Andrea McCartney

Onboarding = Retention. Want to keep great talent? It starts on day one. A new article from Utah Business highlights how efficient onboarding processes can drive employee retention and reduce costly turnover. Read the full article: https://lnkd.in/gt3KwS-4

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🌟 Finding Top Talent in Today’s Market Doesn’t Have to Be Hard In a competitive hiring landscape, local employers need more than resumes- they need a partner who understands the market, the workforce, and the pace of business. That’s where Manpower comes in. For decades, we’ve helped companies across our communities build stronger teams by providing: 🔹 Access to Pre‑Qualified Talent We connect employers with skilled, reliable candidates who are ready to work—from manufacturing and logistics to administrative and professional roles. 🔹 Faster Hiring & Reduced Workload Our recruiting experts handle sourcing, screening, interviewing, and onboarding so businesses can stay focused on operations. 🔹 Flexible Workforce Solutions Whether you need temporary, temp‑to‑hire, or direct‑hire support, we deliver workforce solutions tailored to your goals. 🔹 Local Expertise, National Strength We know the local market because we’re part of it - backed by the resources and reach of a global leader in workforce solutions. When employers partner with Manpower, they gain more than talent - they gain a strategic advantage. If your business is looking to grow, scale, or simply find the right people faster, let’s talk. We’re here to help our local employers succeed. #Manpower #Hiring #WorkforceSolutions #Recruiting #Staffing #LocalBusiness #TalentAcquisition

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Healthcare staffing just got a wake-up call New GRID data( https://lnkd.in/gNqcAzJy) : 90% of healthcare temp workers are considering permanent roles. Not because they suddenly love hospital bureaucracy. Because our candidate experience has become MORE painful than hospital HR, which is sad. Let that sink in. We are losing to hospital HR. How? Candidate satisfaction is down 10-20% across every stage of the recruitment lifecycle. Speed and responsiveness dropped from 80% to 65% Meanwhile, healthcare workers are literally begging for automation: * 37% say eliminating the application "black hole" is AI's biggest benefit * 44% loved instant chatbot responses * 76% said speed was their favorite part of working with AI tools And here's the kicker: Healthcare candidates who experienced AI-powered tools are 21% MORE loyal than those who didn't (90% vs. 69%) They're not scared of bots. They're exhausted by our manual processes. So while we're debating "Will AI replace recruiters?", healthcare workers are asking: "Can AI please just credential me without making me fax documents in 2025?" I laughed typing this out but it's true. The firms winning in healthcare right now aren't the ones with the most recruiters. They're the ones automating: * Credentialing * Time tracking * Follow-ups I get it. Change is hard but it's also inevitable and a constant like death and taxes. AI feels like one more thing on the pile. But the candidates have already decided what they want. And hospital systems (with all their bureaucracy/red tape) are somehow winning because they figured out something as smiple as DocuSign before we did. The firms that lean into automation/AI will own redeployment and the candidate experience. The ones that don't will keep losing talent to permanent roles and will be wondering what happened.

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🚨 Calling ALL HR leaders!!! 🚨 Here in Utah, we’re all feeling the squeeze of a tight labor market—but a few proven strategies can help you stay ahead: Top 3 takeaways from Lightcast’s guide: 1. Stand out with compelling offers: Competitive pay, remote/hybrid options and upskilling resources are now table stakes when “the most qualified candidates … often receive multiple offers.” 2. Streamline your hiring process: Hard-to-fill roles can stay open for weeks or months, so simplifying applications and leveraging AI/automation can cut time-to-hire and reduce hidden productivity costs. 3. Embrace skills-based hiring: With “32% of the skills required for the average job” having shifted since 2021, focusing on competencies over credentials widens your talent pool and uncovers hidden gems. Why it matters in Utah today: 1. Utah’s seasonally adjusted unemployment rate is just 3.2% (June 2025), well below the national 4.1%, meaning the candidate pipeline is tighter than ever. 2. Competition is fierce in key sectors—tech, healthcare and logistics—and every day-to-day delay can cost you your top choice. 3. A skills-based approach and streamlined processes unlock new talent pools here, from recent bootcamp grads in Salt Lake City to skilled tradespeople across the Wasatch Front. Benefits of partnering with a staffing partner: - Broader reach: Access regional and national networks—including passive candidates—you might not reach on your own. - Faster fills: Dedicated recruiters and proven workflows help you close roles weeks sooner. - Market expertise: Gain real-time insights on local compensation benchmarks, talent availability and emerging skills. - Scalable support: Flex your hiring bandwidth up or down with seasonal peaks and sudden growth. In today’s market, thoughtful strategy and the right partnerships aren’t “nice-to-have”—they’re essential. Read the full guide here: https://lnkd.in/gpP_GuqC

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I see firsthand how AI is changing recruiting and hiring. It can help employers screen resumes faster and communicate more efficiently, but I never want technology to replace the human connection that makes hiring meaningful. Our latest blog explores how we can balance innovation with oversight—and keep people at the heart of recruiting. Head over to the blog for more!

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I see firsthand how AI is changing recruiting and hiring. It can help employers screen resumes faster and communicate more efficiently, but I never want technology to replace the human connection that makes hiring meaningful. Our latest blog explores how we can balance innovation with oversight—and keep people at the heart of recruiting. Head over to the blog for more!

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Stronger talent selection through an evaluation hire with an agency helps compensate for uncertain future conditions and the need to meet expected short term goals.

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“Best practice is average — and I’m not interested in average.” 💡 In the latest Work Intelligence Lab podcast episode, hear insights from Dean Carter, on rethinking productivity, purpose, and trust. Learn how to go beyond targets, leverage #AI thoughtfully, and create workplaces where people truly thrive. Tune in to the latest episode and explore past ones here: https://lnkd.in/eCBCmhzV #ManpowerGroup #WorkIntelligenceLab #FutureOfWork #EmployeeExperience #Leadership

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In today’s unpredictable labor market, it’s tough to know what’s around the corner.   That’s why I’m excited to share the latest findings from our January 2025 Employment Outlook Survey. We checked in with over 6,000 U.S. employers to get a read on their hiring plans for April through June—and the results are in.   The Net Employment Outlook (NEO) for Q2 is 34%, holding steady from Q1. That means, overall, employers are expecting a stable job market. (Quick refresher: NEO is calculated by subtracting the percentage of employers planning to reduce staff from those planning to hire.)   Here are a few highlights from this quarter’s report: Information Technology leads the pack with a strong NEO of 46%. Hiring is steady across regions, with the South slightly ahead at 36%. The U.S. ranks second globally in hiring optimism—right behind India. Employers planning to increase staff point to company growth. Those expecting to cut back cite economic concerns.   There’s a lot more insight packed into this report. It’s a great resource if you’re looking to stay ahead and make confident decisions for your team or organization.   Check out the full report to see what’s happening in your industry and region! https://lnkd.in/gznNMis6

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📊 Breaking Down MSP/VMS Program Structures: A Suppliers Perspective on What We Really See and Feel About Common Program Structures Currently, we’ve partnered across multiple enterprise contingent workforce programs and have seen five common program structures shape how suppliers perform. Each brings clear benefits—but also challenges that directly impact speed-to-fill, candidate quality, and overall partnership. Here’s some pros and cons I’ve seen first hand from each: 🔹 1. Vendor-Neutral • Pro: Creates a level playing field where all suppliers compete on speed, compliance, and quality. Provides a competitive environment to provide quality talent. • Con: Can become very transactional—51% of suppliers in SIA’s survey cited “lack of feedback/context” as the biggest pain point in vendor-neutral setups. Without feedback it can be hard to make improvements to talent quality. 🔹 2. No Hiring Manager Contact • Pro: Protects hiring manager bandwidth and enforces consistent processes; ensures suppliers funnel everything through the MSP or Internally Managed Team. • Con: Cuts off valuable feedback loops. In fact, LinkedIn data shows candidates are 38% more likely to drop out when communication lacks context about the company or leadership they’re being hired by. 🔹 3. Master Vendor / Vendor-Exclusive • Pro: Centralized communication, faster decisions, and deep program knowledge. Less mess when it comes to contacting and working with supplier base. • Con: Over-reliance on one partner can limit competition, and create unhealthy reliance on a partner that may not be meeting all your labor needs. SIA notes 71% of enterprises worry about cost inflation in exclusive setups. 🔹 4. Hybrid / Tiered Supplier Model • Pro: Balances competition—core tier suppliers drive consistency, compliance, and proven results, while Tier 2 and beyond provide flexibility and niche skill coverage when Tier 1 suppliers aren’t as effective. • Con: Tier 2+ suppliers often feel disadvantaged; without proper calibration and consistent requisition flow, the majority of reqs can skew heavily toward Tier 1. This can create disengagement, where lower-tier suppliers stop investing resources because they see limited to zero ROI in program participation. 🔹 5. Direct Sourcing / Talent Pools • Pro: 74% of enterprises now view direct sourcing as a key strategy to cut cost-per-hire and reduce time-to-fill. Alumni and silver-medalist talent pools are game changers. • Con: Requires significant investment in employer brand + tech, and traditional suppliers are still critical for niche roles or functioning as an EOR/Payrolling partner in the backend. ✨ From the supplier side, not one of these models is “perfect.” The strongest programs are those that balance compliance, speed, and quality, while treating suppliers as partners with a win-win relationship—not just vendors that eat what they can catch. #ContingentWorkforce #MSP #VMS #StaffingSupplierPerspective #WorkforceSolutions

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Hey ESOP community--check out some great advice from Todd Johnson, Principal at Strategic Talent Partners, regarding hiring for ESOPs. https://lnkd.in/gFjntBf5 "Leadership hiring in an ESOP is never just about filling a role. Every decision carries long-term implications for culture, continuity, performance, and ultimately value creation for employee-owners. And yet, many ESOPs approach leadership hiring reactively – driven by urgency, retirement timelines, or growth pressure – rather than with a clear, consistent framework."

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My teammate Ashley Snyder posed the question "Are you unknown or unforgettable?" as it relates to your personal brand. Last week I was invited to speak to our Salesforce Austin office on branding. As work teams have become more distributed after the Pandemic and workforce reductions have rattled many industries over the last few years, it's become increasingly important to build a strong online presence. A strong personal brand enhances visibility, credibility, and networking opportunities. It helps in building professional relationships, showcasing expertise, and opening doors to new career opportunities. You have power to influence how people think + speak about you in rooms you're not in by investing in building a strong online brand. Scared to put yourself out there? Consider taking small steps and trying it out. Check out the comments section for some of my actionable tips. #unforgettable

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The start of 2026 is bringing some interesting signals in the labor market. AI adoption is changing how work gets done, job seekers are expressing lower confidence, and flexibility expectations are shifting. The January Workforce Optics issue breaks down what these trends could mean for employers navigating hiring and workforce planning. Read more here → https://lnkd.in/gh3nw6_S

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The start of 2026 is bringing some interesting signals in the labor market. AI adoption is changing how work gets done, job seekers are expressing lower confidence, and flexibility expectations are shifting. The January Workforce Optics issue breaks down what these trends could mean for employers navigating hiring and workforce planning. Read more here → https://lnkd.in/guHcpvRF

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Hiring is getting harder as talent shortages persist and AI-generated applications rise. Discover five practical strategies to help your organization compete for top talent in today’s market. https://bit.ly/3PbeAqN

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Strategic planning is critical to a successful Open Enrollment experience. This recent publication from the team at backstitch offers a clear and practical framework to help HR teams proactively align timing, messaging, and delivery methods. It’s a valuable resource for anyone looking to improve employee engagement and streamline communications during this important time of year.

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