recruiters are hiring managers best friends (solo show)

full transcript

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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. And 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, Taylor at vacovac.com is how to get in touch with me old-fashioned email social media at tdsintdesse. And then 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, good morning, good morning friends. It's great to see you all this morning. It is Wednesday. We made it half way through the week. We made it I'm excited to be with you. I'll just me today. Just me hanging out. I'm talking about a topic that's extremely important.

The relationship between high managers and recruiters and what the two can do together on the same page. For those of you tuning welcome, good morning. Guidance cuts are two point over here live. Happy hump day. It's Wednesday again. Affleck went away with the camel as much as I'm a big fan of branding and content. I think they really missed out. It should have kept the camel should have kept the camel because I'm still talking about it years later. But good morning, good morning. It's just me today. I love solo shows. I really do. They're my favorite. I feel like I kind of chop it up with you all a little bit more.

So let me know if you're tuning in. Say hey, would love to hear from you. Comment, say hey, open emoji. Just so I'm not alone doing my thing. All right. So first off, if you are coming across this page, you're probably like, hey, what is this thing? So Guidance Council 2.0 was just stepping out of COVID. And I did this to give back to the engineering community. So one of the things that I realized during COVID early on in COVID is that the conversations I was having with software developers at 6 a.m. with the same conversations that should have been had and that person would probably be interested in at 6 p.m.

And so I was like, man, there's got to be a better way to scale my conversations. And so what I did is I started to go live on LinkedIn and just starting to give back. And so that's what this is. As this progressed over the last three years, it's become obviously more of a show with guests. Obviously today is no guest. I usually tell people to comment and say, hey, to let me know what you're doing. The reason I say that is because I want to make sure that you get connected with others. So for me, if what I would do is I would say, okay, hey, I'm going to network with every single person that comments on Taylor's show, right?

Because I'll tell you this, there are a lot of people who have done that who have built an amazing relationship with others who have found mentors, mentees who have found jobs who have found community because of this show. So I encourage you to do that. That's why I told you to comment and say, hey, there must be a lot of people who have been a glitch also on LinkedIn today because I'm not getting any comments on LinkedIn only YouTube. So, Deb, it's good to see you, man. Michelle, it's wonderful to see you as well. Hopefully I get push LinkedIn comments here soon. But as of now, I'm not getting any LinkedIn comments.

So if you are saying, hey, keep saying, hey, keep engaging because other people will see it. I just won't see it at the moment, which kind of stinks. So hopefully it gets caught up here soon. The second thing is, is this is a Q&A show right now granted, unfortunately, I can't see the comments on LinkedIn right now. So if you do ask a question, if you want to ask question, hop over my YouTube since that seems to be the only thing working right now, but go hop on over there. Drop a question if you have it. But today, what I really want to do, what I really want to do is I want to talk about a relationship that's incredibly important in the hiring space.

And that is the relationship between recruits and hiring managers, both are incredibly incredibly important. It's all good mornings on LinkedIn. Yeah, I can't see anybody on LinkedIn here. You know what I'm going to do, you know what I'm going to do, hold on. I'm going to do this. Here we go. I'm actually going to pull up my live right now. Hold on. Let me, let me see this. I want to see this can work. Hold on. Alright, 11 questions. Let's see here. Chris, it's good to see you, Alex. Again, I can't, I can't see anything. Let's see here. Alright, here we go. Shiny, it's good to see you.

Mark, Anthony, Alex, Chris, Erica, Bill, Chris. It's great to see you all. Thanks for hanging out with me this morning. Again, I'm not getting push notifications for LinkedIn on Streamyard, but I'm on my LinkedIn on my LinkedIn page. I'm on my LinkedIn watching the comments come in. So thank you so much for hanging out with me this morning. I want to go ahead and dive in. Yeah, yeah, LinkedIn, my two YouTube friends, Dave and Michelle are special this morning. They can get all the comments. If you do want to engage with me, hop on over my YouTube and tune in. But when I'm going to dive into today is the relationship between higher managers and recruiters.

And I think it's incredibly important. The reason why it's incredibly important is because if you have an amazing relationship with a recruiter as a hiring manager, you're going to change multiple things with an organization. First off, you're going to be able to hire so much easier right now. I know right now there is, there's a lot of conversation out there from hiring managers like listen, I get so many candidates, right? I get all the candidates. There's so many people on the job market. I don't need to use recruiters, all right? Hiring managers, let me ask you this right now. How many resumes do you have in your inbox for one job posting?

I've had some managers mess me recently and they go, I've had 200 resumes. Okay, let me ask you this, hire a manager. Do you have the time to go through 200 resumes right now with all of your other workload? No, you don't. I'm just going to say it. And if you tell me you do, you're lying to me. You're lying. I know you are because here's the deal. The entire manager, your job is not to look through resumes. Your job is to not screen those resumes. Your job is to run your team currently and also hire the best candidates that comes to you. Well, how do you get the best candidates to come to you?

You get the best candidates to come to you by recruiters, by my team, right, by other recruiters. Because what we do is we go through those 200 applicants, we screen those applicants, we put them through the process and then we send you five resumes. I mean, how does that sound? How does that sound? You use us. You don't have to look at a job posting. You get sent 200 resumes. We go through all of them and usually, I mean, you get sent the best five. Like to me, I'm going to be honest with you. I don't know why more recruit more companies don't use recruiters.

I mean, I do because we're expensive. But at the end of the day, we help cut down so much work. We help, we cut down on the bad resumes. We help cut down on the imposters when it comes to the technology perspective. We cut down on time. We're basically your admin assistants, right? Another thing that recruiters don't talk about to hiring managers. So I'm going to do it now is we actually are literally your Michael. It's great to see you. Thank you, tune it in on YouTube. Again, if you are watching on LinkedIn, I can't see any comments on LinkedIn. There's a bug in Streamyard right now.

And so I can only receive YouTube comments. So the thing is is like, and then what we do with hiring managers is we actually like walk you through the interview process, right? Hey, Tom Smith. When can you interview Tom Smith? I can interview him tomorrow at 10 a.m. great. We send the calendar invite. We send the prep. It's on your calendar. The resume is there. All you got to do is hop on a call and have a conversation. After that call is done. We follow up with you. Hey, Mr. Manager, Mrs. Manager, how did that go? It went great. I want to have a second call with Tom Smith.

Great. What's your availability? Boom. We set the invite, right? We walk you through the entire process. Like to me, you know, the biggest argument that we get, the biggest argument that we get is recruiters is like, oh, y'all are too expensive. Like we're really not. We're really not. Because I will tell you this, the cost in companies that is absolutely ridiculous. I've seen it on stuff that doesn't matter. Like maybe re-prioritize your spending your organization and move it towards recruiters because we can make a difference. We can actually move the needle. Also, just want to let you know, we, but I will tell you this, when I work on hiring managers, there's only been a, I can only count on one hand.

I've been recruiting that for 12 years, one hand, the amount of companies that actually leverage us correctly. One of the reasons why I would tell you to leverage us correctly is because if you use this correctly, when I say use this correctly, I'm talking about like, invite us to team outings, invite us to be a part of your organization. For me, there, there's a few organizations that we have been a part of where I go on team outings with their dev team. I go out and hang out with their dev team and play ping pong with them at their office. Right? So, I'm like, hey, oh, this is weird.

Like you're not a part of our company. That's the problem. That's the problem. Like recruiters or agency recruiters like myself should be an extension of your HR. Right? So, if you really want us to deliver, we need to know your company culture, what type of people do well in your organization, what type of personalities do well in your organization? Right? All of that stuff. And the fact of the matter is, is that if you're not inviting us into your home, if you're not inviting us into your teams building days, how are we going to know the type of person that fits with your organization? Right?

Now, the company, so that one company I have in mind, that one company I have in mind, I know them, they're in Nashville. We have placed over 20 plus IT people with them, 20 plus. Right? And the thing is, is we don't miss that much. And the reason why we don't miss that much is because the CTO invites us out to outings. We feel a part of the organization. And there's brutal honesty. We have full trust that the CTO, when he speaks truth to us, he's not bullshitting us in vice versa. Right? But what we've done is we've scaled his organization with the type of people and personalities that actually fit and everybody stays there.

Right? Some of the engineers I've placed there, sure they've moved on. But I've placed engineers five, six years ago there and they're still there. They're still there. Right? So again, if we're talking about retention and we're talking about the synergy between recruiters and hiring managers, if we can become BFFs with you and again, the title of my show is recruiters and hiring managers, best friends, need to be best friends, need to be BFFs. If we're your BFFs and we hang out with you, Sky's a limit. Like literally, I have full confidence that if you're a hiring manager, watch this now in the future and you use my team, right?

I'm biased. I think we have a really good team. But if you use our team and you have a ton of hiring that you need to do, like for example, I talked with the company recently that have that's going through an M&A activity and they're going to hire like 60 people this year. And it's like, listen, I told them, listen, if you like the process, like they had two openings and we delivered on both openings pretty quickly, right? Love our recruiting team. We delivered a very, very high level right now. And they were like, wow, this was so good. Like our entire organization needs to be a part of this, right?

And so now we're having conversations other parts of organization again. Like when it comes to this, when it comes to this, also it's great to see you, man. I see you want to take time. I see you. It's good to see you. So all that being said, we can help scale organizations really quickly. The reason why hiring managers and recruiters, if there's a synergy there and we can build off each other, what we can do is we can also be your eyes and ears. Right. And what I mean by that is is we know your brand, right? The hiring managers that are really open with us and be like, hey, listen, what are you hearing in the market?

What are you hearing? You know, how do we come across the market? Are we paying well? Is our interviews too long? The hiring partners that do that with us, they have a pulse. They have a weekly pulse of the market and how they're coming across, which allows them to pivot internally to adjust their retention and how to fix their retention. Right. I know there's one company I worked with last year and their lead. Yeah. Yeah. Yeah. And then honestly, so Dev says that we know your brand sounded so sinister. So I'm going to be honest with you, it was. It was because here's the deal.

Not enough companies are worried about their brand and how they're coming across. They're just headstrong and they're moving forward. They don't give a fuck. Sorry. They don't about how they're coming across in the market. And so what happens is that they then they come to us six months later, like we can't find anybody. It's like, well, yeah, well, when is the last time you ask a recruiter how you're coming across in the market? Right. So Dev, how did you pick up on that, man? And then another thing I want to talk about too, the reason why recruiters and hiring managers need to be BFFs and just need to have that that center together is the fact of the matter is we also will not poach your people.

All right. I'm going to say that one more time. We will not poach your people. Okay. So if you work with us, we sign a contract. We do not pull from your organization. We don't. We don't pull from your organization. However, if you decide to not work with us, all bets are off. If we see a candidate, if we see a candidate on the market and they're from your company, I'm a, I'm a call. I'm a call. I'm a call. All right. You understand something here? Using a recruiter, this isn't talked about enough. If you use us, you have amnesty from us. I think that's the correct term.

That's a big word. I don't know. But basically if you do it, if you sign a contract with us, you are protected and we will not pull your people. Right. And I'll tell you this. My recruiting team is really good at pulling people right now. Really good at pulling people. Yeah. Michelle comes in and posts you such a big thing. Once one goes so many. Yeah. Here's the deal. Right. If you have a really good engineer, I'm going to find them. I'm going to find them. I'm going to be honest with you. I may be in their DMs already. Maybe. Probably. But the fact of the matter is that you have, that this is another area that no one talks about when it comes to recruiting.

Now you're probably like Taylor, I can't work with 15 recruiters to make sure they don't poach. I get it. You're always going to lose people. The thing that's the matter is, if you like me and you like how I do things, and some people don't, I get it. That's fine. But if you like the way I do things and you think I'm different, which I know I am, I'm going to be different into DMs to get your people away from you too. So just to keep that in mind. So to recap, right. So to recap here, the reason why recruits in higher management will be FF's is one, we can help scare your organization really quickly with the type of people that fit within your organization.

Right. Very simple. Very straightforward. The recruits in BFF should be best friends is obviously we help do all the heavy lifting from an admin perspective. We help set, we set the schedules, we walk you through the interview process, we stay on top of things. The third thing is, is we obviously help screen all the damn resumes you get. Right. All of them, right. 100, 200 resumes for one posting, we screen all of them. Right. The next thing what we do is we protect your company. Right. We don't pull your people at all. And the final thing is, is when it comes down to it, is we help make sure that we place people that fit long term.

Right. That fit long term. So those are the reasons why when it comes down to it, recruits in higher management need to be BFF's because there is so much that we can do to help lift an organization. Again, on the one hand that I can count that I've used companies that use us, every company that have used us effectively has hired more than 10 to 15 people from us. They've all stayed and they've all grown rapidly and they've all had amazing success. It's not a coincidence. The companies that let us in, and that truly value us as partners can allow us to move farther and allow us to move them further along in their journey, their building journey than they ever would have imagined.

So that's all I got today. Just wanted to leave that with you all today when it comes to hiring managers, why hiring managers and recruiters should be BFF's and what we can provide to each other. I do want to, I'm going to go to my page real quick here and just to just to see who's commented real fast. But again, thank you all for tuning in today. That was it today. I'm going to be honest with you. My LinkedIn isn't even loading right now. So I can't, oh, here we go. 20 comments here. Hold on real quick again. I'm going to get some shout outs here.

All right. See, Morgan, it's great to see you. As well. Jennifer comes in and goes, you are outlining transformational recruiting versus transaction recruiting. Absolutely. I love that so much Jennifer. Transformational recruitment versus transactional recruitment. If I'm ever out of convention, we're Taylor speaking. Hey, listen Alex, let's go, man. I'm a decent ping home. I'm not great, but I'm decent. It is normal for, and Nicole comes in again. And for those of you watching, I can't see, Stream Your Arts got a glitch today. I can't see LinkedIn comments. It is normal for a recruit to talk to 100 people plus people to get five great. Yeah, I mean, Nicole brings up a great point, right?

We talk to over 100 people or we screen out 100 200 people and we kind of narrow down to five. Nicole is correct. If a hiring major Nicole comes in some more of hiring major had time to find the best candidate would not need us. They don't have the time. Yeah, 100% Andrew, it's great to see you. Andrew Moore, Fritz, and it's great to see you as well. Hillary, David, again, thank you all so much for tuning this morning. So that's it for today. I appreciate it. Yeah, absolutely. This is a reason to grow YouTube Michelle. I am working on it. I promise. All right, y'all.

Y'all have a great one. Happy Wednesday tomorrow. Unicorn finders. We are back with neural payments. Neural payments came on our show last year. They were pre revenue. And now they just got their series A and they have pain clients. So we're really, really excited to be joined from their CTO and CEO tomorrow. So tune in and Friday. I am off. This is the last guidance counselor 2.0 of the week. I'll see y'all next Monday. For guidance counselor 2.0, tune in tomorrow for unicorn finders. 9.30 am central. We'll see you. Peace. Hey, you did it. You listened to an entire episode. And I am very grateful because you know why there's a lot of podcasts out there.

There's a lot of episodes. And I myself rarely finished 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. And I hope you have a fantastic day.