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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. But what I want to go over today is first off, I want to say, listen, if you have a professional milestone that you want me to celebrate throw it up. If you have gotten a job recently, if you've gotten a promotion, if you've gotten a title change, if you've even quit a job that was unhealthy and you didn't like where it was going, please let me know because I want to celebrate you.

I feel like too much in life, we are always on to the next thing. We are just a creature of man, that was ex. I want to listen, social media does not help with that. I understand that, but I do want to celebrate you all today. So if you do have any professional accomplishments, please let me know. But I want to dive in first and foremost to the job search. And I want to talk about some tactics. We're kind of going back to the basics. For those of you who are watching on TikTok, Facebook, LinkedIn, YouTube, Twitter, again, thank you for tuning in. But I want to go back to the basics of the job search and especially where to go right now.

I get a lot of questions like Taylor, listen, like you're talking about LinkedIn, you're talking about Twitter, you're talking about poly work, you're talking about all these things. Like where should I just focus first, listen at the end of the day, your resume and your LinkedIn are where it's at. And my perspective, Scott, what's going on buddy, it's going to see it. In my perspective, if you're like starting the job search, you're like, where do we, yes, Scott got a job. I want to celebrate Scott. So again, Scott, congratulations to you. I'm proud of you. It's a bummer that obviously we weren't able to sync up.

But it's just all time. It's the way it is. But Scott, I'm so very proud of you for finding a job. So if y'all are still watching, give Scott some congrats on that. And so when it comes to the job search, you know, I get a lot of questions recently of hey, where, where, like, if I want to start looking but passively, right, I get that a lot right now passively looking, where should I start. And I think with me when it comes to passive looking is you need to get your resume updated resume updates is the main thing. If you do need, if you do need, I'm going to work on throwing this banner up here real quick.

If you need to have a place to go look at what I'm typing, talking the same time really bad at it. Free guys, if you're a tailor dessin dot com backslash free guides. I have my resume template on there. And so again, that's that's where I would start. I would start with your resume. I would start with your LinkedIn, right. And there, there's a lot of that's there's a lot in play when it comes to marketing the job search, right. When it comes to the job search, there's top of the funnel and bottom of the funnel, right. Top of the funnel is your resume. Top of the funnel is the things you put out on the internet to find a job, right.

That's top of the funnel. Your, your LinkedIn is a little bit more of the bottom of the funnel, right. You want to be, you obviously want to get people interested in who you are what you do. And so that needs to be good to. And then also finally like kind of my three basics is LinkedIn resume and a headshot. I think a good headshot goes a really long way. I think if you're going to spend money for the job search in any way, shape or form, it's. Find somebody to help you with your resume and your LinkedIn. I think that's incredibly important. But then also as well.

I think you need a good headshot. I think that's incredibly important. And again, I love it. Everyone throwing up congrats to Scott. I love it. Scott again. I'm so so happy for you. If you have any questions to listen, this is kind of a free for all. I don't really have a set agenda again. Heather, if you are watching this, I hope you feel better. But Heather wasn't able to make it today. So I'm just kind of ad living at the moment. What I want to go over to. So let's talk about poly work. You know what, let's kind of go over poly work real quick.

Because I kind of want to show you a little bit more of why it's so important and why you should be looking at it. So let me, let me see here. So I actually just switched to a Mac. I'm going to try to figure this stuff out. So let me go to poly work real fast. And I'm going to show you, I'm going to show you why I like it so much. And if you have any questions about poly work, Twitter, anything, please let me know because I will answer them here again. This this this live session is definitely for you. So if anybody has any questions, please let me know.

And again, TikTok, I'm sorry. I can't share my screen. I really wish stream yard could do a integration with TikTok. But here we are. So all right. So all that being said, Chrome. All right. Hold on real quick. Dad, Gummy, I can't I can't share my screen. I got to figure that out. That's kind of a permission thing. So here, here's to a poly work. Right. So first off, I'm going to go and kind of walk through it. So Poly work has these things called badges on the top and the badges on top of your profile. And so all that. I just want to follow things that I identify you to a certain group of individuals.

Right. So when you go to Poly work and you sign up for your profile, you can pick your badges. Right. So for me, I put hiring software engineering mentor advisor speaker, open source dev ops coding and coreg literally go and message these 15 people on Polyworks. They say, hey, fella corgi fan. I love it. It literally Polywork, and they really need to keep doing this. They really need to really, I think, dive in Polywork if you were watching this. I think you really need to dive into the DM feature because that's where it really goes down. But that's what I would do, is I would use the badges, use the badges to go out and find people.

Literally, if you click on the hiring badge, I clicked on the hiring badge right now. 482 people on Polywork have the hiring badge open. So that means you can message 482 people about, hey, I saw your hiring on Polywork on your Polywork page. We'd love to talk with you about what you're going on. 482 people are open to hiring right now. So you need to take advantage of that. Edson, what's going on? Long time no talk. It's good to see it from Brazil. I love it. So that's my thing with Polywork. I think the DM game is huge. I think you absolutely need to leverage it.

But I think at the end of the day, I still think LinkedIn is where people live. It's where the jobs are, and you need to do that. Any questions at all. I also want to talk about hiring for a second. Listen, hiring, we're getting to the holidays right now. I will tell you this hiring managers. If you watch this now in the future, you got to keep hiring and you got to start hiring for Q1 now. And I would not try to slow down during the holidays because the hiring, so here's the deal. And this is my tip and trick to all hiring managers out there.

If you want to pause on hiring, great. That's fine. Taylor, people take vacations. People got to take break. Listen, I'm all about, I'm about to take two weeks off. This is my second to last live show for two weeks. No more content for two weeks. I'm taking a break. I'm going on vacation. I'm moving to a new house. It's going to be great. So two weeks. And by the way, I'm moving to a new house. There's boxes everywhere, by the way. I just hit all of them. See, you can kind of see one. There's one. But all that means said, no content for two weeks.

But I think I'll tell you this hiring managers, when it comes to hiring, you need to go ahead and try to power through the holidays, because most other people are taking a break. So if you want the opportunity to get the best talent, now's the time to probably push your guests, push your petal, push your foot on the gas a little bit more. Right. So again, that's a little tip and trick there. Again, if you want to pause, I get it. People got to take time off. You got to get your people rested. I wasn't, I'm all about it. I'm all about about take two weeks.

But I think if you can keep hiring and keep moving relatively quickly during the holidays, you're going to be able to attain and retract the best talent out there. Robert, Robert comes up here and says, not sure. I understand probably work. Can I show my hobbies on there considering they want to be show things like you don't? Yes. Yes, you can. And I really wish, again, I got a Mac. And so I'm, I literally, I wish I could share my screen. But it's telling me I have to like, Chrome has lost permission. But all that being said, yes, Robert, I can tell you this. You can put your hobbies.

That's the whole point. The whole point is, is, is, is they want, they really want you to get out of the resume. And then what you can do, you can use your badges, you can use highlights, highlights is another thing. I really wish I could share my screen. But you can be able to find those opportunities. And you can find other people who play music or, you know, or, or, or who do other things like, you know, books or whatever. We kind of walked it out together. Keenan coming in. I love it. And that's a great point. Just to get in, just to explore what kind of activity that comes in, just to get a great way to get in, grow your mind and understanding.

And I don't know what at all. If you actually want a very fill-in thing, CLOSER-KY. For so and on to JK. I don't know where you are, I don't know whether. brooke wait. So so I don't know. So that's the question. You've had pentex or a comedy hanging out with me. It's like, if you're, They could leave and so I think one of ones are important one of ones in quarterly review show your people you care. I've been talking to a few other people I'm not gonna tell the company, but I've been talking to a few other people and they say they don't have one on ones and they don't have Or monthly or quarterly meetings with leadership and they really feel left out that and they want that right employees employers If you're watching this now your your people want to have one on one time with you the way you feel meeting with your mentor The way you feel meeting with your manager if you're a hiring manager now and the way you feel meeting with your managers or your mentors That's the way your team feels when meeting with you and that's something that's taking me a long time to figure out is Is your people want your time just as much as you want your leaders time?

Right and it's taking me a bit so take your time Especially use this time to really meet with your people right cultivate that relationship And so you can hit the ground running everyone feels refreshed and energized like now's the time to do that. I love to give you all Questions in a minute. So if you have questions, please let me know But again, Wilson comes in here. How long does it normally take for recruiting a client to bring on a new hire? It depends Typically if we're talking about from interview to that person starting it's about a month Right I typically like hiring managers to hire within two to three weeks two weeks a month month like five weeks So two to three week interview process and then two weeks notice and you should be able to start so it's five weeks Five weeks six weeks max Right from the initial interview to that person starting that company and so all that being said six six weeks to bring somebody on so again if you're looking at six weeks like we're at six weeks I think now to the end of the year right so again hiring managers You gotta keep hiring you gotta keep bringing people on don't don't get lazy Don't get lazy, but then also use this time to invest in your people with one of ones hopefully answers your question Chris comes in here Chris again if you all have questions or just want to add something to the comments like I'll sit here and hang out with you All but again You know, we'll definitely wrap up here soon my company just launched a new product that even no existence So I saw post about LinkedIn.

What's this about meetings with leadership? so Yeah, yeah, I get it right, you know The biggest thing I'm still seeing and in a lot of organizations right now is just no one's no one's communicating people think they're communicating right and people think right Chris like in your defense Maybe your company like thought that launch on LinkedIn covers communication, but it doesn't right people want to be in the loop right and and I've You know for me managing my team the way I manage I over share Right like I don't like completely overshare right? I'm still tactful and respectful of people But I think also too like people just want to know people just want to know people's want to know what's more people are invested right if they work for your company They've been there any any sort of amount of time people invest and they just want to know what's going on It doesn't mean like if you have a big initiative coming down and like you know, you're you don't want to share like because You know people may find out listen Here's the deal people gonna find out regardless like companies if you're watching this and you're sitting on news like people are gonna find out So you might as well just go ahead and talk about it keep it super high level So people are happy until they start hearing through the great vine and then that's where the lack of communication breakdown comes in so Christopher I get it.

I get it. Oh Cio comes in as what's the best way to approach people for mock interviews So great question here mock interviews are incredibly important. I think you should do more of it I think it goes back to cure to my three ways to DM somebody right? So flattery flattery admiration a specific amount of time and then one question right? So if you mess with me like hey Taylor obviously I love your lives. I love what you're doing I'd love three minutes of your time can we do a mock interview and can you ask me about this specific topic and judge me? Right that allows me that allows me to be able to Obviously like know what I'm walking into right people want to know what they're walking into and so That's that's what I think it's a great question.

I think a mock interviews a wonderful way to To To like get into a DM right so a lot of people are really weird with the DM's like I feel weird I feel weird networking. I feel weird sliding people's DM's I people feel weird sliding people's DM's because they don't know what they want to ask Right, but if you're asking about mentorship if you're asked about mock interviews if you're asking about Hey, I want to learn more about the company. That's the way you do it That is the way that you leverage your DM game by actually having a topic that you want to talk about so Cool, Kio hopefully that helped listen.

That's it y'all. That was it high-level Just want to hang out with all this more in Heather you're watching this now in the future who hope feel better We will make sure Heather gets back on the show on tomorrow last show last show of The next two weeks I have an individual named Brahm Brahm Bruni or coming on hopefully I pronounced his last name right Brahm was referred to me from Alicia Many of you know Alicia. He's either regular on the show he's Alicia's friend and He and I had a quick chat about what this show about what you want to talk about He's a brilliant individual.

He spent time at Square He's got a really cool company now and so we're gonna have a great conversation tomorrow So not very essential the last live show for the next two weeks and I'm taking time off But again text me 615 235 650 for the drama texting community Shoot me an email if you need me to tell her Baker.com But again, thank you for tuning in again. I know it's a little different low-low key She's me, but thank you all for the questions. Thank you for the comments And yeah, y'all have a good one and also By the way, I mean you're watching this and you hate your recruiting You mean yeah, I love to help you job seekers if you're on the job search Y'all have a great Thursday I'll see you all tomorrow.

Peace Hey, you did it you listened to an entire episode and I am very grateful 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