Sameer Penakalapati

The 2024 US economy is forecast to see restrained growth compared to the previous year. For staffing firms, navigating this fluctuating market requires a strategic approach to overcome obstacles and expand operations.

In the ever-evolving landscape of the staffing industry, staffing professionals are increasingly recognizing the significant impact of sub-suppliers on their bottom line. As staffing firms navigate the complex terrain of talent acquisition, it’s imperative to shift their focus beyond traditional supplier relationships and delve into the realm of sub-supplier management. By strategically integrating sub-suppliers into their existing supplier ecosystem, staffing professionals can not only expand… Show more

In the ever-evolving landscape of the staffing industry, staffing professionals are increasingly recognizing the significant impact of sub-suppliers on their bottom line. As staffing firms navigate the complex terrain of talent acquisition, it’s imperative to shift their focus beyond traditional supplier relationships and delve into the realm of sub-supplier management. By strategically integrating sub-suppliers into their existing supplier ecosystem, staffing professionals can not only expand their talent pools but also unlock new avenues for revenue growth. Show less

Embarking on an entrepreneurial journey, especially in the realm of HR technology and talent acquisition, is undoubtedly challenging. It's a path riddled with risks, uncertainties, and myriad obstacles. However, those who navigate this path with tenacity and courage are often rewarded with unparalleled success and profound satisfaction.

Throughout this intense journey, there are essential lessons that not only shape our businesses but mold our personal growth. Reflecting on my own… Show more

Embarking on an entrepreneurial journey, especially in the realm of HR technology and talent acquisition, is undoubtedly challenging. It's a path riddled with risks, uncertainties, and myriad obstacles. However, those who navigate this path with tenacity and courage are often rewarded with unparalleled success and profound satisfaction.

Throughout this intense journey, there are essential lessons that not only shape our businesses but mold our personal growth. Reflecting on my own odyssey, five pivotal lessons resonate deeply with me. These insights are indispensable for anyone with the audacity to dream large and forge innovative avenues in the ever-evolving world of business. Show less

The post-pandemic shift toward a more flexible workforce is a welcome development for contingent workers, but it makes the jobs of those doing the hiring more competitive than ever. Read more: https://hubs.li/H0Z1JKx0

The significance of DE&I was discovered by corporations more than two decades ago. So, why aren’t we seeing major improvements in this space?

Diversity, Equity, & Inclusion (DEI) is not just a topic for discussion, but it is a key part of the metric to measure corporate performance. Having a strategic path to achieve corporate DEI goals is a first step in the right direction. I wrote this article for #Forbes outlined a 4-step solution to address this challenge. One key takeaway from this article is how to leverage AI to curate diverse talent of qualified workforce.

Every business’ strength is built on its employees. Protecting the health and safety of workers is something every business should be focused on, particularly as more workers begin to return to the office.

When a new employee enters the business, it's the employer's responsibility to ensure that orientation covers all the crucial elements of working within the company. Even so, many businesses overlook critical information that may lead to severe damage later on.

A talent pipeline is not simply a repository or database of the resumes corporate has collected. Instead, it’s a critical corporate asset that must be actively nourished.

Tech continues to play a larger and larger role in businesses and industries of all stripes. As companies bring on more and newer technology to help improve productivity, employees who were initially trained on older systems or who are new to a higher-tech workplace may struggle to keep up or even resist using the new tech at all.

Giving your team the support they need to learn and leverage new tech is a win-win situation for everyone. Below, 13 members of Forbes Human Resources Council… Show more

Tech continues to play a larger and larger role in businesses and industries of all stripes. As companies bring on more and newer technology to help improve productivity, employees who were initially trained on older systems or who are new to a higher-tech workplace may struggle to keep up or even resist using the new tech at all.

Giving your team the support they need to learn and leverage new tech is a win-win situation for everyone. Below, 13 members of Forbes Human Resources Council share tips for effectively introducing new tech tools to your team members. Show less

The first step toward a successful direct sourcing strategy is to build a talent container — a database of prospective applicants that are curated based on various external and internal data sources (e.g., résumés).

Two key takeaways:
1. Remote work expands the available talent pool, providing more opportunities to young mothers, disabled workers, and many others in the industry
2. This expanded talent pool also helps companies meet their diversity goals with an efficient & qualified workforce

In the next two years, 58% of companies are planning to adopt total talent management (TTM). TTM is a labor management program in which companies proactively consider all options for engaging, acquiring, and managing every type of talent, including employed and non-employed workers.

It’s not hard to see why so many are jumping on the TTM train. Those who do are twice as likely to identify non-employed workers as a competitive advantage. By connecting organizations with the market’s best… Show more

In the next two years, 58% of companies are planning to adopt total talent management (TTM). TTM is a labor management program in which companies proactively consider all options for engaging, acquiring, and managing every type of talent, including employed and non-employed workers.

It’s not hard to see why so many are jumping on the TTM train. Those who do are twice as likely to identify non-employed workers as a competitive advantage. By connecting organizations with the market’s best talent – including full-time employees, contractors, freelancers, consultants, and other non-full-time employees – TTM programs can provide companies a significant return on investment. Show less

n the next month, my workforce will start transitioning back to the office. The operations team is observing every one of the CDC’s guidelines to ensure every employee feels safe. And yet, as we take these precautions, the message is clear: the era of “after COVID” has begun.

What this means for business is unclear. Stocks performed well throughout the summer, but experts are now predicting the “real recession” is underway. Hiring is less than half of what we thought it would be by now,… Show more

n the next month, my workforce will start transitioning back to the office. The operations team is observing every one of the CDC’s guidelines to ensure every employee feels safe. And yet, as we take these precautions, the message is clear: the era of “after COVID” has begun.

What this means for business is unclear. Stocks performed well throughout the summer, but experts are now predicting the “real recession” is underway. Hiring is less than half of what we thought it would be by now, and there aren’t clear signs that things will improve.

Faced with this outlook, it’s difficult to know how businesses can prepare for our new “after COVID” era. What will cutting costs look like? How can such an overcrowded industry compete for so few job reqs? But if I had to take a guess, I’d suggest:

1. Use your ATS as a business management tool.
2. Take advantage of remote work.
3. Leverage your current workforce.
4. Minimize your basic costs.

Link to the article: https://recruitingdaily.com/4-easy-ways-staffing-firms-can-prepare-for-post-covid-19/ Show less

CEIPAL, an industry-leading talent acquisition automation platform, has earned the highest “Momentum Score” and has been identified as the “Top Momentum Leader” in G2’s recent Momentum Grid Report for Staffing (Fall 2020). A product’s Momentum Score is calculated by a proprietary algorithm that factors in social, web, employee, and real-user review data that G2 has deemed influential in determining a company’s momentum.

Some of the changes the COVID-19 pandemic has brought upon us are going to be permanent, and they will require greater technology investments. These were the key takeaways of the virtual event CEIPAL Connect that Sameer Penakalapti, CEO and founder of CEIPAL, shares elaborates on. In short, the COVID-19 crisis has brought about a massive opportunity for technology service firms. Before COVID-19, more than 50% of digital transformation efforts were directly sponsored by CEOS / CXOs; after… Show more

Some of the changes the COVID-19 pandemic has brought upon us are going to be permanent, and they will require greater technology investments. These were the key takeaways of the virtual event CEIPAL Connect that Sameer Penakalapti, CEO and founder of CEIPAL, shares elaborates on. In short, the COVID-19 crisis has brought about a massive opportunity for technology service firms. Before COVID-19, more than 50% of digital transformation efforts were directly sponsored by CEOS / CXOs; after COVID-19, that number will increase to 70%. For insights, read the story for yourself. Show less

In a recent webinar series, we invited industry leaders to take a deep-dive into the overall impact that COVID-19 has had on the staffing industry. In doing so, we were able to uncover some great perspectives from our panel of experts throughout the conversations. Our panel members included executive leadership from Randstad India, Quess Corp, Whitridge Associates, SoftWorld, PERSOLKELLY, and other notable industry voices that brought unique – and sometimes divergent – points of view to the… Show more

In a recent webinar series, we invited industry leaders to take a deep-dive into the overall impact that COVID-19 has had on the staffing industry. In doing so, we were able to uncover some great perspectives from our panel of experts throughout the conversations. Our panel members included executive leadership from Randstad India, Quess Corp, Whitridge Associates, SoftWorld, PERSOLKELLY, and other notable industry voices that brought unique – and sometimes divergent – points of view to the discussion. Throughout our combined series, we had over 1,500 attendees that added to the conversation with follow-up questions on their concerns and day-to-day operations, ultimately bringing certain trends and concepts within the staffing industry into sharp focus. Show less

Here is an article published in the 'Staffing Industry Analysts' on Passive Candidate Sourcing. Why the passive candidate pool is more relevant than ever? Here is my 5-point view for staffing companies to survive and thrive post-COVID-19? Please read and let me know your comments.
Source: The Staffing Stream - The voice of the staffing industry.

You can't develop a perfect plan, but you can take many steps that will help your organization emerge from the pandemic with fewer battle wounds. The coronavirus crisis has recreated the world in which we live in unfathomable ways. Social distancing has become a new communal value and toilet paper is practically a new currency. At the risk of sounding glib, it seems our reality is forever changed. But, Rudyard Kipling’s fatherly advice to “keep your head when all about you are losing theirs”… Show more

You can't develop a perfect plan, but you can take many steps that will help your organization emerge from the pandemic with fewer battle wounds. The coronavirus crisis has recreated the world in which we live in unfathomable ways. Social distancing has become a new communal value and toilet paper is practically a new currency. At the risk of sounding glib, it seems our reality is forever changed. But, Rudyard Kipling’s fatherly advice to “keep your head when all about you are losing theirs” would seem to apply. And in the world of human resources, I think it’s especially important that we follow it.
Here are five ways for HR, recruitment, and staffing professionals to keep their heads through the coronavirus pandemic, even while others are seemingly losing theirs: please click the link to read the full article Show less

A quick scroll through the headlines just about any day of the week reveals a glut of fear-mongering headlines about AI and various forms of AI-driven technology. But, when it comes to human resources and recruitment, such fears are – generally speaking – baseless. As FDR once said, “the only thing we have to fear is fear itself.” Or, if you prefer your admonitions to be more contemporary: “Fear is the path to the dark side.”

How candidate engagement plays a crucial, and what it takes to deliver that experience? Read this article. The opinion shared with other authors in this article

Applicant tracking systems (ATS) automate the recruitment, interview, and hiring process. They provide a tremendous benefit to companies, but at what cost? Do they improve the process for job seekers or actually make it more cumbersome? And to what degree could an ATS hinder companies from finding the best applicants? My opinion was shared among other executives as part of this article authored by Terri Williams.

If a recent survey is correct, AI will continue to take the recruiting world by storm, especially when it comes to tracking job seekers. Tom reported CEIPAL survey findings on AI through this summary article.

Companies at time fail to attract talented candidates due to little knowledge in the recruitment and hiring processes. Ceipal, with its innovative solutions, aims to solve the issues faced by companies in retaining millennial in the workforce for a longer period. It also helps in using data effectively and balancing the speed of hire with quality of hire. Other attributes also include enhancing the efficiency during the recruitment process, and provide superlative candidate experience.