Recruiting Trailblazers

A quick 5 minute rant by Marcus : Whilst AI should be embraced  throughout the recruiting lifecycle - it is crucial not to attempt to replace the human connection that defines the best Recruiters in the biz!

In this enlightening episode of Recruiting Trailblazers, Marcus sits down with Kate Brogden, a seasoned professional in the executive search and recruiting industry. With over a decade of experience, Kate shares invaluable insights into her journey from a CPA at PricewaterhouseCoopers to founding her own boutique national executive search and recruiting firm, Evolve Partners. Tune in as Marcus delves into the catalyst behind Kate's entrepreneurial leap, the challenges she faced, and the innovative approaches that set Evolve Partners apart in a competitive market.- Marcus asks Kate about her transition from working as a CPA at PwC to entering the recruiting industry and eventually founding Evolve Partners. - Kate discusses the realization that sparked her decision to start her own firm, emphasizing the importance of innovation in recruiting. - Marcus questions the sales aspects of the business and how Kate adapted to it coming from a background with no sales experience at PwC. - They discuss the challenges of establishing a personal brand and the impact of social media on the recruiting process. - Kate shares her thoughts on performance management within her firm, highlighting the balance between motivational and metric-driven approaches. - The conversation steers towards the intricacies of the recruitment process, including comprehensive intake procedures, sourcing strategies, and the benefits of different search models (contingency, retained, and container). - Finally, Marcus inquires about the significance of creating a collaborative work environment and the culture at Evolve Partners.The three biggest takeaways from this episode are: 1. The importance of innovation in the recruiting industry can't be overstated. Staying ahead requires a willingness to adopt new strategies and tools, as highlighted by Kate's perspective on moving beyond traditional cold-calling metrics. 2. A comprehensive approach to client engagement, including a detailed intake process and transparent client communication, is critical for success in executive search and recruiting, ensuring a deep understanding of client needs and fostering strong partnerships. 3. Building a personal brand is essential for recruiters in the digital age. Utilizing platforms like LinkedIn to showcase expertise and connect with both clients and candidates can significantly enhance visibility and credibility in the industry.

This week -  a conversation between Marcus Edwardes, the host of Recruiting Trailblazers, and his guest Brad Terry, the owner of Crossvine Recruiting. Brad shares his journey from being a medical device sales rep to starting his own recruiting firm specializing in the medical industry. The conversation delves into the intricacies of recruitment, emphasizing the importance of knowing the domain, the recruiter-candidate relationship, the challenges with the contingency model, and candid discussions on candidate preparation and interview processes.1. *Brad's Transition and Crossvine's Recruiting's Focus:Brad shared his story of transitioning from a seasoned medical device sales representative to founding Crossvine Recruiting. This pivotal change was driven by his desire to leverage his deep industry knowledge and network to specialize in recruiting sales representatives and managers within the medical industry. Brad emphasized the value of his firsthand experience and insights from the medical sales domain in building his recruiting firm.2. The Importance of Domain Knowledge in Recruitment:One of the central themes of the podcast was the crucial need for recruiters to have a solid understanding of the industry they are recruiting for. Brad and Marcus discussed how possessing such knowledge not only boosts a recruiter's credibility but also enables them to engage in more meaningful and insightful dialogues with candidates. It enhances the recruiter's ability to screen candidates effectively, ask pertinent questions, and ensure the right fit between candidates and the roles they are being considered for.3. Candidate Preparation and Building Relationships:Both speakers delved into the significance of preparing candidates for interviews, noting that it's not about providing answers but equipping them with the right mindset and questions. This approach ensures that candidates can showcase their understanding of the role, the company, and effectively communicate their interest and fit to prospective employers. Moreover, the podcast highlighted the invaluable role of building genuine, trust-based relationships with candidates. Such relationships enable recruiters to truly understand candidates' motivations, aspirations, and suitability, facilitating a more personalized and effective matchmaking process.4. Navigating the Contingency Recruiting Model:The dialogue also explored the challenges associated with contingency recruiting, where recruiters are only compensated upon the successful placement of a candidate. Marcus and Brad discussed strategies for managing client expectations, emphasizing the necessity of clear, timely feedback, and the ability to prioritize engagements based on the level of client cooperation and commitment. They shared insights on the delicate balance recruiters must maintain, especially in competitive or economically challenging environments, to ensure their efforts are valued and lead to successful placements.3 Important Takeaways:1.  Knowing Your Domain is Critical: As a recruiter, possessing in-depth knowledge of the industry you're hiring for contributes significantly to your credibility with both clients and candidates.2.  Preparation and Relationship Building:  Preparing candidates thoroughly for interviews and building genuine relationships with them can considerably impact the recruitment process's success.3.  Challenges and Strategy in Contingency Recruiting:  The podcast shed light on the challenges faced in a contingency recruiting model and the importance of setting clear expectations with clients to ensure a successful partnership.

Susan Burke is the Vice President of Talent Acquisition for PeaceHealth. During the conversation, they (Marcus and Susan) delve into Susan's journey in the field of recruitment, the importance of building internal stakeholder relationships, and strategies for strategic talent acquisition. The podcast delves into the nuances of the recruitment process, highlighting the crucial role of recruiters as consultants and emphasizing the importance of creating a high-quality candidate experience.In the initial segment of the podcast, Susan talks about her professional journey in the recruitment sector from agency recruitment to being the VP of Talent Acquisition. She underscores the importance of exposure to diverse industries and the ability to flex recruiting styles to achieve success in corporate talent acquisition.In the middle section of the conversation, Marcus and Susan discuss the qualities they look for in recruiters, such as passion, persistence, resilience, and the ability to build relationships. They also emphasize the challenges in building internal partnerships, highlighting the critical importance of investing time in understanding business needs. Susan also elucidates on the intake session and the crucial role of recruiters in understanding the business and representing it to potential candidates accurately.Towards the end, the conversation focuses on the importance of ensuring a positive candidate experience throughout the recruitment process, from maintaining continuous communication during the feedback loop to providing constructive feedback to candidates about their interviews.The 3 biggest takeaways from the podcast were:1. The role of recruiters is not just about sourcing and submitting candidates but also about understanding the business and functioning as consultants to the hiring managers.2. Building internal stakeholder relationships is crucial for smooth recruitment processes. It is essential to invest time in understanding the business needs to find the right candidate for the job effectively.3. Ensuring a positive candidate experience is essential for maintaining a good employer brand in the market. This includes providing constructive feedback to candidates and maintaining open lines of communication throughout the recruitment process.

185 episodes in the can, over 100K downloads, I think it might be time to move on. Thanks to everyone for your feedback - please let me know your thoughts!Marcus@marcusedwardes.comhttps://www.linkedin.com/in/marcusedwardes/

The Evolution of Talent Acquisition: An Interview with Laura VictoriaIn this engaging episode of 'Inside HR', host Marcus Edwardes sits down with Laura Victoria, a seasoned professional in Talent Acquisition spanning 25 years across diverse industries. Their candid conversation delves into the challenges and triumphs of Talent Acquisition, exploring aspects such as the vital role of communication among TA leaders, changes brought by AI in the recruitment field, the significance of balancing structured interview processes along with intuition, and the impactful human element necessary in interviews. They further touch upon "likeability" as a factor in the hiring process and chat about its diminishing importance in the face of skills and experience. They question traditional recruitment practices, notably analyzing the 'would you have a beer with them?' metric often used informally to gauge a candidate's fit within a team.A lighter moment is shared when Marcus recalls a peculiar incident when a candidate vaped during a zoom interview, underlining the exceptional circumstances recruiters sometimes find themselves in.To cap off the conversation, they highlight the critical role communication plays throughout the recruitment process, the potential downsides and benefits of leveraging AI in interviews, and the importance of moving away from automated, impersonal interviewing towards a more human, intuitive mode of candidate interaction.

Summary:In this podcast episode, Marcus Edwardes discusses the negative impact of mass outreach and the importance of prioritizing quality over quantity in communication. He highlights the commoditization of connection and the erosion of trust caused by generic and manipulative email campaigns. Marcus suggests a paradigm shift towards personalization, valuable content, relevancy, and targeting. He emphasizes the need for genuine interest, concise and valuable content, contextual relevance, and tailored messaging. Marcus encourages recruiters to differentiate themselves from AI-powered outreach and focus on building trust and fostering meaningful connections. By implementing these strategies, recruiters can outwit the competition and initiate conversations that excel in the marketplace.

Marcus opines on the importance of the human touch in the age of AI recruiting - touching on:The Rise of AI in RecruitmentTechnology is transforming the talent hunt....The Essence of Hiring Lies in Understanding HumansNot just data- but empathy, passion, curiosity, vulnerability, and humor....AI's Assistance to the Modern RecruiterThink about sourcing and screening....AI Lacks EmpathyAI can't really gauge a candidate's cultural fit, or their passion for a role, or their emotional intelligence....The Importance of Human Traits in Building RelationshipsThe Future of Recruiting: AI + Humans

In this cracking podcast episode, host Marcus Edwardes and seasoned executive recruiter David Wells explore various facets of recruitment ranging from the initial transition into the sector to the present-day intricacies of agency recruitment. Wells shares invaluable insights on his recruitment methodology, emphasizing the significance of relationship maintenance with candidates and the 'give-to-get' principle during initial candidate correspondence. The conversation also sheds light on diverse topics encompassing the impact of automation on recruitment and the importance of storytelling as a recruitment tactic.Initial Transition into RecruitmentCurrent Challenges in Agency RecruitmentAutomation in RecruitmentThe Role of Storytelling in RecruitmentEffective Candidate Outreach StrategiesHandling First Candidate CallsThe Importance of Relationship BuildingThe 3 Biggest Takeaways:Relationship-building is crucial in recruitment: David Wells emphasized the importance of nurturing relationships with candidates. He shared his technique of a 'give-to-get' approach during the initial candidate interaction, which ultimately benefits the recruitment process.The role of automation and personalization in recruitment: The conversation shed light on the significant impact of automation on recruitment. David explained how personalization and focused targeting can make outreach more effective, moving beyond a reliance on automated messages.The art of presenting opportunities: David stressed the significance of how opportunities are presented to candidates. He noted the importance of being a good storyteller to build connections with candidates and present job roles in a manner that aligns with their career aspirations.

In this episode of Recruiting Trailblazers, Marcus Edwardes engages in a revealing conversation with Jerry McMillin, the director of technical recruiting at ClickUp. They delve deep into the intricacies of internal and agency recruiting, the role of personalized outreach, the impact of tenure, the importance of work ethic, and the changing dynamics of the recruiting industry. They also explore candidate experience, relationship with stakeholders, and the outlook for internal recruiting.Insights into Internal and Agency RecruitingMarcus speaks with Jerry about the different and similar challenges of internal and agency recruiting, how each role requires a unique mindset, and the consideration of individual transitions in hiring decisions....The Role of Personalized Outreach in RecruitingJerry explains how personalization, relevancy, and flattery are essential in outreach. Whether contacting candidates or clients, it's crucial to ensure each message is genuinely pointed at the recipient, rather than being sent as a blanket statement....The Influence of Tenure in Hiring DecisionsThe discussion pivots around the influence of tenure on hiring decisions. Marcus asserts that tenure importance varies based on context and that every resume tells its unique story providing nuance and insight into the candidate's experiences....Work Ethics in RecruitingFollowing the premise on the unteachability of hunger, Jerry shares how a candidate's degree of dedication and passion can be a determining factor in hiring decisions, often going beyond raw skill....Outlook for Internal RecruitingTouching on the future implications for internal recruiting, Marcus talks about its evolution, how the focus on quality over quantity will become increasingly important, and the potential for more contractual roles and relationships with agencies....Candidate ExperienceThey round up the conversation discussing the significance of the candidate's interview experience and how enhancing this experience can also benefit the company in return if the candidate now acts as an ambassador to your brand.Here are the top 3 takeaways from this podcast:1. Personalized Outreach: Personalization in outreach can have a significant impact on the responses received by recruiters. Jerry emphasises how adding a personal touch, highlighting relevancy, and consistent quality communication can build a long-lasting relationship with both candidates and hiring managers. 2. Work Ethics: Jerry stresses the importance of hunger and dedication toward one's work. Regardless of the skill set currently possessed, if a candidate is passionate and willing to learn, they can become valuable assets to the company. 3. Role of Tenure: Both Marcus and Jerry brought up the role of tenure in hiring decisions. They discuss how every resume tells a unique story and the role of tenure is often contextual rather than an absolute deciding factor. Inspection should be done on a case-by-case basis and interpretations should be made in light of the candidate's entire job history. This conversation provides insightful perspectives on the nuances of recruitment and how certain strategies can affect the hiring process. The primary theme across points is that both candidates and recruiters benefit from a personalised, committed approach with a focus on long-term growth and adaptability.

In this episode of Recruiting Trailblazers, host Marcus Edwardes welcomes back expert labor economist, Andrew Flowers from APPCAST. The discussion circles around critical trends shaping the world of recruitment and labor markets for the upcoming year, 2024.The pair embarked on the conversation by touching on the imminent hiring slowdown in 2024, with a special focus on standing up positions vs sitting down positions. They delved into how the hiring demand for knowledge workers or the laptop class would cool off, while demand for direct care providing or production workers, the standing up roles, would heat up significantly.Next, Andrew throws light on an unexpected increase in job seeker activity, supported by the massive transition of women and immigrant demographics into the labor force. They discussed how the strong U.S. economy acted as a magnet for global immigrants, which boosted the number of job seekers.Following this, they explored the changes in commercial real estate entwined with work-from-home policies, viewing it as a reckoning period for corporate real estate. With a substantial shift towards remote work and a decrease in office space utilization, Andrew sees corporations grappling with strategic decisions related to maintaining office space and personnel policies.Finally, they delved into how AI could become a staple in recruiters' day-to-day workflows. Andrew anticipates an increased adoption of AI tools like chat GPT by recruiters to perform mundane tasks, leaving them to focus on judgments and decisions that require a human touch.1. Market Demands: Understanding market needs and demands will contribute significantly to recruiting strategies. 2. Flexible WFH policies: Companies that provide options for remote work have an advantage in recruiting talent. 3. AI Augmentation: Utilizing AI to augment recruiters' work can make processes more efficient and scalable.

In this enlightening podcast episode, Marcus Edwardes engages in an exploration of the role of a recruiter in the era of AI and chat GPT with Ben Otero, the Head of Global Talent at Doorloop. With their combined industry knowledge and distinct insights, they delve into major aspects of recruitment, detailing how these processes are evolving with time, and what recruitment might look like in the future.- The role and importance of a recruiter in today's evolving recruitment landscape. - The impact of relationship building on modern day recruitment. -- The potential role of AI and chat GPT in streamlining recruitment processes. - Proposed future recruitment model: The 'Recruiting Architect'. - Predictions about the impact of AI and chat GPT on recruitment.Key Takeaways:1. The AI and chat GPT era will not eliminate the human element in recruitment. In fact, the ability to build relationships and offer personalized recruitment processes continues to be a competitive advantage. 2. The 'Recruiting Architect' hypothesis suggests a future recruitment model that could hybridize the recruitment tech stack, optimizing talent acquisition strategies. 3. Despite the potential of AI and chat GPT in recruitment being largely untapped currently, recruiters must keep pace with these technological advances to increase their utility and effectiveness.

Welcome to the Recruiting Trailblazers podcast! In this episode, Marcus Edwardes interviews Logan Marsh, a global talent acquisition leader and startup advisor. They discuss various topics related to talent acquisition and leadership. Let's dive into the key points covered in this episode:- Marcus introduces Logan Marsh, a global talent acquisition leader and startup advisor. - They discuss the biggest challenges faced by TA leaders today and the key to navigating those challenges. - The qualities and skills that make a great recruiter and how to identify them during the interview process. - The biggest misconceptions about the TA leadership role and how it differs internally and externally. - The importance of communication in leadership and how it can bridge the gap between supporting the team and meeting leadership expectations. - The role of AI in the recruiting industry and how it can augment human recruiters. - The future strategy for building out the talent acquisition function, including the use of external services and a more balanced approach to resource allocation. - The need for talent strategists who understand both the art and science of recruiting and can influence workforce planning. - The challenges and complexities of being a TA Leader in today's rapidly changing landscape. - The importance of being a well-rounded leader with expertise in recruiting, technology, and HR.And here are the three biggest takeaways from this podcast:1. Communication is key: As a TA leader, clear and effective communication with your team and top-level management is essential for success.2. The IT factor: When hiring recruiters, look for those who possess soft skills such as curiosity, sense of ownership, drive, and problem-solving abilities. These qualities set the best recruiters apart.3. Embrace AI: AI can be a valuable tool in the recruiting process, particularly in areas like sourcing. Recruiters should learn to embrace and utilize AI to improve efficiency and focus on the human aspects of recruitment, such as building relationships with candidates and clients.

This week's guest is TA Leader, Julie Coucoules.Julie and Marcus discuss their top five holiday movies:  - Julie's number one pick is "Love Actually".  - Marcus' number one pick is "Elf".  - Julie's number two pick is "Home Alone".  - Marcus' number two pick is "The Family Man".  - Julie's number three pick is "The Holiday".  - Marcus' number three pick is "Planes, Trains, and Automobiles".  - Julie's number four pick is "It's a Wonderful Life".  - Marcus' number four pick is "Die Hard".  - Julie's number five pick is "Edward Scissorhands".  - Marcus' number five pick is "It's a Wonderful Life".  They discuss some honorable mentions, including "How the Grinch Stole Christmas", "Bridget Jones's Diary", "Lethal Weapon", "Trading Places", "Rudolph the Red-Nosed Reindeer", and "Charlie Brown Christmas".

In this episode of 'Recruiting Trailblazers', host Marcus Edwardes sits down with Joe Kotch, a 30 year veteran of the recruitment industry with extensive experience across various sectors. Their engaging and insightful conversation traverses the landscape of the recruitment business; covering internal and external recruitment dynamics, relationship building, the impact of technology, and the essential shift towards candidate experience-focused recruiting.Joe's LinkedIn https://www.linkedin.com/in/joseph2470/Topics discussed:- Transitioning from external to internal recruitment and how both sectors operate. - The crucial role of relationship building and having a human-to-human connection in recruiting. - Importance of candidate experience in every aspect of recruitment, and how it influences recruiters to always aim for a win-win situation. - The impact of technology on the recruitment process, how it complements the art of relationship building and the importance of being data-driven. - The necessity of having an established and understood set of metrics to evaluate the success of a recruitment process. - The approach agency recruiters should have when building relationships with internal talent acquisition leaders.- The need for deep understanding and connection with candidates as a recruiter, thereby treating them like a human, not just a resource, is pivotal for improving candidate experience. - Utilizing technology to its maximum benefit, informing and supporting recruiters, should be considered, but not at the expense of humanizing the recruitment process. The balance between art (relationship) and science (technology) in recruitment is essential. - Evaluating success using established metrics assists recruiters in understanding where to focus their efforts and time, hence streamlining the recruitment process. It also helps in setting realistic expectations and standards for the recruitment process.Top 3 Takeaways:1. Importance of Humanized Approach in RecruitmentThe need for deep understanding and connection with candidates as a recruiter, thereby treating them like a human, not just a resource, is pivotal for improving candidate experience....2. Optimal Utilization of Technology in RecruitmentUtilizing technology to its maximum benefit, informing and supporting recruiters, should be considered, but not at the expense of humanizing the recruitment process. The balance between art (relationship) and science (technology) in recruitment is essential....3. Significance of Metrics in Streamlining Recruitment ProcessEvaluating success using established metrics assists recruiters in understanding where to focus their efforts and time, hence streamlining the recruitment process. It also helps in setting realistic expectations and standards for the recruitment process....

This podcast  is a fascinating conversation between the host, Marcus Edwardes, and his guest, Marta Riggins. The dialogue sheds much-needed light on employer branding's significant role in the recruitment process, employee engagement, and overall business success. Marta, a strategic consultant specializing in employer branding, breaks down the concept of employer branding and explains how it serves different business sizes.Outline:1. Marcus introduces himself and the podcast, "Recruiting Trailblazers," and hints at the conversation's main topic—employer branding.2. Introduction of guest speaker, Marta Riggins, her career path, and expertise in employer branding discussion.3. Discussion about Marta's background and personal achievements outside of her professional roles.4. Introduce the main topic—employer branding. Explanation of what employer branding is and its significance.5. Discussion on the relevance of employer branding for different company sizes, from startups to established corporations.6. Discussion about the negative impact of mishandled layoffs on a company's employer branding and reputation.7. Analysis of employee engagement being tied to employer branding and how engagement levels can reflect the effectiveness of the employer's branding strategies.8. Understanding the differences between employer branding and recruitment marketing.9. Sharing the experience of how employer branding can play into company benefits, diversity, and inclusion efforts.10. Closing thoughts on the importance of authenticity in employer branding strategies and the direct impacts of employer branding on employee retention and company growth.Top Three Takeaways:1. Authenticity is Essential: The podcast emphasizes that authenticity in employer branding is crucial. If companies market brand aspects that are not true to the experiences of their employees, the falsehood will potentially be exposed, which could severely affect the business's reputation.2. Employer Branding Affects Both Attraction and Retention: As Marta shares, not only is employer branding essential for attracting new talent but also in maintaining the engagement of current employees. Especially in difficult times, such as layoffs, a strong employer brand can significantly influence the company's reputation.3. Employee Engagement Metrics Provide Insight into Branding Strategy: Marta illustrates that regular assessments and implementation of data regarding employee engagement can help in crafting an effective employer branding strategy. This, in return, could better align the company's actions with their employees' expectations, furthering both business efficiency and employee satisfaction.

Amanda is the Founder and CEO of Mindful Growth Partners. Embracing the Journey of AI: An Interview with Amanda HalleIn this episode of Recruiting Trailblazers, host Marcus Edwardes interviews Amanda Halle, founder and CEO of Mindful Growth Partners, who specializes in preparing businesses and individuals for a technology-driven future. Halle shares her journey from currency trading to HR, discussing the role of data and her efforts in pioneering the usage of AI in the People Data Space. She elaborates on her new AI newsletter, 'Unraveling AI', which aims to educate people about the implications of AI in everyday life. Halle highlights the use of chatbots like Chat GPT and Oasis in recruitment, HR, and content creation but acknowledges the fear revolving around AI and job displacement. The discussion also covers the need for transparency in AI usage, the gender gap in AI usage and the potential education system adaptations to AI. Despite the looming threats, Halle concludes by expressing her hope for a future where humans and machines work collaboratively, optimizing the way businesses and teams operate.00:05 Introduction and Guest Presentation01:18 Amanda Halle's Journey into AI02:19 AI's Potential in HR and People Management03:21 Transition from Currency Trading to HR04:08 AI's Role in the Future of Recruiting05:00 AI's Impact on Job Market05:43 AI's Role in Streamlining HR Processes08:31 AI's Potential in Revolutionizing Talent Acquisition10:31 AI's Impact on Job Roles and Skill Development11:04 AI Tools and Their Applications20:47 AI's Potential Bias and Ethical Considerations25:18 Becoming an Expert in AI27:13 The Future of AI in Business Operationshttps://www.linkedin.com/in/amanda-halle/

In this episode of Recruiting Trailblazers, host Marcus Edwardes converses with the distinguished talent acquisition professional, Melissa Grabiner. Melissa, with her impressive 25 years of experience in HR services and a considerable following on LinkedIn, shares her insights on the current trends and challenges in recruitment, especially during the economic downturn. The duo discusses the value of networking and the instrumental role that LinkedIn plays in a successful job search. Melissa provides valuable advice on optimizing resumes, the do's and dont's of job applications, and the importance of consistent interaction on platforms like LinkedIn. The conversation concludes on an encouraging note from Melissa to all job seekers, reinforcing the importance of persistence and active networking.I. Introduction    A. Host Marcus Edwards introduces the guest, Melissa Grabiner, and shares her background in talent acquisition and noteworthy LinkedIn following.    II. Discussing Current Trends in Recruiting    A. Melissa and Marcus talk about the current state of the recruiting industry, particularly during the pandemic-induced economic downturn. III. Melissa's Perspective on the Industry    A. Melissa shares stories and insights from her extensive experience in talent acquisition.    B. She discusses the prospects for recruiters in the current market and her hope for a positive turn.IV. Importance of Networking    A. Melissa shares her philosophy on the importance of networking for job seekers.    B. Marcus reads out one of Melissa's influential LinkedIn posts emphasizing the significance of self-advocacy in career progression.V. Resume Building & Job Applications    A. Melissa provides useful tips on tailoring resumes for specific job applications.    B. She discusses the right and wrong approaches to job applications, debating on the idea of "apply and pray".    VI. Harnessing the Power of LinkedIn    A. The importance of LinkedIn as a tool for job search and networking is discussed in depth.    B. Melissa shares her strategy for engagement and interaction on LinkedIn, including posting relevant content and responding to comments.VII. Encouraging Words for Job Seekers    A. Melissa wraps up the conversation by encouraging job seekers to stay persistent and keep networking.    B. Marcus wraps up the podcast, thanking Melissa for her insights.https://www.linkedin.com/in/melissa-grabiner/

Holden Lager is a Talent Acquisition Leader with 8+ years of experience in the Staffing & Recruiting Industry. The first five years were spent on the agency side, leading a variety of professional recruitment teams. Three years ago, he transitioned to head Internal TA at Eastridge Workforce Solutions, a 100% Employee-Owned staffing firm based out of San Diego, CA. The conversation touches upon Holden's career journey, his views on popular films like Wolf of Wall Street and Forrest Gump, the specifics of Eastridge's business model, and a discussion about recruitment dynamics in times of economic changes. They also talk about strategies to recruit recruiters, the impact of layoffs in the recruitment industry, and the best practices to get a job in agency recruiting. Holden gives advice on how to stand out and what they look for in their applicants. He emphasizes the importance of reflecting Eastridge's values and DNA in applications to get noticed.1. Overview and journey of Holden Larger in the recruitment industry and his experience working with Eastridge Workforce Solutions.2. Eastridge Workforce Solutions' business model, its core operations, and its business arms.3. Holden's favorite movies and a discussion about their relevance to recruitment and business.4. Dynamics in the recruitment industry, specifically the trend of internal recruiters transitioning back to agency recruiters.5. The impact of layoffs in the recruitment industry and how it affects both corporate and agency recruiters.6. Strategies for recruiting recruiters; challenges in explaining the unique work of recruiting recruiters.7. Tips for candidates looking for a job in agency recruitment, the importance of creating a compelling LinkedIn profile, and having a personalized message.8. Evaluation criteria Eastridge uses to assess potential recruiters, including KPIs, growth, awards, and career history.9. Eastridge's values and DNA, and how aligning with these can indicate a potential fit for the company.

In this episode of Recruiting Trailblazers, host Marcus Edwardes discusses with guest Krista Tan, her journey from Premier Talent Partners to a tech startup, Field Guide, and her new venture, Talent Collective. They discuss the challenges of retaining personnel in recruitment agencies and how hard economic times can affect job roles in recruitment. They also discuss Krista's new community, Talent Collective, created specifically to aid female professionals in the talent attraction sector. The conversation also covers the potential impact of AI on the recruiting sector, both in rebuilding internal department strategies and in career development for recruiters. Krista also shares tips on job hunting for recruiters based on her own experiences.1. **Introduction of Episode and Host**: Marcus Edwards introduces himself and the podcast, Recruiting Trailblazers.   2. **Introduction of the Guest**: Marcus introduces Krista Tan and provides a brief background of her professional journey in talent operations and her initiative- Talent Collective.   3. **Krista's professional background**: Krista explains the start of her career at Premier Talent Partners during the 2008 recession and how she transitioned to a series A tech startup, called Field Guide.4. **Discussion on Staff Retention**: Marcus and Krista discuss factors that led to her long tenure at Premier Talent Partners and what agencies need to do to retain their people for longer periods.   5. **Impact of Economic Downturns on Recruiting**: They discuss the impact of economic downturns on the recruitment sector, highlighting how the 2008 financial crisis shaped recruitment trends and how current similar situations are affecting recruiting roles.   6. **Introduction to Talent Collective**: Krista provides an overview of Talent Collective, a new community aimed specifically at helping women professionals in the talent attraction industry.   7. **Upcoming Attractions and Structure of Talent Collective**: Krista gives an overview of the community's upcoming events and the membership structure.   8. **Role of AI in Rebuilding Internal Departments**: The conversation shifts to the potential impact AI might have on recruiting departments, both in building talent acquisition strategies and in career development for recruiters.    9. **Job Hunting Tips for Recruiters**: Krista provides tips for recruiters on job hunting, emphasizing the power of networking and setting professional boundaries.10. **Closing Remarks**: Both Krista and Marcus conclude the conversation with a look towards future collaboration.Ways to get in touch with Krista: krista@talentcollective.community Connect on LinkedIn Join the Talent Collective Community platform here Talent Collective Website