Sarah Johnston

So… you’ve landed the client. Now what? It’s easy to focus on getting the yes but what really builds a successful VA business is what happens next. In this week’s episode of The Visionary VA Podcast, I’m diving into how to craft a client journey that doesn’t just impress - they remember it, talk about it and come back for more. Because being a great VA isn’t just about delivering the work. It’s about making your clients feel supported, confident and like they’re in safe hands from day one. We cover: # The small but mighty power of a quick, friendly first response # Why your onboarding process is your secret weapon # How to nurture relationships beyond the day-to-day tasks Whether you’re just starting out or levelling up your systems, this episode is packed with practical tips and simple tweaks that make a BIG difference. Pick one part of your client journey to improve this week. A welcome video, a check-in email, or even just automating your onboarding docs - it all adds up! Which element of your client journey has had the biggest impact for your business? 🎙️ Watch or listen to the full episode below 👇

16

6 Comments

Why Are We Losing Great Candidates? 🔄 Lengthy forms and redundant steps 📱 Poor mobile experience ⏳ No clarity on time commitment 🚫 Rigid systems that don’t respect senior-level applicants’ time For Director-level roles—especially in healthcare and emerging fields like functional medicine—these friction points are deal-breakers. Top candidates are busy, discerning, and expect a process that reflects the professionalism of the role. What the Data Tells Us Applications that take longer than 15 minutes see a 73% drop-off rate. Candidates are 345% more likely to complete applications that take 5 minutes or less. 51 clicks is the average number required to complete a job application. (Source: Withe, Appcast) What Can Recruiters Do? ✅ Streamline the process: Fewer clicks, fewer screens. ✅ Go mobile-first: 70% of applications are now submitted via mobile. ✅ Respect seniority: Tailor the experience for executive-level professionals. ✅ Be transparent: Let candidates know how long it will take—and what to expect. In today’s competitive hiring landscape, the application experience is your first impression. Make it count. Want help designing a candidate-friendly process for healthcare leadership roles? Let’s connect.

9

4 Comments

“Only 44% of women Veterans are enrolled in VA health care.” Here’s a few things the other 56% are missing out on. 1️⃣ General health care and wellness checks, including routine screenings 2️⃣ Women-specific care for reproductive health (including birth control) and menopause 3️⃣ Management of long-term conditions, like heart disease and diabetes 4️⃣ Pain management and care related to musculoskeletal injuries 5️⃣ Mental health services including medications, counseling, and referrals 6️⃣ Treatment for conditions related to military sexual trauma 👉🏾 https://lnkd.in/eE7KmsJ4

33

9 Comments

💡 Better Screening = Better Placements In the staffing world, ⏱️ time is money — and 🤝 trust is everything. Here’s how we’re staying one step ahead 👇 🔍 🚨 How to Spot Candidate Fraud: 🟠 ✅ Background Checks ‣ Verify employment history, education, and (if applicable) criminal records. 🟠 🎥 Live Video Interviews ‣ Deter impersonation and check real-time confidence and consistency. 🟠 🔍 In-Depth Interviewing ‣ Ask targeted behavioral/technical questions that reveal real experience. 🟠 🚩 Red Flags to Watch For ‣ Vague job roles, resume/LinkedIn mismatches, unexplained job-hopping. 🚀 📈 How to Boost Placement Rates: 🟢 🔍 Smarter Sourcing ‣ Use LinkedIn Recruiter, SeekOut & niche boards to reach top-fit candidates. 🟢 🤝 Culture & Soft Skill Fit ‣ Use DISC, Hogan & situational questions to align with company culture. 🟢 ⚙️ Streamlined Hiring Process ‣ Automate with ATS for faster scheduling, feedback & follow-ups. 🟢 💬 Closer Client Collaboration ‣ Run detailed intake calls to align on role needs and expectations. 🟢 🌱 Build a Warm Talent Pool ‣ Re-engage pre-screened candidates using a strong CRM strategy. 🟢 🧭 Support After Placement ‣ Follow up post-hire to improve retention and reduce early attrition. 💡 Staffing success = quality candidates + trust + speed. Let’s raise the bar with smarter screening and better placements. #StaffingIndustry #CandidateFraud #RecruitmentTips #PlacementSuccess #HiringSmart #RecruiterInsights #TalentAcquisition

19

40 Years in Staffing: The Power of Relationships When I look back on 40 years in the staffing industry, I’ve seen just about everything change, except one thing: relationships are still at the heart of it all. Technology has transformed how we source, screen, and place talent. Resumes that once arrived by fax now come through AI-driven platforms. Interviews that once required a handshake in the office now happen over video. The tools are faster, smarter, and more efficient. But none of that replaces trust. Clients don’t just want resumes, they want a partner who understands their business, their culture, and their pain points. Candidates don’t just want a job, they want someone in their corner who listens, guides, and advocates for them. The best placements, the longest client partnerships, the repeat business that sustains this industry…all of it comes down to relationships. Technology can open the door, but people build the bridge. After 40 years, that’s the biggest lesson I carry: in staffing, relationships aren’t just important. They are the business. For those of you in staffing, what’s the biggest lesson you’ve learned over the years? #StaffingIndustry #Recruitment #TalentAcquisition #FutureOfWork #RecruitingLife #StaffingSolutions #WorkforceDevelopment #ClientRelationships #CandidateExperience #CeipalHealthcare #StaffingStories #RecruiterReflections #LessonsLearned #CareerInsights #PeopleFirst #StaffingLife #RecruitmentJourney #IndustryWisdom #StaffingThoughts #RelationshipDriven

42

4 Comments

🗂️ Professional Tip Tuesday! 🗂️ Build an intentional LinkedIn network. Your LinkedIn network should be a powerful tool for growth. 🔑 When building this network, prioritize quality over quantity. The more relevant connections you make, the faster your network and career will grow. Walrath Recruiting's President and CEO, Renee Walrath, says: "Your LinkedIn network should reflect your industry, values, and career goals. Focus on building meaningful connections that offer business alignment and valuable industry insights. Not every connection is worth accepting — choose wisely and ensure they align with your professional vision. Remember, a curated network can drive real opportunities and propel your career forward." Curate a network that works for you and opens doors to real opportunities.🌐 #ProfessionalTipTuesday #NewJobTips #JobSearchTips #CareerStrategy #CareerTips #JobSearch #CareerGrowth #StandOut #LinkedInTips #Networking #CareerGrowth #BusinessSynergy

16

1 Comment

💼 Insights from My 25 Years in Staffing — Today’s Hiring Landscape in Mississippi, the Southeast & U.S. From my two and a half decades in recruitment, I’ve seen lots of job market shifts—but right now, there’s plenty of opportunity ahead: 📊 Mississippi: As of April 2025, Mississippi had ~62,000 job openings, with an unfilled rate of 4.9%, outpacing the U.S. average of 4.4 per the Bureau of Labor Statistics in June. Heavy investment is fueling growth: Mississippi ranks #3 nationally in reshored jobs, bringing over 12,000 new positions back to the state according to a recent article published by SuperTalkMS. Reshoring Initiative’s 2024 and Q1 2025 report shows that Mississippi is among the top 10 states for jobs created by reshoring, which is defined by the initiative as the practice of relocating business operations back to the U.S. or direct foreign investment in the U.S.. In 2024, Mississippi ranked No. 7 in the country with 10,764 reshored jobs. Projected data for 2025, based on Q1 information, places the state at No. 3 on the list with 12,084 reshored jobs. Governor Reeves has overseen a record $35 billion-plus in private sector investment since taking office. This includes major investments by Amazon, Milwaukee Tool, PACCAR, and Clark Beverage, among other companies. 🌎 Southeastern U.S.: The South Atlantic region’s labor force grew ~0.6% year-over-year, with regional unemployment steady at 3.7% Bureau of Labor Statistics. Nationwide Trends: U.S. unemployment held firm at 4.1% in June 2025, jobless claims are at a three-month low, and weekly claims fell to 217,000. Employers added 147,000 jobs in June, led by strong healthcare and government hiring. 🙏 A Personal Word to Job Seekers I know what it feels like to search month after month with little momentum. The uncertainty can wear you down—and yet, now is the time to dig deeper, not give up. With strong demand in healthcare, manufacturing, and reshoring-driven industries in Mississippi, your patience and persistence will pay off. Here’s what truly matters: -Track local demand: Mississippi alone has tens of thousands of open roles, especially in manufacturing, healthcare, and technology. -Leverage your unique strength: Whether it’s skill-based hiring in tech or roles tied to reshoring efforts, your experience is valuable. -Build your network: Now more than ever, personal connections and proactive outreach can open doors faster than online applications. 🔑 Key Takeaways: Solid job growth in Mississippi and the Southeast Stable national economy with controlled unemployment Strategic persistence = progress 💬 Feel free to reach out for resume feedback, mock interviews, or just a boost. Your perfect opportunity is on the horizon! Service Specialists Ltd

11

Candidates CAN #sue if you require an improper #Assessment and make a #hiring decision based on the result. #Clinically oriented #psychological assessments, which are designed to diagnose behavioral patterns and not job-related skills and abilities, are the most common. Make sure your test is proper before administering it.

9

💡How to Build Your Professional Brand in the New Work World (Whether you're starting from scratch or reinventing yourself) 1. Get Clear on Your Message What do you want to be known for? What problem do you solve? For whom? What industries, missions, or values are you aligned with? 📌 Tip: If someone looked at your LinkedIn for 5 seconds, would they get it? 2. Update Your Digital Presence ✅ LinkedIn = your storefront ✅ Headline = your value ✅ About section = your WHY + proof ✅ Featured section = show what you actually do (projects, interviews, visuals) 💥 Show don’t just tell. Resumés are fine. Results + personality are better. 3. Create a Signature Style This doesn't mean personal logo or colors (unless you want to). It means: ~The way you communicate ~The tone in your posts or videos ~The kinds of content you comment on or reshare ~The values you consistently reflect ~People trust consistency more than credentials. 4. Start Showing Up with a Point of View 📢 Post, share, comment, connect: Talk about your field (or the one you're entering) Share what you're learning Use storytelling; your experience is your content Give people something real to remember you by 🤖 Tools like the ones we use at Me & Chad can help you generate posts, edit them, or co-create ideas, but the voice has to be yours. 5. Collaborate with Intelligence (Human + AI) Want to stand out? Learn how to use AI tools to: Research faster Build better resumes, bios, decks Draft content or emails Clarify your story Practice interviews 💡 In the New Work World, those who know how to lead AI (not just use it) are 10x more valuable. 6. Make It Easy for People to Work with You: Add contact links Share what services or skills you offer Create a “Let’s Work Together” post or page Invite conversation 🚪 Your brand isn’t just what people see, it’s how easy it is to walk through the door. Your professional brand is no longer a label. It’s a living, breathing presence that shows: 👉 What you know 👉 What you care about 👉 How you think 👉 And how you create value, especially with the tools of today. Need help? I got you - Reach out anytime - We are in this...TOGETHER! FishPros Network #aitools #newworkworld #professionaldevelopment #careers #professionalbrand

7

1 Comment

When to Consider Retained Recruiting Services While retained search can be beneficial for a wide range of hiring scenarios, it’s particularly effective in the following situations: • Executive and Leadership Roles: Retained recruiting services provide access to top-tier candidates with the expertise, leadership qualities, and cultural fit needed for c-suite and other high-level positions. This is achieved through highly targeted research tools and a methodical approach to identify the right person and actively engaging with passive talent who aren’t job hunting but may be the right leader for our clients • Specialized Skill Sets: For roles requiring very niche skills or limited talent pools, retained search ensures a customized, targeted approach to uncover candidates who meet these specific requirements. Retained search professionals are relentless in their efforts, never giving up until the ideal candidate is found. • Confidential Searches: When discretion is essential, such as during leadership transitions or sensitive strategic moves, retained recruiting firms manage the search with the highest level of confidentiality, protecting your organization’s reputation and interests. • Long-Term Talent Strategy: Retained recruiting isn’t just about filling a role; it’s about forming a deep partnership with your organization to align talent strategy with your goals. Through close collaboration, retained recruiters gain an in-depth understanding of your culture, values, and long-term vision. Organizations benefit from a partnership that offers strategic insights, long-term planning, and a strong focus on building a sustainable talent pipeline. #RecruitingServices #ExecutiveSearch #RetainedRecruiting #TalentAcquisition

43

4 Comments

🚀 Transitioning from Delivery to Sales in US Staffing. Here’s what you can learn: ✅ You Already Know the Market Having worked directly with candidates and hiring teams, you know the pulse of the job market better than anyone. This gives you an edge when pitching talent solutions. ✅ Candidate Experience = Sales Asset Your delivery experience means you can speak confidently about candidate pipelines, onboarding issues, and time-to-fill metrics—critical in client conversations. ✅ Relationship-First Mindset Delivery builds trust with candidates; sales builds trust with clients. The common thread? Authentic relationships—this mindset carries over naturally. ✅ Understand the “Why” Behind the Role Sales isn’t just about submitting resumes. It’s about understanding the client's business goals and positioning the right talent as the solution. ✅ Adapt Fast, Stay Resilient Sales cycles, rejections, client ghosting—none of it is easy. But coming from delivery, you already know how to hustle under pressure. Trust that grit. To all my peers in staffing: if you’re thinking of making this shift, don’t hesitate. Your delivery expertise is your secret weapon in sales. Would love to connect with others who’ve made this move—what was your biggest learning? #USStaffing #CareerTransition #DeliveryToSales #StaffingLife #RecruitmentSales #TechStaffing #StaffingIndustry #GrowthMindset

22

2 Comments

A new flash poll from Black Book Research highlights how recent changes to federal immigration enforcement are impacting staffing across the healthcare industry. With many hospitals, nursing homes, and long-term care facilities employing large numbers of foreign-born professionals, HR leaders are reporting increased focus on continuity planning, legal guidance, and employee support. The majority of respondents are adapting hiring strategies and relying more on flexible staffing solutions to minimize care disruptions. Given the industry's reliance on a global workforce, it makes sense that evolving immigration policies are creating significant operational ripple effects. #HR #HumanResources #HealthcareHR #ImmigrationPolicy #WorkforcePlanning #HospitalStaffing #LongTermCare #EmployeeSupport #HRLeadership

10

𝗧𝗵𝗶𝘀 𝗻𝗲𝗲𝗱𝘀 𝘁𝗼 𝗯𝗲 𝘀𝗲𝗲𝗻 𝗯𝘆 𝗺𝗼𝗿𝗲 𝗽𝗲𝗼𝗽𝗹𝗲, 𝗲𝘀𝗽𝗲𝗰𝗶𝗮𝗹𝗹𝘆 𝗗𝗼𝗰𝘁𝗼𝗿𝘀. 👇 There's a conversation happening on X right now about Indian doctors and their education that's exposing some serious misconceptions in our industry. Someone just broke down the REALITY of what "free" medical education in India actually means: • 1+ million students competing for 500 seats at top government colleges • Only the absolutely brightest get those subsidized spots • They receive full support - not because it's easy, but because they're exceptional • These are merit scholars, not random admits The comment section is wild. People genuinely don't understand that government-subsidized education for top performers isn't the same as "bought degrees." In healthcare outsourcing, we see this bias play out constantly. Clients question credentials until they see the work quality. Then they're amazed. Maybe it's time we all examined our assumptions about where excellence comes from. Because if we're being honest, competing against a million peers for a medical seat is a qualification in itself. Worth watching the full breakdown here: https://lnkd.in/gadTSwYw What biases have you noticed in how we evaluate international talent? #HealthcareTalent #GlobalHealthcare #UnconsciousBias #MedicalEducation

8

1 Comment

𝗖𝗼𝗻𝘁𝗿𝗮𝗰𝘁 𝗳𝗼𝗿 𝗦𝗲𝗿𝘃𝗶𝗰𝗲: 𝗖𝗮𝗻 𝗶𝘁 𝗯𝗲 𝗮 𝘄𝗶𝗻-𝘄𝗶𝗻 𝘀𝗶𝘁𝘂𝗮𝘁𝗶𝗼𝗻 𝗳𝗼𝗿 𝗮 𝗰𝗼𝘀𝘁-𝗰𝗼𝗻𝘀𝗰𝗶𝗼𝘂𝘀 𝗲𝗺𝗽𝗹𝗼𝘆𝗲𝗿 𝗮𝗻𝗱 𝗿𝗼𝗰𝗸 𝘀𝘁𝗮𝗿 𝗲𝗺𝗽𝗹𝗼𝘆𝗲𝗲? A significant challenge faced by many businesses today is the retention of top performer employees. While top perfomer employees may demand more compensation, the employer is concerned about cutting staffing expenses and thinking about the uncertainty of his business’s future. It’s a common trend, especially in our country to see medical doctors practicing in more than one hospital with some of their patients booking their appointments wherever they are, proving that the medical industry is all about doctors first. However, when you get a chance to hear from them about working on more than one hospital, their major complain is about high PAYE on their secondary employment (30% of their net salary regardless of the amount). I think it’s about time we revert to the discussion “contract for service vs. contract of service,” and how to create a win – win situation for both. A "contract for service" refers to an agreement with an independent contractor, where the worker is self-employed and not directly supervised by the company, while a "contract of service" is an agreement between an employer and an employee, establishing a traditional employer-employee relationship with greater control over the work performed; In this scenario, I recommend opting for a Contract for Service. 𝗧𝗼 𝘀𝗵𝗶𝗳𝘁 𝗳𝗿𝗼𝗺 "𝗖𝗼𝗻𝘁𝗿𝗮𝗰𝘁 𝗼𝗳 𝗦𝗲𝗿𝘃𝗶𝗰𝗲" 𝘁𝗼 "𝗖𝗼𝗻𝘁𝗿𝗮𝗰𝘁 𝗳𝗼𝗿 𝘀𝗲𝗿𝘃𝗶𝗰𝗲": First, One needs to formalize his TIN from non-business to business and also formalize his business with respective authorities depending on his industry. And most importantly, he has to issue EFD receipts for every service he offers, and for those whose profession is not exempt from VAT, they have to register for VAT. 𝗕𝗲𝗻𝗲𝗳𝗶𝘁𝘀: The employer will reduce 15% of the employment cost (NSSF 10%, SDL 3.5%, and WCF 0.5%), and the employee will now get more freedom to work with different clients, which will probably make his revenue rise ( And his total income will be charged at the same income tax rate.) 𝗗𝗶𝘀𝗮𝗱𝘃𝗮𝗻𝘁𝗮𝗴𝗲𝘀: An employer will lose his control over his employees, and the employee will lose the employment benefits like pension fund contributions, medical insurance, and others; also, there will be a cost for operating their business. 𝗖𝗵𝗮𝗹𝗹𝗲𝗻𝗴𝗲: The requirement of physical address of a person for the application of business TIN, can be a huge obstacle for those service providers whose activities do not need to have physical offices and those whose activities are done at the clients offices, like medical practitioners.

38