Jody Robie

I share the top 5 myths about recruitment outsourcing with some concrete "truths" to help dismystify the flexiblity and efficiency of outsourcing in 2023.

The business landscape has faced significant disruption in recent years. And the turbulence doesn’t seem to be settling down anytime soon. What can you do to adjust your talent strategy to compete today?

It is easy to be concerned with the recent " major layoff" news in the tech sector today - but don't worry too much. There are plenty of great companies hiring and good opportunities for those organizations who have carefully hired in the last 12 months. Here are a few suggestion to compete:

Fall of 2022 isn't looking to be any easier to recruit and hire, regardless of the shifting economy.

Trends in recruiting as we enter the summer of 2022

Video chat with Keirsten Greggs to talk TA, Employer Branding and best practices for today in 2022

Looking at that last 2 years we explore what the world of work will be like in 2032 and beyond.

Interview to review the hiring challenges during the pandemic and what we can learn and leverage from data we likely have at our fingertips.

Employer brands are critical to differentiating yourself as an employer, but what do you do when you don't have the time to wait for the full process to be completed?

2022 looks to be an even more exciting and complex recruitment market for tech hiring in New England!

The great resignation is magnified by the high percentage of turnover and attrition within your own TA and Talent teams.

A quick review of some of the challenges and suggestions needed to make an impact in DEI hiring in 2022.

A quick summary of our Global TA Day roundtable with Moderna, Financial Force , LexisNexis Risk Solutions Group and the MA Technology Leadership Council.

As we still continue to navigate this unusual candidate's market, here are a few quick tips to add to you Talent Strategy now in Fall 2021!

This is a personal account of what can be done both personally and professionally to create a more inclusive and productive society.

Results from our TW hiring manager survey on the challenges and advantages of hiring during the pandemic.

US Hiring managers are understanding the need to change their mindset about location based hiring. Current and future employees want to work for a company that allows them to live where they want to live. See our recent survey results.

Starting and growing a business is hard enough without trying to be a recruiter at the same time. It is a very competitive market but there are proven, cost effective options which can give leaders flexible support when you need it.

Start up businesses rely on a trusted network tied to an innovator or founded, but today we need to expand the inner circle sooner.

Companies spend a lot of time wooing new talent and forgetting about those who helped you grow and scale. This is a quick reminder of why it is important to build out an employer brand internally and externally.

Regardless of the size, organizations can’t afford to hire the wrong person and the need to find dedicated and engaged talent is critical for success in this very competitive and exciting employment market. Whether you need 7 people or 7000, having a clear picture of what good employees look like is a key factor.

There are plenty of stats showing a shrinking work force and the lack of traditional well-matched candidates, but what can you do to compete? Forbes published a list of the top… Show more

Regardless of the size, organizations can’t afford to hire the wrong person and the need to find dedicated and engaged talent is critical for success in this very competitive and exciting employment market. Whether you need 7 people or 7000, having a clear picture of what good employees look like is a key factor.

There are plenty of stats showing a shrinking work force and the lack of traditional well-matched candidates, but what can you do to compete? Forbes published a list of the top 12 qualities companies are looking for in candidates (2016, Liz Ryan) which included the following:

- Candidates who know what they want in their career

- Candidates who can point to successes at work or elsewhere

- Candidates who know their strengths

Additionally, all companies want employees who are committed, hard-working, and loyal.

So, what can we do as organizations to build out a strong talent pool? Trading well-known industry talent back and forth from our top competitors in the market has been happening for years, but it isn’t going to fill the void or give your company a competitive edge.

One answer is to develop and create a veteran recruiting strategy. Show less

2 year review of the original 2011 NEHRA Social media essay.