Thomas Powner, NCOPE, CPRW, CCMC

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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One question our clients are always eager to learn more about is how they can improve their interview process. There are many ways to improve your hiring process, but some of the key ones that significantly enhance the interview process include: 1.) Schedule time to review the candidates with your hiring team. Everyone has different schedules, and actually scheduling the time to discuss the candidates with your team internally will create a faster interview process, along with allowing your team an appropriate time to ensure the candidate's skill set would be successful in the position. 2.) Prioritize the interview process and communication throughout the process. As a decision maker and leader, sometimes it can be very difficult to manage an interview process or even get through the interview process in a timely manner, but during the interview process, it is all about relationship building. Companies want to ensure the candidate is the right fit for the position, and candidates want to make sure the position aligns with their career trajectory. The best way to accomplish this would be to be direct about interview timeline expectations and respond to candidates in a timely manner. Candidates appreciate and admire fast responses from their prospective employers. 3.) Understanding candidates' typical frustrations with the interview process. After assisting thousands of candidates, they all share the same frustration and obstacles throughout the interview process. The most common frustrations include a dragged-out interview process, too many interviews for the position,  no clear communication or relationship building, low-ball offers, and no feedback. Most companies can stand out to many prospective candidates by avoiding these common interviewing frustrations and understanding the candidate's perspective. Candidates also prefer brutal honesty. They are looking for a new career at the end of the day, and any feedback/recommendations would assist them in obtaining a new career sooner rather than later. Any printing or packaging company that is struggling to find the talent you need, please reach out to Social Influence to as we can impact your hiring process and get you the candidates you rightfully need. #printing #packaging #hiring #hiringtips #recruiting

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In today's competitive job market, overloading candidates with endless interviews and drawn-out hiring processes can drive away the very talent you want to attract. While the cost of a bad hire is high, dragging out the process creates frustration and sends the wrong message. Studies show that four interviews are typically enough to make a confident decision. Prolonged hiring timelines risk losing candidates to companies with simpler, faster experiences. Respecting candidates' time, knowing what you want upfront, and avoiding the myth of a "perfect" candidate can help you hire smarter and faster. When overwhelmed, lean on expert recruiters to vet and present the best talent for your business. #efficienthiring #interviewprocess #candidateexperience

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Overcoming the "Job Hopper" Label: A Changing Landscape in Employment Over the past couple of weeks, I've had conversations with candidates who expressed concerns about being labeled as a "job hopper" based on their work history. While this label used to be a significant issue, the employment landscape is evolving, and it’s time to rethink how we approach this challenge, especially during job interviews. So, how do you address this concern if it comes up? 1. Acknowledge it upfront. The most important step is to bring it up in your interview. Your resume is out there, and a hiring manager will notice it. By addressing it early, you take control of the conversation. 2. Have a solid story. There are many reasonable explanations for changing jobs—whether it’s due to a reduction in force, seeking a position to expand your skills, taking care of a family member, or relocating to a new city. Make sure you frame your job transitions in a way that shows the experience gained made you stronger and more skilled, ultimately benefiting the role you’re interviewing for. 3. If it’s due to salary-driven moves, tread carefully. If you've jumped jobs primarily for higher pay, this requires a more nuanced approach. It’s crucial to communicate why you’re committed to staying longer in your next role and demonstrate how you align with the company’s long-term goals. Actions speak louder than words—staying for 3-5 years will help break that "job hopper" mold. In today's world, it’s all about finding the right fit and building longevity. The way we view job transitions is evolving, but it’s still essential to show employers that you're ready for stability and growth. If you’re navigating this and want to discuss strategies to shed that "job hopper" label, feel free to reach out. I’d love to help you with your journey! #JobSearch #CareerAdvice #InterviewTips #JobHopper #CareerGrowth #EmploymentTrends

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I’m quite surprised by the results! Since the pandemic, work environments have evolved drastically, and I was curious to see what people prefer today.   So, I ran a poll asking: What’s your ideal work environment? The results? A landslide win for Hybrid work! ✔️ 77% voted for Hybrid – the flexibility of remote work with the collaboration of office time. ✔️ 20% preferred Fully Remote – no commute, complete autonomy. This got me thinking… why does hybrid work resonate so much? Hybrid work provides employees with the structure and routine of in-office days while still allowing them the freedom to work remotely when needed. It eliminates the rigidity of a full-time office setup, where long commutes and strict schedules can lead to burnout, yet avoids the potential downsides of full remote work, such as loneliness and communication gaps. For companies, this is a big signal: workplace flexibility isn’t just a perk… it’s an expectation. Organizations that embrace this shift will have an advantage in attracting and retaining top talent. Then why do many companies still want most, if not all, of their employees to 100% work from the office when they know a hybrid work environment will motivate them and is what most employees are looking for? For many, it comes down to trust.. some leaders struggle to believe that employees can be just as productive outside the office. Others worry about collaboration and culture, believing in-person interactions drive innovation. Companies with large office investments may be reluctant to see them under-utilised, while industries with strict security and compliance rules find remote work more challenging. And of course, change is hard.. adapting to hybrid requires restructuring workflows, and not every organization is ready for that. But here’s the reality, companies that embrace flexibility are already gaining a competitive edge in attracting and retaining top talent. Will more organizations make the shift, or will resistance to change hold them back? #FutureOfWork #HybridWork #WorkplaceTrends

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