Bethany Laiti

📊 This is what the market looks like, in June 2024. The (in)famous Layoffs.fyi tracker shows that layoffs have finally slowed down these past few months. They are still happening on a smaller scale - and now have revamped as 😔 OFFER RESCINDS - these are hurtful to see. You went through the effort to make a positive impression on all occasions, negotiated your way through an offer, gave your notice, and potentially relocated, and all of that is washed away in a single mail. 😔 GREEN BANNERS - there are still too many of these and far less than the PURPLE BANNERS ( #hiring ). But It is getting better People are ditching the green banner and starting new gigs (🥳🥳🥳) 📈 There are more roles in the market -> More leadership & GTM roles 📈 Investment rounds being announced -> Companies expanding and going global 🚀 Startups turning into scale-ups 🦄 Scale-ups turning into unicorns Not all roles are public though ❌ Don’t rely on the Jobs function ✅ Search #hiring #wearehiring and similar # just like you would on a different social media ✅ Check the companies you are following ✅ Go to their website -> Check their careers You might see a lot more jobs in places where others don’t look Connecting with leaders and following companies ---> THAT one opportunity might just pop up on your feed. Check these # for more jobs on your feed ⬇️ #WeAreHiring #JoinOurTeam #CareerOpportunities #JobOpening #HiringNow #JobSearch #JobAlert #NowHiring #WorkWithUs #ApplyNow #Hiring #JobSeekers #CareerGrowth #Recruitment #Careers #TeamExpansion #JobVacancy #NewJob #JobHunt #JobListing

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Attn Hiring Mgers Unsure whether to opt for a Fractional Executive or Consultant? ➡️ Let's weigh the options. While each may bring similar skillsets to the table, a Fractional Exectuive is going to help you solve complex challenges and/or get a project done so that your business can advance. ➡️ We know finding just the right expertise can be daunting. Schedule a call to learn about our extensive roster of Fractional execs and how we quickly identify top talent. ➡️ Calendar: https://bit.ly/4brcl8P #HiringAdvice #CareerTips #JobSearchAdvice #RecruitmentInsights #InterviewTips #Insurance #Insurtechs

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Are you on the hunt for a new role? Frustrated about the lack of response when applying to viable jobs on LinkedIn? Remember a few critical tips and tricks to allow for you to have the best outcome. 1. Make sure to tailor your resume for a job when needed 2. Follow up, follow up, follow up....professionally but it is needed. Everyone is spread thin and doing what they can. 3. Apply to roles that make sense 4. Network as much as possible 5. Add your contact info to your LinkedIn About section. Add a job search specific email. The easier to reach you, the more people will contact you. It is a tough market and we are here to help! Scientific Search #recruiting #jobsearch #biotech

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Let’s play a game. I’ll suggest 3 uncommon recruiting metrics people should actually look at, then you tell me why I’m dumb. No, seriously. Unlike a lot of common recruiting metrics, Jeff Smith and I think these have a practical application. But we’re just a couple of dudes talking on LinkedIn (and as we’ve covered, no one on LinkedIn knows anything.) 1. Percentage of candidates who make it through multiple interviews. Submission-to-Interview and Interview-To-Hire ratios get skewed by a few things. False starts, changing requirements (often from first time position hires), and the dichotomy of hiring managers who act on the first good candidate vs those who need to see a hundred. (Different discussions for a different day.) The true purpose of recruiting is to make hires. But as a top of the funnel goal, isn’t just getting solid people, who fit the job *and* want it, a sign you’re on the right track? Isn’t simply tracking the ratio of candidates who made it to multiple interviews (invited back and want to come back) the best way to gauge that? 2. Historic tenure by source (for internal TA teams, not agency.) Tracking source effectiveness for agency recruiting is going to give you a lot of junk data. Every client is different. And it’s literally your job to use any and all means necessary to find people. Even if you know which source is most effective for placements, it’d be silly to lever entirely into it or cut out others. And isn’t retention a more interesting measure for companies anyway? What if you could measure that your longest hires were all from referrals? Or all from a particular agency? Or what if job ads (people who found you) tended to stay longer than direct outreach (people who you found)? Internal teams’ biggest struggle is time and bandwidth. What if the data showed not only where to spend the most time, but what time added the most long term value? Or conversely, it shows there’s no difference and you can get over your source biases. 3. Percentage of clients who return as customers (for agency, not TA teams.) Or the inverse, how many clients have fired you? Is there a better metric to gauge long term satisfaction than repeat buying? In any industry? Just some thoughts. What uncommon metrics do you look at that are useful?

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Recruiters have been known to trash talk job boards. Even though I am biased toward direct recruiting, I recognize that countless great hires have resulted from posting jobs. This is the best approach for many companies, especially those with limited recruiting budgets. So, let me offer some tips from a headhunter's perspective. First and foremost, to attract the attention of top talent, treat potential candidates as though they are buyers rather than sellers. Unless you have a well-respected employer brand, your job post may need to go the extra distance to entice a highly desirable candidate to take the time to apply. I’ve read job posts where most of the content is dedicated to describing what the company wants from the applicant rather than what the company or job has to offer. To me, this is like having a company website with the homepage dedicated to what is required to become a customer. (Surprisingly, not even Ferrari does this.) When you post a job, you already have a limited audience. Why narrow it further by not maximizing the opportunity to capture attention? Instead of a list of requirements or duties, begin with a description of what makes this a great opportunity. Before you write a job posting, consider these questions: - What does our company offer to someone who would be the right type of candidate? - Why would someone want this job? What makes it a great opportunity? - What aspirations, motivations and values do we want to appeal to? Brevity is usually an asset. Sometimes, long detailed job postings are an attempt to deter unqualified applicants. Trust me, you’ll get those applications regardless. Long lists may instead deter the right candidate from reading the entire post. The applicant you want to attract might be someone casually browsing a job board. A lengthy, uninspiring list of qualifications and duties won’t catch their eye. Additionally, you might miss referrals from job seekers who find your post uninteresting. Rather than expecting the job posting to screen applicants for you, use it as an invitation to start conversations with potential candidates intrigued by the opportunity. Yes, you will have applicants that aren't even remotely a fit, but you can't really avoid this, no matter how well you craft the post. Let your applicant review and screening process winnow the list to the ones you want to meet. +++++++++++++++++++++++++++ Reach out if you could use help refining your job posts and applicant screening process.

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We are interviewing so I’ve had this happen quite regularly, as such, thought it was a valid topic to opine on and hopefully helps folks pursing new careers.   What is the right approach to following up with a recruiter or hiring manager after you’ve presented your resume. Sadly, I have seen a lot of misses here, that automatically disqualified a candidate. After submitting your resume, contacting the hiring manager can be a strategic move to set you apart from other candidates. Here is how you can approach this crucial step effectively: 1.     Wait for the Right Timing: Give the hiring manager time to review your application. Typically, waiting about 3-5 days after submitting your resume is a good rule of thumb. This shows your enthusiasm without being too pushy. 2.     What’s Your Medium: Email is usually the best way to contact a hiring manager after you’ve applied. It’s less intrusive than a phone call and provides a written record of your correspondence.  3.     Craft a Concise and Polite Message: Begin your email by introducing yourself and stating the position you applied for and the date. Your tone should be professional yet approachable. Express your enthusiasm for the role and briefly reiterate the skills/experience you bring, that make you are a strong fit for the position. 4.     Mention Mutual Connections (if available): If you have a mutual connection, mention this in your email. A reference from someone within the company or a common connection on LinkedIn can enhance your credibility. You should also ask your mutual connection to contact the hiring manager on your behalf and endorse you, if possible. 5.     Close with a Call to Action: End your email by expressing your willingness to provide further information and asking for an opportunity to speak with them directly, to discuss your candidacy in detail. 6.     Sign Off Politely: Use a professional closing, such as "Best regards" or "With Appreciation," followed by your full name and contact information. Remember, the goal is to remind the hiring manager of your application and demonstrate your interest in the position without coming across as overbearing. Be sure to also align to the process as that shows your team mentality.

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I've been having a lot of conversations lately with folks in the job market, and there's a recurring theme that's come up: the lack of communication from employers during the hiring process. Even more than in the past. Many candidates are left hanging, not knowing if they've moved forward in the process or not, and even those who interview often don't receive feedback. It's time for a change. In an age where AI can automate so many processes, can we at least get an automated email saying, "Thanks, but you're not moving forward"? And if we can add a touch of human feedback, even better! Let's make the hiring process a bit more human. After all, we're dealing with people, not just resumes. #recruiting #jobsearch #hiring #feedback #endghosting

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Just as I was eating dinner tonight, one of my favorite clients sent me a text: "I respect what you do, it’s hard work." The timing was uncanny because I planned to share a post about the very real challenges of recruiting. The year started off strong for HireBridge Recruiting, but recently, there has been a noticeable shift in one of our strongest verticals. This came at a time when I reduced our marketing efforts to focus on internal growth and enhancing my team's capabilities. Historically, I've been fortunate to work with larger clients with a continuous flow of job req's, and our solid reputation often led new clients to us through word of mouth. I took for granted that the momentum would continue organically. This experience has been a powerful reminder of a few truths in recruiting: the necessity of consistent effort, the importance of ongoing learning, and the need to continually innovate in our approaches. In this highly competitive field, taking your foot off the gas, even momentarily, can mean falling behind. There are always 200 recruiters ready to outpace you. As I refine our strategies and prepare for what's next, I’m reminded that true success in recruiting requires dedication — days, nights, and weekends. My ability to pivot and multi-task will only carry my company so far without the commitment to relentlessly drive forward and put in the extra work. My mantra heading into the second quarter: never stop evolving, never stop pushing forward. Joseph Collazo Katie Burdick Melanie Poehnert Tyler Burdick Nicole McConnell #Recruiting #CareerLessons #GrowthMindset

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Have you been looking for a freelance recruiting platform? I know many of you have mentioned having trouble getting accepted on other platforms. I heard you and wanted to help. I have been trying out Reflik. They let you start recruiting right after you sign up. No more waiting. I appreciate the transparency of the roles and company. I really like how each role has a client manager that you can talk to. You can even be in the hiring manager call which helps you hear about the role firsthand, ask questions in real time, and more importantly, learn how to do your own hiring manager call. Practice makes perfect. There is a wide array of positions and industries on here. From finance to civil engineering, just not much software engineering at the moment. Business development is rough, I know! As an agency owner of over 15 years experience, I have gone through many ups and downs. Sometimes you just need some extra help or a way to make it easier. That is where I have found freelance recruiting platforms to be lifesavers. You should never take your foot off the business development peddle completely! But freelance platforms can be a great way to get you wins sooner while you continue to build your business. Join today! https://bit.ly/4aPVwnD

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Today marks one year since we incorporated VIBE Recruiting! There's a ton of intricacies I want to and will share at some point (taxes, budgeting, marketing, etc.), but for now here are some learnings: 1. Consistency: Life happens, business throws curve balls, some days are slower than others. Blocking all of the outside distractions out and showing up every day is critical, especially when you don't have a manager or boss to hold you accountable. 2. Exploration: It's no secret we're in a down market, to beat out the competition you must put in time to explore new ways to gain an advantage. The tagline "brewed for those with a fighting spirit" comes to mind and while I try to limit my Modelo intake, that line resonates. Gotta fight to make your name stand out! 👊 3. Belief: This is the most crucial. The highs are high but for me the lows feel lower than ever before. Trusting that the actions we're taking now will lead to success is tough, but then a moment of "oh yeah, I did envision this win and here we are" realization occurs. It can be a lonely road as a business owner, I absolutely have more appreciation for other entrepreneurs than ever before. Thankfully, Beau Ramirez and I do a good job of picking each other up when needed. HBD, VIBE! 🎂

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Tired of the traditional recruitment agency model and want a more authentic talent search experience? We're shaking up the status quo and delivering a talent search experience that's built around your needs, not ours. We believe that the traditional recruitment agency model is broken. It's often filled with hidden fees, generic candidate pools, and a lack of transparency. That's why we're on a mission to revolutionize the way you find talent. Our approach is built around your needs, not ours. Here's how: 1) Engagement Structure: We work closely with you to understand your specific requirements and goals. Our engagement structure is flexible and tailored to your needs, ensuring a seamless and efficient process. 2) Fees: We believe in transparency and fairness. Our fees are competitive and straightforward, with no hidden costs or surprises. 3)Candidate Experience: We take the time to understand each candidate's unique skills, experience, and goals. We only present candidates who are a great fit for your team, saving you time and resources. 4)Communication: We keep you informed every step of the way, providing regular updates and insights to ensure you're always in the loop. We're passionate about helping growing teams find the best talent. We're not interested in playing games, wasting your time, or any other BS. Our goal is to deliver a personalized experience that meets your unique needs. Here's what you can expect: 1) Authenticity: We're genuine and transparent in everything we do. No hidden agendas or false promises. 2) Expertise: Our team has extensive experience in recruitment and talent acquisition. We know what it takes to find the best talent. 3) Personalized Service: We take the time to understand your specific needs and goals. Our service is tailored to your requirements. Ready to experience the White Rabbit Search difference? Contact us today to learn more about our services and how we can help your team thrive. https://www.wrsearch.com/ Let's find the best talent for your team, without the BS.

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The Interview Pace Matters! Our agency recently submitted 3 exceptional candidates to a client about 3 weeks ago. Initial feedback from the hiring manager was positive, but we were waiting on the schedule of others to come together before scheduling the first interview. Unfortunately, it took the hiring manager 2 weeks to schedule the first interview (without the others). It would have taken longer, but 1 of the candidates accepted another offer which nudged the HM to get intro calls scheduled with the 2 remaining candidates. Those interviews went really, really well; however, the timing for the 2nd interview would have to wait until after a vacation. At this point, a 2nd candidate accepted another offer. This situation presents a great reminder that in today’s competitive market, strong candidates have options. Delays during the interview process can have a significant impact on your ability to hire top talent. Here's why: ➡️Really good candidates are highly sought after. They may be interviewing with multiple companies. ➡️Candidates invest time and energy in the process. Remember, you aren’t the first interview. We are (the recruiter you hired). A slow pace can send a message that the candidate's time isn’t valued. ➡️For that 3rd and final available candidate, interest and enthusiasm start to decrease. I mean, why should they be more excited than you are, right? We recommend that you move quickly. Review the candidate’s background and request an interview (or pass) within days of receiving the candidate's interest. Communicate the process and next steps. Candidates are more likely to remain engaged if they know what is going on, when it might happen, who’s involved, and what happens after that, and so on... When you prioritize the interview experience, you prioritize the candidate(s), and increase your chances of securing TOP talent! #hiring #recruitment #candidateexperience #interviewtips #hiringtips   

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In this week's The Recruiting Rodeo 🐎 multi-part series, "The Candidate as Customer, " I provide a third solution to how Companies and Search Firms (and really, anyone participating in the hiring and Talent Acquisition process) can adopt a CaC mindset 🡲 treat Candidates and job seekers like the Companies' customer care teams, sales and other external-facing leadership, treat the Companies' valued customers. Because a Company's people are its greatest "asset," right? So logic would then dictate that those who we are recruiting, may want to hire, and could ultimately join the team 🡲 are its second greatest asset! There are many actionable solutions that can be implemented company-wide to encourage the CaC mindset, and it all starts with empowering the Company's Recruiters, HR, or anyone on the frontlines who is finding and recruiting talent — with the information, training, and mentoring they need 🡲 to be successful. That's why my second solution is "Bring in the Comms!" — the Company's Communications and PR experts who can host monthly training sessions with the entire Talent Acquisition team 🡲 to not only improve the team's overall written and oral communications skills 🡲 but its Candidate identification and search "strategy." How to engage, inform. "Fake it 'til you make it" and reading "off a script" during that first-round and very important interview is not a great talent acquisition strategy and will not produce the best results. More important, we can do better and my solutions in Parts III, IV and V, explain how. Next week, for the debut of solution #4 in the Rodeo's CaC series, I have another 👻 "ghost story" to share (anonymous, of course, because that's how we do things here at the The Recruiting Rodeo 🐎) from a very high-profile, successful, and long-time candidate. It's mind boggling that this goes on and ghosting is certainly not a way for Search Firms or Companies to win over fans nor admirers.   I hope that you will ride along to find out more and consider becoming a free or paid subscriber to The Recruiting Rodeo 🐎! #recruiting #talentacquisition #candidateascustomer #hiring #jobsearch #executivesearch #communications #publicrelations

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No one is reviewing your resume. Well, at least not a recruiter. Online applications in our industry are being submitted to the void, about as likely to be seen as a vegan at my barbecue. According to Forbes, 30% of tech layoffs were HR and recruiting roles, some 150,000 positions. Hiring Managers don't want to recruit, they want to do their job! I spoke to a friend at a large tech company that laid off most of their recruiting staff and have given the responsibilities to the hiring manager. "They told us we have to do our own recruiting, but of course no one is doing it." So, what can you do? Change the game. Stop applying to everything you find on Indeed. Do this instead: 1. Pick 5-10 companies you really want to work at. 2. Research the hell out of those companies. 3. Look for weaknesses, complaints, or issues of any kind in your specialty. 4. Reach out to the people frustrated with the issues you've defined. 5. Tell them exactly how you will alleviate those stressors. In other words, SELL YOURSELF, just like a SaaS product. I read a story about a woman who wanted to work at AirBnB, so she gathered data from AirBnB's customers and found a very common complaint: lack of a specific keyword search. She reached out to hiring managers with her findings and suggestions, secured an interview 3 days later, and a job shortly thereafter. You can do the same. #hiring #recruiting #careeradvice

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It's pretty interesting comparing the 2 largest organizations that we've worked with up to this point. For one, we were one of many other recruiting agencies working on the same roles. When we executed an agreement, it was here are all of our openings and the associated hiring managers. Basically, figure it out and "good luck". We took initiative to reach out to each of them in order to get to know them and their needs. Only 1 out of 15+ hiring managers took us up on on the introduction and wanted our help. Maybe they weren't urgent, maybe they already had candidates from the other agencies, who knows. But, I did notice that a lot of roles remained open and they brought us on for a reason. Needless to say the partnership didn't go very far. For the other company (the larger of the 2), it was a completely different story. The head of the division organized a group introduction call between us and most of the leaders while making sure that everyone knew to reach out to us as needs came up. Within the first couple of weeks we met with multiple hiring managers to have an in-depth discussion around their individual needs and get the full run-down. Quickly, we had candidates going through the interview process and everyone was on the same page and running like a well oiled machine. Night and day. Process driven vs. winging it. Organized vs. chaotic. Focused & deep partnership vs. surface-level. Display of problem-solving leadership vs. lax leadership The companies were in different markets and different stages so you can't compare apples to apples however, both needed help recruiting great talent which is why they started working with us. All in all....if you want to maximize your results while working with external agencies, be like the 2nd company.

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📢 Current State of the Job Market: Opportunities Amidst Challenges 🌍 The job market in 2024 is a landscape of contrasts. While some industries face hiring freezes and layoffs, others are booming with opportunities. Here's what you need to know: 👨‍💻 Tech Industry: Major shifts are happening. While some big names have scaled back, startups and mid-sized companies are on the lookout for top talent. Skills in AI, cybersecurity, and data science are in high demand. Startups and mid-sized companies are eager to snap up top talent. ⚕ Healthcare: An evergreen field with skyrocketing demand for healthcare professionals, particularly in telehealth, mental health, and nursing. The aging population and post-pandemic health consciousness are key drivers. 🌱 Sustainability: Green jobs are growing. From renewable energy to sustainable agriculture, companies are seeking experts in environmental science, engineering, and sustainable business practices. 🎨 Creative Fields: The gig economy thrives here. Remote work has opened global doors for creatives in design, writing, and digital marketing. Freelancing platforms are your friends. 💼 Finance: While traditional banking is evolving with fintech innovations, there's a growing need for expertise in blockchain, digital currencies, and financial analysis. High-finance opportunities in investment banking and private equity have become scarce. 🏠 Real Estate: The sector is adapting with trends in remote work influencing commercial real estate. Although deal volume has decreased due to high rates and inflation, skills in property management and real estate tech are proving to be valuable. 🏭 Manufacturing: With advancements in automation and robotics, there's a shift towards smart manufacturing. Knowledge in IoT, AI, and supply chain management is increasingly important. 🚀 Aerospace and Defense: These industries are seeing renewed interest, particularly in space exploration and cybersecurity. Engineering and technical skills are highly sought after. 🎓 Education: The shift to digital learning has created new opportunities in e-learning and educational technology. There's a need for innovative educators and tech-savvy professionals. 📦 Logistics and Supply Chain: The e-commerce boom has heightened demand for logistics experts and supply chain managers. Skills in inventory management and logistics tech are in demand. 📈 Here are some key trends to be aware of: 📈 👩‍💻 Remote Work Normalization: Remote work is here to stay. Companies and employees alike are adapting to a hybrid model, which offers flexibility and broadens the talent pool. 🧠 Automation and AI: Automation is transforming job roles across sectors. While some jobs may be displaced, new opportunities in AI and tech development are emerging. 🙋‍♂️ Gig Economy Growth: Freelancing and contract work are on the rise, offering professionals greater flexibility and companies access to a wider talent pool for project-based needs.

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While more candidates are on the market now, we’re seeing that top talent still falls into one of two categories: 1. Currently employed and only willing to make a move for an exceptional opportunity, 2. Actively looking, but being intentional and only considering highly aligned opportunities. We’re finding that hiring managers still need to treat candidates as if the market were highly competitive. Those who don't risk losing top performers to another company. Two high-impact strategies hiring managers can do during an interview process are: 1. Sell: Going out of your way to understand what is important to a candidate is half of “selling”. Get to know the candidate’s key motivators and needs and show them how the opportunity they’re interviewing for will meet those needs throughout the interview process. Don’t wait until offer stage to “sell”. 2. Show: Give candidates insight into what the day-to-day will look like. If you have a technical screen, choose problems that are reflective of those they’ll be solving in the role. If you have a final presentation or case study, choose a situation that is an actual business problem. High performers are highly motivated by what they’ll be solving. For the hiring managers out there, what has been your experience? Do you incorporate strategies like these?

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If you can’t hire fulltime, hire freelancers or fractional. Companies are laying off and not back filling roles and asking their people to do more with less which is not sustainable. This will eventually burn people out and they will either quiet quit or just leave. Hire freelance or fractional.

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