David Gantshar

💀 VMS used to be a Dirty Word (A timeline of VMS reluctancy through the years) 😠 Staffing agencies would avoid it like the plague “You want me to pay for you to manage your jobs? Hard pass.” But fast forward to today… and it’s a different story. Agencies that want to differentiate with prospects, enhance client relationships, and compete at scale are now embracing VMS instead of running from it. Because like it or not. It is only becoming more prevalent and its a matter of time before your client start looking or asking about it. Hit me up if you need a partner like Simple that will help you differentiate in your sales messaging , land more business, and create a new stream of revenue for your agency! Here is a timeline of the reluctant rise of VMS in the staffing industry: 📅 2000–2005: The Early Days Birth of VMS: Tech enters the staffing world. Clients love the control, visibility, and compliance it brings. Agency reaction: “Wait… we have to log into another system and pay for it too?” Many agencies resist. VMS is seen as an expensive, margin-killing middleman. 🫸 2006–2010: The Push Begins Big clients (Fortune 500) mandate VMS adoption for contingent labor programs. MSPs emerge to manage VMS tools. Agencies grumble but comply to keep the business. Agency sentiment: “This is a pain, but if we want the volume, we’ll deal with it.” 💹 2011–2015: Growth & Growing Pains VMS becomes mainstream in enterprise staffing. Mid-sized clients start exploring VMS tools. Some forward-thinking agencies start using VMS relationships to differentiate: “We know the system, we work faster in it, we know how to win in it.” 🧑‍💻 2016–2020: Resistance Fades, Realities Set In VMS adoption explodes across sectors (logistics, manufacturing, healthcare, etc.). Agencies realize: “It’s not going away… and no, clients aren’t paying for it — we are.” The smart agencies embrace it: Build internal VMS teams, Learn how to be first to submit, Use data to improve fill rates, Partner with VMS providers to grow 🤝 2021–2023: Embrace or Be Replaced North America remains unique: Agencies continue to fund the VMS, unlike in Europe where clients foot the bill. Agencies start using VMS as a sales tool: “We thrive in VMS programs. Here’s how we outpace the competition.” 2024–Present: VMS as the Standard VMS no longer optional. Even small and mid-sized clients are implementing tech to manage multiple vendors. Agencies that once ran from it now use it to win business. Sales teams pitch: “We know how to work within your VMS… or help you launch one. We’re not scared of tech. We embrace it.” 💡 Bottom Line: VMS is no longer a threat. It’s a tool. The agencies who adapt and leverage it, are the ones that thrive.

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Hiring through a professional staffing agency isn’t just a short-term fix, it can actually be a smart financial move. At United Staffing Solutions (USS), we help facilities control costs in two big ways: lower fringe expenses and greater flexibility. Healthcare organizations often carry high benefit costs and union restrictions that make scaling staff up, or down, a challenge. With agency support, they get qualified professionals without the long-term commitment, and they’re able to adjust quickly when census drops or a project wraps up. It’s not just about filling roles. It’s about giving facilities the control and efficiency they need to stay operational and cost-effective. #UnitedStaffing #StaffingFlexibility #CostEffectiveStaffing #HealthcareOperations #SmartHiring #NYCStaffing

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Great insight, Christine Berger. Relationships give legal recruiters access to information that is not easily accessible. This depth of understanding is built through trust and meaningful connections. That’s why being present—matching names to faces and conversations to context—is so important. These relationships provide insights that go far beyond what is publicly available. They offer a nuanced perspective on firm culture, strategic priorities, leadership dynamics, and growth initiatives. For legal recruiters, this inside knowledge enables a more precise and strategic approach when guiding candidates. It creates the opportunity to provide genuine insight—not just a job description—helping partners and firms make informed, thoughtful decisions. In a profession driven by trust, relationships remain the most valuable currency.

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Well if I try and associate why this video relates to succesful headhunting, then it would be around the innate natural (hard to put into words) 'Fit'. But I won't do that... Instead a lovely video of rescue dogs finding new homes and new owners. Instinctively. A good reminder of the importance of the stuff that AI won't be taking away.

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Want to know what we are seeing in the market? Check out this short video for insights across the staffing sector. _________________________ If you enjoyed this post, please share it with your network and follow me, Simon Gee for my insights and daily content about the staffing sector.

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Brian Clarke said it best: “The U.S. labor market isn’t breaking. It’s breathing.” And the data proves it. We are not in a collapse. We are in a recalibration. According to the AgileOne 2026 Labor Market Outlook: • Unemployment is at 4.6 percent • Wage growth has normalized to 3.5 percent • Inflation has cooled to 2.7 percent, down from 9.1 percent in 2022 The most important signal? Job openings and available workers are finally back in balance. 7.7 million openings. 7.6 million unemployed. A near perfect 1:1 ratio for the first time in years  That means we have moved from panic hiring to strategic hiring. Growth has not disappeared. It has become more focused. Healthcare, social services, and technology infrastructure like data centers are expanding fast, while traditional sectors cool. U.S. data center demand alone could triple by 2030, driving massive hiring across tech, construction, energy, and AI 2026 is not about hiring less. It is about hiring smarter. The labor market is not breaking. It is breathing. And this is where great leaders build what is next. Check out the full report here: https://lnkd.in/eWSd4n5U #HiringMadeHuman #FutureOfWork #FireHorse2026 #Leadership #LaborMarket #WorkforceStrategy

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Weekly inspiration for the staffing industry ISSUE #108 | November 8, 2025 New this Week: • Major staffing website fails • What's NEW at Haley Marketing • Special offer on lead gen solutions • Automated skill marketing (product demo) • Turn website clicks into clients (webinar) • Don't miss a SMART IDEA SMART IDEAS #108: Major staffing website fails David Searns | Co-CEO Have you looked at your website lately? I mean, really looked? Because if you haven’t, your prospects definitely have. And what they’re seeing might be turning them off before you even get a chance to talk. I just listened to the latest episode of our Insights Podcast. While I don’t usually repeat podcast content in SMART IDEAS Weekly, this one hit hard. The patterns our team uncovered were so universal, and the fixes so actionable, I knew I had to bring it here too. So, what’s the topic? The top 8 staffing website fails. Specifically, the mistakes we keep seeing—over and over—on staffing websites. In the past month, we audited 50+ sites, and guess what? Most have the same eight problems. These aren’t just cosmetic. They’re killing traffic, eroding trust, and costing you leads. Let’s fix that. Problem 1: Dated or misaligned content The problem: Your site reflects who you used to be, not who you are now. Homepages pushing dead verticals Messaging that no longer matches your brand Pages untouched since 2017 Content that confuses Google and your clients Quick Fixes: Do a deep dive on your messaging...does it still fit? Prune irrelevant service pages Refresh your homepage hero Add “Last updated” dates and new headlines to key pages 💡 Pro Move: Create a 1-page Positioning Manifesto that shows your value to your ICP…and then align all site copy (and images) to it. Seth Godin nailed it: "People like us buy things like this." Metric to Watch: % of pages updated in last 180 days BONUS RESOURCE: Staffing Website Strategy Guide – A deeper dive on aligning your site with modern staffing strategy. Problem 2: No clear path for your ICP The problem: Your homepage talks to everyone (which means it talks to no one). Quick Fixes: Add a hero split: "Hire Talent" vs. "Find Jobs" Include primary and secondary CTAs for employers and job seekers Build click paths tailored to each audience 💡 Pro Move: Design multiple variations of your home page (one (or more) for clients and one for candidates) and then swap out the home page content as market conditions change. Metric to Watch: Click-through rate from homepage to conversion pages. Problem 3: Lack of services pages The problem: One-line blurbs don’t rank. Neither do pages that try to describe everything you do in one pass. And they definitely don’t convert. Quick Fixes: Create a detailed page per service line Add FAQs pulled from real search data (answer the questions people are asking) 💡 Pro Move: Include "Who we’re best for / not for" on each page Metric to Watch: Top-10 rankings for service + city

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***SCAM ALERT*** scammers in the staffing world are getting more creative. They’ll connect, ask you to payroll several “associates,” and request pay cards or deposits to Green Dot (via Gmail/Hotmail addresses). They cash out funds and never pay on agreed terms. Do not send pay cards or transfer funds to personal/third-party accounts without verifying the company domain and an authorized contact. Stay safe. #ScamAlert #Staffing

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Contract talent doesn't mean temporary, it means strategic. Learn more in the #RobertHalf Demand for Skilled Talent report: https://lnkd.in/ehPFhhKv #ContractHire #FlexibleStaffing

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Current State of the US Staffing Industry Week Ending 03/06/26 ​The Spring Surge & The Efficiency Mandate: US Staffing Update ​As we close out the first week of March, the "Spring Surge" is officially here, but it looks different than in years past. In 2026, the industry isn't just fighting for talent; it’s fighting for process efficiency. ​Here is the "Current State" from my desk: ​1. The "Skills-First" Pivot is Accelerating We are seeing a massive shift away from traditional degree requirements in the light industrial and tech-adjacent sectors. Clients are demanding Certified Skills over Pedigree. If your recruiting architecture isn't built to validate specific technical competencies in real-time, you're already behind. ​2. The Fractional Workforce in Mid-Market Mid-sized firms are increasingly following the enterprise lead by utilizing fractional specialized talent. This isn't just "temp help"; it's high-level project expertise. The Standard in 2026 requires us to be "Talent Curators" rather than just "Resume Gatherers." ​3. AI Integration: The 212° Difference While 90% of agencies are using AI for automated sourcing (the 211° baseline), the firms winning the big contracts are using it for Predictive Retention. They aren't just filling seats; they are using data to predict which candidates will still be there in 12 months. That is the extra degree of value. ​4. The Wage-Inflation Plateau We are seeing a stabilization in wage growth across 65 major markets. The "bidding wars" of '24 and '25 have cooled, replaced by a demand for Culture and Flexibility. Candidates are now choosing the "Promise" of a stable environment over a $1.00/hr bump. ​My Take: The market is healthy, but it is unforgiving to those without a blueprint. As the locomotive of the US economy gains steam this spring, are you powered by Architecture or just Adrenaline? ​Enjoy the weekend, and let’s get back to the floor on Monday. ​#TheStandard #StaffingIndustry #MarketUpdate #Recruiting2026 #LaborMarket #EconomicTrends #PerformanceArchitecture #StaffingLeadership

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Healthcare is America’s #1 employer and it’s still short on workers. 📊 1 in 3 new jobs comes from healthcare 🏥 Largest employer in 38 states ⏳ 100,000 worker shortage projected by 2028 Read the 6 things shaping healthcare’s labor market: https://bit.ly/47RFzPi

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End-of-year hiring can be tricky, but an intentional strategy makes all the difference. Check out these tips to ensure your team finishes the year strong and sets the stage for a successful 2026. #Leadership #TalentStrategy #Hiring #ExecutiveSearch #Handler

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Advantages of Hiring a Recruiter for Your Business: Recruiters can tailor their search strategies to fit your company culture and specific job requirements, increasing the chances of finding the right match. Learn how Be Group, LLC can help find the "right" candidate. https://lnkd.in/ehRVxmcP #BeGroup #Recruiting #Recruiter #Staffing #Headhunting #TalentPlacement

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A cooling labor market shifts how job seekers must approach their search; it doesn’t eliminate opportunity, but it increases competition and slows hiring. Health care and construction remain strong and continue to hire. Success now requires a clear targeting of applications, stronger networking, showing value, and flexibility. Learn more https://lnkd.in/g543TsNw #career #jobsearch #networking #interviews #hiring

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4 Key Revenue Cycle Guidelines: Prioritize Measurable Outcomes. DO: Track clear, quantifiable performance improvements. DON’T: Rely solely on subjective satisfaction metrics. Leverage Specialized Expertise. DO: Utilize healthcare-specific advisory knowledge and skills. DON’T: Apply one-size-fits-all business solutions. Implement Long-Term, Sustainable Processes. DO: Develop operational capabilities that stand the test of time. DON’T: Create temporary fixes that require constant management. Evaluate Organizational Impact. DO: Ensure improvements align with and support broader strategic goals. DON’T: Overlook the wider organizational context. #Logik #HealthcareOptimization #HealthcareExcellence #StrategicGoals #MeasurableOutcomes #OperationalExcellence #HealthcareStrategy #RevenueCycleManagement #HealthcareSuccess #LongTermSolutions

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The staffing industry is often the first signal of where the labor market is headed. Seeing Staffing Industry Analysts post is an encouraging start to the year for workforce solutions firms. From our vantage point in the field, here’s what this confirms: ✔️ Demand is stabilizing ✔️ Employers are moving forward — cautiously, but forward ✔️ Temporary staffing remains a leading indicator of broader hiring momentum For those of us building teams, supporting manufacturers, and partnering with growing companies, this isn’t just data… it’s direction. Optimistic about what’s ahead! #labormarket #economy #staffing #jobs #employment

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