Ryan Marshall

74% of hiring managers worry about keeping up with candidates’ compensation expectations through next year, according to the 2026 Salary Guide From #RobertHalf. Staying competitive starts with understanding market value for key roles. Let’s fix that. DM me for early access to the 2026 Salary Guide and get your own customized report. Use that combo to budget and plan your hiring strategy for the year ahead. #RHSalaryGuide #HiringTrends

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In this article from Staffing Industry Analysts featuring Rajesh Namboothiry, learn more about the current state of the job market as we head into the end of the year! https://bit.ly/4qKVpCn

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ATTN HIRING TEAMS: You’re not the only one evaluating candidates. Especially elite candidates. The candidates are interviewing you just as much. That means don’t only run a dry Q&A with a checklist of questions. Make it a conversation. Build rapport. Get curious about the person, not just the resume. Anyone can grill qualifications. Not everyone can connect, create comfort, and make someone think: “Yeah… I want to work here.” Roll out the red carpet. Differentiate yourself, your team, your company. Make it intriguing and compelling as it's incredibly competitive when vying for elite talent - do all you can to stand out from the competition so the candidate chooses you! 🎬 Fun fact: The only Oscar that Al Pacino won in his career was for his role as Lieutenant Colonel Frank Slade in Scent of a Woman, winning Best Actor in 1993!

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Boost your hiring success with these recruiting tips. Learn how to attract top talent, create a positive candidate experience, and build a stronger employer brand to find the right fit for your team.

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Staffing pros: Want to attract better candidates and fill roles faster? Here’s a targeted AI prompt that works as a job description optimizer, turning clunky postings into candidate magnets in seconds 🚀. How it works: Copy & paste the prompt below into your LLM of choice. Want to make these more secure? Ask ChatGPT to write a python script that you can run in a secure environment instead of uploading data. Prompt to use: Rewrite the following batch of job descriptions to improve apply rates and attract more qualified candidates. For each JD, simplify the language, highlight key motivators (pay, schedule, growth), and format for mobile readability. Tailor tone and content to the target industry and candidate audience. Return optimized versions for each role in the batch. Step 1: Rewrite and format for clarity, motivation, and mobile readability - Use everyday language and short, skimmable sentences - Remove jargon and overly corporate phrasing - Emphasize key motivators: pay, schedule, flexibility, growth opportunities - Break up dense paragraphs with bullets (max 6 per section) - Front-load critical details (pay, hours, location, requirements) - Include a clear call to action (e.g., “Start this week”) - Optionally add a one-line, SMS-friendly version (≤160 characters) - Make the JD appealing to the typical candidate in that industry Step 2: Customize tone and structure by industry - Healthcare → caring and professional; highlight license fit, patient load, shift stability - Home Health → friendly and supportive; highlight proximity, independence, flexibility - Live Events → casual and energetic; highlight pay per gig, experience, scheduling - Light Industrial → clear and direct; highlight steady hours, OT, safety - Security → professional and firm; highlight shift hours, licensing, site type Step 3: Output format for each role - Title - Summary (2–3 lines) - Responsibilities (4–6 bullets) - Requirements (3–5 bullets) - Benefits (3–5 bullets) - Call to Action - SMS-friendly version What to upload to the LLM - A batch of job descriptions - For each role, include: title, location, pay, schedule, industry, certifications, and any other critical details Want more prompts? Download our free kit – link in comments You’ll also get: ✨ A screening question generator (best things to ask every applicant) 🦾 Passive engagement prompts (personalized outreach to top talent)

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Most staffing firms don’t have a recruiting problem. They have a pipeline problem. https://lnkd.in/gH5eaVS9 Not because demand disappeared. Because the way many firms generate pipeline is still too manual: - inconsistent outbound - weak account prioritization - follow-ups that slip - recruiter-led BD that doesn’t scale Working harder won’t fix that. Fixing the workflow behind pipeline will. That’s where ATLAS AI fits: helping staffing firms generate more qualified conversations with less manual effort. What’s creating the most friction in your pipeline right now? #Staffing #Recruitment #BusinessDevelopment #SalesPipeline #AI #StaffingFirms #LeadGeneration #B2BMarketing

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Tech hiring is cooling, but demand for critical skills remains strong. As Computerworld reports, November saw continued declines across parts of the tech sector, signaling a more selective, skills-focused market. As Kye Mitchell, President of Experis US, puts it, “For professionals, it’s clear: upskill in AI, data engineering, and security to stay ahead.” This is exactly what we focus on at Experis. Helping clients and tech talent stay competitive by connecting in-demand skills to measurable business outcomes. 👉 Read more: https://bit.ly/3N5oc5a #TechTalent #FutureOfWork #AI #Upskilling #Experis

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Every agency says they have “top talent.” So why do 50% of hires still fail in the first year? Here’s how we prove it: ✔️ Contract-to-hire trial ✔️ 90-day replacement ✔️ Technical + culture screening No more guesswork. Just results. #StaffingProof #HiringAccountability #ResultsFirst

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THIS WEEK IN REC TECH is powered by Dalia and Jobcase, Inc. Vendors making news this week... * JDEXPERT adds new features * Workday helps map military skills * Boomband lands seed funding $$$ * Apploi is acquired * DHI Group, Inc. reports financials LISTEN: https://lnkd.in/eVrZPxaE

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Most companies believe more staffing vendors equal better results. In reality, multiple vendors create chaos. Your inbox floods with duplicate and unqualified resumes. Candidates look perfect on paper, but can't answer basic interview questions. Vendors chase easy placements while your critical roles stay open, and hours that should go toward business priorities get consumed managing vendors. When vendors compete with each other, their priorities come before yours. They submit candidates based on availability, not long term company alignment. The best hiring outcomes come from partnering with one vendor who aligns with your business goals, brings proven expertise, and operates with integrity. When companies partner with the right staffing vendor: > Hard to fill roles are filled through strategic role calibration and targeted sourcing strategies > Hiring managers stop wasting time interviewing unqualified candidates > Streamlined processes reduce time to fill while offer acceptance rates increase > Employee retention rates improve because hiring prioritizes both role and culture alignment What if the problem isn't that you need more vendors, but rather THE RIGHT vendor?

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66% of recruiters say finding quality talent has become harder heading into 2026. Top recruiters now report: • Hiring volume slowing • Application volume increasing • Candidates using AI to game screening processes Whatever your playbook was in 2024 or 2025, it’s outdated. Candidates aren’t just evaluating roles. If you think quality talent is getting harder to find because the market changed, you’re pointing at the symptom, not the cause. How are you evolving your recruiting strategy to match the new reality? Read about it: https://lnkd.in/g5YzvYRS

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Did you know some recruiters spend as little as six seconds scanning a resume? That’s not a lot of time to make a positive impression. Learn how to write a resume that captures a recruiter’s attention and increase your chance of getting an interview: https://kfrc.co/4aLYslP   

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