LOOP’s Post

We know finding the perfect fit can be a time-consuming process. 🕒 That's where our industry expertise comes in. 👉 96% Offer Acceptance Rate: We find the right talent who want to work for you, leading to faster hires. 👉 Pre-Screened Candidates: Save time sifting through resumes – we only present qualified candidates. 👉 Faster Offers, Faster Results: Our average recruitment cycle is less than 48 days. 👉 We Close the Deal: Focus on your business, we'll handle the offer and onboarding process. Ready to streamline your hiring and find top talent faster? Let's connect! 📲 #recruiting #hiring #boston #talentacquisition #careeradvancement

Finding the perfect fit isn't always easy, but our industry expertise helps you secure top talent quickly and efficiently! 🌟 👉 96% Offer Acceptance Rate: We find the right talent who want to work for you, leading to faster hires. 👉 Pre-Screened Candidates: Save time sifting through resumes – we only present qualified candidates. 👉 Faster Offers, Faster Results: Our average recruitment cycle is less than 48 days. 👉 We Close the Deal: Focus on your business, we'll handle the offer and onboarding process. Partner with us to find top talent, faster. 🤝 #recruiting #hiring #boston #talentacquisition #careeradvancement

Recruiters and hiring managers both play crucial roles in the hiring process. But their functions are often confused. Understanding the differences can help you approach them more effectively and ask the right questions. 👇

Who’s fault is it if a hire fails? Hiring is extremely hard. As little as 19% of all hires are deemed truly successful. That is a tough number to accept when you work with hiring.. But the truth is not all people are suitable for all jobs. Doesn’t mean there is anything wrong with them, it just means that different organizations, teams and roles have different requirements. But who should we blame if that last hire fails? The company of course! For some reason (the most common being a rushed process, the wrong utilization of methods and/or not helping the candidate understand the expectations), the company didn’t managed to find the right data to make an informed decision. Make sure you have the needed information to make an informed decision. Don’t rush hiring!

Is finding and retaining frontline talent giving you the chills? 🕸️ Let's make it a treat, not a trick!  🎃  Let's connect if you're ready for a strategic partner with a better workforce management solution. #Fountain #HappyHalloween #ElevateWorldOfFrontlineWork

A well-structured hiring process is key to finding the right talent to elevate your business. Follow these 9 steps to make your next hire a success. https://lnkd.in/ei9xC3Bh

🌟 Ready to transform your hiring process? Check out Insight Global's Complete Hiring Guide! Whether you're scaling a startup or optimizing a Fortune 1000 team, this guide dives into proactive hiring strategies, candidate alignment, and onboarding tips to help you hire smarter and grow stronger. 👉 Download now: https://hubs.li/Q02_jgvQ0

Quick hires = happier candidates!  A fast, efficient hiring process shows candidates you’re serious, engaged, and organized—boosting your chances of landing top talent. Let’s make hiring smoother and stronger. Are you ready to strengthen your hiring process? Business owners and CEO's -send me a message now to book a free call  💫🤍💭

Why you should give more of a sh*t about 'time to hire' than you do ⏳ It tells a business a tonne about how good (or bad) they are at hiring. For example: A lengthy time to hire (time-to-fill, more accurately) across an organisation suggests; - you’re unable to attract enough of the right candidates - you don't know what you're looking for - your Op/Ex is through the roof - you have a poor process - your CX probably sucks - you're bad at this Not the most in-vogue metric, but perhaps it should be. Anything I’m missing people and talent folk?

Why do we need better recruiting? 1 in 4 new hires leave, or are terminated within their first year. You Can Make the choice of either putting the work in on the front end of hiring, or continue suffering the consequences of what's not been working for you?