Lou Adler

2024 has been an interesting year for many of our clients. Overall, we are seeing positive signs heading into the end of the year. Unemployment for Accounting, Finance, and Technology professionals continues to be lower than the demand. Click below to see our full Q3 market report. https://hubs.li/Q02Lw2tV0

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🚀 Data = Recruiting Game Changer 🎯 Recruiters, are you ready to power-boost your hiring strategy? Imagine having the keys to unlock a treasure trove of insights and using them to land top talent effortlessly! 🌟 📅 Dive in with me, and industry experts Amy Silverman, the Director of Recruiting at Chime, and Brittany Mitlo, the Director of TA at Duolingo as we unravel the secrets of data-driven recruitment in our not-to-be-missed webinar! Whether you're a seasoned pro or a rising star in talent acquisition, this event is your golden ticket to revolutionizing the way you use data to recruit. 🎫 ✨ What's in store? - Introductions: A quick hi and hello to network and set the scene - Expert Presentation: Indulge in 30 mins of pure, unfiltered knowledge from top industry leaders. - Q&A: Got burning questions? Get them answered! 5 mins Don't miss out! Even if you can't join us live, sign up to receive the webinar recording delivered straight to your inbox. 📬 👉 Register now: https://lu.ma/rk0zibk8 And hey, while you're at it, follow us on LinkedIn for all the latest updates and events. Your future hires will thank you! 🌈 Covey

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What's the best way to identify the top performing industries in the US? 🇺🇸 Staffing Industry Analysts's list of the 145 fastest growing US recruiters gives us some excellent insights into the highest achieving sectors across the pond. Nine of the top 10 fastest-growing staffing firms come from the healthcare field and this sector accounts for 43% of companies on the entire list. Take a look at the full list here: #industrytrends #markettrends #topperformingindustries #usa #unitedstatesofamerica #usrecruiters #growingindustries

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This is why there will always be a need for top headhunters in confidential searches where candidates want to escape their terrible bosses on the DL. Headhunters protect candidate confidentiality (at least the good, LEGIT ones do). Headhunters are literally leveraged for this purpose - to help top candidates in very niche insular fields break the veil of secrecy to freely interview with new employers through the recruiter's network. This is why we'll always have a job and I'm not too worried about AI. AI can't protect a candidate bc it's just not the same service when done by a robot. There is no guarantee they're going to get it right bc there is no consequences for AI whereas a headhunter's reputation is on the line. What do you think? #r2r #rec2rec #recruiters #headhunter #headhunters #ai #toxic #recruiter https://lnkd.in/ejt723-j

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As we finish up our Q3 BD Report, I'm sharing insights from the BD hiring activity last quarter. Q3 '24 BD Hires: 41 BD professionals were hired across various levels and geographies. (Up from 28 hires in Q2) 8 of these hires are now the sole BD professionals at their new firms, either as the first BD hire or as replacements (Compared to 10 in Q2). Only 4/41 hires are remote. 32 unique firms contributed to these hires. The hires were pretty evenly distributed among fund sizes as well: $100-500m (9 hires), $500m-1b (7 hires), $1-3b (13 hires) $4-10b (6 hires) More BD insights to come!

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“When recruiting tech is optimized and utilized, it can help recruiting teams and hiring managers focus more human time on screening candidates, interviewing candidates, making offers, and onboarding new hires with an efficient and effective human touch.” Generative AI: A Potential #CandidateExperience Competitive Differentiator, according to #TheCandEs latest CandE research below. ERE The CandEs #recruiting #hiring

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A new concept in research and focused candidate ID As someone who’s been in the executive search industry for over 30 years, I’ve seen the landscape change dramatically. But one thing remains constant: the need for quality research that goes beyond the surface. That’s why I’m proud to introduce my son, Jack Johnston (https://lnkd.in/e6yaVxKg), and his company, Hot Trail Leads. Jack was born into a family of recruiters, (I placed his mom at CT Partners) and he’s had the privilege of learning from some of the best in the business. Over the years, he’s developed a unique approach that blends traditional, high-end search methods with modern techniques. Here’s why I believe Hot Trail Leads stands out: A Legacy of Excellence: Jack has been immersed in the world of executive search from the day he was born. Quality is Key: Jack’s focus has always been on delivering high-quality candidates. He doesn’t just find qualified names; he finds the best names. Source Environment Research: He starts by building a list of target companies and competitors, sourcing candidates the way traditional high-end retained search firms do—not just relying on LinkedIn. Flexible, Pay-Per-Name Model: Jack charges $7 per name, with no upfront fees. You only pay for the candidates you deem qualified, ensuring you get value for your investment. Industry-Spanning Expertise: Jack has worked across every industry and on every role imaginable, as well as every level of search from professional to the executive level. Hands-On Approach: When you work with Jack, you know who’s working on the project. He doesn’t outsource—it’s his hands and expertise on the job. Proven Results: Out of the 213 searches he worked on at ZRG Partners, 92.7% were filled with candidates from the first 45 submissions. Quick Turnaround: Most projects are completed within 24 hours. Beyond Research: Jack doesn’t just find candidates; he also helps with business development, by providing leads and potential clients they can target. Custom Presentations: Whether you need a spreadsheet, LinkedIn URLs, or detailed reports, Jack can deliver the information in the format that works best for you. Multiple Payment Options: Choose from a flat fee per name or a performance-based fee, where he earns a small percentage if his candidate is placed. Jack has had the privilege of working with industry leaders like ZRG Partners, Kingsley Gate, SearchPath International and HireQuest. If you’re looking for someone who can deliver not just candidates but also business development leads with a focus on quality and client satisfaction, I highly recommend reaching out to Jack. Let him show you how Hot Trail Leads can make a difference for your company. Jack can be reached at [email protected]

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"Bigger companies don't have to hire more and more people to grow," says Josh Bersin on Heidrick Navigator's latest webinar, "The Role of AI in Cultivating Tomorrow's Leaders." ​ Watch the webinar replay to learn how using a leadership intelligence platform can help you uncover hidden leadership talent at your organization and the transformational impact it can have on your business strategy: https://bit.ly/3JfTUYg. #HeidrickNavigator #HRTransformation #LeadershipDevelopment #HR

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What kind of behavior does the 'no win, no fee' payment model of contingency recruiting incentivize? Quantity over quality? Rather than jeopardize the fee, does it make sense to withhold potentially negative information about candidates? Maybe. The contingency model shifts the risk from the hiring organization to the recruiting firm. This makes it more palatable, but often comes at a price. There is some loss of control, lose of long term accountability, and loss of added value beyond the placement (like improving the process). This isn't always the case! But I'd argue it's one thing that stinks up the recruiting industry. We at www.hitolabs.com avoid contingency. We want to paid for our work, we want to do the right things, spend time to treat candidates right, and improve the process. It's much harder to get business - and asks clients for more attention, and more trust. I think it's worth it. #ContingencyRecruiting #RecruitingModel

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The "What's Missing Interview" could be the most interview process of all time. The idea involves using a comprehensive talent scorecard like this one - , a summary of all of the candidate interview summaries and asking ChatGPT to rank the person. As part of the ranking ask it to describe the evidence that's either too weak to be used for the assessment or if it's biased. Also, ask it and provide an assess of what's missing. The what's missing piece is what's needed before you make the candidate an offer. https://lnkd.in/gQj4UR6V Attend "Moneyball for HR!" for more great tips like this - https://lnkd.in/gVBbSA38 SHRM ADP Gallup #interviewing #hiring #jobs

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🚀 Unlocking Career Success: Strategies for Thriving in Today's Corporate Landscape In the ever-evolving terrain of corporate America, the concept of job security has undergone a seismic shift. A recent conversation with a friend illuminated the stark reality: gone are the days of securing a job and coasting towards retirement. Amidst the turbulence of organizational uncertainty, it's paramount to remain agile and prepared. Here are six actionable strategies to navigate this dynamic landscape: 1️⃣ Keep Your Resume Sharp:Treat your resume like a compass, always pointing towards new opportunities. Regular updates ensure you're primed to seize the next challenge. 2️⃣ Invest in Yourself:Continuous self-improvement is the key to staying relevant. Whether it's further education, skill acquisition, or mentorship, prioritize personal growth to enhance your professional value. 3️⃣ Forge Connections:Cultivate relationships with recruiters and keep your 'open to work' banner unfurled. Networking opens doors to unforeseen opportunities. 4️⃣ Craft Your Personal Brand:Beyond your current role, cultivate a personal brand that speaks to your unique strengths and values. Authenticity breeds recognition and resilience. 5️⃣ Persist in Applications:In the competitive job market, perseverance is paramount. Keep applying, as opportunities abound for the tenacious. 6️⃣ Protect Your Identity:Finally, remember that your worth extends far beyond your job title. Don't allow yourself to be defined solely by your role or company—prioritize your dreams and aspirations above all else. Drawing from my experience in HR, I've seen firsthand the transient nature of corporate loyalty. Let's not tether our identities to fleeting positions, but instead, chart a course towards a future defined by passion and purpose. Together, let's navigate the currents of change and emerge stronger, ready to seize the boundless opportunities that lie ahead. 💼✨ #CareerSuccess #ProfessionalGrowth #NavigatingChange

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Why the Best Talent is Overlooking Your Firm If you're a defense hiring manager at a middle market firm, you've likely experienced frustration when top-tier candidates don't pursue roles at your firm. While your projects and mission may be compelling, there could be gaps in your hiring strategy causing elite talent to look elsewhere. I've worked with many companies in this position and created a simple 12-question quiz to provide insight into potential blindspots. By completing this confidential quiz, you'll receive a personalized report evaluating the following areas: Compensation & Benefits Competitiveness Unique Employer Value Proposition Candidate Sourcing Effectiveness Rather than making assumptions, this report will shed light on where your firm excels and where you may need to enhance your recruitment approach to better attract game-changing professionals. This isn't a sales tactic, but an honest effort to help mid-market defense leaders build exceptional teams. If you're open to an objective analysis, I encourage you to take a few moments to complete the quiz: https://lnkd.in/eebz5afQ Building a world-class workforce requires candid self-assessment. This short quiz can provide the perspective you need to up your recruitment game. #defenserecruitment #aerospaceanddefense #middlemarket #hiringmanagers

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M&A is heating up in the Defense & Government sector which means more shifting org charts, specialized talent needs, and talent migration for the rest of 2024. Precision Talent Solutions is uniquely positioned to support PE firms and PE-owned firms. Lots of pent-up demand...wait to see what happens if interest rates continue to drop. Great report Raymond James! "122 mergers and acquisitions occurred in the defense and government market during the second quarter of 2024, a 63 percent increase from the prior-year period and an 11 percent rise from the previous quarter. Government services sector accounted for 38 percent of the 122 M&A deals, followed by the government and defense technology segment fat 32 percent and aerospace and space/manufacturing sector at 30 percent. Private equity firms represented 58 percent and strategic acquirers accounted for 42 percent of the transactions in Q2 2024." #pts #privateequity #execsearch

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Recruitment goals are crucial objectives set by HR to steer hiring teams towards specific outcomes within set timeframes. Aligning these goals with an organization's strategic needs boosts their impact. Establishing recruitment and talent acquisition goals prioritizes initiatives to enhance HR processes for attracting, hiring, and onboarding top-tier candidates. Find out more about creating your recruitment goals for 2024 here! https://lnkd.in/gQ8G99WJ #RecruitmentGoals #HRStrategy #TalentAcquisition

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Functional or Industry expertise? Had a customer that just signed an exclusive mandate for a CHRO search with a national firm that specializes in HR talent….but not GovCon. We focus on all senior roles in GovCon. Is it better to use a partner that has functional expertise or one that specializes in the industry?

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New research eBook Direct Sourcing 2024: The Rise of Direct Sourcing shows 60% of businesses have prioritized the improvement of the candidate experience as a major hiring strategy in 2024 and beyond. “Candidate journey” is not just a buzzword, but an essential piece of talent engagement puzzle in 2024. How are leading organizations creating “experience-led” strategies to shape their approach to direct sourcing? Find our more, download the eBook, sponsored by Guidant Global and carried out by Ardent Partners and the Future of Work Exchange.  Access now: https://lnkd.in/dUYcpK_6 

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