Laura Gomez

New Dice Report: The Trust Gap in Tech Hiring 2025 AI is transforming tech hiring, but not always for the better. Our latest research reveals a growing trust gap: - 68% of tech professionals distrust fully AI-driven hiring - 92% say AI tools miss qualified candidates who don’t optimize for keywords - Nearly 30% are considering leaving tech due to hiring frustrations The future of hiring isn’t AI versus humans. It’s about human + AI working together to restore trust and attract top talent. 🔗 Get the full report: https://lnkd.in/ghR5kWMU

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Recruiters, your tech stack might be costing you top talent. Still flipping between tabs, chasing resumes, and juggling disconnected tools? It's time to trade the chaos for clarity. We break down how to build a streamlined, future-ready recruiting stack—powered by RecruitBPM. Swipe through to see what a high-performing hiring engine really looks like. Your next great hire deserves better. So does your process. #RecruitBPM #RecruitmentTechnology #HiringSimplified #HRTech #RecruitmentStack #ATS #TalentAcquisition #HiringSolutions #RecruitSmarter #DigitalRecruiting #FutureOfHiring

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The Right Recruiting Partner Doesn’t Just Fill Roles. They Build Trust. Strong #recruiting partnerships aren’t transactional. They’re built through consistency, transparency, and follow-through. When expectations are clear, communication is honest, and quality is prioritized over volume, hiring becomes more efficient, and outcomes improve. The goal isn’t just to hire quickly, but to hire well, with confidence on both sides. That’s the standard I bring to every search. #RecruitingPartner #TalentStrategy #DirectHire #BelleLynnSourcingLLC

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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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Most staffing firms are trying to figure out how to operate better right now.   That’s exactly what Power Jam is built around.   Not just product updates, but bringing the Aqore community together to share what’s working, learn from each other, and build around real client feedback.   AI, operational efficiency, and getting more out of Zenople are going to be a big part of the conversation this year.   Some of the best improvements we’ve made have come directly from these conversations with clients.   And it’s always great seeing the community come together and have some fun along the way.   Appreciate all of the clients who shared their experiences in this video and continue helping shape what comes next.   #StaffingIndustry #StaffingTechnology

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𝗛𝗶𝗿𝗶𝗻𝗴 𝗶𝘀𝗻’𝘁 𝘄𝗵𝗮𝘁 𝗶𝘁 𝘂𝘀𝗲𝗱 𝘁𝗼 𝗯𝗲 — 𝗮𝗻𝗱 𝟮𝟬𝟮𝟲 𝘄𝗶𝗹𝗹 𝗿𝗲𝗱𝗲𝗳𝗶𝗻𝗲 𝗶𝘁 𝗲𝘃𝗲𝗻 𝗳𝘂𝗿𝘁𝗵𝗲𝗿. The staffing landscape is evolving fast. Organizations that adapt early will attract better talent, hire smarter, and scale faster. 𝗛𝗲𝗿𝗲’𝘀 𝘄𝗵𝗮𝘁’𝘀 𝘀𝗵𝗮𝗽𝗶𝗻𝗴 𝘁𝗵𝗲 𝗳𝘂𝘁𝘂𝗿𝗲 𝗼𝗳 𝗿𝗲𝗰𝗿𝘂𝗶𝘁𝗺𝗲𝗻𝘁: • Flexibility first – Hybrid and remote models are now expectations, not perks • AI-driven recruitment – Smarter screening, faster decisions, data-backed hiring • Specialized skills demand – Niche tech and healthcare expertise over general profiles • Diversity & inclusion – Stronger teams built through broader perspectives and equitable hiring Companies that align their hiring strategies with these trends will stay competitive — others will struggle to keep up. Ready to future-proof your workforce? Mail: info@cloudspacetek.com Call: +1 980-600-8899 Website: https://cloudspacetek.com #CloudSpaceLLC #StaffingTrends #FutureOfHiring #AIRecruitment #FlexibleWork #ITStaffing #HealthcareStaffing #TalentStrategy #WorkforcePlanning #DiversityHiring #RecruitmentInnovation #HRLeaders

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🧠 AI isn’t just changing how we hire. It’s transorming the experience for every candidate. From instant interviews to 24/7 flexibility, voice-based AI recruiters like HappyFleet are removing friction and making hiring more human at scale. ✅ Instant phone interviews (no ghosting) ✅ Reschedule anytime, no emails required ✅ Standardized scoring = less bias ✅ Natural conversations, not robotic forms ✅ Higher engagement and faster decisions A great candidate experience isn’t optional. It’s your competitive edge. 📖 Read the full blog to see how AI recruiting delivers better outcomes for candidates: 👉 https://lnkd.in/eiER_PdA #AIRecruiting #LogisticsHiring #HappyFleet #HiringAutomation #RecruiterTools #AmazonDSP #LastMileHiring #RecruiterAI #RecruitingTech #TalentAcquisition #HRTech #VoiceAI #FrontlineHiring #VoiceAI

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Did the hiring volume just get louder? 🔊📈 HR Dive dug into new data from Employ’s Hiring Benchmarks Report—and applicant volume has officially turned up, with teams reporting 250+ applications per role.  👇 See the benchmarks behind the volume spike. https://lnkd.in/gwBfwyb3  #HiringBenchmarks #TalentAcquisition #HRData #WhyEmploy

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A new EZ Recruiting Academy course is live. AI plays a bigger role in candidate search than ever. When someone asks an AI tool where to work, the answer comes from your site, your reviews, and every public signal tied to your brand. Our new course, GEO and the Future of Candidate Search, shows recruiters how to strengthen that visibility with clear, practical steps that work across search engines and LLMs. Start the course → https://lnkd.in/gCehH8gV

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Insights & Issues: Skills-Based Hiring & Opportunity Traditional hiring signals such as degrees and titles are leaving talent untapped and roles unfilled. LinkedIn’s new Skills Signal report shows that shifting to skills-first practices drives faster placements, better hires, and broader inclusion. Let’s explore how skills-based hiring unlocks growth: 📖 Shorter Unemployment Spells Workers who add just 10 skills to their LinkedIn profile experience job gaps reduced by one month. Those listing disruptive tech such as AI and people skills such as communication reemploy fastest, proving that spotlighting capabilities accelerates career moves. 📖 3× More Matched Roles When employers focus on skills instead of credentials, candidates qualify for three times more positions, especially in emerging fields. This unlocks “hidden talent” pools, ensuring even specialized roles are filled efficiently. 📖 Higher-Quality Hires Organizations using skills-based searches are 12% more likely to secure top performers, measured by recruiter interest, one-year retention, and internal mobility. This demonstrates that capabilities predict on-the-job success better than credentials. 📖 The Rise of Skill Signalling Between 2019 and 2024, the average number of skills per LinkedIn profile jumped from 5 to 9 skills, a 75% increase. Employees are signaling readiness in emerging tech and sustainability, signaling a shift toward future-ready talent even as employer adoption is just beginning to catch up. Skills are the new currency in the competitive labor market. How is your organization making skills visible and valued? What steps will you take to build a skills-driven workforce? Source: The Skills Signal Report - Unlocking Opportunity in a Changing Labor Market, LinkedIn & OECD, June 2025. ⚡ At Myindustry Hub, we believe in empowering professionals to innovate, strategize, and lead with confidence. For more insights and resources, sign up at myindustryhub.com today. #InsightsAndIssues #SkillsBasedHiring #FutureOfWork #TalentStrategy #InclusiveGrowth

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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

AI can screen thousands of resumes in seconds. It can match skills to job descriptions, assess candidate profiles, and automate outreach without breaking a sweat. It saves time, cuts costs, and delivers structured output at scale. But it can also miss the point. AI does not grasp intent, nuance, or context the way a human recruiter can. It might eliminate strong candidates because of keyword gaps or filter out potential fits who took unconventional career paths. It can also reinforce existing biases if trained on biased data. At EQ140, we use AI to speed up what machines do well but we never let it replace what only people can do. We still call. We still listen. We still spot potential that isn’t always obvious on paper. Technology should support judgement, not replace it. Let AI do the sorting. Let us do the selecting. That’s how good hires happen. DM us and let’s talk. #EQ140 #AI #EQ #Recruitment #HiringRight #Tech #Hiring #JobSearch #EmotionalIntelligence

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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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Recruiting is getting tougher for SMBs, not just because of rising job‑ad costs, but also due to manual resume screening, agency fees, and long hiring cycles that strain small teams.   Capterra’s 2025 HR Trends Survey shows 49% of AI users report better recruiting results, compared to 32% of non‑users.   AI tools now automate many smaller tasks, and improve role‑fit decisions, helping teams hire faster and better without adding HR headcount.   To understand why hiring has become so complex for SMBs, and how AI is helping teams do more with less, check out the full article: https://lnkd.in/ggGrQiKE #SMB #Hiring #Recruiting #HRTech #AIinHR #TalentAcquisition

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TA is evolving. But are we measuring what actually matters? The talent market is full of contradictions. Hiring is happening, but it’s cautious. Candidates want more clarity. Employers are taking longer to make decisions. AI is everywhere in the conversation, but still nowhere near full adoption. Through it all, TA is changing. The best teams are thinking about skills, internal mobility, and workforce planning, not just filling roles. However, many are still reporting on time to hire and cost per hire, metrics that track activity rather than impact. So how should TA functions prove their value? What should be measured if the goal is real business influence? My guest on Episode 766 of Recruiting Future is Bharat Siyani, VP of People and Culture at Elmo Software. In our conversation, Bharat outlines what impact really looks like, which metrics actually matter, and how TA can position itself as a strategic partner in the business. We discuss: • The contradictions in today’s talent market • Finding the signal in the noise • Understanding nuance in recruiting decisions • What AI should do versus what humans must own • Moving beyond efficiency metrics • Measuring value, outcomes, and long-term fit • Tech hiring in a volatile landscape • Skills, context, and redefining roles • TA’s role in shaping the workforce • What the TA team of the future might look like 🎧 Listen by searching Recruiting Future wherever you get your podcasts #JoinTheConversation