CPG & Associates’ Post

As Summer approaches and the Dallas job market starts getting hotter, CPG & Associates is ready to assist. Or perhaps, your gears have shifted and you now need to hire where you didn’t before. How can I help? As an A&F recruiter for 20 years, hiring is my number-one focus. So as you handle all the other aspects of being a leader right now, I can step in to help you find the right people for your open positions. I’ll handle: 1. The pipeline — finding the right pool of candidates in the first place 2. The screening — narrowing it down to the ideal few 3. The interview setup — getting you and the prospective employees on the calendar in a pain-free way 4. The negotiation If you’re ready to hire a candidate that's guaranteed to be "THE ONE," and you want the hiring process to be seamless, contact me today.

Did you know that most organizations use multiple recruiting firms during searches? It's the fastest way to get quality candidates in front of your hiring managers... period. I will put my team against any organization (big or small)! Our diverse team works on the same roles and provides the incentive to find top talent. You don't just get 1 recruiter! You get 10 hungry dogs in competition to fill your openings as quickly and efficiently as possible. Reach out and see what Pascoe Workforce Solutions can do for your organization! We build teams that last, we build teams that fit your culture, and we hunt motivated individuals that bring value beyond a resume. [email protected] (860)-936-0718 #Thepascoedifference #hungry #bestinthebusiness

⏱️ Time waits for no one, especially when it comes to securing top talent! 🌟 If you've got your eye on a standout candidate, remember this - you're likely not alone. Imagine this: You're on the hunt for an unrivaled developer. 💻 You've found your brilliant star but, alas, your hiring process moves at a snail's pace. 🐌 By the time you're ready to present an offer, they've already embraced an opportunity elsewhere. A wasted golden chance! 💔 Know this: slow hiring isn't a sign of thoroughness, it's a weak spot. ⏳ Streamlining your hiring journey, from the initial resume screening to the critical interviewing, all the way to making the offer is absolutely vital! Don't risk the perfect addition to your team due to unnecessary hiring hold-ups. 🚫 Act swiftly, hire wisely, and don't let the ones who can truly make a difference slip away! 🏃💨

LEAD can help you streamline your hiring process and save you time and money by leveraging our extensive network, industry expertise, and efficient processes to find the right talent for your needs. Whether you're looking for a temporary worker or a permanent placement, LEAD can help you find the perfect fit today.

Hiring Happens...💩 1️⃣ We extended an offer. Candidate withdrew to continue in their current role. It was not the right time to make the move. We completely understood and were sad to hear the news. 2️⃣ We found seven other candidates, screened, and interviewed them. Of the seven four were top contenders. Of the four, we extended an offer to one. Candidate withdrew, no feedback and we never heard back as to why. 3️⃣ We persevered, recruited, and scheduled three more interviews. One candidate ghosted us, and the other two cancelled same day. What is the point of this story? Even if you are a staffing company, HIRING CAN BE DIFFICULT! Just keep swimming, and the tides will turn.🌊 💡 Know someone interested in becoming a Talent Manager at Robert Half? Contact us today! [email protected] 📧 #laughingstaffingandroberthalfing #hiring #recruiters #businessdevelopment #phoenixjobs #staffing

Hiring Managers - You will miss out on the best talent if you;   1. Add unnecessary steps to the interview process 2. Not defining what you want and/or are searching for 3. Not having a strategic hiring process, work with your agency to create this and they will help find talent FAST! 4. Taking too long to give feedback after each stage 5. Under offering   Get these points right and you’ll start to attract the best talent in the market! 🚀

A few tidbits that I have learned going into the next hiring season of 2024. 1. If you have posted your position more than twice and you cannot find qualified candidates within your budget, change something! Increase your budget or lower your expectations. Purple unicorns are hard to find and if you find one, make the offer! 2. Candidates are looking for flexibility, more money and a positive work culture. Figure out how you can be competitive in this market! 3. If your office is toxic, even the most experienced candidate will not last and neither will your current employees. Make changes now or get ready for your next opening fast! 4. Hiring takes money, time and training. Make sure everyone on your team is on the same page before you move candidates through a 5 step interview process. That long of a process is a complete waste of time for everyone! And don't do references until you make the offer. 5. Yes, agency support costs money but we guarantee our candidates. Your HR Department does not. 6. We can usually fill your position within a week if we have a solid joint hiring process. It should not take longer then that if you really want to hire! 7. People work for people, not the company. Even the largest companies have their best and worst managers! Do your research before you accept an offer! Listen to your recruiters. We are well connected! What else am I missing?

Hiring Manager: The candidate we hired left us after only 4 months. Recruiter: I know. Hiring Manager: Do you know what happened? We were very surprised. Recruiter: I wasn’t. You low balled them when I told you not too and now you need a replacement. Hiring Manager: What should we do? Recruiter: Pay people what they ask for or don’t interview them.

How do you qualify a staffing firm? Here are some questions to help the vetting process: 👉 How many recruiters from you firm will be dedicated to this search? 💥What can you tell me about their backgrounds? 💥When can you set up a time for me to meet the dedicated Recruiters that are working on this role? 👉 How many of these types of roles have you sourced for in the past 12 months? 💥 What was the outcome? You might give a jr recruiter a chance from time to time but as a hiring manager myself, I want to know who is representing my company at any given time. Let me hear your thoughts!