Lauren Piva

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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Gem latest recruiting insights offer a clear snapshot of where the market stands as we move into 2026. Hiring is recovering, but not at pre-2021 levels. Recruiter workloads continue to rise, interview processes are longer, and funnel efficiency remains under significant pressure.😓 What stands out: while job boards drive volume, the most effective hiring channels continue to be internal mobility, referrals, and direct sourcing. Dear community, how are you navigating these shifting dynamics in your own teams? 🤔 Let’s continue the conversation!

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🚀 How to Speed Date Your Next Background Check Provider? 🚀 At a trade show like #SHRM, you only get a few minutes with each vendor. How do you know if a background screening provider is the right match for your hiring needs? 💡 Here are some key questions to find your perfect fit: 1️⃣ Do you have experience in my industry? 2️⃣ What types of background checks do you offer? 3️⃣ How do you ensure accuracy and compliance in your reports? Read our latest blog for all the questions you need to ask to swipe left on your next CRA! 👇 https://lnkd.in/ernBuHfB #BackgroundScreening #HR #HiringTips #EmployeeBackgroundChecks #FirstChoiceScreening #SHRM25

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The future of staffing isn’t human or artificial. It’s the two working together. Bullhorn’s 2025 Talent Trends Report shows: 🔹 77% of candidates say their AI recruiting experience was positive 🔹 Automated onboarding can boost loyalty to 85% We’ve seen the same with Sierra, our AI assistant who helps candidates get connected faster while giving our recruiters more room to do the meaningful work. Here’s what Sierra handles well: ✨ Instant responses to applicants ✨ Friendly voice-based interviews ✨ Real-time match sharing with recruiters And here’s what happens next: Our recruiters step in with the empathy, context, and relationship-building that no tool can replace. AI brings efficiency. Humans bring connection. Together, they build better teams. Would you trust an AI recruiter like Sierra to start your next job search? 👇 #MasisInsights #AIScreenerbyMasis #MeetSierra #MasisStaffing

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⚠️ Is a long hiring process costing your company top talent? This article breaks down what’s slowing you down—and how to fix it. A must-read for hiring managers and recruiters alike. #RobertHalf https://bit.ly/46cMbHs

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Navigating the talent landscape can be complex. Why partner with a recruiting firm for your staffing and contract needs? The American Staffing Association's data sheds light: ✅ Flexibility: 32% of clients value the agility provided by staffing to adjust workforce size based on evolving project needs. ✅ Speed: 38% rely on staffing firms to fill open roles quickly with contract employees. ✅ Access to Talent: 41% gain access to a wider pool of candidates, and 26% note being able to tap into niche or specialized skillsets through staffing services. ✅ Evaluate Fit: A significant 47% appreciate the opportunity to assess a contract employee's suitability before making a direct hire. These aren't just benefits; they're strategic advantages in today's dynamic market. Considering how a recruiting partner can empower your hiring strategy? Let's connect and find out how Ferretti Search can support your vision! #jobs #hiring #opentowork #ferrettisearch #headhunting #talent #careers #recruitment #career #JobSearch #jobopportunities #wearehiring #staffing #recruiting #nowhiring #charlotte #charlottecareers #charlottejobs #northcarolina #americanstaffingassociation #asa 

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Scaling recruiting should increase margins, not risk. Most staffing firms hit a ceiling when hiring demand spikes but recruiting costs stay fixed. That is why more agencies are rethinking how they build recruiting capacity. With the right RPO model, recruiters operate under your brand, inside your systems, and follow your performance standards. You stay in control while gaining the flexibility to scale up or down as demand changes. At Prismagic, we focus on: • Data security and privacy built for MSP and enterprise environments • Recruiter performance managed end-to-end • Seamless onboarding and offboarding • Long-term partnerships that drive measurable results We have helped staffing partners strengthen delivery, improve metrics, and earn the #1 position on MSP vendor scorecards. For agency leaders exploring smarter ways to scale recruiting, this model is worth a closer look. #RPO #StaffingLeadership #RecruitingAtScale #MSP #TalentAcquisition #StaffingGrowth #PrismagicSolutions

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Recruitment agencies are great at finding talent. But placing US contractors? That’s where the real complexity begins. From worker classification and multi-state compliance to payroll delays and onboarding admin, the infrastructure behind placements can quickly slow growth down. That’s why agencies partner with ADV. You focus on sourcing top talent. We handle the operational side behind the scenes: ✔ Payroll ✔ Compliance ✔ Insurance ✔ Contractor onboarding ✔ Worker classification support Because recruitment agencies should scale placements, not administrative headaches. 📩 Partner with us: info@advglobalgroup.com 🌐 Website: advglobalgroup.com #Recruitment #Staffing #USContractors #GlobalHiring #PayrollSolutions #Compliance #RecruitmentAgency #ADVGlobalGroup #WorkforceSolutions

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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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AI is becoming a bigger part of everyday recruiting work. That shift is putting more weight on relationships. As automation embeds deeper into workflows, trust shows up everywhere it matters. 🌟 Between leaders + teams. 🌟 Recruiters + candidates. 🌟 Clients, partners, + the platforms they rely on. On the Full Desk Experience, Kortney Harmon shares a grounded perspective: trust has to come first. Before new systems scale. Before adoption sticks. Before growth holds. This episode explores how recruiting organizations intentionally build trust while technology accelerates. 🎧 Full episode, "Eight Signals Redefining Recruiting Leadership in 2026" in the comments.⤵️ Where does trust matter most inside your firm right now? #FullDeskExperience #FDE

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The best staffing firms don’t start searching when a client calls. They start months before. Because great hiring isn’t reactive, it’s prepared. At The Put Group, we focus on building a reliable talent bench long before a role becomes urgent. That means continuously identifying, vetting, and engaging high-quality professionals so that when our clients need talent, they’re not starting from zero. They’re choosing from a ready pipeline of qualified candidates. A strong talent bench allows companies to: • Reduce time-to-hire • Avoid rushed hiring decisions • Access higher-quality candidates • Scale teams with confidence Reactive hiring creates pressure. Prepared hiring creates options. And in today’s competitive talent market, options matter. If your team wants access to a pre-vetted talent pipeline instead of last-minute hiring, comment “TALENT” below or send us a message. Let’s build the bench before the game starts. #ThePutGroup #TalentStrategy #HiringSystems #WorkforcePlanning #TechHiring

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Hiring delays. Skill gaps. Rising costs. If your team is constantly reacting to talent shortages instead of planning ahead, it may be time for a more strategic approach. A true staffing partner doesn’t just fill roles; they help you build a scalable, future-ready workforce. Is your hiring strategy driving growth or holding it back? #ITStaffing #StrategicHiring #WorkforceStrategy #TalentAcquisition #TechTalent #DigitalTransformation #FutureOfWork #DenkenSolutions

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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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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

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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🔍 Why Searching Directly on Job Boards Finds Better Candidates Than Using Aggregated API Searches In today’s fast-paced recruiting landscape, automation is essential—but not all automation delivers the same value. If your recruiting team is relying on aggregated API searches provided by job boards, you might be leaving high-quality candidates on the table. Here’s why searching directly within a job board’s native platform yields more relevant candidates than consolidated or API-based searches. 🧠 1. Native Search Algorithms Are Smarter (and Evolving Faster) Each job board (like Dice, Monster, CareerBuilder, or Indeed) invests heavily in fine-tuning its internal search engine. These platforms continuously optimize results using proprietary algorithms that factor in: Search behavior patterns - Resume freshness and engagement metrics - Keyword-context matching - Real-time profile activity When using a job board’s own UI, you benefit from all of this. But when accessing resumes via an API, you get a watered-down, generalized dataset—often lacking these contextual layers. 🔍 2. APIs Are Limited by Design While APIs are convenient, they’re built for interoperability, not discovery. APIs usually provide only a subset of candidate data due to privacy and performance constraints. Resume parsing and keyword matching are simplified—meaning relevance scores and rank ordering are often lost. Real-time results can lag or get cached, showing outdated or less-engaged candidates. In contrast, direct search taps into the most current and complete candidate pool—with richer filtering and sorting options. 🎯 3. Better Boolean, Filters, and Relevance Controls When your recruiters use the job board interface directly, they can: Customize Boolean strings with more precision - Use advanced filters (by skills, titles, locations, work authorization, etc.) - Dynamically adjust queries based on instant feedback from results APIs may expose some filters—but rarely all. That missing granularity leads to broader, less useful results. 💬 4. You Miss Platform-Specific “Signals” Certain platforms reward interaction: - Viewed profiles bubble to the top - Recent activity signals higher intent Premium filters help surface passive but highly qualified candidates These nuanced cues rarely get exposed through an API—and they make all the difference in fast-paced recruiting. ✅ The Bottom Line If your recruiting workflow relies solely on aggregated search APIs, you’re likely getting quantity over quality. For strategic roles or urgent openings, direct platform search consistently delivers more targeted, up-to-date, and actionable results.

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