A benefit we provide that few others do - Our team brings in their holiday gifts and we wrap them for them.

Using the Temp Staffing market as a market indicator is no longer relevant...for now. Sub-4% unemployment has eroded the quality temp talent, making hiring temps immensely undesirable. And growing your team can be a goal, but most realize that means lowering your standards and/or

Employers need to realize that they are the SELLERS and the employees / candidates are the BUYERS. In that dynamic the employer does NOT get to dictate terms. You ask what your buyers want and then you try and deliver.

AI has been used in applicant tracking systems for over 12 years. With that said, until there is an indication that this latest law is being enforced, most employers won't even know they may be out of compliance. At issue - whether or not the AI is predisposed to discrimination.

The SIMPLE solution- Implement a process for email and server access to be turned off during planned PTO, during some holidays + weekends. While "override it" moments will happen, it's a step in the right direction...especially for the frauds who claim to offer unlimited PTO.

Begs the question...other than for when you are trying to find a needle in a pile of needles, why would you still use a traditional headhunter??

BOOM. OperationsInc has been saying the job market not only is NOT cooling off...it is continuing to hum. Demand is high. Salaries continue to rise. The war for talent CONTINUES...

Could not DISAGREE more. Since COVID the overwhelming majority of firms have flipped - from pre-COVID when you were expected to be in the office unless deathly ill to today, where even the presence of a symptomatic member of your houselhold = stay home.

What it says today - In the role of SELLER is the Employer, and in the role of BUYER is the employee / candidate. Employers who mistake themselves as having the upper hand are the ones losing talent and struggling to find replacements.

1. Employees, not Employers, are STILL in control. 2. Employers are still acting like they are in control. 3. As long as unemployment is down below 4.5% the above will remain true.

It almost feels like "GHOSTING" is the passive aggressive way of today's job seeker to get back at all the employers in their past who never responded to their resume submission, or worse, who interviewed them and then never talked to them again.

Tons to unpack here. 1. OperationsInc sees this trend as locked in. 2. This is also about who we hire and where they live...and many we hire are no where close to our offices. 3. How long before some of these "remote" hires long for an office and leave?

1. Is anyone surprised? 2. If you answered honestly, you said no. Why? OperationsInc has flagged for 20 years now that Managers are in their roles because of seniority, not necessariliy because of their honed managerial skill...and we don't train them nearly enough.

In the post-COVID workplace, too many co's have filled open roles at salary levels higher than current staff. The big miss - salaries are known and discussed by all, and your employees are going to leave when they hear they are being paid less than the newest hires.

Once unemployment rises (say above 5%) employers will move to pay a premium for those working in-office / reduce pay for remote workers + start to address those being paid major market salaries despite no longer performing work in a major market (because they relocated).

Like OperationsInc has been saying...Employees/Candidates continue to be in charge and in the role of BUYERS, with employers being SELLERS. The greatest impact we are making today for our clients - recasting their strategy around talent retention, acquisition and culture

The biggest brands overhired and now have reset via layoffs. The opportunities with smaller players are out there but perhaps without the cache and some perks, but with more equity opportunities. The KEY - The many introverts in tech are used to being hunted vs. hunting.

A 23.5 years long journey has culminated in an amazing new opportunity for me and my entire team! So excited for this next chapter!