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A core behavior that separates top-performing recruiters from those that slide by year-after-year is the discipline of establishing actionable goals.
Though most recruiters understand the importance of goal setting, many fail to do it effectively. The vast majority of goals are general numbers to strive for monthly or yearly, but fall short of having a production-focused plan that dictates exactly how to run a desk every day.
We are entering a new era of talent scarcity, particularly within professional and STEM categories. We are also seeing dramatic shifts in the labor market toward independent workers. Buyers of talent want flexibility, access to the best talent, reduced costs, and no risk. How can strategic organizations attract, engage, and retain the proven independent workers they need to get vital work done without having the additional cost and longer time to fill of staffing firms or third-party recruiters?
Recruiters often hesitate to get into the contract-recruiting game due to longstanding and persistent misconceptions. Learn the reality behind each myth.
Total workforce management is key to executing your company’s talent strategy. Peace of mind and efficiency of process are essential when businesses look to engage independent contractors and employees while maintaining compliance. There are many things to consider when vetting a worker to be sure you’re hiring the right talent and are properly classifying them once onboarded.
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