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Recruiting Trailblazers

Author: Marcus Edwardes

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Learn how the best recruiters do it! Marcus Edwardes deconstructs the mindset, methods, and magic of top practitioners in the recruiting profession. Marcus talks to internal recruiters, talent acquisition professionals, agency recruiters, personal branding specialists, recruiting technology vendors, and recruiting technology specialists. If you are looking for a job in recruiting or looking to change jobs in recruiting - this is a great place to improve your skills and understanding of what's working for successful recruiters. Informative discussions about candidate experience, personal branding, sourcing for candidates, recruiting and recruitment technology, LinkedIn, and how to use LinkedIn properly. And of course, candidate outreach and the need for personalization to differentiate oneself as a "relationship recruiter" as opposed to a "transactional recruiter". Work from home/ remote work is also a recurring topic. One of the central themes is the idea that recruiters need to prioritize their candidate's needs before their own needs - it's when you build a solid relationship and become a trusted advisor to candidates, that the magic really starts to happen as a recruiter.
153 Episodes
In this episode of Recruiting Trailblazers, host Marcus Edwardes interviews Patrick Sirmeyer, the CEO of Luxus Plus, a multi-vertical recruitment firm based in Florida, and co-founder of Privy, a career coaching platform for employers and employees. Patrick discusses the specialties and multiple offerings of his firm and the state of competition in the Orlando area. He also shares insights on the job market and the use of chat GPT in recruitment.Timestamps[00:02:04] Remote work before the pandemic.[00:03:29] Working remotely vs in-office.[00:06:51] Remote work best practices.[00:12:21] Recruiting in the digital age.[00:14:20] Personal branding on LinkedIn.[00:17:02] Response rates in recruitment.[00:22:29] Hire for attitude over skills.[00:24:38] Defining "superstar" talent.[00:28:44] Chat GPT and AI in recruiting.[00:31:11] Recruitment: Contingency vs. Contained vs. Retained.[00:34:32] Contingent recruitment ethics.[00:37:39] The Contingency vs Retained Game.Quotes 00:16:27 - "The whole point of your LinkedIn feed is to try and stay top of mind with everybody that you've bothered to connect with."00:31:28 - "I would love to see the rise of agency recruiters just start to put contingent to the side and say we're no longer offering it."00:34:32 - "Because once, you know, they've written you that check, they want to hire from you."Keywordsrecruitment, remote work, competition, multi-vertical, Florida,remote work, shared workspace, hybrid, recruitment, pandemic.,camaraderie, remote work, efficient work, managing people, online training,project based work, measurable tools, activity KPIs, back end KPIs, prospecting,cold calling, recruiters, software developers, voicemail drop, communication skills,recruitment, branding, LinkedIn, social interaction, growth,leader, post, audience, data, interaction,referrals, messaging, response rate, success stories, failures,recruiting, posturing, consulting, relationships, attitude,clients, proof, flexibility, compensation, attitude,client, benchmarking, candidates, evaluation, calibration calls,recruiting process, automation, chat GPT, AI, personalized.,LinkedIn, human, contingency recruitment, contained recruitment, retained.,recruitment agencies, A team, skin in the game, retained recruiter, contingent recruiter,recruiting agencies, contract, payment, quality, consent,Sorry, there are no keywords in the given transcript. It seems to be a short conversation between two people.
SummaryIn this episode of Recruiting Trailblazers, host Marcus Edwardes interviews Andrew Lewis, Head of Talent for Worldly, a sustainability insights platform for consumer goods industries. They discuss Andrew's philosophy and LinkedIn posts as well as news stories related to talent acquisition. The episode is sponsored by Great Recruiters, an online reputation management platform for recruiters.Timestamps[00:00:43] The importance of online reviews.[00:03:49] Developing skills beyond direct hiring.[00:08:07] Targeted job seeking strategies.[00:10:37] Always be ready philosophy.[00:13:47] Personal branding for recruiters.[00:17:03] Brand ambassadorship.[00:22:43] AI in recruitment.[00:25:18] Recruitment and relationship building.[00:28:01] Overabundance of candidates.[00:30:52] Creating Consistency in Recruitment.[00:34:38] Internal vs. Agency Recruitment.[00:40:00] AI-generated recruiter messages.[00:41:47] AI in recruiting.[00:45:20] Recruiting art of conversation.Detailed SynopsisIn this podcast episode, the hosts discuss the significance of building relationships in recruiting and how taking a long-term approach can be advantageous. They emphasize that the best outcomes in recruiting usually occur over a period of months or even years and that it's crucial to manage relationships and conversations with candidates and hiring managers. The episode also delves into the significance of personal branding and having a presence on platforms like LinkedIn for success in recruiting. The guest speaker emphasizes that becoming a brand ambassador for a company can make a recruiter invaluable, leading to job security and potential marketing initiatives. The guest also suggests that recruiters invest time and resources into building their personal brand and network. Additionally, the episode touches on the idea that recruiters should have skills beyond direct sourcing and recruiting, such as contributing to employer branding, in order to stand out in job interviews. Quotes 00:03:02 - "But sometimes, you know, hard reset can really help because you can start to visualize the problem through different lenses and you can start to prepare systems and processes that are going to allow you to do and to execute the hiring, you know, and learning and development in different ways and more efficient ways as well."00:08:54 - "This is how we operate, building relationships over transactions."00:12:38 - "the things that are worth doing are often the most difficult to do."00:16:22 - "if a recruiter can become the face or become a relevant voice that represents a brand on a place like LinkedIn, that makes you really, really invaluable."00:19:51 - "it's never been as important as it is today to profoundly understand, you know, the change that the business wants to make, the value that the business is looking to bring in by hiring talent.00:24:45 - "How you treat the 99 is just as important as how you treat the one."00:25:49 - "Recruitment is 99% rejection or 99% conversations or relationships that you won't be able to do anything with."00:43:24 - "I actually think it's slightly unethical to send somebody an AI-written message and pretend that it was written by a person."Connect with Marcus:Website: with Great Recruiters and get 2 months free:Link:            Great Recruiters
In this era of rapid digital transformation, we are witnessing the remarkable power of Artificial Intelligence (AI) in unlocking the potential of recruiters. By seamlessly integrating AI into the recruitment process, we empower recruiters with valuable tools and insights to make informed decisions and find the perfect fit for organizations and candidates alike. With AI, recruiters enhance candidate experiences and, ultimately, build stronger, more diverse, and inclusive teams.In this episode, we are joined by Vanessa Raath, who is a global talent-sourcing trainer, an international keynote speaker, and a budding wildlife photographer, to share more about the exciting world of AI and its impact on the recruiting industry. Discussing the role of AI in recruitment to exploring the differences between PeopleGPT and ChatGPT, Vanessa shares her invaluable insights. Discover how to harness GPT tools, build your personal brand, and engineer compelling prompts for better outcomes. With a focus on integrating ChatGPT into the internet and optimizing outreach, Vanessa guides recruiters toward greater success. Timestamps[02:33] How AI fits into the recruiting industry[04:43] Vanessa’s opinions on how we should use AI[08:59] How Vanessa became an AI expert[09:53] The difference between PeopleGPT and ChatGPT[11:08] GPT tools[12:54] Building yourself as a recruiter in this massive and improved AI content[14:46] Vanessa’s first course: Helping People Build Their Brand[15:36] Tips on prompt engineering[19:21] The biggest advantages of ChatGPT to recruiters[22:43] How to integrate ChatGPT into the internet[24:16] How recruiters can get a better response from outreaching[26:15] How to use ChatGPT to write a personal outreach from a profile[28:20] The dangers of ChatGPT[29:19] Other AI tools and how they are helpful[30:55] About Vanessa’s course: The Intricate Science of Getting Passive Talent To Respond to You[32:30] How Vanessa helps recruitersNotable Quotes:●      “ChatGPT is there, it’s not going to disappear, we may as well use it to help us be better recruiters.”●      “The most important thing to remember about AI is that it can’t do the relationship development piece.”●      “No one in the world is truly an AI expert.”●      “The recruiters who have taken their time to get to know people, are going to be the ones who will win.”●      “The more information you give it, almost like you are writing it yourself, it will come back to you and make it sound better”●      “Don’t be just the piece of text that ChatGPT could generate, be a human being.”●      “If you do things a little bit differently, it generally will get people’s attention.” Connect with Vanessa Raath:Website: vanessaraath.comLinkedIn: Van_RaathConnect with me:Website: with Great Recruiters and get 2 months free:Link:            Great Recruiters
As a recruiter, relying solely on cold outreach to find and attract talent can be a challenging and time-consuming process. Fortunately, social media has revolutionized the recruitment landscape, providing recruiters a powerful platform to connect with potential candidates, build their brand, and establish relationships with active and passive job seekers. By leveraging the right social media platforms and strategies, recruiters can go beyond traditional cold outreach methods and establish themselves as thought leaders and industry experts in their respective fields, leading to a stronger employer brand and a more efficient and effective recruitment process. In this episode, we are joined by Joel Lalgee, the Realest Recruiter, who teaches recruitment teams how to win on social media, to talk about building successful recruiting brands on social media. Joel shares how he built a successful brand in a few years, tips for growing your recruiting brand on LinkedIn and TikTok, and the non-negotiables for successful recruiters. He talks about the simplest strategies recruiters can adopt when building a successful brand and the right way to advertise a job vacancy on social media.  [01:26] Joel Lalgee’s background information[04:00] How Joel has managed to build his brand successfully over the last few years[06:50] Growing your recruiting brand, both on LinkedIn and TikTok[10:50] The biggest challenges that recruiters are facing in the current economy[12:51] Advice to recruiters who are not getting the response rate they used to get[16:41] The non-negotiables for successful recruiters[21:00] The recruitment tools that are being sold to recruiters[24:33] Tips to start building a presence on social media as a recruiter[26:33] Convincing agency recruiters to consistently create content on social media[29:14] Creating content that will reach your target audience on social media[32:27] The simplest strategy that recruiters can adopt when it comes to building their brands[44:07] The right way to advertise a job vacancy on social media[47:01] How Joel finds time to respond to every candidate[49:54] The course that Joel has recently publishedNotable quotes:●      “Consistency is massive in building a brand. You have to give people a promise that you are going to be there for them. Once they are used to seeing you and hearing you on a regular basis, they can really settle in and become true fans.”●      “If you are not looking or figuring out where to be contentwise, and how to produce content consistently and adding that into your strategy, you are going to remain behind.”●      “Just because it’s shiny and costs a monthly fee, doesn’t necessarily mean it’s good for you because recruiters are consistently being sold to.”●      “If you are being consistent for three to six months, you can start to recycle and re-purpose content and the workload gets less.”Connect with Joel Lalgee:LinkedIn: with Marcus:Website: with Great Recruiters and get 2 months free:Link:            Great Recruiters
In this episode, Marcus Edwardes speaks with Chris Allaire, Co-Founder and COO of Averity. Chris is also an entrepreneur, pilot, avid golfer, pretty awesome cook, crab cake connoisseur, guitar player, and a proud husband and father.Listen in as Chris shares the best time to recruit people, what it takes to start a successful recruiting agency, and the importance of relationships.Chris addresses the usefulness of AI tools in the industry, the power of personalization, the post-pandemic market, and learning lessons from the downtimes. What You’ll Learn In this Episode:[02:19] Chris’s thoughts on golf.[06:38] Starting Averity.[09:44] The industry before Averity.[13:05] Building relationships.[15:43] The future of AI tools.[20:25] Averity’s biggest obstacle.[25:12] Personalizing outreach.[36:19] Own your craft.[39:28] Adapting to the post-pandemic market.[45:22] Keeping the team collected throughout these times. Key Quotes:“You can’t assume that people are comfortable just because they’re successful.”“Relationships are everything.”“It takes a long time to get rich quick.”“The hard times are what made you what you currently are.” Connect with Chris AllaireWebsite:               Chris Allaire. Connect with Marcus EdwardesWebsite:               Marcus EdwardesConnect with Great Recruiters and get 2 months free:Link:            Great Recruiters
In this episode, Marcus Edwardes speaks with Scott Whiteford, Director of Leadership Analytics at Talent Plus. Scott also serves as a Sociology of Leadership Instructor at the University of Nebraska-Lincoln, an Algebra e-Leadership MBA Lecturer, and as an advisor for Upheaval.Listen in as Scott shares the best and worse approaches to retention, the true value of experience, and how organizations can evaluate their employees’ strengths.Scott addresses interview biases, the worst interview question he has ever heard, and how organizations can address and incorporate strength-based diversity. What You’ll Learn In this Episode:[03:14] The typical retention approach.[05:34] Driving change in organizations.[06:45] Strength management.[10:45] Balancing strengths with organizational demands.[12:53] The right and wrong sets of skills for leadership.[18:26] Helping clients realize that talent is more important.[20:34] Where to start.[22:35] Minimizing interview biases.[24:35] The worst interview question.[26:25] Strength identification and development.[27:48] What a diverse organization should look like.[30:18] Shifting company cultures.[32:10] Have we reached the tipping point?[34:25] What’s coming up for Scott? Key Quotes:“All leaders have areas of strength, and all leaders have areas of weakness.”“There are few jobs where knowledge, skills, and experience really matter.”“If you’re focusing on your strengths, you’re going to be happier.”“We’re all different. Let’s celebrate those differences.”’“There isn’t a right or wrong type of individual.”“The diversity of thought is important.”“Great leaders promote great ideas.” Connect with Scott WhitefordWebsite:               Scott Whiteford. Connect with Marcus EdwardesWebsite:               Marcus Edwardes.
Marcus and Julie ask ChatGPT to recommend the top 10 film that Recruiters should watch - and then they discuss them!
In this episode, Marcus Edwardes speaks with Adam Conrad, Founder of Great Recruiters. Adam has over 24 years of experience in the staffing industry. Adam is passionate about helping people reach their full potential, both professionally and personally.Listen in as Adam shares his experience at the Staffing Industry Analysts Conference, using automation in recruiting, and the importance of building relationships.Adam addresses ChatGPT and AI personalization, elevating candidate experience, embracing negative feedback, and the future of the industry. What You’ll Learn In this Episode:[01:28] The Staffing Industry Analysts Conference.[05:02] Automation.[12:48] AI recruiting.[20:00] ChatGPT and personalization.[24:26] Surviving a downturn.[26:06] The candidate’s experience.[29:40] Feedback and reviews.[38:15] Great Recruiters looking forward. Key Quotes:“If you’re not modernizing your firm, you’re probably going to be left behind.”“Great recruiters don’t sell opportunities. Great recruiters understand who their candidates are and then they reconcile opportunities that match that.”“The best way to cut through the noise is referrals.” Connect with Adam ConradWebsite:               Adam Conrad.       Connect with Marcus EdwardesWebsite:               Marcus Edwardes.
In this episode, Marcus Edwardes speaks with Khang Nguyen, VP of Sales and Operations at CTP Consulting. He brings over 20 years of experience in the technology staffing and consulting space, including over 14 in a leadership capacity. His experience spans from small, start-up environments, to large enterprise, publicly traded organizations.Khang and his family back the No Kid Hungry campaign and the Nephrotic Syndrome Foundation (NSF), two non-profits battling hunger and poverty worldwide and supporting those with Nephrotic Syndrome, respectively.Listen in as Khang shares about remote communication and engagement, being a leader today, and how he helps his team members get through this tough period.Khang addresses the changing work environments, as technology and remote work take the place of in-person offices and teamworking environments, the importance of the human element that provides more value than AI could, and building valuable networks. What You’ll Learn In this Episode:[01:07] About Khang.[02:06] What’s going on in the industry?[04:05] What’s going to happen next?[06:12] How our communication has changed.[08:55] Dealing with rejection.[13:17] The learning process.[17:34] AI and automating recruiting.[22:37] Building networks.[24:17] Remote communication adjustments.[31:01] Being a leader today.[34:02] Helping team members get through this period.[34:44] Khang’s tips.[35:53] Khang’s words of wisdom. Key Quotes:“A company needs to earn the loyalty of the employee just as much as the other way around.”“AI cannot replace that human element.”“The employer-employee relationship should be all about engagement.”“Stay committed to the process.” Connect with Khang NguyenWebsite:               Khang Nguyen. Connect with Marcus EdwardesWebsite:               Marcus Edwardes.
In this episode, Marcus Edwardes speaks with Ryan Musselman, who began his career as a recruiter for a regional credit union. For the past 16 years, he has been building content businesses across the digital realm as a senior executive.As the Founder of Parade Studio, he creates full-service content programs for executives, recruiters, and sellers who don’t have the time to post on LinkedIn, but who do want to build a very strong personal brand with tons of original content.Listen in as Ryan shares why working on your personal brand as a recruiter is the best way to break out of the perpetual demands of “outbound mode” and how to prep candidates for the interview in advance through a well-thought-out content strategy on LinkedIn.Ryan stresses the importance of tailoring content around your specific customer, the secret to “stealing like an artist”, and how to use powerful tools like ChatGPT the right way to give you an edge in the market.To Ryan, anyone can create a strong personal brand by offering snackable content on a consistent basis and engaging regularly with followers. He explains how to establish industry authority and candidate trust by creating educational content for the specific category of job seeker the recruiter is targeting.Ryan addresses the common hurdle most recruiters face at the beginning of their brand-building journey: the intimidating thought of having to play the “long game”. He also discusses how introverts can get over the fear of putting themselves out there, and offers practical steps to putting together a powerful content strategy today.What You’ll Learn in This Episode:●      [01:55] Why recruiters should care about building a personal brand●      [05:56] Tailoring content around your ideal customer●      [09:43] Using ChatGPT effectively for content creation●      [10:53] Ryan’s content ideation process●      [13:25] The three components of a strong personal brand●      [17:18] Nailing your job seeker persona●      [21:06] The biggest content mistakes recruiters make on LinkedIn●      [27:45] Staying top-of-mind●      [30:23] Getting over the intimidating thought of playing the “long game”●      [39:19] Strengthening your outbound efforts●      [44:46] Write more powerful hooks using fear rather than desire●      [48:38] Ryan’s advice to introverts●      [53:23] The first three steps to creating content on LinkedIn todayKey quotes:●      “Plagiarism is copy-and-paste. Inspiration is taking ideas from a piece of content and rewriting it in your own words.”●      “You can gain followers simply by commenting really well. A comment can serve as a post.”●      “90% of your content should be give. 10% should be ask.”●      “Your outbound is strengthened when your personal brand has influence.”
This week Marcus laments the biggest missed opportunity in Recruiting and how to adopt a 2-step strategy to resolve and emerge victorious with a robust referral, recommendation, and information network.
Marcus chats with Brian FInk about the impact of psychological safety in the workplace.
Marcus opines on why he thinks tenure is so overrated as a measure of reliability, steadfastness, and loyalty. Bottom line - Hiring managers are missing out big time on some of the best candidates available if they only consider candidates with a history of long tenure at previous employers!
In this episode, Marcus Edwardes speaks with Hannah Jane. She has over 17 years in talent acquisition leadership and people operations.She’s a Talent Business Partner for Team Union, which specializes not only in recruiting for startups, but also in creating processes, best practices, and policy to help companies succeed in the entire recruiting and hiring process.Listen in as Hannah discusses the intake call and strategy, the interview process and how to coach your clients to perform effective and successful interviews, and outreach best practices.Hannah shares how Team Union puts the saying “hire for attitude, train for skills” into practice at the first interaction between recruiter and candidate.For her, it all comes down to an eagerness to ask questions that go beyond the superficial, with a genuine curiosity to understand the candidate’s personality and potential over simply their resumé.She also breaks down Team Union’s recruiting template and how they educate their clients on avoiding redundancy and bias throughout the interview process.What You’ll Learn in This Episode:●      [02:07] What Team Union offers as a fractional recruiting and HR partner●      [03:47] Key objectives for the intake call●      [08:59] Hiring for attitude, training for skills●      [13:26] Getting clear on the growth trajectory of the candidate●      [16:18] Team Union’s recruiting template●      [19:01] Educating recruiters on often-overlooked goals for the interview●      [21:04] The importance of transparency●      [23:41] Tactical tentpoles to avoid duplication and biasKey quotes:●      “Let’s hire for ‘stickitivity’. Let’s find a way to match core wants, desires, and goals.”●      “My approach is how it would be for any other relationship: This is a two-way street. Don’t give it just 50%. Give it 100%.”
In this episode, Marcus Edwardes speaks with Jared Watts, Director of Talent at Vantaca, a community-managed performance software company based in North Carolina.Previously, Jared worked on the agency side in executive search and spent five years playing professional soccer in the MLS. He played for both the Colorado Rapids and the Houston Dynamo, and was the 33rd overall pick in the 2014 MLS SuperDraft.He captained the Under 17 World Cup team in Nigeria and he won the 2018 Lamar Hunt U.S. Open Cup when he was playing at Houston. He was also finishing his MBA during his soccer career!Listen in as Jared talks about his storied career as an athlete and his transition into the world of recruiting. He explains why recruiting might just be the perfect job for ex-athletes and how sports psychology can profoundly help in the business of recruiting. Finally, he talks about the life of an agency recruiter versus an in-house one.What You’ll Learn in This Episode:●      [02:15] What led Jared into soccer●      [07:50] Lessons learned from playing professional soccer in the MLS●      [11:39] Managing stress and anxiety as a professional athlete●      [13:26] Getting clear on the growth trajectory of the candidate●      [15:14] Applying the power of visualization to recruiting●      [18:44] Focusing on daily wins●      [23:50] Mindfulness practices●      [27:57] Dealing with loss and failure●      [30:43] Why the recruiting industry has a high turnover rate●      [33:02] How to develop a winning mindset●      [36:06] How recruiting for a software company is like recruiting for a D1 college sport●      [39:54] Jared’s approach to the interview process●      [42:20] Why recruiters always need the “agency mindset”Key quotes:●      “[In professional sports,] you’re only as good as your last performance. There are no days in which you can take shortcuts.”●      “Just like in sports, recruiting is so much a mentality and the way that you react to situations that arise, whether that’s the pressures of performing or the ability to solve problems on the go, and solve them quickly.”●      “Visualization is everything. You’ve got to be able to see yourself succeeding, whether in sports or in the business world.”●      “It’s not about the recruiter. It’s about who you’re reaching out to and why they should be interested.”●      “The sign of a great recruiter is how many people come back to you that you haven’t placed, and want to work with you again.”
In this episode, Marcus Edwardes speaks with Robin Choy, CEO of HireSweet, a talent acquisition platform built to empower outbound data-driven recruiting teams. He is the host of the A-Players podcast.Robin wrote an excellent guide for recruiters called The Definitive Guide to Sourcing in Recruiting (, which breaks down the process into four key steps: preparation, sourcing, contact, and closing.Listen in as Robin does a deep dive into all things sourcing as well as how ChatGPT can become a valuable tool for recruiters. He shares the importance of ascertaining your candidates’ unique value proposition via the intake call, and thinking of outreach like a funnel.Robin gives his thoughts on finding the right balance between personalization and automation and what’s working today (and what’s no longer working) with regards to outreach.Finally, Robin explains how recruiters can best use ChatGPT as a powerful tool in their kit.What You’ll Learn in This Episode:●      [02:17] How to maximize your preparation as a recruiter●      [07:59] Outreach best practices●      [11:14] How to go about salary transparency●      [16:58] Cold emailing versus InMail●      [17:31] Considerations around personalization●      [20:12] Automating connection requests and personalizing invites●      [25:10] The importance of culture●      [29:30] Crafting a great subject line●      [33:57] The impact of ChatGPT in recruiting●      [35:58] How to use HireSweetKey quotes:●      “Preparation is key to productivity. If you don’t look for the right person, you can be the best sourcer in the world and shortlist candidates, but they won’t be the right fit for the hiring manager because you didn’t spend enough time in the preparation phase.”●      “If you send an email to someone, you should always send an invitation to connect as well.”●      “ChatGPT won’t replace recruiters. But recruiters who know how to use ChatGPT will replace recruiters that don’t.”
In this episode - Marcus presents a few very good reasons why Recruiters find In House recruiting so rewarding before he gives a few excellent reasons why you might consider a move back to Agency Recruitment!
In this episode, Marcus Edwardes once again speaks with Vanessa Raath, a freelance sourcer, a global talent sourcing trainer, an international keynote speaker, and a wildlife photographer. She recently founded the online educational platform, Vanessa Raath Academy.Listen in as Vanessa shares what sourcers can do to be steps ahead of the competition once the economy regains its momentum.She talks about automation tools that have risen in popularity in today’s market, and how to use them effectively without neglecting the human element in recruitment.Vanessa says that while there is no one-size-fits-all when it comes to tools and platforms, agencies must be willing to “skill up and start embracing HR tech” or risk being left behind.She gives us her thoughts on the ChatGPT phenomenon and why she isn’t worried about AI taking her job. She also talks about the art of writing Boolean strings and why she believes that becoming proficient in Boolean is a must-have skill for every recruiter.What You’ll Learn in This Episode:●      [01:44] How to stand out in today’s sourcing landscape●      [05:17] How sourcing has become both harder and easier●      [06:58] Go-to automation tools●      [09:41] Personalization versus mass outreach●      [11:39] About Vanessa’s free online academy●      [16:05] How ChatGPT may impact the recruitment industry●      [21:26] The art of writing Boolean strings●      [24:20] How long it takes to learn Boolean from scratchKey quotes:●      “Focus on your pipeline and building communities so that, as soon as hiring starts again, you will be able to take the best talent into your organization.”●      “Pick a niche and start building a network in that space, because that’s what’s going to set you up for success.”●      “I don’t think there is one tool that is going to solve all of your issues. It’s the responsibility of the recruiter’s agency and internal to skill up and really start embracing HR tech, because if they don’t you’re going to be left behind.”●      “ChatGPT is not going to get rid of recruiters and solve all of our world problems. But, it’s going to help us from a time perspective.”
In this episode, Marcus Edwardes speaks with Maddie Loomis, the Founder of Advanced Scope Talent. The company matches clinicians to great practices. Maddie describes herself as a “talent guru” and “a laughable CrossFit athlete”!Listen in as Maddie discusses what it takes to start your own agency, drawing from her own experience establishing Advanced Scope Talent in 2021.She breaks down the whole process, from establishing an LLC to finding leads by incorporating LinkedIn into your system (as well as LinkedIn’s limitations as an agency tool).Maddie shares the tools and platforms that she uses for lead generation and outreach, and how she strikes that all-important balance between automation and personalization.Finally, Maddie speaks to those who have been laid off, offering her best advice on staying motivated as a recruiter and why right now might actually be the perfect time to start your own agency!What You’ll Learn in This Episode:●      [01:54] Maddie’s career before founding Advanced Scope Talent●      [04:35] Making the jump from employee to agency owner●      [09:22] Why you can still start a business without all the skills in place●      [12:36] Getting the business set up●      [15:29] Finding and nurturing leads●      [17:34] Maddie’s business development strategy●      [18:55] Advanced Scope Talent’s value proposition●      [22:58] Maddie’s biggest challenge when she started the business●      [26:10] Staying confident in your professional skills following a layoff●      [31:36] How Maddie reaches out to potential clients●      [35:26] The power of consistencyKey quotes:●      “I want to remain a trusted recruiter in this industry because it’s a small world despite how many recruiters there are.”●      “I don’t just think about who we want to go after, but who we want to represent and who we are: How are we sending the message from an employer branding standpoint?”
In this episode, Marcus Edwardes speaks with returning Mark White, The LinkedIn Professional. He specializes in helping you unlock the value in LinkedIn—something he has been doing since 2009.Mark delivers customized training to students across the globe, from workshops to virtual classes to 1-to-1 coaching sessions.Listen in as Mark discusses how LinkedIn fared in 2022 and why he believes that LinkedIn’s recruiter platform should coexist with an agency ATS. He also discusses the limitations of relying purely on LinkedIn filters compared to the level of specificity granted by Boolean strings.Likewise, Mark talks best practices regarding automation on LinkedIn, and where personalization always beats out taking shortcuts. Faced with more savvy users on LinkedIn 2023, he also shares how recruiters can stand above the noise and maximize their chances of getting InMail responses.Finally, Mark speaks on personal branding on LinkedIn and how to complemen your unique strengths and personality as an individual with those of the company you represent.What You’ll Learn in This Episode:●      [02:39] How LinkedIn fared in 2022●      [05:36] Why LinkedIn isn’t the “perfect” solution●      [09:40] Filters versus Boolean strings●      [14:12] Using automation effectively on LinkedIn●      [22:52] Creating a cleverer outreach strategy●      [27:05] The power of voice messages●      [29:30] The secret to getting a response on InMail●      [36:10] Avoiding LinkedIn scams●      [40:00] Personal branding on LinkedIn●      [46:23] What to expect from Mark’s training programsKey quotes:●      “If you’re working for a company, always remember that the brand you’re putting out shouldn’t just be your own. Personal branding has to go hand-in-hand with your position within an organization.”
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