episode 9 live - if you are in a position of hiring...listen.

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We're going to start everyone. Thank you again for tuning into guidance counselor 2.0 the live edition When I say live edition this was a podcast and then I moved it to my live show And then as always I have unicorn finders, which is actually my podcast And so very excited. We're gonna have a pretty cool guest mark I don't know how to pronounce his last name. I need to figure that out. Dalligesh He is from Melbourne Melbourne Australia. I think I tell you say that We're gonna live next Wednesday 6 p.m. He is he works for the number one job site in Australia He's an engineering lead and he is a I see you think it's a co-founder of some CSS modules, so really excited put down your calendar 6 p.m Next Wednesday.

That'll be a good one So everyone thanks again for tuning to the guys counselor 2.0 again comment at me where you're tuning in from would love to hear from you Also want to give a special shout-out to Alex Pooler Alex Pooler design at gmail.com. I think that was the email Alex Let me know if I'm wrong on that So Alex has been turning with me and he did the design work on this thing right so the guidance counselor 2.0 up here and Then the text me down here. It's flip-flops. So it's a little hard So Alex did all that so Alex. Thank you again for doing that man I have a team of interns right now They're doing a great job We're redesign the website somewhere to come there Taylor doesn't dot com is going to be lit as the kids say a lot of cool stuff there They were gonna rob probably next few weeks So all right, we're going to get into it.

So this This live session is for a little bit more for the hiring major side of things However, if you are on the job search, I think I think this is applicable. I think it's a little peel behind the onion But I want to kind of rant for a few minutes The tide of hiring managers using recruiters And not really using us Now I'm gonna go into that so you kind of know what I'm saying If you're paid a premium so recruiters the way we work for those of you who are watching we negotiate a fee With the company right so market average right for a sperm right if we're talking averages here is percentage wise 20% Of first year salary is kind of average If you want average talent you'll get it at 20% if you want the best debris talent we usually do 25 to 30% and So that being said I'm tired of companies paying premiums and not treating us like a partner It's really annoying why in the world are you gonna pay us to find people for you and then not trust us when we send you people?

Companies right now if you are watching if you're in a hiring position, please comment. I want to know your thoughts Why rant I still want to come at it from an empathy and be very kind during this and understand that companies have processes they have to uphold and I get it I get it but as a whole I think companies aren't leveraging recruiters. I've been very passionate about this lately of What that one single passionate lately? Um That if you're using a recruiter if you're using a recruiting firm Good morning from national LinkedIn user. I can't see you. I can't see you. I don't know why that why that is I need to I need to ask about that if you are using a recruiting firm and They send you a candidate and you don't feel confident Enough to either a hire that person immediately Because that is how much your trust should be within a recruiting firm or be if you're like Taylor come on man I need to at least have a phone call with him fine Have a phone call with him or her and then hire him or her that needs to be your comfort level and that needs to be your confidence level with the recruiter with a recruiting firm I'm sick and tired of companies Using five to 12 recruiting firms.

There's sling and resumes Right that literally defeats the purpose. Just just do your own recruiting just do your own recruiting. I think I lost some viewers already That's funny But just you know use us leverage us Um, you know really understand that we're here as partners with you because not many companies get that Not many companies understand That we're here to provide value I think again and And if you're watching this and you're in a hiring position so my team in Nashville my recruiting team in Nashville from a tech perspective A lot of people use recruiters and like oh, it's just one person Or two people.

No, we have the recruiting team at nine people nine people just recruiters Recruiting day and day out for you and on top of that my recruiting team is probably one of the fewer recruiting teams in vaco in the nation That is segmented out to skill sets Right the reason why I wanted to do that is architect the team out from a skill set perspective Is because it allows us to go deeper and allows us to get better within our domains So we have three recruiters in Nashville Me included actually four three and a half But just do development day and day out we meet developers day and day out meet talk all the time Talk developers all the time 520 plus developers a year is we meet we meet and talk to You know and if you want to extrapolate that out That means my team meet 1500 developers a year 1500 Right so we have three three people recruiting.

We have two people recruiting Functional as in business sales project managers QA quality assurance Right so they meet a thousand people a year right five twenty each We have one guy that just focuses On infrastructure 520 people cis admins deb ops cloud you name it recruits day and day out We have a we have another two people. They just kind of float right so that's another thousand people So my team is meeting over nine thousand people a year and you're telling me as a hiring manager that you're just gonna Interview our people three four times over and over when my team meets them test them References them and we send them over to you and you're just gonna go out.

I'm gonna go three more rounds with them You're you're you're not getting it. You're not getting it. I'm a little heated this more I'm a little heated a little heated I'm on one this morning as people say Because right now Companies think everyone's on the market. Oh unemployment numbers are so high We get we and again. I'm coming from a tech perspective We can hire we we can wait around Just hire who we want false. You're watching this in hiring position if you're gonna watch this eventually That's not true the good developers the good IT folks Are employed and you know what? They're getting called for more salary that you're probably giving them right now.

I will tell you this at Nashville I have seen github come into Nashville. I have seen Twitter. I have seen Zapier. I have seen who else Amazon I have seen these massive enterprise companies come into Nashville And offer your developers at your company if you are watching this probably your best developers your company $20 30 $40,000 more than they're making right now Right so then then let's talk about internal culture right if you're not incentivizing Allowing your senior people to make money or even your mid-order you juniors right you can ask them stud juniors If you're not incentivizing if you are not given those individuals Value within your company.

They're gonna leap and From a recruiting perspective if you are not leveraging with what we do The a thousand people a year meeting them referencing them testing them sending them to you And you're not leveraging us for speed to get them hired so no one else snatches them us the why in the hell Sorry, why in the hell are you using us? I don't get it So if you're in hiring there's a few people that are tuning in right now If you are in hiring with in tech and you're watching this I want you to comment why you don't trust recruiters And I bet no one's gonna comment no one ever does I I?

Post linked didn't post about hiring managers and why don't you trust recruiters and why don't you hire immediately? Nobody comments Again hiring's broken hiring's flawed right we can get into that I personally think contract to hire is the way to go at all all the time all the time a true contract to hire Basically a working interview for six months The candidate can see what your company's all about you can see what the candidates all about You still integrate them within your company like you're gonna convert them full-time if it doesn't work out doesn't work out At the end of six months they can go on and usually part-wise and no harm no fact But again, I think companies get so tied up and trying to find the perfect person Literally, I'm not kidding you when I started recruiting a national six years ago.

I had a company. I will not say the company Still mad still better six years later that said Uh, yeah, you're you're kidding. I'm not kidding. You're kidding. I had 90% of what we want, but we're gonna pass 90% we're gonna pass Tired of just tired of it and and again I understand right coming from a place of empathy That companies have standards. I get that. I'm not saying just hire everybody, but I'm saying Leverage recruiters the way they need to be leveraged Trust us as a vendor Right really recruiters like at Vaco like we sell it like Vaco. We should be an extension of your HR We should know your culture.

I know the culture of a lot of companies in Nashville a lot a lot a lot A lot you could comment now say hey, what's the culture of this? I'm probably know it if I don't I'll tell you But my thing is is that if you are watching this still 10 minutes through this ranked But you need to leverage recruiters you need to understand that right now the market is still competitive for the good ones is still competitive People are still hiring and now that everything is remote That companies are just picking people off right now easy easy I'm feeling personally as a recruiter on phone rolls and Cincinnati I'm feeling rolls of Raleigh.

I'm feeling rolls of Tampa Again, if you're watching this and you're and you think you're safe in if you're in hiring position You're in leadership and you think you're safe right now Because all of your people can work from home And and that's been an issue lately and now that's solved that false You need to keep iterating on new initiatives. We need to keep your people happy because people will leave you and if people leave you and you need recruiters Then you really really really need to use us and you need to use us correctly again We do all the legwork. We test. We reference.

We do everything Why in the hell are you not using us? I don't understand. I don't understand So that's my rant today. That was it. That was it. I'm just tired. I'm just tired companies Wasting my time. I'm companies top. I'm wait. I'm tired of companies wasting my recruiters time. My salespeople's time Also, by the way If your company doesn't allow remote right now. Whoa. Hassan. What's up, man. Hello from Turkey. Nice. What'd I do? Um, I'm international now I just want you to know that if your company has not fully I still have companies wanting people to move to Nashville for Q1 not happening Forget about it If you are a CIO CTO decision maker in your company and you want people on site in the Q1 not gonna happen You can watch this but not your wrong Taylor.

Nope Not wrong Because I'll tell you this. Oh sure maybe I'm wrong Sure bring your people on site. But I'll tell you this. They're getting nine 10 calls from fully remote companies elsewhere We've had companies we've got companies closed down their locations in Nashville completely completely Huge huge buildings in Nashville completely shut down period indefinitely Because of this and if you and you're saying you want your people on site Not gonna happen Again, this is tech specific right? I'm going on a rant if you're in retail restaurant tourism Obviously, that's gonna be a slow buildback So I'm talking about tech specifically if you want your people on site your culture's broken That means you have poor leaders.

I said it. I said I'm on one Again, not apologizing not apologizing. Not apologizing. That's what it if you want people totally on site It means you don't have faith in your leadership under you to manage your team Correctly because you're scared that people aren't gonna do their work. You're scared that people aren't gonna execute You're scared that people aren't gonna slack So if you're watching this and this is gonna be on my podcast if you're listening to this Or you watch this randomly Months later and you're a decision maker within your organization Understand that your culture is broken if you think you need to be on site.

So Everyone thank you again for tuning into for tuning in I appreciate it We'll Go ahead and Finish out this morning Again, I'm not mad. I'm not mad Just tired of companies not leveraging us So again, thank you for tuning in to guidance counselor 2.0 um Do you have any questions? Should be text Nope, text me 6 1 5 2 3 5 5 6 5 0 again shout out to Alex Pullman for the design work on your own to 2.0 Shout everybody tuning in Kyle keyshore Rob Hassan The one random LinkedIn users that I can't see again. Thank you for tuning in and we'll see you tomorrow.

I appreciate you