Chelsea Long

Happy Follow Up Friday ☎️ In staffing and talent acquisition, opportunities rarely happen on the first message. They happen on the second call, the third email, the fourth LinkedIn message. This is where momentum lives. At Veridic Solutions, we believe recruiting is more than filling jobs. It is about showing up for people consistently, especially when they need it most. Many talented IT professionals are navigating layoffs, unexpected career pivots, and uncertain job markets. If that is you, remember this: A layoff is not the end of your story. For me, it was simply the beginning of a better chapter! Thriving, versus Surviving! So today is your reminder, to my Staffing Industry Network, to: ✔ Follow up with candidates - no news or not, just follow up ✔ Check in with someone you have placed, how are they doing? ✔ Reconnect with a hiring manager who said “circle back” A quick message can turn into an interview, a conversation, or even someone regaining confidence in their career again. And if you are an IT consultant affected by layoffs or exploring your next opportunity, the team at Veridic Solutions is here to help. Because sometimes the difference between uncertainty and your next role is simply…one follow up. Happy Friday everyone. Let’s go help someone land their next opportunity. 💼🚀 #FollowUpFriday #TechCareers #ITJobs #LayoffSupport #ConsultantCare #Networking #VeridicSolutions

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When it comes to staffing partners, “good enough” is not good enough. Contingency staffing is results-first — you only pay once a successful placement is made. So why wait? If your current vendors aren’t consistently raising the bar, now is the time to put others to the test. The truth is, your staffing partners are more than vendors. They are an extension of your brand. Their professionalism, execution, and ability to deliver reflect directly back on you and your organization. If you expect excellence from the candidates you hire, you should demand the same from the firms bringing them to you. Screen them with the same scrutiny. Hold them to the same standards. This isn’t just about filling roles — it’s about protecting your reputation and elevating your results. So here’s the challenge: 👉 Reevaluate your current partners. 👉 Invite new firms into the mix. 👉 Create competition that drives higher performance. The market moves quickly. Don’t let complacency hold you back while stronger partners — and stronger talent — are out there waiting. #Recruitment #Staffing #HiringStrategy #Leadership #TalentAcquisition

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Are Staffing Agencies Dying—or Evolving? As we look ahead to 2025–2027, it’s clear: staffing isn’t going away. But it is changing and fast. Here’s where the industry is headed: 🔹 1. Demand Continues—But Clients Are More Selective Industries like manufacturing, logistics, healthcare, and tech will still rely on staffing to manage: ·      Labor shortages ·      Project-based work ·      High turnover ·      Compliance complexity But clients want more than just “butts in seats.” They’re looking for value-added partners who offer strategic workforce planning, DEI alignment, and compliance expertise. 🤖 2. Tech Integration Is No Longer Optional Agencies that adopt AI, automation, and digital platforms are pulling ahead. Those clinging to manual processes? Risk being acquired—or left behind. Expect: ·      More direct sourcing and internal talent pools ·      VMS/MSP growth ·      AI-driven matching and screening 🏁 3. Niche Wins the Race Generalists are struggling to differentiate. But specialized staffing firms—focused on trades, healthcare, logistics, or IT—are thriving. Why? Because clients want true experts, not order-takers. ⚠️ 4. Compliance Is a Dealbreaker The W-2 vs. 1099 debate, tightening worker classification laws, and pay transparency rules are real. Agencies that don’t keep up? ·      Risk legal trouble ·      Lose clients ·      Damage their reputation The ones who understand and guide through compliance? They're becoming indispensable. 💼 5. Strategic Partnerships Are the Future Staffing agencies are evolving into consultative partners who help clients: ·      Build smarter talent strategies ·      Navigate market shifts ·      Achieve DEI and ESG goals 📉 Will Some Agencies Slow Down or Sell Off? Yes—especially those that: ·      Resist tech adoption ·      Cut corners on compliance ·      Prioritize volume over quality Consolidation will continue, and tech-first platforms will reshape the landscape. 👉 The bottom line: Staffing agencies aren’t dying—they’re evolving. The next two years will reward those who are agile, strategic, and built on trust. Are You Ready for the Change in Staffing? Or are you still partnering with agencies that just throw bodies at open roles, hoping someone sticks? True partnership isn’t a reward. It’s earned through trust, results, and accountability. In today’s labor market, you need more than a resume factory. You need a strategic staffing partner who understands your business, champions compliance, and is invested in long-term success, not just quick placements. Do you trust your current agency to be that partner? Visit our YES Pod Cast - Staffing changes are happening: https://lnkd.in/d3A2Y_iR #staffing #recruitment #talentstrategy #workforceplanning #compliance #hrtrends #staffingindustry #businessgrowth #YourEmploymentSolutions

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Staffing Professionals in the light industrial space, how are you using AI to help you with operations? Just curious to know what folks are doing. Care to share?

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Strategy is vision. Execution is momentum. Without both, growth stalls. That’s why choosing a strategic RPO partner who can execute with precision is the difference between hiring struggles and hiring success.

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The workforce is evolving, staffing has to adapt with it. Today’s workers want more flexibility, real development opportunities, good fit, and not to mention a purpose behind the job, not just a paycheck. That’s why Kelly stays current with:   • Smart, scalable platforms like KellyNow to speed up matching without sacrificing fit   • Second-chance hiring and skills-first talent models to widen the workforce   • Better support for the people doing the work, because respect is the foundation of retention There’s no one-size-fits-all solution. Talent Experience is critical. We meet people where they are, and together we build something better. #StaffingSolutions #FutureOfWork #TalentStrategy

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The C-Suite Paradox: Tech Reach vs. Human Touch Is your executive search leaning too hard on one pillar? In modern Executive RPO, success isn't "human vs. machine." It's about combining them for an unfair advantage in the talent market. #Technology is the Accelerator. It provides the speed, #dataanalytics, and global market mapping to find the ideal candidates that traditional networking misses. It’s about precision and scale. Human Intelligence is the Closer. Only experienced recruiters can assess cultural alignment, manage delicate peer-to-peer negotiations and provide the white-glove engagement that high-level hires demand. It’s about trust and nuance. The Takeaway: Tech finds them. Humans hire them. You need both. How is your executive search #strategy evolving? #ExecutiveSearch #Leadership #RPO #TalentAcquisition #Careers #Growth #recruiting #recruitment #jobs #employerbranding #digital #manufacturing #BFSI #fintech #management #humanresources #ArtificialIntelligence

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There’s a real difference between how contingent and retained recruiter interviews are run, particularly in comms/PR recruiting, and it has less to do with quality and more to do with mandate. Most contingent interviews are designed for efficiency and speed. You confirm the resume, pressure test fit, align on compensation, and decide whether the candidate is strong enough to move forward quickly. The goal is momentum. The underlying question is usually simple: Is this someone I’d be comfortable putting in front of the client? Retained-level interviews serve a different purpose. They’re not just about qualifying talent. They’re about reducing decision risk. When a recruiter is retained, the responsibility shifts. You’re no longer advancing candidates. You’re advising the business. That means the interview has to surface how someone actually operates as a communications leader, not just how they present. You listen for judgment under pressure. You dig into how decisions get made when information is incomplete. You want to understand where things broke down in past roles and why. You pay attention to how the candidate navigates power, politics, and internal tension. Most importantly, you assess what risk this hire introduces inside the organization, at this moment. So the real question isn’t “do I like this candidate?” It’s “how will this person actually operate when the stakes are real?” That’s the difference between screening and advising. Between filling a seat and protecting the business. At senior levels, there’s no margin for getting this wrong.

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