Recruiting Trailblazers

Recruiting Trailblazers

By Marcus EdwardesBusinessCareers
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Recruiting Trailblazers episodes

  • Patrick Sirmeyer: Success in Recruiting - From Order Taker to True Consultant

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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/

    39 min
  • Andrew Lewis: It's a Very Interesting Time to Be a Recruiter!

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    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/

    47 min
  • Vanessa Raath: Leveraging AI to Become a Better Recruiter

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    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/

    36 min

About Recruiting Trailblazers

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Learn how the best recruiters do it! Marcus Edwardes deconstructs the mindset, methods, and magic of top practitioners in the recruiting profession. Marcus talks to internal recruiters, talent…