Cross Resource Group

Hi there! We are Cross Resource Group and we are so excited that you are here! This is our official company commercial explaining who we are in a quick minute or two. We have been doing our jobs faithfully for so long now that we decided it was time we share some of the inner workings and opportunities that we have developed. So give us a follow so we can get to know each othe "Whether you are an employer looking for exceptional employees or a person seeking a new opportunity. We are determined to make a lasting relationship with you to make those things happen."

"Jimmy walks in the door one day and says, I think I'm going to quit my job" That's what ignited the process of building Cross Resource Group. Lana bought a program and taught herself how to build a business plan. They surrounded themselves with wise council, and praying people. Since inception, the company’s growth year over year, under Lana's ownership and direction, is inspirational. Initially utilizing her ability to multitask in all areas of the company gradually led way to the hiring of exemplary internal employees. As co-founder and CEO of Cross Resource Group, Jimmy uses this resourcefulness to engage with people in business and dream big for the organization. They've been leading Cross in faith since 2006!

I recently read The Dream Manager by Matthew Kelley. After hearing about it in C12 and Jimmy Hamilton encouraging me to read it, I picked it up. What Kelley shares through his book is that Dreams are essential to human progress and everyone has dreams. Even your employees! But, being in the business of people, it is vital to really see people and where they are wanting to go, not just in their job. Knowing truly who you work with grows culture as well as retention. Kelley calls us to action by saying that in order to help people around us be dreamers, we also have to be dreamers. So upon reflection, I realized that I SUCK at dreaming. I make goals occasionally but rarely do I sit and dream on what could be. Anybody else? So, do you know what your employees', peers', leaders', your dreams are? How can you encourage them to achieve their dreams? Please share with me, I'd love to hear!

As the staffing industry navigates through rising costs and the impact of artificial intelligence, it's easy for leaders to default to fear-based decision-making. 𝑌𝑒𝑡, 𝑡ℎ𝑒 𝑘𝑒𝑦 𝑡𝑜 𝑡ℎ𝑟𝑖𝑣𝑖𝑛𝑔 𝑖𝑛 𝑡ℎ𝑒𝑠𝑒 𝑡𝑢𝑟𝑏𝑢𝑙𝑒𝑛𝑡 𝑡𝑖𝑚𝑒𝑠 𝑙𝑖𝑒𝑠 𝑖𝑛 𝑣𝑖𝑠𝑖𝑜𝑛𝑎𝑟𝑦 𝑙𝑒𝑎𝑑𝑒𝑟𝑠ℎ𝑖𝑝. Here are 3 takes on leading a successful organization: 𝐄𝐦𝐛𝐫𝐚𝐜𝐞 𝐒𝐭𝐫𝐚𝐭𝐞𝐠𝐢𝐜 𝐑𝐢𝐬𝐤𝐬: When the future looks uncertain, it might seem natural to play it safe. However, stepping out with calculated risks can significantly advance your company. Whether it’s launching a new division sooner rather than later or investing in innovative technology, moving boldly can set you apart from the competition and increase your market presence. 𝐇𝐚𝐫𝐧𝐞𝐬𝐬 𝐋𝐞𝐬𝐬𝐨𝐧𝐬 𝐟𝐫𝐨𝐦 𝐭𝐡𝐞 𝐏𝐚𝐬𝐭: Crises have historically been catalysts for innovation. Reflecting on the recent pandemic, the initial fear felt by many was transformed into a driver for uncovering new growth avenues. Similarly, staying innovative during economic downturns, like the 2009 financial crisis, has proven to fortify companies, leading to sustained growth. Keeping the momentum going by continuously innovating and adapting is vital. 𝐋𝐞𝐚𝐝 𝐋𝐢𝐤𝐞 𝐚 𝐂𝐨𝐚𝐜𝐡: In the realm of staffing, leadership resembles coaching a sports team. A good coach doesn’t micromanage during the game but provides the strategy and motivation needed to win. Similarly, effective leaders set clear goals and trust their teams to execute, balancing the use of AI and technology with the indispensable human touch that defines our industry. The staffing sector is inherently robust, capable of bouncing back stronger from challenges. By choosing innovation and proactive leadership over fear, your firm is not just surviving; it’s poised for future success.

Last week the the Federal Trade Commission issued a final rule prohibiting noncompete clauses across the nation, effectively enhancing workers' freedom to change jobs, fostering innovation, and promoting the creation of new businesses. This landmark decision is poised to drive five pivotal shifts in the talent marketplace: 1. Business Stability and Employee Turnover: While there are concerns about potential increased turnover, as employees might move to competitors or take clients with them, this also prompts businesses to innovate and adapt quickly. Companies proactive in maintaining strong client relationships and competitive edges will navigate this transition more smoothly. 2. Increased Talent Mobility: The elimination of noncompete agreements opens up the labor market, allowing for greater mobility and fluidity. This change is a significant step towards empowering individuals in their career paths and enhancing the overall dynamism of the job market. 3. Cultural Investments to Retain Talent: In response to these changes, there is a growing imperative for businesses to enhance their workplace cultures and employee engagement strategies. Companies already investing in their employees are likely to see minimal disruption, reinforcing the value of building strong internal cultures. 4. Encouragement of New Ventures: The FTC's rule is expected to stimulate the economy by encouraging the formation of approximately 25,000 new companies. This entrepreneurial surge will invigorate the market and necessitate innovative approaches to employee compensation and retention. 5. Fostering Relationship-Driven Environments: This new regulatory landscape enhances the ability for employees to maintain client relationships beyond the confines of current employers, promoting a more relationship-driven business environment. Such shifts emphasize the importance of personal connections over corporate affiliations, enriching business interactions. This regulatory change, like others before it, will undergo a rigorous legal review, similar to the adjustments in federal labor standards and recent wage law updates in California. While this process may reveal some challenges, it represents a significant step towards refining and improving our policies. We are optimistic that these changes will lead to long-term positive outcomes as we navigate through these initial adjustments.

Understanding the unique culture of each company is key to placing the right candidates in the right seats. Every organization has its own rhythm that helps it thrive. When it comes to recruiting, it's important to get a real feel for these nuances by stepping into their world—whether that's a manufacturing floor or in a modern office. This way, we can truly understand what daily life is like at the company. Finding candidates who mesh well with a company’s culture is just as critical as matching them to job specifications. Matching candidates with the core values and day-to-day experiences of a company boosts job satisfaction and retention, which in turn enhances overall business performance. This approach doesn't just fill roles; it builds stronger, more unified teams.

What Does the Market Look Like 10 to 15 Years from Now? From its origins in the U.S. to becoming a key part in Europe’s job markets, the staffing industry is an essential component of global employment strategies. As we approach 2034, this multi-billion dollar sector is poised for further expansion. Specialized agencies continue to play a critical role, expertly matching and training the right talent to meet evolving business needs. The staffing industry will continue to shape global employment trends, driving solutions for future challenges. This ongoing evolution underscores the role of staffing as a linchpin in adapting to the ever-changing global workforce landscape. Appreciate your time Jimmy Hamilton and Jonathan Boggess!

Is your staffing strategy ready for a candidate-driven market? We're experiencing a significant shift in the staffing industry. It’s undeniable: we are now in a candidate-driven market. What does this mean for you? The balance of power has tipped in favor of candidates due to the soaring demand for skilled workers across various sectors. This shift is reshaping how businesses attract and retain talent. Companies are enhancing their offers, showcasing more appealing benefits and flexible work conditions to compete for top talent. This heightened competition means understanding and meeting candidates’ needs is more crucial than ever. We observe candidates confidently navigating their options, aware of their increased market value due to a general skill shortage. This awareness drives their expectations, especially regarding salaries. In response, progressive companies are recalibrating their strategies. This involves not only boosting their employer branding but also adopting a more candidate-centric approach. Tailoring the recruitment process to align with the expectations of today’s job seekers is essential. Building genuine, long-term relationships and nurturing talent communities are key to this strategy. The takeaway in this candidate-driven landscape: prioritizing meaningful engagement with potential employees can lead to more successful placements and a mutual respect that reduces ghosting. This approach fosters a positive atmosphere where candidates feel valued and businesses can thrive in the competitive market.

We've arranged countless interviews so here are some common tips we share with candidates before they step into an interview. 𝐌𝐚𝐫𝐤 𝐢𝐭 𝐨𝐧 𝐲𝐨𝐮𝐫 𝐜𝐚𝐥𝐞𝐧𝐝𝐚𝐫: Schedule your interview and set reminders to stay organized and punctual. 𝐀𝐫𝐫𝐢𝐯𝐞 𝐞𝐚𝐫𝐥𝐲: Familiarize yourself with the location and instructions to get in beforehand. Arriving early shows professionalism and allows time for any unexpected delays. 𝐑𝐞𝐬𝐞𝐚𝐫𝐜𝐡 𝐭𝐡𝐞 𝐜𝐨𝐦𝐩𝐚𝐧𝐲: Understand the company's background, culture, and recent news. Tailor your responses to showcase how your skills align with their values and goals. 𝐏𝐫𝐚𝐜𝐭𝐢𝐜𝐞 𝐜𝐨𝐦𝐦𝐨𝐧 𝐢𝐧𝐭𝐞𝐫𝐯𝐢𝐞𝐰 𝐪𝐮𝐞𝐬𝐭𝐢𝐨𝐧𝐬: Prepare answers to common questions about your experience, strengths, and weaknesses. Practice with a friend or in front of a mirror to boost your confidence. 𝐔𝐬𝐞 𝐫𝐞𝐥𝐚𝐱𝐚𝐭𝐢𝐨𝐧 𝐭𝐞𝐜𝐡𝐧𝐢𝐪𝐮𝐞𝐬: Prior to the interview, practice deep breathing or visualization exercises to calm your nerves and maintain focus. Remember, interviews are a two-way street—use the opportunity to evaluate if the company and role align with your career goals and values. You've got this!

The evaluation of the past quarter's recruitment efforts reflects a substantial appreciation for every opportunity to appropriately align candidates and clients based on their values and culture. The figures from this period serve as a poignant reminder of the significant impact made on behalf of our clients. It was a fruitful quarter, evidenced by the hiring of 58 individuals, 12 of whom secured permanent positions. Each hire signifies a step forward in the commitment to serve both clients and candidates effectively. The achievement of 31 contract hires, nearly resulting in a new hire every other day, demonstrates ongoing improvements in adapting to and meeting industry demands. The success in placing candidates in roles where they can thrive is a source of immense joy. Furthermore, the engagement of 119 contractors this quarter underscores a dedication to uphold quality standards. The ability to find suitable candidates who meet high standards in skills, experience, and overall suitability, reinforces the vision to consistently provide top-tier talent for our clients. Looking ahead, the commitment to outworking yesterday continues, with gratitude for the trust placed in us by our clients and candidates. These figures signify considerable progress towards fulfilling our heartbeat to empower their tomorrow.