Glenn Hecht

📊 Michigan Talent Trends: What Employers Need to Know in 2025 At Robert Half, we’re seeing firsthand how workforce dynamics are shifting across Michigan. The latest data reveals: Voluntary turnover surged to 16% in 2024 Top reasons for quitting: 🔹Hourly: personal issues (61%), better pay (53%) 🔹Salaried: better pay (56%), retirement (35%) 🔹Exempt: better pay (63%), retirement (39%) April 2025 snapshot: 🔹215K job openings 🔹208K hires 🔹157K separations (96K quits, 53K layoffs) With a quit rate of 2.1%, Michigan employers are facing real challenges in retention. At Robert Half, we’re helping organizations rethink their strategies—because attracting talent is only half the battle. 💬 What’s your team doing to stay competitive in this evolving market? #RobertHalf #MichiganJobs #TalentSolutions #EmployeeRetention #WorkforceTrends #RecruitingInsights

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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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Sweeten your job offers to candidates with these perks that actually matter. Get more insights on pay trends and hiring strategies in the 2026 Salary Guide From #RobertHalf: https://lnkd.in/eZwFkTkH #RHSalaryGuide #HiringTrends

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71% of Midwest companies say finding qualified candidates is harder this year than last. So…what’s the plan? The 2025 Midwest Recruiting Playbook breaks down how smart teams are hiring faster — without raising salaries or lowering standards. Grab your free copy: https://hubs.li/Q03jfLmG0 #recruitingstrategy #midwesthiring #talentacquisition #michiganjobs #hiringchallenges

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Public Service Announcement for Chief HR Officers: Compensation Teams (or HR Business Partners if they approve comp) should sit in the same pod as the recruiting team, and they should be required to attend weekly recruiting meetings. They need to hear the scenarios, the pain of each search, be part of intake calls occasionally in order to understand the hiring managers' requirements & actual profile preferences outside of the job description. They need to hear the feedback on both sides and reasons for why candidates are being passed on or brought in for interviews. Only being involved at offer stage negotiations is not enough, as there could have been 10 better candidates for the role that never applied or weren't submitted by agencies due to comp or leveling limitations. This will solve 90% of the issues that arise. Compensation Analysis is stuck in the past for many companies, at least 2-3 years back. And most importantly, it lacks nuance. Senior Accountant at one company does not equal Senior Accountant at another company. And in many cases, its even different internally team to team. There are many factors to consider.

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Sweeten your job offers to candidates with these perks that actually matter. Get more insights on pay trends and hiring strategies in the 2026 Salary Guide From #RobertHalf: https://lnkd.in/guSGpiYN #RHSalaryGuide #HiringTrends

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* 2026 Minneapolis Compensation Trends * As dive into the new year, compensation is a huge factor in nearly every client and candidate conversation I am having. Our SkyWater Salary Guide is built from real placement data, actual offers and acceptances across Minnesota and Chicago markets. This is supported by BLS and state labor data and is truly what companies are paying. What Skywater is seeing: • Premium pay for impact players – Professionals with ERP implementations, technical depth, and people leadership are consistently landing above-market offers. • Transparency drives better hires – Companies sharing salary ranges upfront are closing roles faster and avoiding late-stage drop-off. • Candidates are negotiating smarter – Clear market benchmarks are helping Managers, Controllers, and Directors advocate confidently. • Total comp matters – Bonus structures, flexibility, and growth path now weigh as heavily as base salary. If you’re planning a hire or prepping for a comp conversation this year, this guide is a strong market benchmark.

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⚠️ Is a long hiring process costing your company top talent? This article breaks down what’s slowing you down—and how to fix it. A must-read for hiring managers and recruiters alike. #RobertHalf https://bit.ly/46cMbHs

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Call center hiring isn’t just about filling seats anymore. It’s shifted from volume to precision. Today’s candidates want flexibility, purpose, and people-first, tech-enabled employers. Whether you’re using AI tools, embracing skills-based hiring, or building remote-ready teams, it’s time to modernize your strategy. 📘 Read: 9 Call Center Recruiting Strategies to Implement in 2025 https://lnkd.in/g37bcHVj

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Earlier this year, we partnered with a Financial Services organization based in Illinois who were implementing both Workday HCM and Financials. As timelines tightened and internal teams were stretched, they identified three critical gaps that could have delayed go-live: • Lack of senior level functional ownership across key HCM and Financials workstreams • Limited bandwidth to manage stakeholder design sessions • A growing data conversion backlog that risked impacting testing cycles Within a short turnaround, we supported them by deploying: ✔ Two experienced Workday Functional Leads (HCM & Financials) to take ownership of configuration, design validation, and stakeholder alignment ✔ A dedicated Workday Data Conversion Consultant to stabilize legacy data extraction, transformation, and load cycles The result? • Stabilized implementation timeline • Reduced pressure on internal leadership • Clean, controlled data migration ahead of testing • On-track go-live across both platforms What stood out most was how common this situation is. This is exactly where interim support becomes a strategic lever rather than a reactive fix. If your Workday roadmap is bigger than your internal capacity, whether across HCM, Financials, Integrations, Payroll, or Reporting, I’m always happy to share what we’re seeing across the market. #Workday #WorkdayHCM #WorkdayFinancials #HRIS #WorkdayImplementation

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AMS worked with independent financial advisory firm DSW to recruit a new cohort of senior leaders, through a combination of Talent Mapping and Executive Search solutions. Learn how we exceeded expectations for DSW and built a talent map of 7,138 individuals mapped across 7 different service lines: https://lnkd.in/eVKE8SzA #Talent #TalentAcquisition #HumanResources #HR #Hiring #Recruitment #Finance #FinancialServices

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Your TA team feels invisible during hiring freezes But your impact doesn't need to pause when requisitions do Here's how to prove your value when no one's hiring When hiring slows down, talent acquisition teams often find themselves suddenly viewed as cost centers instead of value drivers. Many TA professionals go from heroes during hypergrowth to practically invisible during hiring freezes. But here's the thing about great TA professionals: Their impact doesn't have to stop just because requisitions do. The most strategic TA leaders I know are using these quiet periods to demonstrate value in ways executives rarely consider: ✅ Building internal mobility programs that reduce future hiring costs ✅ Creating detailed skill maps of current talent to identify hidden capabilities ✅ Developing proactive talent pipelines for critical roles before they're needed ✅ Strengthening employer brand when competitors have gone quiet ✅ Exploring flexible partnerships to maintain talent momentum without fixed costs These activities don't just fill the time - they create measurable business impact. Internal mobility programs can dramatically decrease recruitment costs during hiring slowdowns. Talent mapping exercises can significantly reduce time-to-hire when growth eventually resumes. The question isn't whether your TA team adds value during slow periods. It's whether you're measuring the right things to prove it. What metrics are you tracking to demonstrate your team's contribution when hiring slows?

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The difference between Talent Acquisition vs Staffing Agencies? Reactivity vs Proactivity TA is great if used correctly, but 99% of companies out there don't understand how to utilize them. High quantity positions that can afford to be reactive are phenomenal for TA to work on and fill. High level, niche roles can start to be worked on by TA for a period of time (dependent on urgency level), but those really should be given to a staffing agency that specializes in that sector and ideally has the relationships to identify the ideal candidate quickly and efficiently. In summary- "saving cost" by avoiding agencies can be doable, but don't shoot yourself in the foot by sending your TA team to war with a butter knife as they just flat out don't have the resources or head start that agency recruiters have! #staffing #recruiting

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Contract talent doesn't mean temporary, it means strategic. Learn more in the #RobertHalf Demand for Skilled Talent report: https://lnkd.in/e7PnR5Ye #ContractHire #FlexibleStaffing

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