Cassie Guba

For my TA folks, what AI tools are you incorporating into your recruiting process that still keep the human element intact, but create more effiencies for your team? Anyone have any experience with Juicebox? If so, how would you rank it with your LinkedIn Recruiter and Indeed Sourcing investments?

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🔗 Networking: The Recruiter's Superpower When I first stepped into talent acquisition, I thought success was all about filling roles quickly and efficiently. Over time—and especially in my journey as a Senior Director of Talent Acquisition—I’ve learned that the real magic happens through relationships. Networking isn’t just a “nice to have” for recruiters. It’s our lifeline. It’s how we: Discover hidden talent before the job is even posted. Learn from peers who’ve solved the same challenges we’re facing. Build trust with hiring managers, candidates, and industry partners. Over the past few years, I’ve had the privilege of working with incredible teams, building strategies that scale, and navigating complex hiring landscapes. But the most valuable lessons came from conversations—sometimes quick, sometimes deep—with people who challenged, supported, and inspired me. 💬 If you’re a recruiter, don’t underestimate the power of your network. 🤝 Reach out. Share insights. Ask questions. 🌱 Your next great hire—or your next big idea—might be one conversation away. Tag a fellow recruiter who’s helped you grow. Let’s keep building bridges. #RecruiterLife #NetworkingMatters #TalentAcquisition #Leadership #CareerGrowth #PeopleFirst

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*Is your employer brand aligned with what today’s top talent actually values?* Blueprint to Belonging is a strategic guide for HR leaders, TA professionals, and executives who understand that culture, recruitment, and reputation are deeply interconnected. In this eBook, you’ll learn how to: 🔹 Define and articulate your culture with precision 🔹 Communicate your value proposition to the right talent segments 🔹 Implement measurable frameworks to assess brand effectiveness Whether you're scaling fast or rebuilding trust, this is the blueprint for long-term employer brand equity. 📥 Download now: https://hubs.ly/Q03w2DBS0 #EmployerValueProposition #DEI #HRLeadership #BlueprintToBelonging

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Insightful commentary from our own Mike Graziano in Food Business News on how CPG companies are navigating market shifts and redefining priorities. Worth a read! https://rsm.buzz/3J4GaTM

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🚨 Hiring is slowing down — and precision matters more than ever. 🚨 Job openings just fell to a 10-month low (7.18M in July), while layoffs climbed to their highest in a year. The labor market is shifting, and for Central Kansas employers, this means one thing: 👉 You can’t afford a mis-hire. At Syndeo Staffing Central Kansas, we focus on connecting businesses with the right fit — culturally, technically, and strategically — to thrive even in a tightening market. #HiringTrends #LaborMarket #CentralKansas #SyndeoStaffing 📊 Breaking down the new jobs data: Job openings dropped to 7.18M in July (lowest in 10 months) The ratio of vacancies to unemployed workers is now 1:1, the weakest since 2021 Layoffs rose to their highest level in a year What does this mean for employers? ✔️ Hiring is slowing — but competition for the right people remains. ✔️ Every placement counts. ✔️ Strategy and fit are more important than speed. That’s why we focus on long-term alignment, not just filling seats.

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People Ops Playbook #1: Your People function isn’t a checklist, it’s a system. It’s tempting to treat People Ops like a to-do list: 🚩 Launch onboarding 🚩 Run engagement survey 🚩 Fix comp bands 🚩 Rewrite values But in fast-moving, modern companies, that approach breaks fast. Because the org you’re designing today won’t look the same in 6 months as roles shift, teams evolve, and needs change. Here’s how to design a People system that can keep up. 🔁 THE 4-STEP PEOPLE SYSTEM RESET 1. Map the Journey ❌ NOT: ‘Let’s fix onboarding’ ✅ BUT: ‘Where do people actually get stuck across the full employee experience?’ → Start with a whiteboard. Plot the whole journey: from careers page to exit interview. Highlight pain points, gaps, and duplicates. Why it matters: Fixing real pain points keeps your top talent engaged and cuts costly turnover. 2. Connect your tools ❌ NOT: ‘We’ll just add another platform’ ✅ BUT: ‘How do all our tools actually talk to each other?’ → Disconnected tools = disconnected teams. → That means slower decision-making, inconsistent experiences, and wasted spend on tools that don’t drive outcomes. Why it matters: When your people aren’t stuck battling tech, they spend more time driving results. 3. Build feedback loops ❌ NOT: ‘We’ll run a survey once a year’ ✅ BUT: ‘What lightweight signals can we listen for every week?’ → Layer in async check-ins, quick polls, retro questions. Consistency > complexity. → This isn’t about more data, it’s about insight. Why it matters: Rapid feedback uncovers blockers early, keeps projects on track, and boosts team confidence. 4. Prioritise the system, over shiny projects ❌ NOT: ‘Let’s launch a new values doc’ ✅ BUT: ‘Do managers know how to give meaningful feedback first?’ Why it matters: Beautiful frameworks fall flat if the foundations aren’t strong. Fix roots before growing leaves. This mindset shift is the difference between HR that’s constantly playing catch-up, and a team that actually shapes the business as it grows. No massive budget required. Just a habit of zooming out before you zoom in. And that’s what this whole series is about. 💬 What’s one part of your People stack that feels totally disconnected right now? -------------- ✨ This is part of my new Monday mini-series: People Ops Playbook: Building Future-Ready Teams - weekly, practical ideas for HR pros and founders building better systems for how we work today and where we’re headed. #PeopleOpsPlaybook #PeopleAsAProduct #FutureOfWork #OrgDesign #InternalComms #HRDesign #Startups #PeopleOps

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The pricing with bigger HR tools, like Rippling, is often hidden. There are also setup fees that apply. Gusto has a base fee and a per user fee on top of it. Get the full, straightforward cost breakdown on major leave management systems in the video below (link in the comments).

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Leave programs aren’t just benefits anymore. They’re a major driver of recruiting, retention, and culture. Alera Group’s 2025 Leave Report breaks down how employers are rethinking PTO, paid holidays, and parental leave as they plan for 2026. A few standout trends: ▪️ More companies shifting to blended PTO banks ▪️ Growth in paid parental leave ▪️ Leave policies becoming a true value proposition for employees If you’re planning ahead for 2026, this is worth a look. Download the full guide here 👉 👉 https://ow.ly/eIo650XtR2N What leave evolution are you most watching or considering in your own organization?

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THE CHICAGO TALENT PARADOX: WHY A "COOLING" MARKET IS ACTUALLY HEATING UP FOR CFOs 🏦⚖️ This morning, the headlines are buzzing with the Capital One/Discover workforce reductions at the Riverwoods HQ—over 1,075 roles scheduled for May. To many, this looks like a slowdown. To a Talent Director, it looks like a strategic window. As I talk to Chicago CFOs and Controllers this week, I’m seeing a "Talent Paradox" that requires a more sophisticated staffing strategy than we’ve seen in years. Here is my "Market Pulse" insight on what is actually happening on the ground: 1️⃣ The "Quality Influx" Opportunity: The Capital One integration is releasing a wave of elite, specialized banking and finance talent into our local market. For firms that have been struggling with the 300,000+ accountant shortage, this is the moment to upgrade your "Day One" technical capabilities. 2️⃣ The Compliance "Squeeze" is Real: It’s not just about finding people; it’s about navigating the 2026 Illinois Workplace Transparency Act amendments. These new rules mean every hiring move you make right now carries higher regulatory stakes. 3️⃣ Growth is Accelerating (The PMI Factor): While some sectors are trimming, the Chicago Business Barometer (PMI) just surged to a 4-year high of 57.7. Expansion is here. The "wait-and-see" approach of 2025 is over, and firms are racing to fill skills gaps in AI and ERP optimization. My Take as a Partner: In my role at Robert Half, I’m seeing that technical vetting is no longer a luxury—it’s a risk-mitigation tool. This is why I focus on "Day One" ready professionals like J.B., one of our Full-Time Engagement Professionals here in Chicago. Why J.B. is the answer for Q2 challenges: 🔍 Revenue Recovery: She has a proven track record of recovering $2M in missing revenue and reducing AR discrepancies by $2.5M for $25M+ organizations. 🛠️ Systems Powerhouse: She’s an expert in SAP, Oracle, and Dynamics, utilizing Power BI and SQL to turn raw data into executive-level insights. 🚀 Industry Versatility: From Manufacturing to Healthcare and CPG, she understands the operational nuances that drive EBITDA. Don't let the headlines distract you from the momentum. The talent is available, the growth is visible, but the margin for error in compliance is thinner than ever. Let’s discuss how to de-risk your Q2 roadmap. 📞 (312) 463-4878 #ChicagoBusiness #CFOInsights #TalentStrategy #RevenueRecovery #StaffingExpert #RobertHalf #WorkplaceTransparency #2026MarketPulse

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📊 Michigan Talent Trends: What Employers Need to Know in 2025 At Robert Half, we’re seeing firsthand how workforce dynamics are shifting across Michigan. The latest data reveals: Voluntary turnover surged to 16% in 2024 Top reasons for quitting: 🔹Hourly: personal issues (61%), better pay (53%) 🔹Salaried: better pay (56%), retirement (35%) 🔹Exempt: better pay (63%), retirement (39%) April 2025 snapshot: 🔹215K job openings 🔹208K hires 🔹157K separations (96K quits, 53K layoffs) With a quit rate of 2.1%, Michigan employers are facing real challenges in retention. At Robert Half, we’re helping organizations rethink their strategies—because attracting talent is only half the battle. 💬 What’s your team doing to stay competitive in this evolving market? #RobertHalf #MichiganJobs #TalentSolutions #EmployeeRetention #WorkforceTrends #RecruitingInsights

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Kraft Heinz Is Splitting Into Two Companies. Keurig Is Breaking Up With Dr Pepper. Doesn’t anybody stay together anymore? Welcome to #HRThursday. As the economy evolves, the one-size-fits-all strategy for corporations is losing its appeal. In 2018, Keurig Green Mountain merged with Dr Pepper Snapple Group to form Keurig Dr Pepper, aiming to diversify and reach new markets. Fast forward seven years, and the company is now rethinking that strategy, concerned that a lack of focus has contributed to declining sales of Keurig coffee machines and pods. Similarly, Kraft Heinz, backed by Berkshire Hathaway and 3G Capital, merged in 2015 with high hopes. But ten years later, shifting consumer preferences have challenged some of its legacy brands like Lunchables, Capri Sun, mac & cheese, and yes… even mayonnaise. (How do we struggle with mayonnaise?) Mergers often promise streamlined back-office operations with shared finance, #HR, and procurement functions. But when companies split, those efficiencies unravel. Overhead increases. Complexity returns. And HR is right in the middle of it. So, how can #HRProfessionals help a company transition from a generalist model to a specialist environment? Rather than see it as the end of something, let’s be intentional about building something new. Here’s the three things I’d start with: 1) Redefine Organizational Identity - Help each new entity clarify its mission, values, and culture. What makes it unique? What talent does it need to thrive? Help the new organization shape its own culture intentionally, rather than letting it form by default. 2) Leadership Development for Change - Equip leaders with the tools to manage uncertainty, communicate vision, and build trust during transition. Start succession planning now. What talent can we redeploy? Are there poor performers that can be left behind? And what new specialists do we need in a more focused market? 3) Build an Agile HR Infrastructure - Design scalable HR systems that support autonomy while maintaining compliance and consistency across entities. Take a hard look at the HR systems moving with you - is this the time to break up with your HRIS? Are there AI tools you can plug in to keep your staff lean? Re-evaluate those SOPs, are they lean or are they out of date? Spin-offs can create anxiety. It’s an opportunity for HR to lead with empathy by offering transparent communication, career pathing, and support through change. And the best HR people become coaches helping teams navigate ambiguity, redefine success, and embrace reinvention. Corporate breakups aren’t just business decisions, they’re human ones. HR has the power to turn fragmentation into focus, and disruption into opportunity. So, what’s your HR team doing to prepare for the next spin-off? https://lnkd.in/ey3yMCPV

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