In February, we met with Vanessa Maddox to talk about Recruiting During a Recession. The #HRCommunity and #RecruiterTwitter came together to offer their best advice for job hunting during this difficult time.
Thank you so much to everyone who came out for February’s chat. Check out chat highlights below.
Recruiting During a Recession Twitter Chat Recap
Q1. We’re currently in the middle of a pandemic and recession. What’s one thing everyone needs to know about Talent Acquisition during a recession? #HRforAll pic.twitter.com/O1e3UEK2Dv
— Micole Garatti, MBA (@socialmicole) February 9, 2021
A1. TA pros are burning out at an alarming rate. Organizations need to invest in their TA teams. Adding more headcount and offering more growth band development opportunities. #hrforall
— Rachel Kitty Cupples (she/her) (@recruitingSHEro) February 9, 2021
A1: Brand becomes increasingly more important. If the company doesn't take extra care to manage things humanely, it'll be very hard to find superior talent to join or rejoin.
— Lee Andrese (@LeeAndrese) February 9, 2021
I completely agree with this, networking and relying on your community are so important these days and gives you a higher chance landing a role you actually want. I landed my role through networking. #HRforAll https://t.co/RtCZFrI0PN
— Quinasha Sanford (@QuinSayss) February 9, 2021
Q2. Many talent professionals – whether at companies, staffing firms, or even career coaches – offer a lot of advice to job seekers. What’s the best advice you have for people looking for a job right now? #HRforAll pic.twitter.com/XshMLWXVJr
— Micole Garatti, MBA (@socialmicole) February 9, 2021
A2 Mix up your job titles. Every company does not have the same title for the same job. Dig deeper and search more broadly. #HRForAll
— Katrina Kibben 🏳️🌈 (@KatrinaKibben) February 9, 2021
A2. Be patient, don’t sell yourself short and apply for jobs you want, even if you can’t check off all items #HRForAll
— Wendy Kelly PHR SHRM-CP (She/Her) (@WendyMSHRMPHR) February 9, 2021
A2. Before your search, think about what you need/want in your next job and make a must-have list to evaluate opportunities against. Ask questions while interviewing to make sure the job meets that list. #HRforAll
— Liz Bronson (@Lizbconsult) February 9, 2021
Q3. When we first went remote, many HR and TA professionals had to adjust to recruit virtually. What’s going well with recruiting from home? #HRforAll pic.twitter.com/D5dc8J0xn3
— Micole Garatti, MBA (@socialmicole) February 9, 2021
Bigger talent pool and candidates have more flexibility to interview during business hours!
— Keith Schneider (@SchneiderKJ) February 9, 2021
A3: Everything! I love working in my family room with the sun coming in. It's quiet, I can watch C-Span all day and I can take breaks. What's not to love. #HRForAll https://t.co/r6Kv5Xfx3Z
— #VeeTheConnector (@iamvrmaddox) February 9, 2021
Q4. On the flip side, what’s not going well with recruiting from home? #HRforAll pic.twitter.com/jgYx6G2StP
— Micole Garatti, MBA (@socialmicole) February 9, 2021
A4: It's harder to promote culture virtually for someone who hasn't experienced it. #HRforAll
— Tim Gould (Them/They) HR (@TimBrianGould) February 9, 2021
Q5. Diversity recruiting is a hot topic right now. What’s your best advice for how recruiters can partner with internal teams and candidates to improve representation of underrepresented groups? #HRforAll pic.twitter.com/WDbVXNLkCP
— Micole Garatti, MBA (@socialmicole) February 9, 2021
A5 1/2 Partner with data first! Before you set hiring goals for diverse candidates: start with demographic data for your area and industry to make your goals are attainable. Don't aim for xx% of diverse talent if there's only yy% available. #HRforAll
— Brilliant Ink (@brilliantink) February 9, 2021
A5:
— Gabriela Brown (@GabrielaBrownFL) February 9, 2021
-✔ your wording spoken and written for unintentional biases
-Follow initiatives with action. Words without action mean nada!#hrforall
A5. Best advice I can give is to review hiring progress regularly, collectively look for deficiencies. #HRforAll
— Wendy Kelly PHR SHRM-CP (She/Her) (@WendyMSHRMPHR) February 9, 2021
A5: Blind recruiting. Cover up the name and location and focus on the candidate 100%. Be sure that your company is walking the walk and putting $ where their mouth is in terms of #DEI , not just diversity. #HRForAll @vrmconsulting https://t.co/gcBBOfayaq
— #VeeTheConnector (@iamvrmaddox) February 9, 2021
Q6. A huge part of recruiting is partnering with hiring managers. What’s your best advice for establishing a great relationship with hiring teams? #HRforAll pic.twitter.com/mUtKNmAcAy
— Micole Garatti, MBA (@socialmicole) February 9, 2021
A6: Build trust with the team. Imagine a triangle of points. Empathy, Authenticity, and Logic #HRforAll
— cory kapner (@ckapner123) February 9, 2021
A6: If you're new to an org, meet with each manager, listen more than you speak. Figure out how they work and what their best mode of communication is. Adjust to their style of work. You'll win them over every time! #HRForAll @vrmconsulting
— #VeeTheConnector (@iamvrmaddox) February 9, 2021
Q7. What does the future of talent acquisition look like? #HRforAll pic.twitter.com/PGlNMStAIe
— Micole Garatti, MBA (@socialmicole) February 9, 2021
A7. I mentioned this on clubhouse last night. The future is more strategic alignment w/HMs & biz leaders. More job carving. Finding candidates w/super skill sets & leveraging their strengths rather than getting stuck to the bullet point requires in job ads. #HRForAll #daydreams pic.twitter.com/I5GBg5TZ9W
— Rachel Kitty Cupples (she/her) (@recruitingSHEro) February 9, 2021
https://twitter.com/JobSeekAdvocate/status/1359215237203910656
Thank you so much to our guest host, @vrmconsulting! #HRforAll
— Micole Garatti, MBA (@socialmicole) February 9, 2021
Thank you everyone for such a lively conversation!
See you all next month on March 9th at 1pm EST for a chat themed International Women's Day! pic.twitter.com/H31lUrWNbn
Your Hosts
Cory Kapner
Cory is the Vice President of Global Sales for Recruitics – a recruitment marketing analytics and optimization platform. Over the past 8 years Cory has helped major Job Boards, Staffing firms and Fortune 100 companies with their talent acquisition and retention strategy. Cory brings a data driven, subject matter expert approach to all situations and has proven to be a strategic partner for clients in both, North America and Europe. His past experience includes Michael Page International, Indeed.com, and is a founding member of Recruitics. Learn more here and connect with Cory on Twitter at @ckapner123.
Micole Garatti
Micole Garatti is the CEO of SocialMicole, Director of B2B Marketing at Fairygodboss, and Author of The Most Inclusive HR Influencer List™. She’s passionate about improving HR and work tech by diversifying voices of influence. She’s been quoted of featured as a Marketing and HR expert in Inc., Workology, SHRM, Drive Thru HR, #HRSocialHour, and more.
Her background is in communications at the University of Florida and she received her MBA from The College of William and Mary. Learn more about Micole here, and follower her on Twitter at @socialmicole.
Guest Host
Vanessa Maddox
Vanessa “V.R” Maddox is an HR and Talent Acquisition expert with over 20 years of experience. She specializes in training and development as well as recruiting and staffing. In addition to partnering with major companies like Verizon, the U.S. House of Representatives, Kelly Services, and more, V.R. gives back to the community through her consulting practice V.R. Maddox Consulting, #GetHired Employment Community, by serving on her town’s council, and more.
Connect with Vanessa on Twitter and on LinkedIn and ask her about how you can get a free consultation with her today.
See you at next week’s chat! If you’re an HR vendor and want to sponsor the chat, please contact me here. Talk soon!