Employment Group

EG’s Talent Assessment as a Service platform, powered by Barry Conchie’s Socrates assessment, evaluates talent at every level of your business — helping you build teams with confidence, reduce churn, and predict success before day one. ******************* Learn all about this program in our upcoming webinar: ⭐ Cracking the Code on Performance: The New Science of Talent led by Leadership Psychologist Barry Conchie, with EG leaders, hosts Mark Lancaster and Erika Scanlin. ➡️ Link here https://hubs.ly/Q03J5T010 to Pre-register by Oct. 6 to submit your top questions for the panel discussion and receive the recorded session

RPO or staffing agency? They can both help solve hiring challenges, but they solve different problems. If you’re deciding between RPO vs. a staffing agency, start with the nature of the hiring need. A staffing agency may make sense when you need: → Candidates for specific openings → Temporary or contract workers → Help responding to an immediate hiring spike → A transactional resource for defined positions Recruitment process outsourcing may make sense when you need: → Ongoing recruiting capacity across positions or locations → More consistent recruiting processes → Candidate sourcing at scale → Recruiting technology, analytics and labor market intelligence → Support that works alongside your internal talent acquisition team → Recruiting capacity that can adjust as hiring demand changes The distinction is important: Are you trying to fill positions, or strengthen the recruiting capability behind them? For ongoing hiring needs, the answer may not be another recruiter or another staffing vendor. It may be a more scalable talent acquisition model. EG's SourceSmart brings together sourcing, recruiting technology, analytics, labor market intelligence and recruiting expertise to extend the capabilities of internal TA teams. Not sure which approach fits your hiring needs? Talk with EG → https://hubs.ly/Q04CcB_N0 #TalentAcquisition #RPO #RecruitmentProcessOutsourcing #Recruiting #WorkforceStrategy

Temporary staffing gets expensive when every request becomes a new process. Different approvals. Different vendors. Different rates. Different onboarding. Different scheduling. For organizations managing a contingent workforce across teams or locations, better temporary staffing management starts with standardizing the basics. Start here: → Requests: Define who can request temporary labor, what information is required and how requests are approved. → Rates: Establish consistent rate structures and visibility into what you're actually paying. → Vendors: Clarify which staffing partners should be used—and when. → Onboarding: Create a repeatable process so temporary employees can become productive quickly. → Scheduling: Standardize how shifts, changes and coverage needs are communicated and managed. → Measurement: Track fill rates, time to fill, spend, attendance and performance consistently. The goal isn't more process. It's fewer staffing delays, less budget waste and better visibility into how temporary labor is being used across the organization. When temporary staffing is managed as a system rather than a series of individual requests, organizations can improve staffing efficiency while making life easier for the people requesting—and managing—the workforce. Need a better way to manage temporary staffing? Talk with EG about your current process and where it's creating friction → https://hubs.ly/Q04BqSD30 #WorkplaceManagement #TemporaryStaffing #WorkforceManagement #ContingentWorkforce #Operations

More hiring demand doesn’t automatically mean you need more recruiters. For lean talent acquisition teams, the first question should be: Where is our recruiting capacity actually going? Before adding headcount, look for opportunities to: → Eliminate steps that no longer add value → Simplify approvals and recruiting workflows → Automate scheduling, communications and repetitive administrative work → Optimize sourcing, technology and recruiter workflows → Extend your team with flexible recruiting support where additional capacity or expertise is needed The goal isn’t to make recruiters do more. It’s to give them more time for the work where they create the most value. That can mean engaging candidates, advising hiring managers, improving conversion and solving the hiring challenges technology can’t solve on its own. We break down the practical levers lean TA teams can use to improve recruiting efficiency without immediately adding permanent headcount. Read: Key Recruiting Levers for Lean TA Teams → https://hubs.ly/Q04zDqF40 #TalentAcquisition #RecruitingOptimization #Recruiting #HRLeadership #Hiring

Reducing recruiting cost doesn't necessarily increase recruiting value. What if lower spending also means: Positions stay vacant longer. Overtime increases. Managers spend more time recruiting. Production capacity declines. Strong candidates never enter the process. Cost-per-hire may have improved. But did the business? A lower recruiting cost doesn't necessarily create a higher talent return. Read more: https://hubs.ly/Q04yqq7P0 #TalentROI #TalentAcquisition #HRStrategy #Recruiting

Some positions are harder to fill than others. But what happens when a critical role stays open for more than a year? A food manufacturer had been searching for a specialized Food Scientist to support product development, manufacturing scale-up, commercialization, and continuous improvement. The challenge wasn't simply finding someone with food science experience. They needed a technical professional who could balance innovation, product quality, manufacturing requirements, and cost. EG approached the search with compensation benchmarking and labor-market intelligence to better understand the available talent pool and hiring challenges. From there, our team combined targeted sourcing, recruitment marketing, and a custom behavioral and technical interview guide to identify candidates with the right expertise. The results: - 209 applicants evaluated - Top 3.3% presented to the client - 7 qualified candidates presented - Successful hire in just 52 days - Candidate performing successfully four months into the role After more than 12 months of vacancy, EG helped the client secure the specialized expertise they needed. Filling hard-to-find roles takes more than attracting applicants. It takes market insight, a focused search strategy, and the ability to identify talent equipped to meet the needs of the business. Helping people succeed. #SpecializedRecruiting #FoodManufacturing #TalentAcquisition #WorkforceSolutions