Recruiting Trailblazers Marcus Edwardes

In this episode of Recruiting Trailblazers, host Marcus Edwardes interviews Patrick Sirmeyer, the CEO of Luxus Plus, a multi-vertical recruitment firm based in Florida, and co-founder of Privy, a career coaching platform for employers and employees. Patrick discusses the specialties and multiple offerings of his firm and the state of competition in the Orlando area. He also shares insights on the job market and the use of chat GPT in recruitment.

Timestamps
[00:02:04] Remote work before the pandemic.
[00:03:29] Working remotely vs in-office.
[00:06:51] Remote work best practices.
[00:12:21] Recruiting in the digital age.
[00:14:20] Personal branding on LinkedIn.
[00:17:02] Response rates in recruitment.
[00:22:29] Hire for attitude over skills.
[00:24:38] Defining "superstar" talent.
[00:28:44] Chat GPT and AI in recruiting.
[00:31:11] Recruitment: Contingency vs. Contained vs. Retained.
[00:34:32] Contingent recruitment ethics.
[00:37:39] The Contingency vs Retained Game.
Quotes
 00:16:27 - "The whole point of your LinkedIn feed is to try and stay top of mind with everybody that you've bothered to connect with."
00:31:28 - "I would love to see the rise of agency recruiters just start to put contingent to the side and say we're no longer offering it."
00:34:32 - "Because once, you know, they've written you that check, they want to hire from you."
Keywords
recruitment, remote work, competition, multi-vertical, Florida,remote work, shared workspace, hybrid, recruitment, pandemic.,camaraderie, remote work, efficient work, managing people, online training,project based work, measurable tools, activity KPIs, back end KPIs, prospecting,cold calling, recruiters, software developers, voicemail drop, communication skills,recruitment, branding, LinkedIn, social interaction, growth,leader, post, audience, data, interaction,referrals, messaging, response rate, success stories, failures,recruiting, posturing, consulting, relationships, attitude,clients, proof, flexibility, compensation, attitude,client, benchmarking, candidates, evaluation, calibration calls,recruiting process, automation, chat GPT, AI, personalized.,LinkedIn, human, contingency recruitment, contained recruitment, retained.,recruitment agencies, A team, skin in the game, retained recruiter, contingent recruiter,recruiting agencies, contract, payment, quality, consent,Sorry, there are no keywords in the given transcript. It seems to be a short conversation between two people.

Summary
In this episode of Recruiting Trailblazers, host Marcus Edwardes interviews Andrew Lewis, Head of Talent for Worldly, a sustainability insights platform for consumer goods industries. They discuss Andrew's philosophy and LinkedIn posts as well as news stories related to talent acquisition. The episode is sponsored by Great Recruiters, an online reputation management platform for recruiters.

Timestamps
[00:00:43] The importance of online reviews.
[00:03:49] Developing skills beyond direct hiring.
[00:08:07] Targeted job seeking strategies.
[00:10:37] Always be ready philosophy.
[00:13:47] Personal branding for recruiters.
[00:17:03] Brand ambassadorship.
[00:22:43] AI in recruitment.
[00:25:18] Recruitment and relationship building.
[00:28:01] Overabundance of candidates.
[00:30:52] Creating Consistency in Recruitment.
[00:34:38] Internal vs. Agency Recruitment.
[00:40:00] AI-generated recruiter messages.
[00:41:47] AI in recruiting.
[00:45:20] Recruiting art of conversation.

Detailed Synopsis
In this podcast episode, the hosts discuss the significance of building relationships in recruiting and how taking a long-term approach can be advantageous. They emphasize that the best outcomes in recruiting usually occur over a period of months or even years and that it's crucial to manage relationships and conversations with candidates and hiring managers. 
The episode also delves into the significance of personal branding and having a presence on platforms like LinkedIn for success in recruiting. The guest speaker emphasizes that becoming a brand ambassador for a company can make a recruiter invaluable, leading to job security and potential marketing initiatives. The guest also suggests that recruiters invest time and resources into building their personal brand and network. Additionally, the episode touches on the idea that recruiters should have skills beyond direct sourcing and recruiting, such as contributing to employer branding, in order to stand out in job interviews. 
Quotes
 00:03:02 - "But sometimes, you know, hard reset can really help because you can start to visualize the problem through different lenses and you can start to prepare systems and processes that are going to allow you to do and to execute the hiring, you know, and learning and development in different ways and more efficient ways as well."
00:08:54 - "This is how we operate, building relationships over transactions."
00:12:38 - "the things that are worth doing are often the most difficult to do."
00:16:22 - "if a recruiter can become the face or become a relevant voice that represents a brand on a place like LinkedIn, that makes you really, really invaluable."
00:19:51 - "it's never been as important as it is today to profoundly understand, you know, the change that the business wants to make, the value that the business is looking to bring in by hiring talent.
00:24:45 - "How you treat the 99 is just as important as how you treat the one."
00:25:49 - "Recruitment is 99% rejection or 99% conversations or relationships that you won't be able to do anything with."
00:43:24 - "I actually think it's slightly unethical to send somebody an AI-written message and pretend that it was written by a person."





Connect with Marcus:

Website: https://recruitingtrailblazers.com/
LinkedIn: https://www.linkedin.com/in/marcusedwardes/
Connect with Great Recruiters and get 2 months free:
Link:            Great Recruiters

In this era of rapid digital transformation, we are witnessing the remarkable power of Artificial Intelligence (AI) in unlocking the potential of recruiters. By seamlessly integrating AI into the recruitment process, we empower recruiters with valuable tools and insights to make informed decisions and find the perfect fit for organizations and candidates alike. With AI, recruiters enhance candidate experiences and, ultimately, build stronger, more diverse, and inclusive teams.
In this episode, we are joined by Vanessa Raath, who is a global talent-sourcing trainer, an international keynote speaker, and a budding wildlife photographer, to share more about the exciting world of AI and its impact on the recruiting industry. Discussing the role of AI in recruitment to exploring the differences between PeopleGPT and ChatGPT, Vanessa shares her invaluable insights. Discover how to harness GPT tools, build your personal brand, and engineer compelling prompts for better outcomes. With a focus on integrating ChatGPT into the internet and optimizing outreach, Vanessa guides recruiters toward greater success.
 
Timestamps
[02:33] How AI fits into the recruiting industry
[04:43] Vanessa’s opinions on how we should use AI
[08:59] How Vanessa became an AI expert
[09:53] The difference between PeopleGPT and ChatGPT
[11:08] GPT tools
[12:54] Building yourself as a recruiter in this massive and improved AI content
[14:46] Vanessa’s first course: Helping People Build Their Brand
[15:36] Tips on prompt engineering
[19:21] The biggest advantages of ChatGPT to recruiters
[22:43] How to integrate ChatGPT into the internet
[24:16] How recruiters can get a better response from outreaching
[26:15] How to use ChatGPT to write a personal outreach from a profile
[28:20] The dangers of ChatGPT
[29:19] Other AI tools and how they are helpful
[30:55] About Vanessa’s course: The Intricate Science of Getting Passive Talent To Respond to You
[32:30] How Vanessa helps recruiters

Notable Quotes:


●      “ChatGPT is there, it’s not going to disappear, we may as well use it to help us be better recruiters.”
●      “The most important thing to remember about AI is that it can’t do the relationship development piece.”
●      “No one in the world is truly an AI expert.”
●      “The recruiters who have taken their time to get to know people, are going to be the ones who will win.”
●      “The more information you give it, almost like you are writing it yourself, it will come back to you and make it sound better”
●      “Don’t be just the piece of text that ChatGPT could generate, be a human being.”
●      “If you do things a little bit differently, it generally will get people’s attention.”
 Connect with Vanessa Raath:
Website: vanessaraath.com
LinkedIn: linkedin.com/in/vanessaraath
Twitter: Van_Raath
Connect with me:

Website: https://recruitingtrailblazers.com/
LinkedIn: https://www.linkedin.com/in/marcusedwardes/

Connect with Great Recruiters and get 2 months free:
Link:            Great Recruiters

As a recruiter, relying solely on cold outreach to find and attract talent can be a challenging and time-consuming process. Fortunately, social media has revolutionized the recruitment landscape, providing recruiters a powerful platform to connect with potential candidates, build their brand, and establish relationships with active and passive job seekers. By leveraging the right social media platforms and strategies, recruiters can go beyond traditional cold outreach methods and establish themselves as thought leaders and industry experts in their respective fields, leading to a stronger employer brand and a more efficient and effective recruitment process.
 
In this episode, we are joined by Joel Lalgee, the Realest Recruiter, who teaches recruitment teams how to win on social media, to talk about building successful recruiting brands on social media. Joel shares how he built a successful brand in a few years, tips for growing your recruiting brand on LinkedIn and TikTok, and the non-negotiables for successful recruiters. He talks about the simplest strategies recruiters can adopt when building a successful brand and the right way to advertise a job vacancy on social media. 
 
[01:26] Joel Lalgee’s background information
[04:00] How Joel has managed to build his brand successfully over the last few years
[06:50] Growing your recruiting brand, both on LinkedIn and TikTok
[10:50] The biggest challenges that recruiters are facing in the current economy
[12:51] Advice to recruiters who are not getting the response rate they used to get
[16:41] The non-negotiables for successful recruiters
[21:00] The recruitment tools that are being sold to recruiters
[24:33] Tips to start building a presence on social media as a recruiter
[26:33] Convincing agency recruiters to consistently create content on social media
[29:14] Creating content that will reach your target audience on social media
[32:27] The simplest strategy that recruiters can adopt when it comes to building their brands
[44:07] The right way to advertise a job vacancy on social media
[47:01] How Joel finds time to respond to every candidate
[49:54] The course that Joel has recently published

Notable quotes:


●      “Consistency is massive in building a brand. You have to give people a promise that you are going to be there for them. Once they are used to seeing you and hearing you on a regular basis, they can really settle in and become true fans.”
●      “If you are not looking or figuring out where to be contentwise, and how to produce content consistently and adding that into your strategy, you are going to remain behind.”
●      “Just because it’s shiny and costs a monthly fee, doesn’t necessarily mean it’s good for you because recruiters are consistently being sold to.”
●      “If you are being consistent for three to six months, you can start to recycle and re-purpose content and the workload gets less.”

Connect with Joel Lalgee:
LinkedIn: https://www.linkedin.com/in/joellalgee/
TikTok: https://www.tiktok.com/@the_realest_recruiter

Connect with Marcus:
Website: https://recruitingtrailblazers.com/
LinkedIn: https://www.linkedin.com/in/marcusedwardes/

Connect with Great Recruiters and get 2 months free:
Link:            Great Recruiters

In this episode, Marcus Edwardes speaks with Chris Allaire, Co-Founder and COO of Averity. Chris is also an entrepreneur, pilot, avid golfer, pretty awesome cook, crab cake connoisseur, guitar player, and a proud husband and father.
Listen in as Chris shares the best time to recruit people, what it takes to start a successful recruiting agency, and the importance of relationships.
Chris addresses the usefulness of AI tools in the industry, the power of personalization, the post-pandemic market, and learning lessons from the downtimes.
 
What You’ll Learn In this Episode:
[02:19] Chris’s thoughts on golf.[06:38] Starting Averity.[09:44] The industry before Averity.[13:05] Building relationships.[15:43] The future of AI tools.[20:25] Averity’s biggest obstacle.[25:12] Personalizing outreach.[36:19] Own your craft.[39:28] Adapting to the post-pandemic market.[45:22] Keeping the team collected throughout these times. 
Key Quotes:
“You can’t assume that people are comfortable just because they’re successful.”“Relationships are everything.”“It takes a long time to get rich quick.”“The hard times are what made you what you currently are.” 
Connect with Chris Allaire
Website:             www.averityteam.com.
LinkedIn:            Chris Allaire.
 Connect with Marcus Edwardes
Website:             recruitingtrailblazers.com.
LinkedIn:            Marcus Edwardes

Connect with Great Recruiters and get 2 months free:
Link:            Great Recruiters

In this episode, Marcus Edwardes speaks with Scott Whiteford, Director of Leadership Analytics at Talent Plus. Scott also serves as a Sociology of Leadership Instructor at the University of Nebraska-Lincoln, an Algebra e-Leadership MBA Lecturer, and as an advisor for Upheaval.
Listen in as Scott shares the best and worse approaches to retention, the true value of experience, and how organizations can evaluate their employees’ strengths.
Scott addresses interview biases, the worst interview question he has ever heard, and how organizations can address and incorporate strength-based diversity.
 
What You’ll Learn In this Episode:
[03:14] The typical retention approach.[05:34] Driving change in organizations.[06:45] Strength management.[10:45] Balancing strengths with organizational demands.[12:53] The right and wrong sets of skills for leadership.[18:26] Helping clients realize that talent is more important.[20:34] Where to start.[22:35] Minimizing interview biases.[24:35] The worst interview question.[26:25] Strength identification and development.[27:48] What a diverse organization should look like.[30:18] Shifting company cultures.[32:10] Have we reached the tipping point?[34:25] What’s coming up for Scott? 
Key Quotes:
“All leaders have areas of strength, and all leaders have areas of weakness.”“There are few jobs where knowledge, skills, and experience really matter.”“If you’re focusing on your strengths, you’re going to be happier.”“We’re all different. Let’s celebrate those differences.”’“There isn’t a right or wrong type of individual.”“The diversity of thought is important.”“Great leaders promote great ideas.” 
Connect with Scott Whiteford
Website:             talentplus.com.
LinkedIn:            Scott Whiteford.
 
Connect with Marcus Edwardes
Website:             recruitingtrailblazers.com.
LinkedIn:            Marcus Edwardes.