Recent Blog Posts

6 Easy Ways to Leverage Social Media to Build a Talent Network

Whether you are a recruiter, a human resources leader, or a hiring manager building a talent network, using social media platforms is vitally important. While originally, social media was exactly that—for social purposes—a majority of people are now using social media to access news, information and for professional reasons. Each month, 106 million people visit LinkedIn, and each day, 40% of those people check their newsfeed. If you are a leader in your company, make it a priority to look at these sites as tools and take steps to build your network to include friends, family, coworkers, industry leaders and competitors (yes!). You will soon find that what you have is a Talent Network that when called on, will produce leads, referrals and some of the best hires.

There are many social media sites, but the most obvious for business use is LinkedIn. Many of the same tactics and philosophy also apply to other social media sites as well.

Having a presence (an account) is the obvious first step.  But it takes more than just an account…you have to use it with a purpose! Here are some important things to ensure you make the most of your social media presence:

Make sure your profile is updated and professional
It seems obvious, but many people struggle to have relevant content on their own profiles. Have an updated profile including an updated picture. The selfie in your car five years ago isn’t going to cut it! A suit is not required…but take a pic that is reflective of you and the industry in which you work. Having a professional LinkedIn photo makes your profile 14 times more likely to be viewed.

Make your page about the candidate
As a recruiter, don’t waste your time taking the, “me, me, me,” approach to building your profile. Focus the language on your profile to illustrate your ability to help others find their next career. They are looking at your profile to see how you will help them, not the other way around.

Curate and share engaging content
Join groups related to your interests and the industry in which you work. By doing this, you can stay engaged with trending and current topics within your industry. This also gives you the perfect place to curate relevant and engaging content to share with your peers. According to LinkedIn’s social recruiting guide, successful recruiters shared 2.5x more job posts through LinkedIn vs. unsuccessful recruiters. If you’re looking for a great tool to find content in your industry, try Buzzsumo.

Build on what you have
Sometimes there are very few degrees of separation between you and that next hire. By connecting with friends, coworkers, industry leaders, AND competitors, you will have a wide audience to share content, jobs, and news. While you may not want to share things with your competitors, your next best employee could be from their company!

These platforms also give you the opportunity to continue contact with other applicants you have placed in the past. Keep in touch with talented people; it’s likely they—or someone they know—will be looking in the future.

Have a Schedule
By creating a social media calendar or weekly plan, it becomes a lot easier to distribute original content across your networks. Sometimes it can be difficult to manage multiple social platforms without a schedule or tool. By using tools like Buffer or Hootsuite, users can post to all their networks on a set schedule that helps cadence your content to your audience.

Build Your Employer Brand
36% of successful recruiters and talent executives have strongly communicated their company brand through social media—it’s a great place to give your company culture a place in your strategy. Align your strategies with your marketing team to help push out engaging content across your platforms and build upon the key messaging that goes to your audience. Putting in 1-2 hours per week building branded content can do wonders for your company persona. By doing so, you designate yourself—and your company—as subject-matter experts and trusted sources of information. All of this helps to build authentic engagement that builds relationships.

At the end of the day, social recruitment and talent pipelining is about engagement, and the only way to achieve it is through quality content and authentic social interaction that builds relationships and communities of people. By following the ideas above, you can begin to build the bases of your talent network and leverage social media to attract and retain talent.

If you are not already, I invite you to please connect with me:








Competing for Top-tier Talent


To attract top talent, you must be able to provide candidates with compelling reasons to join your organization. This is most companies’ number one challenge.

In my 20 years in the staffing business, I’ve only had three companies who nailed this at the beginning. And guess what? They were able to attract top talent to their company and their time-to-hire1 was under 45 days.

Let’s take a step back to address this challenge. Top talent often isn’t looking for work, so when they get a call from a recruiter or talent acquisition professional, they need to be sold on why they should consider listening to this job pitch. Many companies want to send the candidate the job description, share the compensation and/or a link to their company website. This is nice—but the reality is most job descriptions are rather vanilla—BS degree, 5 years’ experience, excellent communication skills. Plus, the compensation piece is often what they earn now and the majority of companies’ websites require the candidate to click numerous times to find the information that is of value to them. Both of these steps halt the process as the passive top talent candidate got busy doing other things. So let’s focus on when you get this top talent on the phone—these candidates want to know why they should consider the job and company you’re calling about. Thus, the value of having three compelling reasons.

Why is this so important?

  • Top talent is employed and rarely actively looking
  • Compensation is not the top factor as these individuals are going to be paid well regardless
  • Attracting these individuals is a sales job. You need to sell them that your company has a better upside than their current employer.
  • Your sales pitch MUST change per candidate

Examples of Compelling Reasons:

  • DISRUPTION: You have a product or service that is revolutionizing how something is done.
  • PURPOSE: Why does your company exist? What is the value to its employees and customers?
  • CULTURE: Depending on the generation you are seeking to hire, culture plays a large part in selling the candidate. Below are key items to address:
    • Flexibility: What is your policy? How do you address work/life balance?
    • Social/Environmental Accountability: For millennials in particular, this is very important.
    • Professional Development: Share your training and development philosophy for employees. Do you have an educational reimbursement program?
    • Environment: Do you have areas for lunch, exercise, rest, entertainment, sports? If staff is going to work a long day, how do you accommodate this? Is there an area to blow off steam?
    • Daycare: Do you provide onsite daycare?
  • COMPANY GROWTH: Did you win a new contract or acquire a company in an expanding industry?
  • CAREER ADVANCEMENT: Show a defined career path. Discuss succession planning. Be cautious of having advancement be a higher job title—rather, focus on duties and responsibilities (along with compensation).
  • VOICE: Many jobseekers look for new positions as they feel their voice/opinions are not being heard by their current employer. Share how this is possible at your company.

So, remember. Most top talent is passive, and need to be sold on compelling reasons—which isn’t compensation, a link to a website or a simple job description. Compelling is the key here.

1 Defined as the day the company opened the job requisition to the day the candidate started.


Superior Wins Talent Board Candidate Experience Award


Superior Group was recently recognized as a 2016 North American Candidate Experience Award winner. As one of only 50 winners, the companies chosen underwent a comprehensive evaluation and data analysis process, and were found to have exemplary candidate experiences as defined by the candidates themselves.

Talent Board, a non-profit organization focused on the promotion and benchmark research of a quality candidate experience, led the evaluation process. The 2016 North American CandE Awards set a new program record, as 240 employers from around the globe put their recruiting and hiring processes to the test, and over 183,000 job seekers shared their thoughts and experiences as candidates.

The 50 winning companies were identified through a blind data analysis based on their candidate survey scores. Focused on the candidates’ direct responses to “likely to apply again,” “likely to refer a friend” and overall ratings, the scoring created value ranking for systematically identifying the strongest companies and ultimately, this year’s winners.

To qualify, each company had to commit to a statistically significant candidate response, and the proportion of respondents not hired also had to exceed a set standard. No other candidate experience research effort meets these strict standards.
Among the 50 winners were notable companies including General Electric, LEGO, Facebook, and many more.

“Superior is proud to be considered by our candidates as one of the top recruiting experiences in the country,” said Brian Christel, President of Superior Talent Resources. “Our candidates are our number one brand ambassadors, and it has always been our goal to provide a job search experience that empowers our candidates to obtain the jobs they need—and one that leaves a lasting impression of our brand.”


How to Go Beyond Salary and Attract Talent for the Future

Recently, one of our recruiters was on the phone with a seasoned candidate, discussing a lucrative high paying opportunity in Southern California.  The conversation was going great—until the discussion came around to the name of the client.  Once he found out the name of the company, the candidate said, “Oh!  It’s with XYZ company!  I wouldn’t work there if you paid me $400/hr!  I have heard nothing but terrible things about that place!”

We could have paid the candidate more than what he is making currently, offered him better benefits, etc., but he wouldn’t hear it.  The company’s reputation in the talent community ended the conversation before the recruiting could ever really start.

Word travels fast today with social media and online review sites at the forefront. Sites such as Glassdoor readily list thoughts, gripes and comments from employees for anyone to see.  In 2016, a company is more challenged than ever to create an internal and external image that will attract and not repel talent.

There is hope!  While maintaining your company’s image on social media and the internet can be a challenge, it also opens an opportunity for a company to create and foster a brand that attracts talent.  Here are some best practices and ideas to create an environment where you can not only compete for top talent—top talent will be competing to come work for you!

  • Create a company mission that people can align with and get behind, and work on an online brand and social media presence that candidates can find and align with. Employees like to be a part of something great. Create a brand out of that mission and watch the talent come to you.
  • Align your recruitment process with the company’s mission and drive candidate engagement. With so much competition in the job market, companies need to drive candidate engagement and keep them “hooked” early on in the process; otherwise, you will lose their attention to another opportunity.
  • Create a culture that promotes creativity, inclusion and balance. Micromanagement and forcing people to work 60 hours a week is not what employees today are going to align with—and they’ll note that when speaking with others outside of the company.  They are looking for flexibility.   Give them flexibility and balance and you may find that they work 60 hours a week without you even asking!
  • Today’s workforce wants challenge and knowing that once they achieve the current hurdle, the next challenge will be waiting. Furthermore, they want to know there will be opportunity to advance within the company in a short amount of time.   And remember, advancement doesn’t need to be a promotion; often, candidates are looking for lateral moves that will broaden their experience and exposure within the company.
  • And finally, turn your employees into your brand ambassadors and they will help drive the talent community to you through their own personal and social networks. In today’s labor market, a company must use every resource at its disposal to attract talent and no one is more convincing at telling “why come work at XYZ company” than the happy talented people you already have working for you!

Winning Recipe for Job Descriptions

Here’s the situation: your job description is long and boring. The good thing is that the majority of your competitors’ job descriptions are also boring, chocked full of buzzwords and language that make the average hiring manager seem intimidating.

Unfortunately, job seekers want to feel comfortable when applying for a job versus intimidated.

In terms of a marketing tool for your business, a job description is often the first impression that a potential candidate is going to see, and it could set your company apart from your competitors and make or break your chances of hiring some potentially amazing people.

While not everyone is a wordsmith, everyone has access to Google, and that is where we set our sights when looking for job descriptions that we thought were worthy of making our list of three best.


It’s no surprise that a site that helps promising ideas take root has fun and welcoming job descriptions. Kickstarter does a great job of eliminating the buzzwords and displaying a warm and employee-friendly workplace.




Bonobos takes every advantage to brand itself on its careers pages. They’re a little out there, and it’s a good thing if you are too.




Google knows itself, and they want people to be happy working there—and their careers page and job descriptions speak to their high hopes for your future.



Each of these companies keep it simple, fun, and carefree. In these examples, each company has replaced stodgy buzzwords, and long-winded descriptions for much more conversational and personal job postings that describe everyday life at their company.

Not only is this strategy much more inviting—it’s more successful.


Superior Group earns finalist nomination for 2016 GREAT Awards

Superior Group has been nominated for a “Digital Marketing Award” in the Digital Rochester 2016 GREAT Awards.

The purpose of the GREAT Awards is to recognize and celebrate the Greater Rochester community’s entrepreneurial spirit in technological achievement.

The GREAT Awards will take place on September 22 at the Joseph A. Floreano Rochester Riverside Convention Center. Additional information about the event and registration is available on the Digital Rochester website.


Superior Group makes SIA’s 2016 list of largest engineering staffing firms in the US

Staffing Industry Analysts has released its 2016 List of Largest Engineering Staffing Firms, wherein Superior Group has moved up to #10.

The 2016 report lists 25 firms that generated at least $50 million or more in U.S. engineering temporary staffing revenue last year. Together, these firms produced $5.2 billion in revenue, accounting for 67% of the market, by SIA’s estimates. SIA defines temporary staffing revenue as “revenue generated from the provision of temporary workers to business clients,” and has not included direct hire, retained search and temp-to-hire revenue, or revenue generated from performing engineering solutions in its calculations.

This list can be used to gain a “big picture” reading of the U.S. engineering temporary staffing industry landscape.


Superior Group makes SIA’s 2016 list of largest IT staffing firms in US

Staffing Industry Analysts has released its 2016 List of Largest IT Staffing Firms, wherein Superior Group has moved up one spot from last year to #38.

The 2016 report lists 42 firms who generated at least $100 million in U.S. information technology temporary staffing revenue last year. Together, these firms produced $17.1 billion in revenue, accounting for 62% of the market, by SIA’s estimates. SIA defines temporary staffing revenue as “revenue generated from the provision of temporary workers to business clients,” and has not included direct hire, retained search and temp-to-hire revenue, or revenue generated from performing IT solutions in its calculations.

This list can be used to gain a “big picture” reading of the U.S. IT temporary staffing industry landscape.


How Google Won Top Talent and Built a Tech Empire

The Remedy for Talent Shortages? Culture.

In 1999, a company began to revolutionize the way companies approached culture by offering a suite of seemingly outrageous amenities to their employees. They hired onsite chefs, masseuses, dry-cleaning, nap pods, and other luxurious perks to create a desirable workplace atmosphere. Most CEOs at that time might had written this culture off as a fad that couldn’t possibly be maintained, but today that company is known as Google, and is worth $527 billion.

What is it that drove such rapid growth? Why was Google able to scale at such an unbelievable pace?

The answer is simple: they invested in a culture that was entirely based on attracting the best employees available. With these lifestyle investments, they were able to attract the best talent available, talent that in turn, built the best product in their industry.

In terms of the numbers game, all of those investments to Google cost a negligible amount in terms of dollars, but paid off in the hundreds of millions in innovation and new ideas that drove the 21st century forward.

Organizations of all shapes and sizes are developing services and software to enrich the lives of their consumers and business partners, and they need talented people to help them build their enterprises into something bigger. The more brilliant people companies can get, the faster they can build better products for their customers.

This is the main reason why many large companies have upped the ante in order to get top talent: the best culture + the best talent = the best product or service. It’s a different environment out there … talented people have lucrative options that convince them to either stay put or pursue new opportunities. Talented people hitting the market are being offered competitive compensation packages to woo them into new opportunities. The lesson to be learned here is that modern employees—especially young millennials—want to work somewhere they feel valued. Companies should take note.


Superior Group makes SIA’s 2016 list of largest US staffing firms

Moving up one spot from last year, Superior Group has been named the 35th largest staffing firm by Staffing Industry Analysts on their list of 2016 Largest Staffing Firms with revenues over $100 million in the United States.

The 2016 report states that revenue estimates reflect “staffing revenue” defined as revenue related to temporary staffing, direct hire, retained search, and temp-to-hire conversion fees.

“The companies featured on this year’s report combined to generate $75.7 billion in US staffing revenue last year,” said Timothy Landhuis, research manager at Staffing Industry Analysts. “This marked a solid increase from the $69.4 billion of 2014 revenue featured in last year’s report, and provides evidence of overall growth in staffing revenue among large firms.”

This list can be used to gain a “big picture” reading of the U.S. staffing industry landscape. Notably, industrial and IT skills represented the largest temporary staffing skill segments by revenue for the majority of the companies.