Nicki Uchin

"I need to deny your vacation request." My candidate had submitted PTO 8 weeks in advance... ... for their wedding. The reason?  "It's our busy season." But here's the thing - it's ALWAYS busy season at that company. ▶️budget planning in Q1 ▶️product launches in Q2 ▶️back-to-school rush in Q3 ▶️holiday crunch in Q4 There's always a reason why this week, this month, this quarter is the worst possible time. Three months earlier, their manager took a 2-week European vacation.  When my candidate asked about the timing, the response was swift: "Management has different coverage responsibilities." It hit them then - when did requesting time off for your own wedding become asking permission to have a life? They stared at that denial email for ten minutes before responding professionally... then they started updating their resume. They quit three weeks after the wedding. Here's what that manager didn't understand: ▶️If your company can't function without one person for a week, you don't have job security... you have a broken system. #pto #worklifebalance #burnout

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We’re officially in what I like to call the Employment Push Season. From Labor Day through Thanksgiving, there’s often a noticeable shift: ✅ Urgency sets in ✅ Priority headcount gets approved ✅ Leaders feel the pressure to “do business” before the year winds down This window—roughly 10 weeks—is historically one of the busiest times in the hiring cycle. Companies want to secure talent and lock in key hires before the holiday season hits. Because once Thanksgiving arrives… the momentum slows. 🎉 Holiday parties, travel, and year-end wrap-up take center stage. And the number of new searches launched between Thanksgiving and New Year’s typically drops off. If you’re a job seeker → Now is the time to be visible, proactive, and ready to move quickly. If you’re a hiring leader → Don’t wait. Get the approvals, get aligned, and move candidates through the process while the urgency is on your side. This is the sprint before the slowdown. Make the most of it. #HiringTrends #Recruitment #JobSearch #Leadership #TheTalentMagnet

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Being a headhunter is different than being a recruiter. Recruiters fill jobs. Headhunters find people that companies can’t reach on their own. Recruiters focus on applicants. Headhunters focus on the hidden market, the 90% of talent that isn’t applying but is open to the right call. Recruiters match resumes. Headhunters study industries, build trust, and go directly after the best. It’s not about volume. It’s about precision, persistence, and relationships built over years. That’s the difference.

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RIP Reference Checks? We’ve noticed a sharp decline in employers requesting references this year. References aren’t dead yet, but they seem to be on life support. Why?   🔷 Expediency. Speed wins. 🔷 Trust… or lack thereof. Referees are biased, and most recruiter references aren’t worth the paper they're written on. 🔷 Structured assessments. Interviews, skills tests, and results have more credence. 🔷 Trust redistribution. More weight on LinkedIn endorsements, internal referrals, or online reputation. 🔷Reference fatigue. Tedious… for everyone. 🔷Talent scarcity. Losing a candidate over reference delays is too costly. 🔷Solid recruiting processes. If the candidate is vouched for and gut feel is strong, why double-check? 🔷Legal caution. Companies avoid detailed references to minimize liability.   Meanwhile, criminal background checks are curiously on the rise.   What have you noticed? Are they transactional? Have they ever actually stopped a bad hire even once for you? or resurrected a near miss? Are they still alive in your hiring process?   #HiringTrends #Recruitment #TalentAcquisition #ReferenceChecks #HR #BackgroundChecks #HRInsights #FutureOfWork #executivesearch

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“Open for work” doesn’t mean “open to anything.” I recently spoke with a candidate who said, “I just need something, anything.” My advice was simple: if you take anything, you’ll be back in the same spot in 90 days. What do you actually need? What will drive you? I know the job market can be tough, but don’t take a job just to “land on your feet”. That’s like dating someone just because they have a Netflix password. The right role should challenge you, grow you, and actually make you want to log in on Monday. Focus on the opportunity where your skills create impact, where you will be appreciated and your career truly moves forward.

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Despite my best efforts to keep them away, scammers keep leeching off my posts. If you're active on LinkedIn, especially if you're job hunting, please be careful who you're connecting with. The “CEO” with one follower who just happened to stumble across your resume is not real. If something feels off, it probably is. Trust your gut. Do your research. Never share sensitive info with someone you don’t know. I’ll keep blocking them. You keep staying sharp. Let’s look out for each other

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📉 Remote job postings dropped again in June, but AI and cybersecurity roles saw increases. And if you're prioritizing flexibility, contract work may be your best bet for remote opportunities.    Get the full picture in @Motion Recruitment’s June Jobs Report.  #TechHiring #RemoteTechJobs #ITStaffing

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✨ Your Resume is Your First Interview ✨ As someone who has spent years in the US staffing industry, I can confidently say this: 📌 A great resume doesn’t just list experience – it tells a story. Here are 3 quick tips I share with candidates almost every day: 1️⃣ Keep it concise – Recruiters spend 6–8 seconds on the first scan. Highlight achievements, not just responsibilities. 2️⃣ Use numbers & impact – Instead of saying “Worked on recruitment”, say “Closed 50+ IT roles in under 30 days, reducing time-to-hire by 20%.” 3️⃣ Tailor for the role – One-size-fits-all doesn’t work. Align keywords with the job description to get past ATS filters. 💡 Remember: A resume gets you shortlisted, not hired. The interview is where you shine, but the resume opens the door. 👉 If you’re looking for resume guidance or exploring opportunities in your domain, feel free to connect or drop me a message. #USStaffing #ResumeTips #JobSearch #Recruitment #Hiring

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Networking is the most effective way to find a new opportunity. Unfortunately, most people struggle with it. When I ask candidates and job-seekers how they network, I hear: 👉 “I let my contacts know I’m looking, share my resume, and they promise to let me know if they hear of anything.” Even VPs and C-levels admit to running through their network in the first few weeks—only to end up with a handful of weak “leads.” Why? Because of human nature: -People want to be liked (by being helpful). -People don’t like giving bad news. Here’s what usually happens: You message an old colleague: “I’m looking for something in marketing leadership—please let me know if you hear of anything.” They want to help, so they check with someone in marketing. That person replies: “No openings right now, but maybe next quarter.” Your colleague passes that along. You thank them, feel hopeful, and plan to follow up later. But let’s be real about what you’ve gained: ❌ No insight into the company’s problems you might solve. ❌ No closer connection to a decision-maker. ❌ No momentum or clear next step. That’s not a lead. That’s wishful thinking. And if you rely on “leads” like this, you’ll likely have zero real opportunities three months into your search. This week, I’ll share: ✅ Networking paths that actually create opportunities ✅ Why they work ✅ How to walk the line between being assertive and being pushy If you’re not in a job search, this will also show you how to be truly helpful to people in your network. 🔔 Ring the bell so you don't miss a post. 💬 Drop your best networking strategies below—I’d love to see what’s worked for you.

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Forcing people back into the office after years of proving working remotely works is simply cruel. Using a “holiday” as proof that you’re building culture? Even worse. Real culture is built on trust, not mandatory happy hours and free pizza. Nothing against pizza of course. At Top Tier Talent Group, remote isn’t a perk, it’s the standard. You should be able to spend a holiday with your family without dreading Tuesday.

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Staffing has always been about speed. Clients want positions closed yesterday. Recruiters work round the clock, scanning resumes, making calls, chasing confirmations. But speed without accuracy creates mistrust. Companies end up interviewing the wrong candidates. Recruiters lose hours on profiles that don’t fit. And candidates feel like they’re just another CV in the pile. At GetWork, we believe the future of staffing isn’t choosing between speed and trust—it’s combining both. That’s why we pair recruiters with AI. Recruiters bring the empathy to understand a client’s culture and a candidate’s aspirations. AI brings the accuracy to shortlist faster, reduce mismatches, and track every stage seamlessly. Together, they create a staffing experience that is faster, smarter, and more human. Globally, more than 65% of recruiters now use AI in some form, and those who do have reported hiring cost reductions of nearly 30% per role. Because the real measure of staffing isn’t how quickly a seat is filled. It’s how strongly trust is built—between companies, candidates, and recruiters. And when empathy meets accuracy, staffing becomes unstoppable. #Recruitment #Staffing #AI #GetWork #CostReduction #Candidates #ArtificialIntelligence

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Hiring Manager: Our applicant funnel is dead. What’s going on? Recruiter: Have you seen our Glassdoor reviews? Hiring Manager: I don’t waste time on that negativity. Recruiter: Candidates don’t call it “negativity.” They call it “research.” Hiring Manager: Still, why aren't we getting applicants? Recruiter: Because no one’s lining up to be underpaid, overworked, and “part of the family” that burns out its own. In the talent market, reputation is strategy. You just not attract talent, you earn it. Listen before you lose more candidates. #EmployerReputation #RecruitmentReality #GlassdoorInsights #TalentAttraction #CultureMatters #RecruitmentStrategy #CompanyCulture #EmployerBranding

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