Top Talent’s Post

Actual quote from a new Radancy client regarding their experience with their previous recruitment marketing and career site vendor and why they left them: "Our current company has really fallen short on the customer service end of things. The ability to get changes made to the site, the ability to troubleshoot issues and get to a resolution quickly. We've got really limited metrics. They're not providing QBR's or even annual business reviews." No talent acquisition or HR team should be dealing with this type of experience. At least, not if they want to work with a company that's going to help them have a good customer experience and attain their goals. :) In any good relationship you must have open and honest communication and that's where the value of having a great customer support/service team comes into play. At Radancy we pride ourselves on the "white glove" service and dedicated attention we provide to our of our clients through the entire duration of the relationship. Customer support should be at the top of every company's list if they want to be a great partner. We know that this is one of our many values that keeps our clients happy and continuing to partner with us. #talentretention #talentaquisition #talentattraction #talenttech #talentsolutions #hrbusinesspartner #humanresources #hrtech #hrtechnology

70% of employers say referred hires fit the company culture and values better than those from other sources of hire! Find out more about the benefits of a referrals scheme in our short video below ⬇️ https://loom.ly/fOKMPk0 #EmployeeReferrals #ReferAFriend #Recruitment

Streamline your recruiting process to attract, qualify and hire delivery drivers to fulfill #finalmile delivery. HomeDeliveryJobs.com is one of the fastest-growing niche job boards focused on the final mile. #deliveryjobs #finalmilerecruitment #supplychain

Good morning #Logistics and #SupplyChain firms!  Welcome to SearcHire Logistics Recruiting Services' latest feature: SearcHire Xpress Please, take a look at this new feature; a compiled list of currently available Logistics and Supply Chain professionals and entry-level candidates actively seeking their next, or new, challenge, and ready for your review. This page was created with you in mind: an additional tool and source to assist with your staffing searches, whether you are currently in need or just passively looking. See how it works... Click on the link for detailed information. https://lnkd.in/eKtFYrU3   As always, SearcHire Logistics Recruiting Services offers traditional, contingency recruiting services for all your staffing needs. Contact me for more information at (551) 775-3504. I'm available to assist those seeking, whether Company or Candidate, to the best of my ability and welcome new connections. Your next hire is just a click away… #logistics #supplychain #candidates #hire #interview #internationalfreightforwarding #3PL #

Good morning #Logistics and #SupplyChain firms!  Welcome to SearcHire Logistics Recruiting Services' latest feature: SearcHire Xpress Please, take a look at this new feature; a compiled list of currently available Logistics and Supply Chain professionals and entry-level candidates actively seeking their next, or new, challenge, and ready for your review. This page was created with you in mind: an additional tool and source to assist with your staffing searches, whether you are currently in need or just passively looking. See how it works... Click on the link for detailed information. https://lnkd.in/eKtFYrU3   As always, SearcHire Logistics Recruiting Services offers traditional, contingency recruiting services for all your staffing needs. Contact me for more information at (551) 775-3504. I'm available to assist those seeking, whether Company or Candidate, to the best of my ability and welcome new connections. Your next hire is just a click away… #logistics #supplychain #candidates #hire #interview #internationalfreightforwarding #3PL #

Why are there so many British recruiters in the US freight forwarding space??? A question I know is asked often by clients and candidates who receive numerous emails, InMails, and calls every day. Many of these staffing firms are a result of disgruntled employees leaving one or two main staffing firms where they weren't treated very well, weren't paid on time, and/or just had a poor reputation. They feel confident they can do it better and that there's a bigger piece of the pie for them if they start their own business. Freight Appointments was started for the same reason. Unfortunately, not all of the 'new' staffing firms are started by recruiters with a long and/or successful history of doing exactly what they're setting the business up to do - recruit for US forwarders. Lots of the newer agencies have been set up by lower level and less experienced recruiters who don't have a reputation or, most importantly, the financials to set up a business. This is risky for freight forwarders as they're much less likely to be looked after if a candidate doesn't work out. It's worth considering whether or not you think the agency will be able to cover either the refund of the fee, or be able to commit the time to find a replacement candidate. Of course, they're not all bad! What can you do to ensure you're putting you and your business in the best position when using a recruiter? Check Google reviews! I'd argue that any established staffing firm will have a list of reviews, hopefully positive. If they don't show their Google reviews, I would question why. Google reviews take time to build up of course, so a new agency may not have any. Worth bearing in mind. Ask for client references! Which reputable forwarders can the recruiter provide references from? Can they prove a background of successful and reliable service? I'm not trying to put new agencies down, but you need to choose who you work with very carefully. I'm very proud of the work we do at Freight Appointments, the reputation we've built up, and the repertoire of freight forwarders we work with. There are only two or three other staffing firms I'd recommend alongside our own. These companies look after their clients, focus on doing a good job, and genuinely care about the candidate experience. So do your research! Don't just work with any recruiter/agency! #recruitment #freightforwarding #freightappointments

In our daily interactions with truck driver recruiters, recruiting managers, and support teams, we've gleaned valuable insights into the best habits of successful recruiters. Drawing from our extensive experience, we've identified several key practices that can elevate your effectiveness as a driver recruiter. 1. Swift Response: A crucial tip for truck driver recruiters is to promptly respond to new applications. One study suggests responding within 18 minutes during business hours gives a recruiter the highest chance for success. Given that most drivers explore multiple job opportunities simultaneously, time is of the essence once an application is submitted. Being proactive in your response can give you an edge in securing top talent. Sometime's it's the quality of the leads...however...sometimes...it's the fault of the recruiter or recruiting team in not getting back to the leads quickly enough. 2. Sustained Communication: Maintaining ongoing communication with drivers post-application is essential. Whether it's providing job details, gathering necessary information, or addressing queries, staying in touch fosters a positive candidate experience. Neglecting communication leaves room for competitors to swoop in. It also fosters relationships with the driver that lead to other job placements down the line. 3. Utilize Data and Networking: Recognize that not all applicants will convert into hires immediately. Keep in touch with potential candidates through various means such as personal outreach or automated marketing. Building a network of potential hires ensures a steady stream of quality candidates over time. 4. Mastery of Job Details: Establish credibility by possessing in-depth knowledge of available job positions. Beyond basic pay and mileage, understand intricate details like bonus programs and benefits structure. Transparent and accurate information builds trust with candidates. The more you know about this industry (it's impossible to know everything)...the better! 5. Familiarity with Technology: Successful recruiters understand and leverage technology to streamline the recruitment process. Whether it's guiding candidates through application platforms or utilizing recruitment tools effectively, technological proficiency enhances efficiency and candidate experience. 6. Targeted Recruitment: Identifying areas with the greatest need for drivers is paramount. Focus your recruitment efforts on high-demand regions or positions within your company to maximize impact. (Low Hanging Fruit is always the easiest!)Strategic targeting ensures optimal allocation of resources. By embodying these habits, you can enhance your effectiveness as a driver recruiter and contribute to the success of your organization. Hope this has been helpful. Thanks for reading. Wayne #driverrecruiting #truckingjobs #transportationindustry #leadgeneration Jeff Perry Heather Todd DriverReach Crete Carrier Corporation Josh Dave Saia Inc.

One of the most interesting things on the recruiting side for me has been how companies handle non competes/ non solicits from a recruitment standpoint. A lot of my conversations with the companies I work with are on this topic, and I dont think there is a right or wrong way to handle it. Here are the 3 approaches: 1. The dont care approach. They dont care if they are coming from a top 10 brokerage with the strictest non compete in the game. Go after these reps. Go after them hard, and we will fight and deal with it if they want to play ball. 2. It depends. These companies will take on employees with them, but it depends who it is. They dont mind doing battle with the 200m and under brokerages, but they dont want employees with non competes from the top brokerages. In this category it also depends on what experience level the candiate has. 3. Wont touch it. Understandly some brokerages just dont want the stress and potential consequences so they dont want us recruiting anyone who has them. 1,2, and 3 all makes sense. There are so many factors involved in the reasonings for all 3. Obviously what category they fall in determines how we go about the recruitment process. The best part is though none of the companies I recruit for have non competes themselves:) . I enjoy placing top talent with the good guys:). #kidfreight #recuriting #sales #logistics

Your Success Story Starts Here, Find The Right Talents in Advance #linkedin #linkedinpost #linkedinmemes #recruitmentagency #recruitment #recruiting #memes #recruitmentmemes #vservehiring #businesssuccess #friday #fridaymemes

Leverage employee referrals. They can be a great source of qualified candidates and often lead to quicker hires. #Prosidon #JobSearchTips #HiringTips #InterviewTips