navigating contract to hire pt. 2

full transcript

auto-generated from the audio, so expect a few typos. the audio is the source of truth.

and for tuning in to guidance counselor 2.0, the new time, again, 9.30 AM central from here on output on your calendars, that this is the time I'm going live with. We got some people tuning in, thank goodness, Elliot, what's going on, man? It's good to see you. John, good morning, what is up? Oh, man, there must be a lag. I'm getting a bunch of people coming now. Andrew, what's up, dude? It's gonna be back. John, a nice warm beach would be nice. Yes, it was very nice. It was awesome. Eric, good morning, thank you for tuning in. Obe, our ins, our insie. That's a good question.

We'll get to that. Stu, what's going on, big dogs, gonna see you. Sweet, all right, awesome. Well, now that we have some people tuning in, thank you again, and again, as always, if you tune in, always at me, want to develop community, right? So John sees Andrew, maybe you all can help each other, right? So the more you comment, the more people know you are looking. And again, I talk about all the time that networking right now is commenting and liking on people's posts. And again, if you comment on my live show every day, you were gonna start seeing the same names that you can reach out to and connect with it.

So again, always comment, let me know where you're tuning from Thomas. Good morning, it's good to see you, buddy. All right, so a few announcements. First off, I'm very excited. I wanna share my screen, and this may be a disaster. I don't think it will be, but let me see real quick here. I have an announcement. TaylorDessin.com is live. Version 1.0, version 1.0 is live. Let's see, hold on real quick, let's see this. Can y'all see this? Boom, TaylorDessin.com is live. Shout out to Summer Livington. Summer did a fantastic job on this. Summer's in Seattle. If you want her information, if you are a company and needing somebody who really understands design and marketing, and really helps with the UX side of things, the really understanding why users would ask a certain thing or whatnot.

Summer did it. So Summer did this, taildessin.com. We're gonna iterate on this a ton. This is version 1.0, but essentially, if you're a job seeker, you can sign up, and you will get updated every time I update my candidate hop board. So like go to that. Yes, John, love the shirt. So that is doven. D-U-V-I-N. I would love to be sponsored by doven. That's a doven shirt. So if you're a hiring manager, you eventually want to talk to me about staffing up projects or teams or whatever. You know where to find me. And then also, if you want resume LinkedIn reviews, fill out the information.

And then also too, obviously, it showcases my unicorn finders podcast. And there's a way to get to subscribe to my weekly newsletter. And also, the main thing is my personal job board. So again, from a job board perspective, candidates are always frustrated with the job search. And what this does is this allows me to post the jobs I'm working on so you know exactly where it is, exactly what you're gonna be working on, the exact pay rate range rather. So again, this is one dot out. So save it. The job board will always be updated for the most part. Here's my about section. You don't have to read about me, but essentially that's it.

So again, shout out Summer Livington. I want to give her just mad props. If your company is looking for somebody from a marketing UX perspective, she has done an amazing job. So again, thank you all for the kind comments. I appreciate that. All right, so let's go ahead and dive into it. The reason why we've gathered here this morning, and that's contracting. So again, there's a lot of contract jobs right now, right? Companies are trying to piecemeal projects together. They don't want to hire these big salaries, so they can't take this personal performance. We'll take this person for six months. And so what I want to do is I want to equip you with questions to ask recruiters today.

So what I'm doing is I'm kind of starting, I've gotten a bunch of questions. If you have questions about contract contract hire, please throw them up there. But I'm going to start each day over the next few days. And we can be kind of break down a little bite-sized segments. So you're not overwhelmed. What I want to go over today is some questions to ask recruiters when they call you about a contract job. And so I want to go ahead and go over those now. So the first question, I wish I could throw these up. I'm more sure I can write and throw it up.

But the first question is, how long has the position been open? So a lot of times recruiters can call you about a contract role. It's been open for months. And that's a red flag, right? Because you want to ask, all right, well, if the contract position has been open for six months, why has it been open for six months? And the contract role should be relatively easy to fill because it puts more onus on the recruiting firms so they can speed up the process. So if a contract role's been open for a long time, that's a red flag. Another question that you need to ask is why is the position open?

So for me, I'm having a backfill position right now. And it because my guy left. But then if you asked me, they're like, why did your guy leave? Because he got a perm offer. He got a salary offer somewhere. It wasn't anything to do with him. And so or his performance or the project or it's a bad project. It's just what it is. So always ask why is the position open? That's incredibly important. The thing is with contracting, ask if the company, if the manager has the budgets to bring you on full time after the contract. Or what is that recruiting experience, right? Because there are a lot of times companies are like, yeah, this is a contract role.

And a lot of times they convert my people, right? So again, that's like a really good question to ask is, hey, I get that it's a six month contract. Has this manager converted any of your people before, Mr. Mrs. recruiter? Well, actually they have like three people. Oh, okay. So there you go. So then you're already coming in knowing that this is more of a contract too higher. One of the big questions I would ask too is, what is the hiring manager's name? That is such an underrated question, but a lot of times recruiters don't have that information to bring to the table. So if they don't have that information, then they don't have relationships with the manager.

So that's a really important question. Also, by the way, I love the comments. I can see the comments going. I love it. People are helping people in the comments section. I love it. Stu, cyan, get after it. I love it so much. This is why I do this, right? I don't do this to blab the whole time I do this to build community with everybody who comments and chats and I love that so much. So those are some big questions. Well, it's kind of dive into a few more. What's the conversion salary, right? Hey, Mr. Mrs. recruiter, I know you said you've had five people convert full time after this contract duration.

What have been their salary ranges? What have you had anybody convert with my seniority and what is their salary range, right? Because a lot of times, and I hate it, I don't know why companies don't understand, but they overpay for contracting, they don't pay enough for term. Right now, there is, you usually get paid more during contract because we typically make up for base or PTO bonuses and all that is kind of wrapped into like one hourly rate. Right? A lot of times companies don't understand and they really low ball a salary offer. So make sure you ask that. Again, make sure you ask that.

If a company is calling you about it, if a recruiting company is calling you for a big company, like a big company town in the enterprise client, ask that person if they are a tier one vendor. Ask that recruiter if they are tier one vendor. The reason why it is important for a tier one vendor is because that means they get the job opportunity first. And so that is something that you need to ask. And if the recruiter goes, what are you talking about? Just tell my sense, you tell them I told you ask that question. How many people have that has that recruiter placed with that company?

Another big one, hey, how many people have you placed contract? Mr. Mr. recruiter, while none have you placed anybody like at all? Well, yeah, I've actually placed 10 people direct higher. Okay? So then it starts to die. Okay, that why is this contract and everything's been perm, right? So again, another question to kind of equip and take with you before your tool belt whenever a recruiter asks you these questions or recruit or calls you. Also, how many people has your entire recruiting team placed? That is another one. Because I may have only placed one or two, but my entire division could have placed 15 to 20.

So again, that's another question to ask. Also ask that recruiter how long they've been working with this company. There are companies in Nashville that we've worked with that like for five, six, seven, eight years. You're obviously going to feel better about that person. So there are some questions. I want to go and dive into those questions. Let's see, you're those a question early on. How do I get over the catch points where companies want you to have experience which you need experience a good job yet? Listen, this is a good question. I get this question a lot. Like the way to get over this is to offer your time for free.

Right? And listen, this is a topic that is not very attractive to a lot of people might get it. If you can't afford to work for free, I understand, please hear me. But if you're in a position where you can volunteer like the hours of six to seven every night to take on one hour a day. So five hours a week for one client and town. So you can gain experience. That is how you get over the catch 22. That is how you do it. There are so many people right now that don't have the money to pay for people by that are needing work done more than ever, more than ever.

So now's the time to do it. So that's how you do it. It's a good question. Let's see here. I'm kind of going through. Just going through going through. What if you have no experience in it? Yeah, again, no experience. Same thing, right? You need to offer your experiences. You need to offer what you do, right? You know, I have people. My marketing team is working for free, right? Like they need to gain experience. And so I can give them the work that they have done for me. They can show what they've done. Right? Summer can show that she has read done a website for me.

And it looks awesome, right? And I'll be a reference and all of that. Andrew, are you a tier one vendor? Yeah, I don't know. If you want me to expound on that again, remember. So tier one vendors, they're usually a one, two, and three. Typically, typically, your tier one vendors gets the job orders first. Tier two gets them like two weeks later. And then tier three gets them like 30 days later. I'm making those things up. I don't know exactly, but that's kind of the duration of it. Let's see here. Yeah, hey, open source contributes. Yeah, absolutely. For no experience, open source contributes. Yeah, absolutely.

I think that's another way to do it. And then put that on your resume, right? Like, hey, listen, I did this. This is what I did. Right? Again, it's putting that information on your resume, which is incredibly important. So those questions that I just went over, I have those. If you want those, shoot me a DM. And I will share those. So again, questions to run over again as we wrap up here. One, how long has the position been open? Why is the position open? Does the client have the opportunity to bring me on full time after the contract? What is the conversion salary for my skillset?

What is the hiring manager's name? How many people have already interviewed for this position? Is this a tier one vendor? How many people has a recruiter place or has a team place? And how long has the recruiter been working with the client? So again, that's it today. I want to stop again short kind of bite-sized statements. There's a lot to unpack here. I totally get it. But again, today's session was how to navigate recruiters when it comes to contract contract to hire work. If you have any questions, shoot me a DM. Again, check out TaylorDetson.com. Join my texting community. We'd love to have you part of that.

One text message a day. So literally, I've had people message me lately that they have gotten a job or that they have gotten a job or that they have gotten $10,000, $15,000 raised because of some tactics that I have sent in that texting community. So make sure you're part of that. So I will get those down and get them loaded on my website, ASAP. Again, I appreciate you all. Oh, we got the man. Danny Thompson. Here's one. Love the questions. And I've always been using them for years. One of the biggest ones I always ask is, why is this spot open? Yes. Why developer leave is turnover really high?

Or are they growing pains? Yeah. Again, I had to go engineer, leave a project yesterday. He's only been there for two weeks. It wasn't him. It wasn't the project. He just got a full time off for someone else. And he took salary over contract. Again, you need to ask these questions. You need to tell the whole story. Again, if you don't know Danny Thompson, connect with him. He will absolutely rock your world. Danny, hope you do it well this morning, buddy. So again, thank you all for tuning in to guys capture to Quineph. I will see you tomorrow. Also, very excited. I'm starting to get guests.

I'm on this little bit of a Twitter kick lately. So I'm lining some guests up over the next few weeks to actually break down Twitter and how to use Twitter from now a job search, but also just a connection networking tool. So be on a lookout for some guests. A guy's got a 2.0. You all have a good one. Thanks again for everything. I'll see you again tomorrow.