Cheryl Hardy

Are you at #CGI24? Join TRU Staffing Partners, Inc. tomorrow for "Power Half-Hour: Mastering Interviews in Legal Operations" at 10:15 AM PT in Juniper Ballroom 4. Whether you're a hiring manager seeking top talent or a job seeker aiming to ace your next interview, this session is for you. Don't miss out on essential insights and strategies to boost your interview game! Learn more in the link! #CLOC #legalops #legaloperations #legaltech #jobmarket #careers https://hubs.ly/Q02wnY9L0

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Elevate your organization by tapping into the unique skills and experiences of veterans and military spouses. Explore our comprehensive hiring guide and discover how together, we can build a brighter future for those who have served our nation. Download it today:

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The Q2 Vaco Talent Pulse Report is out, and there is a notable decrease in confidence levels across the three key areas measured: job security, financial status and career advancement. Key findings include: Job Security: 35% feel extremely confident in their job search, down from 43% in Q1. Financial Status: Minimal decline in confidence to improve financial situation, from 45% to 44%. Career Advancement: A five-point drop in confidence for career advancement, from 50% to 45%. Companies are being increasingly strategic about their hiring which, in some cases, includes outsourcing roles and departments. This is resulting in people having a harder time finding jobs and is undoubtedly impacting confidence levels. To access the full report, go to https://lnkd.in/ehhDU5R3. As we continue to navigate these uncertain times, it's crucial for organizations to engage with their workforce and adopt strategic approaches to recruiting and motivating top talent. As employers, we can’t control everything, but we can continue to positively influence culture, engagement and productivity. Proactive communication is key. #talentpulsereport | #jobseekerconfidence | #jobsearch2024

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When only one in two employees report feeling happy in their job (sad!!), it’s more crucial than ever to understand how your organization can improve employee satisfaction. Focusing on ways to boost productivity, decrease burnout, and aim for positive retention are all ways to achieve increased employment glee, but are they on your organization's to-do list? Gain further insights into employee sentiment in 24 Seven Talent's 2024 Salary Guide here: https://bit.ly/44mixfA #salaryguide #salary #compensation #benefits #jobmarketreport #keyfindings #24seventalent #research #retention

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Looking to enhance your Paylocity software experience? Meet your new best friend: PredictiveHR. It's not magic, it's data. PredictiveHR uses AI to analyze employee data and identify key performance metrics. Plus, they integrate with your Paylocity software to provide insights, alerts, and recommendations. Think of it like a crystal ball for your HR data. With PredictiveHR, you can: - Anticipate and prevent employee turnover - Analyze diversity & inclusion metrics - Compare your company's performance to industry benchmarks - Optimize your HR budget And that's just the tip of the iceberg. The future of HR is data-driven decision making, and PredictiveHR is your ticket to success. Don't miss out on this game-changing tool to level up your Paylocity software experience. Learn More: https://lnkd.in/e6eD9w4N #humanresources #workforceplanning #peopleanalytics #leadership #hrtech #culture #learning #organizationalnetworkanalysis #diversity #employeeexperience #orgdesign #employeelistening #futureofwork

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🌟 **Discover the Truth Behind Recruiting Agencies!** 🌟 Our very own Emily Benedit dives deep into the 5 most common myths about working with recruiting agencies and reveals the true value they bring. From cost-effective solutions to high-quality candidates, Next Level Impacts is here to revolutionize your hiring process. 👩‍💼 **Read Emily's insights and learn more:** www.nextlevelimpacts.com #Recruiting #MythsDebunked #TalentAcquisition #NextLevelImpacts

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"And you know this man..." What Movie? 🔥🔥What we know is MilCruit is bringing you more jobs. 🔥🔥 Join MilCruit on 27 June @430pm EST for our next virtual connection event. 💰We partnered with USMEPCOM recruiters to bring you #OPPORTUNITIES nationwide. Stayed tuned for event link and to see specific openings and locations! 👇 Quick and targeted. Meet directly with TA experts Jeff M. and Christian Carr to learn about a Federal Career with #USMEPCOM! HAVE YOU PARTNERED WITH MilCruit YET? Reach out today! Details in comments. #veteranshelpingveteran #federaljobs #veteranhiring

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🌪️ Navigating the Storm Dive into a critical discussion on leadership in challenging times with Thomas C. Ioele, CEO for our #staffing partners at TalentBridge. Tom's latest contribution to SIA's "Staffing Stream" blog explores how to steer through industry turbulence with strategic agility and technological adoption. Check out the full article for valuable perspectives on adapting and thriving amidst constantly changing market conditions. #Leadership #StaffingIndustry #Innovation #AI #ChangeManagement #TalentBridgeNetwork #SIA

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Unlock the secrets to landing multiple job offers with actionable insights on my blog. Dive in and take your career to new heights! https://zurl.co/4wwd #JobOffers #CareerSuccess #EmploymentTips #JobHunting #CareerAdvice #JobSearch #MultipleOffers #CareerGrowth #ProfessionalDevelopment #InterviewTips

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WFH vs. RTO: Discover insights to align employee preferences with business needs for a productive work environment. It's not one-size-fits-all – learn how to make informed decisions tailored to your unique model and objectives. #WorkFromHome #ReturnToOffice

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Enhance your organization's effectiveness with Strategy & Context Consulting LLC's Organizational Effectiveness Programs. From strategy alignment to performance optimization, we've got you covered! https://bit.ly/4bcS8TX #ContextConsulting #performance #strategy

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Unlocking Success: Minimize Turnover, Maximize Talent. Learn how investing in your employees can lead to long-term success for your company. #newhire #employees #turnover #talent

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What are your thoughts when you hire an Executive Search Firm? The honest answer is no one wants to and it is done because your current TA/HR can't manage the positions you have that are critical to your growth. Or, maybe you are too small to have that department and need support. We know you don't want to be our friends, but you are looking for a professional relationship that will result in trust, respect and a knowledge we are clearly understanding of the market. That said? Why do so many clients do the same thing they have done previously after we are hired? Same steps, same direction? Slow the process down? Not make the "Critical Hire" a top priority? Bog down in "can't get on calendars", "too many people to try to get together in a timely manner?" Excuses run rampant, and in the meantime? Candidates slip by and are hired by competitors or worse a company can be seen as not able to make decisions - which is a death knell for someone wanting to join a progressive firm. As an industry, let's work towards a cohesive, managed approach to bringing qualified talent to your organization when you engage in Executive Search. Folks, look at your hiring process - and your knowledge of what the market will bear for your senior leadership openings. You are not bringing us on for fun and games. We believe it is serious when engaged and take it as such. The "Pleasantly Persistent" nature of our job may be an irritant to you, but you have asked us to do a job. Let us do so (without repercussion) for all to be successful. In addition, do not ever call references - that is our job and if you do this prior to an offer letter, you completely jeopardize a passive candidate. Very unprofessional, not to mention putting a candidate's livelihood in play. Hopefully, many of you will think this through, regardless of size and look towards a more streamlined solution with your hiring partners. Work with the us to bring best practices to going forward. Lydia McArthur

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If you are actively or passively looking for a new opportunity, it is tough to "get the word out" to your extended network for a variety of reasons. This is true for individual contributor roles and even more difficult for Director, VP, and C-level. Three very quick steps you can take though: 1. On your LinkedIn profile, you can mark yourself as "Open to Work" but decline the green banner. 2. Send a brief direct message to a recruiter you know who has reached out to you in the past (not hard to find in your inbox). 3. Fill out this Candidate Interest Survey (bottom of post) and get automatically placed in our Kalmar Group internal network. We love to get connected to candidates who are looking before they have to. This is a confidential survey that takes 5-10 minutes max and we never share your information with any companies without asking you first. ‍Filling out this form helps set expectations for potential future openings if/when they come available with our partners and we can access our own network first! https://lnkd.in/e3GfvaeS

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