LOOP

IT'S OFFICIAL! LOOP and SCI are merging, forming a new industry leader in professional staffing, recruiting, and consulting. Together, we're doubling down on our commitment to connect exceptional talent with exceptional opportunities and help businesses thrive with the right teams in place. Read the full press release here ↓

We are proud of Heath (Champion) Flood for representing Loop at the Upstate Talent Forum and speaking about building effective mentorship programs in the workplace!

Three can be a crowd when it comes to the interplay between recruiters, candidates, and hiring managers. Misalignment can lead to disruptions and delays, but when these three parties work in sync everyone wins. Recruiter - As the mediator and matchmaker, the recruiter bridges the gap between candidates and hiring managers. They need to balance the expectations of both sides, managing candidates' aspirations while aligning them with organizational goals. Navigating the nuances of this relationship requires patience, empathy, and adaptability. Candidate - For the hiring process to truly succeed, the candidate must trust the recruiter's expertise to understand and reconcile their individual goals with the organization's objectives. This trust is built through open communication, timely responses, and transparency, reassuring candidates that they are not merely being matched to a role, but thoughtfully connected to an opportunity that aligns with their career goals. Hiring Manager - The hiring manager's role centers around their vision for the role and their team's needs. To be effective, they must strike a delicate balance between their ideal preferences for the position and what is realistic and attainable in the current talent market. This involves remaining flexible and open to creative solutions, recognizing the multitude of ways that different candidates can create a competitive advantage and drive near-term success.

Happy Halloween from Loop! ?? ?? Make sure to check out our Instagram stories to vote for your favorite costume!! https://lnkd.in/etASYeHc

Email subject lines that gives us nightmares as a recruiter: ?? "We needed to fill this role yesterday, can you turn around a few quality candidates by end of day?" ?? "Thanks for the opportunity, but I've accepted another offer." ?? "Let's wait until next quarter to make the hire, can you keep the candidate interested?" ?? "Can you find someone with more experience at the same rate?" ??? "We really like this candidate but want to see a few more before making a decision." ?? "Our budget for this role has been cut, but the requirements haven't changed."

As we get settled into Q4, recruiters are haunted by a well-known end of year challenge: ghosting ?? In the world of professional search, we've all experienced that eerie moment when a candidate simply vanishes. Was it a scheduling conflict due to the holidays? A change of heart after end-of-year bonuses are announced? Or did another great opportunity lure them away? Ghosting can happen for any number of reasons, but the right recruitment strategies can keep candidates engaged, foster better communication, and ensure no one disappears into thin air. Connect with a team member to learn how our team at Loop will keep you from chasing ghosts → https://lnkd.in/gjArRfsT

We are proud to announce the acquisition of Moorecroft Systems! This strategic move strengthens Loop's position as a leading provider of technical talent across North America, expanding the range and depth of our IT Consulting practice. Moorecroft's deep experience in ERP and HCM consulting, along with its long-standing partnerships with Fortune 1000 companies, provided a natural complement to our existing suite of services. We continue to anticipate a bright and dynamic future, with a focus on innovation, technology-driven solutions, and enhanced value for our clients and partners! Read the full release here: https://lnkd.in/erSa37Ds

Earlier this week we had the opportunity to connect with young professionals at PIQUE 2024! We spent our time in the LinkedIn Lounge along with AFL - helping people adjust and enhance their resumes to reflect the best of their experience. Thank you Ten at the Top for hosting such a great event!

A question we are asked frequently is, "how should I address gaps between jobs on my resume?" Our advice: be open about discussing gaps and frame them positively. Highlight any relevant experiences gained during the gap including volunteering, freelancing, or personal projects. You can also emphasize professional development, such as taking classes, earning certifications, or up-skilling achieved during the gap. If you prefer not to include this directly on your resume, you can use a cover letter to explain the time away and how it prepared you for your return to work. In short, don't shy away from the direction your career has taken. Own it, reflect on it, and be prepared to articulate how the place you are now is made all the better by where you've been.