Josh Howe

Quick Tip in Recruitment: Your InMail subject line might be the most under-optimized part of recruiter outreach. Most recruiters default to job-title subject lines like: ▪️ “Senior Data Engineer – Remote” ▪️ “IT Director Opportunity” ▪️ “High-Paying ICU Contract Role” The problem? High-demand candidates on LinkedIn receive a lot of messages every week. When every subject line looks the same, response rates flatten. There’s strong evidence that relevance at the subject line level materially changes engagement. Research suggests personalized subject lines can increase open rates by as much as 35% compared to non-personalized alternatives. HubSpot has reported similar findings in B2B outreach. Relevance and specificity consistently outperform generic messaging. And LinkedIn’s own Talent Blog has shown that personalized InMails generate meaningfully higher response rates than bulk templates. While email benchmarks don’t perfectly translate to InMail, the behavioral principle is the same. **People open messages that feel relevant to them.** So how do you stand out? Instead of leading with the job title, lead with context. 1. Focus on outcomes, not titles ▪️ “Scaling a fintech engineering team” ▪️ “Leading expansion into new markets” ▪️ “Make an impact serving vulnerable populations” 2. Reference something specific ▪️ “Question about your move into cloud security” ▪️ “Your ICU leadership background caught my eye” ▪️ “Impressed by your tenure at [Company]” 3. Keep it tight Most professionals are scanning LinkedIn on their phone. Short, clear subject lines tend to perform better. Key takeaway: When InMail performance drops, it’s easy to blame the market or the candidate pool. But sometimes the biggest gains come from small shifts in messaging. And the subject line is one of the easiest places to start!

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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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One of the biggest challenges in US IT staffing today is not a talent shortage; it’s vendor saturation. For a single job opening, clients often receive resumes from 30 to 40 vendors within hours. The consequences include: • Hiring managers being flooded with duplicate profiles • Quality resumes getting lost in the volume • Recruiters prioritizing speed over fit The future of staffing will not belong to vendors who submit the most resumes, but to those who understand the client’s real problem before sending the first profile. In conversations with several hiring managers across the US, it became clear that clients are not just looking for resumes; they seek reliable hiring partners. The best staffing partners typically provide: 1. Speed with accuracy 2. Market intelligence on talent availability and rates 3. Consistent communication While anyone can send resumes, very few partners assist clients in making better hiring decisions. This is where the true value of staffing lies. Most staffing sales emails fail for one simple reason: they often start with “We are a leading staffing company…” However, clients care more about: • Can you solve my hiring problem? • Can you find talent faster than others? • Do you understand my industry? The most effective outreach emails focus on client challenges rather than vendor capabilities. #usitstaffing #sales #staffingsales Enterprise Solutions Inc.

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💀 VMS used to be a Dirty Word (A timeline of VMS reluctancy through the years) 😠 Staffing agencies would avoid it like the plague “You want me to pay for you to manage your jobs? Hard pass.” But fast forward to today… and it’s a different story. Agencies that want to differentiate with prospects, enhance client relationships, and compete at scale are now embracing VMS instead of running from it. Because like it or not. It is only becoming more prevalent and its a matter of time before your client start looking or asking about it. Hit me up if you need a partner like Simple that will help you differentiate in your sales messaging , land more business, and create a new stream of revenue for your agency! Here is a timeline of the reluctant rise of VMS in the staffing industry: 📅 2000–2005: The Early Days Birth of VMS: Tech enters the staffing world. Clients love the control, visibility, and compliance it brings. Agency reaction: “Wait… we have to log into another system and pay for it too?” Many agencies resist. VMS is seen as an expensive, margin-killing middleman. 🫸 2006–2010: The Push Begins Big clients (Fortune 500) mandate VMS adoption for contingent labor programs. MSPs emerge to manage VMS tools. Agencies grumble but comply to keep the business. Agency sentiment: “This is a pain, but if we want the volume, we’ll deal with it.” 💹 2011–2015: Growth & Growing Pains VMS becomes mainstream in enterprise staffing. Mid-sized clients start exploring VMS tools. Some forward-thinking agencies start using VMS relationships to differentiate: “We know the system, we work faster in it, we know how to win in it.” 🧑‍💻 2016–2020: Resistance Fades, Realities Set In VMS adoption explodes across sectors (logistics, manufacturing, healthcare, etc.). Agencies realize: “It’s not going away… and no, clients aren’t paying for it — we are.” The smart agencies embrace it: Build internal VMS teams, Learn how to be first to submit, Use data to improve fill rates, Partner with VMS providers to grow 🤝 2021–2023: Embrace or Be Replaced North America remains unique: Agencies continue to fund the VMS, unlike in Europe where clients foot the bill. Agencies start using VMS as a sales tool: “We thrive in VMS programs. Here’s how we outpace the competition.” 2024–Present: VMS as the Standard VMS no longer optional. Even small and mid-sized clients are implementing tech to manage multiple vendors. Agencies that once ran from it now use it to win business. Sales teams pitch: “We know how to work within your VMS… or help you launch one. We’re not scared of tech. We embrace it.” 💡 Bottom Line: VMS is no longer a threat. It’s a tool. The agencies who adapt and leverage it, are the ones that thrive.

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Hiring for ONE role? Traditional contingent search might be costing you too much. Let's do some quick math on an IT Manager position: Salary: $140,000 Standard 20% agency fee: $28,000 That's a hefty price tag for a single hire. Here's a better way: What if instead of paying percentage-based fees, you got a dedicated recruiter working 40 hours per week for an entire month at a flat rate BELOW that $28,000? The difference: ✅ Predictable, lower costs (no surprise fees based on salary negotiations) ✅ A recruiter focused solely on YOUR search, not juggling multiple clients ✅ YOU own all the candidate pipeline data when we're done ✅ Real-time flexibility to adjust strategy without worrying about extra costs Even for just one role, the numbers make sense. Traditional contingent search was built for a different era. Today's hiring landscape demands more efficiency, transparency, and value. If you're hiring for a critical role and the math above caught your attention, let's talk about how a dedicated recruiting model can work for you.

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✅ Q4 Hiring Snapshot: Hampton Roads — Insights from the Field 🌊 👥 Steady Headcounts: Most employers plan to maintain current staffing levels rather than aggressively fill open roles. 💡 Skills Over Seats: Hiring teams will prioritize technical roles — tech, digital, and data — rather than broad general positions. 📉 Market Cooling: Talent supply remains tight, influenced by regional travel constraints and a greater emphasis on "seasoned/experienced" talent. 🎓 Mid-Year Grads: Entry-level roles and on-the-job training opportunities are limited, making the market more competitive for early-career candidates. 🏡 Flex Still Wins: Hybrid and remote options remain top perks and key drivers for attracting talent. Jobseekers: Candidates with in-demand tech skills will take priority, be open to opportunities beyond your zipcode, and proactively connect with recruiters and employers. Don't just POST and PRAY. Q4 will be challenging, but we’re here to help.

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This week marks my 13-year anniversary with Kforce. Over the years, I’ve had the opportunity to connect with incredible candidates, partner with great clients, and learn a lot about the job market. So in honor of 13 years, here are 13 career tips from a recruiter. 1. Don’t chase the “next big thing.” The grass isn’t always greener. Make career moves with intention, not just for a small salary bump. 2. Don’t resist change—embrace growth. Stay adaptable and avoid becoming stuck in your ways. 3. Never take a counteroffer. Look it up! 4. Be open to feedback and always ask how you can improve. Take feedback with grace. 5. Invest in yourself. Continue learning and developing your skills so you can grow and stay relevant in your field. 6. Always keep your resume updated. You never know when an opportunity may come along. 7. Prepare for interviews. Have examples ready and ask thoughtful questions. 8. Give yourself grace when starting a new role. The first month is always an adjustment period—take notes and don’t be afraid to ask questions. 9. Maintain a positive mindset and professionalism. Don’t overshare and never speak negatively about past managers or employers. 10. Invest in relationships and build your network. Help others succeed along the way—those relationships often open doors you didn’t know existed. 11. Your reputation follows you. Work hard, show grit, always give proper notice when leaving a role, and maintain your integrity. 12. Be proactive and make your manager’s job easier, not harder. When things slow down, ask what else you can take on and be someone they can rely on. 13. Take care of yourself. Take breaks, stretch, and protect your energy so you can perform at your best. 😁

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📊 Why Contract Staffing Is Growing Fast Companies want results — not paperwork. Contract staffing delivers 👇 ✔️ 6–8 day hiring timelines ✔️ Full payroll & compliance handled ✔️ On-demand access to expert talent ✔️ Easy scaling for project needs 📈 By the end of this year, 85% of employers will prioritize skills over degrees. The future of work is flexible. #ContractStaffing #FutureOfHiring #WorkforceTrends #EmployerOfRecord #legal #civilengineering #medicalsales #pharmaceuticalsales #lifesciences #financeandaccounting #HR #healthcare

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The First Call Nobody Saw. In #USStaffing, nobody applauds the first step. Nobody sees: – The first cold call that went to voicemail. – The first candidate who said “not interested.” – The first client who ghosted you. – The first submission that got rejected in 5 minutes. But that’s where everything starts. I’ve seen recruiters stare at a new requirement like it’s a mountain. I’ve seen sales reps hesitate before dialing a prospect because “maybe they won’t respond.” You know what separates top billers from average ones? It’s not #talent. It’s not #luck. It’s not even experience. It’s movement. Top performers move when others overthink. They don’t calculate every possible rejection 10 miles down the road. They don’t wait for perfect market conditions. They don’t need 100% clarity. They take the first shot. In US staffing: The first call builds the account. The first submission opens the door. The first follow-up builds trust. The first placement builds confidence. And confidence builds momentum. Most people are afraid of big goals: “$500K billing.” “Direct client accounts.” “Enterprise partnerships.” But nobody closes an enterprise deal on day one. They close: • One hiring manager. • One candidate. • One offer. • One deal. Repeated relentlessly. You’re not stuck because the market is slow. You’re stuck because you’re hesitating. Don’t be afraid of rejection. Be afraid of inactivity. Because in staffing, if you’re not dialing… someone else is. If you’re not submitting… someone else is. If you’re not following up… someone else is closing your deal. 🔥 Success in US Staffing isn’t one giant breakthrough. It’s brutal consistency in small actions. Take the first step. Then take another. Then take ten more. Momentum doesn’t ask for permission. Write-up: Sai Kishore #USTaffing #ITRecruitment #SalesMindset #BenchSales #RecruitingLife #StaffingIndustry #TopBillerMindset #NoExcuses #GrowthMentality #BusinessDevelopment

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📈 Recent data on salary expectations (NY Fed & Empower surveys): • $80K = the “reservation wage” — the minimum pay workers say they’d need to leave a job. This aligns with what we’re seeing in the Birmingham market! • $270K as the new $100K? One survey suggests Americans now view ~$270K as a “successful” salary. That’s a dramatic shift from the old $100K benchmark — though it’s far from what Birmingham employers can realistically offer for non-management roles. Honestly, this one feels a bit crazy to me! Compensation expectations are evolving fast. Are you seeing similar trends in your market?

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Why do some companies shy away from staffing agencies? I hear these a lot: “We’ve tried agencies before and the quality wasn’t there.” “We don’t want to lose control of hiring.” “We already have an internal TA team.” “The cost is hard to justify.” All fair. With the wrong partnerships, it can feel very transactional... an influx of resumes instead of identifying the real bottlenecks. When it does work, it feels like a true extension of your team. - Aligned on quality, speed, and accountability. - Focused on priorities and retention - not just filling seats. The question isn’t really “Why should I use staffing?” It’s “Who should I trust to represent our brand?” #NewHampshire #Maine #NHBusiness #MaineBusiness #Hiring #TalentAcquisition #WorkforceStrategy #Leadership #Staffing

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3 things the best staffing partners do that most don't: 1️⃣ They pre-screen before you ever see a resume. Not just a background check — skills assessment, reliability history, work authorization, reference checks. 2️⃣ They know the local labor market. National firms guess. Local firms know. We know what wages are competitive in Albany right now, what candidates are looking for, and where the talent actually is. 3️⃣ They stay involved after placement. A good staffing partner checks in. If something isn't working, you hear it early — not after someone walks off the floor. This is the standard we hold ourselves to at Express Employment Professionals Albany. What would you add to this list? Drop it in the comments. 👇 #Staffing #HR #Manufacturing #ExpressEmploymentProfessionals

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🚨 Controversial recruiting take 🚨 If you tell me you are actively looking for a new job, we talk on Wednesday, I share your resume with a client, and then I cannot get a response from you when: • an interview is requested • availability is needed • feedback is pending • next steps are being scheduled You are not “busy.” You are not “thinking it over.” You have ghosted the process. Here is my line in the sand: 12-24 hours is acceptable 24+ hours is pushing it 48+ hours with no response equals lost interest This is especially true when: • You already interviewed • You asked me to submit you • You said you want to move fast • The client is moving quickly Hiring managers do not wait. Recruiters do not chase indefinitely. Momentum matters. If you disappear for days and then resurface asking, “Any updates?”, the damage is already done. Trust erodes. Credibility drops. Clients notice. You do not need a perfect answer. You do need a response. A simple “I’ll follow up tomorrow” keeps you alive in the process. Silence kills deals. And if you read this and it sounds like you, or something you have done, the saying goes: "If the shoe fits." Curious to hear other recruiters’ and hiring managers’ takes. What is your cutoff before you move on?

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YES or NO Many candidates are still chasing back for C2C roles like it’s 2020. Reality check: C2C is almost dead. They just don’t know it yet. What I’m seeing across clients: • End clients prefer W2 for control and compliance • MSPs are filtering out multi-layer vendors • C2C resumes rarely reach hiring managers • Rate pressure + delayed feedback = lost time This doesn’t mean you lack skills. It means the market structure has changed. Candidates who adapted early, shifted to direct W2, local presence became mandatory and better representation are the only one still getting interviews. The rest are still waiting on portals for feedback on the resumes for longer work.

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📊 August 2025 Employment Situation – BLS Update The U.S. labor market held steady in August: * +22,000 jobs added overall, with little change since April * Unemployment rate at 4.3% (7.4M people) * Labor force participation: 62.3% (flat from July, down 0.4 pp YoY) * Healthcare (+31k) and Social Assistance (+16k) drove gains *Offsetting declines in Federal Government (-15k), Manufacturing (-12k, including -15k in transportation equipment due to strikes), and Wholesale Trade (-12k) * Average hourly earnings: $36.53 (+3.7% YoY) * Average workweek: 34.2 hours 📉 Revisions: June adjusted down to -13,000, July revised up to +79,000 (net -21,000 jobs). 🔎 Takeaway: Growth remains uneven — healthcare is a bright spot, while goods-producing industries continue to lag. Wages are rising faster than inflation, helping sustain consumer spending. #rpo #staffing #jobsreport #labormarket #unemploymentrate #recruiting #talentacquisition #retention #talent

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I hear this from recruiting and staffing agencies all the time... They hire someone with an impressive resume to head up sales or ops. It's usually an SVP or director out of somewhere like Robert Half, KForce, or another big name. The person has such a good track record that it's confusing when they don't live up to expectations. But from my personal experience, this scenario never works out. What I've seen that works instead is hiring someone more junior with a killer attitude and good instincts. When your opportunity is a stretch for them, and they need to prove themselves -- that's when I've seen it work. Thoughts?

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Recruitment Owners: Thinking about adding contract staffing in 2026? Before you do, run through this quick checklist.  Can you fund weekly payroll while clients pay in 30 to 60 days?    Do you know your true gross margins after overtime, benefits, and compliance costs?    Can you onboard contractors within 24 to 48 hours without manual bottlenecks?    Are you prepared for multi-state tax, workers comp, and classification rules?    Do your systems scale beyond quarterly placements? The Contract Staffing Playbook I just read lays this out clearly. It even includes a full readiness checklist that forces you to think through funding, compliance, onboarding speed, and margin math before you make the switch. What I appreciated most is that it does not just talk about growth. It talks about infrastructure. Contract staffing can create durable, recurring revenue. But only if the backend is built for it. If this is part of your growth plan, I dropped the link in the comments. It is worth reviewing before you make the move. I wish I would have had this from the start!

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Struggling to showcase your technical experience in a way that stands out? As a Technical Recruiter at Kforce, I review countless IT resumes each week, and small adjustments can make a big impact. Here are a few tips to help your resume rise to the top: - Lead with impact. Quantify achievements: think performance boosts, cost savings, migration outcomes, etc. - Highlight relevant stacks you're experienced with to better showcase. Tailor your tech skills to each role (React, AWS, Python, Kubernetes, etc.). - Think like an architect. Demonstrate problem‑solving, ownership, and how you’ve improved systems or processes. At Kforce, we can assist in finding your next opportunity. Let’s connect and explore what’s possible! #TechCareers #ResumeTips #ITJobs #Kforce

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