I'm taking January off from podcasting to consider the future of Recruiting Trailblazers. Happy to chat with you privately if you want to email me at marcused@mac.com

Connect with Marcus https://www.linkedin.com/in/marcusedwardes/

Optimizing Recruiting with AI: Enhancing Human Connection

In this episode of Recruiting Trailblazers, host Marcus interviews Nic Mahaney, the founder and CEO of Elly.ai. The discussion delves into the role of AI in the recruitment industry, emphasizing how AI can optimize recruitment processes without replacing human connection. They explore the benefits and potential pitfalls of AI, its ethical considerations, and its ability to reduce biases. Key points include the definition and current application of AI in recruiting, the balance between automation and humanization, and the future direction of AI-driven tools in enhancing the efficiency and effectiveness of recruiters.

00:00 Introduction and Guest Welcome
02:09 Defining AI in Recruiting
02:38 AI's Role and Impact on Recruitment
05:35 Human Connection in Recruitment
08:54 Ethics and Bias in AI
11:54 Adopting AI in Recruitment
17:53 Transparency and Authenticity in AI Usage
23:14 The Importance of Personal Touch in Recruitment
23:58 Challenges with Automated Outreach
24:28 Building Trust in Online Interactions
25:34 Human Connection in Recruitment
26:57 The Role of AI in Recruitment
31:35 Strategic Use of AI Tools
36:54 Enhancing Candidate Experience
39:56 Future of AI in Recruitment
43:07 Conclusion and Final Thoughts

Nic Mahaney  - connect here: https://www.linkedin.com/in/nmahaney/

Connect with Marcus https://www.linkedin.com/in/marcusedwardes/

Just a word from Marcus about next week's guest and conversation.

Connect with Marcus https://www.linkedin.com/in/marcusedwardes/

earchIn this podcast, Marcus Edwardes hosts Susan Levine, the renowned CEO of Career Group Companies. Susan recounts her journey, starting with the founding of Career Group in 1981, and shares the evolution of her high-end recruiting firm into a multi-division, nationally recognized company. The discussion covers her unique challenges as a young female entrepreneur in a relatively nascent industry, her innovative strategies to survive economic downturns, and the importance of developing and maintaining a strong company culture. Susan also provides an optimistic outlook for the recruitment industry in the upcoming years, emphasizing the importance of tenacity, empathy, and high-touch service in the ever-changing recruiting and talent acquisition landscape.

00:00 Introduction and Guest Welcome
01:39 Susan Levine's Early Career and Founding Career Group
05:37 Challenges and Successes in the Recruitment Industry
12:57 The Evolution of Recruitment Practices
19:20 Navigating Recessions and the Pandemic
27:19 Understanding Hiring Manager Needs
27:36 Navigating Economic Recessions
29:05 Adapting to Internal Recruiting Departments
31:34 The Value Proposition of Recruitment Agencies
34:30 Building a Positive Company Culture
36:10 Balancing Culture and Performance
42:01 The Importance of Tenacity in Recruitment
48:23 Exciting Future Prospects for 2025

Connect with Marcus https://www.linkedin.com/in/marcusedwardes/

Building Relationships and Success in Cybersecurity Recruitment In this episode, Marcus Edwardes welcomes Drew Fearson, the CEO of Ninja Jobs, a specialized cybersecurity recruiting firm. They explore the nuances of the recruitment industry, emphasizing the importance of physical and mental well-being, positive mindset, and relationship-building. Drew shares insights into the unique challenges and rewards of being a niche cybersecurity recruiter, the benefits of comprehensive intake processes, and the evolving role of technology in recruitment. The discussion highlights the significance of old-school principles like developing strong networks and personalized outreach in achieving long-term success.

00:00 Introduction and Guest Welcome

00:52 The Importance of Physical Exercise

01:59 Mindset and Resilience in Recruitment

03:35 Training and Team Dynamics

05:54 Old School Recruiting Techniques

08:16 Comprehensive Intake Process

12:27 Entering the Recruitment Business

16:44 Ninja Jobs: A Unique Story

20:47 The Importance of First Interviews and Metrics

22:12 Navigating the Cybersecurity Recruitment Landscape

23:16 The Power of Niche Recruiting

25:17 Challenges in Modern Recruitment

27:33 Building Strong Client Relationships

33:18 Leveraging Technology in Recruitment

35:27 The Value of Personalization in Outreach

39:59 Long-Term Relationship Building in Recruitment

41:50 Conclusion and Final Thoughts

Connect with Drew: https://www.linkedin.com/in/drew-fearson-9431832/

Connect with Marcus https://www.linkedin.com/in/marcusedwardes/

Building Relationships with the SAMS Method:

In this episode of Recruiting Trailblazers, Marcus delves into a game-changing approach to recruiting by emphasizing the importance of cultivating meaningful relationships with candidates. He warns against the pitfalls of transactional recruiting and presents his SAMS method (Situation, Aspirations, Motivations, Skills) as a solution to transform recruiter-candidate interactions. Marcus explains how engaging with multiple candidates daily and maintaining these relationships through regular, valuable content can build a strong referral network and reduce the need for cold outreach. The episode offers practical tips on rethinking candidate screening and reinforcing recruiter-candidate connections through value-driven newsletters, aiming to position recruiters as 'Trusted Advisors' and ensure long-term success.

00:00 Introduction to Recruiting Trailblazers
00:26 The Best Business Development Tactic
01:05 Building Meaningful Relationships
02:33 The Biggest Missed Opportunity
03:23 Candidate Relationship Strategy
05:05 Mindset Shift for Recruiters
05:59 Long-term Success in Recruiting
07:15 The Power of Connection
07:56 Avoiding the Hard Sell
08:28 Understanding Recruiter Goals
09:44 Introducing the SAMS Method
09:56 Step 1: Rethinking Candidate Calls
10:05 Step 2: Nurturing Relationships
10:55 The SAMS Conversational Strategy
11:57 Breaking Down SAMS: Situation
12:27 Breaking Down SAMS: Aspirations
12:48 Breaking Down SAMS: Motivations
13:43 Breaking Down SAMS: Skills and Experience
15:22 Building Trust and Moving Forward
15:57 Final Thoughts and Next Steps

Connect with Marcus https://www.linkedin.com/in/marcusedwardes/

What drives someone to transition from managing Michelin-starred restaurants to launching a game-changing executive search firm? 

Join Marcus in a conversation with Hannah Suk-Bragg, the entrepreneur behind Hospitality Confidential, and uncover the fascinating journey behind her leap from the culinary world to the recruitment sector. With roots as a first-generation Korean-American and a wealth of experience in high-end dining, Hannah offers a captivating narrative filled with personal insights and industry revelations. You’ll learn how Hannah’s innovative approach in bridging the gap between independent eateries and chain restaurants is setting the stage for a more diverse and visionary hospitality scene.

Forge deeper connections with the hospitality sphere through Hannah’s compelling stories from her time at Spago Beverly Hills to her strategic shift towards recruiting. Discover the nuances of restaurant service culture across the U.S. and the UK, and how these experiences shaped Hannah's professional path. More than just a career change, Hannah's move to recruitment was fueled by a desire for balance, all while staying true to her passion for hospitality. Explore her keen observations on hiring practices, as she delves into the art of placing the right talent in roles from junior managers to C-suite executives.

Hannah’s commitment to fostering meaningful client relationships is evident as she shares the inner workings of Hospitality Confidential’s recruitment strategies. From leveraging LinkedIn and industry-specific job boards to the power of personal interactions, Hannah leaves no stone unturned in her pursuit to connect the best talent with outstanding opportunities. Listen as she discusses her experiences in team building, the unique challenges of recruiting for her own company, and the importance of choosing great people. Through Hannah's eyes, get a glimpse of the hospitality industry's tightly knit community and the evolving expectations of a younger workforce that values balance and benefits.

Connect with Hanae: https://www.linkedin.com/in/hanae-suk-bragg-cprw-5125517a/

Connect with Marcus https://www.linkedin.com/in/marcusedwardes/

Marcus presents a podcast episode focusing on business development strategies for agency recruiters facing today's economic challenges. He emphasizes the importance of establishing true partnerships rather than mere contingency relationships, advocating for meaningful conversations about client needs rather than just gathering requirements. He discusses the importance of leveraging close connections for referrals and the value of personalization in outreach to differentiate from competitors, warning against the ineffective blanket approach to cold outreach. He concludes with advice to block time daily for business development and start with known contacts to create opportunities.

00:36 The Importance of Business Development

01:02 Challenges of Contingency Recruiting

02:32 Effective Business Development Strategies

03:51 Navigating Economic Challenges

07:50 Leveraging Your Network

10:36 The MPC Approach and Testimonials

13:55 Cold Outreach Best Practices

14:45 Conclusion and Next Steps

Connect with Marcus https://www.linkedin.com/in/marcusedwardes/

In this episode of 'Recruiting Trailblazers,' host Marcus Edwardes welcomes Trisha Kana Mistry, founder of ThreePDS, to discuss her journey in the staffing industry. Tricia shares her unique background, starting in retail and transitioning to founding her own minority business enterprise after 9/11. They dive into how the industry has changed over the past 22 years, the impact of technology like AI, and the importance of maintaining genuine relationships in recruiting. Trisha also details her client-specific approach and the significance of interview preparation and business development. The conversation highlights the critical balance between leveraging new tools and preserving human connections in recruitment.

00:00 Introduction and Guest Welcome
00:27 Trisha's  Background and Career Journey
01:30 Starting a Recruitment Business Post-9/11
03:38 The Evolution of the Recruitment Industry
04:17 The Role of Technology in Recruitment
07:32 Client-Specific Recruitment Approach
11:37 Business Development and Client Relationships
18:06 The Importance of Human Connection in Recruitment
22:32 Transforming Lives Through Job Placements
23:03 The Importance of Relationship Building in Recruitment
24:57 The Role of AI in Recruitment
26:18 Understanding and Utilizing KPIs
31:23 Effective Interview Preparation
38:32 Challenges and Anecdotes in Recruitment
41:37 Conclusion and Final Thoughts

Connect with Marcus https://www.linkedin.com/in/marcusedwardes/

Redefining Tech Recruiting: Insights from Mavic Ventures Founder Darren Koontz

In this episode of Recruiting Trailblazers, host Marcus Edwardes welcomes Darren Koontz, the founder and CEO of Mavic Ventures. Darren discusses his journey from playing football at Boise State University to establishing Mavic Ventures in 2018, a company focused on providing flexible recruiting solutions for startups. Darren explains the unique on-call model Mavic offers, allowing startups to use recruiters on a flexible, hourly basis. He also touches on the challenges faced by recruiting agencies in today's market, emphasizing the importance of maintaining quality relationships and adapting to the evolving industry landscape. Darren shares his innovative approaches to candidate outreach, including the use of benchmarking and personalized messaging to cut through the noise in candidates' inboxes. He also delves into the mental and emotional aspects of the recruiting business, highlighting the importance of resilience and adaptability for recruiters in a challenging market.

00:00 Introduction and Guest Welcome
00:29 Darren Koontz's Background and Career
01:07 Favorite Film and Concert
02:01 Introduction to Mavic Ventures
03:13 Mavic's On-Call Model and Market Fit
06:44 Challenges and Opportunities in Recruiting
10:17 Effective Candidate Outreach Strategies
20:45 Crafting Effective Outreach Messages
22:19 Building Relationships with Candidates
24:33 Understanding Company Culture
28:31 Challenges in Leadership and Recruitment
35:24 Leveraging Technology in Recruitment
38:59 Future Opportunities and Market Outlook
41:34 Conclusion and Final Thoughts

Connect with Marcus https://www.linkedin.com/in/marcusedwardes/

In this episode of Recruiting Trailblazers, Marcus Edwardes interviews Will Spengler, an executive recruiter with over 15 years of experience. They discuss Will's journey from various agencies to founding Frederick Fox, an innovative recruiting firm, and explore effective strategies for agency recruitment. Key topics include the challenges and rewards of adopting a high-commission, low-base salary model, the importance of personalization in sales outreach, and the necessity of time-blocking and planning for long-term success in the recruitment industry.


00:25 Guest Introduction: Will Spengler
01:53 Personal Insights and Interests
03:13 Running and Mental Clarity
04:11 Business Model Discussion
04:16 Founding Frederick Fox
08:23 Commission vs. Salary Debate
19:29 Challenges of Independent Operations
23:33 Back Office Complexities
27:16 Open Invitation for Recruiters
28:00 The Recruiter's Journey: From Unemployment to Success
28:31 Who Thrives in Our Environment?
29:43 Overcoming Mental Blocks in Sales
32:16 Effective Sales Strategies in Today's Market
35:55 Personalization at Scale: A New Approach
46:05 Balancing Sales and Recruitment
47:45 The Importance of Time Management and Planning
50:42 Final Thoughts and Success Stories


Connect with Will: https://www.linkedin.com/in/william-spengler-2193433a/

Connect with Marcus https://www.linkedin.com/in/marcusedwardes/

Old School is the New School: Deep Dive into Headhunting with Chris Relth

In this episode of Recruiting Trailblazers, Marcus chats with Chris Relth, an experienced recruiting professional and CEO of Artemis. They discuss the importance of relationships in recruiting, navigating economic challenges, and the evolving role of technology in the industry. Chris shares his journey into entrepreneurship, emphasizing the value of effective headhunting, ethical recruitment practices, and the significance of cultural fit in candidate selection. The conversation underscores the resurgence of human-centric recruiting in an era dominated by automation and AI.

00:00 Introduction and Welcome
00:53 Getting to Know Chris 
03:07 Defining Moments and Personal Stories
04:25 Founding Artemis: The Journey Begins
07:49 Navigating the Recruitment Industry
11:21 Headhunting and Differentiation
24:19 Setting the Ground Rules for Candidate Submissions
24:50 The Positive Pessimist Approach in Recruiting
25:35 Building Trust with Clients Through Transparency
29:30 The Importance of Relationship Building in Recruitment
30:52 Modern Business Development Strategies
40:55 The Role of AI and Automation in Recruitment
45:43 The Future of Recruitment: Human Touch vs. Technology
47:23 Conclusion and Final Thoughts

Connect with Marcus https://www.linkedin.com/in/marcusedwardes/

In this episode of Recruiting Trailblazers, host Marcus Edwardes sits down with Lauren Argenti Rawlings, founder of Precita Placements. Lauren shares the compelling journey of her company's acquisition by ZRG and subsequent rebirth, highlighting her dedication to a high-touch, personalized approach in executive search. The conversation explores the challenges and nuances of diversity recruiting, creative business development strategies, and the importance of building community through in-person events. Lauren also reflects on investing in community events and leveraging social media to differentiate her boutique firm and emphasizes the critical role of candidate experience in forging lasting relationships and earning referrals.
 
 00:00 Introduction and Welcome
 00:25 Meet Lauren Argenti Rawlings
 01:05 The Story of Proceta Placements
 02:44 Challenges and Benefits of Corporate America
 04:52 Diversity Recruiting Journey
 06:27 The Importance of Client Education
 14:36 Advocating for Up-and-Comers
 18:48 Building a Network Through Events
 28:25 Business Development Strategies
 32:50 Concluding Thoughts and Philosophy
 34:32 The Role of Social Media and AI

Conclusion
Lauren is a testament to how passion, innovation, and commitment to diversity can drive success in the executive recruiting industry. By pushing the boundaries of traditional practices and creating meaningful, face-to-face networking opportunities, Lauren stands out as a true Recruiting Trailblazer in her field. We hope her insights inspire you to rethink your approach to recruiting and business development.

Connect with Marcus https://www.linkedin.com/in/marcusedwardes/

In this episode of Recruiting Trailblazers, Marcus Edwardes discusses the importance of adopting a relationship-driven recruiting approach over a transactional one in 2024. He emphasizes the long-term benefits of building trusted advisor status with candidates and prospects, which includes treating all interactions with the same high level of respect and care. Marcus introduces the REACT conversation strategy (Rapport, Explore, Acknowledge, Confirm, That's Right) and the SAM system (Situation, Aspirations, Motivation, Skills) to guide recruiters in forming meaningful relationships that can lead to an effective referral network and reduced reliance on cold outreach.

00:00 Introduction and Welcome

00:28 The Importance of Relationship-Driven Recruiting

00:59 Challenges in Modern Recruiting

01:38 Switching to a Relationship-Driven Mindset

03:01 Building Trust and Authority

06:36 The REACT Conversation Strategy

10:19 The SAM System for Effective Conversations

12:57 Conclusion and Final Thoughts

Connect with Marcus https://www.linkedin.com/in/marcusedwardes/

Marcus is on holiday and will return with a new series in a couple of weeks!

Connect with Marcus https://www.linkedin.com/in/marcusedwardes/

In this episode of Recruiting Trailblazers, host Marcus Edwardes interviews Stacey Stratton, the president and CEO of True Talent Group. The conversation delves into Stacey's journey of founding her niche staffing agency in her basement in 2008, her passion for matching top marketing, creative, and digital talent with opportunities, and her approach to building meaningful relationships with clients and candidates. They discuss the importance of candidate experience, the challenges of scaling a boutique agency while maintaining quality, and the evolving dynamics of recruitment in a post-COVID world. Stacey shares anecdotes on overcoming initial hurdles, the value of meeting candidates and clients face-to-face, and offers insights on building a candidate-centric recruitment process. The episode underscores the significant impact of relationship-building in the recruitment industry.

00:00 Introduction to Recruiting Trailblazers
00:25 Meet Stacey Stratton: CEO of True Talent Group
02:11 Stacey's Journey: From Basement Startup to Success
07:19 Navigating Challenges and Growth
10:27 The Importance of Face-to-Face Interaction in Recruitment
15:41 Building and Nurturing Relationships in Recruitment
24:19 The Changing Landscape of Recruitment
24:47 Building Long-Term Relationships with Candidates
25:26 Challenges in Winning New Clients
27:59 The Importance of Industry Expertise
30:44 Understanding Client and Candidate Needs
33:25 Scaling a Boutique Agency
36:01 Enhancing Candidate Experience
35:02 The Role of Candidate Experience 
38:57 Nurturing Your Candidate Community 
46:37 The Hard Truths of Recruitment 
48:39 Balancing Personal Strategy with Scale 
49:07 Final Thoughts and Farewell

Connect with Marcus https://www.linkedin.com/in/marcusedwardes/

The episode of "Recruiting Trailblazers" features host Marcus Edwardes in conversation with Natalie Sarmiento, founder of Engage Engineer Search, a niche headhunting firm specializing in the forensic engineering industry. Natalie shares her journey from an HR professional to starting her own agency, which was motivated by the recognition of a gap in the market for dedicated and knowledgeable recruiters in forensic engineering.

Natalie discusses the challenges she faced in HR, particularly how generalist recruiters often failed to present qualified candidates. This realization drove her to establish a more specialized recruiting firm, which earned her a place on Forbes America's Best Professional Recruiting Firms list in 2023.

The conversation covers Natalie's strategies for connecting with top talent in a highly specialized and confidential field, emphasizing the importance of building quality relationships and trust. She talks about her recruitment approach, which includes understanding both the client's needs and the candidate's career aspirations, ensuring that placements are not just transactional but transformative for both parties.

Throughout the podcast, Natalie shares insights into the intricacies of forensic engineering, the importance of industry-specific knowledge, and the ethical considerations in recruiting for such a niche market. Marcus and Natalie also reflect on the mutual benefits of developing genuine, long-term relationships with clients and candidates, highlighting the satisfaction that comes from positively impacting people's careers and businesses. 

Natalie closes with advice for other recruiters, stressing the importance of integrity, professionalism, and genuine relationship-building in achieving success in recruitment.

Connect with Marcus https://www.linkedin.com/in/marcusedwardes/

In today's episode, our host Marcus Edwardes sits down with Jeremy Jensen, founder and CEO of Encore Search Partners, a 40-person direct-hire recruitment agency. With a focus on headhunting revenue producers and tech professionals, Jeremy shares his expertise on navigating the evolving hiring landscape and the keys to success in the recruitment business.

Overview:
   - The conversation dives into the functional verticals served by Encore Search Partners, including wealth management, law firms, and technical product companies.
   - Discussion on the hiring market, especially post-pandemic trends and current conditions.
   - Jeremy explains the technical competency required by clients and the nuances of different job roles.
   - Commentary on the difference between contingency and retained recruitment models.

Strategies:
   - The strategies used by Encore Search Partners for headhunting, including outbound headhunting and leveraging cold outreach.
   - The importance of deep technical understanding in recruitment.
   - Building trust and credibility quickly with clients.
   - The significance of understanding clients’ real needs and potentially redefining job roles to meet business challenges.
   - Establishing long-term relationships and becoming a trusted advisor to clients.

Market Challenges and Opportunities:
   - Discussion on modern challenges in the recruiting market, including remote work impacts and the current state of agency recruiting.
   - Opportunities presented by companies lacking internal recruiting sophistication due to sudden growth from new funding.

Company Culture and Growth:
   - Insights on Encore's aggressive recruiting culture and outbound headhunting approach.
   - Strategies for growing and maintaining a successful recruiting business.
   - The importance of continuous improvement, accountability, and maintaining high standards.

Closing Thoughts:
   - Jeremy’s views on the key to success in the recruitment business—emphasizing continual improvement and gratitude.
   - Concluding remarks and appreciation for Jeremy’s insights shared during the podcast.

Biggest Takeaways:

1. Technical Competency and Market Understanding: 
Jeremy highlights the increasing importance of recruiters possessing a deep understanding of the technical aspects of the roles they are filling. This not only helps in finding the right candidates but also in establishing credibility with clients. 

2. Value Proposition and Differentiation: 
The aggressive headhunting approach and the ability to poach top talent from competitors set Jeremy's firm apart. This strategy is particularly effective in industries where specialized knowledge and technical skills are paramount. 

3. Continuous Improvement and Accountability: Jeremy underscores the importance of continuous learning and improvement for recruitment success. Holding the team accountable to KPIs and instilling core values like excellence and resilience are crucial for maintaining high performance and growing the business.

Connect with Marcus https://www.linkedin.com/in/marcusedwardes/

This episode of Recruiting Trailblazers with Marcus Edwardes features a deep dive into the evolving world of recruitment with guest Will McGee. 

Will McGhee has over a decade of top performing agency recruiting experience under his belt. Averaging over 500k yearly billing and now the Founder of Recruiting With Dynamite he is on a mission to help recruiters everywhere get better every day.

Will shares his insights on how the recruitment landscape is changing and what recruiters need to adapt to stay effective. This thought-provoking conversation covers a range of topics from the impact of technology to the power of relationship building in recruiting.

- How to initiate the first conversation with potential clients: 
Marcus inquires about strategies for engaging new clients in meaningful dialogue, emphasizing the challenges recruiters face in today's market. Will suggests focusing on content creation, social proof, and addressing specific pain points to make initial outreach more impactful. 

- The role of AI and technology in recruitment: 
Discussion around the implications of technological advancements on the recruitment process, with a particular focus on how automation and AI are reshaping the demand for recruiters. 

- Importance of a strategic approach: 
Both highlight the necessity for recruiters to adopt a more consultative and strategic role in addressing hiring needs, moving beyond traditional transactional methods to offer tailored solutions. 

- Creating value through productization: 
Will  talks about transforming recruitment services into productized offerings, enabling recruiters to solve specific client problems in a scalable way, and showcasing examples from his own experience. 

- Candidate experience and relationship management: 
Insights on the significance of building deep, trusting relationships with candidates and clients alike, focusing on understanding their needs and being genuinely invested in their success.

Three Key Takeaways:

1. Adaptability is Key: In the face of technological advancements, recruiters must evolve from being purely transactional to adopting a consultative approach that addresses the specific needs and pain points of their clients. 

2. Productization as a Differentiator: The concept of productizing recruitment services offers a unique value proposition to clients by systematically solving recruitment challenges through scalable, replicable solutions. 

3. The Power of Relationships: Despite the rise of automation and AI, the human element remains central to recruitment success. Building genuine relationships and being strategically involved in both candidate and client journeys is crucial.

Connect with Marcus https://www.linkedin.com/in/marcusedwardes/

This week - Marcus opines on Agency Recruiters' struggles in securing those all-important "first-convos" with prospective clients.
What's the issue? What's the solution?
Tune in to find out!

Connect with Marcus https://www.linkedin.com/in/marcusedwardes/

In this insightful episode of Recruiting Trailblazers, Marcus dives into the journey of Tom Willis, a successful recruitment entrepreneur who made a significant leap from being a recruiter in the hustle and bustle of London to establishing his own thriving recruitment firm, Placed, in the United States. With over three years of experience in London and five in Los Angeles, Tom shares his unique journey, the challenges he faced, his vision for Placed, and invaluable advice for aspiring recruitment entrepreneurs.

How did Tom Willis get into the recruitment industry?
Tom mentions he fell into recruitment, much like many in the industry, through familial connections and an unexpected interview at Michael Page. 

What inspired Tom to start his own recruitment agency?
The vast potential of the U.S. market compared to the U.K., highlighting the immense opportunities due to higher salaries and less competition in recruitment. 

Why did Tom choose to work with an investor instead of starting independently?
He discusses the advantages of having support and resources, which allowed him to scale his business more rapidly than if he were on his own. 

What strategies has Tom employed to grow his business?
Focusing on a niche market, building strong local connections, and emphasizing the personal touch in recruiting were key. 

How does he differentiate his agency in a crowded market?
By returning to traditional, relationship-based recruitment and offering service unmatched by competitors. 

What are Tom's hiring strategies for his firm?
He looks for experienced recruiters or sales professionals who fit the company culture and are aligned with the company's long-term vision.

 What challenges has Tom faced, and how does he plan to overcome them?
 Candidate generation is a significant hurdle. Tom is exploring technology and partnerships to improve reach and efficiency.

The 3 Biggest Takeaways:

1. The Importance of Niche Specialization: Tom's focus on a specific market segment, like construction recruitment in the Midwest, has been crucial for establishing credibility and attracting clients. 

2. Investor Support: Working with an experienced investor has not only provided financial backing but also mentorship, helping navigate early business challenges and scale effectively. 

3. The Power of Relationships:  Despite the digital age's convenience, Tom underscores the irreplaceable value of building genuine, face-to-face relationships with clients and candidates, proving this approach still holds significant weight in recruitment.

https://www.linkedin.com/in/thetomwillis/

Connect with Marcus https://www.linkedin.com/in/marcusedwardes/

A quick 5 minute rant by Marcus : 

Whilst AI should be embraced  throughout the recruiting lifecycle - it is crucial not to attempt to replace the human connection that defines the best Recruiters in the biz!

Connect with Marcus https://www.linkedin.com/in/marcusedwardes/

In this enlightening episode of Recruiting Trailblazers, Marcus sits down with Kate Brogden, a seasoned professional in the executive search and recruiting industry. With over a decade of experience, Kate shares invaluable insights into her journey from a CPA at PricewaterhouseCoopers to founding her own boutique national executive search and recruiting firm, Evolve Partners. Tune in as Marcus delves into the catalyst behind Kate's entrepreneurial leap, the challenges she faced, and the innovative approaches that set Evolve Partners apart in a competitive market.

- Marcus asks Kate about her transition from working as a CPA at PwC to entering the recruiting industry and eventually founding Evolve Partners. 
- Kate discusses the realization that sparked her decision to start her own firm, emphasizing the importance of innovation in recruiting. 
- Marcus questions the sales aspects of the business and how Kate adapted to it coming from a background with no sales experience at PwC. 
- They discuss the challenges of establishing a personal brand and the impact of social media on the recruiting process. 
- Kate shares her thoughts on performance management within her firm, highlighting the balance between motivational and metric-driven approaches. 
- The conversation steers towards the intricacies of the recruitment process, including comprehensive intake procedures, sourcing strategies, and the benefits of different search models (contingency, retained, and container). 
- Finally, Marcus inquires about the significance of creating a collaborative work environment and the culture at Evolve Partners.

The three biggest takeaways from this episode are: 

1. The importance of innovation in the recruiting industry can't be overstated. Staying ahead requires a willingness to adopt new strategies and tools, as highlighted by Kate's perspective on moving beyond traditional cold-calling metrics. 

2. A comprehensive approach to client engagement, including a detailed intake process and transparent client communication, is critical for success in executive search and recruiting, ensuring a deep understanding of client needs and fostering strong partnerships. 

3. Building a personal brand is essential for recruiters in the digital age. Utilizing platforms like LinkedIn to showcase expertise and connect with both clients and candidates can significantly enhance visibility and credibility in the industry.

Connect with Marcus https://www.linkedin.com/in/marcusedwardes/

This week -  a conversation between Marcus Edwardes, the host of Recruiting Trailblazers, and his guest Brad Terry, the owner of Crossvine Recruiting. Brad shares his journey from being a medical device sales rep to starting his own recruiting firm specializing in the medical industry. The conversation delves into the intricacies of recruitment, emphasizing the importance of knowing the domain, the recruiter-candidate relationship, the challenges with the contingency model, and candid discussions on candidate preparation and interview processes.

1. *Brad's Transition and Crossvine's Recruiting's Focus:
Brad shared his story of transitioning from a seasoned medical device sales representative to founding Crossvine Recruiting. This pivotal change was driven by his desire to leverage his deep industry knowledge and network to specialize in recruiting sales representatives and managers within the medical industry. Brad emphasized the value of his firsthand experience and insights from the medical sales domain in building his recruiting firm.

2. The Importance of Domain Knowledge in Recruitment:
One of the central themes of the podcast was the crucial need for recruiters to have a solid understanding of the industry they are recruiting for. Brad and Marcus discussed how possessing such knowledge not only boosts a recruiter's credibility but also enables them to engage in more meaningful and insightful dialogues with candidates. It enhances the recruiter's ability to screen candidates effectively, ask pertinent questions, and ensure the right fit between candidates and the roles they are being considered for.

3. Candidate Preparation and Building Relationships:
Both speakers delved into the significance of preparing candidates for interviews, noting that it's not about providing answers but equipping them with the right mindset and questions. This approach ensures that candidates can showcase their understanding of the role, the company, and effectively communicate their interest and fit to prospective employers. Moreover, the podcast highlighted the invaluable role of building genuine, trust-based relationships with candidates. Such relationships enable recruiters to truly understand candidates' motivations, aspirations, and suitability, facilitating a more personalized and effective matchmaking process.

4. Navigating the Contingency Recruiting Model:
The dialogue also explored the challenges associated with contingency recruiting, where recruiters are only compensated upon the successful placement of a candidate. Marcus and Brad discussed strategies for managing client expectations, emphasizing the necessity of clear, timely feedback, and the ability to prioritize engagements based on the level of client cooperation and commitment. They shared insights on the delicate balance recruiters must maintain, especially in competitive or economically challenging environments, to ensure their efforts are valued and lead to successful placements.

3 Important Takeaways:
1.  Knowing Your Domain is Critical: As a recruiter, possessing in-depth knowledge of the industry you're hiring for contributes significantly to your credibility with both clients and candidates.
2.  Preparation and Relationship Building:  Preparing candidates thoroughly for interviews and building genuine relationships with them can considerably impact the recruitment process's success.
3.  Challenges and Strategy in Contingency Recruiting:  The podcast shed light on the challenges faced in a contingency recruiting model and the importance of setting clear expectations with clients to ensure a successful partnership.

Connect with Marcus https://www.linkedin.com/in/marcusedwardes/

Susan Burke is the Vice President of Talent Acquisition for PeaceHealth. During the conversation, they (Marcus and Susan) delve into Susan's journey in the field of recruitment, the importance of building internal stakeholder relationships, and strategies for strategic talent acquisition. The podcast delves into the nuances of the recruitment process, highlighting the crucial role of recruiters as consultants and emphasizing the importance of creating a high-quality candidate experience.

In the initial segment of the podcast, Susan talks about her professional journey in the recruitment sector from agency recruitment to being the VP of Talent Acquisition. She underscores the importance of exposure to diverse industries and the ability to flex recruiting styles to achieve success in corporate talent acquisition.

In the middle section of the conversation, Marcus and Susan discuss the qualities they look for in recruiters, such as passion, persistence, resilience, and the ability to build relationships. They also emphasize the challenges in building internal partnerships, highlighting the critical importance of investing time in understanding business needs. Susan also elucidates on the intake session and the crucial role of recruiters in understanding the business and representing it to potential candidates accurately.

Towards the end, the conversation focuses on the importance of ensuring a positive candidate experience throughout the recruitment process, from maintaining continuous communication during the feedback loop to providing constructive feedback to candidates about their interviews.

The 3 biggest takeaways from the podcast were:
1. The role of recruiters is not just about sourcing and submitting candidates but also about understanding the business and functioning as consultants to the hiring managers.
2. Building internal stakeholder relationships is crucial for smooth recruitment processes. It is essential to invest time in understanding the business needs to find the right candidate for the job effectively.
3. Ensuring a positive candidate experience is essential for maintaining a good employer brand in the market. This includes providing constructive feedback to candidates and maintaining open lines of communication throughout the recruitment process.

Connect with Marcus https://www.linkedin.com/in/marcusedwardes/

185 episodes in the can, over 100K downloads, I think it might be time to move on. 

Thanks to everyone for your feedback - please let me know your thoughts!

Marcus@marcusedwardes.com

https://www.linkedin.com/in/marcusedwardes/

Connect with Marcus https://www.linkedin.com/in/marcusedwardes/

The Evolution of Talent Acquisition: An Interview with Laura Victoria

In this engaging episode of 'Inside HR', host Marcus Edwardes sits down with Laura Victoria, a seasoned professional in Talent Acquisition spanning 25 years across diverse industries. Their candid conversation delves into the challenges and triumphs of Talent Acquisition, exploring aspects such as the vital role of communication among TA leaders, changes brought by AI in the recruitment field, the significance of balancing structured interview processes along with intuition, and the impactful human element necessary in interviews.

 They further touch upon "likeability" as a factor in the hiring process and chat about its diminishing importance in the face of skills and experience. They question traditional recruitment practices, notably analyzing the 'would you have a beer with them?' metric often used informally to gauge a candidate's fit within a team.

A lighter moment is shared when Marcus recalls a peculiar incident when a candidate vaped during a zoom interview, underlining the exceptional circumstances recruiters sometimes find themselves in.

To cap off the conversation, they highlight the critical role communication plays throughout the recruitment process, the potential downsides and benefits of leveraging AI in interviews, and the importance of moving away from automated, impersonal interviewing towards a more human, intuitive mode of candidate interaction.

Connect with Marcus https://www.linkedin.com/in/marcusedwardes/

Summary:
In this podcast episode, Marcus Edwardes discusses the negative impact of mass outreach and the importance of prioritizing quality over quantity in communication. He highlights the commoditization of connection and the erosion of trust caused by generic and manipulative email campaigns. Marcus suggests a paradigm shift towards personalization, valuable content, relevancy, and targeting. He emphasizes the need for genuine interest, concise and valuable content, contextual relevance, and tailored messaging. Marcus encourages recruiters to differentiate themselves from AI-powered outreach and focus on building trust and fostering meaningful connections. By implementing these strategies, recruiters can outwit the competition and initiate conversations that excel in the marketplace.

Connect with Marcus https://www.linkedin.com/in/marcusedwardes/

Marcus opines on the importance of the human touch in the age of AI recruiting - touching on:

• The Rise of AI in Recruitment
• Technology is transforming the talent hunt....
• The Essence of Hiring Lies in Understanding Humans
• Not just data- but empathy, passion, curiosity, vulnerability, and humor....
• AI's Assistance to the Modern Recruiter
• Think about sourcing and screening....
• AI Lacks Empathy
• AI can't really gauge a candidate's cultural fit, or their passion for a role, or their emotional intelligence....
• The Importance of Human Traits in Building Relationships
• The Future of Recruiting: AI + Humans

Connect with Marcus https://www.linkedin.com/in/marcusedwardes/

In this cracking podcast episode, host Marcus Edwardes and seasoned executive recruiter David Wells explore various facets of recruitment ranging from the initial transition into the sector to the present-day intricacies of agency recruitment. Wells shares invaluable insights on his recruitment methodology, emphasizing the significance of relationship maintenance with candidates and the 'give-to-get' principle during initial candidate correspondence. The conversation also sheds light on diverse topics encompassing the impact of automation on recruitment and the importance of storytelling as a recruitment tactic.

• Initial Transition into Recruitment
• Current Challenges in Agency Recruitment
• Automation in Recruitment
• The Role of Storytelling in Recruitment
• Effective Candidate Outreach Strategies
• Handling First Candidate Calls
• The Importance of Relationship Building

The 3 Biggest Takeaways:

Relationship-building is crucial in recruitment: David Wells emphasized the importance of nurturing relationships with candidates. He shared his technique of a 'give-to-get' approach during the initial candidate interaction, which ultimately benefits the recruitment process.

The role of automation and personalization in recruitment: The conversation shed light on the significant impact of automation on recruitment. David explained how personalization and focused targeting can make outreach more effective, moving beyond a reliance on automated messages.

The art of presenting opportunities: David stressed the significance of how opportunities are presented to candidates. He noted the importance of being a good storyteller to build connections with candidates and present job roles in a manner that aligns with their career aspirations.

Connect with Marcus https://www.linkedin.com/in/marcusedwardes/

In this episode of Recruiting Trailblazers, Marcus Edwardes engages in a revealing conversation with Jerry McMillin, the director of technical recruiting at ClickUp. They delve deep into the intricacies of internal and agency recruiting, the role of personalized outreach, the impact of tenure, the importance of work ethic, and the changing dynamics of the recruiting industry. They also explore candidate experience, relationship with stakeholders, and the outlook for internal recruiting.

Insights into Internal and Agency Recruiting

Marcus speaks with Jerry about the different and similar challenges of internal and agency recruiting, how each role requires a unique mindset, and the consideration of individual transitions in hiring decisions....

The Role of Personalized Outreach in Recruiting

Jerry explains how personalization, relevancy, and flattery are essential in outreach. Whether contacting candidates or clients, it's crucial to ensure each message is genuinely pointed at the recipient, rather than being sent as a blanket statement....

The Influence of Tenure in Hiring Decisions

The discussion pivots around the influence of tenure on hiring decisions. Marcus asserts that tenure importance varies based on context and that every resume tells its unique story providing nuance and insight into the candidate's experiences....

Work Ethics in Recruiting

Following the premise on the unteachability of hunger, Jerry shares how a candidate's degree of dedication and passion can be a determining factor in hiring decisions, often going beyond raw skill....

Outlook for Internal Recruiting

Touching on the future implications for internal recruiting, Marcus talks about its evolution, how the focus on quality over quantity will become increasingly important, and the potential for more contractual roles and relationships with agencies....

Candidate Experience

They round up the conversation discussing the significance of the candidate's interview experience and how enhancing this experience can also benefit the company in return if the candidate now acts as an ambassador to your brand.

Here are the top 3 takeaways from this podcast:

1. Personalized Outreach: Personalization in outreach can have a significant impact on the responses received by recruiters. Jerry emphasises how adding a personal touch, highlighting relevancy, and consistent quality communication can build a long-lasting relationship with both candidates and hiring managers. 

2. Work Ethics: Jerry stresses the importance of hunger and dedication toward one's work. Regardless of the skill set currently possessed, if a candidate is passionate and willing to learn, they can become valuable assets to the company. 

3. Role of Tenure: Both Marcus and Jerry brought up the role of tenure in hiring decisions. They discuss how every resume tells a unique story and the role of tenure is often contextual rather than an absolute deciding factor. Inspection should be done on a case-by-case basis and interpretations should be made in light of the candidate's entire job history. 

This conversation provides insightful perspectives on the nuances of recruitment and how certain strategies can affect the hiring process. The primary theme across points is that both candidates and recruiters benefit from a personalised, committed approach with a focus on long-term growth and adaptability.

Connect with Marcus https://www.linkedin.com/in/marcusedwardes/

In this episode of Recruiting Trailblazers, host Marcus Edwardes welcomes back expert labor economist, Andrew Flowers from APPCAST. The discussion circles around critical trends shaping the world of recruitment and labor markets for the upcoming year, 2024.

The pair embarked on the conversation by touching on the imminent hiring slowdown in 2024, with a special focus on standing up positions vs sitting down positions. They delved into how the hiring demand for knowledge workers or the laptop class would cool off, while demand for direct care providing or production workers, the standing up roles, would heat up significantly.

Next, Andrew throws light on an unexpected increase in job seeker activity, supported by the massive transition of women and immigrant demographics into the labor force. They discussed how the strong U.S. economy acted as a magnet for global immigrants, which boosted the number of job seekers.

Following this, they explored the changes in commercial real estate entwined with work-from-home policies, viewing it as a reckoning period for corporate real estate. With a substantial shift towards remote work and a decrease in office space utilization, Andrew sees corporations grappling with strategic decisions related to maintaining office space and personnel policies.

Finally, they delved into how AI could become a staple in recruiters' day-to-day workflows. Andrew anticipates an increased adoption of AI tools like chat GPT by recruiters to perform mundane tasks, leaving them to focus on judgments and decisions that require a human touch.

1. Market Demands: Understanding market needs and demands will contribute significantly to recruiting strategies. 
2. Flexible WFH policies: Companies that provide options for remote work have an advantage in recruiting talent. 
3. AI Augmentation: Utilizing AI to augment recruiters' work can make processes more efficient and scalable.

Connect with Marcus https://www.linkedin.com/in/marcusedwardes/

In this enlightening podcast episode, Marcus Edwardes engages in an exploration of the role of a recruiter in the era of AI and chat GPT with Ben Otero, the Head of Global Talent at Doorloop. With their combined industry knowledge and distinct insights, they delve into major aspects of recruitment, detailing how these processes are evolving with time, and what recruitment might look like in the future.

- The role and importance of a recruiter in today's evolving recruitment landscape. 
- The impact of relationship building on modern day recruitment. -
- The potential role of AI and chat GPT in streamlining recruitment processes. 
- Proposed future recruitment model: The 'Recruiting Architect'. 
- Predictions about the impact of AI and chat GPT on recruitment.

Key Takeaways:

1. The AI and chat GPT era will not eliminate the human element in recruitment. In fact, the ability to build relationships and offer personalized recruitment processes continues to be a competitive advantage. 
2. The 'Recruiting Architect' hypothesis suggests a future recruitment model that could hybridize the recruitment tech stack, optimizing talent acquisition strategies. 
3. Despite the potential of AI and chat GPT in recruitment being largely untapped currently, recruiters must keep pace with these technological advances to increase their utility and effectiveness.

Connect with Marcus https://www.linkedin.com/in/marcusedwardes/

Welcome to the Recruiting Trailblazers podcast! In this episode, Marcus Edwardes interviews Logan Marsh, a global talent acquisition leader and startup advisor. They discuss various topics related to talent acquisition and leadership. Let's dive into the key points covered in this episode:

- Marcus introduces Logan Marsh, a global talent acquisition leader and startup advisor. - They discuss the biggest challenges faced by TA leaders today and the key to navigating those challenges. 
- The qualities and skills that make a great recruiter and how to identify them during the interview process. 
- The biggest misconceptions about the TA leadership role and how it differs internally and externally. 
- The importance of communication in leadership and how it can bridge the gap between supporting the team and meeting leadership expectations. 
- The role of AI in the recruiting industry and how it can augment human recruiters. 
- The future strategy for building out the talent acquisition function, including the use of external services and a more balanced approach to resource allocation. 
- The need for talent strategists who understand both the art and science of recruiting and can influence workforce planning. 
- The challenges and complexities of being a TA Leader in today's rapidly changing landscape. 
- The importance of being a well-rounded leader with expertise in recruiting, technology, and HR.

And here are the three biggest takeaways from this podcast:

1. Communication is key: As a TA leader, clear and effective communication with your team and top-level management is essential for success.

2. The IT factor: When hiring recruiters, look for those who possess soft skills such as curiosity, sense of ownership, drive, and problem-solving abilities. These qualities set the best recruiters apart.

3. Embrace AI: AI can be a valuable tool in the recruiting process, particularly in areas like sourcing. Recruiters should learn to embrace and utilize AI to improve efficiency and focus on the human aspects of recruitment, such as building relationships with candidates and clients.

Connect with Marcus https://www.linkedin.com/in/marcusedwardes/

This week's guest is TA Leader, Julie Coucoules.

Julie and Marcus discuss their top five holiday movies:

  - Julie's number one pick is "Love Actually".
  - Marcus' number one pick is "Elf".
  - Julie's number two pick is "Home Alone".
  - Marcus' number two pick is "The Family Man".
  - Julie's number three pick is "The Holiday".
  - Marcus' number three pick is "Planes, Trains, and Automobiles".
  - Julie's number four pick is "It's a Wonderful Life".
  - Marcus' number four pick is "Die Hard".
  - Julie's number five pick is "Edward Scissorhands".
  - Marcus' number five pick is "It's a Wonderful Life".
  
They discuss some honorable mentions, including "How the Grinch Stole Christmas", "Bridget Jones's Diary", "Lethal Weapon", "Trading Places", "Rudolph the Red-Nosed Reindeer", and "Charlie Brown Christmas".

Connect with Marcus https://www.linkedin.com/in/marcusedwardes/

In this episode of 'Recruiting Trailblazers', host Marcus Edwardes sits down with Joe Kotch, a 30 year veteran of the recruitment industry with extensive experience across various sectors. Their engaging and insightful conversation traverses the landscape of the recruitment business; covering internal and external recruitment dynamics, relationship building, the impact of technology, and the essential shift towards candidate experience-focused recruiting.

Joe's LinkedIn https://www.linkedin.com/in/joseph2470/

Topics discussed:

- Transitioning from external to internal recruitment and how both sectors operate.
 - The crucial role of relationship building and having a human-to-human connection in recruiting. 
- Importance of candidate experience in every aspect of recruitment, and how it influences recruiters to always aim for a win-win situation. 
- The impact of technology on the recruitment process, how it complements the art of relationship building and the importance of being data-driven. 
- The necessity of having an established and understood set of metrics to evaluate the success of a recruitment process. 
- The approach agency recruiters should have when building relationships with internal talent acquisition leaders.
- The need for deep understanding and connection with candidates as a recruiter, thereby treating them like a human, not just a resource, is pivotal for improving candidate experience. 
- Utilizing technology to its maximum benefit, informing and supporting recruiters, should be considered, but not at the expense of humanizing the recruitment process. The balance between art (relationship) and science (technology) in recruitment is essential. 
- Evaluating success using established metrics assists recruiters in understanding where to focus their efforts and time, hence streamlining the recruitment process. It also helps in setting realistic expectations and standards for the recruitment process.

Top 3 Takeaways:

1. Importance of Humanized Approach in Recruitment

The need for deep understanding and connection with candidates as a recruiter, thereby treating them like a human, not just a resource, is pivotal for improving candidate experience....

2. Optimal Utilization of Technology in Recruitment

Utilizing technology to its maximum benefit, informing and supporting recruiters, should be considered, but not at the expense of humanizing the recruitment process. The balance between art (relationship) and science (technology) in recruitment is essential....

3. Significance of Metrics in Streamlining Recruitment Process

Evaluating success using established metrics assists recruiters in understanding where to focus their efforts and time, hence streamlining the recruitment process. It also helps in setting realistic expectations and standards for the recruitment process....

Connect with Marcus https://www.linkedin.com/in/marcusedwardes/

This podcast  is a fascinating conversation between the host, Marcus Edwardes, and his guest, Marta Riggins. The dialogue sheds much-needed light on employer branding's significant role in the recruitment process, employee engagement, and overall business success. Marta, a strategic consultant specializing in employer branding, breaks down the concept of employer branding and explains how it serves different business sizes.

Outline:

1. Marcus introduces himself and the podcast, "Recruiting Trailblazers," and hints at the conversation's main topic—employer branding.
2. Introduction of guest speaker, Marta Riggins, her career path, and expertise in employer branding discussion.
3. Discussion about Marta's background and personal achievements outside of her professional roles.
4. Introduce the main topic—employer branding. Explanation of what employer branding is and its significance.
5. Discussion on the relevance of employer branding for different company sizes, from startups to established corporations.
6. Discussion about the negative impact of mishandled layoffs on a company's employer branding and reputation.
7. Analysis of employee engagement being tied to employer branding and how engagement levels can reflect the effectiveness of the employer's branding strategies.
8. Understanding the differences between employer branding and recruitment marketing.
9. Sharing the experience of how employer branding can play into company benefits, diversity, and inclusion efforts.
10. Closing thoughts on the importance of authenticity in employer branding strategies and the direct impacts of employer branding on employee retention and company growth.

Top Three Takeaways:

1. Authenticity is Essential: The podcast emphasizes that authenticity in employer branding is crucial. If companies market brand aspects that are not true to the experiences of their employees, the falsehood will potentially be exposed, which could severely affect the business's reputation.

2. Employer Branding Affects Both Attraction and Retention: As Marta shares, not only is employer branding essential for attracting new talent but also in maintaining the engagement of current employees. Especially in difficult times, such as layoffs, a strong employer brand can significantly influence the company's reputation.

3. Employee Engagement Metrics Provide Insight into Branding Strategy: Marta illustrates that regular assessments and implementation of data regarding employee engagement can help in crafting an effective employer branding strategy. This, in return, could better align the company's actions with their employees' expectations, furthering both business efficiency and employee satisfaction.

Connect with Marcus https://www.linkedin.com/in/marcusedwardes/

Amanda is the Founder and CEO of Mindful Growth Partners. 

Embracing the Journey of AI: An Interview with Amanda Halle

In this episode of Recruiting Trailblazers, host Marcus Edwardes interviews Amanda Halle, founder and CEO of Mindful Growth Partners, who specializes in preparing businesses and individuals for a technology-driven future. 
Halle shares her journey from currency trading to HR, discussing the role of data and her efforts in pioneering the usage of AI in the People Data Space. She elaborates on her new AI newsletter, 'Unraveling AI', which aims to educate people about the implications of AI in everyday life. 
Halle highlights the use of chatbots like Chat GPT and Oasis in recruitment, HR, and content creation but acknowledges the fear revolving around AI and job displacement. The discussion also covers the need for transparency in AI usage, the gender gap in AI usage and the potential education system adaptations to AI. 
Despite the looming threats, Halle concludes by expressing her hope for a future where humans and machines work collaboratively, optimizing the way businesses and teams operate.

00:05 Introduction and Guest Presentation

01:18 Amanda Halle's Journey into AI

02:19 AI's Potential in HR and People Management

03:21 Transition from Currency Trading to HR

04:08 AI's Role in the Future of Recruiting

05:00 AI's Impact on Job Market

05:43 AI's Role in Streamlining HR Processes

08:31 AI's Potential in Revolutionizing Talent Acquisition

10:31 AI's Impact on Job Roles and Skill Development

11:04 AI Tools and Their Applications

20:47 AI's Potential Bias and Ethical Considerations

25:18 Becoming an Expert in AI

27:13 The Future of AI in Business Operations

https://www.linkedin.com/in/amanda-halle/

Connect with Marcus https://www.linkedin.com/in/marcusedwardes/

In this episode of Recruiting Trailblazers, host Marcus Edwardes converses with the distinguished talent acquisition professional, Melissa Grabiner. Melissa, with her impressive 25 years of experience in HR services and a considerable following on LinkedIn, shares her insights on the current trends and challenges in recruitment, especially during the economic downturn.

The duo discusses the value of networking and the instrumental role that LinkedIn plays in a successful job search. Melissa provides valuable advice on optimizing resumes, the do's and dont's of job applications, and the importance of consistent interaction on platforms like LinkedIn.

The conversation concludes on an encouraging note from Melissa to all job seekers, reinforcing the importance of persistence and active networking.

I. Introduction
    A. Host Marcus Edwards introduces the guest, Melissa Grabiner, and shares her background in talent acquisition and noteworthy LinkedIn following.
   
II. Discussing Current Trends in Recruiting
    A. Melissa and Marcus talk about the current state of the recruiting industry, particularly during the pandemic-induced economic downturn.

III. Melissa's Perspective on the Industry
    A. Melissa shares stories and insights from her extensive experience in talent acquisition.
    B. She discusses the prospects for recruiters in the current market and her hope for a positive turn.

IV. Importance of Networking
    A. Melissa shares her philosophy on the importance of networking for job seekers.
    B. Marcus reads out one of Melissa's influential LinkedIn posts emphasizing the significance of self-advocacy in career progression.

V. Resume Building & Job Applications
    A. Melissa provides useful tips on tailoring resumes for specific job applications.
    B. She discusses the right and wrong approaches to job applications, debating on the idea of "apply and pray".
   
VI. Harnessing the Power of LinkedIn
    A. The importance of LinkedIn as a tool for job search and networking is discussed in depth.
    B. Melissa shares her strategy for engagement and interaction on LinkedIn, including posting relevant content and responding to comments.

VII. Encouraging Words for Job Seekers
    A. Melissa wraps up the conversation by encouraging job seekers to stay persistent and keep networking.
    B. Marcus wraps up the podcast, thanking Melissa for her insights.

https://www.linkedin.com/in/melissa-grabiner/

Connect with Marcus https://www.linkedin.com/in/marcusedwardes/

Holden Lager is a Talent Acquisition Leader with 8+ years of experience in the Staffing & Recruiting Industry. The first five years were spent on the agency side, leading a variety of professional recruitment teams. Three years ago, he transitioned to head Internal TA at Eastridge Workforce Solutions, a 100% Employee-Owned staffing firm based out of San Diego, CA. 

The conversation touches upon Holden's career journey, his views on popular films like Wolf of Wall Street and Forrest Gump, the specifics of Eastridge's business model, and a discussion about recruitment dynamics in times of economic changes. They also talk about strategies to recruit recruiters, the impact of layoffs in the recruitment industry, and the best practices to get a job in agency recruiting. Holden gives advice on how to stand out and what they look for in their applicants. He emphasizes the importance of reflecting Eastridge's values and DNA in applications to get noticed.

1. Overview and journey of Holden Larger in the recruitment industry and his experience working with Eastridge Workforce Solutions.
2. Eastridge Workforce Solutions' business model, its core operations, and its business arms.
3. Holden's favorite movies and a discussion about their relevance to recruitment and business.
4. Dynamics in the recruitment industry, specifically the trend of internal recruiters transitioning back to agency recruiters.
5. The impact of layoffs in the recruitment industry and how it affects both corporate and agency recruiters.
6. Strategies for recruiting recruiters; challenges in explaining the unique work of recruiting recruiters.
7. Tips for candidates looking for a job in agency recruitment, the importance of creating a compelling LinkedIn profile, and having a personalized message.
8. Evaluation criteria Eastridge uses to assess potential recruiters, including KPIs, growth, awards, and career history.
9. Eastridge's values and DNA, and how aligning with these can indicate a potential fit for the company.

Connect with Marcus https://www.linkedin.com/in/marcusedwardes/

In this episode of Recruiting Trailblazers, host Marcus Edwardes discusses with guest Krista Tan, her journey from Premier Talent Partners to a tech startup, Field Guide, and her new venture, Talent Collective. They discuss the challenges of retaining personnel in recruitment agencies and how hard economic times can affect job roles in recruitment. 
They also discuss Krista's new community, Talent Collective, created specifically to aid female professionals in the talent attraction sector. The conversation also covers the potential impact of AI on the recruiting sector, both in rebuilding internal department strategies and in career development for recruiters. Krista also shares tips on job hunting for recruiters based on her own experiences.

1. **Introduction of Episode and Host**: Marcus Edwards introduces himself and the podcast, Recruiting Trailblazers.
   
2. **Introduction of the Guest**: Marcus introduces Krista Tan and provides a brief background of her professional journey in talent operations and her initiative- Talent Collective.
   
3. **Krista's professional background**: Krista explains the start of her career at Premier Talent Partners during the 2008 recession and how she transitioned to a series A tech startup, called Field Guide.

4. **Discussion on Staff Retention**: Marcus and Krista discuss factors that led to her long tenure at Premier Talent Partners and what agencies need to do to retain their people for longer periods.
   
5. **Impact of Economic Downturns on Recruiting**: They discuss the impact of economic downturns on the recruitment sector, highlighting how the 2008 financial crisis shaped recruitment trends and how current similar situations are affecting recruiting roles.
   
6. **Introduction to Talent Collective**: Krista provides an overview of Talent Collective, a new community aimed specifically at helping women professionals in the talent attraction industry.
   
7. **Upcoming Attractions and Structure of Talent Collective**: Krista gives an overview of the community's upcoming events and the membership structure.
   
8. **Role of AI in Rebuilding Internal Departments**: The conversation shifts to the potential impact AI might have on recruiting departments, both in building talent acquisition strategies and in career development for recruiters. 
   
9. **Job Hunting Tips for Recruiters**: Krista provides tips for recruiters on job hunting, emphasizing the power of networking and setting professional boundaries.

10. **Closing Remarks**: Both Krista and Marcus conclude the conversation with a look towards future collaboration.

Ways to get in touch with Krista:

•  krista@talentcollective.community 
• Connect on LinkedIn
•  Join the Talent Collective Community platform here 
• Talent Collective Website

Connect with Marcus https://www.linkedin.com/in/marcusedwardes/

Marcus shares a handful of his favorite Stoic Philosophies that can help you succeed as a recruiter.

Connect with Marcus https://www.linkedin.com/in/marcusedwardes/

Reno Perry is the Founder @ Wiseful - who connect companies to top talent from untapped, online communities leveraging the influiencer model.| Reached $1mm in ARR within 4 months of launching. 

He writes daily to help people land a job they’ll love |  and has amassed over 200,000 followers on LinkedIn

Has developed a Layoff List w/ 19K+ candidates 👇

The conversation between Marcus and Reno Perry focused on the concept of community recruiting and leveraging creators/influencers to connect companies with top talent. 
Reno explained how community recruiting works, including finding and working with creators on various platforms such as LinkedIn, Twitter, TikTok, and Instagram. They discussed the benefits of community recruiting, such as building authentic connections with talent and reaching the target audience in a non-transactional way. 
Reno shared a success story of a startup that quickly hired a software engineer through the platform. Marcus also asked for advice for recruiters who are looking to get back to work or build their personal brand. Reno emphasized the value of creating content, sharing knowledge, and building trust with the audience. 
They concluded the conversation by discussing how interested individuals can reach out to Reno to learn more or explore using the Wiseful platform.

The conversation between Marcus and Reno Perry focused on the concept of community recruiting and leveraging creators/influencers to connect companies with top talent.

1. Introduction and Background
- Marcus and Reno Perry introduced themselves and set the context for the conversation.

2. Reno Perry and Wiseful
- Reno shared information about his company, Wiseful, which connects companies to top talent through community recruiting.

3. Reno's Experience at LinkedIn
- Reno discussed his four-year experience working at LinkedIn in talent strategy, which shaped his passion for the recruiting space.

4. Challenges in Talent Strategy
- The conversation delved into the challenges faced by companies in talent acquisition, branding, and leveraging platforms like LinkedIn.

5. The Power of LinkedIn
- The discussion highlighted the misconception that LinkedIn is solely limited to job ads and emails, emphasizing the potential for deeper engagement and building authentic connections.

6. Community Recruiting and Influencer Marketing
- The concept of community recruiting was explored as a similar approach to influencer marketing but applied to the recruiting space.

7. Finding Talent Communities
- The conversation touched upon ways to identify and engage with talent communities on various platforms such as LinkedIn, Twitter, TikTok, and Instagram.

8. Process and Deliverables
- The process of community recruiting was explained, along with the deliverables provided by Wiseful to companies using the platform.

9. Success Story and ROI
- A success story was shared about a startup that quickly hired a software engineer through community recruiting, showcasing the effectiveness of the approach.

10. Building a Personal Brand
- The value of building a personal brand as a recruiter was emphasized, highlighting the impact it can have on generating leads, establishing trust, and attracting talent.

11. Advice for Recruiters in the Current Market
- Valuable advice was given to recruiters who may be looking for work or wanting to navigate the current job market, emphasizing the power of their skills and the opportunity to create content and build a personal brand.

12. Contacting Reno Perry
- Information was provided on how to get in touch with Reno Perry and learn more about Wiseful's serv

Connect with Marcus https://www.linkedin.com/in/marcusedwardes/

Welcome to Recruiting Trailblazers - a podcast where we delve into the world of talent acquisition with industry experts from across the globe. In this episode, we host Adam Smith, who is renowned for his experience in recruiting and leading talent acquisition in fast-paced technology companies like Applovin and Machine Zone.

Like many great internal recruiters and leaders, he began his recruiting career in the staffing game at Palo Alto Staffing - and, interestingly he is also a Recruiting Advisor @ The Dancing Cat!

https://www.linkedin.com/in/adamsmith13/

Adam shares his insights and experiences, touching on an array of subjects from internal talent acquisition to the changing trends in the industry.

• Discussion on the shift from agency recruiters to internal recruiters, and the challenges and benefits.
 • The impact of Artificial Intelligence (AI) in recruitment and how it expedites the hiring process while allowing recruiters to build relationships. 
• Broaching on creating effective talent acquisition strategies to ensure a successful in-house team. 
• Shedding light on countering biases in the recruitment process to ensure a more equitable selection. 
• Adam addresses the importance of feedback and self-evaluation in improving as a recruiter.

Key Takeaways:

1. The advancement of AI is not detrimental to recruiting. Instead, it will reshape the scope of recruiting activities allowing recruiters to expedite the hiring process and spend more time building relationships. 

2. Ensuring consistent measurement and alignment between interviews and the performance of current employees is crucial for successful talent acquisition. Building mission statements with the team and using these statements to guide the interview process can improve the effectiveness of hiring.
 
3. Recruiters play a crucial role in countering biases in the hiring process. Honest self-evaluation helps recruiters improve their decision-making and increase the likelihood of successful hires.

Connect with Marcus https://www.linkedin.com/in/marcusedwardes/

Marcus shares his experience watching the Prime Documentary "Just.One.Mile." - and how the protagonist's mindset can work for you during this year's downturn.

Connect with Marcus https://www.linkedin.com/in/marcusedwardes/

James is originally from the UK and now lives in Austin, Texas having moved in 2015. James is the VP of Global Talent Acquisition at Epicor Software, a 4,500-person Software company. James is responsible for the strategy and operations of Epicor’s talent acquisition teams. HE oversees global Talent Acquisition, executive recruiting, Talent Operations, Employer Branding, and University Recruiting Teams ACROSS 40 COUNTRIES.

Outside of work, James played competitive golf at college and also DJs, with a vinyl collection of over 3000 records. His favorite movie is Forest Gump and couldn’t give a favorite artist as it depends on the mood!

Connect with Marcus https://www.linkedin.com/in/marcusedwardes/

Marcus shares a dozen absolute gems from Recruiting Trailblazers vault of excellence!

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Marcus chops it up with Brad Wolff on the subject of Business Development and Cold Calling.

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Marcus replays 10 amazing clips from previous podcasts

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Marcus lays out his rules for a positive BD mindset and reveals a crafty way of circumventing the objection "We're on a Hiring Freeze"!

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This week - Marcus opines on procrastination as a Recruiter - and how to reverse engineer the right amount of activity to ensure you hit your Recruiting goals!

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Kate Butler of PeopleSoar chats with Marcus about the mindset methods and magic required to be a successful recruiter/ salesperson in today's economy.

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Marcus chats with Alden Pennington about running his company, Talenta - specialists in healthcare executive recruiting.

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Marcus shares his stoic-fuelled problem solving methodology for Recruiters

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Marcus chats with Michael Pietrack Medical Affairs Recruiter - Head of TMAC Direct - Blogger - Bestselling Author - Keynote Speaker - about specialization and niching down!

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It turns out the Stoics knew a thing or two about recruiting - or at least the resilience required to do it!

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Marcus reveals the winningest mindset for Recruiters once more!

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In this episode of Recruiting Trailblazers, host Marcus Edwardes interviews Patrick Sirmeyer, the CEO of Luxus Plus, a multi-vertical recruitment firm based in Florida, and co-founder of Privy, a career coaching platform for employers and employees. Patrick discusses the specialties and multiple offerings of his firm and the state of competition in the Orlando area. He also shares insights on the job market and the use of chat GPT in recruitment.

Timestamps

[00:02:04] Remote work before the pandemic.

[00:03:29] Working remotely vs in-office.

[00:06:51] Remote work best practices.

[00:12:21] Recruiting in the digital age.

[00:14:20] Personal branding on LinkedIn.

[00:17:02] Response rates in recruitment.

[00:22:29] Hire for attitude over skills.

[00:24:38] Defining "superstar" talent.

[00:28:44] Chat GPT and AI in recruiting.

[00:31:11] Recruitment: Contingency vs. Contained vs. Retained.

[00:34:32] Contingent recruitment ethics.

[00:37:39] The Contingency vs Retained Game.

Quotes

 00:16:27 - "The whole point of your LinkedIn feed is to try and stay top of mind with everybody that you've bothered to connect with."

00:31:28 - "I would love to see the rise of agency recruiters just start to put contingent to the side and say we're no longer offering it."

00:34:32 - "Because once, you know, they've written you that check, they want to hire from you."

Keywords

recruitment, remote work, competition, multi-vertical, Florida,remote work, shared workspace, hybrid, recruitment, pandemic.,camaraderie, remote work, efficient work, managing people, online training,project based work, measurable tools, activity KPIs, back end KPIs, prospecting,cold calling, recruiters, software developers, voicemail drop, communication skills,recruitment, branding, LinkedIn, social interaction, growth,leader, post, audience, data, interaction,referrals, messaging, response rate, success stories, failures,recruiting, posturing, consulting, relationships, attitude,clients, proof, flexibility, compensation, attitude,client, benchmarking, candidates, evaluation, calibration calls,recruiting process, automation, chat GPT, AI, personalized.,LinkedIn, human, contingency recruitment, contained recruitment, retained.,recruitment agencies, A team, skin in the game, retained recruiter, contingent recruiter,recruiting agencies, contract, payment, quality, consent,Sorry, there are no keywords in the given transcript. It seems to be a short conversation between two people.

Connect with Marcus https://www.linkedin.com/in/marcusedwardes/

Summary

In this episode of Recruiting Trailblazers, host Marcus Edwardes interviews Andrew Lewis, Head of Talent for Worldly, a sustainability insights platform for consumer goods industries. They discuss Andrew's philosophy and LinkedIn posts as well as news stories related to talent acquisition. The episode is sponsored by Great Recruiters, an online reputation management platform for recruiters.

Timestamps

[00:00:43] The importance of online reviews.

[00:03:49] Developing skills beyond direct hiring.

[00:08:07] Targeted job seeking strategies.

[00:10:37] Always be ready philosophy.

[00:13:47] Personal branding for recruiters.

[00:17:03] Brand ambassadorship.

[00:22:43] AI in recruitment.

[00:25:18] Recruitment and relationship building.

[00:28:01] Overabundance of candidates.

[00:30:52] Creating Consistency in Recruitment.

[00:34:38] Internal vs. Agency Recruitment.

[00:40:00] AI-generated recruiter messages.

[00:41:47] AI in recruiting.

[00:45:20] Recruiting art of conversation.

Detailed Synopsis

In this podcast episode, the hosts discuss the significance of building relationships in recruiting and how taking a long-term approach can be advantageous. They emphasize that the best outcomes in recruiting usually occur over a period of months or even years and that it's crucial to manage relationships and conversations with candidates and hiring managers. 

The episode also delves into the significance of personal branding and having a presence on platforms like LinkedIn for success in recruiting. The guest speaker emphasizes that becoming a brand ambassador for a company can make a recruiter invaluable, leading to job security and potential marketing initiatives. The guest also suggests that recruiters invest time and resources into building their personal brand and network. Additionally, the episode touches on the idea that recruiters should have skills beyond direct sourcing and recruiting, such as contributing to employer branding, in order to stand out in job interviews. 

Quotes

 00:03:02 - "But sometimes, you know, hard reset can really help because you can start to visualize the problem through different lenses and you can start to prepare systems and processes that are going to allow you to do and to execute the hiring, you know, and learning and development in different ways and more efficient ways as well."

00:08:54 - "This is how we operate, building relationships over transactions."

00:12:38 - "the things that are worth doing are often the most difficult to do."

00:16:22 - "if a recruiter can become the face or become a relevant voice that represents a brand on a place like LinkedIn, that makes you really, really invaluable."

00:19:51 - "it's never been as important as it is today to profoundly understand, you know, the change that the business wants to make, the value that the business is looking to bring in by hiring talent.

00:24:45 - "How you treat the 99 is just as important as how you treat the one."

00:25:49 - "Recruitment is 99% rejection or 99% conversations or relationships that you won't be able to do anything with."

00:43:24 - "I actually think it's slightly unethical to send somebody an AI-written message and pretend that it was written by a person."

Connect with Marcus:

Website: https://recruitingtrailblazers.com/

LinkedIn: https://www.linkedin.com/in/marcusedwardes/

Connect with Great Recruiters and get 2 months free:

Link:           

Connect with Marcus https://www.linkedin.com/in/marcusedwardes/

In this era of rapid digital transformation, we are witnessing the remarkable power of Artificial Intelligence (AI) in unlocking the potential of recruiters. By seamlessly integrating AI into the recruitment process, we empower recruiters with valuable tools and insights to make informed decisions and find the perfect fit for organizations and candidates alike. With AI, recruiters enhance candidate experiences and, ultimately, build stronger, more diverse, and inclusive teams.

In this episode, we are joined by Vanessa Raath, who is a global talent-sourcing trainer, an international keynote speaker, and a budding wildlife photographer, to share more about the exciting world of AI and its impact on the recruiting industry. Discussing the role of AI in recruitment to exploring the differences between PeopleGPT and ChatGPT, Vanessa shares her invaluable insights. Discover how to harness GPT tools, build your personal brand, and engineer compelling prompts for better outcomes. With a focus on integrating ChatGPT into the internet and optimizing outreach, Vanessa guides recruiters toward greater success.

Timestamps

[02:33] How AI fits into the recruiting industry

[04:43] Vanessa’s opinions on how we should use AI

[08:59] How Vanessa became an AI expert

[09:53] The difference between PeopleGPT and ChatGPT

[11:08] GPT tools

[12:54] Building yourself as a recruiter in this massive and improved AI content

[14:46] Vanessa’s first course: Helping People Build Their Brand

[15:36] Tips on prompt engineering

[19:21] The biggest advantages of ChatGPT to recruiters

[22:43] How to integrate ChatGPT into the internet

[24:16] How recruiters can get a better response from outreaching

[26:15] How to use ChatGPT to write a personal outreach from a profile

[28:20] The dangers of ChatGPT

[29:19] Other AI tools and how they are helpful

[30:55] About Vanessa’s course: The Intricate Science of Getting Passive Talent To Respond to You

[32:30] How Vanessa helps recruiters

Notable Quotes:

●      “ChatGPT is there, it’s not going to disappear, we may as well use it to help us be better recruiters.”

●      “The most important thing to remember about AI is that it can’t do the relationship development piece.”

●      “No one in the world is truly an AI expert.”

●      “The recruiters who have taken their time to get to know people, are going to be the ones who will win.”

●      “The more information you give it, almost like you are writing it yourself, it will come back to you and make it sound better”

●      “Don’t be just the piece of text that ChatGPT could generate, be a human being.”

●      “If you do things a little bit differently, it generally will get people’s attention.”

 Connect with Vanessa Raath:
Website: vanessaraath.com

LinkedIn: linkedin.com/in/vanessaraath

Twitter: Van_Raath

Connect with me:

Website: https://recruitingtrailblazers.com/

LinkedIn: https://www.linkedin.com/in/marcusedwardes/

Connect with Great Recruiters and get 2 months free:

Link:            Great Recruiters

Connect with Marcus https://www.linkedin.com/in/marcusedwardes/

As a recruiter, relying solely on cold outreach to find and attract talent can be a challenging and time-consuming process. Fortunately, social media has revolutionized the recruitment landscape, providing recruiters a powerful platform to connect with potential candidates, build their brand, and establish relationships with active and passive job seekers. By leveraging the right social media platforms and strategies, recruiters can go beyond traditional cold outreach methods and establish themselves as thought leaders and industry experts in their respective fields, leading to a stronger employer brand and a more efficient and effective recruitment process.

In this episode, we are joined by Joel Lalgee, the Realest Recruiter, who teaches recruitment teams how to win on social media, to talk about building successful recruiting brands on social media. Joel shares how he built a successful brand in a few years, tips for growing your recruiting brand on LinkedIn and TikTok, and the non-negotiables for successful recruiters. He talks about the simplest strategies recruiters can adopt when building a successful brand and the right way to advertise a job vacancy on social media. 

[01:26] Joel Lalgee’s background information

[04:00] How Joel has managed to build his brand successfully over the last few years

[06:50] Growing your recruiting brand, both on LinkedIn and TikTok

[10:50] The biggest challenges that recruiters are facing in the current economy

[12:51] Advice to recruiters who are not getting the response rate they used to get

[16:41] The non-negotiables for successful recruiters

[21:00] The recruitment tools that are being sold to recruiters

[24:33] Tips to start building a presence on social media as a recruiter

[26:33] Convincing agency recruiters to consistently create content on social media

[29:14] Creating content that will reach your target audience on social media

[32:27] The simplest strategy that recruiters can adopt when it comes to building their brands

[44:07] The right way to advertise a job vacancy on social media

[47:01] How Joel finds time to respond to every candidate

[49:54] The course that Joel has recently published

Notable quotes:

●      “Consistency is massive in building a brand. You have to give people a promise that you are going to be there for them. Once they are used to seeing you and hearing you on a regular basis, they can really settle in and become true fans.”

●      “If you are not looking or figuring out where to be contentwise, and how to produce content consistently and adding that into your strategy, you are going to remain behind.”

●      “Just because it’s shiny and costs a monthly fee, doesn’t necessarily mean it’s good for you because recruiters are consistently being sold to.”

●      “If you are being consistent for three to six months, you can start to recycle and re-purpose content and the workload gets less.”

Connect with Joel Lalgee:
LinkedIn: https://www.linkedin.com/in/joellalgee/

TikTok: https://www.tiktok.com/@the_realest_recruiter

Connect with Marcus:
Website: https://recruitingtrailblazers.com/

LinkedIn: https://www.linkedin.com/in/marcusedwardes/

Connect with Great Recruiters and get 2 months free:

Link:           

Connect with Marcus https://www.linkedin.com/in/marcusedwardes/

In this episode, Marcus Edwardes speaks with Chris Allaire, Co-Founder and COO of Averity. Chris is also an entrepreneur, pilot, avid golfer, pretty awesome cook, crab cake connoisseur, guitar player, and a proud husband and father.

Listen in as Chris shares the best time to recruit people, what it takes to start a successful recruiting agency, and the importance of relationships.

Chris addresses the usefulness of AI tools in the industry, the power of personalization, the post-pandemic market, and learning lessons from the downtimes.

What You’ll Learn In this Episode:

• [02:19] Chris’s thoughts on golf.
• [06:38] Starting Averity.
• [09:44] The industry before Averity.
• [13:05] Building relationships.
• [15:43] The future of AI tools.
• [20:25] Averity’s biggest obstacle.
• [25:12] Personalizing outreach.
• [36:19] Own your craft.
• [39:28] Adapting to the post-pandemic market.
• [45:22] Keeping the team collected throughout these times.

Key Quotes:

• “You can’t assume that people are comfortable just because they’re successful.”
• “Relationships are everything.”
• “It takes a long time to get rich quick.”
• “The hard times are what made you what you currently are.”

Connect with Chris Allaire

Website:             www.averityteam.com.

LinkedIn:            Chris Allaire.

 Connect with Marcus Edwardes

Website:             recruitingtrailblazers.com.

LinkedIn:            Marcus Edwardes

Connect with Great Recruiters and get 2 months free:

Link:            Great Recruiters

Connect with Marcus https://www.linkedin.com/in/marcusedwardes/

In this episode, Marcus Edwardes speaks with Scott Whiteford, Director of Leadership Analytics at Talent Plus. Scott also serves as a Sociology of Leadership Instructor at the University of Nebraska-Lincoln, an Algebra e-Leadership MBA Lecturer, and as an advisor for Upheaval.

Listen in as Scott shares the best and worse approaches to retention, the true value of experience, and how organizations can evaluate their employees’ strengths.

Scott addresses interview biases, the worst interview question he has ever heard, and how organizations can address and incorporate strength-based diversity.

What You’ll Learn In this Episode:

• [03:14] The typical retention approach.
• [05:34] Driving change in organizations.
• [06:45] Strength management.
• [10:45] Balancing strengths with organizational demands.
• [12:53] The right and wrong sets of skills for leadership.
• [18:26] Helping clients realize that talent is more important.
• [20:34] Where to start.
• [22:35] Minimizing interview biases.
• [24:35] The worst interview question.
• [26:25] Strength identification and development.
• [27:48] What a diverse organization should look like.
• [30:18] Shifting company cultures.
• [32:10] Have we reached the tipping point?
• [34:25] What’s coming up for Scott?

Key Quotes:

• “All leaders have areas of strength, and all leaders have areas of weakness.”
• “There are few jobs where knowledge, skills, and experience really matter.”
• “If you’re focusing on your strengths, you’re going to be happier.”
• “We’re all different. Let’s celebrate those differences.”’
• “There isn’t a right or wrong type of individual.”
• “The diversity of thought is important.”
• “Great leaders promote great ideas.”

Connect with Scott Whiteford

Website:             talentplus.com.

LinkedIn:            Scott Whiteford.

Connect with Marcus Edwardes

Website:             recruitingtrailblazers.com.

LinkedIn:            Marcus Edwardes.

Connect with Marcus https://www.linkedin.com/in/marcusedwardes/

Marcus and Julie ask ChatGPT to recommend the top 10 film that Recruiters should watch - and then they discuss them!

Connect with Marcus https://www.linkedin.com/in/marcusedwardes/

In this episode, Marcus Edwardes speaks with Adam Conrad, Founder of Great Recruiters. Adam has over 24 years of experience in the staffing industry. Adam is passionate about helping people reach their full potential, both professionally and personally.

Listen in as Adam shares his experience at the Staffing Industry Analysts Conference, using automation in recruiting, and the importance of building relationships.

Adam addresses ChatGPT and AI personalization, elevating candidate experience, embracing negative feedback, and the future of the industry.

What You’ll Learn In this Episode:

• [01:28] The Staffing Industry Analysts Conference.
• [05:02] Automation.
• [12:48] AI recruiting.
• [20:00] ChatGPT and personalization.
• [24:26] Surviving a downturn.
• [26:06] The candidate’s experience.
• [29:40] Feedback and reviews.
• [38:15] Great Recruiters looking forward.

Key Quotes:

• “If you’re not modernizing your firm, you’re probably going to be left behind.”
• “Great recruiters don’t sell opportunities. Great recruiters understand who their candidates are and then they reconcile opportunities that match that.”
• “The best way to cut through the noise is referrals.”

Connect with Adam Conrad

Website:             www.greatrecruiters.com.

LinkedIn:            Adam Conrad.      

Connect with Marcus Edwardes

Website:             recruitingtrailblazers.com.

LinkedIn:            Marcus Edwardes.

Connect with Marcus https://www.linkedin.com/in/marcusedwardes/

In this episode, Marcus Edwardes speaks with Khang Nguyen, VP of Sales and Operations at CTP Consulting. He brings over 20 years of experience in the technology staffing and consulting space, including over 14 in a leadership capacity. His experience spans from small, start-up environments, to large enterprise, publicly traded organizations.

Khang and his family back the No Kid Hungry campaign and the Nephrotic Syndrome Foundation (NSF), two non-profits battling hunger and poverty worldwide and supporting those with Nephrotic Syndrome, respectively.

Listen in as Khang shares about remote communication and engagement, being a leader today, and how he helps his team members get through this tough period.

Khang addresses the changing work environments, as technology and remote work take the place of in-person offices and teamworking environments, the importance of the human element that provides more value than AI could, and building valuable networks.

What You’ll Learn In this Episode:

• [01:07] About Khang.
• [02:06] What’s going on in the industry?
• [04:05] What’s going to happen next?
• [06:12] How our communication has changed.
• [08:55] Dealing with rejection.
• [13:17] The learning process.
• [17:34] AI and automating recruiting.
• [22:37] Building networks.
• [24:17] Remote communication adjustments.
• [31:01] Being a leader today.
• [34:02] Helping team members get through this period.
• [34:44] Khang’s tips.
• [35:53] Khang’s words of wisdom.

Key Quotes:

• “A company needs to earn the loyalty of the employee just as much as the other way around.”
• “AI cannot replace that human element.”
• “The employer-employee relationship should be all about engagement.”
• “Stay committed to the process.”

Connect with Khang Nguyen

Website:             www.ctpconsulting.com.

LinkedIn:            Khang Nguyen.

Connect with Marcus Edwardes

Website:             recruitingtrailblazers.com.

LinkedIn:            Marcus Edwardes.

Connect with Marcus https://www.linkedin.com/in/marcusedwardes/

In this episode, Marcus Edwardes speaks with Ryan Musselman, who began his career as a recruiter for a regional credit union. For the past 16 years, he has been building content businesses across the digital realm as a senior executive.

As the Founder of Parade Studio, he creates full-service content programs for executives, recruiters, and sellers who don’t have the time to post on LinkedIn, but who do want to build a very strong personal brand with tons of original content.

Listen in as Ryan shares why working on your personal brand as a recruiter is the best way to break out of the perpetual demands of “outbound mode” and how to prep candidates for the interview in advance through a well-thought-out content strategy on LinkedIn.

Ryan stresses the importance of tailoring content around your specific customer, the secret to “stealing like an artist”, and how to use powerful tools like ChatGPT the right way to give you an edge in the market.

To Ryan, anyone can create a strong personal brand by offering snackable content on a consistent basis and engaging regularly with followers. He explains how to establish industry authority and candidate trust by creating educational content for the specific category of job seeker the recruiter is targeting.

Ryan addresses the common hurdle most recruiters face at the beginning of their brand-building journey: the intimidating thought of having to play the “long game”. He also discusses how introverts can get over the fear of putting themselves out there, and offers practical steps to putting together a powerful content strategy today.

What You’ll Learn in This Episode:

●      [01:55] Why recruiters should care about building a personal brand

●      [05:56] Tailoring content around your ideal customer

●      [09:43] Using ChatGPT effectively for content creation

●      [10:53] Ryan’s content ideation process

●      [13:25] The three components of a strong personal brand

●      [17:18] Nailing your job seeker persona

●      [21:06] The biggest content mistakes recruiters make on LinkedIn

●      [27:45] Staying top-of-mind

●      [30:23] Getting over the intimidating thought of playing the “long game”

●      [39:19] Strengthening your outbound efforts

●      [44:46] Write more powerful hooks using fear rather than desire

●      [48:38] Ryan’s advice to introverts

●      [53:23] The first three steps to creating content on LinkedIn today

Key quotes:

●      “Plagiarism is copy-and-paste. Inspiration is taking ideas from a piece of content and rewriting it in your own words.”

●      “You can gain followers simply by commenting really well. A comment can serve as a post.”

●      “90% of your content should be give. 10% should be ask.”

●      “Your outbound is strengthened when your personal brand has influence.”

Connect with Marcus https://www.linkedin.com/in/marcusedwardes/

This week Marcus laments the biggest missed opportunity in Recruiting and how to adopt a 2-step strategy to resolve and emerge victorious with a robust referral, recommendation, and information network.

Connect with Marcus https://www.linkedin.com/in/marcusedwardes/

Marcus chats with Brian FInk about the impact of psychological safety in the workplace.

Connect with Marcus https://www.linkedin.com/in/marcusedwardes/

Marcus opines on why he thinks tenure is so overrated as a measure of reliability, steadfastness, and loyalty. Bottom line - Hiring managers are missing out big time on some of the best candidates available if they only consider candidates with a history of long tenure at previous employers!

Connect with Marcus https://www.linkedin.com/in/marcusedwardes/

In this episode, Marcus Edwardes speaks with Hannah Jane. She has over 17 years in talent acquisition leadership and people operations.

She’s a Talent Business Partner for Team Union, which specializes not only in recruiting for startups, but also in creating processes, best practices, and policy to help companies succeed in the entire recruiting and hiring process.

Listen in as Hannah discusses the intake call and strategy, the interview process and how to coach your clients to perform effective and successful interviews, and outreach best practices.

Hannah shares how Team Union puts the saying “hire for attitude, train for skills” into practice at the first interaction between recruiter and candidate.

For her, it all comes down to an eagerness to ask questions that go beyond the superficial, with a genuine curiosity to understand the candidate’s personality and potential over simply their resumé.

She also breaks down Team Union’s recruiting template and how they educate their clients on avoiding redundancy and bias throughout the interview process.

What You’ll Learn in This Episode:

●      [02:07] What Team Union offers as a fractional recruiting and HR partner

●      [03:47] Key objectives for the intake call

●      [08:59] Hiring for attitude, training for skills

●      [13:26] Getting clear on the growth trajectory of the candidate

●      [16:18] Team Union’s recruiting template

●      [19:01] Educating recruiters on often-overlooked goals for the interview

●      [21:04] The importance of transparency

●      [23:41] Tactical tentpoles to avoid duplication and bias

Key quotes:

●      “Let’s hire for ‘stickitivity’. Let’s find a way to match core wants, desires, and goals.”

●      “My approach is how it would be for any other relationship: This is a two-way street. Don’t give it just 50%. Give it 100%.”

Connect with Marcus https://www.linkedin.com/in/marcusedwardes/

In this episode, Marcus Edwardes speaks with Jared Watts, Director of Talent at Vantaca, a community-managed performance software company based in North Carolina.

Previously, Jared worked on the agency side in executive search and spent five years playing professional soccer in the MLS. He played for both the Colorado Rapids and the Houston Dynamo, and was the 33rd overall pick in the 2014 MLS SuperDraft.

He captained the Under 17 World Cup team in Nigeria and he won the 2018 Lamar Hunt U.S. Open Cup when he was playing at Houston. He was also finishing his MBA during his soccer career!

Listen in as Jared talks about his storied career as an athlete and his transition into the world of recruiting. He explains why recruiting might just be the perfect job for ex-athletes and how sports psychology can profoundly help in the business of recruiting. Finally, he talks about the life of an agency recruiter versus an in-house one.

What You’ll Learn in This Episode:

●      [02:15] What led Jared into soccer

●      [07:50] Lessons learned from playing professional soccer in the MLS

●      [11:39] Managing stress and anxiety as a professional athlete

●      [13:26] Getting clear on the growth trajectory of the candidate

●      [15:14] Applying the power of visualization to recruiting

●      [18:44] Focusing on daily wins

●      [23:50] Mindfulness practices

●      [27:57] Dealing with loss and failure

●      [30:43] Why the recruiting industry has a high turnover rate

●      [33:02] How to develop a winning mindset

●      [36:06] How recruiting for a software company is like recruiting for a D1 college sport

●      [39:54] Jared’s approach to the interview process

●      [42:20] Why recruiters always need the “agency mindset”

Key quotes:

●      “[In professional sports,] you’re only as good as your last performance. There are no days in which you can take shortcuts.”

●      “Just like in sports, recruiting is so much a mentality and the way that you react to situations that arise, whether that’s the pressures of performing or the ability to solve problems on the go, and solve them quickly.”

●      “Visualization is everything. You’ve got to be able to see yourself succeeding, whether in sports or in the business world.”

●      “It’s not about the recruiter. It’s about who you’re reaching out to and why they should be interested.”

●      “The sign of a great recruiter is how many people come back to you that you haven’t placed, and want to work with you again.”

Connect with Marcus https://www.linkedin.com/in/marcusedwardes/

In this episode, Marcus Edwardes speaks with Robin Choy, CEO of HireSweet, a talent acquisition platform built to empower outbound data-driven recruiting teams. He is the host of the A-Players podcast.

Robin wrote an excellent guide for recruiters called The Definitive Guide to Sourcing in Recruiting (https://content.hiresweet.com/the-sourcing-guide/), which breaks down the process into four key steps: preparation, sourcing, contact, and closing.

Listen in as Robin does a deep dive into all things sourcing as well as how ChatGPT can become a valuable tool for recruiters. He shares the importance of ascertaining your candidates’ unique value proposition via the intake call, and thinking of outreach like a funnel.

Robin gives his thoughts on finding the right balance between personalization and automation and what’s working today (and what’s no longer working) with regards to outreach.

Finally, Robin explains how recruiters can best use ChatGPT as a powerful tool in their kit.

What You’ll Learn in This Episode:

●      [02:17] How to maximize your preparation as a recruiter

●      [07:59] Outreach best practices

●      [11:14] How to go about salary transparency

●      [16:58] Cold emailing versus InMail

●      [17:31] Considerations around personalization

●      [20:12] Automating connection requests and personalizing invites

●      [25:10] The importance of culture

●      [29:30] Crafting a great subject line

●      [33:57] The impact of ChatGPT in recruiting

●      [35:58] How to use HireSweet

Key quotes:
●      “Preparation is key to productivity. If you don’t look for the right person, you can be the best sourcer in the world and shortlist candidates, but they won’t be the right fit for the hiring manager because you didn’t spend enough time in the preparation phase.”

●      “If you send an email to someone, you should always send an invitation to connect as well.”

●      “ChatGPT won’t replace recruiters. But recruiters who know how to use ChatGPT will replace recruiters that don’t.”

Connect with Marcus https://www.linkedin.com/in/marcusedwardes/

In this episode - Marcus presents a few very good reasons why Recruiters find In House recruiting so rewarding before he gives a few excellent reasons why you might consider a move back to Agency Recruitment!

Connect with Marcus https://www.linkedin.com/in/marcusedwardes/

In this episode, Marcus Edwardes once again speaks with Vanessa Raath, a freelance sourcer, a global talent sourcing trainer, an international keynote speaker, and a wildlife photographer. She recently founded the online educational platform, Vanessa Raath Academy.

Listen in as Vanessa shares what sourcers can do to be steps ahead of the competition once the economy regains its momentum.

She talks about automation tools that have risen in popularity in today’s market, and how to use them effectively without neglecting the human element in recruitment.

Vanessa says that while there is no one-size-fits-all when it comes to tools and platforms, agencies must be willing to “skill up and start embracing HR tech” or risk being left behind.

She gives us her thoughts on the ChatGPT phenomenon and why she isn’t worried about AI taking her job. She also talks about the art of writing Boolean strings and why she believes that becoming proficient in Boolean is a must-have skill for every recruiter.

What You’ll Learn in This Episode:

●      [01:44] How to stand out in today’s sourcing landscape

●      [05:17] How sourcing has become both harder and easier

●      [06:58] Go-to automation tools

●      [09:41] Personalization versus mass outreach

●      [11:39] About Vanessa’s free online academy

●      [16:05] How ChatGPT may impact the recruitment industry

●      [21:26] The art of writing Boolean strings

●      [24:20] How long it takes to learn Boolean from scratch

Key quotes:

●      “Focus on your pipeline and building communities so that, as soon as hiring starts again, you will be able to take the best talent into your organization.”

●      “Pick a niche and start building a network in that space, because that’s what’s going to set you up for success.”

●      “I don’t think there is one tool that is going to solve all of your issues. It’s the responsibility of the recruiter’s agency and internal to skill up and really start embracing HR tech, because if they don’t you’re going to be left behind.”

●      “ChatGPT is not going to get rid of recruiters and solve all of our world problems. But, it’s going to help us from a time perspective.”

Connect with Marcus https://www.linkedin.com/in/marcusedwardes/

In this episode, Marcus Edwardes speaks with Maddie Loomis, the Founder of Advanced Scope Talent. The company matches clinicians to great practices. Maddie describes herself as a “talent guru” and “a laughable CrossFit athlete”!

Listen in as Maddie discusses what it takes to start your own agency, drawing from her own experience establishing Advanced Scope Talent in 2021.

She breaks down the whole process, from establishing an LLC to finding leads by incorporating LinkedIn into your system (as well as LinkedIn’s limitations as an agency tool).

Maddie shares the tools and platforms that she uses for lead generation and outreach, and how she strikes that all-important balance between automation and personalization.

Finally, Maddie speaks to those who have been laid off, offering her best advice on staying motivated as a recruiter and why right now might actually be the perfect time to start your own agency!

What You’ll Learn in This Episode:

●      [01:54] Maddie’s career before founding Advanced Scope Talent

●      [04:35] Making the jump from employee to agency owner

●      [09:22] Why you can still start a business without all the skills in place

●      [12:36] Getting the business set up

●      [15:29] Finding and nurturing leads

●      [17:34] Maddie’s business development strategy

●      [18:55] Advanced Scope Talent’s value proposition

●      [22:58] Maddie’s biggest challenge when she started the business

●      [26:10] Staying confident in your professional skills following a layoff

●      [31:36] How Maddie reaches out to potential clients

●      [35:26] The power of consistency

Key quotes:

●      “I want to remain a trusted recruiter in this industry because it’s a small world despite how many recruiters there are.”

●      “I don’t just think about who we want to go after, but who we want to represent and who we are: How are we sending the message from an employer branding standpoint?”

Connect with Marcus https://www.linkedin.com/in/marcusedwardes/

In this episode, Marcus Edwardes speaks with returning Mark White, The LinkedIn Professional. He specializes in helping you unlock the value in LinkedIn—something he has been doing since 2009.

Mark delivers customized training to students across the globe, from workshops to virtual classes to 1-to-1 coaching sessions.

Listen in as Mark discusses how LinkedIn fared in 2022 and why he believes that LinkedIn’s recruiter platform should coexist with an agency ATS. He also discusses the limitations of relying purely on LinkedIn filters compared to the level of specificity granted by Boolean strings.

Likewise, Mark talks best practices regarding automation on LinkedIn, and where personalization always beats out taking shortcuts. Faced with more savvy users on LinkedIn 2023, he also shares how recruiters can stand above the noise and maximize their chances of getting InMail responses.

Finally, Mark speaks on personal branding on LinkedIn and how to complemen your unique strengths and personality as an individual with those of the company you represent.

What You’ll Learn in This Episode:

●      [02:39] How LinkedIn fared in 2022

●      [05:36] Why LinkedIn isn’t the “perfect” solution

●      [09:40] Filters versus Boolean strings

●      [14:12] Using automation effectively on LinkedIn

●      [22:52] Creating a cleverer outreach strategy

●      [27:05] The power of voice messages

●      [29:30] The secret to getting a response on InMail

●      [36:10] Avoiding LinkedIn scams

●      [40:00] Personal branding on LinkedIn

●      [46:23] What to expect from Mark’s training programs

Key quotes:

●      “If you’re working for a company, always remember that the brand you’re putting out shouldn’t just be your own. Personal branding has to go hand-in-hand with your position within an organization.”

Connect with Marcus https://www.linkedin.com/in/marcusedwardes/

In this episode, Marcus Edwardes speaks with Billy Davis, known on LinkedIn as The Staffing Automation Guy! He’s an AI and automation product manager at Herefish by Bullhorn, where he helps recruiters increase revenue and efficiency by embracing automation.

Listen in as Billy defines staffing automation and how it differs from—but can be complemented by—AI. He breaks down what he calls the “three pillars of automation”: data health, self-service, and the ability to use information to fill knowledge gaps.

He gives his thoughts on the ChatGPT phenomenon and what the latest breakthroughs in the AI space could mean for the recruiting industry.

Finally, Billy explains why he encourages all agencies big and small to go for a “half-robot, half-human” approach to automation, in which there is a huge opportunity to scale without sacrificing the human element.

What You’ll Learn in This Episode:

●      [01:46] Defining “staffing automation”

●      [05:26] Applying automation to different parts of the recruiting life cycle

●      [08:46] Why both big and small agencies need an automation strategy

●      [11:56] Why you can’t automate relationship development

●      [12:43] The biggest myth about automation and recruiting

●      [14:20] How to talk to agencies about employing automation

●      [17:51] How to use automation for sourcing

●      [19:19] Billy’s thoughts on ChatGPT and using AI for recruitment

●      [24:50] Billy’s favorite recruiting automation tools

●      [29:28] Herefish’s three-pronged mission

●      [32:04] Scaling with automation without losing the human touch

●      [36:51] Where LinkedIn fits into all of this

Key quotes:

●      “Staffing automation is an ‘if this, then that’ functionality. That unlocks a near-limitless amount of potential.”

●      “If you’re fully-automated, that’s not going to work. You can’t fully replicate or replace the consultative impact of a great recruiter.”

●      “Automation isn’t here to replace the recruiter. Automation is here to optimize and amplify the recruiter.”

●      “When you have confidence in your own data, then that’s the first place you look to source from.”

Connect with Marcus https://www.linkedin.com/in/marcusedwardes/

In this episode, Marcus Edwardes speaks with James Ellis, Principal at Chicago-based Employer Brand Labs. He’s an author, keynote speaker, practitioner, and podcaster with a wealth of experience across multiple industries for almost a decade.

James wrote Talent Chooses You: Hire Better with Employer Branding. The book has been called “the Bible of employer branding”. He also manages the number one employer brand newsletter in the world, Employer Brand Headlines, which helps companies globally establish their brands and develop their ability to hire talent.

Listen in as James explains how to use employer branding to create the desire to be a part of the company among your ideal recruits, and why the best recruiters hire for attitude and ambition over merely skills.

James breaks down the keys to identifying your perfect candidate persona and improving the employee experience. With regards to building an employer brand, he discusses the art of putting together your unique Employer Value Proposition (EVP), the most important aspects about your brand that you need to highlight, and why it’s important to “localize” the company culture to your ideal recruit.

What You’ll Learn in This Episode:

●      [01:54] What is employer branding and what is its purpose?

●      [05:41] Identifying your perfect candidate persona

●      [08:01] Improving the current experience of your employees

●      [14:41] Beyond Glassdoor

●      [16:58] How to better describe the employer experience online

●      [21:16] The aspect of the employer brand you need to highlight

●      [30:06] Localizing your employer brand

●      [33:44] What makes a “good candidate experience”?

Key quotes:

●      “Individuals have a perception of what it must be like to work there. That perception comes from touchpoints of experiences.”

●      “The purpose of employer branding is to create desire among the target audience: the people you’re trying to hire.”

●      “Offering a white glove candidate experience works wonders in certain situations, but it’s not the end-all, be-all. A good candidate experience reflects the culture—the experience of working there.”

Connect with Marcus https://www.linkedin.com/in/marcusedwardes/

A quick message from Marcus in lieu of an interview or solo podcast. Happy New Year!

Connect with Marcus https://www.linkedin.com/in/marcusedwardes/

In this episode, Marcus Edwardes speaks with Andrew Flowers, a labor economist at Appcast, a global leader in recruitment advertising technology.

In 2020, Andrew ran for State Representative of the 8th Norfolk District in Massachusetts. He narrowly lost the Democratic primary, winning 48.2% of the vote. Prior to running for office, he was an economist with Indeed.com, a data journalist at FiveThirtyEight.com, and an analyst at the Federal Reserve Bank of Atlanta.

Listen in as Andrew unpacks the top seven recruiting industry trends he foresees for 2023:

●      Despite economic uncertainty, there will be no major pullback in hiring.

●      Pay transparency laws will continue to change the rules of the game.

●      The pendulum is swinging back to center on work location, but remote work is here to stay.

●      Job boards will increasingly force good stewardship over the job seeker experience.

●      Moving beyond job boards to an automated, multichannel approach will be critical.

●      Hiring organizations will focus less on spend and more on the metrics that matter most.

What You’ll Learn in This Episode:

●      [02:35] The growing disconnect between economic signals and the talent landscape

●      [04:19] Why there will be no major pullback in hiring in spite of economic turbulence

●      [07:25] How fear is affecting the job market

●      [12:54] How pay transparency laws are changing the rules of the game

●      [19:20] Why remote work is here to stay

●      [23:09] Why it’s a great time to be a tech recruiter today

●      [27:14] Why job boards will increasingly force good stewardship over the job seeker experience

●      [32:01] How many degrees are truly vocational, anyway?

●      [35:52] Moving beyond job boards to an automated multichannel approach

●      [42:16] Why hiring organizations will focus less on spend and more on the metrics that matter most

Key quotes:

●      “In 2023, the labor market will still be what economists call ‘tight’, which means an excess of demand over supply.”

●      “Job boards, led by Indeed, realized that their real asset is not necessarily the employers and recruiters and make up their revenue. Their real asset is job seekers.”

●      “It is a huge part of the job seeker experience right now to research the employer. That means employer brand, ethics, and reputation.”

Connect with Marcus https://www.linkedin.com/in/marcusedwardes/

In this episode, Marcus Edwardes speaks with John Boyd, Founder of Cirrus Group Consulting, a search firm specializing in providing top Cloud computing talent to companies who need those skills.

According to Jim’s LinkedIn headline: “We provide the industry’s most ridiculously capable Cloud techies.”

Listen in as Jim explains why it pays to home in on a specific niche in the recruiting industry, build a system around that specialization, and go all-in on that niche. He illustrates his own success in applying this lesson through Cirrus Group’s focus on Cloud technologies.

Jim breaks down the Cirrus approach to harnessing systems and automations to scale a recruiting business, using a playbook followed by both offshore resources and internal staff. He covers the process from beginning to end, from his go-to automation tools, to the initial outreach, to his system for tracking applicants, all the way to the onboarding stage.

What You’ll Learn in This Episode:

●      [02:35] Putting a strong system in place for your business

●      [06:20] Jim’s vision for Cirrus Group

●      [12:00] The benefits of requiring everyone at Cirrus to be Cloud-certified

●      [15:00] Business development at Cirrus

●      [21:36] Cirrus’ go-to automation and email contact-finding tools

●      [26:15] How Cirrus conducts intake calls

●      [29:54] Sourcing candidates at Cirrus

●      [41:01] Cirrus’ applicant tracking system

●      [45:09] How automation has impacted Cirrus

●      [49:56] The candidate interview

Key quotes:

●      “75% or so of franchises are successful while 75% or so of non-franchise small businesses are not successful. Why? Franchises have systematized their businesses and built playbooks. They’ve tweaked, attempted, tried, and learned.”

●      “One of the top things that people look for when they buy a company is a system, a structure, a playbook, so that you, the owner, can be kicked out and the business does not take a hit.”

Connect with Marcus https://www.linkedin.com/in/marcusedwardes/

Marcus speaks with Richard Cho, a Senior Recruiting Executive who has led Recruiting at companies such at Facebook, Dropbox , Chan Zuckerberg initiative and Robinhood and most recently Gem where he is an advisor. Up for discussion are the cornerstones of building an effective Talent Strategy and infrastructure to compete for talent in today's markets.

Connect with Marcus https://www.linkedin.com/in/marcusedwardes/

Anil Dharni is the CEO and Founder of Sense, San Francisco, Calif. - the market leader in AI-driven talent engagement and communication solutions for enterprise recruiting.

 He recently commissioned a study, “An Inside Look: What Today’s Candidates Really Want” which polled over 1,000 U.S. based candidates who have applied for a job within the past six months, which provides some very interesting data for Recruiters.

• When asked what the top two non-negotiables are when considering a new job, salary/benefits (57%) and career advancement/upskilling opportunities (32%) were ranked highest followed by work from home opportunities (29%), stronger leadership (18%) and DEI programs (16%).  
• The overwhelming majority of candidates (76%) are looking to change careers/industries.
• Faster response time from recruiters was ranked as the top way for companies to improve the candidate experience, cited by 80% of respondents. 
• Slow response time from recruiters is the top reason candidates quit applying for a job. Only 19% of candidates report hearing back from recruiters within 24 hours of applying to a job.
• 27% of candidates said the job search/application process has become more complicated.

Marcus and Anil discuss the results and have an extremely lively conversation including the following topics:

• How candidates looking at the whole benefits package these days - not just salary
• Why companies are asking candidates to come back to the office
• How companies need to do a better job meeting candidate's needs - it's a two-way street
• How great candidates are always in need
• The correction we are seeing as a reaction to over-hiring
• The importance of "delightful, magical" candidate experiences
• Is there really a power shift moving back from the employee to the employer?
• What do you do with a candidate who applies for the wrong job?
• How Sense technology can effectively automate the candidate screening process and start building relationships at scale
• How Sense can set Recruiters up for success by scheduling meaningful conversations with relevant and qualified candidates 
• Using Sense technology to expedite the complete hiring process
• Redefining and enhancing both the recruiter and hiring manager experience
• The dangers of over-automation and the importance of the human touch
• It's not all about email anymore! texting, whatsapp, chatbots - you've got to skate to where the puck is going to be!

You can reach Anil at anil@sensehq.com or directly on LinkedIn at https://www.linkedin.com/in/anildharni/

Connect with Marcus https://www.linkedin.com/in/marcusedwardes/

Thanks to everyone who has participated and listened to the podcast this year!

Connect with Marcus https://www.linkedin.com/in/marcusedwardes/

Ann-Marie is the Founder and President of The West Source, an executive search firm that supports staffing agencies across the country, primarily in the IT & Professional Services space. She launched The West Source in March of 2020 after having spent 10 years as a founder and managing partner at Satori Source in a similar capacity.

Connect with Marcus https://www.linkedin.com/in/marcusedwardes/

Marcus speaks with Steven Perchikov about outreach tactics and how automation - when executed correctly- can help you achieve some degree of scale, without necessarily sacrificing quality.

Connect with Marcus https://www.linkedin.com/in/marcusedwardes/

Connect with Marcus https://www.linkedin.com/in/marcusedwardes/

Marcus speaks with James Parker about building and implementing a successful in-house talent strategy and some of the recruiting challenges he's encountered in his 8+ years of experience as a Head of Talent.

In the podcast, James shares his mindset around TA, which falls into 3 separate buckets:

1. Storytelling - the perception you are creating around the company - all things "employer branding" related

2. Systems - the infrastructure around the entire recruiting funnel, to ensure that there is a structured process that produces consistent and equitable hiring results

3. Strategy - Getting it done. Sourcing, inbound, referrals - getting the balance right.

James reiterates how important getting the system piece right is:

You have to 

- Understand your needs

- Understand what attributes you are looking for

- Know what kind of answers you are looking for

- Know how to score card every candidate in a uniform manner

- Create consistency across the entire interview panel

- Be mindful of recruiting biases, such as overscoring charisma.

James reveals how each interviewer is pre-armed with a specific list of questions around a given set of desirable attributes whilst being mindful of not bombarding candidates with duplicate interviewing experiences.

Also, James points out how cognizant they are at Tropic of the need to provide a stellar candidate experience from top to bottom - from the minute they get their first piece of correspondence, such as an acknowledgment of application note - right through to the final offer.

From a strategy perspective, James breaks down the top of the funnel into 3 more buckets - referrals, inbound, and sourcing and maintains that world-class recruiting teams absolutely own the sourcing piece of the TA puzzle. And in fact, as a team, they have better conversion ratios for sourced candidates than any inbound or referrals.

He shares how important it is to split test messages - and try different tactics, ranging from playful to short/direct, and maybe some different touch points as well.

Finally - James shares his thoughts on the rejection process and how they like to give mid-stage candidates the choice of communication - if they want to discuss on the phone - that option is open to them. James believes that it is critical to give the best possible brand experience and even try to help set rejected candidates up for success in the future. 

Connect with Marcus https://www.linkedin.com/in/marcusedwardes/

In this episode, Marcus Edwardes speaks with Maury Hanigan, CEO at SparcStart, an innovative recruiting platform which uses video, social media, and mobile capabilities to differentiate jobs and overall make recruiting much more productive.

Maury is a recognized industry expert and has appeared in the Wall Street Journal, Fortune, The Economist, ABC World News, amongst many other prestigious media outlets. She was also named on HR Tech’s list of the 100 Most Influential Talent Acquisition Thought Leaders and Top 30 Influential Women Leaders.

Listen in as Maury unpacks her best strategies for using video to build a powerful employer brand, alongside a stronger candidate pipeline in the outreach and recruiting process. By incorporating video into the application process, a company can attract not only more applicants, but better-quality applicants.

Maury also addresses common roadblocks to standardizing the use of short videos in an organization’s approach to job advertising, including video-phobia, privacy issues, and deciding on how to structure one’s message in videos directed at candidates.

What You’ll Learn in This Episode:

●      [02:18] The current state of the job advertisement market

●      [05:40] Making your job advertisement stand out

●      [10:14] Why show candidates video of the hiring manager in the application process

●      [15:00] Overcome video-phobia and roadblocks to incorporating video

●      [21:24] Tailoring your video’s message to your candidate

●      [28:27] Potential security issues with video

●      [30:09] Why videos fail

●      [33:46] The kind of story candidates want to hear in videos

●      [38:23] The benefits of using the SparcStart platform to host your videos

Key quotes:

●      “When a recruiter includes a hiring manager in their outreach, their response rate is eight times what it is when you only include a job description.”

●      “We don’t advertise products by telling consumers what they must have in order to purchase our product—we tell them what benefit the product gives them. And yet, in recruitment marketing, people are still doing laundry lists of requirements of what you must have to be considered for the role; then they wonder why people aren’t attracted to their roles.”

●      “The video that the candidates are most interested in seeing is of the hiring manager: They want to meet their boss.”

●      “The biggest challenge is to have to have employer brand and TA leaders understand that the content has to be what the candidate wants to hear rather than what the company wants to say.”

Connect with Marcus https://www.linkedin.com/in/marcusedwardes/

There might not be a better profession to prepare you for a career in Recruiting - than Teaching!
This week, Marcus speaks with Aurora Kitko who spent 8 years as a teacher of English, Spanish and Mathematics, both in the USA and abroad.
Listen to here describe the similarities, differences, wins and challenges as she discusses with Marcus, her very first year in Recruiting.

Show notes to follow!

Connect with Marcus https://www.linkedin.com/in/marcusedwardes/

In this episode, Marcus Edwardes speaks with Chris Ciulla, President of U.S. and Cross Border Operations at Comrise, a 450-person global recruiting company with expertise in many verticals, including information technology, finance, media, and legal, just to name a few.

Chris has over 20 years in the business, with stints at big players like Ajilon, Robert Half, and Modis.

Listen in as Chris illustrates the common thread between recruitment and sales, and the foundation that binds them together—culture. He discusses his approach to defining your core values and how to get your employees to buy into your vision-mission as a company.

Chris also speaks on the importance of hiring for core values before experience, and leading a work environment based on trust and human-to-human relationships before all else

What You’ll Learn in This Episode:

●      [01:29] From paperboy to president of a global recruiting company

●      [04:19] The relationship between recruitment and sales

●      [06:26] Defining “culture” and the difference between culture and core values

●      [09:16] Embodying your core values

●      [15:32] Motivating the right person

●      [19:45] Interviewing for core values

●      [24:01] Core competencies versus skills and experience

●      [27:08] How Chris has grown as a leader over the past few years

●      [31:34] Leading a “trust first” environment

●      [33:17] Agreeing on an outcome-related goal

●      [35:35] Chris’s favorite questions to ask employees

●      [38:06] How to differentiate yourself as a recruiter in today’s market

Key quotes:

●      “Polite and consistent persistence is how you build relationships with your customers.”

●      “If you’re a recruiter, you’re a sales professional.”

●      “Our mission statement: We get people better jobs than they had before they met us.”

●      “You can teach skills all day. You can’t teach core values.”

●      “Trust and connection make up the foundation for culture.”

●      “Relationships are cradle-to-grave in our business.”

Connect with Marcus https://www.linkedin.com/in/marcusedwardes/

One thing is for sure - you are going to completely revaluate your relationship with Boolean after hearing this episode!
Gabi is made for podcasts - she's energetic, funny and drops so many value-bombs you are going to wonder why you're not paying to listen to this one!
Listen carefully - this one could be a real game-changer for you in a recruiting world where differentiation is absolutely critical - and Boolean might just be the key! 

In this episode, Marcus Edwardes speaks with Gabi Preston-Phypers, Co-Founder of Tooled Up Raccoons, a one stop shop of all things Boolean.

A self-proclaimed "Boolean Addict", Gabi shares her point-of-view with her trademark enthusiasm and encourages us to reevaluate our relationship with Boolean!

Listen in as Gabi speaks against overreliance on automation and shortcuts as a recruiter, and that human-to-human connection beats AI any day of the week. She speaks in particular on the limitations of the LinkedIn filter, which does not factor in the creativity of the individual—especially stellar candidates.

Gabi then explains the ease of making use of Boolean over power filters—along the way smashing fears and misconceptions around writing an 8000-word string. She makes the case that, with the right strategy and tools, anyone can become a Boolean expert in as little as a week!

What You’ll Learn in This Episode:

●      [01:20] Gabi’s love for Boolean

●      [06:10] The problem with LinkedIn filters

●      [10:14] Other platforms on which you can use Boolean

●      [15:44] Why Boolean is better than power filters

●      [20:45] Thinking like a candidate instead of as a recruiter

●      [25:55] Addressing the main objections against Boolean

●      [29:46] The story behind Tooled Up Raccoons and how to become an expert in Boolean

●      [34:14] How Boolean can lead to more productive intake calls

●      [38:06] Why there are no valid arguments against Boolean

Key quotes:

●      “Boolean has a place and filter has a place. It’s not about using one or the other. It’s about using the functionality you have available at your fingertips.”

●      “People are creative. As soon as you allow them to be creative, they no longer conform to individual buzzwords that live on a job description, which means they no longer fit within the filter criteria that all of these platforms have designed. That means the only way to find them is to cut through that, create some beautiful Boolean strings that accommodate those variations in creativity, and only then will you find those candidates that live below the filter. You’re not going to find them any other way.”

●      “If you’re not using that qualification call to add value to your hunt, you should stop.”

Connect with Marcus https://www.linkedin.com/in/marcusedwardes/

In this episode, Marcus Edwardes speaks with Justin Dixon. With 15 years of experience in the recruitment industry, Justin is the Founder and CEO of Hire Tomorrow, which he established at the onset of the pandemic in January 2020.

Listen in as Justin shares how he and his team were able to find success as a new agency while steering the ups and downs of the Covid-19 pandemic over the past two years.

He talks about his timeless, personalized approach to outreach and how he has built a business primarily off of referrals and repeat clients. To Justin, building relationships for the long-term, even if it means little-to-no immediate ROI, literally does pay off.

Finally, Justin gives his thoughts on the looming recession and how, in spite of fears in the market, he is confident that he will be able to keep up the level of success that he has enjoyed in spite of the many hurdles he has faced since establishing Hire Tomorrow.

What You’ll Learn in This Episode:

●      [02:38] Starting a recruitment agency right before the pandemic started

●      [11:21] How Justin reaches out to clients

●      [16:16] Building a business via referrals

●      [18:43] Justin’s early mistakes as an agency Founder and CEO

●      [23:39] Justin’s outreach process

●      [27:57] Building relationships with candidates

●      [30:50] Focusing on candidate desires in the conversation

●      [34:00] How Justin uses LinkedIn

●      [36:44] Navigating fears of a looming recession

●      [40:03] Justin’s plans for the business for the remainder of the year

Key quotes:

●      “If you can weather the storm of a pandemic or some type of a recession, it definitely gives your business the ability to pick up steam once the dust settles.”

●      “I believe that any recruiter, given the right requirements and the right target, can find almost any position with a certain level of efficiency.”

●      “I am a firm believer in personalization: I serve and reach out to my network directly.”

Connect with Marcus https://www.linkedin.com/in/marcusedwardes/

In this episode, Marcus Edwardes speaks with Jonathan Langley, Executive Vice President & Chief Talent and Technology Officer at NextGen Global Resources, which is a part of KELLY’s SETT (Science, Engineering, Technology, and Telecom) Business Unit.

He’s got over 20 years in tech staffing, and he’s an experienced Recruiting Leader who’s built world-class sales and recruiting teams to serve global wireless and telecoms clients

And when he’s not doing all of that - you’ll find him outside in the garden  - looking after his chickens and ducks!

Listen in as Jonathan discusses the role of technology in the recruiting process. He explains that, while the most successful recruiters are also among the most technologically savvy, they still rely upon the fundamentals.

He discusses why he believes that understanding candidates is paramount to where we go as an industry, and that it is impossible to automate relationship development.

Jonathan encourages recruiters to look beyond LinkedIn profiles that check all the widely accepted boxes, and even beyond LinkedIn Recruiter itself, in order to find amazing candidates that they would not have found otherwise.

What You’ll Learn in This Episode:

●      [03:45] The limitations of technology in recruitment

●      [09:14] Standing out by asking the questions that other recruiters don’t

●      [14:38] The best way to utilize technology as a recruiter

●      [20:50] Setting expectations with candidates and educating the hiring manager

●      [24:58] Demonstrating your expertise as a recruiter

●      [27:52] Hiring for attitude, training for skills

●      [32:36] Building a strong relationship with your candidate

●      [35:55] Beyond LinkedIn Recruiter

●      [42:48] Reading between the lines when looking at a LinkedIn profile 

●      [45:07] The dangers of automation for outreach

Key quotes:

●      “There is an element of ‘transactional’ that has come into recruiting; but, if you’re the recruiter that takes a bit more time and understands why someone would want to do something, you’ve got a leg up on your competitors.”

●      “You have to ask the questions that other recruiters don’t want to ask because they might get the answer that they don’t want, which is that they won’t take the position for x or y reason. You should know that before anyone else.”

●      “Technology does help but, ultimately, it’s a people business for people.”

Connect with Marcus https://www.linkedin.com/in/marcusedwardes/

In this episode, Marcus Edwardes speaks with Robyn Thornton, Director of Talent Acquisition at SeekOut.

Robyn has over 20 years of TA experience. She was previously the Director of Talent Acquisition at Big Fish Games, and has managed recruiting teams at Nordstrom.

Listen in as Robyn discusses her unique experiences transitioning between in-house and agency roles through her career. She shares her best lessons learned when it comes to building a great company culture, and how to continue doing so in a world where remote work has become more commonplace.

Robyn speaks on the importance of brand recognition in the recruitment world and how to enhance the candidate experience and forge a long-term relationship even when telling candidates that they are not right for the job.

Finally, Robyn talks about SeekOut’s unique platform for sourcing clients outside the LinkedIn ecosystem.

What You’ll Learn in This Episode:

●      [01:38] Transitioning from in-house to agency and back again

●      [07:02] The importance of company culture

●      [11:44] Building a culture remotely

●      [18:12] Maximizing candidate experience

●      [24:39] Leaving a great lasting impression even when giving a rejection

●      [29:12] SeekOut’s mission

●      [30:48] Sourcing outside LinkedIn

●      [33:42] Rapid-fire questions

Key quotes:

●      “Company culture is about how you treat people internally. How do you value them? How do you show compassion and empathy, and make sure that people can bring their best selves to work?”

●      “A company that does it right is one which embraces the fact that anyone, regardless of where they are, is part of the same team.”

●      “Candidate experience is everything. It’s king.”

Connect with Marcus https://www.linkedin.com/in/marcusedwardes/

In this episode, Marcus Edwardes speaks with Matt Heard, an executive search leader for purpose-driven organizations.

He is the VP of Operations for FireSeeds, a search firm in Birmingham, Alabama. Matt has been with the company for nine years and has worked on over 900 retained searches.

Listen in as Matt talks about the importance of understanding your clients’ culture at a deep level in order to do your best job as a recruiter.

He stresses the importance of being able to communicate your client’s story effectively, no matter their industry. Matt also gives his best advice on explaining to particularly picky clients that the “perfect candidate” does not exist.

Finally, Matt goes through his candidate placement process and why he believes in maintaining relationships with everyone he touches in the process.

What You’ll Learn in This Episode:

●      [01:15] What it means to do recruitment for “purpose-driven” organizations

●      [04:56] Putting together a prospect list of companies with a clear mission or purpose

●      [08:55] Finding companies that care about their people

●      [10:42] Getting to the bottom of your clients’ culture

●      [17:07] The benefits of meeting your clients in person

●      [19:38] Communicating your client’s story

●      [23:45] Working with clients in various industries

●      [28:46] Addressing the “perfect candidate” problem

●      [37:23] Matt’s candidate experience process

Key quotes:

●      “We are dealing in communities that need companies that care. We’re looking for the heart behind the business.”

●      “A big part of how we think about search is communicating clients’ stories.”

●      “We have a lot of work to do as a company to make the person who finished second feel like they have finished first.”

Connect with Marcus https://www.linkedin.com/in/marcusedwardes/

In this episode, Marcus Edwardes speaks with Adam Gordon, a 20-year veteran of the recruiting industry about how recruitment marketing automation helps recruiters succeed.

He is the Co-Founder of Candidate.ID®, a recruitment marketing automation company. It was launched in January 2017 and was acquired by iCIMS in March 2022.. Adam is also the Founder of Social Media Search, which was acquired by Norman Broadbent in 2012.

Listen in as Adam describes the benefits of recruiting marketing automation and how a company can go about implementing their own system in a few weeks’ time.

He also talks about finding the right balance between automation and the human element, and how the right use of automation tools allows your recruiters to use their time and energy more wisely.

Finally, Adam explains how to prove the ROI of automation and specifically how to sell the idea to agencies.

What You’ll Learn in This Episode:

●      [01:43] The current automation landscape

●      [08:05] How recruitment marketing automation takes a more holistic view of the hiring process

●      [11:39] The biggest benefits to recruiters from implementing a recruitment marketing automation solution

●      [16:11] The top-of-the-funnel for recruitment marketing automation

●      [19:24] Where automation ends and human-to-human interactions begin

●      [27:41] Proving the ROI when it comes to automation

●      [32:53] Selling recruitment marketing automation to agencies

●      [35:06] How long it takes to implement recruiting marketing automation

Key quotes:

●      “What marketing automation is about is building workflows which trigger next best actions based on each candidate’s click. The intention here is to be able to serve up the most personalized experiences for each candidate, at scale, on a programmatic basis.”

●      “Fill up the recruiter’s valuable human time with warm leads, and they will be more successful for your business.”

●      “The most sophisticated organizations brought together the talent sourcing group and the recruitment marketing group into one unit.”

Connect with Marcus https://www.linkedin.com/in/marcusedwardes/

This week on RT - Marcus expands on his methodology and reasoning behind making the switch from a Transactional to a Relationship-Driven Recruiting Mindset.
Detailing both the strategy and the tactics required - there is a ton of actionable advice in this episode if you want to spend a lot less time on thankless cold candidate outreach.

• The biggest problem facing Recruiters today
• The need to rise above the expected norms of a recruiter
• Changing the lens through which candidates are viewed
• The missed opportunity for Recruiters
• From one-to-one to a one-to-many approach - building an engaged audience
• Why nobody wants to be “sold to” anymore
• Transforming from the “hopeful recruiter” to the “informed recruiter” and hence from “selling” to “solving”
• The conversation strategy and tactics framework to become a Trusted Advisor after every call

Connect with Marcus https://www.linkedin.com/in/marcusedwardes/

In this episode, Marcus Edwardes speaks with Tricia Bailey, Director Executive Recruiting at Chime, a high-growth fintech startup in San Francisco.

Tricia has been in the recruiting industry for 20 years. She has held a variety of in-house and search firm roles at established firms which include Heidrick & Struggles, Kaiser Permanente, and Caldwell Partners, before going on to lead Global Head of Executive Search at Twitter.

Listen in as Tricia describes the differences between agency and in-house recruiters and the unique strengths that individuals in either profession need to possess to succeed. She also explains why she believes the contingency model to be flawed and not an ideal long-term path for many in the recruiting industry.

Tricia also speaks on the value of service-oriented leadership, through which every member of the recruiting team is empowered to make their own decisions and step into a variety of sometimes unforeseen tasks when needed, through their own initiative.

What You’ll Learn in This Episode:

●      [01:54] From law to recruitment

●      [08:58] Why the contingency model is broken

●      [13:12] From agency to in-house recruitment

●      [19:48] Advice to agency recruiters looking to transition to in-house

●      [23:58] The Chime difference

●      [27:42] Building a successful team of recruiters

●      [34:52] Tricia’s leadership style

●      [43:45] The importance of flexibility among a recruiting team

Key quotes:

●      “I’ve always questioned the logic behind some of the contingency models in that, not only have you not won anything—you’re generally being paid less on a percentage basis than you are at the retained level.”

●      “We do a lot of research on the front end to partner with our hiring leaders to have a very nuanced and realistic sense of what talent is out there and what the role would offer those individuals, so that we can be very targeted in the reach-out we do.”

●      “If you focus on the quality of the work and having a motivated team, the metrics take care of themselves.”

●      “Any recruiter on the team should be able to step in for another person to run an interview debrief.”

Connect with Marcus https://www.linkedin.com/in/marcusedwardes/

In this episode, Marcus Edwardes speaks with Tara Kochis, President of Wolf Hill Group, a Slone Partners Company. She is also President of DEI Strategies, which is Wolf Hill’s diversity, equity, and inclusion arm.

Slone Partners and its companies have been virtual for 22 years, allowing them to grow to 96 people strong across the country, and they specialize in life sciences, healthcare, and cybersecurity companies who are growing rapidly.

Listen in as Tara discusses how Slone brings its core values to life through the empowerment of the team that makes up the company. She explains why feeling a real connection to one’s work is the best way to make a difference in both the organization and the people they serve.

Going further, Tara talks about the importance of building a strong relationship with the candidate to the point where you as the recruiter are able to tell their story with the same level of passion as themselves. In other words, Slone’s goal is to understand their clients’ mission, vision, and culture and be a true extension of them in the marketplace.

Finally, Tara speaks on the keys to leading teams of recruiters virtually, as well as her best advice on thriving in a down market.

What You’ll Learn in This Episode:

●      [01:32] An introduction to Wolf Hill Group and Slone Partners

●      [03:27] Tara and Slone’s mission since she joined the company in 2004

●      [08:08] The goal of every Slone recruiter

●      [19:03] Three questions to answer when working with any candidate

●      [22:20] Interview best practices

●      [26:38] Leading a team of recruiters virtually

●      [32:22] Getting into work mode when working from home

●      [36:52] Adapting to a down market

●      [40:36] Promoting and implementing DEI

Key quotes:

●      “We are intentional about Slone’s culture, and I think the cornerstone of that is our core values. Those are quality, ownership, passion, respect, trust and diversity.”

●      “Our purpose—our why—is to make a difference: to one another, to our client partners, and our candidates by providing that amazing experience.”

●      “Our goal is to understand our clients’ mission, vision, and culture and be a true extension of them in the marketplace—to be able to tell their story with the same passion they would tell it with.”

●      “In a down market, we’ve learned that connecting with our audience—being valuable outside of a search—increases our opportunity to get another search or the first search.”

Connect with Marcus https://www.linkedin.com/in/marcusedwardes/

This week, Marcus answers a question from recruiter/listener Leo Pulcher - 
"What's the most essential thing that most recruiters should do to help their clients but aren't?"
It's a short mid-summer episode  - some cracking advice though on how to set yourself and you client up for success on your recruiting journey.

Connect with Marcus https://www.linkedin.com/in/marcusedwardes/

In this very special episode of Recruiting Trailblazers - Marcus chats with Eryn McHugh and plays 5 of her fabulous songs! 
We talk about moving from agency to internal, what she misses, what it takes, candidate experience - and how she is tackling build a Recruiting Engine from scratch at Thunder.

Here's a link to Eryn's Spotify: https://open.spotify.com/artist/6p3YnAsixFvxOBkfRP5DzJ?si=c0qDWxY1Q62bWZN5Hjdcog

Connect with Marcus https://www.linkedin.com/in/marcusedwardes/

In this episode, Marcus Edwardes speaks with Ashley Pereira, a branding and marketing consultant who specializes in recruiting. She helps brands and individuals establish their identity, figure out their market, and develop big-picture strategies to help them reach their goals.

Ashley is also the founder of Free Skin Co, which sells a range of organic vegan and U.S.-made skincare products. The company donates 5% of all purchases to bettering the mental health of those affected by child abuse, trauma, and PTSD.

Listen in as Ashley discusses the building blocks and first steps that aspiring recruiters should keep in mind when starting their branding and content marketing journey.

She emphasizes the importance of publishing value-driven content aimed at a specific audience, and reveals the keys to creating meaningful and engaging posts on LinkedIn.

Finally, Ashley speaks on overcoming the fear of putting yourself out there on social media, and offers practical baby steps to starting your personal branding journey today.

What You’ll Learn in This Episode:

●      [02:25] Why recruiters need to build their personal brand for success

●      [07:34] Overcoming fear of getting started in publishing content

●      [09:17] The importance of developing your communication skills

●      [10:49] Defining your “why” and target audience

●      [15:22] Establishing a value-driven brand on social media

●      [17:29] Building your network

●      [22:52] Creating a meaningful and engaging post

●      [25:14] Two approaches to content creation and scheduling

●      [27:15] Optimizing your profile

●      [28:34] Maximizing the very first line of your LinkedIn message

●      [30:27] The elements of a viral post

●      [32:33] What counts as “engagement”

●      [34:35] Starting today

●      [37:11] Avoiding the comparison trap on your content creation journey

Key quotes:

●      “One of the greatest skills that recruiters need is communication.”

●      “The more you can pinpoint and be focused on the individual you’re trying to help, the easier it will be to create the content you need.”

●      “Branding is all about allowing the audience to go through an emotional decision-making process through resonating with the content.”

●      “Engagement doesn’t always mean likes or reach or impressions or comments. My end goal whenever I post anything is to have a real conversation, whether it’s with one person in the comments, in my DMs, on a Zoom call, or over the phone.”

Connect with Marcus https://www.linkedin.com/in/marcusedwardes/

Marcus chats with Michael Boitnott about brand building online and how important it is to take a one-to-many approach in order to exponentially increase your relationship-building cadence.

Connect with Marcus https://www.linkedin.com/in/marcusedwardes/

In this episode, Marcus Edwardes speaks with Brent Orsuga, the top-rated logistics and supply chain recruiter, seven-figure entrepreneur, and founder of the award-winning advisory firm Pinnacle Growth Advisors.

Listen in as Brent discusses the art of reverse-engineering success as you define it. He talks about the importance of seeing your role as that of being a “talent advisor” or “subject matter expert”—beyond being simply a “recruiter”—in order to be seen as a valued partner in your candidates’ eyes.

Brent explains how to become known as the go-to expert on your space by homing in on a specific niche, and how he was able (and continues) to build his well-known brand as a recruiter without actually ever posting new jobs.

Finally, Brent talks about using “shoot-from-the-hip” video content creation as a business development tool, why he prefers contingent over retained search, and how he has been able to achieve massive success by seeing recruitment as a “high-touch, high-contact sport”.

What You’ll Learn in This Episode:

●      [01:11] The benefits of doing a self-assessment at halfway through the year

●      [05:43] How to be seen as a partner to candidates, as opposed to a vendor

●      [07:25] The mindset that recruiters should adopt to thrive in today’s market

●      [19:14] Defining “retained recruitment”

●      [10:25] Company culture versus company identity

●      [15:47] The importance of staying true to your niche

●      [18:28] Building your brand via content creation

●      [23:16] How Brent invests in himself

●      [26:14] Why Brent only does contingency recruiting

●      [28:58] Contingency versus retained search

●      [31:46] Differentiating yourself as a recruiter

●      [33:40] Standardizing every message

●      [35:50] Why be transparent about compensation upfront

●      [38:08] How to be a successful recruiter today

Key quotes:

●      “As a recruiter, you’re either going to be viewed as a partner or a vendor.”

●      “Confidence comes from competence.”

●      “Culture is something you have to see and feel and almost hear yourself. You cannot show me a YouTube video or a static website and tell me about your culture.”

●      “The ultimate sign of respect is when people give you their time—especially at their house or their office.”

●      “You have to give value. LinkedIn and content cannot be self-serving.”

●      “The reason people get emotional about recruiting is because they simply don’t have enough cooking. I tell our team: ‘You want to have ten people in process at all times.’”

●      “Sales and recruiting are nothing more than exchanges of energy.”

Connect with Marcus https://www.linkedin.com/in/marcusedwardes/

In this episode, Marcus Edwardes speaks with Louise Archer, Founder of Retrained Search.

She has worked on the front line of recruitment for 20 years, having been a contingent recruiter before transitioning to retained. Her mission is to help recruiters transition to retained and secure more forecastable revenue.

Listen in as Louise shares what she believes to be the three main problems with contingency recruitment and how this model differs from that of retained search. She describes the mindset and skillset needed to fulfill the consultative role of the retained recruiter successfully.

Finally, Louise breaks down her company’s training program, which was created to help contingent recruiters cross the bridge to the world of retained search, just as she herself has done.

What You’ll Learn in This Episode:

●      [02:01] Defining “contingency recruitment” and why it is a broken model

●      [10:29] Why contingency recruitment results in no commitment from the client nor the agency

●      [13:42] Advantages of contingency recruitment for certain types of candidates

●      [19:14] Defining “retained recruitment”

●      [23:12] The benefits of retained search

●      [31:06] The downsides of retained search

●      [33:21] Setting expectations with candidates as a retained recruiter

●      [37:48] Forging a consultative relationship with candidates

●      [40:37] Louise’s course to help recruiters transition to retained search

Key quotes:

●      “The recruiters which I find are well-suited to the contingent model are those who don’t like commitment, don’t like to be held accountable, and when things get tough they want to bail.”

●      “It’s good to remind ourselves, when we’re working on a contingent basis, that they haven’t bought anything. What they’ve actually done is allow you to send CVs for free.”

Connect with Marcus https://www.linkedin.com/in/marcusedwardes/

In this episode, Marcus Edwardes speaks with Steven Rothberg, Founder and Chief Visionary Officer at College Recruiter. As of now, the website has tens of thousands of employers advertising about 2 million jobs, and they are on pace to help almost 7 million candidates find new jobs this year.

A self-proclaimed “fully recovered lawyer”, Steven has received numerous accolades which include being named by Mashable as one of the 20 top people for job seekers to follow on Twitter, and by Fast Company magazine as a "Top 50 online influencer".

Steven is also the co-host of the Job Board Geek Podcast.

Listen in as Steven speaks on social media content creation as a form of community-building, finding organic connections on LinkedIn, the importance of disclosing compensation upfront, and the art and craft of job advertising.

He also discusses the inspiration behind his fundraiser, Medical and other humanitarian aid for Ukrainians, which you can donate to on GoFundMe at https://www.gofundme.com/f/medical-and-other-humanitarian-aid-for-ukrainians.

What You’ll Learn in This Episode:

• [01:45] Steven’s philosophy on content creation
• [05:41] Providing content to drive community
• [07:03] Finding connections on LinkedIn
• [13:21] How College Recruiter’s approach differs from that of most other third-party recruitment firms
• [19:32] Why disclose compensation upfront
• [23:59] Whether recruiters should advertise jobs
• [29:14] Job ad writing as an art
• [33:14] The technicalities of job advertising
• [39:03] Steven’s fundraiser, “Medical and other humanitarian aid for Ukrainians”

Key quotes:

• “[Social media] is not about touching the most number of people if what you’re doing is annoying them. What it’s really about is trying to add value to that moment.”
• “It’s not that hard to hire people. It’s not that hard to hire good people.”
• “Advertising is really great when going after candidates who are low-hanging fruit.”
• “Job ad writing is an art. I bet 95% of job posting ads out there are largely copy-and-paste.”

Connect with Marcus https://www.linkedin.com/in/marcusedwardes/

In this episode, Marcus Edwardes speaks with Andrew Lewis, Senior Manager of Talent Acquisition for Higg, a sustainability insights platform for consumer goods industries.

Andrew describes himself as a “strategic thinker”, an innovator, a leader, and a teacher, who sees life through an entrepreneurial lens.

Listen in as Andrew shares why the best recruiters challenge norms and think out of the box and how to fight outdated yet ever-present practices in the recruitment industry.

He also describes his personal brand strategy on LinkedIn and how to find your own voice in order to differentiate yourself on the platform.

Andrew addresses the continuing need for greater emphasis on relationship-building in the industry and why the biggest opportunity in modern recruiting is simply honest communication.

Finally, Andrew explains how to grab a candidate’s attention beyond the job description and why automation can never replace personal touch in the candidate experience.

What You’ll Learn in This Episode:

●      [01:30] The mindset of the most successful recruiters

●      [05:41] Providing content to drive community

●      [08:15] Explaining the ROI of content creation to hiring managers

●      [12:26] Workforce planning best practices

●      [15:56] Fighting outdated practices in recruiting

●      [18:49] Building a brand on LinkedIn

●      [27:03] Skills that are important to master as a recruiter

●      [30:59] The value of building relationships

●      [35:55] Why regularly touch base with candidates in your pipeline

●      [41:47] Captivating candidates’ attention beyond the job description

●      [44:10] Why not to automate the candidate experience

Key quotes:

●      “Content and community are two outliers that are going to come to the forefront for recruiting in the next few years.”

●      “Hiring really starts 6-to-12 months before you actually start recruiting for a role.”

●      “In recruiting, we’re always fighting against outdated practices.”

●      “Recruiters, in this day and age, have to look at becoming great marketers.”

●      “Recruiters have this opportunity to capture people via storytelling especially if they have a strong mission.”

●      “We can’t automate relationships.”

Connect with Marcus https://www.linkedin.com/in/marcusedwardes/

This week Marcus opines on the winning mindset for Recruiters in 2022. Relationship development, building referral networks, handling rejection, and achieving a flow state are all addressed.

Connect with Marcus https://www.linkedin.com/in/marcusedwardes/

Episode 100! Marcus Edwardes speaks with Simon Mullins, Chief Facilitator at Executive Search Information Exchange (ESIX), the world’s leading independent information source for corporate executive recruiting leaders.

Simon has managed executive search from the outside at Korn/Ferry, and from the inside at Microsoft, where he led one of the most advanced internal executive recruiting functions as well as its largest experienced Staffing Group.

He recently published a book on strategy, tactics, and tools for hiring organizations called Leadership Recruiting with co-author David Lord.

Listen in as David shares his best practices for establishing a foolproof internal recruiting function and streamlining your process in order to get your team on the same page.

He gives his take on minimizing subjectivity during the interview process and how best to go about painting the most vivid picture of your candidate by going beyond the actual interview—focusing the conversation on reference checks in particular.

What You’ll Learn in This Episode:

●      [03:12] The case for managing search activity

●      [09:21] How the internal recruiting landscape looks today

●      [12:32] What to expect as a member of ESIX

●      [19:16] Culture differences between internal and external recruiting

●      [24:05] What to avoid when building an internal function

●      [27:40] Standardizing your internal recruiting function

●      [30:24] Reducing subjectivity during the interview process

●      [35:14] Beyond the interview

●      [37:14] Considerations regarding reference checks

●      [47:25] About the recruiter’s bizarre love triangle

●      [50:09] How a recruiter can position themselves as a trusted advisor

Key quotes:

●      “Across the board, recruiting functions are now being built everywhere in the world.”

●      “A lot of senior leaders are now looking at talent as a key, critical business challenge. [...] Without the lifeblood, the organization cannot move forward.”

●      “It’s not just about recruiting quickly. It’s about thinking about the bigger and broader picture. It’s about having all sorts of different leadership perspectives when we’re having these conversations.”



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Connect with Marcus https://www.linkedin.com/in/marcusedwardes/

In this episode, Marcus Edwardes speaks with Nate Guggia, Co-Founder of Before You Apply, a content platform and creative studio that specializes in helping companies give candidates an insider’s look into their teams and culture.

Recruiters who utilize the platform are experiencing up to 3X in responses from outreach to prospective candidates.

Before You Apply has special expertise in creating content for highly technical audiences in extremely competitive markets that helps companies and talent teams hire fast.

Listen in as Nate discusses why he dislikes the idea behind Employer Value Propositions and why he feels marketing your culture externally is largely a waste of time. He then explains why it pays in the long term to focus on consumer marketing instead.

Nate shares how Before You Apply distances itself from the traditional corporate approach to branding. He reveals his favorite tough questions to ask company leaders he consults with in order to unearth their unique story, and why it’s essential for recruiters to produce and distribute content.

What You’ll Learn in This Episode:

●      [02:20] The traditional approach to employer branding

●      [06:32] The inherent problems with this traditional approach

●      [09:28] How culture attracts people to companies

●      [13:50] Consumer marketing best practices

●      [19:45] Why employer branding does not work for recruiters

●      [22:18] What Before You Apply does differently

●      [27:53] Why it’s not Nate’s job to make companies look good (and what he does instead)

●      [31:47] The ROI of the content produced by Before You Apply

●      [37:29] Why recruiters need to produce and distribute content

●      [45:22] How to create content that resonates and invites conversation

Key quotes:

●      “I don’t think culture attracts. I think culture closes.”

●      “Content and the distribution of information is everything. It’s just a matter of what that information is and where you put it, because you want to create as close to a consumer buying experience as you possibly can.”

●      “When it comes to employer branding, companies like to share the information that they think is important. They’re not separating themselves and going, ‘What is important to the audience that I’m trying to market to?’”

●      “Our job is to help companies tell the right story, and by telling the right story, they will inevitably look better than other companies who don’t do so.”

Connect with Nate Guggia: 

o   Website: https://www.nateislearning.com/

o   Twitter: https://twitter.com/nateguggia

o   LinkedIn: https://twitter.com/nateguggia 

Connect with Marcus Edwardes

o   LinkedIn

o   https://recruitingtrailblazers.com/

Connect with Marcus https://www.linkedin.com/in/marcusedwardes/

In this episode, Marcus Edwardes speaks with Adrienne Dinkelacker, Co-Founder and Managing Director at The Atlas Group, a boutique tech recruitment firm that she runs with her sister Loreen.

Adrienne has over 15 years of recruitment experience, working in agency and in-house. When she’s not at her desk, she’s dancing the night away—preferably salsa or kizomba!

Listen in as Adrienne discusses what it means to “sell without selling”. That is, she stresses the importance of nurturing strong relationships with clients and candidates, thinking long-term as opposed to keeping a transactional, short-term mindset.

Adrienne also invites recruiters to focus on ensuring that the candidate is a “culture add” over simply being a “culture fit”. She says that the greats in the industry make it a point to turn the interview into a conversation, and are masters at tapping into the power of storytelling and other behavioral interviewing techniques when communicating with candidates.

What You’ll Learn in This Episode:

●      [01:21] About The Atlas Group

●      [05:43] The importance of building relationships with clients/candidates

●      [07:22] The Atlas Group as a niche player in the market

●      [10:40] Adrienne’s early business mistakes

●      [14:25] How leaders can build resilience in their team

●      [18:51] The Atlas Group’s go-to tech stack

●      [20:22] Adrienne’s candidate philosophy

●      [24:20] Common mistakes recruiters make when conducting interviews

●      [30:34] Powerful behavioral interviewing techniques

●      [35:11] How to answer: “What’s your biggest weakness?”

●      [38:28] How to answer: “Why do you want to work here?”

Key quotes:

●      “The relationships that we build, whether they’re clients or candidates, are so important. You never know what opportunities will come from them.”

●      “I’m not selling anything as a recruiter. I’m just facilitating.”

●      “If you have an arsenal of stories during the interview process, it helps so much.”

●      “The interview is a process of people connecting with each other. It’s not one above the other because, at the end of the day, we’re seeing if this is a good fit for both parties.”

Connect with Marcus https://www.linkedin.com/in/marcusedwardes/

In this episode, Marcus Edwardes speaks with Ginnette Harvey, Founder and CEO of Harper & Gray, a talent solutions company that focuses on Executive Search with a focus on leadership and specialist roles within the STEM space.

In 2020, Ginnette was named by Staffing Industry Analysts as one of the Top 100 influential leaders in staffing. She led one of the largest Life Science recruitment companies in North America, Real Staffing, and sat on the board at Sthree.

Listen in as Ginnette discusses how the demands of recruitment companies and recruiters themselves have changed over the past two years and the mindset that executive recruiters should adopt in order to thrive in today’s market.

She explains why she is adamantly against metrics-driven, ROI-focused strategies, instead swearing by the long-term value of building a strong friendship with candidates, characterized by value-focused conversations.

Ginnette also shares how to empower your team to power through disappointment and setbacks, particularly by “depersonalizing rejection” and setting expectations right at the beginning with new recruiters.

What You’ll Learn in This Episode:

• [03:14] The mindset that executive recruiters need to succeed in today’s industry
• [05:50] How to build a productive relationship with a candidate
• [09:21] Why it is important to become a friend to candidates
• [12:21] Why activity metrics are dangerous
• [19:40] Finding the right balance between structure and spontaneity
• [23:01] Creating psychological safety for your staff
• [26:43] Dealing with disappointment and rejection
• [30:36] Building resilience in your new staff
• [36:18] Setting expectations as a recruiter
• [39:47] Ginnete’s best advice on personal branding

Key quotes:

• “Build relationships and authentically care”
• “It is really important, considering our jobs as leaders, to set people up for success and then allow them to flourish—to empower them and grow as they gain tenure, seniority, and their own relationships in the industry.”
• “People are not rejecting you. They’re rejecting the service that you’re offering.”
• “Building communities is about providing value. [...] You don’t build a personal or professional brand with the intention of walking away with something at the end of each day.”
• “If you don’t embrace the ideas of community building and social selling, you’ll be left behind.”

Connect with Marcus https://www.linkedin.com/in/marcusedwardes/

In this episode, Marcus Edwardes speaks with Scott MacGregor, Founder and CEO of SomethingNew LLC and Talent Champions Council. He is the four-time author of the Standing O! series of books, and a record seven-time winner of the American Business Award for Innovation.

Listen in as Scott explains why the best recruiters seek to find alignment between client and candidate and why he sees those in talent acquisition as consultants rather than as salespeople. He also shares why he tends to shun metrics and quotas and focuses instead on allowing recruiters to set their own goals.

Scott then discusses why talent strategy is the number one thing that any leader needs to focus on. He lays out the common misconceptions around creating a great company culture, cautioning businesses to avoid relying solely on what he calls “cultural Febreze”.

He reiterates that putting metrics front and center of any strategy is not going to lead to optimal results in the long run. Instead, the quality of the people—employees, clients, and candidates—needs the most attention if any company wants to thrive.

What You’ll Learn in This Episode:

●      [01:26] Why Scott named his agency “SomethingNew”

●      [03:47] The mindset that recruiters need to succeed in today’s industry

●      [09:42] Helping recruiters achieve their goals

●      [13:03] How the pandemic has forced companies to change their approach to evaluating employees

●      [17:27] Why culture is often misunderstood and how to create a great one

●      [22:34] Creating advocates instead of adversaries

●      [29:12] Three questions to ask if profitability is an issue

●      [31:40] Having a strong brand as an insurance policy

●      [34:59] Focusing on the end result rather than KPIs

●      [38:26] Why SomethingNew does everything differently

●      [44:47] About the Talent Champions Council

Key quotes:

●      “We seek one thing and one thing alone: alignment. It’s not rocket science: We’re looking for alignment between what our client wants and what our candidate wants.”

●      “I don’t care how many emails they send out. I don’t care how many phone calls they make. I don’t care how many candidates they interview. I care about the candidate experience and the client experience being exceptional.”

●      “The number one predictor of success or failure for any company is the teams they build. Talent strategy always was and always will be the number one thing that any leader should be focused on.”

●      “Every day, you have an opportunity to either create advocates or adversaries.”

●      “The end result is twofold: Are candidates having a phenomenal candidate experience, and is our customer having a phenomenal customer experience? If the answer is ‘yes’, we’ve won.”

Connect with Marcus https://www.linkedin.com/in/marcusedwardes/

In this episode, Marcus Edwardes speaks with David “Daredevil” AuClair, a Senior Acquisition Specialist at CohnReznick. He started his career at Robert Half.

Listen in as David discusses the value of “upstream thinking” for any recruiter looking for an effective way to solve recurring issues that come with the role. Additionally, he speaks on rejection and failure, saying that it pays to own your mistakes in order to extract the lessons you need to move forward.

David also gives his best outreach practices, which include making use of the 60-second audio message feature offered by LinkedIn. At the core of his various strategies is a firm determination to stay authentic with every message and piece of content you put out there.

He preaches getting to know candidates and helping them figure out what they want to do with their lives. This, says David, is a powerful way to build relationships (and potentially bring in referrals) in the long run.

What You’ll Learn in This Episode:

●      [01:19] Why “Daredevil”?: The role of courage in recruitment

●      [08:03] Personalizing 80% of your messages to candidates

●      [10:17] All about the reticular activating system

●      [14:02] How recruiters can deal with rejection and failure

●      [18:49] Life as a recruiter in a startup versus a larger firm

●      [24:05] Winning outreach practices

●      [29:48] Adapting to a tougher market as a recruiter

●      [33:00] Distinguishing yourself with candidates

●      [36:33] The importance of personal branding for recruiters

●      [40:42] Why utilize audio messages on LinkedIn

Key quotes:

●      “I like to think that, at this point in my life, fear is no longer the thing in the seat of the car driving all of my decisions.”

●      “The solution that I found in the last six months has been consistency, staying organized, and reaching out to these candidates in every way possible.”

●      “There’s something to be said for someone seeing your posts on LinkedIn. It gives you credibility.”

●      “When LinkedIn allowed you to send 60-second audio messages, that’s how I’ve been getting some of my greatest successes.”

Connect with Marcus https://www.linkedin.com/in/marcusedwardes/

In this episode, Marcus Edwardes speaks with Ashley Pereira, Director of Marketing for the two recruitment firms Protis Global and ace Talent Curators.

Listen in as Ashley discusses the importance of establishing yourself as a subject matter expert and why you don’t have to be an extrovert to build a successful personal brand. She explains why authenticity, consistency in messaging across all platforms, and a willingness to be “controversial” are all keys to a strong online presence.

Ashley also preaches “writing like you speak and keeping it simple”, being unafraid to experiment with different categories of content, and keeping your posts value-driven at least 90% of the time before going for the ask.

What You’ll Learn in This Episode:

●      [03:01] Why recruiters need to work on developing their personal brand

●      [06:16] Preparing for the market of the future

●      [07:50] Why you should not be afraid of “controversy”

●      [11:42] The first question to ask when defining your personal brand

●      [16:15] Optimizing your LinkedIn profile

●      [18:59] Being intentional about building your personal brand

●      [22:17] Writing like you speak and keeping it simple

●      [26:05] Getting over the hump and finally starting your branding journey

●      [30:27] Categories of content to focus on

●      [33:00] Whether or not to “stay in your lane”

●      [37:34] How to go viral on LinkedIn

●      [39:38] Tools and other tips to support your brand-building efforts

Key quotes:

●      “Regardless of who you’re working for, your personal brand will be there forever.”

●      “Homing in on the why behind any conversation or any movement that someone is trying to do is the first step to setting up any type of strategy.”

●      “Stop talking at people and start having conversations with people. Provide solutions on how they’re going to get the outcomes that they want, instead of telling them how great you are or why they need to change or all the bad things that you might have opinions about. It’s really about helping others.”

●      “The point is to be a solution provider and to help as many people as you can. If you’re asking, how are you helping?”

●      “When you get really personal, you attract people to open up to you and to listen to you.”

●      “Anyone who tells you they have rules and tips and tricks to go viral is a complete fraud.”

Connect with Marcus https://www.linkedin.com/in/marcusedwardes/

Marcus describes how he generated over 200,000 views from a single post - plus the importance of quality content - and the reason why this particular post resonated so loudly in the Recruiter community.
Here's the post - Quality Before KPIs

Connect with Marcus https://www.linkedin.com/in/marcusedwardes/

Marcus speaks with Jason Liu - who is currently recruiting at Apple, about a spectrum of topics from "Recruiters as entertainers", content creation, sourcing and outreach.
Show notes to follow.

Connect with Marcus https://www.linkedin.com/in/marcusedwardes/

In this episode, Marcus Edwardes speaks with Michael Boitnott. A relative newcomer to the recruitment industry, Michael is currently a G&A recruiter at Credit Karma and RPO recruiter at Bali Staffing.

Listen in as Michael talks about the lessons learned after a year into his current role and how he posts content that demonstrates a level of credibility and leadership that demonstrates wisdom and experience beyond his years.

In other words, Michael shares his best tips and tricks for being seen as an authority in the recruitment world regardless of how long one has been in the industry.

What You’ll Learn in This Episode:

●      [04:26] Connecting with individuals in a noisy digital environment

●      [06:43] Why that first conversation is so vital

●      [10:00] Focusing on the candidate’s needs over your own

●      [15:56] AB testing in recruitment

●      [18:59] The value of slowing down the recruitment process

●      [20:46] Michael’s go-to tools

●      [24:48] Content development best practices

●      [28:12] Michael’s favorite content creators

●      [29:29] Michael’s highest-performing posts

●      [31:32] The importance of commenting on other people’s posts

●      [33:99] Hiring for attitude and training for skills

●      [34:55] Why summarizing an article is better than just sharing it

●      [36:18] Creating content that resonates

Key quotes:

●      “I try to get down to the core of why that person would want to come to this role. It’s more than just the benefits or the salary or whether the company is growing. It’s more about what [the person] would be attracted to.

●      “If you want to be a successful content creator, at least in the beginning, you have to drop the idea of, ‘What am I going to get from this?’ Those lead to less authentic posts.”

Connect with Marcus https://www.linkedin.com/in/marcusedwardes/

This week, Marcus Edwardes discusses his mindset and methodology around metrics and KPIs.
Instead of mandating KPIs - he describes how to achieve total buy-in from an activity standpoint - by helping recruiters set their very own, meaningful activity targets - that reconcile accurately with their quarterly revenue goals.
 
If you like what you hear - and you are interested in implementing this methodology - reach out to Marcus on LinkedIn to set up an intro call.

Connect with Marcus https://www.linkedin.com/in/marcusedwardes/

In this episode -  Marcus Edwardes shares his own conversational framework for having the first conversation with a candidate or prospect - using the acronym REACT to define the steps you need to take to prioritize relationship over role.
REACT is: Rapport, Explore, Acknowledge, Confirm, That's Right.

Connect with Marcus https://www.linkedin.com/in/marcusedwardes/

In this episode, Marcus Edwardes speaks with Zack Gallinger, President at Talent Hero, a recruitment marketing agency. He helps recruiters with strategies that help them find new clients and new candidates without cold calling, attending networking events, or simply sitting around and waiting for a word-of-mouth referral.

Listen in as Zack discusses how the ability to scale has completely transformed the recruitment industry, and how a smaller agency can stand above this incredibly noisy market by becoming a subject matter expert.

Zack discusses the importance of being a well-branded recruiter, and shares some tips on speaking your audience’s language, getting to know the persona you are communicating to, and improving the quality of your recruiter website.

He then dives into his best practices for creating an effective SEO strategy and finding the right balance between personalization and automation when employing an email marketing strategy.

What You’ll Learn in This Episode:

●      [01:42] How recruiting has changed from a marketing perspective

●      [05:12] Questions to ask before creating a digital marketing strategy

●      [08:30] Opportunities for well-branded recruiters

●      [13:45] The main problem with most recruiter websites

●      [16:16] The point of inbound websites

●      [21:16] Where to publish content other than your website

●      [22:41] Best practices when writing LinkedIn articles

●      [25:51] Typical results to expect from having a SEO strategy

●      [30:42] Who benefits from Talent Hero’s SEO strategies

●      [32:17] Using email marketing to drive candidate and client traffic to your business

●      [38:19] Outreach messaging tips

●      [41:35] Recommended SEO research and email outreach tools

Key quotes:

●      “The opportunities for a well-branded recruiter are actually quite significant, and the reason is that most players in the recruiting industry are not thinking about brand, even at a basic level. So, simply by doing the bare minimum, you’re often outcompeting.”

●      “In 2022, we’ve all seen thousands of websites in our lives. We have an ability to look at a website for one second and make a decision as to, ‘Is this a professional company, or is this amateur hour?’”

●      “The more you personalize, the fewer emails you can send out.”

Connect with Marcus https://www.linkedin.com/in/marcusedwardes/

In this episode, Marcus Edwardes speaks with Kelli Schutrop, VP of Sales at Parqa Digital Marketing Agency, where she helps staffing industry clients optimize and scale their organizations by implementing world-class marketing, technology, and automation strategies.

Listen in as Kelli discusses how Parqa works with staffing and recruiting agency leaders in growing their businesses by increasing brand credibility, online visibility, and lead generation.

Probably the most important step that these leaders can take is that of promoting transparency and collaboration within their organizations. In this new digital transformation area, a company cannot separate specialists into silos. While it still greatly helps to have distinct experts in different areas, there also needs to be oversight that leads to greater efficiency.

Kelli also explains how, through automation and branding, a firm can stand out and build a more authentic relationship and experience with clients, as well as how metrics-driven recruiters can cross the bridge to become a marketing-driven recruiter.

Among the strategies she recommends is creating a visual representation of the application process using a journey workflow. Through a strong personal brand combined with the use of the right automation tools, recruiters can easily make twice as many placements in half the time.

What You’ll Learn in This Episode:

●      [01:44] Executive search versus staffing common practices today

●      [02:37] How Parqa frames is value proposition with new clients

●      [05:27] Educating metrics-driven staffing professionals to take a longer-term view

●      [08:42] Why revisit your tech stack

●      [10:02] Communicating the most desirable outcome to staffing firms

●      [11:48] Common objections by medium-to-large staffing firms

●      [14:00] Improving brand credibility and visibility

●      [16:55] Putting together a content strategy

●      [20:20] Making sure your marketing and technology strategy aligns

●      [22:35] What it really means to know your target audience

●      [26:29] Building a personal brand as a recruiter

●      [30:57] Elevating the candidate experience using marketing automation

●      [45:04] The limits of automation

●      [48:07] How smaller firms and independent recruiters can embrace automation tools

●      [50:32] What recruiters can look forward to beyond 2022

Key quotes:

●      “We move from strategy all the way through the implementation, because when you jump straight to implementation, you have a lot of good activities in the market, but they may not ultimately lead to what you’re trying to accomplish.”

●      “It’s not having technology that makes you stand out anymore. It’s having a cohesive experience that gives everybody a high-touch approach while creating better efficiencies for the staffing firm.”

●      “Everybody can look nice online, but if you sound like a generic robot, you’re not going to stand out.”

Connect with Marcus https://www.linkedin.com/in/marcusedwardes/

In this episode, Marcus Edwardes speaks with Vanessa Raath, a global sourcing trainer and international keynote speaker based in South Africa.

Listen in as Vanessa explains how sourcers may navigate today’s incredibly noisy market and some of the most common issues that outbound recruiters, specifically, are now facing.

Vanessa also gives her tips on becoming the go-to recruiter in today’s  candidate-driven market. She speaks on the unique challenges that agency recruiters face and why it’s so much more imperative that these professionals focus on the relationships they build with clients.

She discusses why sourcers today need to stand out and how to best build a personal brand that gives them that credibility they need to earn clients’ attention from the get-go and, later, trust. Equally important is the ability to tailor your messaging to the individuals you reach out to give that personal touch that is sorely lacking today.

Finally, Vanessa talks about the long-term benefits of nurturing relationships early and how every organization needs a Community Manager.

What You’ll Learn in This Episode:

●      [02:42] Regional differences in how Vanessa trains clients

●      [05:04] Navigating an incredibly noisy market

●      [07:11] Common problems that outbound recruiters are facing

●      [11:18] Strengthening the relationship between agency and client

●      [13:36] Why solely using LinkedIn Recruiter severely limits reach

●      [16:14] Vanessa’s definition of a “sourcer”

●      [17:15] The key skills Vanessa is equipping her students

●      [22:51] Platforms that Vanessa recommends outside of LinkedIn Recruiter

●      [27:41] Email outreach best practices

●      [30:10] Why it pays to nurture relationships early

●      [32:58] Whether or not it helps to automate relationships

Key quotes:

●      “The recruiters that are going to be really successful in this market are the ones who build outstanding relationships with their candidates.”

●      “As a sourcer, you need to realize that you’ve got the whole internet at your fingertips.”

●      “A good sourcer of talent needs to start developing a good online brand, online kudos, and credibility. And the reason for that is, when you reach out to candidates, you need to look like someone who knows what they’re talking about, because you’re going to be cross-referenced.”

●      “The more that you are active on social media and the more you have a presence, the more people are going to be approaching you. And that’s what it’s all about. It’s hard work sourcing from scratch all the time.”

Connect with Marcus https://www.linkedin.com/in/marcusedwardes/