Jeff Bombich

Additional evidence of a rebounding staffing market: From; SIA | Bullhorn Staffing Indicator Both commercial and professional US staffing hours rose in the week ended Sept. 20 and reached a year-to-date high, according to the SIA | Bullhorn Staffing Indicator – September 30, 2025 report. “On a sequential, week-over-week basis, hours worked in the US staffing industry rose further in the second full week following Labor Day week,” according to the report. “As a result, US Staffing and Commercial Staffing hours reached new Year-To-Date peak levels.”

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𝗠𝗼𝘀𝘁 𝗵𝗲𝗮𝘃𝘆 𝗲𝗾𝘂𝗶𝗽𝗺𝗲𝗻𝘁 𝗰𝗼𝗺𝗽𝗮𝗻𝗶𝗲𝘀  𝗲𝗻𝗱 𝘂𝗽 𝗶𝗻 𝘁𝗵𝗲 𝗩𝗮𝗰𝗮𝗻𝗰𝘆 𝗦𝗽𝗶𝗿𝗮𝗹 𝗳𝗼𝗿  𝗼𝗻𝗲 𝘀𝗶𝗺𝗽𝗹𝗲 𝗿𝗲𝗮𝘀𝗼𝗻... → They don’t use heavy equipment industry recruiting experts Most of them think, “recruiters are all the same, so why not just post the job online, cast a wide net, and see who applies?” But here’s how the two approaches actually play out: 𝗧𝘆𝗽𝗶𝗰𝗮𝗹 𝗚𝗲𝗻𝗲𝗿𝗮𝗹𝗶𝘀𝘁 𝗥𝗲𝗰𝗿𝘂𝗶𝘁𝗶𝗻𝗴 (𝘗𝘰𝘴𝘵-𝘢𝘯𝘥-𝘗𝘳𝘢𝘺 𝘊𝘢𝘯𝘥𝘪𝘥𝘢𝘵𝘦 𝘚𝘰𝘶𝘳𝘤𝘪𝘯𝘨 + 𝘓𝘢𝘤𝘬 𝘰𝘧 𝘋𝘦𝘦𝘱 𝘐𝘯𝘥𝘶𝘴𝘵𝘳𝘺 𝘒𝘯𝘰𝘸𝘭𝘦𝘥𝘨𝘦 + 𝘓𝘢𝘤𝘬 𝘰𝘧 𝘌𝘹𝘱𝘦𝘳𝘵 𝘙𝘦𝘤𝘳𝘶𝘪𝘵𝘪𝘯𝘨 𝘈𝘤𝘶𝘮𝘦𝘯) → 90%+ of résumés are irrelevant → Critical details (relocation, dealer relationships, salary expectations) are missed until late → Interviews drag on for months with the wrong candidates → Productivity and morale sink while roles remain open → The Result = Vacancy Spiral (burnout, turnover, upset customers & employees, stalled revenue) 𝗧𝗮𝗿𝗴𝗲𝘁𝗲𝗱 𝗜𝗻𝗱𝘂𝘀𝘁𝗿𝘆 𝗥𝗲𝗰𝗿𝘂𝗶𝘁𝗶𝗻𝗴 (𝘛𝘢𝘳𝘨𝘦𝘵𝘦𝘥 𝘐𝘯𝘥𝘶𝘴𝘵𝘳𝘺 𝘚𝘰𝘶𝘳𝘤𝘪𝘯𝘨 + 𝘈𝘤𝘤𝘶𝘳𝘢𝘵𝘦 𝘊𝘢𝘯𝘥𝘪𝘥𝘢𝘵𝘦 𝘝𝘦𝘵𝘵𝘪𝘯𝘨) → Start with a mapped universe of sales talent already fluent in on and off-road machinery → Pipeline is built with right-fit candidates from day one → Critical factors are vetted up front, avoiding late-stage surprises → Hiring timelines shrink dramatically → Managers trust the process because candidates are consistently on target → Long-term outcome = Stronger sales teams, faster hires, and growth that doesn’t stall If your sales recruiting process feels stuck, it’s not because talent isn’t out there. It’s because the wrong approach makes it invisible. 👉 𝗛𝗲𝗿𝗲’𝘀 𝗵𝗼𝘄 𝘁𝗼 𝗳𝗶𝘅 𝗶𝘁 → https://lnkd.in/gxTAsSPa

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What is the difference between a PEO and a staffing company? A PEO handles HR administration for your existing workforce and enters a co-employment arrangement with your company, managing payroll, benefits, and compliance. In contrast, a staffing company sources - recruits and places temporary or permanent workers into your company for specific roles and does not co-employ them, focusing on talent acquisition rather than HR outsourcing.

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Choosing the Right Staffing Partner: It’s About More Than Just the Rate When it comes to staffing, the agency you partner with can make or break your success. It’s tempting to go with the lowest rate on the table — but in staffing, like in many areas, you truly get what you pay for. The right agency doesn’t just fill jobs; they become an extension of your team. They invest time to understand your culture, your goals, and what truly makes a candidate the right fit — not just on paper, but in person. They prioritize quality, communication, and long-term results over quick wins. A true staffing partnership is built on trust, collaboration, and shared success — not just cost savings. When you choose a partner who’s committed to your growth, you’re not just filling roles — you’re building your future. Don’t just choose cheaper. Choose better. Choose smarter. Choose a partner who’s as invested in your success as you are. #staffing #recruitment #hiring #businessgrowth #partnerships

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May 2025 Labor Market Summary (BLS and ADP) Brought to you by Back Office Staffing Solutions. BLS Employment Situation – May 2025 Job Growth: U.S. nonfarm payroll employment increased by 139,000 in May. This marks a slower pace compared to earlier in the year, signaling a cautious labor market as we approach mid-2025. Unemployment: The unemployment rate remained steady at 4.2%, unchanged since May 2024, with 7.2 million people unemployed. This stability suggests the labor market is holding its ground despite broader economic uncertainty. Industry Highlights: Health Care, Leisure & Hospitality, Social Assistance: These sectors continued to see job gains, reflecting ongoing demand for services as the summer season begins. Federal Government: Job losses persisted, continuing a downward trend for this sector. Staffing & Recruiting Industry: The professional and business services sector (which includes staffing and recruiting) saw little change, indicating a plateau in demand for staffing services. Year-to-date, job growth has slowed from the robust gains seen in early 2025, and while demand remains in key sectors like healthcare and hospitality, overall hiring momentum is cooling. ADP National Employment Report – May 2025 Private Sector Hiring: Only 37,000 private sector jobs were added in May, the lowest monthly gain since March 2023 and well below expectations. This sharp slowdown highlights growing employer caution and a significant deceleration from April’s 60,000 new jobs. Wage Growth: Annual pay rose 4.5% year-over-year, showing that wage pressures remain even as hiring slows. Both job-stayers and job-changers continue to see robust pay increases. Sector Details: Leisure & Hospitality: Added 38,000 jobs, benefiting from seasonal demand. Professional & Business Services: Lost 17,000 jobs, a potential concern for staffing and recruiting firms. Other Sectors: Mixed results, with some (like financial activities) gaining jobs and others (like trade, transportation, and utilities) seeing declines. Regional Trends: Only medium-sized businesses (50–249 employees) saw notable job growth, while other firm sizes were flat or negative. Year-to-Date Trend: After a strong start to 2025, hiring momentum has faded sharply over the past two months, signaling a broader labor market recalibration. Key Takeaways for Staffing & Recruiting Hiring Slows, but Opportunities Remain: Both BLS and ADP reports show a marked slowdown in hiring for May, especially in the private sector and professional services. However, demand for talent in healthcare, hospitality, and select service industries remains resilient. Market Cooling: The labor market is not contracting, but growth is clearly moderating. Employers are more selective, and job seekers may face increased competition.

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Not only can contract talent help you launch or finish important marketing and creative projects; it can also alleviate stress on your current team members. See how other marketing and creative leaders are dealing with skills gaps in the Demand for Skilled Talent report by #RobertHalf: https://bit.ly/45Ec7e8

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When it comes to staffing partners, “good enough” is not good enough. Contingency staffing is results-first — you only pay once a successful placement is made. So why wait? If your current vendors aren’t consistently raising the bar, now is the time to put others to the test. The truth is, your staffing partners are more than vendors. They are an extension of your brand. Their professionalism, execution, and ability to deliver reflect directly back on you and your organization. If you expect excellence from the candidates you hire, you should demand the same from the firms bringing them to you. Screen them with the same scrutiny. Hold them to the same standards. This isn’t just about filling roles — it’s about protecting your reputation and elevating your results. So here’s the challenge: 👉 Reevaluate your current partners. 👉 Invite new firms into the mix. 👉 Create competition that drives higher performance. The market moves quickly. Don’t let complacency hold you back while stronger partners — and stronger talent — are out there waiting. #Recruitment #Staffing #HiringStrategy #Leadership #TalentAcquisition

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Behavioral Interviewing: Master the STAR Method 80% of hiring managers use behavioral questions to gauge a candidate’s fit. Get ready to share your STAR stories! The STAR method helps employers assess how you handle real-life situations: Situation: Set the scene. Task: Explain the challenge. Action: Describe what you did. Result: Share the outcome, ideally with measurable results. Using STAR, you can showcase your problem-solving and past achievements. Have you used this method before? #BehavioralInterview #STARMethod #InterviewTips #JobSearch #Recruiting

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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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