Darryl Paltao

If you’re in the recruiting industry, you know it can take days or weeks to find the right candidates. If you’re ready to accelerate your sourcing process, you’ll want to check Monster's partnership with Textkernel. You can get the data you need and can reduce the amount of time it takes to find the ideal candidate. Find out more here!

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STAFFING MYTH BUSTED: there is no magic candidate pool! 🫢 (Nope, not even the one that 3rd rep of the week promised. 🫣) We are all sourcing from the same population impacted by: 👉🏼economic factors 👉🏼generational trends 👉🏼surplus availability of jobs Each agency navigates this differently. Look again if you notice they: 🔍 throw “bodies” at you to see what sticks ❌causes high turnover, mistrust and everyone ends up burnt out 🔍have high turnover internally ❌employees burn out quickly here, and won’t be organized and ready to handle your needs when it’s crunch time Consider them if you notice they: 🔍take the time to ask the right questions + set honest expectations ✅ they’re likely to send the right employees and deliver on their turnaround commitments 🔍have industry veterans with tenure working internally ✅ when people are taken care of and given proper resources/encouragement, they stick around and incorporate their knowledge + experience into YOUR experience 🔑 If you are ready to upgrade your staffing experience, it would be my honor to discuss a gameplan that will knock your 2024 out of the park. Let’s chat - contact info below ⬇️

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Flashback to Sept 2023 in Hawaii. I'm walking on stage to accept a Founders Club award at Jobot for billing $1,032,000 in 2022. Sadly, last week was my last week at Jobot. Let me start by saying I'll always be grateful for the EPIC experience I had there. It was an amazing ride with a ton of incredible people. No hard feelings at all. So what happened? Well, my billing numbers fell off a cliff. 2018: $168,000 2019: $480,400 2020: $373,200 2021: $374,200 2022: $1,032,000 2023: $426,100 So far in 2024 I've only billed $28k 📉 Why? Here are all the possible reasons I can think of... - Down tech market? - Layoffs? - Burn out? - Resentment over changes in company policy? - Lost motivation? - Spent too much time posting content? - Regime changes at big customers? - Ineffective email sequences/campaigns? - Not enough cold calls? - Too stubborn to pivot industries? - Req snobbery? - Senioritis? - Negative mindset? - Poisoned by doom scrolling? - Fear of a pending AI takeover? - Self sabotage? I think it was a mix of all the above. TMI? Maybe, but I don't think I'm the only one suffering from these ailments. Thousands of recruiters are experiencing these. Strangely enough, I saw this day coming a year ago. I felt it. I kinda knew it was coming. But is that why it happened? Not sure, but I'm at peace with it and looking forward to a new chapter. A fresh start. A new challenge. So what's next? I'm exploring a number of options. For now, the Imperial Security Bureau Podcast will live on. There are several more interviews lined up. 🤘 Now that I'm a free agent, let me know if I can be of service. Stay tuned for the next adventure! #opentowork

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Are you a bathtub full of water but lacking severely in rubberducks? Is your "bathtub" a company and your "rubberducks" the employees you need to hire to get your businesses bathing experience to the next level? Is this metaphor tracking? Are you slightly uncomfortable while reading this? Is this tone hurting my personal brand? Then look no further because I can assure you, my recruiting skills exceed my marketing capabilities, and I'd like to help you fill your tub full of great candidates. Please reach out to me with any and all hiring needs, or if you happen to see this post and think to yourself "who is this cringey guy writing weird stuff on LinkedIn?" then please connect with me and we can share in the cringe together. #hiring rubberduckrecruiting.com

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Exploring Slow Times in Recruiting: A Reflection In the dynamic landscape of talent acquisition, it's essential to acknowledge and navigate through periods of slower activity. Whether it's seasonal shifts, market fluctuations, or external factors, these moments offer unique opportunities for reflection and strategic planning. During slow times in recruiting, here are some key practices to consider: 1️⃣ Reflect & Refine: Take advantage of the breather to evaluate your recruitment strategies. What's been working well? What could use improvement? Use data insights and feedback to refine your approach for enhanced effectiveness. 2️⃣ Invest in Relationships: Build and nurture relationships with candidates, clients, and colleagues. Connect on a deeper level beyond immediate hiring needs. Investing in these relationships during slower periods can yield significant dividends when activity picks up. 3️⃣ Upskill & Learn: Use downtime to invest in personal and professional development. Stay updated on industry trends, emerging technologies, and best practices. Upskilling not only enhances your capabilities but also positions you as a thought leader in your field. 4️⃣ Network Strategically: Engage with industry peers, attend virtual events, and participate in online forums. Networking can uncover new opportunities, partnerships, and insights that may not have been apparent during busier times. 5️⃣ Diversify Sourcing Channels: Explore alternative sourcing channels and methods to expand your talent pool. Experiment with social media recruiting, employee referrals, and niche job boards to reach a wider audience. 6️⃣ Prepare for the Rebound: Anticipate the uptick in activity by proactively preparing for future hiring demands. Build talent pipelines, streamline processes, and ensure your recruitment toolkit is ready to hit the ground running when the pace picks up again. Remember, slow times in recruiting are not setbacks but rather opportunities for growth and optimization. Embrace them with a proactive mindset, and you'll emerge stronger and more resilient in the ever-evolving recruitment landscape. #Recruitment #TalentAcquisition #HRStrategy #CareerDevelopment

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For the past few years, the moderation of the US labor market was a mostly welcome trend as the demand for and supply of labor came back into balance. But now that the labor market has readjusted, any further cooling is a riskier proposition. The June data is brimming with signs of a slowing labor market: rising unemployment, slowing job gains, and moderating wage growth. For now, the labor market remains robust, but the future is uncertain. Today’s report shows the temperature of the labor market is still pleasant, but if current trends continue the weather could get uncomfortably cold.

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Last week I was speaking to a prospective new client about RocketPower and our Recruiter On Demand solution - Why wouldn't I just hire a contract recruiter direct? 🤔 What additional value do I get hiring via Rockepower?🤷‍♂️ 🙋‍♂️ Well, aside from the $30k / year recruiting software bundle our consultants come armed with, I thought I'd write something to share with everyone, outlining what makes us different and why you should be scaling your TA team with RocketPower. Let me know what you think! How does your team deal with the flux in hiring demand? Included; ✅The challenges of managing internal TA teams ✅ How RocketPower's solution differs from typical contract recruiters ✅ The benefits of our flexible, experienced, and well-equipped team Click the link below to read the full article! 🔗 https://lnkd.in/dQVRPd3j #rocketpower #recruiterondemand #contractrecruiter

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🌟 Elevate Your Hiring Strategy with LHH Recruitment Solutions! 🌟 Are you looking to streamline your hiring process and find top talent effortlessly? Look no further! Partnering with LHH Recruitment Solutions can revolutionize the way you approach talent acquisition. Here's how we can benefit your organization: 1. Effortless Hiring Process: Say goodbye to the tedious and time-consuming task of sorting through resumes. Our team handles the entire recruitment process from start to finish, allowing you to focus on what you do best - running your business. 2. Expertise in Temporary Staffing: Even if you're currently on a hiring freeze, we've got you covered! Our specialized expertise in temporary staffing ensures that you have access to qualified candidates whenever you need them, without the long-term commitment. 3. Tailored Solutions: We understand that every organization is unique, which is why we offer customized solutions tailored to your specific hiring needs. Whether you're looking for entry-level talent or seasoned professionals, we have the resources and expertise to find the perfect fit for your team. Partner with LHH Recruitment Solutions today and experience the difference firsthand. Let's take your hiring strategy to the next level! 💼✨ #Recruitment #HiringSolutions #TalentAcquisition #LHHrecruitmentsolutions

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📣 Appcast's Mid-Year Recruiting Trends Report is here! Learn about... ✔  How macroeconomic trends and labor market shifts including inflation and the white-collar recession will impact recruiting demand for the remainder of 2024. ✔  The importance of efficiency in recruitment processes. ✔  How to create cost and task efficiency through data-driven decision making and technological tools like AI. https://lnkd.in/dJzSNU4e

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To all my amazing Talent Acquisition connections, I have a topic of discussion for you, if you care to share your feedback! 𝐍𝐎 𝐒𝐇𝐎𝐖𝐒 𝐟𝐨𝐫 𝐢𝐧𝐭𝐞𝐫𝐯𝐢𝐞𝐰𝐬!!! 🤔 This pertains to no shows for the initial phone interview that the TA Partner has scheduled and confirmed, as well as no shows for the Hiring Manager interviews. There is such a shift in work ethic in the years I've been a recruiter. I don't remember experiencing no shows back 29 years ago, or even 20 years ago. The past 7 years, I feel as though it's a constant. In my experience, it's primarily with candidates being considered for full time hourly rate roles; not for the salaried roles. But the hourly roles are professional, full time positions. In my current position, the majority of my recruiting is in Director level and above roles, which I do not experience no shows for. I am currently helping with hourly rate roles as well, and the # of people who no show for our initial phone interview is astonishing. I leave a voice mail message and a text and the majority NEVER respond. They're just gone with the wind I guess. No regard for my time, nor for their own credibility or character. 🤷‍♀️ I have given opportunities to reschedule, but only one reschedule. If the 2nd scheduled call is a no show as well, the ship has sailed for me. 𝐈'𝐦 𝐜𝐮𝐫𝐢𝐨𝐮𝐬 𝐚𝐬 𝐭𝐨 𝐡𝐨𝐰 𝐲𝐨𝐮 𝐚𝐥𝐥 𝐡𝐚𝐧𝐝𝐥𝐞 𝐭𝐡𝐞 𝐧𝐨 𝐬𝐡𝐨𝐰 𝐬𝐢𝐭𝐮𝐚𝐭𝐢𝐨𝐧.  Is it happening frequently to you as well? If so, is it just your hourly roles, or also the salaried positions? What do you communicate to the candidate when they no show and you don't wish to consider them for employment at your organization? I aim to be compassionate and provide a professional and understanding experience, however, there is a HUGE part of me that really doesn't want to give a 2nd chance, UNLESS there was an emergency where the candidate physically could not text or call me to let me know they need to reschedule. In my years, I've heard every reason possible, as to why they didn't answer. Some I believe and some I do not. For me, personally, a no show with no call, text, or email to let me know they need to reschedule, is a huge red flag. Where is the common courtesy and the professionalism today? Reliability is missing in action. It's so unfortunate. I take the time to email every candidate a calendar invitation that states the date and time, AND the phone number I will be calling them on. It also includes my number so they know what number I'll be calling them from. They have to accept the invite to confirm the call. So it isn't like they didn't know when their interview was scheduled. Today, for me....it is a serious NO SHOW Monday! Three more interviews scheduled today. I will remain positive and hopeful. I'd love feedback on this HOT TOPIC from any of my recruiter friends who care to chime in.

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✨ Why do we believe in giving hiring managers more control and transparency over their staffing strategy? ✨ This power to make key decisions - like setting wages - is transformative. It enables managers to adapt to role complexity, skill requirements, and hiring urgency. It opens up a diversified talent pool, fosters performance, and promotes fair compensation. ✨ “We use Upshift as our primary culinary staffing partner because I can control the pay that the employees get.” ✨ But it's not just about the pay—it's about respect and appreciation. Controlling pay rates can reflect the value an employer places on their team's efforts, boosting job satisfaction, morale, and workforce engagement. ✨ With Upshift, we aim to benefit businesses and workers alike by facilitating effective workforce compensation. When managers have control, everybody wins.

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Recruiting agencies have a bad reputation… And the way most recruiters work does nothing to make it better. Submitting candidates for a Salesforce developer role who are barely qualified to be an Admin… Ignoring (or not bothering to find out) the nuances of the role. Not communicating. Taking forever to find candidates… and then the candidates they find aren’t the right ones. And the IT department doesn’t know it’s an external firm that’s making these mistakes. As with so many other situations… HR gets the blame. That’s where we come in. Filling those Salesforce positions quickly, with the right person… The first time. And 85% of our candidates stay 3+ years. So that “open Salesforce role” headache doesn’t come back any time soon. 

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"As a Talent Sourcer, I possess a profound ability to identify and present exceptional candidates who not only meet but exceed client expectations. My approach is rooted in a deep understanding of client needs, allowing me to curate bespoke solutions that align perfectly with their requirements. I specialize in leveraging my extensive network to unearth talent that possesses not only the requisite skills but also the cultural fit necessary for organizational success. What sets me apart is my dedication to not just filling positions, but to delivering candidates who elevate team dynamics and contribute to long-term growth. I take pride in my proactive approach, consistently staying ahead of industry trends and emerging talents, ensuring that my clients receive the best-in-class service. With a track record of success in placing candidates who consistently achieve and surpass targets, I am confident in my ability to secure candidates who will not only meet but exceed your expectations, ensuring client satisfaction and fostering long-term partnerships." Let's connect with me & place my top consultants with your precious clients.... Email id : nitesh.yadav@tekinspirations.com Mob : 4694980710 #ConsultantExcellence #TalentAcquisition #ClientSatisfaction #CandidatePlacement #RecruitmentStrategies #HRConsulting #TopTalentSearch #ClientRelationships #CareerPlacement #StaffingSolutions #RecruitmentSpecialist #ExecutiveSearch #EmploymentConsulting #JobPlacement #IndustryExperts #HiringSolutions #HRManagement #RecruitmentAgency #ProfessionalPlacement #WorkforceDevelopment Do you agree partners?

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Are you looking for flexibility with your recruitment marketing budget during these uncertain market conditions? ☑ Programmatic job advertising allows staffing companies to efficiently manage their recruitment advertising efforts, optimize performance, and quickly adapt to changing hiring needs and market conditions. ✅ Programmatic platforms often support A/B testing, allowing staffing companies to test different ad creatives, headlines, and formats to see which performs best. This helps in fine-tuning the approach to attract the right candidate ⚖ With programmatic job advertising, staffing companies can set budgets and bids, ensuring that they spend efficiently. The system can allocate budget dynamically, shifting spend to the best-performing channels and sources, thereby maximizing ROI. Let's connect! https://lnkd.in/eh7Bb9-h

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