DG Recruit Podcast

If you are thinking of hiring someone who already has agency recruitment experience, you have to proceed with caution because 80-90% of the industry leave the job and the turnover is bonkers.

You don't want to be the sucker who ends up hiring someone from another agency and wastes your money, time, and effort on someone who fails at your firm before they hop off to their next gig.

This has happened too many times to even the best of managers and producers simply because you want to believe in the goodness and motivation that people should have.

Listen to this episode to figure out how to assess experienced agency recruiters to see if they're the right fit to move to your agency.

For consultations with Dandan and Grace to help you assess each potential hire and/or get trained up on interviewing recruiters for your agency, reach [email protected] for rates and our packages available.

As someone very good with money, Dandan was able to leverage it fully to achieve FIRE by 28, breaking 7 figures networth by 30.

Here are the major tips that Dandan implemented in her 20s and now to avoid being entrapped in a bad job, mortgage enslavement, and lack of freedom to build a life you want for the rewards you aspire to have.

Do you have any tips? Comments? Share & hit us up! [email protected]

Yes, I say "deal" here because I don't enjoy working with active candidates as a choice or preference; we need to DEAL with the fact that they're already active.

This poses a real threat to our time, our energy, and ultimately our survival in this industry if we let one too many active candidates get under our skin.

The ideal goal is to work with the best passive candidates exclusively, but that's increasingly rare today, so you have to deal with what you got.

Here are some tips on how to handle the active candidates and manage your own expectations and approach in the process!!

It's not pretty but it's the truth.

#r2r #rec2rec #recruiter #recruiters #headhunter #headhunters #recruiterlife

To sustain a long term career within agency recruitment, you have to navigate the inevitable stress that builds up from this career of managing PEOPLE on both ends of the spectrum: clients AND candidates. While this job sounds so straightforward and easy, it is hardly anything but that! You have to manage your mental health in order to continue feeling great about the business, money, candidates, clients, your market, and your career.

Hear 5 top tips Dandan shares that she reminds herself of everyday in order to continue persevering, building, and moving forward with agency recruitment as a career.

#r2r #rec2rec #headhunter #sales #recruiters #recruiter #headhunters #recruiterlife #agencyrecruitment #recruit #recruiting

For lack of a better way to put it, if you're a young gun trying to make it staffing/agency recruiting/headhunting to get new clients signed up, for the love of everything that's holy, DO NOT SELL TO HR PEOPLE.

If you didn't know, please do know this:

They are NOT your friend.

They are NOT on your side.

They do not CARE about you/your livelihood and they'll get in the way.

The only person you should be building relationships with are the HIRING MANAGERS IN YOUR CHOSEN FIELD OF SPECIALISM.

These are the golden gooses.

These are your actual clients.

Find them, build relationships with them, and have them GET YOU IN THERE.

A big aha moment for me has been realizing that my fixation on goal setting has been incorrect all these years.

While I thought it was the root of my success in recruitment, money, and careers, it wasn't.

Focusing on daily actionable small tasks are actually MUCH more important than any vision or goal.

How has vision or goalsetting worked for you in the past? I'd love to hear your thoughts!

Amanda breaks down top tips to help you better:

- Assess clients & candidates

- Manage your mindset

- Learn her approach through her experiences of thriving despite pandemics and recessions

Ultimately, Amanda brings her unique approach to growing her business, practice, and team; leverage her words of wisdom and mentorship!

Reach [email protected] for more questions & comments

There are undisputable benefits to working candidate-dry aka candidate-driven markets.

It's way easier to dominate a space as a niche market specialist, you have less competition when you're more knowledgeable, and you're faster when you have deep relationships with top candidates and clients in your market specialism.

Clients want your service, NEED your service, and are happy to pay top dollar in fees and candidate salaries because candidates are so hard to come by.

Here's how you can judge if the market forces in your business are working for you or not.

Pls rate us and/or reach out to [email protected] for questions and comments!

Every single part of the recruitment process IS AN ART.

References are no different.

In this episode, we cover:

- Why are references important

- How to get references

- Tips on references

As always, we'll have live examples of what is happening out there in the market & how to best leverage this information.

Email [email protected] for any questions we can address on the DGR Podcast!

The overwhelming advice here is:

Beware.

Recruitment owners are charismatic, good at sales, and sound good on the phone/in-person because that's part of their vocation and essential skillset to succeed in this industry.

However, that leads to buyers remorse once you really get to know the business and work there.

Just like how it's easy to hire the wrong recruiter because they said the right things during an interview, it's easy to join the wrong employer because of the same reason.

Recruiting recruiters is an art and joining a recruitment firm is similarly confusing, misleading, and difficult to truly understand without having the right support, in-depth knowledge of the industry, and feedback from others who have worked there.

Be careful and consider these 8 tips during your evaluation process!