The Realest Recruiter - Recruiting Is No Joke Podcast’s Post

1. "The best recruiters are not just looking for candidates, they're looking for partners in success! ✨🤝💼 #recruiting #partnerships #success" 2. "Did you know that the top recruiters are also great listeners? 👂🗣️ They listen to a candidate's needs and wants before finding them the perfect match. #recruiting #listening #matchmaking" 3. "The most successful recruiters have a secret weapon: empathy. ❤️👥 They understand the challenges of job searching and work hard to make the process as smooth as possible. #recruiting #empathy #jobsearch" 4. "If you want to be a great recruiter, you need to be a problem solver. 💡🔍 The best recruiters find creative solutions to hiring challenges and make magic happen. #recruiting #problemsolving #magic" 5. "Recruiting is not just about filling a position, it's about building a team. 🤝👥 The best recruiters know how to find candidates who will fit seamlessly into a company's culture and contribute to its success. #recruiting #teambuilding #culture"

Balancing the recruiter's paradox: From office to beach, the pursuit of talent never rests. In the office, daydreaming of vacation; on vacation, plotting the next recruitment strategy. The recruiter's dilemma: where work and wanderlust seamlessly intertwine. ⭐️ Having said that, I have turned a beach encounter into a job offer! 🏖️ Recruited a talent I met casually in the sun and sealed the deal within days. #RecruiterLife #RecruiterStories

Tasha Fouts and Sharon Gower ….. can we use you two and Caitlin Bennett to increase our NOI? Think how much money we could save on electricity? I wonder if we could sell back the extra to the utility? 🤪 #greenenergy #strategicplanning

Anytime, anywhere

I can absolutely relate. Also, I must confess working from the beach has been one of the best parts of remote work (Ignoring the fact that I got little to no work done) 😋 I'm a great advocate for remote and hybrid work. Although team cohesion may take a hit and there are usually more distractions at home as compared to at work, working from home when done correctly can be the best option for both employers and employees. Research shows that employers can save $11,000 per employee when switching to remote work. These savings come from reduced costs associated with office space, utilities and other resources.

This right here 👇. Funny but true. By establishing strong partnerships with HR and the business, and ensuring that everyone is aligned on the recruitment process, you can significantly reduce the likelihood of issues arising during the talent acquisition process. Conducting a comprehensive intake meeting and maintaining open communication throughout the process are essential elements to ensure that everything runs smoothly. Moreover, researching the role, creating profiles to share, and having a firm understanding of salary trends and market intelligence will give you the confidence to provide value to your business partners. Keep in mind that there will always be hiring managers who are looking for unicorns, purple squirrels, or three people to do one job. So, it's your job to help land that plane when it comes to the candidate Must Have's compared to A Nice to Have or a Plus, along with making sure THEY the HM understand what they actually need. Sometimes the HM does not, it's up to TA to help them realize what they need. You are the SME. Candidate experience is very important but the internal client experience is just as important. Without it, your candidates won't have a very good experience. If you work collaboratively with hiring managers, they will be less likely to view you as a transactional business partner. By doing so, you can avoid wasting anyone's time, including candidates. So, let's work together and help each other to make the hiring process more efficient, effective, and less stressful. 😉 #hiringmanagers #talentacquisition #recruiting #partnerships

FACTS:

It's a funny post, but the pattern is consistent: 1. Candidate is fed up with their company because of ___ (insert reason...#poormanagement, #overworked, #negativeculture). 😤 2. Candidate gets an offer from another company. 📜 ✒ 3. Candidate gets a sweet #counteroffer...more 💵+promises of change.🕺 4. Candidate calls me a few weeks/months later asking if the other offer still stands...their company/boss/role did not change, and the💰isn't worth it anymore... 😓 Sounds like a toxic relationship, right? 🤔 That's because IT IS! 🙀 Lesson in life...don't always chase the money. When you receive a new offer, remember what led you down the interview path to start! Jump to that company/role that will make you happy. Your family and your sanity will love you for it. #chasegoodculture #counteroffer

sounds like project management

Absolutely, hitting recruitment targets is often a complex and unpredictable journey, influenced by a multitude of factors beyond our immediate control. It's heartening to see this understanding acknowledged, as it underscores the nuanced nature of the recruitment process. While company culture, compelling pitches, attractive benefits, and engaging advertisements are undoubtedly crucial in attracting potential candidates, they are just the starting point. The real challenge lies in assessing the constraints and suitability of the candidate pool, as well as the level of support provided by hiring managers. Imagine a scenario where you receive an influx of 30 applicants in a single day. While this may initially seem like a boon, the reality is that only a fraction of these applicants may possess the skills, experience, and cultural fit necessary to thrive within your organization. Thus, the process of sifting through this pool becomes not just a matter of quantity but of quality – a delicate balancing act between identifying the most suitable candidates and ensuring a smooth onboarding process. Furthermore, even when recruitment targets are met, external factors can still impact the overall success of the endeavor. For instance, a downturn in the showcase performance due to various reasons can significantly affect the perceived effectiveness of the recruitment efforts. In such instances, it's essential to adopt a holistic approach to problem-solving, one that acknowledges the interplay of multiple variables. While it's tempting to place the blame solely on the recruitment team in such situations, it's equally important to critically examine the composition of the candidate pool and the efficacy of the onboarding process. Are we setting realistic goals within short timeframes? Are we providing adequate training and support to ensure successful onboarding within the crucial first 60 days? By fostering a culture of accountability and continuous improvement, we can strive to address these challenges proactively. This may involve refining recruitment strategies, enhancing training programs, or providing additional support to hiring managers. Ultimately, it's about recognizing recruitment as a multifaceted endeavor that requires collaboration, adaptability, and a willingness to learn from both successes and setbacks. What are your thoughts on this matter? How does your organization approach recruitment targets and onboarding processes? I'm eager to hear your insights and experiences. Let's continue the discussion. #RecruitmentRealities #OnboardingSuccess