Tag: hiring

  • How TA Leaders Can Help Overwhelmed Recruiters and Save Candidate Experience

    How TA Leaders Can Help Overwhelmed Recruiters and Save Candidate Experience

    The job market is shifting, and for Talent Acquisition (TA) teams, the change often brings a crisis of volume. When economic uncertainty hits, job applications surge. Recruiters are no longer struggling to source candidates; they are drowning in a flood of “shotgun applications,” where desperate or displaced applicants apply to every available role, regardless of suitability.

    This environment has fundamentally redefined the core challenge of TA: it’s no longer about finding talent, but about efficiently extracting quality from an overwhelming volume of noise.

    The Silent Crisis of Recruiter Overwhelm

    For the individual recruiter, this application surge is a fast-track to burnout. Historically, recruiters already spend 20% to 30% of their time on administrative tasks like scheduling, posting, and manually screening resumes. When application volume spikes exponentially, this manual process—which typically averages seven seconds per resume—becomes impossible to sustain.

    The resulting administrative drag has two critical consequences:

    1. Recruiter Burnout: Overwhelmed recruiters, pressed for time, prioritize speed over diligence, leading to stress, burnout, and an increased probability of a bad hire.
    2. The Candidate “Black Hole”: The inability to keep up with volume means communication with candidates breaks down. Applicants are left in the dark, creating the infamous “black hole” phenomenon—a guaranteed source of negative candidate experience (CX) and lasting damage to the employer brand.

    The solution is not to simply hire more recruiters, but to fundamentally redefine the role itself.

    The Strategic Pivot: From Administrator to Talent Analyst

    TA leadership must initiate a strategic pivot, moving the function from a transactional support service to a proactive, data-informed strategy driver. The core goal is to absorb the administrative load using technology, thereby freeing the human recruiter to focus on strategic, high-value tasks.

    This transition is supported by compelling data, as organizations strategically leveraging recruitment technology can realize a 63% improvement in overall hiring efficiency.

    How Leadership Can Enable Recruiters to Win

    The path to rescuing the recruiter and transforming the TA function rests on three key pillars:

    1. Strategic Automation of the Funnel

    Leadership must invest in and rigorously audit a tiered screening model powered by AI and automation:

    • Tier 1: Automated Screening: Implement AI and Applicant Tracking System (ATS) rules to immediately disqualify candidates lacking mandatory, job-critical requirements (e.g., essential certifications or experience). This stage is engineered for ruthless efficiency.
    • Tier 2: Automated Assessment: Utilize AI-powered tools for automated interview scheduling and initial vetting, such as one-way video interviews or skills assessments. This process removes the time-consuming email back-and-forth, reducing administrative work by up to 97% in some cases.
    • Tier 3: Strategic Engagement: This tier is reserved exclusively for the human recruiter. They focus only on the highly qualified shortlist, dedicating their time to deep cultural fit assessment, behavioral interviewing, and negotiation—the empathetic, nuanced work that only humans can perform.

    2. Invest in AI Literacy and Governance

    Simply deploying new tools is insufficient. TA leaders must ensure their teams have the competence and ethical framework to use them:

    • Upskilling: Provide comprehensive training (AI literacy) so recruiters can transition from process administrators to Talent Advisors. This means training them to interpret AI-generated data, understand predictive analytics, and use these insights to offer strategic counsel to hiring managers.
    • Bias Mitigation: A non-negotiable step is to audit all AI systems. Because AI is trained on historical data, it can inherit and amplify human biases. Leaders must enforce a “human-in-the-loop” protocol, ensuring human recruiters review and have the final say on AI-driven recommendations, mitigating the significant legal and ethical risk of algorithmic bias.

    3. Lead with Empathy and Mitigate Burnout

    The primary defense against burnout is leveraging technology to provide administrative relief. Leaders must proactively promote professional boundaries and acknowledge the immense pressure on the team, reinforcing that the quality of the hire is non-negotiable, even when managing exceptional volume.

    Protecting the Candidate Experience at Scale

    In a high-volume market, consistency and transparency are the ultimate currency of candidate experience. Since personalized, manual outreach is impossible for every applicant, the strategy must be to maximize timely, standardized communication.

    Here’s how TA leadership can turn volume into a talent relationship asset by maximizing timely, standardized communication:

    • Initial Application: Keep the process short, simple, and fully mobile-friendly using an optimized ATS form to minimize friction and drop-off.
    • Status Inquiries: Provide instant, standardized answers to frequent questions 24/7 using AI Chatbots.
    • Pipeline Updates: Maintain a consistent cadence of communication (e.g., weekly status updates), even if the message is “still reviewing,” by using automated, personalized emails and text alerts.
    • Mass Rejection: Turn rejection into a future sourcing asset using auto-rejection tools that professionally acknowledge the high volume and invite candidates to join the talent pool.

    Rejection, in particular, must be handled with integrity. Auto-rejection emails should be professional, transparent, and explicitly acknowledge the high volume of applications. Crucially, the system should always offer the candidate a next step, such as an invitation to join the official talent pool or receive future job alerts.

    The Bottom Line: The future of high-volume TA is a “bionic” model. AI handles the scale, speed, and efficiency of the screening and scheduling process. This liberation allows the human recruiter to focus their unique, irreplaceable value—empathy, critical judgment, and strategic relationship building—on the final, highest-impact candidates. This shift is how TA leaders transform a crisis of overwhelm into a competitive advantage.

    Listen to one of the most important podcasts we have produced. It might just help your recruiters and protect your brand: https://rss.com/podcasts/renownedhiring

  • Beyond Cost-Per-Hire: The Strategic ROI of Talent Acquisition

    Beyond Cost-Per-Hire: The Strategic ROI of Talent Acquisition

    For decades, Talent Acquisition (TA) has been caught in a defensive crouch, justifying its existence with metrics like cost-per-hire and time-to-fill. We’ve been so focused on proving our efficiency that we’ve often failed to demonstrate our true impact. But what if we could change the conversation entirely? What if, instead of defending costs, we started demonstrating undeniable value?

    The key is to adopt the language of the C-suite: Return on Investment (ROI). By framing recruitment not as an expense to be minimized, but as a strategic investment that drives profitability, we can secure our seat at the leadership table and unlock the resources needed to build a world-class TA function.

    This guide will walk you through the essential frameworks to measure, manage, and maximize the ROI of your talent acquisition efforts, transforming your function from a cost center into a strategic powerhouse.

    The Universal Language: Calculating True Recruitment ROI

    To speak with financial leaders, we need to use their formula. While many internal “yield ratios” exist, the definitive equation for TA ROI is a direct measure of profitability:

    Recruitment ROI (%) = (TotalMonetaryValueofHires−TotalRecruitmentInvestment/TotalRecruitmentInvestment x 100)

    A positive ROI means your hiring efforts are generating more value than they cost. A negative ROI signals a need for strategic adjustments. This single formula elevates the conversation beyond operational metrics and anchors TA’s contribution directly to the bottom line.

    Deconstructing the “Investment”

    A credible ROI calculation depends on a comprehensive audit of all recruitment costs. It’s easy to miss the hidden expenses. Your total investment should include:

    • Internal Costs:
      • Fully-loaded salaries for your TA team.
      • The value of time spent by hiring managers and interviewers.
      • Employee referral bonuses.
      • Pro-rated administrative and overhead costs.
    • External Costs:
      • Advertising, job board fees, and recruitment marketing campaigns.
      • Agency and search firm fees.
      • Technology licenses (ATS, CRM, assessment tools).
      • Candidate expenses like background checks and travel.

    Summing these gives you your Total Recruitment Investment and allows you to calculate an accurate Cost-Per-Hire (CPH), a foundational metric for all further analysis.

    The Other Side of the Coin: The Crushing Cost of a Bad Hire

    While a great hire drives positive ROI, a mis-hire is a significant financial liability. The cost of a bad hire (CoBH) goes far beyond the initial recruitment expense and salary. The true damage lies in the hidden costs:

    • Lost Productivity: It’s not just the underperformer’s lack of output. It’s the time your top performers spend correcting their mistakes and the hours managers waste on performance management instead of strategic work.
    • Degraded Team Morale: One toxic employee can poison a team’s culture, leading to disengagement and burnout among your best people. This “turnover contagion” is real—studies show bad hiring decisions are a leading cause of voluntary turnover.
    • Brand and Customer Damage: For any customer-facing role, a single bad hire can tarnish your brand reputation and destroy valuable client relationships.

    Research from the U.S. Department of Labor suggests a bad hire can cost at least 30% of their first-year earnings, with other studies placing the figure between one-half and two times their annual salary. By quantifying this negative ROI, you build an ironclad case for investing in a rigorous, quality-focused hiring process.

    Proving the Value of Strategic TA Initiatives

    A data-driven ROI framework allows you to move from reactive recruiting to proactive, strategic investment. You can build a compelling business case for initiatives that drive long-term value.

    1. ROI on Training: Investing in skills for recruiters and hiring managers (like structured interviewing or mitigating bias) pays dividends. Track metrics like Quality of Hire (QoH), Offer Acceptance Rate (OAR), and First-Year Attrition before and after training. By monetizing the improvements—such as the value of higher-performing employees and the avoided cost of bad hires—you can calculate a direct ROI on your training programs.

    2. ROI on Technology: An Applicant Tracking System (ATS) isn’t just an organizational tool; it’s an ROI-generating machine. The business case for an ATS is built on four pillars:

    • Avoiding Bad Hires: Better screening and standardized evaluations lead to better decisions.
    • Reducing External Costs: Native sourcing and communication tools can eliminate the need for other expensive third-party services.
    • Boosting Recruiter Productivity: Automating administrative tasks frees up your team for high-value strategic work.
    • Decreasing Time-to-Fill: Streamlining workflows reduces the Cost of Vacancy (COV)—the daily revenue lost when a position sits empty.

    3. ROI by Sourcing Channel: Where do your best hires come from? By tracking not just the CPH but also the Quality of Hire (QoH) for each sourcing channel, you can identify which channels deliver the most value, not just the cheapest candidates. This allows you to reallocate your budget intelligently, optimizing for the highest possible return on your talent investment.

    From Metrics to Narrative: Telling Your ROI Story

    Data alone isn’t enough. The final step is to weave your metrics into a compelling narrative that influences executive decisions. Create a strategic TA scorecard that connects your operational KPIs to high-level business goals, covering:

    • Financial Perspective: Overall ROI, Cost of Vacancy.
    • Customer (Internal) Perspective: Hiring Manager & Candidate Satisfaction.
    • Internal Process Perspective: Time-to-Fill, Cost-Per-Hire.
    • Learning & Growth Perspective: Quality of Hire, First-Year Attrition.

    By presenting a holistic, data-backed story, you can move the conversation from budget requests to investment proposals. You can shift from being a service provider to a strategic partner who demonstrably drives the financial success of the organization. The era of defending our existence is over. It’s time to prove our value.

    Ready to transform your talent acquisition function into a strategic powerhouse? Visit us at Renowned Hiring Solutions to learn how we can help you build a data-driven, high-ROI recruitment engine.

  • The Great Recruiter Squeeze: Key Talent Acquisition Statistics Shaping 2025

    The Great Recruiter Squeeze: Key Talent Acquisition Statistics Shaping 2025

    The world of recruiting has hit a strange and challenging paradox. After the frenzy of the “Great Resignation,” the market has cooled into a more cautious “Great Stay.” But for talent acquisition teams, the pressure has never been higher.

    Recruiters are doing more with less—a lot more. Our latest data reveals a startling picture: while recruiting teams have shrunk by an average of 22%, they’re managing 56% more open jobs and sifting through 2.7 times more applications than just a few years ago.

    This isn’t just a temporary crunch; it’s a fundamental shift in the talent landscape. To succeed, business leaders and HR professionals need to understand the critical statistics and trends defining the future of hiring.

    The Bloated Funnel: Why Hiring Is Slower and More Expensive

    While companies are faster at approving new roles, the actual hiring process has become a bottleneck. This “bloated funnel” effect is a major source of frustration for candidates and a significant cost center for businesses.

    Time & Cost: The Core Metrics

    The two most critical metrics in recruiting tell a story of inefficiency:

    • Time-to-Hire: It now takes an average of 41 days to hire a new employee, a 24% increase since 2021. The primary reason? A staggering 42% more interviews are being conducted for every single hire.
    • Cost-Per-Hire: The average fully-loaded cost to bring on a new team member has settled at $4,700. Even more alarming is the cost of getting it wrong—a bad hire can cost a company up to 30% of that employee’s first-year salary.

    So, where are the best candidates coming from? Surprisingly, not from the channels receiving the most applications. Job boards generate nearly half of all applications but account for less than 25% of hires. The real ROI comes from Talent Rediscovery (your existing CRM/ATS), which now accounts for a massive 44% of all hires.

    The Candidate Experience Gap: A Competitive Disadvantage

    In today’s market, a bad hiring process is more than an inconvenience—it’s a critical business risk. A negative candidate experience is now the #1 reason candidates decline job offers (52%).

    The fallout from a prolonged and poor process creates a vicious cycle:

    • 42% of teams report increased employee burnout from covering vacant roles.
    • 39% experience delayed project timelines.
    • 37% see a decrease in overall productivity.

    The message is clear: companies that fail to communicate, set clear expectations, and move efficiently are not just losing candidates; they’re damaging their own teams and bottom line.

    The AI Double-Edged Sword

    Artificial intelligence is no longer a futuristic concept in HR; it’s a foundational tool. An incredible 87% of companies now use AI in their recruitment process to screen resumes, automate scheduling, and identify candidates.

    This has created massive efficiency gains internally. However, a dangerous gap has emerged between company adoption and public perception.

    A recent poll found that 66% of U.S. adults would actively avoid applying to a company that uses AI in hiring decisions. This apprehension represents a major branding and talent attraction challenge. The companies that will win are those that use AI to augment human decision-making and improve the candidate experience, not replace it entirely.

    Where to Invest Now: The Strategic Playbook for 2025

    Leading organizations are moving away from reactive hiring and building resilient talent functions. The data points to three key areas of strategic investment:

    1. Skills-Based Hiring: The shift from pedigree to proficiency is official. 81% of companies now prioritize skills over traditional qualifications, and 94% of them report that these hires outperform their counterparts.
    2. Employer Branding: A strong employer brand is a talent magnet, capable of cutting cost-per-hire by 50%. It’s no surprise that investment in this area has grown 107% in the last five years.
    3. Internal Mobility: With 60% of employees leaving due to a lack of career growth, upskilling and reskilling are no longer optional. Building talent from within is the ultimate strategy for retention and sustainable growth.

    The Future: A Polarized Workforce

    Looking ahead to the next decade, the labor market is set to bifurcate. The highest growth will be in two key areas: high-touch, human-centric roles (like healthcare and community service) and high-tech, specialized roles (like computer science and mathematics).

    Meanwhile, routine administrative and production jobs are projected to decline, automated by the very technologies recruiters are now adopting.

    The war for talent isn’t over. It has simply shifted to a new battlefield—one defined by efficiency, experience, and the intelligent adoption of technology. The companies that master these domains will be the ones that thrive in 2025 and beyond.

  • The Hidden Costs of a Flawed Hiring Process: More Than Just a Bad Hire

    The Hidden Costs of a Flawed Hiring Process: More Than Just a Bad Hire

    In today’s competitive talent landscape, many organizations still view recruitment as a mere administrative task. However, this perspective overlooks a crucial truth: the efficiency and effectiveness of your hiring process are core strategic drivers of organizational performance, brand equity, and long-term profitability. A flawed recruitment process is not just an inconvenience; it’s a significant financial and cultural liability with compounding negative effects across your entire business.

    At Renowned Hiring Solutions, we understand these challenges intimately. Let’s dive into how inefficient hiring processes can severely impact your organization.

    The Direct Financial Drain: The “Bad Hire” Phenomenon

    The most immediate and quantifiable cost of a poor recruitment process is the “bad hire.” This isn’t usually a one-off mistake but rather a predictable outcome of a process that prioritizes speed over quality or relies on intuition instead of evidence. The financial repercussions are substantial:

    • Significant Direct Costs: A bad hire can cost up to 30% of that employee’s first-year earnings. For a mid-level manager earning $80,000, that’s a direct loss of $24,000. When factoring in all associated expenses, including lost productivity and replacement costs, some analyses place the total cost of a single bad hire as high as $240,000.
    • Cascading Expenses: These costs go beyond the initial recruitment. They include re-posting the job, agency fees, internal recruiter time, pre-employment testing, and background checks. Furthermore, the time spent by hiring managers and interview panels, onboarding, and training costs for the new hire are entirely lost if they are a bad fit.

    The Insidious Indirect Costs: Productivity, Morale, and Turnover

    Beyond the direct financial hit, a flawed hiring process inflicts long-term damage on your organization’s productivity, employee morale, and brand equity.

    • Lost Productivity and Burnout: A bad hire can significantly drag down an entire team. Actively disengaged employees, often a result of poor hiring decisions, cost U.S. businesses hundreds of billions annually in lost productivity. When a new hire can’t pull their weight, responsibilities shift to high-performing colleagues, leading to stress, burnout, and disengagement among your top talent.
    • The “Turnover Vicious Cycle”: An inefficient or biased recruitment process can trigger a destructive pattern:
      1. A bad hire underperforms, requiring excessive time from managers for oversight and correction.
      2. This increased workload erodes the morale of dedicated employees.
      3. Disillusioned high performers seek opportunities elsewhere.
      4. New vacancies emerge, forcing rushed hiring decisions that perpetuate the cycle of poor hires. Essentially, a flawed process doesn’t just fail to attract good talent; it actively drives existing good talent out the door.

    The Ripple Effect on Key Recruitment Metrics

    The health of your recruitment process is directly reflected in your Key Performance Indicators (KPIs). Inefficiencies create a negative ripple effect across these metrics:

    • Time-to-Hire: A slow, drawn-out hiring process directly diminishes the quality of your applicant pool and lowers the Offer Acceptance Rate for top candidates. Top-tier talent won’t wait, and they’ll accept offers from more agile competitors.
    • Offer Acceptance Rate (OAR): A low OAR (<80%) is a significant red flag, signaling issues like non-competitive compensation, a poor candidate experience, or a disconnect between the job description and the role’s reality. A low OAR also directly inflates your Cost-per-Hire, as resources invested in declined offers are wasted.
    • Quality of Hire (QoH): This crucial metric, assessing the value a new employee brings, is systematically degraded by process flaws like a lack of structured assessment methods and unconscious bias. Rushed decisions to fill roles quickly often lead to mis-hires, resulting in low QoH and high first-year attrition rates.

    The Candidate as a Customer: Impact on Employer Brand

    In the modern talent market, candidates are consumers of employment opportunities, scrutinizing potential employers like they would any brand. The candidate experience has become a critical strategic function.

    • Direct Impact on Offer Acceptance: A positive candidate journey significantly increases offer acceptance rates. Conversely, a substantial percentage of job seekers decline offers due to negative experiences such as poor communication or unclear expectations.
    • The Digital Megaphone: Dissatisfied candidates don’t stay silent. An overwhelming majority of candidates with a negative hiring experience will share it publicly or with their networks. Platforms like Glassdoor amplify these experiences, making your recruitment process a public performance that shapes your company’s reputation and ability to attract future talent.
    • Reputation Tax: Negative online reviews act as a “reputation tax,” deterring a significant portion of job seekers from even applying to certain companies. This shrinks your talent pool and forces you to expend more time, money, and effort to attract candidates. A strong online brand, however, leads to a much larger pool of qualified applicants.

    Strategic Recommendations for Transformation

    Transforming your recruitment process from a liability into a strategic asset is achievable, but it requires deliberate, sustained effort and executive-level commitment. Here at Renowned Hiring Solutions, we advocate for these key strategic initiatives:

    1. Establish a Data-Driven Foundation: You cannot manage what you don’t measure. Implement a system to track and analyze key recruitment KPIs like Time-to-Fill, Time-to-Hire, Cost-per-Hire, Quality of Hire, Offer Acceptance Rate, and Candidate Net Promoter Score (cNPS). This data will serve as your baseline for measuring improvement.
    2. Mandate Structured Interviewing: This is arguably the most impactful change you can make. Structured interviews, with predetermined, job-related questions and consistent scoring rubrics, are nearly twice as effective at predicting job performance and significantly reduce unconscious bias. This requires developing standardized interview guides and making training mandatory for all involved in hiring.
    3. Launch Unified and Mandatory Training Programs: Invest in building the capabilities of your recruiters and hiring managers.
      • For Recruiters: Train them to be strategic talent advisors who are proficient in data analysis, technology, and proactive sourcing.
      • For Hiring Managers: Mandatory training should cover legal compliance, bias mitigation, the mechanics of structured interviewing, and their critical role in shaping the candidate experience.

    By embracing these strategic recommendations, your organization can transform its recruitment process from a source of risk and inefficiency into a powerful engine for growth and a sustainable competitive advantage in the enduring war for talent. Learn more about how Renowned Hiring Solutions can help you optimize your hiring process at www.renownedhiringsolutions.com.

  • Beyond the Buzzwords: How Renowned Hiring Solutions Delivers Where Other Consultants Don’t

    Beyond the Buzzwords: How Renowned Hiring Solutions Delivers Where Other Consultants Don’t

    The consulting world is crowded and noisy. A sea of firms—from talent acquisition and HR to global business strategy—all use the same language. They promise “transformation,” leverage “AI and data,” and have a perspective on the “future of work.” For leaders seeking real results, this creates a confusing landscape where the lines have blurred, and it’s difficult to know who can truly solve your specific challenges.

    Many talent firms are transactional, while giant business consultancies offer strategies that are disconnected from the people needed to execute them. At Renowned Hiring Solutions, we are different. We occupy the critical space where strategy, talent, and tangible business outcomes meet. We don’t just fill roles or deliver slide decks; we engineer the human capital solutions that drive your success.

    Here’s how our approach stands apart.

    We Are Strategic Partners, Not Transactional Vendors

    A fundamental flaw in the traditional recruiting world is the transactional nature of the contingency search model. These firms play a numbers game, and with average success rates as low as 10-25%, they fail to deliver a successful candidate a staggering 75-90% of the time. Their focus is on the quick placement, not necessarily the right one for your long-term success.

    The Renowned Hiring Solutions Difference:

    We operate exclusively as a high-commitment, consultative partner. Our process is modeled on the retained search framework, which boasts a success rate of 98% or higher. We see our fee not as a transaction, but as an investment in a dedicated, rigorous process designed to mitigate your most significant business risk: a bad hire. With a single poor executive hire costing up to two times their annual salary, our approach is your insurance policy against a multi-million dollar mistake. We are accountable to you and your strategic goals, not to a mere placement metric.

    We Connect Strategy Directly to Talent Execution

    Global business consultancies excel at high-level strategy. They address the C-suite on topics like M&A, operational excellence, and market disruption. But even the most brilliant strategy is worthless without the right leaders and teams to bring it to life. This is the gap where transformation initiatives fail.

    The Renowned Hiring Solutions Difference:

    We start where abstract strategy ends. We understand that a high annual spend on external executive search isn’t just a budget line item; it’s a powerful diagnostic metric signaling a potential failure in your internal leadership pipeline. We reframe the conversation from “Who should we hire?” to “Why are we hiring?” This allows us to address deeper issues, like building a robust internal mobility program that is proven to be more cost-effective, reduce risk, and boost retention by as much as 70%. We don’t just “buy” you talent; we help you build a sustainable talent ecosystem.

    We Solve the Root Cause, Not Just the Symptom

    The most significant costs in talent acquisition—bad hires, long vacancies, and high turnover—are not random events. They are the predictable outcomes of specific internal failures.

    • 80% of all employee turnover is a direct result of bad hiring decisions.
    • 45% of all bad hires are attributed to the lack of a defined, structured hiring process.
    • An overwhelming 84% of workers blame poorly trained managers for creating unnecessary stress, a primary driver of attrition.

    The Renowned Hiring Solutions Difference:

    Our methodology is built to diagnose and solve these fundamental flaws. While others focus on sourcing candidates, we focus on perfecting the system. We implement structured, competency-based hiring processes that mitigate bias and directly address the leading cause of hiring failure. We provide targeted training for your hiring managers, turning your weakest link into your greatest asset for talent assessment and retention. This is the difference between a temporary fix and a permanent solution that delivers compounding returns.

    Your Partner for Measurable Results

    In a market saturated with consultants, our value is in our clarity and focus. We don’t try to be all things to all people. We are specialists who understand that talent is the engine of value creation. Our promise is to be:

    • Consultative, not transactional.
    • Strategically integrated, not abstract.
    • Focused on root causes, not just symptoms.
    • Dedicated to delivering a quantifiable return on your investment.

    Don’t settle for a transactional recruiter or a strategist who overlooks your most critical asset. Partner with a firm that understands how to connect your people directly to your profitability and growth.

    Ready to build a world-class talent function that drives real business results?

    Schedule Your Strategic Consultation Today

    (https://renownedhiringsolutions.com/)