USA Talent Solutions

Happy Independence Day from USA Talent Solutions! Today and every day, we extend our heartfelt gratitude to all who have served and continue to serve. Your sacrifices ensure that we can enjoy the blessings of liberty and opportunity. Let us remember your bravery daily and strive to uphold the values you defend. As we celebrate, we proudly salute the red, white, and blue.

Wondering how we guarantee the right fit for your Pittsburgh area team? First, we immerse ourselves in your world. We're not just talking about meetings - we mean face-to-face discussions, getting to know supervisors, and understanding their unique management style inside out. Then, with our extensive local networks and database, we act as matchmakers, handpicking only the best candidates for the job. Once we've found them, we send over resumes along with detailed notes and references for review. This provides clients with an understanding of each candidate before the interview stage. Do you want to see our process in action? Send me a message or comment below.

🚨 Warning: New Hires Are at Risk! 🚨 Without a great onboarding experience, your new hires might be out the door before you know it. But it doesn’t have to be that way! Did you know that 69% of new hires will stay for 3 years after a positive onboarding experience? The cost of a “bad hire”—someone who leaves within a year—is steep. To truly retain top talent, a stellar onboarding process is crucial. Here’s how you do it: 1.) Assign Mentorship Beyond Direct Reporting Instead of just assigning a new hire to their direct supervisor, pair them with a mentor from a different department. This cross-functional mentorship can provide new insights and a broader understanding of the company culture. For instance, a marketing new hire could be mentored by someone in customer service to foster a well-rounded perspective. 2.) Implement a Structured Onboarding Plan Create a 90-day onboarding checklist with specific milestones, such as completing initial training sessions, meeting key team members, and starting on their first assignment or project. Regular check-ins every two weeks can help track progress and address any concerns. This approach will significantly improve new hire satisfaction and retention. 3.) Foster Engagement and Collaboration Organize regular team-building activities and encourage collaborative projects. For instance, setting up a “buddy lunch” program where new hires have lunch with different team members each week or every other week can help them build relationships and feel more connected. We also host bi-weekly lunch and learns where new hires can ask questions and share their experiences with the broader team. You spent a lot of time, $, and resources bringing on this new talented employee. Avoid the flight risk and invest in a strong onboarding process to retain them.

Here’s why your company might be FAILING to attract TOP talent 👇 So, you’ve done the hard work of attracting top candidates. They’re deciding between you and other companies. The salary and benefits are comparable. How do you STAND OUT? Your employer brand. ✨ It’s not just about competitive salaries and benefits. Today's top talent isn't just looking for a job – they're looking for a company that aligns with their values and aspirations. They're asking: - "Does this company's mission resonate with me?" - "Will I feel valued and fulfilled working here?" - "What's their culture like? Do I see myself fitting in?" Today's candidates look beyond just a great website. Candidates are looking at: - Your online presence on LinkedIn, Instagram, and even word-of-mouth. - How you showcase your team, values, and culture. - Which charities your support and the communities you’re involved in. Your employer brand isn't just a logo. It's the emotional connection that makes top talent choose you over the competition. Make sure your brand reflects who you are, what you value, and how you make a difference. Your employer brand is your most powerful recruiting tool. Make it irresistible. #EmployerBranding #TalentAcquisition #CompanyCulture

Here are the best strategies to get the MOST out of Indeed and ZipRecruiter. There’s a reason why you’re NOT getting the right candidates out of Indeed and ZipRecruiter. You're doing EVERYTHING right… - perfect job description - search keywords - posted on all job boards but you’re still NOT getting the right candidates. 99% of companies are stuck in the same trap: Relying ONLY on Indeed and ZipRecruiter to find talent. ❌ They're not going on social media. ❌ They're not going on LinkedIn. ❌ They're not doing video job descriptions. ❌ They're not doing in-person networking. ❌ They're not getting local referrals. They’re missing out on a huge pool of top talent. So the #1 and the best strategy is to THINK OUTSIDE the job board box. The BEST candidates might not even be actively searching on job boards. You also need to GO WHERE THEY ARE. But if you MUST use Indeed and ZipRecruiter... Here are a few tips to maximize your results: 1️⃣ Refresh your post daily (at the minimum, weekly) It signals the algorithm that your post is new and will boost your visibility to make sure you get the most relevant candidates. A lot of companies will post ONCE and let it sit for MONTHS without refreshing, no wonder they're not getting new candidates. 2️⃣ Use multiple job titles Don't limit yourself to one generic title. Experiment with different variations to see what resonates with candidates. 3️⃣ Target specific locations Posting for "Pittsburgh" is good, but targeting specific neighborhoods (e.g., "North Hills," "South Side") can get your listing in front of the right local talent. One job description x 5 different titles x 5 different locations = 25 chances to get your listing seen by the RIGHT people DAILY. This already MULTIPLES your odds by a LOT. By diversifying your strategy on and off job boards, you'll unlock a bigger pool of top talents. P.S. Need a recruitment strategy that WORKS? DM me "TOP TALENT" and let's chat about how my team can help you find the right people.

They’re the oldest glass manufacturer in the U.S. based right here in Pittsburgh 🤯 When I walked in the door a nice lady greeted me and I learned she has been with the company for over 40 years. You’d recognize some of the most popular bourbon bottles they make sitting on your shelf at home. Once you step inside, you would never know this was the oldest glass manufacturer in the US. There were fresh renovations and updates throughout the facility. There are plans for continued investment that will support the next generation of Pittsburgh talent. This is what I saw on my recent tour of Stoelzle Glass as we were in the process of helping them hire some of Pittsburgh's top talent. I've always believed in understanding a company's culture beyond the job description. Stepping into Stoelzle's facility helped bring the job descriptions to life. Right away I felt the heat, the noise, the power, and the passion people had for being here. The sheer scale of the operation was INTENSE. But it was the PEOPLE who truly captivated me. - 40-year veteran greeting guests at the front door (That's LOYALTY right there). - People working hard but also enjoying the work they do. - Engineers and craftspeople working side-by-side. A site visit is not just a tour, it's an immersion. It's WITNESSING firsthand: - How employees INTERACT - How they TALK about their work - How they EMBODY the company's values It's about experiencing the energy, the passion, the daily rhythms that make a workplace UNIQUE. This is how you match exceptional talent with exceptional organizations. Thanks Stoelzle Glass Group for allowing us to be a small part of your great company! And special thanks to Ross Wachowski for giving us the tour! If you’re interested in working for a Glass company rich in history with big plans for the future, please reach out to me for details. P.S. If you are in Pittsburgh and are hiring in the next 3 months, let’s have a chat. We will meet in person at your office or facility, and use it as a jump start for the great hard working people of Pittsburgh to learn what makes you unique.

“All staffing agencies have access to the same talent, right?” Nope. The truth is, not all recruiters are created equal. The easiest way I can break this down is to separate the passive from the active candidates. Most recruiting companies primarily target active job seekers by posting your job on CareerBuilder, Indeed, and other job boards. These candidates are often the same recycled applicants everyone else is seeing. It’s what worked years ago but today….it’s getting harder and harder to find top talent this way. The reality is, the best candidates are NOT applying to these jobs in most cases. They're working. They're busy performing at a high level. They are the PASSIVE job seekers and they are the ones you want! So where do you find these hidden gems who aren’t actively looking? You have to be where they are--meet them where they’re at. - Showing up with valuable (and engaging) content on places like LinkedIn “Approximately 3 people get hired every minute on LinkedIn” 🤯 -LinkedIn - Showing up to local events and building relationships in the community that you hire for (for us it’s the Pittsburgh, PA area) The recruiting game has changed… And we’re excited to be changing with it! #Recruitment #Humanresources #Pittsburgh

Hiring an internal recruiter? STOP It may or may not be the right fit for you right now Before you make that decision, I’d encourage you to ask yourself these 3 questions: 1.) Is it the right solution? Often times companies think that if they have more than a role or two to hire for, they need to hire an internal recruiter. And while sometimes this makes sense, other times it’s so much easier to hire a fractional recruiter for a couple of months, make the hires, and be done. You ramp up… you reactivate the fractional recruiter. You ramp down… you shut it off. It’s pretty simple. 2.) Have you done a true cost comparison? There’s a misconception that hiring an internal recruiter is usually more cost effective. In reality, it’s usually the most expensive route to go. You’ve got salary, benefits, technology, training, ramp up time/resources, etc. The costs can add up pretty fast and often times end up being significantly higher than some of the other recruiting options. 3.) Do you have the right support system for this person once they’re onboarded? So, let’s say you did pull the trigger and hired the internal recruiter. Do you have the internal knowledge to onboard and manage a recruiter effectively? Or will they flounder without guidance, leading to wasted time and resources? Making the wrong decision here can cost you time, money, and valuable talent. The best companies are evaluating their options carefully and choosing the solution that truly fits their needs. Need help weighing the pros and cons? DM us with the word PARTNER and let’s talk. #recruiting #hiring #talent #staffing #insidertips

Traditional staffing methods are dying There has been a shift in how people find jobs, and if you haven't adapted, you're falling behind. Here's what's changed: 👉 Digital is non-negotiable Job boards and resumes are just the tip of the iceberg. Today's top candidates are building personal brands on Linkedin, sharing their skills on social media, and engaging in industry communities online. 👉 Local matters more than ever One-size-fits-all recruiting doesn't work anymore. Candidates want to feel valued and understood, which means knowing the nuances of their specific market and community. 👉 Authenticity wins It's no longer just about the company name. Candidates want to see the people, the culture, the "why" behind your work. That means sharing your story, your values, and your unique employee experiences. The companies that embrace this new playbook will not only attract top talent, but also build a more engaged, loyal, and productive workforce. #recruiting #hiring #talent

99% of companies are not doing VIDEO job descriptions Even though we all know people live on their phones and are watching more videos now than ever. Video job descriptions get access to all these users scrolling through videos on TikTok, YouTube, etc. Why it works: 🌟 Showcases your personality 👀 Gives a real sense of your culture 🔥 Targets those who think outside the box So we figured we’d change that and attempt to lead the way by creating our very own video job description. And what we wanna do is give you access to the behind the scenes of how something like this gets made! -The simple equipment -The structure of the video JD -How we filmed it and edited it -And where we position it to attract top talent Interested in getting the one page cheat to creating a video JD? Drop a comment below and say “Video JD” and we'll send you a copy in the next two weeks! #videojobdescription #recruiting #hiring #humanresources