Guided Search Partners’ Post

Recruiters are your partners just as much as they're partners to the hiring managers. If you're a candidate, don't hesitate to: 1️⃣ Ask for some guidance (e.g. What are the crucial skills for this role for the hiring manager?) 2️⃣ Ask for some feedback right after the initial screening (e.g. What in your opinion can prevent me from getting the role? What is not showcased from my speech and presentation?) 3️⃣ Dig deeper into the culture and expected behaviours (e.g. how would you describe the best fit for this role?). Using all these insights can help you prepare the relevant cases, and get to know your hiring manager even before meeting them. Treat your recruiter as a partner! 😎 Recruiters, please, agree or disagree with me in the comments. #recruitertips #recruiterslife #recruitmentleaders

🤔 Navigating the recruitment labyrinth of the "perfect fit"...🤔 As a seasoned IT recruiter, I've spent countless hours in the labyrinth of talent acquisition, tirelessly searching for that perfect match—the one that ticks all the boxes and seamlessly blends into the client's vision 🎯. But despite my timely efforts and dedication, it's not uncommon to face the daunting reality of rejections 🤦♀️, leaving me feeling discouraged and questioning my expertise 😕. What went wrong this time? Why the client is not coming back with feedback? What exactly are they looking for ⁉ The challenge lies in finding that elusive equilibrium between technical prowess 🧙♂️, financial constraints 💰, specific location requirements 🏢, seniority level 👔, years of experience 📈, and a personality that harmonizes with the client culture 🎳—a delicate dance that can quickly turn into a frustrating maze when the stars just don't align 🌌. Even when I feel I'm almost there, like I perfectly understand the client's needs, it seems the stars don't align. 🌟 ⚔ It's just that...there are way too many pieces of the puzzle that MUST fit. ⚔ As a recruiter, it's easy to feel overlooked 🥺. The client often only sees the final resume - the polished product that emerges from my tireless background work and careful selection process 💎. This disconnect can be disheartening, making me question the significance of my contributions 🤔. Yet, amidst these challenges, I've learned to embrace the resilience that defines a true recruiter 💪. I've discovered that setbacks are not roadblocks but stepping stones on the path to success 👣. Each rejection serves as a learning opportunity, a reminder to refine my approach and strengthen my skills 🧠. It's a constant process of learning, refining, and adapting, never quite arriving but always moving forward. 🏃♀️

A Day in My Life as a Recruiter: Unveiling the Hidden Gems 🌟 Welcome to my world as a recruiter, where each day brings a fresh wave of excitement and purpose. Mornings are filled with anticipation as I review applications and prioritize tasks over my favorite cup of coffee. Engaging in conversations is the heart of what I do; connecting with candidates, discussing roles with hiring managers, and celebrating those perfect matches brings me immeasurable joy. Crafting captivating job descriptions is an art I take pride in, as I get to showcase the essence of our clients. Even amidst challenges, resilience keeps me going, and the feeling of witnessing a candidate's elation upon receiving an offer is simply magical. Beyond my desk, networking events and client visits enrich my professional growth, making each day a new opportunity to make a difference. Stay tuned for more insights, tips, and stories from the world of recruitment. Until next time, happy hunting and may you uncover more hidden gems! 💎✨

Recruiter: "I see you've been in your current role for 4 months. What has you interested in exploring other options?" Candidate: "This role just really isn't what I was presented when I was interviewing..." In the dance of interviews and introductions, it’s tempting to present an idealized version of a role or workplace. HOWEVER, Painting a picture that doesn’t align with reality serves no one in the long run. When a new hire encounters a landscape far different from the one they were shown, the mismatch can be more than just disheartening—it can be disruptive. Authenticity throughout the recruitment process is paramount. This is something that both recruiters and hiring managers need to keep in mind. When we share the full scope of a role, including its challenges and the true nature of the workplace culture, we do more than fill a position. We create a foundation for enduring professional relationships and sustainable employment. The fact is, every job has its hurdles, and every organization has its growing pains. By communicating these openly, we connect with candidates who are not just looking for a job, but for an opportunity to overcome, to grow, and to contribute meaningfully. This approach builds trust from the outset, reduces turnover, and increases satisfaction. It also cements our reputation as honest brokers in the talent marketplace. After all, trust is the currency of our industry, and once spent, it is hard to earn back. Embrace the nuances of our roles and our organizations when we discuss potential opportunities. We need to foster a recruitment climate that celebrates transparency and sets the stage for success—for our candidates, our clients, and ourselves. #recruiting #transparency #authentichiring #professionalgrowth #trustinrecruitment Hawkeye Search Group - Formerly BWG Talent

Just had a client fill a role internally, and I could not be happier.... Why? Because it was the right hire for them. Sometimes I can do my job perfectly, but the best choice won't be one of my candidates. In this case, an internal employee raised their hand and asked to be considered for the role. The employee already understood the nuances of the industry, knew the intricacies of the organization, and had relevant experience. When the hiring manager told me, I think he expected me to be upset. He seemed surprised when I said congratulations. I explained that as a Recruiter/Headhunter/Talent Acquisition professional, our goals should always align with the hiring manager. Our shared goal should be to ensure the right hire. It doesn't matter if that person is my candidate or someone else's. As long as it's the right person for the job. Obviously, financially and professionally I would have loved to place the candidate for this role. However, I know the hiring manager and I formed a strong relationship during the search and will likely work together again in the future.

In my journey as a recruiter over 28+ years, I've learned the immense value of challenging and questioning my clients' thought processes around hiring. When something doesn’t align or sound quite right, I believe it can be crucial to have difficult conversations. This isn't about being confrontational; it’s about ensuring the best outcomes through productive dialogue. This approach, which might seem bold, stems from a commitment to not just please, but to genuinely serve my clients' best interests. It's about digging deeper, understanding the core of their needs and sometimes even helping them to see perspectives they hadn't considered. This willingness to engage in meaningful, and sometimes tough, discussions is what sets me apart as a recruiter. It’s not just about filling roles; it’s about creating successful, long-term matches that truly benefit both the client and the candidate.

In my journey as a recruiter over 15+ years,  I've learned the immense value of challenging and questioning my clients' thought processes around hiring. When something doesn’t align or sound quite right, I believe it can be crucial to have difficult conversations. This isn't about being confrontational; it’s about ensuring the best outcomes through productive dialogue. This approach, which might seem bold, stems from a commitment to not just please, but to genuinely serve my clients' best interests. It's about digging deeper, understanding the core of their needs and sometimes even helping them to see perspectives they hadn't considered. This willingness to engage in meaningful, and sometimes tough, discussions is what sets me apart as a recruiter. It’s not just about filling roles; it’s about creating successful, long-term matches that truly benefit both the client and the candidate.

Hiring Managers...Are you looking for this??? Made you LOOK! Mister Jobs consults clients on the best practices in hiring & if you are unsure what you are looking for in the ideal candidate, we can provide some guidance. Hiring managers, like many of us are always looking for the perfect fit, but it starts with the recruiting process. Hiring decisions can be difficult & can lead to a bad hire. It is so important for hiring managers to define exactly what the "needs" or "must haves" are rather than what is "nice to have" so we can assess candidates properly. I have always recommended if a candidate seems to be 75-80% qualified for the position and seem to be a fit for the team or the company cultural, they should make the offer. Especially, in this candidate driven market, why try and chase the "perfect candidate," that may not be out there! Are you looking for the "ideal" client? Are you experiencing difficulties assessing if a candidate is a "good fit" for your organization? Are you looking for Recruiting assistance, that can really enhance the time you spend on interviews and decision making? Reach out to me or Frank Poll at Mister Jobs TODAY! We would love to meet & help you...

I am happy I am not a recruiter anymore! ❎ Not because I didn't like the interaction with candidates. ❎ Not because I sometimes got ghosted by candidates. ❎ Not because some candidates were complex to deal with. ❎ Not because it is a high stress/pressure job. BUT because of the absolute stupid and ridiculous KPIs the business gave me. Want to know what I was measured by? ❌ Interviews/ week. Great, let me interview 20 unqualified candidate interviews for a niche role just so that you, dear business, won't get pissed off. ❌ Messages sent/ day. Yippie!! Let me spam the already over saturated LinkedIn market with meaningless messages because we LOVE quantity instead of quality. ❌ New hires surviving the probation time (up to 6 months in Germany) My bonus depends on a hiring manager (!) onboarding a new hire into their team after they have lied about every aspect of the job. Niceeeeee. ... I am not blaming the hiring managers or business though if your Head of Talent hasn't understood that there are more important KPIs then the "faster-cheaper-more-KPIs"... well... What I love about my current job is that I can change how Heads of TA think about their TA function, I can influence hiring processes, and transform a reactive "cost center" like recruitment team into a strategic high performance team. #hiringsuccess #kpis #changemanagement

I had a conversation this morning with a Sr. Director-level professional who shared an interesting perspective: 'I always field calls from recruiters. Every time I landed a great job, I wasn't even looking. They found me.' I consistently find that senior-level individuals grasp the value of a good recruiter, while junior candidates often ignore or ghost recruiters, dismissing them as an annoyance. Do junior candidates miss the opportunity because they are unaware that a fantastic job could be just a call away? Or is it challenging for them to distinguish between a good and bad recruiter, leading them to shun all inquiries? Could the abundance of positions at the junior level result in a higher volume of recruiting activity, making it difficult for candidates to respond to every inquiry promptly? I think it is the latter but I would like to hear other thoughts.