Milissa Santos

Despite the turbulent market, many companies are still moving forward with hiring plans for in-demand roles and projects, according to new Robert Half research. Hiring and consulting expert Bill Driscoll shares details on what that means for workers in this Boston 25 segment https://bit.ly/4rSOUxw

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Staffing Industry Pulse Survey - September 2025 The latest Staffing Industry Analysts Pulse Survey reveals flat year-over-year revenue growth across US staffing firms, with IT and locum tenens leading at +5%, while travel nursing and per diem segments declined. Client delays are hitting small firms hardest - 30% report paused projects vs. just 13% for large firms. Yet, large firms saw a 3% revenue decline, while mid-sized firms posted a 1% increase, and small firms remained flat. Despite challenges, new orders are up 10%, but sales and recruiting difficulties persist, signaling a tough demand environment. The takeaway? Mid-sized firms seem to be navigating the turbulence better, possibly due to greater agility. Time for all players to rethink client engagement and talent strategies. #StaffingIndustry #PulseSurvey #BusinessTrends #RecruitmentStrategy #LeadershipInsights Here is the link to the survey - https://lnkd.in/dUGgA6Bf

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Advantages of Hiring a Recruiter for Your Business: Recruiters can tailor their search strategies to fit your company culture and specific job requirements, increasing the chances of finding the right match. Learn how Be Group, LLC can help find the "right" candidate. https://lnkd.in/ehRVxmcP #BeGroup #Recruiting #Recruiter #Staffing #Headhunting #TalentPlacement

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Contract talent doesn't mean temporary, it means strategic. Learn more in the #RobertHalf Demand for Skilled Talent report: https://lnkd.in/ehPFhhKv #ContractHire #FlexibleStaffing

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Very Exciting News!! The Mid Atlantic Staffing Association (MASA) is proud to announce it will be joining forces with the New Jersey Staffing Alliance (NJSA), creating a stronger, more unified voice for the staffing and recruiting profession throughout New Jersey and the surrounding Mid-Atlantic region. Presidents Wendy Tordilio, Mike Menzer, and Bill Emerson of the two staffing associations are excited to share this significant milestone and the opportunities it brings to their combined memberships. “We are excited to join forces and expand our footprint all across New Jersey and the adjoining states of Delaware and Pennsylvania,” said the association leaders. “This collaboration allows us to strengthen our professional community, share best practices, and better serve both employers and job seekers throughout the region.” The Mid Atlantic Staffing Association (MASA) takes pride in the profession of recruiting for both retained and contingency positions. MASA is dedicated to finding the best possible match for both employer and employee while fostering the highest level of competence and ethical business practices among its members. The association is committed to educating its members, clients, and the general public about the recruiting industry and its benefits. Promoting the growth and welfare of the recruiting profession in the region, while developing a shared set of ethical standards and practices, remains MASA’s primary goal. The New Jersey Staffing Alliance (NJSA) is an industry trade association representing direct hire, contract, and temporary staffing firms. NJSA members are professionally engaged in all areas of personnel services, including search, recruitment, placement, and temporary help services. Specialists among NJSA’s membership serve all levels of employment and vocational disciplines—ranging from warehouse and distribution professionals to scientific and medical personnel. NJSA is an affiliated chapter of both the American Staffing Association (ASA) and the National Association of Personnel Services (NAPS), the national organizations representing direct hire and temporary staffing firms across all fifty states. Through these affiliations, NJSA advocates for ethical standards, workforce development, and industry excellence on both the state and national levels. By joining NJSA, MASA members will gain access to expanded resources, advocacy efforts, professional education, and a broader network of staffing professionals, further strengthening the staffing industry across the Mid-Atlantic region. This strategic alliance represents a meaningful step forward in advancing the staffing and recruiting profession and supporting the evolving workforce needs of employers and talent alike. #Staffing #NJSA #syatemonenj

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A cooling labor market shifts how job seekers must approach their search; it doesn’t eliminate opportunity, but it increases competition and slows hiring. Health care and construction remain strong and continue to hire. Success now requires a clear targeting of applications, stronger networking, showing value, and flexibility. Learn more https://lnkd.in/g543TsNw #career #jobsearch #networking #interviews #hiring

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The staffing industry is often the first signal of where the labor market is headed. Seeing Staffing Industry Analysts post is an encouraging start to the year for workforce solutions firms. From our vantage point in the field, here’s what this confirms: ✔️ Demand is stabilizing ✔️ Employers are moving forward — cautiously, but forward ✔️ Temporary staffing remains a leading indicator of broader hiring momentum For those of us building teams, supporting manufacturers, and partnering with growing companies, this isn’t just data… it’s direction. Optimistic about what’s ahead! #labormarket #economy #staffing #jobs #employment

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This 👏 There are 1,570,000 tax-exempt organizations in the United States. Nonprofit organizations pay nearly $635 billion in annual wages to approximately 14.4 million workers. 👇

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Let’s talk about salary transparency in Maryland — because it’s no longer just a “nice-to-have,” it’s the law. As of October 1, 2024, Maryland employers are required to include salary ranges and benefits in all public and internal job postings. It’s part of the updated Equal Pay for Equal Work law — and it’s designed to close pay gaps and make hiring more equitable and transparent. Here’s what it means in real terms: 📝 Job postings must include: The wage range (minimum to maximum) A general description of benefits and other compensation ❌ What employers can’t do: Ask about salary history during the interview process Use salary history as the sole basis for setting pay 👉 Salary history can only be asked about after a job offer is made — and even then, the candidate is under no obligation to share it. It’s totally voluntary. This shift is about fairness, transparency, and giving candidates a more level playing field — especially for women and underrepresented professionals who’ve been historically underpaid. 📚 You can read the full law here: https://lnkd.in/d-mUQJHm If you're hiring in Maryland, it's time to get compliant. And let’s be real — clear, upfront pay info is better for everyone anyway. #SalaryTransparency #MarylandJobs #HiringCompliance #EqualPay #HR #Recruiting #Staffing #FairHiring #WorkplaceEquity

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Why Upskilling Current Employees Could be the Right Move Kelly Merry February 9, 2026  Connecticut Staffing Agency, Employers, Employment market In today’s Connecticut labor market, hiring alone isn’t enough to keep businesses fully staffed. Qualified candidates in Hartford County, New London County, Windham County and surrounding areas – are hard to find, competition is high, and open roles often stay vacant longer than expected. Employers who rely solely on external hiring are feeling the strain. That’s why more organizations are turning inward – Merry Staffing supports organizations that are innovative and investing in their current workforce. This will help in building stability on teams and circumventing the current labor shortage. The Cost of Not Developing Your Existing Team When employees aren’t given opportunities to grow, Connecticut businesses face: Higher turnover | Increased recruiting costs | Ongoing skill gaps that slow productivity. Replacing employees is often more expensive and disruptive than developing the one you already have. How Upskilling Helps Close the Talent Gap Upskilling allows employers to adapt to changing demands without constantly searching for new hires. Teaching employees new skills helps organizations: Fill roles internally when external talent is scarce |Increase flexibility across teams |Improve employee engagement and retention |Reduce dependency on an unpredictable labor market. Employees who see a path forward are more likely to stay – and perform. Upskilling Also Strengthens Accountability and Performance Training isn’t just about new skills; it reinforces expectations. When employees are invested in and properly trained, they are more confident, more capable, and more accountable in their roles. Clear development paths create stronger alignment between Connecticut business needs and employee performance. A Smarter Long-Term Hiring Strategy | Investing in People Protects Your Workforce. Employers who balance recruiting with employee development are in a better position to weather the current labor shortages. Upskilling creates a pipeline of internal talent, reduces turnover, and protects operations from constant disruption. At the same time, Connecticut Staffing Partners | Merry Staffing – can help identify where training will have the greatest impact – and submit candidates that are ready to learn. Labor shortages are not going away anytime soon. Employers who focus on developing the employees they have- gain a competitive advantage – stronger teams, better retention, and fewer gaps when the market tightens. Upskilling isn’t just good for employees, it is critical for long term workforce stability.

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I’ve spent over 20 years in recruiting, and the last 9 focused exclusively in ABA. After leading internal TA teams and rebuilding high-volume RBT hiring functions, I kept seeing the same operational breakdowns: reactive pipelines, inconsistent process, wasted job board spend, and early turnover. So I built BLOOM — a structured hiring infrastructure designed specifically for BT and RBT growth. If technician hiring still feels chaotic inside your organization, I’d love to show you what’s possible when real infrastructure is in place. #ptsaba #bloomwithpts #abahiring #hirebetter

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In Christine Endres’ role as the senior regional director for recruiting firm Robert Half, she keeps a finger on the pulse of local workplace norms and expectations. In general, Endres said, there’s been a “noticeable shift toward more casual workplace attire across Philadelphia.” https://bit.ly/4ntBypE

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Reminder: The New Jersey Pay Transparency Act has gone into effect June 1! This law applies to all employers with 10 or more employees in New Jersey, and key points include: ✔️ Employers must include wage ranges and a general description of benefits in job postings. ✔️ Employers must inform existing employees about promotion opportunities. ✔️ Violations may result in fines up to $600. ✔️ This law affects both internal and external job postings for new roles and promotions. For more information, please visit: https://bit.ly/3HHZxRs And if you have any questions or need clarification, please don’t hesitate to reach out. Our compliance team is here to support you.

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Workforce planning today can prevent coverage gaps tomorrow. Now is the time to evaluate your workforce strategy. Let’s start the conversation!

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🗓️ I remember when I started my business, it was when I was a part of a wonderful team running a Recruiting Vendor Network for the Commonwealth of PA. I got to see over 300+ staffing agencies in action. Most of them were great, but a few were impossible and I would always think - the bad ones are why people HATE Recruiters! I am the first to say I absolutely know that I am not perfect. But in general, I have a few ideas on the ones that suck and the ones that are great. Here goes green-flag, red-flag! 🚩 The “Bad” recruiter: rushes to fill. ✅ The “Good” recruiter: strives to fit. 🚩 One says “You’re a great match for this role!” (to everyone). ✅ The other says “Let’s make sure this role fits you, too.” 🚩 One says "Sure I'll submit you!" ...and then doesn't, because they're too scared to tell you it's not the right fit. ✅ The other says “Look, this doesn't seem to align with your skills and goals, so let's keep in touch for the next one." I think it's the small moments too, that make all the difference: ✨ Follow Up, even when there’s no update, just to let them know you're still top of mind. ✨ Giving feedback instead of never hearing back. I'm amazed at how many people thank us for at least closing the loop. ✨ Prepping you for what the hiring manager actually cares about and getting ready for the interview, together. ✨ Just remembering your motivators and presenting future opportunities that are aligned. Is there anything that has made you trust a recruiter out of the gate? Or to the negative, made you run the other direction?? 🏃‍♀️ Let’s hear your red and green flags 👇 !! #Recruiting #TalentAcquisition #Hiring #CareerGrowth #JobSearch #RecruiterLife

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