Top 10 Powerful Women Leaders in HR

Feeling overwhelmed by a juggling act of internal recruiting, agency relationships, and direct hire spend? You’re not alone. In today’s competitive talent landscape, building a dream team requires strategic orchestration. Recruiting agencies and search firms provide invaluable services, but managing them effectively alongside your internal team can pose unique challenges. With budgets tighter than ever, you need to maximize your return on investment from these external partners. Whether you’re new to working with recruiters or have years of experience under your belt, this guide will give you a fresh perspective, offering a a better approach to getting the quality hires you need while optimizing your agency relationships and spend.

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A little-known alternative to severance, a Supplemental Unemployment Benefits (SUB) Plan, can help retain workers during a shutdown. Retaining a workforce is challenging enough during regular operations, but when paychecks are replaced with unemployment benefits, maintaining a stable workforce becomes even more difficult.

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The reality is that whether you provide support to your employees after a layoff or reduction in force usually is not the determining factor in whether your employees land a job or not. Most people find a job after a layoff. But, in the digital age, disgruntled employees are more likely than ever to leave negative reviews of your organization online, sit on unemployment benefits longer than necessary, and cost your organization more money in the long-run through future cost-per-hire or a negative reputation. The statistics are staggering, and you cannot leave your organization’s reputation or brand equity to chance or in the hands of your former employees.

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