hiring better

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Let's talk about what I want to talk about today. That's the hiring process. I'm having some issues, right? So my role is shifted at Beiko and now I'm helping a little bit more clients across the country right now. So it's very interesting. So I'm helping clients find candidates and I'm still helping candidates get connected with clients. And so I'm able to see both sides of it. I'm very, very ingrained right now. Very you know in-depth of really seeing the inner workings of companies and how they relate to candidates and all that jazz. I will tell you this. I will tell you this. Companies have no idea what they're doing just like the job seekers.

There needs to be some like- there needs to be some sort of like congregation where everybody gets the higher management job seekers go, hey none of us know what we're doing. Let's just all be kind to each other. But that's another conversation and that was self-air-kind good morning. So I want to say this hiring managers companies, here's some pitfalls that I'm seeing with that with companies right now that I'm dealing with first off, first off, if you are hiring, if you're a startup or a small company and you are hiring a dev team, I've had three companies message me this and you they're like, hey we need to hire multiple developers, etc., etc.

That's great. I will tell you this start with leadership first. I have so many founders and CEOs say, hey Taylor, we need devs, we need devs, we need devs. And then so I focus on devs and then you hire an engineering manager or potentially a CTO without me knowing and then all of my work has gone away because let's face it we need to get leadership in first right and I totally get it right. I totally understand leadership's got to get in first but if you're a small company, focus on hiring leaders first. Build out your leadership team, build out the individuals who are hiring first, then start hiring the devs and everyone else right.

That's incredibly important. That's an observation that's an observation that I'm seeing right now that smaller companies are struggling with. Higher leadership first, let me help you hire leaders first, then let's build out teams right. Another thing that is incredibly frustrating that I'm seeing is companies backtracking in the negotiation side of things with rates that we've already agreed on on the front end right. I will tell you this if you're a hiring manager and you want to use me I'm going to be incredibly transparent and credibly open with you on the front end of saying hey listen like this is incredibly important. This needs to happen.

This is what it's going to be a rate wise and like is that okay and I will tell you this if that's not okay that needs to be discussed on the front end not the back end when my people get an offer and then all of a sudden you start reeling because we didn't have that conversation because you were too afraid to talk to me on the front end. Let's have intentional conversations together. Let's try to solve your company's organization. Your company's problems and your organization hiring needs together. Let's not create a divide between us because you don't want to talk about this right now right.

So I want to tell you that right now let's have intentional conversations on the front end right. Also a few other things hiring managers listen if you're looking just at the Dang resume like don't do that don't don't do that right. Listen if I am sending you a resume if a recruiter is sending your resume specifically specifically me specifically because if you reach out to me you want to work with me don't reject that candidate because of the resume. Listen developers are not like copywriters right and so if you're trying to reject a resume based off some misspellings like let's not do that let's not do that right.

Let's talk to the talent see if that talent works now the talent's not there that's fine but I see so many hiring managers that I've worked with I've seen over the years that reject solely based off resume listen if I am sending your resume that candidate is fantastic that candidate is fantastic in my eyes you need to talk to them because I will tell you this we don't miss a ton right there are very few times I send a candidate and I can guarantee this there are very few times I send a candidate that is just that is just terrible that is just terrible right

now I understand there's some nuances right like I said a candidate to a client the other day the client goes hey I love this can't technical background but we're like a consulting small consulting company like they need to have small consulting experience right I get that totally understand I get it but also too like you can potentially talk to that person to see if they have the chops and the flexibility to do that right my thing is right now hiring managers you have to be open you have to have it open mind this whole thing of like like we got to find the perfect candidate

for the perfect position it's got to have all the ABCs and these and all that like no like that's not what the market is giving me that's not what the market is giving any other recruiter that's the reason why you are calling me is because the market is not even giving you that as well right the market is tight you have to get creative on how you hire now another thing that that I had to talk with another company recently right they're like hey I want to you direct tires and listen you need to be open to contract contract hire consulting and they were like

talking about that what's the benefits with that you know I've talked about this before I must say it again here direct tires gray there's a lot of great cans that only want direct hire listen I understand that 100% there's a lot of cans out there especially lately that end up that lately have stepped into a bad situation that they realize from here on out that they want to do contract to hire to vet the company right you need to be aware that as well peer contractors listen there's just hired guns out there just want to crush work and get out right the contract to hire

is a is a can't a still wants to be with you long term they do they still want to be with you long term you need to be open to that then but the contractors listen contractors made there's hired guns like just come in crush it and get out you can still benefit your organization can still benefit from that make sure documentation's there right but like listen at the end of the day you need to be open to all types of hiring right now so I talked to that startup here Nashville about that and they were like man this is great information like I'm gonna

take this back to it we can do right again like it's just education you need to be open hiring managers companies you have an open mind right now and here's a deal and I'm gonna pull up this so I'm gonna do Allen Allen gonna be honest both the time I just scanned the resume looking for titles skills bolt points rest as fluff yeah I went down listen and and and Allen Allen I've worked together in the past Allen knows how I work but also too like this is why you have to trust your recruiter right because Allen the hiring manager right here he just said

gonna be honest he just scans the resume right make sure it looks good AKM not sending Allen like a janitor for like a principal engineer role and then let's have a conversation right that's why the relationship is so important for hiring also hiring managers another another thing like let's let's solidify the interview process on the front end right if you say it's three steps it's three steps you don't need to add four five and six real real talk true story real talk of true story right if it's one interview in a hire let's keep it one interview in a hire right it's all about expectation

setting with the Canada in the interview process right if I set the expectation with the Canada that your company and you were gonna do three interviews and all of a sudden you're doing six interviews here's what the can is can it the company doesn't have trust in me the can the company doesn't think I'm good enough the company's interview another people wants to drag me along right these are legitimately all thoughts that go through can its heads that I've dealt with when companies delay the interview process and they're they don't stick to the expectation we set on the front end right that first initial call

I don't know if you see a trend here that first initial call with the recruiter is so incredibly important to get all the details make sure that you're giving a lot of information and make sure the recruiter is asking a lot of good questions so that's all I got I want to hang with y'all this morning again mainly for hiring managers right now and kind of what's going on I just want to be open and transparent um hey listen if you have any more questions or hiring at these slides my dms email me text me whatever just reach out I'll be glad to answer any

questions if you're a hiring manager watch this now in the future and you're like hey listen I want to partner with you I would love to partner with you right I focus nationally like like let's find you the best talent like let's listen my my recruiting team at Becca we're meeting 80 plus technical people a week 80 people a week right the biggest complaint I hear from hiring managers is they don't have time to interview let us do the work for you reach out to me shoot me a DM again some shoutouts here good morning to America LinkedIn user good good even to India I

love Indian the house LinkedIn user hi all hey hey tie-around thanks for hanging Alicia I love a good contract role same Erica thank you so much y'all listen have a great Tuesday um I will be live tomorrow look forward to hanging with y'all then peace