USA Talent Solutions

One month out, so I wanted to share why this event means so much to me. I wake up every morning and have the privilege of kissing my wife and daughter knowing that when I leave for the day the likelihood of something bad happening or the likelihood of having to put my life in danger is very very small, God willing. Our military, police officers, and firefighters don’t have that same experience in the morning when they say bye to their family for the day. Some are overseas and don’t see their families for months at a time. Others, say goodbye knowing, in the back of their head, it might be the last time they give their wife and kids a hug and kiss goodbye. They don’t know if today is the day they have to make a tragic traffic stop or run into a burning building. This is a very sobering thought for me and why I’m thankful and honored to support them any way I can. I know this resonates with my fellow Pittsburghers because every year we get more and more support as people hear about the event. It all started on the 20th year anniversary of 9/11. We are now 4 years in and have written over $200,000 in checks directly to T2T and Canines 4 Courage - all earmarked for right here in the Greater Pittsburgh Area. This isn’t just a day of golf. It’s a tribute to those who have and continue to sacrifice everything - our military, first responders, and their families. Here is a little more background on T2T. Since 2015, Tunnels to Towers has: Provided mortgage-free homes to fallen first responders and Gold Star families. Built Smart Homes for veterans with life-altering injuries. Supported veteran healthcare workers on the front lines during the pandemic. And committed themselves to end veteran homelessness nationwide. Every swing, every putt, every dollar raised will directly support these life-changing programs. We’re not just playing golf - we’re making a difference. Thank you for all the support that continues to flood in and if you are interested in learning more, please click the link below. https://ow.ly/zSPu50SUK7e

When interviews and meetings feel like a waste of time, it's usually because no one's TRULY listening. Have you ever interviewed a candidate who seemed disengaged, answering questions with rehearsed responses? Or felt like your interviewer wasn't fully present, more interested in their phone than your answers? Red flags everywhere. 🚩🚩🚩 These are missed opportunities for connection and trust-building. It's time to STOP "pretend listening" and embrace true engagement. It’s not just about quiet attentiveness, but about understanding and conversing meaningfully. When you ACTIVELY listen, you: - Build rapport and establish trust. - Gain valuable insights and information. - Strengthen relationships and foster collaboration. Active listening is a superpower. It's the key to unlocking deeper connections and achieving greater success in all areas of your life.

If you’re in H.R., an executive, or a business owner, and still NOT using LinkedIn… What are you doing? Every minute, 6 people are HIRED through LinkedIn. 🤯 While 61 million users actively search for jobs on the platform EACH WEEK. Hearing these stats and still not using it? 😳 This is why you aren’t finding top talent. The companies that are savvy and tap into what LinkedIn has to offer are the ones getting the top talent. You’re missing out on the value it has on your company. LinkedIn isn’t just a platform. It’s a POWERHOUSE.

🏌️ Look at that beautiful swing from Mamadou B. Baldé last year. Things are gearing up for Sept 9th. ⛳ Just a friendly reminder to block your calendars and register to be part of something truly meaningful. https://ow.ly/61hF50SQir4 See you at The Club at Nevillewood.

EXCITING NEWS We're proud to announce the launch of USA Field Service's brand NEW website. Check it out: https://lnkd.in/eCN5Gad4

Most staffing agencies are obsessed with one metric: headcount. They fill a role, collect their fee, and move on, leaving you to deal with the aftermath. The result: - Constantly replacing employees - Not maximizing the potential of your existing talent - Low morale, low productivity You don't need recruiters, you need HR experts who understand the BIGGER picture. Your staffing partner should: - Help you keep retain valuable employees - Offer training programs that empower your workforce - Work with you to create a long-term talent strategy It should not just be about filling seats. It should be about embracing a more holistic approach to talent management that aligns with your business goals. Your company's success depends on it. Ready to stop the revolving door of turnover and build a truly engaged workforce? It's time to talk to us. #staffing #recruiting #talentmanagement #HR #companyculture #employeeretention

Stop using personality tests to find the "perfect culture fit." That approach is outdated and misses the point entirely. Here's the REAL reason you should be using personality assessments... 🤫 Myers-Briggs and similar tools have a bad rap in the HR world. They're often seen as gimmicky, unscientific, or even discriminatory. But here's the thing: They can be incredibly valuable – if you use them right. The problem isn't the tool; it's the mindset. Trying to find someone who perfectly aligns with your existing culture is a recipe for stagnation. Instead, focus on diversity of thought and personality. Personality is not black and white. It’s nuanced. That’s why we don’t just glance at the results; we dive deep. Platforms like these provide us with details insights into a candidate’s management style, communication skills, and teamwork approach. With this knowledge, we can tailor interview questions that tap into their strengths and potential fit within our team. So, if you’re contemplating the use of personality tests, remember: Go beyond the surface. Invest the time to understand and validate results through meaningful conversations. It’s not just about finding the right fit for a role - it’s about building a team where every personality adds value.

Quiet quitting doesn’t work at our company. We made a hire last year that seemed perfect on paper. Skills, background, culture = all aligned. But our accountability culture revealed their truth. 😕 They joined our team. It was obvious whether or not they were going to perform. The reality is: Performance speaks louder than credentials. I’ve seen the “quiet quitting trend” where individuals try to fly under the radar when things aren’t working out. This approach doesn’t cut it. Our commitment to accountability means there’s no hiding. We believe in upfront communication and tackling challenges head-on. If something isn’t working, we confront it openly. We work towards solutions.

Building a strong team isn’t just about making the right hires - it’s about making an environment where accountability and feedback are expected. Here’s why it matters: Feedback is crucial. It’s not just about pointing out mistakes; it’s about guiding improvement and celebrating successes. Without accountability, teams can falter. People might coast, or worse, create an illusion of productivity without meaningful results. By integrating accountability into culture, you can ensure transparency and a commitment to real, impactful work. Remember, accountability isn’t about micromanaging - it’s about empowering individuals to excel and contribute meaningfully. When everyone knows their role and expectations, great things happen. How does your team prioritize accountability?

How long should an interview process be? A long process could cause you to lose top talents. But rushing through interviews can lead to bad hires. So how long is too long for an interview process? The reality is: it highly depends on the position. If you have a really good grasp of the position and what it is, you’d be able to tell how long that interview process should be. Let's take the example of hiring a Controller in Pittsburgh: Step 1: Video Interview Schedule a video chat as an immediate first step to screen the candidate. Step 2: In-Person Interview Within 5 to 7 days, meet in-person to assess soft skills and team fit. Step 3: Decision Make a timely decision to avoid losing the candidate. For a position like this, 5 to 10 days is the ideal timeline. This gives you time to thoroughly evaluate the candidate while keeping the process moving quickly enough to secure top talent. #hiring #recruiting #talent #jobhunting