Recruiting Trailblazers

Send a text

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/

Send a text

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/

Send a text

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/

Send a text

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/

Send a text

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/

Send a text

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/

Send a text

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/

Send a text

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/

Send a text

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/

Send a text

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/