tech is colliding with lifestyle priorities like work-life balance and outdoor culture. Recruiting success often depends on positioning flexibility as much as pay. 🏙️ The Northeast — Competitive, compliance-heavy markets where speed meets regulatory rigor. Candidates expect clarity, efficiency, and benefits literacy. 🌴 The West Coast — Innovation culture drives demand for skills in tech, green energy, and healthcare. Engagement hinges on values alignment—sustainability, DEI, and career development. 🚛 The Midwest — Strong in manufacturing, logistics, and food production. Stability, reliability, and long-term employment resonate most with candidates here. What We’re Doing to Support these Regions Stronger in 2026: ✨ The South — Deepening community partnerships with trade schools and workforce boards to strengthen trust-based pipelines for industrial, food service, trades, and facilities sectors. 🏔️ The Mountain West — Prioritizing flexible work models and competitive relocation support to align with lifestyle-driven candidates. 🏙️ The Northeast — Expanding compliance and benefits education and training of general staff, ensuring candidates quickly understand complex employer offerings. 🌴 The West Coast — Investing further in values-based recruiting, highlighting opportunities tied to sustainability, DEI, and career growth in high-demand sectors. 🚛 The Midwest — Enhancing our long-term workforce retention programs to match candidate preferences for stability and reliability. Across all 50 states, one lesson stands out: to connect with talent, you must also connect with culture. Here’s to 2026—building stronger pipelines, deeper relationships, and nationwide impact. 🚀 #RecruitmentStrategy #TalentEngagement #WorkforceTrends #StaffingSolutions #HiringExcellence

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Unlocking the Future of Contingent Staffing with AI Talent Curation Fortune 500 companies face an ongoing imperative: finding the right talent, fast. AI‑driven talent curation is transforming contingent workforce management by making hiring smarter, faster, and more strategic. 🔍 With AI agents now capable of sourcing, screening, engaging, and predicting candidate success, organizations are accelerating placement timelines, improving match quality, and enhancing the overall talent experience — all while reducing bias and operational overhead. Here’s why it matters: ✅ Faster, data‑driven hiring ✅ Smarter matching based on skills and performance signals ✅ Improved contingent workforce agility 📖 Read more on how AI agents are reshaping staffing: 👉 https://lnkd.in/gmdAgj_N #Curation #AI #TalentAcquisition #ContingentStaffing #FutureOfWork #WorkforceStrategy

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How do successful Talent Acquisition leaders consistently stay ahead, create strategic impact, and drive measurable business value? After interviewing hundreds of innovative TA leaders for the Recruiting Future podcast over 10 years, I've noticed some clear patterns. The TA Leaders who really make a difference to their organization share four key capabilities: Foresight: Anticipating future trends and proactively preparing for what's next. Influence: Building credibility and effectively securing senior stakeholder support. Talent: Identifying and adopting innovative approaches to attract and retain critical skills. Technology: Strategically selecting and implementing recruiting technologies, including AI, to stay ahead. Inspired by these insights, I've developed the FITT for The Future Framework, a simple, practical model designed to help TA leaders quickly build strategic clarity, enhance their influence, and proactively shape the future of their organizations. We are currently experiencing the most disruptive period Talent Acquisition has ever faced, making capability in these four pillars more critical than ever. Next week, I'll be sharing more about the FITT Framework, starting with my presentation at RecFest UK (11:00 a.m. on the Discovery Stage - see you there if you're going!). I'll also provide practical resources to help you benchmark your capabilities and enhance your own capabilities. In the meantime, please share in the comments: What capabilities do you think the best TA Leaders have?

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