In this episode I interview @EmilyFossey, Sr IT Recruiter. Emily talks about what it takes to be successful in this highly competitive field, trials and tribulations as a recruiter, the weirdest thing a candidate has said or done, and more.
Logisolve i4 Marketplace, a Logisolve Company Melinda Hyde #sap #leader #changemanagement #projects #linkedin #linked-in #podcast #logisolve #i4marketplace #it #consulting #friday
In this episode I interview @EmilyFossey, Sr IT Recruiter. Emily talks about what it takes to be successful in this highly competitive field, trials and tribulations as a recruiter, the weirdest thing a candidate has said or done, and more.
Logisolve i4 Marketplace, a Logisolve Company Melinda Hyde #sap #leader #changemanagement #projects #linkedin #linked-in #podcast #logisolve #i4marketplace #it #consulting #friday
kelly wendlandt podcast
You know, good news Emily I've kicked the guest out. It's just you and I...we're live and your good.
00:01.60
Kelly: Emily, how are you?
00:15.48
emily
Um, I'm wonderful. Thanks for having me.
00:19.14
kelly99
You know Emily all of us get a lot of emails and calls and Linkedin messages from recruiters in today's world as a recruiter how how do you stand out. Ah in that world where there's so much competition.
00:34.64
emily
You know what? I Always recommend to people when I'm talking whether they're somebody in my network or not in my network I Always let them know to look for a recruiter who is fully looking to understand you and what you are looking for somebody who's looking to partner with you um throughout the process right. It's also going to provide honest and timely transparent you know information and feedback along the way. So a recruiter should be an extension of your search. Um and want to generally help you and not complicate the process.
01:05.64
kelly99
Um, how many times will you reach out to a person before you just give up on them. Will you will you reach out. You know, multiple times 3 times or 5 times if you think there's someone you want to get in touch with.
01:18.38
emily
Yep so I'll reach out I'm I'm pretty persistent and I think that's a quality that that probably makes me a good recruiter and anyone out there I think we've you know you learn along the way how to you know stand out and. Um, my thing is I will always try and find a common ground. So hopefully you know, call them right away. Um, if if I don't have access to their phone number reach out on Linkedin and really try and personalize the message so not have it be so again, transactional and and about me and my need. Kind of highlighting whether it's a college you know connection we have or friend connection or something which I think helps um, get them to want to respond because they feel that you're generally trying to get to know them and. Um, always have that approach where you know let's just connect. You've been in industry long time so try and really make it about a warm introduction opposed to more transactional.
02:11.60
kelly99
What's the weirdest thing someone has has said to you. The meanest thing you know we they read mean tweets on on late night shows these days have you ever had anybody respond with something mean or is there been anything weird people responded with that sticks out to you.
02:15.71
emily
Um, yeah.
02:24.91
emily
Um, you know it's funny I had to think about that and I'm like wow I've been doing this a long time. You think I would have a lot of options to choose from. But I don't know if I'd just been fortunate along the way. Um, not so much mean but I would say in this happened probably twenty five years ago so it still kind of sticks with me. Um, one of the weirdest you know interactions or situations I had was an individual was heading over to one of our clients for an interview and no showed and obviously not good. So continue to follow up and. Um, was not expecting the response I got which was he was en route to the client and was transporting snakes in his backseat and the snakes got loose and the rest is history so he obviously panicked and had a deal with that. So was not expecting that. Um, especially with you know. The it industry right? So but yeah, not not yeah.
03:20.96
kelly99
That's going to be that's going to be a unique yeah that's going to be like a a yes or a no from a culture fit perspective If you're the kind of if you're the kind of person who who does a lot of work with snakes I'm guessing that's going to be that's going to be very appealing or very um, off.
03:24.80
emily
Um, exactly exactly? yes.
03:37.80
kelly99
Putting for who's ever doing the the interviewing. Um, how often does that happen and in today's I'm always a little surprised that you hear about candidates not showing up for interviews or not making calls how often does that happen in your in your world where people don't end up making.
03:39.92
emily
Yes.
03:56.76
kelly99
The interview.
03:58.00
emily
Yep I think it's it's definitely decreased and I think it's helped with um the social media platforms. Um, you know whether it's Linkedin or just the connections right? So I think people know now that while it's a large you know it network or obviously Minneapolis is a large market in general. There's. You know people know people right? So I think people understand um if they want to be progressive in their career. They have to be reputable and um I always let people know if anything changes even if it's you know within minutes before the interview just give us a call and give us that respect. Um, so we can give it back to our client right? So just really. Along the way getting them to understand the impact um of no showing and not communicating impacts our relationships and our reputation so kind of setting those expectations and I think that goes along the way through the vetting process that if people can't commit to that. Um, you know. We kind of move on to the next candidate right? So so we're fortunate. It's it's far and few um, just because I think of our our vetting process and just they know the impact it will have um is is greater. So.
04:54.81
kelly99
We're on it.
05:03.12
kelly99
Um, we're we're on an audio format only with this podcast but in general in your world today. How often is video part of what you're using to to talk with people.
05:16.20
emily
Video is key and it's interesting. Um before the pandemic we focus a lot on meeting people in person. Um and kind of you know somewhat delaying the process if they weren't able to meet with us in person and even though we had the video capability um at our fingertips. We just? Um. Didn't use it but we have incorporated it into our process now and I think it really helps. Um, you know, get that connection going early on right? So taking that extra step to you know, get to know somebody um and just how that face to face time I think really accelerates that relationship and that commitment and that trust. And people really appreciate it. So Um I We use it all the time which like I said crazy that we didn't access it as much as we do now prior to um, the last couple years because we had access to it but we've incorporated in I think people appreciate it.
06:06.79
kelly99
What impresses you about a candidate when you're talking to them. Is there anything that they can do when they're talking with a recruiter that will help them stand out as an exceptional potential option.
06:21.14
emily
Yeah, no good question. Um I think people that are just you know genuine um people that um are honest and Trustworthy. So just really looking um for people that you know are wanting to provide this. You know. Wanting to create this partnership and and you know even Beyond kind of the the workplace so wanting to get to know myself and get to know my company and really you know partner with us along the way and not looking for just this transaction right? just looking for you know, can you get me a job so people that really you know, open up. And align with kind of you know my personal values which align with with you know what to solve right? I think people that um you know show a different side of them just outside of you know the work side right? So I think allowing us to you know, get to know them. Um, allows us to. You know, provide opportunities to them that that best align with you know, not so much of you know their technical fit but also their you know interpersonal skills as well and and kind of what's going to make them you know thrive in that culture as well as their career.
07:25.72
kelly99
How much following up on that How how important is cultural fit versus having you know a checkbox of ah here Oh here's all the technologies that we we want you to use when you're weighing that. How do you?? How do you go through that analysis of. Culture and personality and communication versus the checkbox of here are the technologies that you know we the client our end client wants a person to have how how do you do that analysis.
07:55.80
emily
Yeah I think the you know we spend a lot of time. Um, when we're vetting out candidates and having conversations with them on that culture interpersonal skills personality because I think it's key whether you're looking to be a consultant or a fulltime person I'm really getting to know them. Um, because again they're going to be representing us right? So we we vet that out um to ensure again that they align with you know who we are as a company who I am as a person right? because are you know, representing me and making sure that they are going to you know fit into not only our company but also. Our clients across the board. So now looking for just this one transactional. Um, you know placement looking for somebody that we can you know remarket and build a long lasting. Um, professional relationship with so we spent a lot of a lot of time on that. Um, as do our clients right? I think clients have also shifted to. Um, the perfect resonate right? So they they want to make sure that somebody's going to fit their culture can have that collaboration kind of that team dynamics because if if they don't even though they have this perfect technical background. It's going to be disruptive to the team. The company and the project right? So um, our clients have also shipped to that because. Technical technical Skills. You can teach somebody. Um, you can't teach somebody interpersonal and communication skills. So we've we've put a lot of emphasis on that and have seen our clients align with that approach as well which has been great and.
09:20.34
kelly99
How How much do you stay involved with if you really like a candidate with with your sales team and with the end client to to convince them that hey this candidate may not have all the technologies but listen I've talked to him. They're They're an exceptional cultural fit they they're ready to learn. They're willing to learn. They're a good team player will will you go out of your way behind the scenes for candidates if they have that side to them.
09:50.58
emily
Absolutely because I think again you know certain skills um can be learned um and at the end of the day. Um I feel finding top performers that have. You know, great consultive skills Communication interpersonal skills. Um, if I feel passionate enough about that individual. Um, and that that team culture I will definitely push that and also you know will go above and beyond to try and figure out. Um, you know who have you worked with us so kind of doing backdoors and and figuring Out. Um. What I can use in addition to just my you know passion or my opinions so making sure um you know doing backdoor references and having them assist me with you know any you know, additional information we can provide to get that candidate in in front of the client and more than not. Um, we've won and the client has been so you know pleasantly surprised with. With um, that individual right? because again it goes back to um, can this person come in and be an impact in your culture and obviously help the project but you know good people are hard to find right? and so if I feel passionate about somebody I definitely will um. Ensure At least we get them in front of the client and then let the client make that that decision right? Whether it's for that position or another position but doing that introduction I think goes a long ways.
11:07.87
kelly99
What about for when you're hiring a recruiter to your team. Maybe someone who doesn't have experience in the in the technology industry or they're just getting into their careers. What are you looking for for a recruiter to add to your team.
11:24.14
emily
I Look for people who have strong you know, interpersonal customer service skills someone who thrives on you know, a challenge and has that competitive drive. Also excellent. Um, you know time management in organizational skills. Um. Kind of what what I feel makes you know a good recruittter So having that foundation I think you can build on Obviously the the technical aspect in the in the recruiting day to day skills. But um, certain things like that you know in terms of like you said interpersonal skills communication things like that is hard to teach that right? So looking for somebody that that comes with that. That foundation to build off of.
12:05.00
kelly99
Um, Emily Fossey it's always a pleasure to talk with you. You've got so much great information. Thanks for your time everybody thanks for listening to the Kelly Winland Podcast have a great Friday and weekend you.
12:16.58
emily
Um, awesome. Thank you.
12:21.79
kelly99
Thanks Emily that was awesome. Yeah, talk to you later? Yeah bye.
12:23.20
emily
All right? Thank you did you hit art see you bye.