back to the basics - recruiters (solo show)

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Hello, hello. Thanks for listening to guidance counselor 2.0. Listen, I want to give you a quick rundown of what this podcast is and what you're about to get into as you listen to these episodes. We had guidance counselors in middle school. We had guidance counselors in high school, but we didn't really have guidance counselors in college and now as professionals. We don't really have anybody to turn to to ask a quick question to learn something about the job search or to navigate your career. So that is what I want this podcast to be for you. I want it for it to be a tool for you to navigate the job search and your career.

So that being said, I hope you enjoy this episode and if you need to reach me, tailor at vacovac.com is how to get in touch with me old-fashioned email social media at tdsintdessey. And finally, please rate and review this in the app store because I want this to be discoverable for others so they can navigate their careers. Hope you enjoy the episode. Alrighty, what's going on everybody? Good morning. Good morning. Good morning. Happy Monday. It's good to be with the note today's not Monday. Today's today's day. I am awful at the days of the week. But excited to be with y'all Tuesday morning. Hopefully y'all had a great Halloween.

I was social again last night. I hung out with the guy I moved up to Nashville to be music with. So it was over at his house. It was a great time being with friends out there. But excited to be with y'all today going back to the basics again. So another solo show just me this morning. But Twitter spaces, TikTok, Facebook, LinkedIn, YouTube, normal Twitter, streaming on video on Twitter. It's great to see y'all this morning. For those of you are tuning in, say hey, we love to hear from you. For those of you who are tuning quickly on TikTok, welcome. What guidance counselor 2.0 is this is a live show I do daily where basically I just talk about the job search and just try to help people give and give back to the community in any way, shape or form.

So this show for those of you are tuning in with stem data COVID in 2020. That is not 2000. That would be why to K 2020. Where I was working with developers day and day out. I was working 14, 16 hour days. Everyone's getting laid off and I realized that the conversation I had with developer A at A AM was probably pretty applicable to the developer Z. I was having conversations with an APM and so I decided to start a live show live stream where I can give back to the community in any way, shape or form. What this started as is to start as a eight to 12 minutes show just kind of talking about certain things about the job search.

And then two and a half years later, this thing is led to multiple interviews with high caliber CTO's VP's engineering hiring managers from fang to start ups and then also talking about job secret story. So, and then what this is more thin to again, I would say is a networking platform. So the reason why I tell people to say hey to engage for those of your tuning on TikTok, I am live on LinkedIn. That's my main platform and I tell people to say hey to network with each other. We're not in the metaverse yet. I don't know if you're tuning in unless you comment or throw up an emoji or something.

So it would behoove you. That's my only big word I know, but who of you to say drop it in the chat say hey network with people in the chat. Just connect with them. So I'm to the DM say hey it was great to see this morning. I grew up southern Baptist. So I have a little bit of a church service vibes when we start this morning music playing where it's not awkward. And just obviously saying hey to others. And then also to want to give a shout to render. So of course render atl is the main sponsor of the show. I am the host also for render atl in 2023.

So I'd love to see you there. It's in Atlanta. I think South by Southwest think art basil. It's an incredible event that is absolutely taking over Atlanta. So definitely be there. I would love to see you there. I use the code gc2.0 for a few bucks off your ticket list and take it's our expensive, but it's a huge event. It's well worth it. In my opinion, I'm obviously biased. But I would say if there's one event you should go to next year from a tech conference perspective. It is render atl. So check them out. Why do you shout to a few people tuning this morning.

Thomas is great to see you my guy. Dev. Erica Chris. Josh Barrett former guest of the show Kevin. I appreciate you letting me know LinkedIn's a little buggy Ricardo Jenny. John Chris. It's great to see you all this morning. Twitter space. We got Matt Dustin Edith Matthias and then TikTok. It's great to see you all this morning. I got a few people still watching. And then Hamad it's great to see you as well. So I want to again going back to the basics this morning. Going back to the basics bridge. Thank you so much. Going back to the basics. So just talk about recruiters. Right.

So again, so around the holiday season. Right. Again, holiday season. So November one. Who's playing Christmas music raise their hand. I have not played it yet. I think I'm giving myself until mid month before the Christmas music starts. But I'm curious who on the chat is playing Christmas music today. I've already seen some people on my social media playing Christmas music. But we love to hear from you. But I'm waiting till the mid month. I'd say before I start blasting it. But so around this time November December. I get I kind of go. I start to lesson on guests. I'm going to have guests for the next few weeks.

I am taking off all December. I'm just going to shut it down. No live shows for December to get myself a break and to start booking guests for 2023. So around this time, whenever I do a live show by myself. I want to kind of go back to the basics in today's basics is the recruiting industry. So I want to talk about recruiters who they are what type of recruiters are out there. How to deal with us. What does our day look like. Why you can't get in touch with us. And then we'll wrap it up pretty quickly. So first off recruiters out there. So there's two types of recruiters.

There's agency and there's corporate recruiters. Right. Those are the main two types of recruiters. If there's other types of recruiters, I'm just missing them. Please let me know. But the agency is like myself. Right. So think mad men think, you know, New York City agency marketing. Right. They work with a lot of clients. Right. Same same with us. I get to work. The biggest question is, is Taylor, do you work with an actual company or do you work with a bunch of companies? I work with a bunch of companies. And then there's also internal corporate recruiters that work actually at the company. We're a little different.

I've had both internal recruiters on the show and corporate recruiters on the show. And I think the biggest difference between the two to be totally frank is I honestly think the agency recruiters are job as to meet people day and day out internal HR and recruiters. They have a lot more on their plate than just recruiting. They got to write up job description. They're extend offers. They got to do a bunch of other stuff that may not even be aware of. And so I think there's pros and cons to leaning into both or either one. Right. I think with agency recruiters, I think you need to have a handful up to 10 or so agency recruiters kind of in your back pocket that you ping every now and then.

Because here's the day agency recruiters. We don't work with everybody. So you kind of need to diversify. Right. It's kind of like investing in a portfolio with agency recruiters. I've actually never had this done ever. I think it makes a lot of sense. You got to invest in a multitude of agency recruiters because we're all over the place. We all work with different clients. And so I would meet I probably do totally frank with you. I would get up to 10 agency recruiters across the country that you enjoy. And just kind of keep us on a mass email list or something. Again, I'm all about reversing the job search on how recruiters recruiters recruit if that makes sense.

I say, may not be practical, but I think that's the way you should do it. And so I think with agency recruiters, I think you should find 10 of us that that that you somewhat enjoy working with. And then keep us on a BCC email list and just checking with us once a month. Hey, just checking in if you see anything interesting again, just a reminder here my style requirements here my mind skillsets, et cetera. No one does that. No, no job seeker keeps up with us consistently. And I think I think that's a huge way to stand out with agency recruiters internal recruiters listen with in house recruiters.

I think make as many friends with them as again, many friends as possible, right? Because one recruiter just works for one company when one recruiter on the agency side can work with 20 companies. Right now the biggest difference is is the is the internal in house recruiter is going to have more in depth knowledge of the company to be quite frankly. They're probably going to take better care of you than an agency recruiter will because they're not necessarily commissioned on placement so they can kind of go a little slower and be a little bit more intentional. To be honest, I think that's a listen, this is another conversation.

This is the, I think that's a little bit better of a model to me than agency recruiters. And agency recruiters are typically the one that gives the recruiting industry a bad name because they move on so quickly because they only get paid if they place you. So in house recruiters definitely make friends with that with with as many as you can and just keep us. I would say the biggest thing when working with recruiters, I think the biggest hack is is is to really just wrap our wrap your arms around as many recruiters as possible and try to keep them on like a mass email something just to keep checking in with us.

I think that's the big thing. Anthony comes in here. I love it. Josh. So Chris says too early on the Christmas music. Josh comes in and goes, I got a very Casey Christmas playing the background. I love that that's a great album by the way. Barrett comes in and goes holy crap LinkedIn stream is way worse today than normal. Great. Love that. Well, I'm on my YouTube. If you just go to my YouTube. You can do that. Anthony, what's up buddy. It's been a business we chatted. What do you think of gracily.com. I don't know what that is. I don't know what that is. I will do it after this live show and I will fall back up with you on gracily.com.

So, so another thing with recruiting and I think it goes back to what I just said. The reason why recruiters don't get back to your ghost is because we have to cut bait early because you're not a fit. I don't know if it was Anthony that posted something or another Anthony that I'm friends with. But basically one Anthony on that I'm connected with on LinkedIn post the other day like recruiters ghost you because you don't have the skill sets. That is that is relatively true. I don't think ghostliness is ever acceptable. I think I think a recruiter needs to be like, hey, you just don't have the skills and move on.

The reason why recruiters don't get back to you is because we're humans too and we're scared to give feedback to be totally honest with you. I'm not perfect over here. I have ghosted candidates. I haven't give feedback because I'm scared to give feedback because to be honest with you a lot of y'all aren't nice to us. I'm going to say a lot of y'all aren't nice to us. Especially when we get feedback especially when we're just the messenger when actual feedback comes from the manager y'all can be mean to us. And a lot of times we don't want to get feedback to deal with it.

So, so yeah, that's my two sense there. I keep asking questions. I see questions coming in. Keep asking them again. That's why I'm here for Daniel comes in. Sorry if I missed it. How do you find recruiters? Daniel, you haven't missed it. I think that's a great question again. Keep asking questions. So, how do you find recruiters? You got to kiss a lot of frogs. So, so my tactic if I were you to find recruiters is I would go on LinkedIn and type in the word if you're in the text space. type in the word technical recruiter on LinkedIn search bar filter by your city and start DMing recruiters.

Now, the role that I talk about I haven't talked about it a bit but the role I talk about a lot of times is the two and two role. So, the two and two role is is when you go to so when Daniel goes to a technical recruiters profile. You need to look for two things, Daniel. You need to look for how long they've been at that company for and how long they've been recruiting in the industry. My bare minimum guy, like roles is is two and two. So, a recruiters got to be in the industry as a whole for at least two years and they need to be at least at that same company for two years.

So, here's why I say that. In my experience, your first year as a recruiter listen and my team is made up a bunch of first years right. The first year is a lot of finding things out. Now, my team is really good right. I'm going to brag on them for a second. We've placed over 45 individuals this year new jobs only one person is bounced only one person was not a fit. That is tremendous and that's something that not a lot of recruiting firms talk about. My team has had I don't know I'm bad at math, but I would say my team's got a 95% success rate when placing candidates.

That's huge and that's not normal, especially for one year and under folks. So, again, use this with a grain of salt because you can find gems. But if you're trying to mass mass try to find recruiters, I would not find somebody for at least two years in the recruiting industry because about two years you start to get your feet went and really know what's going on. And then the recruiters that care that are pretty good usually stay at that company for at least two years. A lot of times the poor recruiters have to jump around to get base salary raises, especially the agency space because the agency space doesn't pay it really well on base salary.

Daniel, it's going to be a lot of DMing a lot of search and only Dan use the two and two role eyeball a candidate if it can its profile. If it can its profile is it looks fun. Because that's the biggest thing people like how do I find over you know how do I know for recruiters right to me. Well, how do you know when you find a friend right you just vibe you just vibe and I would say look at the look at the recruiters profile see if it's well written see if it's fun. I'm going to get out of my profile. I'm very self deprecating right and so really really try to find the good ones from that perspective.

Daniel let me know if I've answered your question. Just read Rudolph to my son this morning bridges on it and I love it so much. There's nothing wrong with getting to jump on Christmas. I'm just going to wait probably until mid month. Josh comes in outside recruiters can you give more insight. early. We are usually a little bit more bullish on finding feedback because at the end of the day that's going to help us prep our candidates better. So if Josh was rejected by me at Vaco I'm going to I'm going to get more information for Josh because it's going to help Josh but it's also going to help me prep a candidate for the role that Josh just interviewed for so Josh I totally agree with this.

Yeah, it looks like the stream is really really bad. I'm sorry I wish I control that. Bridget comes in to two way straight absolutely following up with recruits is a two way street Anthony. How do I find corporate jobs. So Anthony so. There's a lot of sites out there. I know gun.io is a big one gun gun.io used to be a client of ours. They're just they're like a freelance contracting development company. It's everything's corporate core. So yeah, I mean I again I think there's a lot if you go if you try to find like market places. There's a lot like another company check out G2i.

They're a client of ours. They're down to Miami. Gay Greenberg's a CEO. He's great. Honestly I think y'all buy pretty well. So if you check out G2i I know they do some contracting as well some some corporate great court to court getting to check that out. Bridget goes what about someone who is sourcing how do they differ with a recruiter. So there's two sides of there's two sides of recruiting right there's finding the candidate like finding the resume finding the LinkedIn profile and then there's and then there's essentially. The actual walking that came to do the process right so a recruiter does both right a recruiter does the sourcing the matching the placement a lot of sources just find resume so a lot of times for example you may get hit up by somebody so we haven't we had a sourcing program when I was recruiting manager locally national we still we still have it.

We had a sourcing program where essentially you would get contacted by a recruiter by a source or name Brian at Vaco and then Brian would screen you for information and then hand you off to myself right that happens a lot so if you're like great this recruiting companies already making me talk to people. That first contact could be a source or. That's just trying to get some basic information and then passing you off so those are the two. Well one question I would ask is like hey you know are you the main point of contact for this company are you going to be the only recruiter I work with or you just a source or going to pass me to somebody else so bridge it hopefully that makes sense.

Let's see here Daniel comes in that was great looking for recruits in the data analyst spaces been a challenge yeah they know there's not a lot of specialty out there so so if you like search data and recruiter there's not going to be a lot of specialty now I'll tell you this. My team has specialties so you know definitely shoot me a resume and we see if we can help but a lot of times there's not specialties so I would just talk to I would just talk to any technical recruit that you can Daniel. What are the best recruiter tools so. So typically what's taught in our industry is is the basics right linked in dice career builder indeed monster etc.

I try to go off the cuff I try to poke holes and everything obviously I use social media time some other great places are poly work get hub stack overflow. Slack channels discord channels those are all really really good recruiting tools so I would check those out LinkedIn user hopefully that helps. I'm currently rohid comes in goes I'm currently new to tech and I've gone through some full stack something what's the city of remote hiring us so rohid I'm going to be totally honest with you I am only one person. I this is not the end of the all I know for the most part in my experience hiring managers want people in us they just do so.

Yeah that's that's again that's just my experience Raymond is great to you and then K. Ellen's great to you as well so. Let me go if you have any questions but that I mean that's about it with recruiters I mean just kind of a one on one type chat high level agency in house make friends with as much as you make friends with as many agency and in house recruiters you can I really truly think that the recruiting industry should be the. The base line the cornerstone of your job search as long with having a really good resume and LinkedIn the rest should be gravy for you.

And then you know again check in with us always text me or email me never call me so recruiters are always on calls we are always on zoom calls internal calls teams calls. I never answer my phone like and my mom can attest that I never answer my phone is because we're always on calls and so the best way to get in touch with us like I like I had people ask me like Taylor like how do you get in touch with recruiters I followed up with people I followed up with my recruiter five times I'm like have you called them or email them or text I'm not only called them well that's why because we don't really check calls or voicemails text us email us that goes a long way.

I'm yeah I think that's it today so again if you have any questions please let me know. JC it's great to see you so again tomorrow I will be live with a guest I'm going live with Tim Stoneberg so Tim went from making nine ten dollars nine dollars and ten cents an hour. So you a fulfilling six figure job. That was all because of Lincoln so we're going to talk about his job search journey. So Thursday is pretty cool Thursday I'm going live with unicorn finders with a company that cue our code space that is turning some heads you don't want to miss that. And then Friday part two of me the team I have my lead recruiter Matt triggers from Atlanta on and it's going to be a blast.

So you can ask him question about the recruit industry he spent over ten years in the recruit industry so it's going to be a lot of fun. So I hope you all have a great Tuesday if you got something out of this please share it with somebody on your LinkedIn so they can learn from it and and and so you can be a resource for others. Connect with somebody today go be fearless send somebody a DM network with them. Hope you all have a great Tuesday and I'll see you all tomorrow. Peace. Hey you did it you'll listen to an entire episode and I am very grateful because you know why there's a lot of podcasts out there.

A lot of episodes and I myself rarely finish an entire episode so I appreciate you so so much for listening. Quick reminder please rate and review this podcast in the app store. I want this to be discoverable to others and the only way that happens is if you take the time right now and rate and review it please like right now. Unless you're driving then don't do it. So thank you again if you need to reach out to me tailor at vaco.com or at t-test and on all social media handles. I hope you have a fantastic day.