why recruiters do things

full transcript

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

So let's dive in to this show this morning about working with recruiters. So first off, you need to interview recruiters just like they interview you. All right. Here's three questions that you need to ask recruiters when they call you. Right. The first question is, hey, Taylor, thanks for hanging out with me. How many people have you placed last year? I will tell you this that I placed around 50 people last year, five zero, 50 people last year. It varies within industries. It varies within skill sets, but I'm around the 50 mark. It could be more than that. It could be less than that. But I think you need a good number.

Like you need a relatively number around the 50 mark. Right. Some people may only do 25. I still think that's solid depending on their book of business. But the first question that you need to ask recruiters when you meet with them is, hey, Taylor, how many people would you place last year? But like, hey, that's a really good question. I placed around 50 people last year and I have placed around 500 people in my career. Right. 50 people a year is kind of what I average. The next question that you need to ask recruiters when they call you for a job and know they interview you is, hey, Mr.

Mr. recruiter, do you have a specialty? Do you have a specialty? All right. Now you're probably like, Taylor, what is a specialty? Please expound on that for me. What is a specialty? A specialty is if a recruiter focuses on a specific skill set. So for me, I focus on software development. Right. That's what I do. I focus on the software and engineering. Because I do data engineering too. I do all the engineering, engineering in general. Right. But I have two people on my team at Vaco who just do business analyst, project managers, QAs. Right. So we do that. Right. And then I have two, two or three other people that just do the cloud sys admins, DevOps.

Right. So the reason why recruiters are so bad at what we do amongst, there's a lot of reasons why we're bad. But one of the reasons why, one of the reasons why that we are so bad at what we do is because a lot of recruiters have to span the entire technology skill sets, like all of them. Right. So one day recruiters is going to be recruiting like. DotNet developers, BAs QAs. And then the next day, they're going to be recruiting DevOps sys admins. Right. And they bounce back and forth. And so you, so then, so then you wonder, dad, don't like, why is this recruit up?

No idea what they're talking about. Well, it's because we got to bounce around and we don't have time to actually learn anything. Right. Which is one thing that I deal with my team, which is why if you use us, which is why if you use us for me, for a made client perspective and want to hire us and want to engage with us in roles, we have specialties pretty much every single recruiting firm that you work with from a hiring perspective does not have specialties. We do. That is something I put in place to make sure that we are deep, not wide. Right. Again, the industry, the recruiting industry, the whole has to go deep.

We have to stop going wide. We need to get narrow. We need to take care of people. We need to get more intentional. Right. So that's the second question. Third question is, is, Hey, Mr. Mr. McRue, how do you keep up with cancer? You just met. Right. This really important. My answer is Excel. I have an Excel spreadsheet of all of my recent people that I've met. And then we have a internal CRM that we use called bullhorn shadow bullhorn. I think it's a pretty good product where we keep track of everything that all the people we've ever met in my entire career. Right. I would also ask a recruiter, Hey, Mr.

Mr. McRue, if this position doesn't work out, if you and I can't work together on this specific role, is there a way where we can stay in touch or you touch base with me moving forward? Right. So for me, I have an email that I send out to all my people that I've ever met every quarter. A lot of people unsubscribe. That's okay. It doesn't hurt my feelings. Right. I also have a text message community. I have my own personal email newsletter. Right. I have specific things that you can join to stay in touch with me. Right. A lot of recruiters do not do that.

I think it's incredibly important because here's the deal. If you're not a fit for this role, but you like the recruiter and want to stay in touch with them, it shouldn't be responsibility to like costly check in with them. They should check in with you. So that's that's nothing. Hey, Mr. McRue, how do you check, how do you keep up with cans currently? And then how do you keep in touch with candidates moving forward? So those are three questions I want to ask. Also, I have had a few questions come in that I want to ask as well. So recruiting is about communication and networking.

Why do people with extreme limited, limited language skills from the English perspective? A system columns as recruiters. Right. If I have countless phone calls or voicemails, I literally do not understand why they're why they're calling me what they're saying. Listen, I get this a lot. Right. There is a lot of overseas recruiting firms. Right. You should see my email inbox. Right. So if you're getting called by somebody overseas that you cannot understand, that is a normal thing. And their believe it or not, there is there is money that can be made. There are sometimes there are some candidates out there that like don't care where they get the job from.

They just want the job. And so they're successful with that. Right. Obviously, I disagree with that strategy, but people are successful with that. And so that happens. That is why you get called sometimes by people you cannot understand by people overseas because it's cheap. And it's more of a shotgun approach in regards to finding candidates. So that's why that happens. Another recruiter, another question I get is why do recruiters constantly know nothing about the company culture, team structure, the hiring manager's manager's talent, why the employer is looking to bring someone in. What is the intent to go environment? Surely it's their job to know stuff.

And I'm going to end on this question today. I'm going to repeat that question one more time because this hits home and I can rant on this for a hot second. Why do recruiters constantly know nothing about the company culture, team structure, hiring manager, et cetera. The reason for that is because we take it's all about speed in our industry. Because I will tell you this, unfortunately, Vaco, we get beat. We get beat a lot because we take time for our candidates. Right. We are having an issue right now between the sales team and the recruiting team within my division. And that we feel as an organization that we can't get candidates out fast enough.

Right. We feel like we are losing to the competition, but I will tell you this the reason why we are losing to the competition is because we are taking time to at least test the candidates on something that they are experienced with. We take the time to do a zoom call, which depending on the recruiters backlog with how much stuff they have to do could be a few days out. Right. And then on top of that, we try to do some sort of informal reference to make sure the candidates not crazy. I will tell you this, 99% of other recruiting firms out there are not doing that.

And that is why we are getting beat. So I will tell you this, if you are in a higher measure watching this, first off, thank you for keeping watching this 10 minutes through. But I will tell you this, if you want a firm that does things the right way and you get quality cans and want to have a partner, you use us. If you want resumes, fine, go use somebody else. We are not going to be the best decision. We are not going to be the best choice for you. We are just not. Right. I said this the other day, if you're working, if you're working with a recruiting company and they're sending you 10 resumes right now for one role, they are doing it wrong and they are not good at what they do.

My team is scrapping climb to get two to three resumes per one job order that are qualified, that are qualified. If you are getting 10 resumes from a recruiting company, they are not doing their job correctly and they are wrong. Clay goes, Clay, another recruiter fella recruiter, a big thing to do is study those job orders religiously. If you don't know what you're pitching, you have no business pitching at Clay, preach. That will preach on this Thursday morning. Clay gets it. Clay gets it. I would work with Clay. Right. And so what I'm saying is that again, that is the point, the recruiters who actually do it the right way lose more time than not.

I can't tell you how many candidates I have lost because I have been methodical. I have wanted to do the right thing and there are recruiters out there who sling their resumes everywhere. And listen, I'm not mad at my candidates. I'm not mad at my candidates. Like they got to take care of their family. They get offers first props to them. Not mad. No hard feelings. But I lose. My team loses because we try to take time. Sal, appreciate you tuning in, man. Sal goes, it takes time to build that relationship and it is worth the time. Absolutely, man. Sal gets it. Sal's candid in mind.

He's a rock stars consultant with us. Six, seven products to this point. Absolute rock star. So again, Sal, thank you so much. All right, y'all. That was it. That was it today. I appreciate you all the time for tuning in again. Dines Council 2.0, GC 2.0 going live every day now from here on out. The job search does not sleep. The job search does not take a day off and either why. So Monday through Friday now from here on out, we were going live. That's my promise to you. Time may be a little different. But just make sure you have, make sure you have notifications turned on for me on LinkedIn.

So when I go live, you get that. Yeah, it's quite a habit. You have a contract contract currently, flooding my inbox. Yeah, Clay gets it too. He's getting those overseas emails as well. Con, I appreciate you. I was working out to Van Halen, you're just like, man, this is a great like intro song for the live show. So you need to work in more 80s, bang. There's any other suggestions for 80s, bangers. Shoot me a DM. Anyways, love you on the death. Y'all have a great Thursday. I'll see y'all tomorrow morning. Peace.