Beth McCrea (Zboran)

🔗 Networking: The Recruiter's Superpower When I first stepped into talent acquisition, I thought success was all about filling roles quickly and efficiently. Over time—and especially in my journey as a Senior Director of Talent Acquisition—I’ve learned that the real magic happens through relationships. Networking isn’t just a “nice to have” for recruiters. It’s our lifeline. It’s how we: Discover hidden talent before the job is even posted. Learn from peers who’ve solved the same challenges we’re facing. Build trust with hiring managers, candidates, and industry partners. Over the past few years, I’ve had the privilege of working with incredible teams, building strategies that scale, and navigating complex hiring landscapes. But the most valuable lessons came from conversations—sometimes quick, sometimes deep—with people who challenged, supported, and inspired me. 💬 If you’re a recruiter, don’t underestimate the power of your network. 🤝 Reach out. Share insights. Ask questions. 🌱 Your next great hire—or your next big idea—might be one conversation away. Tag a fellow recruiter who’s helped you grow. Let’s keep building bridges. #RecruiterLife #NetworkingMatters #TalentAcquisition #Leadership #CareerGrowth #PeopleFirst

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TA and HR leaders: Explore key considerations when evaluating the impact of AI-powered TA tools, including both hard and soft ROI metrics, AI investment costs, and actionable steps to maximize talent tech ROI. Need funding and support for HR tech? Download our paper to learn how to effectively communicate the true value AI can bring to talent acquisition: https://lnkd.in/gpzw39dr #Hiring #Leadership #Recruitment #ArtificialIntelligence #TalentAcquisition #Technology

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ATTN HIRING MANAGERS AND TA PROFESSIONALS Talent Acquisition holds a unique power: the ability to challenge assumptions and shift hiring mindsets. I once presented a candidate who had taken a career break to care for family. The hiring manager hesitated, unsure about the gap. After a quick conversation about the candidate’s skills, drive, and adaptability, they agreed to an interview. That candidate is now leading a team of people for the organization. TA isn’t just about resumes, it’s about seeing the whole person, and helping others see it too. #TalentAcquisition #InclusiveHiring #HiringForPotential

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6 months at Advocate Group already.. Instead of harping on about successes or saying I feel part of the furniture, here are 6 observations from my first 6 months: 1. Finding a new role is no longer just about location or salary. 2. When considering a new role, the connection with the hiring manager or senior leadership is critical. Real alignment will define whether it’s the right move and your personal growth and success within the business. 3. Team and culture directly impact success and how quickly you settle in. Connection with colleagues really matters. 4. Recruitment is becoming more about talent attraction. Employer brand is now one of the most important things FMCG businesses need to build and protect. Recruitment agencies have the network to support this. 5. Businesses with an open mind and an agile approach to recruitment, combined with speed have a clear competitive advantage. I have seen big businesses adapting, moving quicker and the result is improved recruitment processes and outcomes. 6. As a recruiter in FMCG, getting to quality candidates, engaging them, and introducing them at speed delivers the best results. To summarise: finding a new role or making a hire is becoming more human, transparent, and thoughtful. Combine that with speed and efficent decision making, and you get better-aligned hires. For me as a recruiter, it means placing more candidates into businesses where people can thrive and make it a long-term home. Happy Wednesday, Enjoy the sun!

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Hiring isn’t just a process—it’s a reflection of how we work, lead, and show up. One of the most underrated parts of recruiting is momentum. When teams move with clarity and consistency, candidates feel it. When calendars are open, feedback is shared, and decisions are timely, the experience becomes seamless. And when we treat every touchpoint like it matters— because it does. Talent Acquisition isn’t just about finding people. It’s about creating moments that make people want to join, stay, and grow. If you’re in the hiring seat this week, ask yourself: *Are we aligned on what great looks like? *Are we making space for interviews, not just squeezing them in? *Are we showing candidates the best version of our team? Because how we hire says a lot about who we are. #yourseatatthetable #talentacquisition #hiringmanager #recruiters #leadership #culture #peoplefirst #candidateexperience #ourguest

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Attention Potential Candidates: Genworth and CareScout recruiters will only contact candidates from email addresses ending with @genworth.com, and application-related communications will come from gnw@workday.com; candidates are advised to verify the spelling of these email addresses and avoid responding to suspicious or misspelled emails.

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Recruiting isn’t just about hiring. It’s about retention. Too often, we treat the hiring process like a finish line—get the offer signed, and we’re done. But the reality? That’s just the starting point. Great recruiting is rooted in long-term thinking. It’s about finding people who not only have the skills, but who align with your company’s mission, values, and culture. It’s about setting them up for success before Day 1. Because what’s the point of filling a role quickly… if that person leaves six months later? Recruiters are a key part of the retention equation: • We help shape first impressions. • We influence expectations. • We advocate for transparent communication. • We push for candidate experience to match employee experience. If we want to reduce turnover and build strong teams, we have to treat recruiting as the foundation of retention. Not just a funnel. But a bridge. #TalentAcquisition #Recruiting #RetentionMatters #PeopleFirst #HiringWithPurpose

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If hiring consistently feels slow, reactive, or frustrating – it might not be your recruiters: it might be how you approach recruiting. 🔍 You can fill roles for a long time without clear processes and systems, but eventually, the cracks start to show: 👉 Recruiters stretched thin chasing down feedback 👉 Managers unclear on what they’re hiring for 👉 Leaders frustrated by delays and roles left unfilled These aren’t just execution issues – they’re signs that your hiring process hasn’t evolved to meet the needs of your business. Last week, I shared a 5-level framework I use to help teams assess the maturity of their recruiting function – across areas like process, technology, candidate experience, and more. 🟥 𝗥𝗲𝗮𝗰𝘁𝗶𝘃𝗲 – Hiring is inconsistent and lacks structure 🟧 𝗦𝘁𝗿𝘂𝗰𝘁𝘂𝗿𝗲𝗱 – Processes exist but used inconsistently 🟨 𝗜𝗻𝘁𝗲𝗴𝗿𝗮𝘁𝗲𝗱 – Hiring runs smoothly with TA oversight 🟩 𝗦𝘁𝗿𝗮𝘁𝗲𝗴𝗶𝗰 – TA drives processes and results with data 🟦 𝗜𝗻𝗻𝗼𝘃𝗮𝘁𝗶𝘃𝗲 – TA innovates with automation, A.I, etc. Whether you’re leading a recruiting team, supporting hiring, or just trying to understand why things keep slipping through the cracks – this framework can help you get things moving in the right direction. 𝗢𝗻 𝗧𝗵𝘂𝗿𝘀𝗱𝗮𝘆, I’ll share a free recruiting audit checklist you can use to spot gaps and start addressing issues. 𝗖𝗮𝗻’𝘁 𝘄𝗮𝗶𝘁? Check out the first issue of Recruiting Stack ➡️ https://shorturl.at/KZLGt #recruiting #recops #hiring #talentacquisition

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I just read about the rise of “reverse recruiting”, job seekers paying thousands of dollars for someone to run their search for them. And I get it. Layoffs are happening. Markets are shifting. People feel behind. But here’s the truth: You don’t start by spending thousands. You start by strengthening your position. If you’re even thinking about a move, or you simply want to level up your professional brand, here’s where to begin: 🔹 Make sure your LinkedIn shines - headline to headshot. 🔹 Clarify what you actually want before you start applying. 🔹 Stop clicking “Easy Apply” on everything. Be targeted. 🔹 Build real connections - not transactional ones. 🔹 Don’t wait until your search becomes an emergency. 🔹 Stay active. Comment. Contribute. Be visible. 🔹 Protect your health and mindset - panic leaks into interviews. The hiring process takes weeks, sometimes months. Positioning takes strategy. Confidence takes preparation. At FishPros Network, we work with professionals every week to: • Strengthen LinkedIn profiles • Upgrade resumes • Refine outreach strategy • Build smart, targeted search plans • Think through next moves clearly You don’t have to spend thousands to get started. But you do have to start. If you’re exploring a move, want to elevate your professional brand, or simply don’t want to be caught unprepared... reach out. Visit www.fishprosnetwork.com Join the Talent Vault. Let’s position you properly. We are in this together.

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Strong remote HR and TA slate this week. HRBP, Recruiting Director, Talent Analytics Director, Senior Recruiter, Coordinators, Payroll, Engagement leadership. Enterprise and growth-stage mix. Remote HR competition is real. Positioning matters. Free tools to help you compete smarter: 🩺 Confirm your profile aligns with the level you’re targeting: https://lnkd.in/eTJhy7ig 🔍 Decode what these HR and TA teams are truly optimizing for: https://bit.ly/moonshot-jd 📝 Translate HR and recruiting work into measurable business impact: https://lnkd.in/eq8Em8J9 🎯 Practice articulating stakeholder influence and organizational outcomes: https://lnkd.in/e7Cix3EU Remote roles reward clarity and demonstrated leverage. #RemoteJobs #HumanResources #TalentAcquisition #HRBusinessPartner #RecruitingLeadership #NowHiring #CareerGrowth #MoonshotConsulting

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Interesting.... 89% of TA Teams Struggle With Data Visibility: 2026 Talent Acquisition Outlook Report Only 23% of TA organizations can connect their recruitment spending to actual hiring outcomes, according to Symphony Talent’s 2026 Talent Acquisition Outlook Report, while 89% rate their visibility...Read more 66% of Recruiters Say Finding Talent Is Harder, Though Applications Have Doubled Key takeaways: Applications doubled since 2022, yet 80% of job seekers feel unprepared, and 66% of recruiters can’t find qualified candidates. With 93% of recruiters expanding AI use and 59% 

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‼️Recruiting teams are being asked to do more with less!‼️ There have been a number of great reports and insights published over the last few weeks. One that stood out to me was Gem’s latest 2025 Recruiting Trends Report written by Sarah Julie Niderost. One key takeaway that continues to resurface year after year (since 2023) is that companies are reducing the size of their Talent Acquisition teams while expecting them to deliver more. Is this an oversight from leadership, or a sign that AI is making a real impact on recruitment? According to the report, 39% of TA teams expect to stay flat or reduce in size this year. At the same time, organizations are investing heavily in automation and technology. I believe every TA team should be implementing some level of automation because those that don’t will likely struggle to keep up with demand and market expectations. Here are a few standout insights from the report on AI adoption in recruitment: - 96% of recruiting teams use AI in some capacity - 47% describe themselves as “AI-enabled” - 70% use AI for writing job descriptions - 65% use AI to personalize outreach - 39% use AI for screening and matching applications - 36% use AI for scheduling - 18% use AI for candidate rediscovery. (I believe this will be one of the biggest focus areas in 2026) You can read the full report here 👉 https://lnkd.in/eNFMj9t6 I’d love to hear from others. How is your TA team using AI today? Does it align with what the report and market trends show? #gem #talentacquisition #recruitment #report #insights #aiadoption #ai

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❄️ Friendly TA Coordination & Recruiting Reminder ❄️ With winter storms impacting large parts of the U.S. this weekend, this is a good moment for TA Coordination & Recruiting orgs to pause and sanity-check your emergency plans. A few quick things to think about 👇 • Do you have OOO / coverage buddies in place if a coordinator or recruiter loses power or internet? • Are interview teams aligned that rescheduling is okay if candidates are impacted? • Do your coordinators know who to notify and what to prioritize if systems go down? • Are recruiters prepared for potential delays early next week if interviewers lose power? The goal isn’t perfection — it’s supporting your people while minimizing disruption to the candidate experience. A little proactive planning now can save a lot of stress later — for your team and your candidates. 💙 Stay safe, stay warm, and take care of your people first.

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Cutting entry-level roles may save money now—but it risks your future leadership pipeline. See what smart TA leaders are doing in our 2026 Talent Trends report. https://bit.ly/4o5y4ZF

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Being a Talent Leader Means Thinking Like a CEO When you work in Talent, you quickly realize you’re not just hiring people. You’re building the business. To do it well, you have to zoom out. You have to understand the business model, anticipate where growth is headed, and make decisions that support both today and what’s coming next. It’s not about checking boxes or hitting headcount. It’s about asking things like: ➡️ What’s driving revenue, and how does our hiring strategy support that? ➡️ Where are we overinvesting or underinvesting in talent? ➡️ Are we building systems that scale, or ones that stall when we grow? ➡️ And are we building a culture people actually want to stay in? Some of the best advice I ever got was, "Operate like the business depends on you." Because it does. Talent is a lever. A powerful one. If you're in this space, you already know that. But the next step is acting like it—owning your role in the bigger picture, being proactive, and making decisions with the same mindset a CEO would. That’s when Talent stops being a department and starts being a competitive advantage. #TalentLeadership #StrategicHR #PeopleAndPerformance #ThinkLikeaCEO #FutureOfWork #BusinessStrategy

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