Recruiting Trailblazers

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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/

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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.

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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.

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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.

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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".

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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/

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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.

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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/

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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/

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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/