Dan Fantasia

Great session from Patricia Maroto Gómez and an important reminder about posting content that aligns with themes you genuinely believe in (not just Crystal Palace). The Region is driving demand for RPO/embedded solutions, but most approach with a misconception. They view embedded/RPO as simply placing a recruiter on-site at internal talent acquisition costs. This is the knowledge gap we’re addressing. When you embed Halian, you’re not hiring a recruiter but accessing Halian as a Service. Our entire recruitment ecosystem backs your dedicated client partner: global sourcing networks, AI-enabled tools, proprietary candidate databases, and proven methodologies refined across thousands of placements worldwide. The fundamental difference is between infrastructure and the individual. You’re not paying for a person. You’re investing in proven recruitment infrastructure that delivers faster fills, higher quality candidates, and scalable capacity without the overhead of building these capabilities internally. Halian as a Service (HaaS) 😜

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How do we work with VMS clients in 2026? Do we work with VMS clients in 2026? It seems like VMS is a necessary evil that make most sales leaders and salespeople in staffing cringe a bit. From the sales side of the house, what works well? View the client as an opportunity cost. Does the time you have to invest to be successful outweigh what you could do elsewhere with the same amount of time. The hard part? VMS clients often flood you with orders. So it's easy to THINK you can be successful. But often not actually be successful. Track how many hours a week you're spending with that specific client, and convert it into an hourly pay rate. Does that hourly pay rate meet/exceed what you're making? Yes? Keep at it, you've found a good VMS client. No? Might be time to change your focus. From a recruiting perspective, what I see most companies do is pretty similar. Assess the client. If it's a low return high volume client, shift the delivery offshore. If that changes, bring it back... #RaiseTheRoose

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📊 November 2025 Jobs Report: What the Latest Data (Including October) Tells Us With the delayed release of October & November data, we now have a clearer view of where the U.S. labor market stands heading into 2026 — and the picture is one of cooling, not collapse. Top-line takeaways: ▪️ October 2025: –105K jobs (first release) ▪️ November 2025: +64K jobs ▪️ Unemployment rate: 4.6% (up from 4.2% YoY) ▪️ Labor force participation: 62.5% (flat) ▪️ Underemployment rising: 5.5M workers part-time for economic reasons What drove the October decline? ➖ Federal Government: –157K jobs in October (Deferred resignations tied to the shutdown) ➖ Modest softness across transportation, manufacturing, and services ➕ Private-sector hiring remained positive but muted Where hiring remains resilient (October + November combined): ✔️ Health Care ✔️ Construction ✔️ Social & Human Services Where pressure continues: ➖ Transportation & Warehousing ➖ Federal Government (down 271K since January) ➖ Broad white-collar hiring remains flat Why this matters for employers & talent leaders: This is no longer a momentum-driven labor market. The October–November combination confirms a shift toward: • Targeted, skills-based hiring • Greater employer selectivity • Increased candidate availability driven by underemployment Bottom line: The labor market isn’t breaking — it’s rebalancing. Organizations that align hiring strategies to industry-specific demand and focus on efficiency over volume will be best positioned for early 2026. #JobsReport #LaborMarket #HiringTrends #Staffing #RPO #TalentStrategy #WorkforcePlanning #EconomicOutlook #FutureOfWork

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The latest Staffing Industry Analysts| Bullhorn Staffing Indicator shows overall staffing hours ticking slightly above 2025 levels. As we enter a 13-week stretch without federal holidays, we should start to have a clearer view of true market demand. One point of clarification: property management staffing is often overlooked in industry reporting. It typically falls under commercial staffing, not IT and not traditional light industrial. That distinction matters. Multifamily hiring trends reflect occupancy, development activity, and operator confidence. We’re watching closely to see whether 2026 brings cautious backfilling or more meaningful team investment. At The Liberty Group, we’re focused on partnering with operators through whatever this next phase brings and we are ready for every challenge we will face. #staffing #multifamily #propertymanagement #workforce #peoplepropertypossibility #MultifamilyStaffing #TheLibertyGroup

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