DeVol Caston CIR, CDR

Goodwill Southern California, with a fluctuating workforce of 2,100–3,000 employees, partnered with ROCKCREST for critical Ceridian Dayforce support amid a leadership transition. Our Dayforce expert conducted a comprehensive system review with the outgoing HRIS Director and provided targeted training for the incoming HRIS Manager. We aligned the system setup with best practices, advised on process improvements with the CHRO, and offered hands-on payroll guidance. ROCKCREST’s expertise ensured a smooth transition and enhanced HRIS efficiency for this high-turnover nonprofit. Need experienced Dayforce support during a transition? Let’s chat! https://okt.to/k6OsN7

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𝐂𝐚𝐧𝐝𝐢𝐝𝐚𝐭𝐞 𝐄𝐱𝐩𝐞𝐫𝐢𝐞𝐧𝐜𝐞: 𝐓𝐡𝐞 𝐂𝐨𝐦𝐩𝐞𝐭𝐢𝐭𝐢𝐯𝐞 𝐀𝐝𝐯𝐚𝐧𝐭𝐚𝐠𝐞 𝐢𝐧 𝐖𝐢𝐧𝐧𝐢𝐧𝐠 𝐒𝐚𝐜𝐫𝐚𝐦𝐞𝐧𝐭𝐨’𝐬 𝐓𝐨𝐩 𝐓𝐚𝐥𝐞𝐧𝐭 ✔️In today’s competitive hiring landscape, candidate experience in hiring is no longer a secondary consideration—it is often the deciding factor in whether top candidates accept an offer or disengage entirely. Across Sacramento, organizations are investing heavily in employer branding, recruitment marketing, and talent acquisition strategies to attract talent. These efforts help create awareness and increase applicant flow. However, attracting talent and securing top talent are not the same. Find out more here: https://lnkd.in/ggSWyC32 #sacramento #hiring #itswhoyouknow

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Are you looking for contingent resources to support your tech program? Here's what to look for in a technology staffing partner. They should: ☑️ Understand the technology you're hiring for, as well as your business and program goals. ☑️ Screen applicants closely and provide you with a short list of qualified candidates (not just key word match.) ☑️ Provide onboarding and post-placement support so their talent--and your program--are successful. ☑️ Be committed to a long term relationship, so as your staffing needs evolve, they can be responsive.

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The State of the Industry – March 13, 2026 ​The "Staffing Surge" is here. Are you riding the wave or watching from the shore? ​The data for the week ending March 13, 2026, is officially in, and it tells a story of Staffing Resilience. While the headlines focus on a "cooling" labor market, the reality for those of us in the trenches is different: Staffing hours have just hit a 2026 high. ​The Weekly Breakdown: 🔹​Momentum: The ASA Staffing Index is up 3.38% over last year. We aren't just recovering; we are accelerating. 🔹​The "Wait-and-See" Dividend: With 6.9M job openings but a cautious C-Suite, companies are turning to The Standard of contingent labor to bridge the gap. 🔹​The AI Pivot: Skills in "AI Orchestration" are now more in demand than traditional software development. The talent gap isn't closing; it's changing shape. ​The "Standard" Take: If you are still waiting for a "perfectly stable" economy to start your expansion, you’re missing the Q2 window. The most successful partners I’m seeing right now aren't hiring for headcount, they are hiring for targeted expertise to drive specific initiatives. ​The "Staffing Surge" isn't an accident. It’s the result of an industry that has architected a way to provide Certainty in an uncertain world. ​Is your Q2 strategy built on current data, or last year's assumptions? ​#StaffingIndustry #RecruitingTrends #WorkforceSolutions #TheStandard #EconomicOutlook2026 #LaborMarket #SIA #ASA

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🔍 Not all staffing agencies are created equal. When choosing a partner for your hiring needs, consider these non-negotiables: • Strong industry expertise in YOUR field • Transparent fee structure (no surprises) • Clear communication processes • Proven track record with verifiable results • Meaningful guarantees that protect your investment The right agency doesn't just fill positions—they become an extension of your team. What's your #1 criteria when selecting a staffing partner? #HiringTips #StaffingSuccess #frtline #staffing #recruiter #hiring

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