Erika Rousemiller

Market Monday Insight: Summer is coming! ☀ You may be planning for your upcoming vacation, but are you also planning for your upcoming hiring needs? Contrary to popular belief, the summer is actually a great time to start sourcing candidates for a fall start. During this time, candidates are more patient with the overall hiring process, they tend to be less stressed with their current role, and in turn perform better during an interview. You want to give yourself time to find the RIGHT candidate who can add value to your organization. #Hiring #Summertime #JobHunt #PlanAhead

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🔍 Don't just reach out to any and every recruiter you see on LinkedIn! Be specific with the recruiters you are reaching out to and speaking to. 🛠️ It's like going to a mechanic for accounting help. I wish I could help everyone in every industry, but I'll be fully transparent with you: if it's not in one of the industries we tailor our services to, then there is 100% a better recruiter you should be speaking with. 🔍 Do your research. Make sure the recruiter you are reaching out to has expertise, connections, and knowledge in the industry you are looking to pursue. ⬆️ This will raise your chances significantly in landing a job!

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Feeling overwhelmed sifting through applications and profiles? 😬 Frustrated you're spending time checking references and resumes when the workload is piling up? Let our network do all of that for you 👋 Connect with me at 📩 emills@cfstaffing.com or 📲 443-545-3068 #hiring #staffing #temporarystaffing #permanentstaffing #job #accounting #finance #technology #humanresources

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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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Hello my fellow recruiters! 👋 I am currently seeking recommendations for the best Applicant Tracking System (ATS) out there. My main focus is on finding a platform that excels in candidate organization, setting reminders for follow-ups, and facilitating seamless note-sharing with hiring managers. I would greatly appreciate your input on your top picks for ATS that meet these criteria. Your insights would be invaluable to me in streamlining our recruitment processes. Thank you in advance for sharing your recommendations! 🌟 #Recruitment #ATS #Hiring #HRCommunity

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All of this! I cannot tell you how often I have heard, "but that is how we have always done it!" over the course of my career. Change is hard, especially when that change is communicated as focused on improving efficiency, without including the positive impacts for the end user. I would love to talk to new and existing #BullhornAutomation customers about how SIXCEL can help optimize, not only use of the product, but the continued change that comes with product evolution!

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New recruiter starting BD... How many calls should you make in week one? NONE. Here's what to do instead... * MONDAY: WHO SHOULD YOU CALL? (AM) Map target companies: Get specific! West Coast, Saas vendors with 100-1000 employees isn't a niche (PM) Identify target contacts: Create a list of people, not companies - 3 people per firm. If you can't find three people to sell to in every business leave it. TUESDAY: HOW SHOULD YOU CONTACT THEM? (AM) Map your process Emails, calls, voicemails, video's, voice notes, texts. Schedule when and how you'll reach out. Then set up the system. (PM) Set an objective: Watch playbacks of your colleagues meetings. Decide what works. Focus on booking quality meetings and why. WEDNESDAY: WHAT SHOULD YOU SAY? (AM) Create your content: A 7 step email sequence takes me hours to write and I know what l'm doing. A rookie will take a day easily. (PM) Map your cold call script: Yes, script. If it's your first time flying a plane, at least read the instructions. THURSDAY: WHAT HAPPENS NEXT? (AM) Create awesome questions for meetings. Map how you'll get a client from their problem to your solution. (PM) List out the likely objections Practice handling them over and over and over. Aim for muscle memory FRIDAY: GET READY (AM) Practice Practice on a colleague. Practice on your own. Practice. Practice. Practice. (PM) Review the plan

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You want to hire the best sellers? Listen to these top tips by one of the best rev leaders in the game. As they always say, time & ambiguity kills deals. Be up-front and move with speed. Don't waste anyone's time - trust me they'll appreciate it in the long run https://lnkd.in/eUMJEgMQ

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Ring, ring! Your next job is on the line ☎️ Phone interviews are your first chance to show why you deserve to move on to the next step in the hiring process. Make your recruiter happy they dialed your number by following these tips for acing the phone screen.

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Ready to land your dream job? Don't miss out on this Insider Staffing Tip! 🚀 With the job market the way it is, being one of the first applicants can make all the difference. Check out my latest newsletter about how to be the first to hit that "apply" button and skyrocket your chances of landing that dream role. Trust me, I've seen it work wonders time and time again! Got any tips or tricks of your own? Share them in the comments below and let's help each other ace the job hunt! 🌟#IntePros #JobSearch #CareerTips

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Navigating the job market is more challenging than ever. I consistently hear from job seekers about the amount of applications they continue to fill out only to feel like they ultimately are landing in job applicant purgatory. Try some of these tips to help increase your success in landing an interview. 1. Prior to applying to a role, research the company, understand their core values and mission statements, see if you can identify any current or previous connections whom have worked there as well. 2. Read the job description thoroughly- is it truly a match or are you just applying to apply- take the time to highlight specific areas of your experience on your resume that pertain directly to that position. If required, tailor your resume to the job description to ensure you are highlighting the biggest needs. 3. Limit the length of your resume- anything more than 2-3 pages can deter someone from reading it through. 4. If specific technologies/software's are required, ensure your resume demonstrates a level of proficiency in working with them. (avoid just listing them but rather make note of how you used them previously.) 5. Proofread your resume! Speeling and punctuation errors are any easy way to get ruled out immediately. (see what I did there...) 6. If the hiring figure is listed on the job posting itself do not hesitate to send them a message after you have applied expressing interest in the position/company. 7. Reach out to a Recruiter! Our services are free of charge to you and we are more than happy to share our professional insights with you! #staffing #jobmarketadvice #hiring #creativestaffing #ITstaffing

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“Listen, take this with a grain of salt…” is what I usually lead with on resume/interviewing advice… Not because I’m unconfident. But because there’s no standard across recruiting for what sales recruiters look for. I’ve always tried to keep it as direct as possible with the 5 things I know “most” sales recruiters are initially curious about. But honestly, you could talk to three different recruiters in the same day and all three might give you different advice. Weird world. Golf instruction is the same way (fun fact). Hope everyone is having a great weekend. *if you’re been impacted by layoffs and want complimentary advice about your resume, LI profile, interviewing, or job search, send me a DM!* #salesinterviewprotip

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I get it … You use 3-4 agencies to help with your hiring needs because you can’t afford to run short. It doesn’t have to be that way. It’s simple …. How? • Require more from your staffing partnerships • Set expectations & stick to them • Eliminate the under performing • Compare rates • Ask them to mirror your hiring processes without additional fees! If that sounds AMAZING call me. I’m your gal, 931-644-2179 📧 ahammock@q-staffing.com #staffing #qualifiedstaffing #nowhiring

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Working in staffing, I've often heard feedback from recruiters and clients about high turnover rates, lack of retention, and employees who ghost within 1-3 days of starting a job. So, what's the solution? In my experience (knowing there’s always extenuating circumstances) a positive onboarding experience, a warm welcome from the manager on the first day, and a solid training program can make a huge difference! It's important to remember that the first few days at a new job can be overwhelming and stressful for employees. Providing a welcoming and supportive environment can help ease their transition and set them up for success. A well-structured training program can also give employees the tools they need to excel in their new role. As a manager or recruiter, investing in a positive onboarding experience and a solid training program can save time and resources in the long run. It can also lead to happier and more productive employees, lower turnover rates, and ultimately, a more successful business. What’re your thoughts?

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Ring, ring! Your next job is on the line ☎️ Phone interviews are your first chance to show why you deserve to move on to the next step in the hiring process. Make your recruiter happy they dialed your number by following these tips for acing the phone screen.

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Well one thing is for sure, you don't want to be living in a van down by the river. (SNL fans will get this joke) Best way to do that? Allow Hirewell to become your #1 partner for all things hiring related and get YOU BACK ON THE RIGHT TRACK! If your recruiting methods are stale and not brining in the best talent.... Hirewell can help. If you are experiencing rapid team expansion and dont have the headcount to keep up.... Hirewell can help. If you dont have the experience in hiring Executive level folks... Hirewell can help. We pride ourselves on our diverse expertise in all industries and we thrive on building the very best relationships with our clients, not just churn and burn recruiting. Interested? Lets chat and discuss your current hiring strategies and how Hirewell can compliment and consult on most effective ways to bring your openings to market. #RecruitingIsLife #MattFoley #BackOnTheRightTrack

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