Hello everyone, and welcome to this podcast episode! I'm Robin Choy, CEO of HireSweet (a Recruiting CRM that helps Talent Acquisition professionals hire more more candidates, faster). Each week, I address various recruiting issues, such as recruiting outreach, interviewing, employer branding, and career management. My goal is to provide helpful insights to anyone interested in recruitment, whether you're an in-house recruiter, agency recruiter, freelancer, or hiring manager!
How to find a Talent Acquisition job in a downturned market.
👉 Listen to this episode on Apple podcast
👉 Listen to this episode on Spotify
As I continue receiving many messages from recruiters looking for work, I wanted to do an episode on optimizing your job search.
Disclaimer: the market is tight at the moment. That's why so many recruiters are struggling to find a job. The tips we give with Paul in this episode can make a difference, but they're not miraculous either. But don't give up hope, there are already signs that the market could be on the way up again. Keep going!
Here are the 3 most important tips Paul and I give to find a Talent Acquisition job in 2023:
1/ Upskill
I see more and more recruiters looking for a job and participating in my webinars: that's exactly the mindset you need to have! Take advantage of your time during your job search to improve your skills. The two key skills you need to work on are:
learning to reduce the costs of the recruitment process
learning how to integrate AI into recruitment processes.
And the best way to develop these skills is to have a detailed knowledge of the tools available on the market to find out which ones to implement in a company to be more efficient while reducing costs.
And of course, adding to your theoretical knowledge of structured interviews, cognitive bias, etc. will always help.
2/ Leverage your network
Most people naturally want to help someone who asks them for help. And that's especially true in the recruitment community. So ensure that everyone in your network knows you're seeking a Talent Acquisition job.
Secondly, keep your network regularly informed of the progress of your research so that they can keep you in mind and make introductions when they see an opportunity.
Indeed, most people find work through their 2nd-degree network, not their 1st degree, according to a 1973 study.
3/ Stand out in the interview process
According to Paul and I, the key to stand out in a recruitment process is to :
Explain why do you want to work for that business specifically. Show that you really care! (and you don’t do it by writing your cover letter with ChatGPT - quite the opposite!)
Explain the business how you will streamline the recruiting processes and make them cheaper.
Listen to the episode to find out more.
Paul and I give a lot of other advice during the episode, like: what’s the best question to the interviewer to make sure the company understands the value of internal recruiters, what’s a double opt-in introduction, should you really put the '“open to work” green banner on your profile picture… and more.
Don’t hesitate to listen to the full episode!
Have a nice week, and see you soon,
CEO of HireSweet
Did you enjoy the episode? Feel free to check out the 3 most downloaded episodes:
37. Build a thriving & strategic sourcing team, with Garrett Lewis, tech sourcing lead at Grammarly.
If you find this podcast helpful, you'll be interested in what we do at HireSweet.
👉 HireSweet CRM helps Talent Acquisition teams get more efficient at sourcing candidates. Increase your reply rates by 70%, and handle twice as many candidates at the same time.
Request a demo here!
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