Joel Lalgee

When you've sourced 200 candidates, Screened 30 candidates, interviewed 10, and presented 3 exceptional candidates and the hiring manager says:

“We really appreciate your effort, But the search is on hold... The CEO wants to go in another direction.“

Recruiter after work that day:

#recruiting #recruiter #recruiterlife

New edition of my weekly newletter drops tomorrow: Subscribe here https://lnkd.in/ghH2Y_in

Things I don’t care about as a recruiter:

1. Cover letters
2. How many pages your resume is
3. Your kids crying/pets making noises on screening calls
4. How much money you currently make
5. How old you are

I also don’t trust recruiters who care about this stuff.

😘

“Recruiting is easy...”

All you have to do is...

1. Interview the hiring manager to understand their needs and potentially help them to put together a job description.
2. You source or find a shortlist of candidates/ post the job/ ask around your network.
3. You then message, cold call, email, reach out to the candidates.
4. You begin to have conversations to understand the market, the candidate's motivations, etc.
5. You send the candidate to the hiring manager for more interviews.
6. You debrief with the candidate and the hiring manager to get feedback.
7. You then repeat with a few candidates, while keeping other candidates engaged and excited about the roles.
8. Then either you go back to step 2 or you move to an offer stage.
9. You present the offer to the candidate and either get an acceptance, rejection, or counteroffer on the offer. If rejected go back to number 2 or other candidates that made the cut if available still.
10. The candidate goes back to their employer to give their notice and may receive a counter offer. If the accept the counter go back to number 2 or other “warm” candidates if available.
11. If all goes well you wait a few weeks for the candidate to show up and start. If they do show up move to number 12, if not go back to number 2.
12. If you are internal you onboard, If you are the agency you wait 90 days or more until the probation period is over to get paid.

Keep in mind recruiters may manage anywhere from 5-50 (or more) open jobs at a time…



 #recruiting #hiring #interview #job #recruiterlife

Please stop underestimating how brutal the 2024 job market is.

Here are 3 easy ways to help job seekers on Linkedin.

1. If you see a layoff post. Hit support, repost, and comment. The more visibility the better.

2. If you know people in your network looking for work, introduce them via a LinkedIn message to people in your network who might be hiring. (make sure you get permission from both parties first)

3. If a recruiter reaches out to you about a position and you’re not a fit, try sending them a linkedin profile of someone who's out of work.

It's the little things that can make all the difference.

You never know when you'll be in the job market.

Always

👏👏👏

#payitforward

Recruiter: “I’m super excited to extend this offer to you…”

Candidate: “Wow looks great, give me the weekend to look it over…”

Recruiter all weekend:

#recruiterlife

Have ever had to wait weeks and weeks for feedback from a recruiter?

Well guess what…

They were waiting and even praying they would hear back from the hiring manager.

I guess not all the needs are that urgent after all.

🙄

#recruiterlife

PS: putting SLAs and holding hiring managers accountable is crucial to avoid this, but lets be honest it still happens from time to time 😉

Recruiter PSA:

You’re looking for a human being to help your company… not picking out what shirt to wear for dinner.

Choices are nice but not always necessary.

When you find someone great, make the offer.

Great talent STILL doesn’t wait around.




Join 1800 others and subscribe to my newsletter:
https://lnkd.in/ghH2Y_in:

#talent #talentaquisition #recruiting

👏👏👏

There are levels to the game.

#recruiterlife

Managers,

Please don't hold the Pandemic over your employee's heads and tell them they are “lucky“ to be working while others are unemployed.

This is never the best way to motivate people!

Joel Lalgee

Recruiters getting new job offers right now:


I'm pulling for anyone I know who is interviewing and waiting for an offer this week.

🙏



If you need extra firepower for your internal recruitment team, feel free to reach out to learn how I can help. We're continuing to see needs in the manufacturing/supply chain industries.

#recruiterlife #recruiting #recruitment

Recruiter: Are you working with any other firms on this search?

Prospect: Yeah, we have 5 other agencies on it...

Recruiter:

#recruitinglife #hiring2021 #recruiter

Real-life footage of recruiters at Thanksgiving.

“No mom, I can't help uncle Jim with his resume…”

“No mom, I can’t just get Aunt Marcy a job at Nvidia…”

“No mom, I'm busy I can't do another 6-hour career coaching session with Grandma Betty…”

I love hanging out with family,

I really do.

Real talk:

Stop judging candidates by anything other than their ability to do the job.

👏👏👏

Recruiting is wild.

CEOs yell at you and tell you to stop poaching their people

People call you crying to thank you for helping them find a life-changing opportunity

Then, other candidates just “no show“ to their first day on the job.

Then you have your morning coffee at 7:30 am

It's a trip.

Job seekers - Don’t do this Bro.

#recuiterlife #recruiter #jobseekers

There is a lack of qualified candidates…

As a 3rd party recruiter, this gives me and anyone else in my field an amazing opportunity to do our work, stealing good talent and charging a premium for doing so.

But we can’t just keep playing musical chairs, especially in the tech industry…

Companies must embrace the idea of hiring for attitude and culture and then training candidates and equipping them with the knowledge they need to succeed.

We’ve relied far too heavily on the education system to do this, and let’s face it, for the most part, this system has failed.

For companies, it’s a massive risk, not everyone trained will succeed, and some will move on after they acquire the skills they need, but at this point, we don’t have another option.

A great example of this is teachers, many teachers are leaving the education field in search of a new career path. These are smart and gifted communicators and a great place to start.

With all this being said, I think most CEOs are so shortsighted and ruled by quarterly earning reports to try this, but mark my words, over the next decade they will need to change if they are serious about growth.

Yes, hiring is important...

But I believe investing in people is far more important and needed more than ever.

#recruiter #hiring #career #recruiterLife

1970: “I want to work this job for the rest of my life, I’m a loyal employee”

2022: “This job isn’t working for me, so I’ll find one that will”

Companies that understand this mind shift towards work will retain employees.

Here are 5 ways to retain employees in 2023:

1. Pay people well, and offer salary/bonuses/equity increases in line with the market.

Reward loyalty.

2. Create a culture that values Time off and personal well-being.

Your employees will work best when they are rested and able to focus.

People no longer tolerate burnout environments.

3. Care about your employee's goals and their life outside of work.

Some employees will be with you for life, others for a season, figure out who is who, and respect both parties.

4. Stop trying to create and shove a fake culture down your employee's throats.

Culture is about values, not pizza parties.

It's not a highly produced video embedded on your career page.

It’s something that is lived, not something that’s forced.

5. Regularly discuss growth and opportunities and before hiring externally look internally.

Give people chances and they will never forget it.

It’s not just about your company's success, it’s about your employee's success too.

Employees have changed over the past 10 years - stop using the 2010 playbook.

Adapt.

Retention starts with hiring the right people - Need help with recruitment? Reach out to Joel@hirewell.com.

#hiring #work #hiring2023

I don't know who needs to hear this, but TOP talent won't wait around forever.

Whether you're a candidate or a recruiter waiting for feedback from hiring managers can extremely frustrating.

The easiest way to avoid this as a recruiter.

Set expecations and put SOPs (standard operating procedures) in place.

Get it in writing and hold hiring managers accountable.