Recruiting Trailblazers

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In this episode, Marcus Edwardes speaks with Chris Wunder, CRO of Leap, a hospitality recruitment company, where he spends most of his time driving revenue operations, managing sales and recruiting teams, and driving innovation.

Chris is also the founder of Million Dollar Recruiter, an online training program for recruiting professionals, entrepreneurs, salespeople, and future millionaires.

Listen in as Chris does a deep dive into the mindset of a winner. A no-nonsense recruiter and entrepreneur, Chris doesn’t shy away from encouraging fellow business owners to strive to become millionaires. At the same time, he stresses that if one’s motivation doesn’t go beyond money, it’s impossible to thrive in the long term.

Chris gives his thoughts on the recruitment landscape in 2022, drawing from his own experiences throughout the past two years since the onset of the pandemic. He offers his advice regarding technology, automation, brand building, and nurturing relationships in the new year.

Finally, Chris discusses what recruiting professionals, entrepreneurs, and salespeople will get out of his course, Million Dollar Recruiter.

What You’ll Learn in This Episode:

●      [01:53] Chris’s mindset as a recruiter going into 2022

●      [04:44] How Leap was able to thrive in 2020 and 2021 in spite of COVID-19

●      [08:30] Seeing recruitment as “transforming businesses”

●      [10:59] How tactics and strategies have changed since 2020

●      [14:22] Chris’s relationship-building philosophy

●      [21:55] Chris’s recruiting methodology

●      [29:03] About Chris’s course, Million Dollar Recruiter

●      [36:06] Why recruiters need to have more consistency, intentionality, and urgency in 2022

Key quotes:

●      “We don’t want our name to be mixed up with some of these crap recruiters out there—the ones that are transactional. We’re trying to create an experience on both sides that is pleasant and memorable for everyone.”

●      “We don’t want to be called ‘recruiters’. We’re advisors. We’re consultants. Yes, our bread and butter is recruiting, but we can provide so much more value beyond that.”

●      “Consistency, intentional, and urgency are the three things that you need to put into your core every single day.”

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Happy New Year!
This week we are re-visiting 2021's most popular podcast - Marcus's interview with Brianna Rooney - founder of Techees and Talentperch.

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Happy Holidays - new episodes of Recruiting Trailblazers begin on January 6th, 2022.

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Enjoy clips from Marcus’s conversations with Adam Conrad, Hung Lee, Jamie Beaumont, Joel Lalgee, Mitch Sullivan, Will Staney, Laurie Ruettimann, Vanessa Raath, Jonathan Kidder, Mike Myatt, John Randolph, Mike “Batman” Cohen, and Henna Pryor.

What You’ll Learn in This Episode:

●      [02:08] Adam Conrad on the impression you leave with every candidate

●      [03:04] Hung Lee on the future of the workplace

●      [04:14] Jamie Beaumont on getting engagement on your social media posts

●      [05:11] Joel Lalgee on how content on LinkedIn can lead to more exposure

●      [06:24] Mitch Sullivan on telling your readers what’s in it for them

●      [07:10] Will Staney on employer branding

●      [08:38] Laurie Ruettimann on the four keys to taking control of your career

●      [09:53] Vanessa Raath on the top three skills of a competitive sourcer

●      [11:14] Jonathan Kidder on tools for automating your outreach

●      [12:22] Mike Myatt on the importance of thinking about business outcomes during the search process

●      [13:38] John Randolph on Benaiah Consulting’s mission

●      [14:43] Mike “Batman” Cohen the importance of authenticity in your emails

●      [15:42] Henna Pryor on writing insanely effective emails

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This week, Marcus shares a few ideas to help Recruiters drive a better response to candidate outreach.

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This week, Marcus shares a few of his favorite Stoic Philosophies as they apply to Recruiters.

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A very short "thank you" this week from Marcus to all the listeners of the podcast!

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In this episode, Marcus Edwardes speaks with Stephanie Benesh, Practice Leader for Talent Effectiveness at Recruiter.com.

Drawing on 20 years of leadership experience, Stephanie partners with organizations to create custom leadership programs and coaching solutions. She also leads the talent insight center where she partners with recruiters and clients to hire and develop top talent. She maintains certifications in multiple behavioral assessment programs.

Listen in as Stephanie describes the missed opportunities that arise as a result of the traditionally interrogative approach to the candidate interview process, and how to move beyond this approach and conduct more productive interviews.

She also gives her thoughts on the adage: “Hire for attitude; train for skills.”, why she doesn’t believe that hiring based on chemistry alone will not get the job done, and how to be less subjective and more definitive as an interviewer.

Stephanie then explains why hiring an “up-and-comer” for their potential can be beneficial, as well as how to give candidates a taste of your company culture even through Zoom.

Finally, Stephanie speaks on using behavioral assessments to determine, scientifically, whether or not a candidate has what it takes to be successful in your company.

What You’ll Learn in This Episode:

●      [01:58] Stephanie’s take on the traditional, interrogative interview process

●      [06:18] Going beyond the resumé and the technical skillset as an interviewer

●      [10:52] Creating a great candidate experience and hiring experience

●      [16:37] The limitations of hiring based on “likeability”

●      [22:09] Reducing subjectivity in the interview and making the process more definitive

●      [24:32] Whether we should ever hire for potential or always stick to those with experience

●      [26:49] Coaching hiring managers to personalize the interview process

●      [32:25] Showcasing company culture via Zoom

●      [37:55] The benefits of using behavioral assessments in the interview process

Key quotes:

●      “Humanizing the interview process is really important—maintaining a connectedness, whether it’s with the recruiter and the candidate or the candidate and the hiring manager of the organization. People need to feel connected. When we enter that space with that interrogative process, we really lose a lot of what we could learn from an individual.”

●      “What gets them in the door is not what’s going to keep them in the seat.”

●      “If we can focus on the needs of the role and not the needs of me, I think that we can get there and have that nice balance of subjectivity and objectivity.”

●      “Historically, we’ve often listened for what the candidate doesn't have. We should be listening for: ‘What do they have?’ What are the strengths that they can bring to the table, that we may not have at the time, or that we have but we can use more of?”

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This week's episode includes clips from Marcus’s conversations with Julie Coucoules, Casey Jacox, Adriaan Kolff, Jeff Wald, Joel Lalgee, Natasha Katoni, Andrew Trout, Bruce Morton, Roopesh Panchasra, and Marcus Sawyerr.

What You’ll Learn in This Episode:

●      [02:53] Julie Coucoules on partnering with recruiting agencies

●      [04:09] Casey Jacox on the importance of grit and resilience

●      [05:04] Adriaan Kolff on the key principles of success for job seekers

●      [06:14] Jeff Wald on how little one really knows when rolling out a new product or service

●      [07:25] Natasha Katoni on creating an excellent candidate experience

●      [08:20] Joel Leege on hiring great recruiters

●      [09:33] Andrew Trout on standing by your team amid crisis

●      [10:49] Bruce Morton on buying into your company’s mission

●      [13:11] Roopesh Panchasra on building a candidate pipeline

●      [14:55] Marcus Sawyerr on the purpose of building a diverse organization

Key quotes:

●      “What I always believed that agency recruiters should have is a value-add.” ~Julie Coucoules

●      “The elite sellers I’ve worked with were positive, had a plan, had clear direction with what they were trying to do, and they were resilient and gritty.” ~Casey Jacox

●      “It is a full-time job to find a new role, especially in this market.” ~Adriaan Kolff

●      “As smart as everybody is, we really don’t know a darn thing because we’re an audience of one; we’re a data set of one. Until you put something in front of a bunch of people, until you have a bunch of people touching it and interacting with it, you don’t really know how they’re going to use it.” ~Jeff Wald

●      “I would never go to bed until I made sure that I followed up with every single candidate. I hold myself to a 24-hour turnaround.” ~Natasha Katoni

●      “Try to hire the people that you feel have that desire to win.” ~Joel Leege

●      “[When making business decisions,] we’re thinking long-term and we constantly remind ourselves that this is a marathon, not a sprint.” ~Andrew Trout

●      “Studies have shown that if you have a diverse organization you, by far, outperform organizations who lack diversity.” ~Marcus Sawyerr

Resources Mentioned:

●      WIN the RELATIONSHIP, not the DEAL by Casey Jacox

●      The Ultimate Guide to Finding a New Job Fast & Efficiently by Adriaan Kolff

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In this week's episode  - Marcus puts on his Stoic hat once more and shares some top tips and quotes to help you finish Q4 off strong! On planning, focus, objections, adversity, confidence, strategy, accountability -  there's something in it for everyone.

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