Sarah Horne

If you’re a head of talent acquisition or a VP of talent acquisition, I want to talk about your talent acquisition model. You see, whatever your model, in-house, agency or RPO there are gaps. And those gaps go beyond just having more recruiters or TA Partners. #itsthemodel #talentacquisition #fillthegap

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Check out the latest blog post from Elite People Partners: 5 Automation Habits of Highly Effective Recruiting Teams 

Early flight back from NYC. Despite the heat wave, it was great to sit down and get quality face time with existing clients and potential new ones. The common theme amongst hiring managers, was that hiring remains a priority but budgets look different than in years past. Companies are looking for creative ways to hire for critical roles and they need a partner that understands their needs. MCS Group | Your Specialist Recruitment Firm | USA is proud to offer tailor-made recruitment services that fit exactly what your needs look like. There is no better feeling than sitting down with a client, identifying exactly what they need and what they want, and then strategizing on the perfect hiring plan for them. #recruiting #itjobs #techhiring #mcsgroup

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Learn about the benefits of adopting a scalable staffing strategy that can help your organization overcome skilled talent shortages and stay agile in a challenging hiring environment.

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🌟 New Podcast Episode Alert! 🌟 I'm thrilled to share the latest episode of the InterEx Group Character Podcast Series with Jamie Fraser, where I dive deep into my personal journey, my career in recruitment, and the exciting adventure of moving to New York City with InterEx Group. 🎙️🏙️ In this episode, we discuss: - Making a life-changing move to NYC - My journey in the recruitment industry and the passion that drives me - What motivates me every day to excel in my career - My daily routine to stay disciplined and focused Recruitment initially wasn't in my career plans—I fell into it by chance, maybe inspired by my Uncles Journey in Recruitment... Shaun Ascough. However, Recruitment has since become a true passion of mine. This unexpected path has opened countless doors and provided opportunities for growth, both personally and professionally. To stay disciplined, I follow a structured daily routine that includes: - Early morning workouts to kickstart my day with energy - Dedicated time for professional development and learning - Setting clear goals and priorities for the day Whether you're in the recruitment industry, considering a big move, or looking for some inspiration, this episode has something for everyone! Check it out here: https://lnkd.in/eT-btErk I'd love to hear your thoughts and stories about your own journeys. Let's connect and share our experiences! #Podcast #NYC #LifeJourney #Recruitment #Motivation #DailyRoutine #PersonalGrowth #BigMove #Inspiration #NewYorkCity

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A new era requires a new map. Netflix's updated Culture Memo outlines their approach on their road to talent density, industry innovation and also now longterm viability. I had fun unpacking last week's updates and how we can follow this roadmap with applications back to our own startups. #Startups #FounderLife #Netflix #NetflixCultureMemo #NetflixCultureDeck

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Check out these 20 tips from industry experts for balancing employee efficiency with employee satisfaction & retention through flexibility policies that work for your organization. Featuring Hudson RPO Global CEO, Jake Zabkowicz at #17. https://ow.ly/vK9k30sErWA

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One of the most common questions I get from my candidates is "How do I answer tricky questions about myself". Many of us are not used to speaking about ourselves and our accomplishments - and this can be people's downfall in interview processes. I thought I'd highlight some tips and tricks below from FAQs; ✔️ "What is the hardest problem you've ever tackled" - Here you should explain the calibre of the problem and it's importance - put it into context. Discuss how you chose to approach it and why you chose that way. Explain succinctly how you solved it and the impact that it had. ✔️ "What are your main strengths that you will bring to this role" - Prep for this one! Discuss what you can do in direct relation to the job description. Talk about how you developed these strengths giving examples and link back to the company and how it will benefit them. ✔️"How do you deal with pressure or stressful situations" - Share a time where you have remained calm despite a stressful situation. Again, describe the situation and put it into context. Feel free to explain times where you struggled and how you overcame it! Discuss how you are striving to always improve within this area and give a modern example of when. If you would like some advice for an answer format to any specific question, please feel free to drop them in the comments! Happy interviewing! #interviewtips #interviewprep

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Can managers build and maintain a hybrid work culture? Find out why this is important, with tips to help everyone feel valued in today’s workplace in this post featuring research from Workplace Intelligence.

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I ❤️ the idea of a “talent marketplace.” The challenge being that company hiring leaders would most likely be interested in the same talent and how to avoid that? Maybe company leadership and HR can offer meaningful incentives for hiring leaders to recruit from the “talent marketplace” for x number of open positions within say, a two-year window, and create an internal staffing dept that functions like the career advisory at a college or university, to handle same. The goals being retention (i.e., lower hiring expenses), career growth, and a steady flow of pre-interviewed candidates who are ready to interview (prepared) and be presented to hiring leaders for their open positions. That type of investment, an internal staffing, agency of sorts, would take internal hiring to a new level and be proactive versus reactive (i.e. internal candidates applying to jobs online for the 30 days that the jobs are open internally to employees before being posted externally, to the general public). I wonder what the opposite of “dry promotions“ are — where the person gets a bump in salary but no title promotion or change in responsibilities. I hear about that far more often than dry promotions as companies try to retain/reshuffle existing talent vs. hiring from the outside, which is far more costly. #talentacquisition #hiring

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One of my favorite aspects of recruiting is the flexibility to design your ideal work structure. For the first five years of my recruiting career, I worked at a contingent agency exclusively on a, you guessed it, contingent basis. For the last five years, I've explored a variety of recruiting arrangements: - contingent (no fee until success) - container (deposit to start with balance due upon success) - retained (three equal installments: 1/3 deposit + 1/3 progress payment + 1/3 upon success) - monthly retainer (flat fee as a contract internal recruiter) - exclusive contingent (agreed upon flat fee for each of 10 hires with exclusivity on the assigned roles) I believe each has its own place, but I do have favorites. I'll explore each of these in more depth in the near future. I aim to: 1. Help startup hiring teams evaluate their options and 2. Encourage independent recruiters to craft the recruiting practice they want to own.

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Rethinking Talent Acquisition: A Call for Humanity and Precision in Hiring Hiring has become a tactical game in the fiercely competitive talent marketplace, often ignoring human connection and respect. This disconnection has led to a disturbing trend where hiring managers, under the guise of urgency and competitive pay, engage with potential candidates only to leave them uncertain—or worse, disappointed. In 2024's competitive hiring landscape, a human-centric and precise talent acquisition approach is paramount. The prevailing practices often need to pay more attention to the essential human connection, leaving candidates disillusioned. This gap stems from neglecting the personal and professional respect due to each candidate, treating them as mere numbers in the race for talent. The reality for job seekers is harsh, marked by unmet expectations and a lack of genuine engagement from employers who promise much but deliver little. Such practices underscore the critical oversight of personal respect and consideration in hiring, reducing professionals to mere assets rather than valuing their unique contributions. A shift towards recognizing candidates' individuality, respecting their aspirations, and engaging with them is vital. Employers must prioritize transparent communication, patience, and strategic engagement, ensuring offers are competitive and reflective of the candidate's worth. This approach enhances the hiring experience and fosters loyalty, productivity, and satisfaction within the workplace. We would like to invite your insights on promoting respect, precision, and humanity in talent acquisition. Join the conversation on improving the recruitment landscape for both employers and job seekers. George Mancuso, CEO of Client Growth Resources, Inc.

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My thoughts on navigating the current labor market landscape: The latest Job Openings and Labor Turnover Survey (JOLTS) reveals a significant shift in the labor market, with job openings dropping to a three-year low. This development presents both challenges and opportunities for businesses and job seekers alike. The decline in available positions, particularly in health care, manufacturing, and government sectors, underscores the importance of strategic workforce planning and the need for adaptability in recruitment practices. At Artemis, we understand the critical role of effective talent acquisition in navigating these fluctuations. Here are a few insights and strategies to consider: -Quality Over Quantity: With fewer job openings, it’s essential to focus on the quality of hires. Investing in thorough vetting processes and ensuring the right fit can lead to more sustainable employment relationships. By focusing on securing passive talent, and securing the best candidates IN the market vs. ON the market, organizations will begin to create an A+ team, helping them attract future talent. -Retention is Key: The low quits rate indicates that employees are more cautious about leaving their current positions. This is an opportune moment for employers to enhance their retention strategies, including employee engagement, career development opportunities, and competitive compensation packages. Headhunting passive talent typically results in a significantly lower attrition rate compared to recruiting active talent. This is because passive candidates are leaving a position where they are already performing well to join a new organization. -Sector-Specific Approaches: The impact on various industries, such as the drop in healthcare and manufacturing vacancies, calls for tailored recruitment strategies. For instance, in sectors like healthcare, where demand remains high despite fewer openings, identifying passive candidates and leveraging professional networks can be particularly effective. Adapting to Economic Shifts: The potential for interest rate cuts, as suggested by the Federal Reserve, may influence future hiring trends. Staying informed about economic policies and adapting your hiring strategies accordingly will be crucial for staying ahead. -Embracing Flexibility: The ongoing adjustments in the labor market highlight the need for flexibility in both hiring and employment models. Remote work, flexible hours, and project-based contracts can provide competitive advantages in attracting top talent. At Artemis, we are committed to helping our clients navigate these changes with agility and foresight. By leveraging our extensive network and industry expertise, we aim to connect businesses with exceptional talent, ensuring they remain resilient and competitive in any market condition. https://lnkd.in/e6Z8RZ-Y #artemis #headhunting

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