Tips for Thriving in Competitive Recruitment

Top talent will NEVER join a company with a mediocre recruiting process. They assume the rest of your company matches that experience. Yet most leaders treat their recruiters like transactional rubber stampers — then wonder why they can't hire A-players. The reality: how you treat your recruiters gets reflected in your recruiting process. Treat them like cogs in a machine? That's EXACTLY how they'll treat your candidates. Here are 8 ways treating recruiters as strategic partners transforms your hiring: 1. Give them a seat at leadership meetings A biz recruiter pitched "we need an implementation specialist" for months. Candidates weren’t biting. Then she learned this hire would unlock a $2M contract. Changed her pitch to "we need this role to hit Q3 revenue." Filled in 2 weeks. 2. Make recruiting metrics visible company-wide When engineering managers check recruiting dashboards daily, magic happens. One team went from "where's my hire?" to "I see 3 strong candidates entering final rounds." Transparency turns recruiting from blame game to team sport. 3. Let them push back on unrealistic demands A recruiter shared w/ me why she quit her last role: "I was tired of smiling when they wanted senior engineers for junior salaries." Smart companies empower recruiters to say, "that's unrealistic." The rest lose their best recruiters. 4. Include them in offer strategy, not delivery Watched a startup land their dream candidate in 48 hours — beating higher cash offers — because their recruiter could negotiate on the spot. Most make recruiters deliver pre-baked offers like pizza. 5. Invest in their tools like engineering Teams tracking candidates in Google Sheets wonder why they can't compete. Companies investing in real recruiting tools see 4x productivity gains. Your engineers get the latest MacBooks. Why make recruiters work in spreadsheets? 6. Give them time to build relationships One Gem customer filled 70% of roles in 3 weeks. How? They maintained relationships with past candidates for YEARS. Most measure recruiters on this month’s roles they need to fill. So they spam everyone and start from zero next quarter. 7. Empower them with data "Trust me, the market's tough" doesn't move executives. "Your salary range is 25th percentile — here's the data" does. Give recruiters access to data and industry benchmarks. Watch them become business partners overnight. 8. Celebrate their wins like revenue That top 1% engineer who chose you over FAANG only happened thanks to your recruiter — celebrate them like AEs winning deals. Ring the gong. Most companies only notice recruiters when hiring stops. TAKEAWAY In this market — 2.7x more applications, 90% unqualified — the difference isn't headcount. It's whether you treat recruiters as strategic partners or paper pushers. Your recruiters are interviewing for new jobs right now. Still think they're just order-takers?

This is always a tough pill to swallow, but the best companies to work for are not going to lower their bar or make things easier for applicants because this is a tough job market. When a company is flooded with applications, there's no logical reason to make the application process easier. When a company has a huge volume of highly qualified candidates, there's no logical reason for recruiters to set up calls with stretch candidates. When a company has great candidates that are willing to commit to their interview process, there's no logical reason for them to simplify that interview process. When a company has candidates who know their product and are excited to work there, there's no logical reason for them to consider someone that shows up to the interview and asks what it is they do. This is why my best advice is always: 1. Quality over quantity. Focus on a small number of positions you are genuinely well qualified for and interested in, and put in the effort to stand out in the process. 2. Do your research. Understand what the company is all about AND ask questions to assess whether it's the right fit. Show them you're genuinely looking for a company you can commit to and grow with. 3. Network and engage with the company. Follow them and comment on their posts. Connect with recruiters and people in the department you're interested in. Let people know you applied and why you're excited about the opportunity. 4. Respond positively to rejections. "Thanks so much for the update, while I'm disappointed by the outcome, I continue to be really excited about COMPANY, and will be on the look out for future opportunities. If you have any tips to stand out next time around, I'll take them!" will go a lot further then, "I submitted a perfect application and you're an idiot. Your loss." (This isn't even hyperbole - I get messages like this every few weeks.) 5. Opt out. If a process seems predatory, don't do it. Give them feedback. If companies can't hire the talent they want, they will have to evolve. Will this work every time? No, of course not. It's a tough market with lots of awesome people out there. But I watch my team put out offers every week to people who have applied with us 2, 3, 4+ times. I see candidates deciding between multiple offers regularly. I see people landing interviews who use these strategies. What I pretty much never see? People landing interviews who wrote "NA" on all the application questions. People who berate our team getting interviews. And finally, if you think my advice is bad or out of touch, don't follow it! What I post is just my opinions based on my experiences. It may not be relevant to your industry or context. And if your approaches are working for you, then don't change anything. But if they aren't, maybe these tips will help!

I spent 30 years in the staffing industry, and if there's one thing I learned, it’s this: recruitment isn’t just about filling positions! It’s about finding the right fit for both candidates and companies. Let me share with you my top 5 actionable tips to transform your recruitment strategy starting today: Know Your Audience: Understand the industries you're hiring for inside out. The more familiar you are with their culture, values, and challenges, the better equipped you'll be to match candidates. Utilize Technology: AI tools can streamline your recruitment process immensely! From sifting through resumes to scheduling interviews—embrace tech to save time and boost efficiency. Prioritize Candidate Experience: Treat your candidates like customers! Provide clear communication throughout the process—no one likes being left in the dark! Leverage Social Media: Your best hires might just be a post away! Use platforms like LinkedIn creatively by sharing company culture, success stories, and engaging content to attract potential talent. Follow Up & Feedback: Always follow up with candidates post-interview—even if they don’t get the job. This builds trust and enhances your brand image! By implementing these strategies: → You’ll not only fill positions faster but also create lasting relationships within your industry! → Plus, happier candidates mean better referrals down the line! What strategies have you found effective in recruiting? Let’s share some wisdom in the comments below! #recruiter #recruitment #staffing #employment #TalentAcquisition #RPO

I have a 96% resume-submission-to-interview rate as a sales recruiter. It’s one of the stats I’m most proud of as a sales recruiter and trainer. If you’re a recruiting firm it’s the stat clients judge you the most for. That’s why this stat should be a huge focus in your training delivery. Gone are the days of a spray and pray methodology in recruitment. ❌ It upsets customers ❌ It wastes the time of candidates ❌ It minimizes repeat business So how do you as a recruiter achieve it too? Discovery in every step of the recruitment process and becoming a specialist in your market. This is how you do it: 1️⃣ Curiosity: Ditch the questionnaires. Throw them out. Treat every conversation with candidates and clients with curiosity. Be interested in their background, dive into goals with thought provoking questions. 2️⃣ Clarity: as a junior recruiter, there were many times when I was confused in client meetings. I didn’t ask for clarity because I was scared of looking unqualified. If you don’t know, ask. 3️⃣ Value: recruitment is polarizing. Many people think we’re over paid with zero value add. Just a transactional resource. Be an educator to the people you speak to. Bring back the Consultant back to Recruitment Consultant. 4️⃣ Comparison: when picking up jobs, come to the table with a competitor analysis, with examples of other roles similar in the market, at different companies and ask them if and how they differ. 5️⃣ Specialism: Stop working with everyone. Only work within your ICP. Only go after the roles and companies that will benefit from having your knowledge. Specialism comes with time. 6️⃣ Education: The more you become a specialist, the more clients will come to you for education. The more you educate, the more they’ll trust and the more they’ll interview your candidates because they trust your process. 7️⃣ Respect: treat all your candidates with Hollywood-style representation. Don’t ghost them, keep them constantly informed and don’t manipulate them. Somewhere along the way, people lost trust in recruiters. Be the difference maker. By doing the above, your suppliers and candidates will see more value in keeping the relationship with you and you’ll inevitably establish more exclusive relationships. It all starts with discovery. Discovery is a heavily practiced skill across all sales markets and not utilized enough in staffing. The more you practice discovery, the more of a specialist you’ll become, the more candidates will interview and the more repeat business you’ll get. #salestraining #salesrecruiting #techrecruitment 🦘

In the 20+ recruiting audits I have completed of companies, I have found that more than 25% of recruits who sign offer letters never join. All that energy with nothing more than a finish-line disappointment. Yet if you ask a recruiting leader what their game plan is, once someone says yes, most have nothing. Recruiting doesn't stop when someone agrees to join your team—it’s just the beginning of solidifying their commitment. A formalized game plan ensures recruits feel welcomed, valued, and confident in their decision, reducing the risk of last-minute changes of heart. Here’s a step-by-step approach to create a game plan: 1) Immediate Engagement: Celebrate their decision with personalized outreach (e.g., a call or handwritten note). Have senior leadership send congratulatory messages to validate their choice. 2) Bridge the Gap with Continued Conversations: Schedule weekly check-ins to discuss their onboarding, answer questions, and keep excitement high. Involve current team members to introduce them to the culture and key connections inside the company. 3) Create a Sense of Belonging: Arrange a dinner or event involving their spouse or family to build deeper connections. Ship a personalized welcome kit with branded items and a personal note to their home. 4) Showcase the Culture: Invite them to attend a team meeting or shadow virtually so they can experience the culture firsthand. Provide access to training resources or tools to give them a head start. 5) Eliminate Doubt: Reiterate the unique value your organization offers that their current company cannot match. Role-play possible counter-offer scenarios and coach them on how to respond confidently. 6) Formalize the Onboarding Journey: Provide a clear timeline for their first 90 days, with milestones and support touchpoints. Assign a mentor or buddy to guide them through the transition. A structured plan ensures recruits transition smoothly, feel connected, and remain committed to your team. It transforms the "yes" into a day one success.

Yesterday I wrote a hiring post that got 50,000 impressions and generated dozens of applications Depending on how you want to look at it, this saved CoLab $1,700-$30,000+ Here's how you can do it too: First of all, the bar for hiring posts is LOW Most people just share a link to the role with the auto generated "I'm hiring! Know anyone who might be interested?" Do better than that and you're already ahead of 90% of people. Some tips: 1) A hiring post is a marketing exercise. Differentiate the job. I didn't post about just any AE role yesterday. I described the exact stage of growth that CoLab is in and why that might be ideal for our ideal candidate. I got lots of messages like "thanks for your candor" or "that really resonated with me" 2) Know your ICP. Yesterday, I was recruiting for sales. And I spoke directly to their pains: In small startups, there's often not enough pipeline. In big companies, you're a cog in the machine. The people that applied felt one of these pains in their current role (some of them even reached out and told me which one!) 3) Flex your copywriting skills! Cut the buzzwords. Make your post easy to read. Make the message clear. When a prospective candidate reads it, they should know immediately if they are the type of person you're looking for or not. 4) Check the boxes on social media best practice. Original content gets way more reach than re-sharing, so take the time to write something original. Engagement from other people will boost the post, so encourage it (not just from prospective applicants, but from anyone in your network that wants to see you succeed) Shout out to everyone who engaged with my post yesterday. I appreciate you! 5) Give when you can and take when you need to I've spent 4 years building in public and sharing insights with this community. That goodwill goes a long way when you need to make an ask -- Whether it's recruiting or searching for a job yourself. If you want to engage the top 1% of talent, you need to be in a recruiting mindset 24/7/365! #hiring #recruiting

Give a founder a new hire, and they'll be happy. Teach a founder to recruit, and they'll be unstoppable. A good friend and fellow founder reached out with a problem. Over six months, he'd hired multiple people into critical roles and had to let each go within 90 days. He'd worked with external recruiters and gotten strong signals during candidate interviews but found a culture clash within a few weeks of the new hire starting. So, we worked together to rebuild the recruiting process, focusing on self-service. Here's what we did in 9 steps: Step 1: Established values, expectations, and objectives for the team Step 2: Scoped what this new hire must deliver in the first few weeks, months, and years to be deemed successful. Step 3: We looked at successful hires at competitors to identify common traits (bonus: We also used our platform to look at those terminated within 90 days, even if the experience was no longer on their LinkedIn profile). Step 4: Drafted a clear, objective, and data-driven job specification for the role using everything we'd learned. Step 5: Built a recruiting process that would test aspects of the job specification with increasing detail at each stage (as simple as possible, but no simpler). Step 6: Filled the top of the funnel with promising candidates that met the must-have requirements. Step 7: Moved candidates through the funnel in batches while ensuring the top of the funnel remained full to avoid succumbing to the "scarcity effect." Step 8: Once all the signals pointed towards a strong hire, crafted a flexible and compelling offer that met the needs of the individual and within the budget constraints of the business. Note: We didn't wait to "see more candidates" as we'd already established objective requirements earlier. Step 9: Designed an onboarding process to set the new hire up for success. The immediate result – 2 senior roles closed in 2 months. The long-term result – the team had a playbook with a repeatable process that they've used successfully to continue building the team over the last six months. With zero recruiting resources. — The engagement was a lot of fun, and I've been thrilled to watch the team grow and thrive from a distance over the last year. But…I want to do more of this work while we continue building our core product. I'm opening up a service offering to work directly with a few founders and startup leaders to help build a recruiting process that delivers. If this sounds like something that would help you or someone you know, comment below or send an InMail. I will limit these engagements to 3-4 at a time to give each engagement the focus it deserves. #startups #hiring #recruitment

The way we hire is broken. Here's what I would do instead: 1. Have the hiring manager write what are the 3 main functions of the role and the 3 most important skill sets they are looking for. 2. Fill out information about what kind of hours are expected in the role and what kind of characteristics and qualities would make a person thrive. 3. Share a salary range within $30K spread and be up front about the total compensation package. 4. Write the job description in human voice that speaks to painting a picture of the day to day with all the information above. 5. Set a specific deadline of when to apply by and 1-3 quick (no more than 10 minutes spent total!) qualifying questions to assess candidate's capabilities to do the actual job. Example: (for a marketing manager: how would you go about creating a title for a SEO blog post ranking for keyword: interview). 6. Put position on hold and don't accept any more applications. Review all submissions and select 3 that are most closely aligned with what hiring manager is looking for. 7. Interview top 3 in Zoom interview with specific set of questions. Share notes with hiring manager to decide who top 2 are. 8. Bring top 2 contenders in for on-site or Zoom panel; no more than 3 interviewers. Important questions should be flushed out ahead of time and have a scorecard to be objective about overall fit. 9. Update each candidate that took time to prepare for interviews on status and when they can hear a response back. 10. Extend offer. If accepted, close requisition, and let everyone who applied know the position has been filled. What did I miss? As a in-house recruiter and headhunter, I know this is easier said than done with the volume of candidates - but feel strongly if employers have clarity in the beginning of what the non-negotiables they are looking for, recruiting would be more smooth sailing! #happilyhired #interview #recruiting

Back in June we went to Alex Hormozi's two day business workshop And biggest takeaway was that we were not spending enough time focused on the boring work We were chasing too many big ideas instead of focusing on the fundamentals One of those fundamentals was our recruiting and hiring process Here is our current hiring process that has allowed us to decrease time spent hiring new roles by 50% while evaluating 3x more candidates This is the same process I used to hire 7 new roles in the past two weeks managing 100% of the process while having time to focus on my other priorities The roles hired: 1x Sr. TikTok Shop Strategist 3x Influencer marketing & Community manager 1x TikTok Shop Coordinator 1x Influencer Coordinator 1 Influencer Operations Coordinator Our process: 1. We got set up with LinkedIn Recruiter This has saved me so much time and the quality of candidates has drastically improved 2. Post a job using one of our open job slots instead of using linkedin's pay per click job post 3. Use recruiter to filter people that have the exact experience we need 4. Mass invite them to open jobs 5. Send mass messages + automated follow ups using recruiters CRM directing candidates to go through a video interview process using MyInterview Instead of reviewing applications one by one and sending individual messages to each candidate, We can do a first pass at their job history and mass message all qualified candidates + schedule automated follow ups with one click This step also replaced our first round interview We set up 5-6 interview questions that each candidate answers related to the role 6. Watch videos interviews and create a short list of our top 10-15 candidates and set up first round interviews 7. Invite top 3 candidates to a second interview to go deeper on culture related questions 8. Ask for 5 references from each candidate (front door references) Schedule calls with each reference and have template questions that I ask 9. Reach out to 1-2 back door references - these are people that weren't included but had a working relationship with the candidate (usually one of the previous managers at company they no longer work at) 10. Make an offer LinkedIn recruiter + video interviews have given me more time back to dedicate to reference checks to make sure we're hiring the best possible candidate Before Hormozi, our recruiting and hiring process was embarrassing We mostly hired out of convenience and we paid the price for it I've completely cut out chasing big ideas to focus 100% of my time on the "boring" work The best part is that I love recruiting now Theres nothing boring about finding the best people to join our mission Lmk your best interview questions below