Antoninya ☆Tonie☆ S.

Hiring but not sure how to partner with a recruiter? We offer retained and contingent search options to fit your needs, timeline, and goals. No one-size-fits-all here! Just a tailored approach that feels like an extension of your team. ➡️https://lnkd.in/gTdtBwrQ #HiringStrategy #RecruitSmart

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Recruiting has never been more complex. From AI disruption to evolving candidate expectations, talent leaders need more than a quick fix - they need a strategy. Our latest blog explores why RPO is critical in today’s market and how Orion’s complimentary RPO Impact Assessment can help you pinpoint opportunities to hire smarter, faster, and with measurable impact. 👉 Read more: https://ow.ly/nrSM50WYVm5

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AI is becoming increasingly prevalent in recruiting, impacting candidates, hiring managers, and recruiters. Learn from Casey Goldstein, our Director of Talent Acquisition (Americas), about what Brother is (and isn’t) using AI for, the emerging challenges, and how candidates can stand out. https://bit.ly/46mB3Yx

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Agencies don’t just face staffing shortages — they face visibility gaps. When leaders lack real-time insight into workforce skills, it becomes harder to: • Plan strategically • Redeploy talent effectively • Respond quickly to evolving mission demands Skills visibility isn’t just an HR function. It’s a mission readiness imperative. Do leaders in your organization have real-time visibility into workforce capabilities? #SkillsBased #FederalWorkforce #MissionReadiness #TotaraGov

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If you can’t connect interview scores to on-the-job performance… You’re not measuring quality of hire. You’re measuring activity. Most hiring data looks structured. But under the surface, it’s disconnected. Different interviews. Different scoring. Different performance criteria. No alignment = no insight. Here’s how leading teams are fixing that in 2026: https://bit.ly/4rzX25a #HiringStrategy #PeopleAnalytics #CHRO #TalentAcquisition

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🔍 What really sets staffing agencies apart in today's workforce? From scaling fast with pre-vetted talent to offering career-building flexibility, the benefits go far beyond temp jobs. Employers save time and reduce risk. Candidates gain access, choice, and growth. 💡 Dive into our guide on how staffing agencies create value on both sides of the hiring table—and how tech like COATS Staffing Software makes it even better. 👉 https://lnkd.in/eaeCGD6w #StaffingSolutions #HRStrategy #RecruitmentTech #COATSStaffing #WorkforceFlexibility #EmployerBranding #JobSeekers

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North America Staffing NOW: Are you losing top tech talent? The talent landscape is shifting, and if you're not adapting, you're falling behind. Companies are struggling to fill critical roles, and the cost of vacancies is skyrocketing. ▸ The Problem: Traditional hiring methods are failing to attract the best tech professionals. ▸ The Solution: A strategic approach to talent acquisition is essential. You need to understand where the talent is and how to reach them. Here’s how to navigate the new normal: ➜ Understand the evolving needs of tech professionals. What motivates them? What are they looking for in a company? ➜ Embrace innovative sourcing strategies. Don't rely solely on job boards. Explore niche communities, networking events, and targeted outreach. ➜ Build a strong employer brand. Showcase your company culture, values, and growth opportunities. ➜ Focus on the candidate experience. Make the hiring process smooth, transparent, and engaging. Ignoring these shifts is a recipe for disaster. Don't let your competitors snatch up the talent you need to succeed. #staffing #NorthAmerica #talentacquisition #hiring #techjobs ➜ Ready to transform your tech staffing strategy? Contact us today to discuss your hiring challenges and discover how we can help.

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For years, the industry treated recruiting excellence like a training challenge. In reality, it was a scaling problem. You could not manually replicate the speed, judgment, and execution patterns of elite recruiters across every requisition. Den M., Director of Enterprise + Talent Solutions, explores what changes when AI moves beyond copilots and content generation into autonomous, agent-augmented workflows that can execute sourcing logic, calibration, and candidate discovery at scale. The real opportunity is not replacing recruiters. It is removing operational drag so humans can focus on trust, nuance, and decision-making where it matters most.

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Jamie Lupo explains how the pandemic pushed the industry toward transactional recruiting, and why rebuilding relationship-driven hiring is critical for long-term success. Tune in to the latest episode of The Elite Recruiter Podcast, sponsored by Atlas! Now streaming on all podcast platforms! Links are in the comments!

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If you are a solo recruiter or running a small agency, you already know the math does not work in your favor. You are competing against internal TA teams with headcount, enterprise tools, and dedicated sourcers. You have yourself, maybe one or two others, and a calendar that never stops moving. The recruiters closing that gap right now are not working harder. They are removing the parts of the workflow that were never a competitive advantage in the first place. Sourcing lists that take three hours to build can be generated in minutes. Outreach that used to require individual drafting is now personalized at scale. Screening and scheduling tasks that consumed half the day are running in the background while you are on calls with clients. The result is not just saved time. It is the ability to run a volume that previously required a full team. One recruiter operating with an automated workflow can realistically do the work of three. That changes your margin, your capacity, and what you are able to offer clients. The barrier to entry is lower than most people assume. You do not need an enterprise budget or an IT department. You need the right stack, the right sequencing, and a clear picture of where your manual process is costing you placements. That is exactly what Peter Anthony Enterprises is built to help with. Solo recruiters and small agencies who are serious about competing at a higher level without adding headcount. If that describes where you are, send a message. The first conversation is straightforward and free. www.PeterAnthony.ai #recruiters #agencyrecruiter #claude #automation

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Hiring a VA shouldn’t feel like rolling the dice. If you’ve tried before and it didn’t stick, it probably wasn’t a talent issue. It was a structure issue. We built our implementation model differently. That’s why we’re comfortable guaranteeing 90 days. If you’re under 2,000 units and need real accounting support without a full-time hire, this is worth a look. www.20mileconsulting.com

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🎃 Don’t Let Your Pay Data Haunt You! 👻 The 2025 DC SHRM Compensation & Benefits Surveys are here — no tricks, just solid data. Why rely on crowdsourced or national benchmarks when you can have regional insights built by and for HR professionals across the DMV? 🧮 500+ jobs benchmarked 🏛 200+ local employers 💼Trusted by GovCons, universities, nonprofits & more Stop guessing — and start planning your 2026 comp strategy with confidence. Your CFO will thank you (and so will your sleep schedule)���️ 📊 Get the data before it disappears ➡️ https://ow.ly/ryIL50Xk6L1 #DCSHRM #HRAnalytics #CompensationSurvey #BenefitsSurvey #TotalRewards #HRLeadership #PayStrategy #HRCommunity #DMVHR #Halloween

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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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44% of workforce solutions buyers plan to go out to RFP in the next 12 months*. If you are one of them, having the right foundation matters. Staffing Industry Analysts has released five newly revised RFP templates built specifically for today’s contingent workforce programs. These templates reflect the realities of modern MSP, VMS, Direct Sourcing, Staffing Supplier, and SOW strategies. Designed to help buyers ask smarter questions, evaluate providers more effectively, and drive better outcomes. If an RFP is on your roadmap this year, this is a strong place to start. SIA Council Members can download the RFP Templates below: ▪️MSP RFP Template: https://lnkd.in/eFjyQ-7B ▪️VMS RFP Template: https://lnkd.in/ePND_ndd ▪️Direct Sourcing RFP Template: https://lnkd.in/eEEj2aCK ▪️Contingent Workforce Supplier RFP Template: https://lnkd.in/ekfkg5zU ▪️SOW Solution Partner RFP Template: https://lnkd.in/emXu8k69 *Source: SIA’s Workforce Solutions Buyer Survey 2025: Full Report Americas #Staffing #ContingentWorkforce #RFP #SOW #MSP #VMS

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New SHRM data shows 7 of the top 10 AI use cases in HR are recruiting-focused. That makes sense given the volume of applications, resumes, and candidate data involved. What's missing is everything that happens after someone gets hired. Benefits navigation and utilization is a massive AI opportunity HR teams are overlooking. Employees struggle to understand coverage, find providers, and access support. AI solves this at scale with instant answers, personalized guidance, 24/7 availability. Recruiting AI finds talent. Benefits AI keeps that talent healthy, supported, and engaged.

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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