Takeover Unfiltered

Brianna Rooney: Welcome to another episode of talent takeover,

Taylor Bradley: Unfiltered.

Brianna Rooney: All right, let's get into it. And thank you again for listening. So we are going to talk about the habits of the recruiters. BA BA

Taylor Bradley: B B bump.

Brianna Rooney:

Taylor Bradley: Intense.

Brianna Rooney: It is intense and no names will be Ted, but you know who you are. welcome to talent takeover

Taylor Bradley: Unfiltered.

Brianna Rooney: When it comes to working hard and keeping it real. We know our. Self-care happiness, inner peace and time. I'm Brianna Rooney. And this is Taylor Bradley. Hey y'all. And we have thrived in chaos and turned it into in art form. So, Taylor, what are we doing here today?

Taylor Bradley: We're here to give you a raw under the hood view of all things recruiting and finally give credit where credit is due to a long underrated industry. That's full of quote unquote experts.

Brianna Rooney: All right. Well then let's take this show to the road. all right. So we, we were talking about before the recruiting, uh, the essential ingredients, right? Like we wanted to get nitty gritty on that and you know, we probably could have even gone, gone more into that, but let's talk about the habits of the ones, because let's be honest. What is it? At least 50% maker break it. Yeah,

Taylor Bradley: Absolutely.

Brianna Rooney: That's why I always hire two at a time.

Taylor Bradley: Uh, well, and it's to make it simple. It's everything we talked about in the ETO ingredients either have it, or they don't, but there are some that it's, you know, like we talked about organization, I think you could be successful and, um, be highly effective in a high performer with a certain level of organization. Like, I don't think you, or I love to do administrative work.

Brianna Rooney: No, we don't.

Taylor Bradley: no, we sure don't Cheryl ,

Brianna Rooney: You know,

Taylor Bradley: But, um, we, we get done what we have to like what's absolutely required. I feel like in every job there's a certain level of admin work required and you just get it done and then you prioritize your day. Other stuff can wait, this needs to be priority mm-hmm so, um, I would say the organized is still like, if you're not organized, you'll just fail miserably in this job. There's too many balls in the air. There's too many things going on, too many things. You're juggling, um, clients, candidates. Yeah. You know, it's just too much going on. If you're not organized somehow some way utilizing some tool

Brianna Rooney: Is PostIts okay. Because I still do that.

Taylor Bradley: yeah. I was gonna actually ask, like, what do you think? I know you use post-its and, you know, I use post-its, but what do you think in recruiting is the best tool to keep you organized?

Brianna Rooney: Oh, okay. So Excel. Okay. Really? You should put it on Excel. Like that's for me, I think that's the most valuable tool and I like to hyperlink the candidate so I can go back very easily click. I like to put the levels that they are. I like to put the comments that we're at and where I put them at. And you know, just like, there's not that much information. I feel like you need to set up. Um, and once you set it up, it's like easy peasy. Right. Uh, but I also use, you know, uh, notebooks. So whenever I have a really good candidate, I do put them in my notebook because I have this system that I like to highlight them when I have placed them. It makes me very excited. .

Taylor Bradley: So if it's like five years later to get to go back and highlight

Brianna Rooney: Them, you literally, you could literally look into my notebook and say, I'll see all my highlights and be like, yep, there we go. That's like my little black book. Hey,

Taylor Bradley: I was about to say your black book.

Brianna Rooney: that's my black book. Good for you. Yeah. Like, I don't know like that. And I know it's like double work. Right? Cause like I input it into the, my Excel sheet. I now have them, my notebook, but I feel like for me, the notebook is like my almighty. It's like, I know exactly where all the goods are because you can have very mediocre candidates and again, on paper, because you know, we're, we're not the hiring managers here. Um, but you also know like who you really enjoy to talk to and who you think just on paper, just nails it. And they're not always the ones that you place right away. So I think that's kind of interesting to do mm-hmm so I have two different spots. Um, and then I also have a timer now I used to use a hand timer. Yes.

Brianna Rooney: Now use my phone fine. oh, but sand timer still good. Uh, but you know, the one you brush your teeth to, but I like to, um, you know, source for a little bit at a time and then do admin and then source for a little bit of time and maybe go take a walk. You know, I just, I don't think that you can really like, if I'm gonna really nail it down and give it to you real, I think that you can work four hours a day and kill this job if you actually worked those four hours and didn't have a bunch of in between cuz let's the Smith. We have tons of in between. Yeah. And I think about all the recruiters that have way too much in between they're they're like, I think the recruiters to get back to it is they're just trying to hit a number as opposed to have purpose to their number. Like that's the whole thing, like what was the purpose to you hitting like 150 InMails a week? What was the purpose?

Taylor Bradley: Yeah, absolutely. I I'm just sitting here and I'm processing what you're saying and I'm like, there's a theme there. You know, like I, I think I can associate, I think I can associate certain topics or certain soft skills and things that are like, like if somebody's only money motivated, I'm not saying that's a bad thing. We all love money. We all want, you know, um, for you and I we've talked about this, it's the flexibility that money

Brianna Rooney: We provides. It's so freedom.

Taylor Bradley: It is the freedom, the flexibility that it buys to do, the things you wanna do or like to do or spend time with your kids. But, um, what are your thoughts on people in recruiting that are only motivated by money?

Brianna Rooney: Ooh, that's interesting. uh, so I think back to employees that I have had, and I do know someone that is only motivated by money and I gotta tell you that guy knocked outta the park. However, when it comes to soft skills in building what I would consider an empire or building or becoming a leader, becoming a manager, becoming a higher up, becoming a true exec, for example skills, aren't there. It's never gonna be there because he didn't care enough to develop them. All he cared about was the bottom line and making sure that the money came in. And again, all depends on what your end game is. Yeah. But I'll never forget that he mentioned like, I don't wanna, I don't wanna be a recruiter for my whole life. Right. Like I don't wanna be a 40 year old recruiter, 50 year old recruiter.

Brianna Rooney: And I was like, well then I guess some gotta change then you actually gotta put in some work. Yeah. Because absolutely you can be a very, very amazing recruiter, bring in some big dollars, you know, if you keep going and going and going, and honestly you might retire earlier than that. So that's a whole other thing you could literally retire by the time you're 40, if you do it right. Or you can, you know, then start to pay it forward. You can start to mentor. You can do other things. It all depends on what you know yeah. What, what you want.

Taylor Bradley: And I will say, since I came over to this world, this sexy tech recruiting world, that you're welcome. welcome. Welcome. Happy to have you. Um, but I've noticed that the arrogance it's like people just think, which I think this is a crazy mentality to have in any job that you think, you know, everything you think you have nothing left to learn. Oh, that's crazy. Kill me. Kill kills me. But we've

Brianna Rooney: Yeah, we've seen it.

Taylor Bradley: We've seen it. And I'm just like, I'm baffled by people's lack of self-awareness to realize that like, again, part of being smartest, knowing what you're dumb about and if you're the smartest person in the room, you feel like, you know, everything you're in the wrong room, you know? So I think that that's one of the habits of recruiters is thinking they know everything thinking they've got it down. They don't need to learn anything. They don't need to learn other industries. I'm just kidding. Ouch.

Brianna Rooney:

Taylor Bradley: No, I totally it's that. I got you clearly a joke to one of the best recruiters I've ever, um, encountered or worked with. But it's, it's definitely one of those things where I feel like if you think you know it all you don't.

Brianna Rooney: Yeah. I mean, you could even be in the room with, let's just say, I don't know, like 18 year olds. Right? And it's like, if you don't think you can learn something around 18 year olds, you're out of your mind

Taylor Bradley: To dances. Uh,

Brianna Rooney: Please.

Taylor Bradley: That's what we can

Brianna Rooney: Learn

Taylor Bradley: To dances

Brianna Rooney: That I still have not downloaded

Taylor Bradley: Me either. Nope. I haven't done it either, but we could do one. I'm open to doing a, to dance with you.

Brianna Rooney: Oh God. It depends on how my subscribers forget who

Taylor Bradley: Wants to see a, to dance video?

Brianna Rooney: Sorry. Oh yeah. So it was like, but back to back to the, you know, habits of a recruiter, I think they just dial it in and they have all sorts of excuses. So it's like one week, oh, you know what, everyone that got, I have a 25% response rate and everyone said, no, well I did my job.

Taylor Bradley: And yeah. Like align with that. I think that not finding your, like not finding what is your thing? Like you teach the recruiters how to write an effective InMail pitch, but like finding what is their nest. I don't know. Have you guys ever seen that movie with Owen Wilson and, or he's like, um, it's Owen Wilson, Kate Hudson, my best friend do that. But anyways, he's like find your nest, which is like your thing. What makes you the mm-hmm like, what's your way of doing

Brianna Rooney: This? Everyone's different.

Taylor Bradley: Exactly. So it's like find your thing. And I feel like a lot of recruiters don't like, they'll use those generic as job descriptions. Mm-hmm those generic InMail pitches instead of making it flow, like it's you, you know, show them that you're a per humanize yourself. Yes. I think that's also one of the things that can set a good re recruiter apart is, you know, do they truly approach situations? Like they've been in the shoes of that person. Love

Brianna Rooney: That. So just recently we asked one of our talent partners at talent perch and I said, Hey, what are the essentials of being a recruiter? Like, take me back in, in time. It's been a while. Right? Like I know what, like I think I, I think I know what I, what I know, you know, but what it really take one of our talent partners said, uh, you know, you need to be able to take a script to a conversation. I was like, yes. Thank you. So then I think about the habits of a recruiter and the habits are just reading off a script, reading off what the client said to pitch mm-hmm . So the ones that don't decide that Google it, right. yeah. Broke to boss tip Google it. Yeah. But people that didn't go on crunch base or they press articles on their site, you know, the ones that are just literally dialing in and not researching on their own are really the habits of a recruiter.

Taylor Bradley: Yeah. Re lack of research. Yeah. And doing your homework beforehand. Again, I think that goes in line with what we talked about with the arrogance. Right. Cause a junior recruiter we've researched a lot. Mm-hmm like you do that a lot in the front end as you're training, as you're just trying to figure out the lay of the land. But I think, you know, the more tenured ones it's like they stopped researching company. You kind of just go into everything thinking I got this. Yeah. And then you're gonna have a moment at some point that like rocks your world. That Uhhuh, that humbling moment. Mm-hmm

Brianna Rooney: yeah, absolutely. And like, if you're not researching, it's like, what are you doing? Like, even though like, you know, anyone that goes through diversity, thank you, Thrivers. Uh, but even if you go through that from the start to finish, if you don't also Google and practice, it's like, it doesn't mean anything. Mm-hmm like we can only, someone can only teach you so much regardless of where you got your training from or inspiration or whatever it is, you have to try it. You have to Google it. You have to see like six different other perspectives. Because even I'm not the almighty, like I'm not gonna send you this InMail and it's gonna rock your world and change everything you had. And all of a sudden you're successful. That's not gonna happen. I wanted to, but that's that's yeah. You know, that's not it. So yeah. A recruiter is literally not going to do much. They're just gonna do enough.

Taylor Bradley: Well, that's a G so know your motivators. Yeah. Like what motivates you? What lights a fire under your. And I think we all have different ones. Right? Mm-hmm but yeah. You're like, as you're talking about that, we can't motivate people. We can't go and pick you up off the couch. No, move your cat outta the way. Move your dog outta the way. Pick you up off the couch and sit in front of the computer. Um, and move the Minecraft outta the way.

Brianna Rooney: Yeah. I have a nice visual of what you're talking about.

Taylor Bradley: I had to fully paint the picture for you guys. Thank you. But it's, it's like, I mean, that's with anything you cannot be successful if you're not willing to do the work. Yeah. And I think recruiting can only get you so far in either role, whether you're sourcing or whether you're client success manager or account manager, you can only your way so much.

Brianna Rooney: Yeah, exactly. And you know, what's sad to me is that you actually have to put like KPIs or just straight up numbers. Right? You have to say, I need you to hit 150 InMails. I need you to place three people a quarter, you know, whatever. It's no one should ever have to make the bare minimum numbers for you. That shouldn't be a thing. That's the habit of a recruiter. The habit of recruiter is gonna say, what, what do I have to hit? What do I gotta do? What do I have to do on a weekly basis? Monthly basis? No, no, no, no, no, no, no, no. Why don't you push a barrier? Why don't you decide? What is your best? Like operate your best? Uh, I got a tangent for a second. So I'm at, uh, uh, Diego's soccer game, championship soccer game, my son eight years old.

Brianna Rooney: so how championship is it? Whatever. Uh, anyways, they're playing and I hear, uh, the, the one kid who is like the superstar of the game and he just had allergies and he, so he can't, he's not running as fast. And so his mom's like, you just do what your best is today. I was like, thank you. You know, what is your best today? It doesn't matter day in, day out, whatever. But you come, you show up. And the, the habits of a recruiter is they just know what they have to hit. And then they move on and it's out of their mind. And it's sad.

Taylor Bradley: Yeah.

Brianna Rooney: They'll never really amount to anything.

Taylor Bradley: They just coast. They're what you and the rest of the execs called the floater.

Brianna Rooney: no, you,

Taylor Bradley: No, I didn't call them. I said, I can't have y'all using that word at all.

Brianna Rooney: We of a cruiser the floater is doing two different roles that we were talking about, but okay.

Taylor Bradley: Well the it's not applicable to any of it really . It only has one meaning in my mind. So

Brianna Rooney: That's funny. And it goes around and round. Yeah, it

Taylor Bradley: Sure does. Before it goes away.

Brianna Rooney: Thank you for that.

Brianna Rooney: Oh, I think another habit of a recruiter is one that, um, doesn't wanna even hone into their creativity. They want everything done for them. So like, they will literally if like, let's just say it's Monday and you didn't tell 'em what to do. It's Tuesday. You still didn't tell 'em what to do. And you're like, huh, what's going on with so andSo and on Wednesday morning, you look at their numbers and they haven't done. And then you call 'em up and you're like, Hey, what's what's going on? Like, well, you didn't tell me what to do. What are you five? I gotta tell you what to do. Yeah, no. And honestly, that's the real like, that just happened last week. this is sad, you know? And so that's not a, that is literally the habit of a recruiter. That's a definition of a recruiter.

Taylor Bradley: That's a definition of a

Brianna Rooney: Person

Taylor Bradley: Employee in general.

Brianna Rooney: Yeah. The whole kit in caboodle. It's like, so mind boggling. Like I couldn't even imagine sitting there and be like, Hmm, someone hasn't told me what to do today,

Taylor Bradley: So I'm gonna do nothing, but I'm gonna feel really good about cashing this paycheck. Whenever I get it, even though I've just sat here,

Brianna Rooney: I feel like I would give them the paycheck back as embarrassing.

Taylor Bradley: Yeah. I think it's, it's one of those. So many people do that they know. Right. But I don't know how they don't feel sick to their stomach. Still feeling

Brianna Rooney: Bad about

Taylor Bradley: Knowing how lucky. And I think that's another thing too. We talked about it being humble, but always I've always operated. Like I could lose my job tomorrow because you can, you know, so I've, it's never lost on me to be grateful that I have a job, be grateful that I have a job that allows me to get to talk to and work with a lot of amazing and interesting people. Mm-hmm and I love what I do. It's taken me a long time to be able to say that about recruiting because there's moments where you interesting don't Uhhuh . Yeah. And you're like, oh my God, when I gotta deal with clients, and employees all day, it's kind of like what we were talking about earlier, when you're giving so much as a manager, you can only pour from an empty cup for so long. Yeah. And so it's like, when you're not getting what you need as a manager, you're like, I just feel burnout. I feel depleted of every all energy, everything I've got. So I think being self-aware knowing what motivates you being like helping others around you. I feel like that's one of those things, great employee. It's not just a recruiter specific, but help your team.

Brianna Rooney: Yeah. So then I would think that another habit of a, a recruiter would be someone that's just, um, not really motivated to be a team player. Mm-hmm like, there's no engagement there.

Taylor Bradley: Right. They're just worried about number one themselves. And yeah. The, the ones that you're like they're a leader is when they know that their success is dependent upon the success of the team. Mm-hmm they don't look at it. Like just me.

Brianna Rooney: Yeah, exactly. There's always more to do. So you recruiters out there. let's sum this up. Stop being lazy, go Google. What you need at Google. Don't let anyone, you know, don't wait for someone to tell you what to do. Go hit those numbers, a bond above what the minimums are. Right? Cause KPIs, those are the minimums you need to hit. So please let's up our game. Otherwise get out of the industry. all right. I'll we'll see you every Tuesday. And now we're gonna go to, before we, uh, ski out, we're gonna go to broke to boss with Taylor.

Taylor Bradley: Yeah. So this week's bro broke to boss tip of the week is to prioritize your recruiting goals, whatever that is. Um, we've talked a lot about goals. So whether that's personal goals that you have wanna hit a certain revenue amount, higher amount, but go into each week with your recruiting goals, they can be the same weekly. They can change weekly depending upon the project you're working on, but always have clear defined goals for yourself and then do a check-in at the end of the week and see where you landed.

Brianna Rooney: Love it. And don't Hey, it's okay if it's post-its right, right,

Taylor Bradley: Bye. Right. See you next week. Thanks guys.