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Author:

Greg Thorpe

Greg is a seasoned recruitment advertising professional who brings more than a decade of hands-on experience helping companies overcome challenges in today’s workforce landscape. Since joining WorkRocket in 2013, he has grown into a trusted partner for employers, guiding key accounts while continually delivering exceptional results for organizations in skilled trade environments. Known for his strategic problem solving and deep commitment to client success, Greg blends industry insight with practical solutions that help businesses attract and retain the talent they need to thrive.
Skilled trades worker walking up a parking garage ramp
Employer Branding

Skilled Trades Candidates Have the Leverage Now. Employers Need to Act Like It. 

The skilled trades have been treated as a fallback or last resort option for years now and it’s resulted in something more than a labor shortage. It resulted in a complete shift of power in the hiring market for skilled trades.  92% of construction firms reported difficulty finding workers to hire, and 45% said labor shortages were causing project delays. Companies are now missing opportunities for business, pushing project timelines, and paying overtime just to keep up. If companies can’t attract the workers they need, project delays, extra expenses and lost opportunities will continue to build.  In a market like this, employers no longer hold the power in hiring conversation. Qualified tradespeople know what their

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May 7, 2026
Person holding clipboard and checking boxes on outsourcing readiness assessment
Internal Assessment

Outsourcing Recruitment: The Capabilities You Need First

Recruitment process outsourcing doesn’t solve hiring problems. It amplifies whatever system already exists.  If the internal hiring process is tight, outsourcing increases throughput. If the process is loose, outsourcing increases friction. The difference shows up quickly, usually within the first quarter of implementation.  An outsourcing readiness assessment is not a formality before vendor selection. It’s a diagnostic assessment of whether the organization can run a predictable hiring system once recruiting activity is shared.  By the end of this article, you’ll understand what internal capabilities your team needs to possess to effectively outsource your recruitment and you’ll walk away with an outsourcing readiness checklist that you can use to assess your internal team.   Process Maturity

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April 30, 2026
Line of fist held up in the air by internal recruiters resisting RPO
Recruitment Strategy

Why Internal Recruiters Resist RPO (And How Business Owners Can Make It Work) 

You’ve signed the RPO contract. The vendor shows up ready to deliver the pipeline but your internal recruiters start moving slower, asking more questions, and suddenly every candidate has a “culture concern.”  Here’s what’s actually happening: you’ve handed someone else the steering wheel but left your team responsible when the car crashes.  Internal recruiters resist RPO when they lose control over decisions but still catch blame for bad outcomes. If you haven’t redesigned their role before launching the RPO campaign, you’re creating a turf war, not a partnership.  The Real Problem Is Role Collision  Most RPO implementations fail because nobody told your internal team how they’re supposed to work with this new partner who just

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April 16, 2026
Hand holding magnifying glass over wooden figure that was chosen using recruitment strategies and tools
Recruitment Services

The Recruiter’s Toolbox: A Guide for Recruitment Strategies and Tools 

Most hiring teams use the same recruiting tools. An applicant tracking system. Resume databases. Scheduling software. Screening workflows. Yet hiring results still vary widely.  That gap usually comes down to one issue: the recruitment strategy is unclear, loosely followed, or inconsistently enforced.  A strong recruitment strategy does not rely on individual recruiter judgment at every step. It defines how candidates are sourced, screened, contacted, and moved forward. Tools support those steps. They do not replace them. When volume increases or hiring becomes harder, many organizations turn to an RPO provider to help execute those steps consistently.  This article explains the

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April 2, 2026
Mouse hovering over "search jobs" button on company career page
Recruitment Services

Career Page Benefits That Improve Hiring Results 

Hiring teams face an abundance of applicants but limited time to process them.  Roles attract hundreds of resumes, yet recruiters still struggle to assemble credible shortlists. Hiring managers disengage after early interviews. Time-to-fill stretches even as posting activity increases. The real constraint is the amount of unproductive work between posting a role and making a hire.  Career pages perform better under these conditions by reducing unnecessary work earlier in the process.  What Conversion Data Reveals About Career Pages  The most consistent performance difference between career pages and job boards appears in applicant yield.  CareerPlug’s 2024 Recruiting Metrics Report shows that employer career pages

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February 19, 2026
A line of peoples legs sitting in chairs waiting for hiring stability from recruitment process outsourcing
Recruitment Strategy

5 Steps to Finding Hiring Stability Through Recruitment Process Outsourcing 

Hiring “instability” rarely shows up as a single, obvious problem.  Instead, it creeps in like a slow leak:  And in the last year, the macro environment has made all of that worse.  For example, the U.S. Bureau of Labor Statistics (BLS) reported about 7.7 million job openings in October 2025, with hires around 5.1 million; a “tight-but-cautious” market where demand exists, yet hiring can feel sluggish.   Meanwhile, Gallup reported global employee engagement falling to 21% (down from 23%), with an estimated $438 billion productivity hit tied to lower engagement.   Translation: even when you hire, keeping people productive and committed is harder than it used to be.   So, what’s the solution when your hiring needs are

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February 4, 2026
Folders holding confidential job posting
Uncategorized

The Power of Confidential Job Postings: Fill Open Positions Without Risk

Employers are navigating an environment defined by talent shortages, increased turnover, and competitive job markets across nearly every industry. For companies trying to stay ahead, especially in fields like manufacturing, construction, logistics, healthcare, and engineering, filling critical roles quickly and strategically is essential to maintaining productivity and revenue.  One increasingly effective strategy is using confidential job postings to attract qualified talent without creating internal or external disruption. Whether a business is trying to replace a low-performing employee, prevent workflow issues, or protect strategic growth plans, a confidential search can provide more control, flexibility, and efficiency.  As a leading recruitment marketing partner headquartered in Richmond, VA, WorkRocket specializes in helping employers leverage confidential searches to secure high-quality candidates, often faster

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January 21, 2026
Recruitment Fees being paid to recruiter
Recruitment Costs

How Do Recruitment Fees Work and How Is WorkRocket Different? 

Have you ever looked at recruitment fees on a proposal and wondered, “Why does hiring one person cost this much?” You’re not alone. For many employers, especially growing companies trying to scale quickly, recruitment costs feel mysterious.   Once you understand how those fees work, the value behind them becomes clearer, and the differences between recruitment partners stand out in powerful ways.  In this article, we’ll break down how typical recruitment fees are structured, why the traditional model doesn’t always favor employers, and how WorkRocket has built a better, more predictable, and more productive alternative.  What Are Recruitment Fees?  Recruitment fees are the charges a hiring agency collects for

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January 15, 2026
Hiring manager holding magnet for talent attraction
Uncategorized

Talent Attraction in 2026: A Hiring Manager’s Playbook for Winning Top Candidates

If you’re a hiring manager in 2026, you’ve probably noticed something: hiring feels harder than ever.  Not because there aren’t enough applicants.  Not because your company isn’t well-known.  But because top talent has more options, more transparency, and more bargaining power than at any time in recent history.  Even with economic uncertainty, the labor market continues to shift in the workers’ favor. For example, the latest U.S. Bureau of Labor Statistics JOLTS report showed over 8.8 million job openings nationwide; a number still far above pre-pandemic levels, meaning employers continue competing for a limited pool of qualified workers.  So what’s the move?  This guide breaks down exactly what every hiring manager needs to know about talent attraction in 2026; what candidates

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January 8, 2026
Arrows pointing left and right to in-house recruitment vs RPO
Recruitment Strategy

In-House Recruiting vs RPO: Cost, Speed, and Performance Compared 

If your organization is trying to decide whether to build an in-house recruitment team or partner with an RPO provider, you’re not alone. With competition for talent tougher than ever, companies are re-evaluating their entire recruitment strategy; not just how to hire faster, but how to improve quality, reduce costs, and scale reliably.  This guide breaks down the data, pros, cons, and tradeoffs of in-house recruitment vs RPO and gives you the next steps to take in finding the best recruitment strategy for your business.  Let’s get into it.  What “In-house Recruitment” and “RPO” Actually Mean  Before comparing cost and performance, we should get aligned on terms.  In-house Recruitment  This is when a company hires

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December 18, 2025