Michelle Bennett

Brenna Bahr shares her input on key trends influencing the hiring process today in the latest episode of our latest #TransformingTalent Series, which aims to bring you valuable insight and perspective from the hiring team to help strengthen your position as a job seeker! #talent #hiringinsights #recruitingperspective #recruiterinsights

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🤖 Worried about AI replacing your job? Think again! Randstad USA's recent CEX webinar reveals that AI can actually elevate and empower employees, enhancing the customer experience rather than replacing human talent. Discover how to leverage AI to augment human intuition and drive your business forward.

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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/efh7BKZ7 

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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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The 2025 Tech Salary Guide has arrived! With IT salary data for 100+ roles, Motion Recruitment’s report dives deep into the state of tech employment, emerging trends in AI and quantum computing, skills-based hiring insights, and more. Grab your copy here https://ctrly.io/qzNvY #motionsalaryguide #techsalaryguide

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Jax 5.0 has arrived here at Jobot! OG Jax has experienced all 5 iterations of Jax the software. When asked what his thoughts are about the Jax 5.0 release, he went on to say... "Jax 5.0 brings all the great features from 1-4 and adds that 5.0 punch to it! My only suggestion would be to integrate more high protein treats!" OK, OG Jax didn't actually say that, but he is certainly hoping for more treats (: #recruiting #recruitment #staffing #changinglives

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Join us live now with Peter Weddle and Steve Levy. Our topic for the TAtech Growthcast today is - "Mobley v. Workday: Is AI Regenerating the Rules for Talent Technology Providers"

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🤖 Worried about AI replacing your job? Think again! Randstad USA's recent CEX webinar reveals that AI can actually elevate and empower employees, enhancing the customer experience rather than replacing human talent. Discover how to leverage AI to augment human intuition and drive your business forward.

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Some controversial(?) opinions on Direct Sourcing: 1) It seems like Direct Sourcing platforms have become another in the long list of tools Contingent Workforce Program Managers count as a necessary part of their programs. But I don't think Direct Sourcing -- the way the majority of DS platforms on the market approach it -- is a fit for the vast majority of programs. A couple of reasons why: — “Private talent pools" are very hard to build. Matching supply to demand is very, very, very complex. Doubly so for W2 workers because W2 contract jobs tend to be 1) full time and 2) long-term, which means that a whole lot of people in your talent pool aren’t actually active in your talent pool. — Most programs are “horizontal”, in the sense that a Contingent Workforce program fills jobs across teams and departments within a company and you need candidates for Marketing, Engineering, Product, Ops, Customer Support, etc. etc. That’s a lot of unique supply to match to demand. If your program’s headcount isn’t relatively homogenous (i.e. you run the CW program for a Law Firm and 85% of the contractors are contract Paralegals) it becomes even harder to build a talent pool supply that matches your demand. 2) The number one driver of direct sourcing programs is cost savings. 90% of programs that have implemented direct sourcing to save money on staffing firm markups could have saved the exact same amount by going to their supplier base and trading exclusivity on reqs for lower markups. The reality of many Direct Sourcing programs is that the “curation partner” is basically just a staffing firm willing to do staffing for less in exchange for exclusivity (or even just a period of exclusivity) on reqs. There’s got to be a lot of savings to justify an RFP to choose a platform, a curation partner, a long implementation, and building out a talent pool. And I bet there are often much shorter paths to those savings. 3) I know the revenue for 2 of the 5 largest Direct Sourcing platforms. They’re very, very small companies. One is public in Australia and their market-cap is publicly available, and the other I learned from a reliable source is still at single digits in ARR despite a long list of very big clients. I suspect most would consider one of these two to be the market leader, at least based on reputation. But if they are, the Direct Sourcing platform market is very, very small and underscores just how large the gap is between theory and practice. 4) The most effective way to “Direct Source” is to have an internal team of recruiters using your regular ol’ ATS and then to onboard them with an EOR. HireArt integrated with Greenhouse and Lever for that very use case long before I’d ever heard the term “direct sourcing” and had plenty of clients who were 100% direct sourced, and they didn’t need a talent pool, a platform, and a curation partner to get there. Just, you know, Recruiters. Just because you can buy a tool doesn't mean you should.

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