Libby Keribar - Axiom | LinkedIn (original) (raw)

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Mission Recruiting, LLC Used Mission Recruiting VS. Didn't Use Mission Recruiting... Law firms that partner with Mission Recruiting experience a smoother, faster hiring process. They gain access to top-tier talent, reduce the burden of screening candidates, and avoid the time-consuming task of managing recruiting in-house. With our team actively sourcing, vetting, and presenting qualified candidates, these firms can focus on what they do best: practicing law. In contrast, firms that don’t use Mission Recruiting often struggle with overflowing inboxes of unqualified resumes, wasted time in interviews, and missing out on the best candidates due to delayed hiring processes. By not having the right recruiting partner, they face higher turnover and longer vacancies. Let us help streamline your hiring process: (844) 344-1667 or recruit@missionrecruiting.com. We can help: https://lnkd.in/g749Cj4u. #legalrecruiting #lawfirmgrowth #partnershipsuccess #recruitingsolutions #missionrecruiting
The Recruiting Future Podcast Low AI adoption rates are leaving TA teams at risk of being left behind or, worse, having change forced upon them. While AI promises faster hiring and better candidate experiences, many talent acquisition teams are struggling to keep pace. How can TA leaders take control, embrace AI, and align their strategies with broader business goals? Matt's guest on Episode 662 of Recruiting Future is Adam Godson, CEO of Paradox. Adam shares insights from working with global brands like McDonald’s and Chipotle, revealing how AI is already transforming recruitment at scale and delivering real results. Key Takeaways: • How McDonald’s reduced time to hire from 21 days to just 3 • Why AI adoption is critical for ROI and efficiency in high-volume hiring • The future of TA teams: embracing speed, efficiency, and better candidate experiences • The opportunity for TA leaders to challenge norms and shape the future of hiring You can find this episode by searching for Recruiting Future on Apple Podcasts, on Spotify, or wherever you get your podcasts.
Jess Barre After a challenging jobs report last week, we’re encouraged to see promising signs of a job market rebound here at TRU. Observant recruiters often notice a few trends in a troubled market: first, headcount becomes more difficult to secure, leading to an increase in contract roles (contractors impact a company’s bottom line differently from headcount, especially in publicly traded organizations). Second, the available work tends to shift toward junior and mid-career positions. In privacy and eDiscovery, this typically means analyst and manager-level roles, with clients delaying the filling of more senior and costlier positions. However, we’re starting to see a gradual bounce back. There’s a growing number of full-time employee roles and more senior positions emerging in the market. Another encouraging sign is that more of our contractors are being asked by clients to convert to full-time employees. As TRU Staffing Partners, Inc.'s Founder & CEO Jared Coseglia has mentioned in previous weeks, A.I. continues to gain traction, with increasing demand for tech roles that heavily incorporate emerging technologies. Speaking of #AI, I had the honor of speaking on a panel this week at International Legal Technology Association (ILTA)'s ILTACON in Nashville with esteemed colleagues Priti Saraswat from BakerHostetler and Julia Satov of Litera, moderated by Candi Smith from The Walt Disney Company. Our panel, titled “Unraveling the Impact of Coded Bias on Diversity and Inclusion,” highlighted the importance of leveraging cutting-edge technology to foster unity and equity. One of the reasons I became a recruiter was to contribute to closing the gender pay gap, and seeing our community so engaged in using A.I. to create a level playing field for all was truly inspiring. If you’re feeling as energized and hopeful as we are at TRU, it might be time to dust off your resume! For practical, actionable resume advice, check out the Resume Clinic series that Jared, SVP of Recruitment and Account Management Sarah Roberts, and I have put together for #eDiscovery project managers, eDiscovery #sales professionals, and data #privacy pros - find it on TRU's web site! https://hubs.ly/Q02KRypM0
VerTALENTS The quest for top talent is relentless. Companies that leverage staffing services to cultivate talent are not just filling positions; they’re making a strategic investment. Here’s why: 1. Tailored Talent Acquisition: Staffing services specialize in understanding your industry and your company’s unique culture. They don’t just recruit; they curate talent that fits like a glove, reducing turnover and training costs. 2. Flexibility and Scalability: Whether it’s seasonal demand or project-based needs, staffing services provide the agility to scale your workforce up or down without the long-term commitment, ensuring you pay for productivity, not downtime. 3. Access to Specialized Skills: With a staffing partner, you gain access to a pool of candidates with specialized skills who can hit the ground running, driving immediate value and innovation. 4. Reduced Hiring Risks: The responsibility of vetting candidates falls on the staffing service, mitigating the risks associated with hiring and compliance issues. 5. Time and Cost Efficiency: By streamlining the recruitment process, staffing services allow you to allocate your resources where they’re needed most, fostering growth and profitability. Investing in a staffing service that cultivates talent is more than a cost—it’s a catalyst for enhanced ROI. It’s about building a workforce that’s not just capable but also committed and aligned with your vision. Let’s rethink how we measure the ROI of staffing services. It’s not just the cost savings; it’s the value of innovation, adaptability, and strategic alignment that propels businesses forward. https://www.vs-staff.com/ #TalentCultivation #StrategicStaffing #BusinessGrowth #ROI
Nimbus Agency Elevate Your Recruiting Game in 2024 Recruiting in 2024 is about more than just finding talent. It's about building connections and making a difference. Here are 5 strategies I'm using to elevate my recruiting game: 1. Personalized Outreach When reaching out to potential candidates, personalization is key. Address them by their role and tailor your message to their experiences and needs. 2. Leveraging LinkedIn Use LinkedIn not just to post jobs, but to share insights, engage with content, and showcase company culture. LinkedIn isn't just a platform, it's a community. 3. Building a Strong Employer Brand Candidates are looking for more than just a job; they want to be part of a brand they believe in. Highlight your company's values, culture, and success stories. 4. Continuous Learning Stay updated with the latest trends in recruitment and HR. Attend webinars, read industry blogs, and network with other professionals. 5. Candidate Experience Ensure a smooth and respectful process for every candidate, whether they get the job or not. Positive experiences lead to strong employer reputation and future referrals. What's your top strategy for recruiting in 2024? P.S. Re-post this for your network ♻️ Thank you!

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