Unraveling the Mysteries: Your Questions, My Answers! Issue #1
Unraveling the Mysteries: Get answers to your burning questions in this exciting Q&A! Dive into Issue #1 for intriguing insights. Find answers to your burning questions in this newsletter series!
In my first newsletter issue, I wrote, "This isn't just my newsletter; it's ours. I really want to create content that meets your needs, addresses your dilemmas, and answers your questions. As a subscriber, you have a say in the direction we take."
Over the last few weeks, I've received several questions that I believe many could benefit from hearing the answers to. I strongly believe in sharing knowledge and helping others learn. If you've followed me for a while, you've likely noticed this philosophy come through when I reply to comments.
Sharing insights and experiences openly has always been central to my approach. Yes, creating helpful content is time-consuming. Certainly, imposter syndrome can sometimes be a challenge. But as the Dalai Lama said, 'Share your knowledge. It is a way to achieve immortality. Plus, the connections made and knowledge shared with my network make all the effort more than worth it.
Before we dive into your questions, there's an article you shouldn't miss!
I recently published "LinkedIn 2024: Asia and Africa Recruiters Surge as Europe and South America Stumble." In it, I cover how the talent acquisition industry has experienced some major changes between 2021 and 2023.
In that article, I am sharing my analysis of LinkedIn data during this period, uncovering key trends and developments in the recruitment landscape, including the global increase in recruiters and much more. Check it out and let me know what you think in the comments, or just reach out!
Your Question and Answers
My goal is to continue answering your questions and providing valuable insights. The more we can learn together, the better. Please keep the questions coming - I look forward to continuing to learn and share alongside you!
Question: What personal qualities or soft skills make a truly exceptional recruiter in your view?
In my experience, the very best recruiters balance a strategic orientation with an authentic, compassionate approach to connecting talent. On the strategic side, exceptional recruiters have a keen intuition for what drives different candidates' decisions. They put themselves in the candidate's shoes and quickly ascertain dealbreakers, negotiation must-haves, and positioning appeals. They understand what genuinely moves the needle for talent to join and thrive.
Yet strategy isn't enough without heart. Truly exceptional recruiters don't just see candidates as transactions, but as whole people with fears, dreams and tremendous potential. These recruiters have emotional intelligence to relate to people from all backgrounds.
Additionally, I consider resilience to be vital. When plans or initiatives fail, as all attempts sometimes do, these recruiters demonstrate resilience and grit, forging ahead once more.
Question: How do you prioritize requisitions and workflow during busy seasons when everything feels urgent?
We have all been there when you have ten different roles for ten different managers, and each one of them will tell you, "My roles are the priority."
This is why navigating high volumes of urgent requisitions is one of recruiting's greatest challenges. When hiring needs spike, keeping projects flowing smoothly can feel overwhelming. However, with strategic prioritization and workflow optimization, even the busiest seasons become manageable.
My main technique is maintaining constant open communication with hiring managers and their leaders (budget holders). I touch base frequently to reassess pressing priorities.
I prioritize requisitions based on open positions disrupting core business operations or inhibiting delivery timelines. For example, an open engineering role delaying a product launch takes precedence over backfilling an auxiliary marketing post. However, this information always has to come from the leadership of the group you are supporting as a recruiter.
Workflow-wise, creating structured processes around tasks like candidate communications and reference checks is essential for scalability. I leverage scheduling tools to organize calendars and auto-generate reminders on next steps. Streamlining administrative processes frees me to focus on more value-added relationship-building.
Most importantly, by transparently calibrating with stakeholders on evolving needs and instituting scalable workflows, no hiring wave feels too overwhelming. Together, disciplined prioritization strategies and optimized operations allow me to tackle even extreme hiring demands with positivity and purpose.
The key is open communication paired with behind-the-scenes efficiency. This combination drives results no matter the season.
Question: I want to start writing and sharing more on LinkedIn, but here's the thing - how do you deal with negative comments, feedback, and that pesky imposter syndrome? Any tips?
Putting your insights and ideas out into the world through writing and sharing on platforms like LinkedIn can feel incredibly fulfilling. However, opening yourself up inevitably invites criticism and self-doubt. Navigating negative feedback and imposter syndrome requires resilience and perspective.
Here are some tips I've found helpful:
Remember that negativity often stems from the commenter’s inner state - not the actual quality of your work. If criticisms get very personal or abusive, simply delete, block and disengage. For thoughtful critiques, thank them for reading and consider whether any apply constructively.
Leverage supporters and mentors. Share drafts with “safe” friends first or ask for coaching. I followed this approach for my first twenty articles, which proved immensely beneficial. Even though I received some negative feedback from readers, I know that people I trust have seen them and told me that these were good articles. Getting grounded with anchored confidence from your tribe can neutralize the harshest comments.
Measure your goals, not outside praise. Base your metrics for success on reaching people, advancing skills and achieving business KPIs. External validation feels nice but proves fleeting and unreliable. Let your why drive you.
Expand your learning. If you receive legitimate critiques on knowledge gaps, choose growth over defensiveness. Take an online course, reach out to experts, read deeply.
Lastly, know that imposter syndrome speaks to where you want to go, not where you are. The fact that you care enough to put work out there at all means you have vision ahead that feels intimidating. But the mere presence of those stretch goals is evidence that you are fully deserving of this journey. You are growing. Give yourself huge credit for courage and commitment rather than harsh criticism.
Stay encouraged! While negativity may arise, building skills, surrounding yourself with advocates and focusing inward cushions any blows. Keep learning, nurturing community and measuring what matters most to you. Consistency and courage conquer all!
Question: What innovations or trends are shaping the future of recruiting, and how can I develop relevant skills?
Becoming an exceptionally effective recruiter is a career-long journey that requires curiosity, strategic thinking and constant skill expansion. Here is some advice I would offer junior recruiters looking to incrementally advance their expertise and amplify their talent impact:
Keep an open, growth-oriented mindset. Seek feedback from hiring managers and candidates on what’s working and what could be improved. Track your metrics to identify opportunities. Study other high-performing recruiters' approaches with interest, not envy. Absorb new perspectives, techniques, and tools with a student's mentality for lifelong learning.
Go deeper with specializations. Develop vertical, functional or technological fluency over time to better evaluate niche roles. For example, master HR tech, creative hiring, IT recruiting or other specialties in line with your passions. Becoming a subject matter expert earns immense respect.
Practice forward-thinking consultancy. Evolve from executing basic job reqs to advising leaders on workforce planning and talent innovation. Offer insights on trends that necessitate new hiring profiles. Take ownership of talent strategy. Thinking critically and strategically about long-term needs cements strategic influence.
Double down on relationship-building. From candidates to hiring managers, make genuine rapport-building a cornerstone of your process. Trusted partnerships drive better outcomes. Nurture your network through memorable candidate experiences and consistent HM partnership.
Question: What keeps you engaged and passionate about recruiting after all these years?
There are several key reasons why I remain so engaged in the hiring process. For one, I'm endlessly fascinated by people and what motivates them.
Recruiting allows me to continually learn about different personalities, skills, goals and career journeys. I get to hear impactful life stories and understand candidates on a deeper level. That insight into human potential energizes me.
Additionally, the fast pace and ever-shifting nature of talent acquisition keeps things exciting. The landscape, best practices and technologies change so rapidly in recruiting. There are always new challenges to tackle, experiments to run, areas to optimize. I love strategizing more effective ways to attract, assess and secure top, diverse talent. Testing new approaches feels like an innovative game I enjoy playing over a long career.
Most importantly though, placing the right people into the right roles is tremendously fulfilling. When I make that match and see candidates blossom in careers where they belong, it's magical. Knowing that I have positively impacted companies by connecting them with employees who drive necessary innovation fuels my passion daily. I get to facilitate mutually beneficial relationships and winning scenarios on all sides. Being a part of forging people's professional paths and growth keeps me beaming with career purpose.
Last but not least, if you are surrounded by great people and a great team, it is easy to be engaged and passionate about recruiting.
Question: What advice would you have for building resilience and avoiding burnout in this high-pressure profession?
Recruiting is an undoubtedly demanding profession. The constant urgency of filling critical roles paired with nonstop relationship management necessitates hardcore resilience to avoid burnout.
After experiencing burnout in my first few years in recruitment, I have some advice. Here's what I would do differently and what I am currently doing to avoid burnout again:
First and foremost, build buffers. Block off time for yourself amidst the frenzy, even just small windows for breathing and recharging. Take all your vacation days and guard them fiercely. (I know this part is super hard)
Set crystal clear boundaries and uphold them. Be extremely judicious with handing out your personal cell number, requiring after-hours responses or letting work bleed into weekends without vital need.
Additionally, leverage smart productivity hacks. Keep running task lists organized by priority focus areas. Batch similar duties. Use calendar holds, zero notification and airplane modes to create work cocoons free of distraction. Protect your mental focus amid chaos. Most importantly though, have an accountability system for self-care built in, whether an understanding manager, friend or therapist.
Frame challenges as learning and growth generators rather than threats. Adopt optimistic narratives about setbacks being teachers unlocking future mastery and effectiveness. Develop self-efficacy around ultimately succeeding even amid great hardship through dedication and an expansive toolset.
Finally, the best thing that worked for me is having a hobby, something that makes me happy. In my case, it's writing. I enjoy writing, especially about recruitment. This hobby helps me spend my free time in a productive and creative way.
I know this may sound cliché, but you only have one life and one health. You can always find a new job.
Last Thoughts
Remember, the key to thriving in recruitment lies in viewing each challenge as an opportunity for growth and each interaction as a chance to make a meaningful impact. Whether you're just starting out or are a seasoned professional, the journey in recruitment is one of constant evolution and personal development.
So, keep pushing boundaries, stay curious, and never underestimate the power of empathy and resilience in shaping not only your career but the lives of those you help along the way. Here's to your continued success in the vibrant world of recruiting!
And to all my readers, your engagement and curiosity fuel this newsletter. Your questions, insights, and feedback are the heartbeat of this community. Let's continue this journey together, exploring the fascinating world of recruitment and beyond.
If you have any more questions, thoughts, or stories to share, feel free to reach out. Your input is invaluable in making this newsletter a rich and interactive resource for all. Here's to another exciting edition next time.
Until then, happy recruiting!
Jan
Did you miss these?
Here are a few articles you might have missed.