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Welcome to Talent takeover.
Unfiltered.
When it comes to working hard and
keeping it real, we know our shit.
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 an art form.
So, Taylor, what are we doing here today?
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.
All right, well, then, let's take
this show to the road.
Hello. Hello.
Welcome to talent. Takeover.
Unfiltered.
We have a very interesting one today.
I feel like they always are.
Taylor, how you doing? Good.
How are good. Good.
I'm excited for this because I think
this is probably what should happen.
But let's talk about reverse recruiting. Reverse.
Reverse.
And everybody's going, the fuck is that?
Even probably recruiters are asking what that is.
But I do love that there's starting to
be these names that they're coming up with.
And we'll talk about this in our episode, but I
think when you and I started talking about it, we're
like, wait, I think there was a name for that.
It used to be headhunter.
But essentially what reverse recruiting is is
when a candidate hires a recruiter to
do the job search for them.
And so what that entails is, like,
understanding different job profiles and how you
compare tailoring your resume to different job
descriptions, getting all your documents ready.
So that could be your transferable skills, doc.
That could be your resume.
That could be some companies require you to
submit things like portfolios or things with your
application, so getting all your documents together and
then submitting those applications for you.
And so how this came about is I guess
there is a discussion about it on TikTok where
recruiters are like and I thought this was interesting
because I'm like, wait, I don't know.
I'm a recruiter, and I don't think I'd
believe that or have that same perspective.
But a recruiter is like, you
should never pay another recruiter.
So speaking on behalf of recruiters, she's saying you shouldn't
pay a recruiter to help you find a job.
Recruiters jobs are to work on behalf of companies.
They don't get paid to represent candidates.
They get paid to fill jobs for companies.
So there's no reason that you should be
paying a recruiter to help you find a
job is basically like what she was saying.
And I was like, okay, I think this used to
be what a headhunter is back in the day when
you and I would have been just starting out.
But I know this is kind of a dying practice,
but I actually disagree because of yeah, I want to
hear I know you've got a lot to say. I disagree. Go.
No go. Okay.
I actually think that it should come back now.
There was definitely a time where it was like, yeah,
as a recruiter, do we want to get paid more,
or do we want to get paid from both sides?
Here's the thing.
Realtors get paid from both sides.
Why wouldn't they, right?
So that's just a thought process there.
But right now, where you're seeing the other
day, it was like some lower level engineering
role had, like, 1000 applicants in five days.
So it's like, whoa, you could be the best
person for this job for so many reasons.
But I will tell you, the chance of you
getting an interview is slim to none just because
of volume, because they can't handle the volume.
So unless they're using stuff like covey, like they
have this new bot that goes through inbound applications.
Pretty freaking cool, you should check it out.
Unless they have something like that, I
mean, for sure you're not getting seen.
And then additionally, think about a bot if they
didn't calculate the bot correctly and you didn't look
at the job description versus your resume and you're
not adding up at percentage wise, having the right
booleans and the right wordings and stuff like that,
you're also not getting seen.
So there's so many reasons why you're not
getting seen and why I always recommend that
you are networking to finding your job.
I mean, think about this.
Another stat is what, 5% to 15% at the
most applicants or jobs are filled by applicants?
It's mostly good. Sorry.
Go, no, I was just going to so
then that begs the question, is it actually
like a moot point to do reverse recruiting?
Because if half those applicants aren't going to even
be seen and you're paying a recruiter thousands of
dollars to do all this stuff that we outlined
for you, job profile, documents, but you're ultimately going
into that same talent pool.
Well, I was actually thinking that if
I'm reverse recruiting, I'm not just applying
them through everyone willy nilly.
I'm not only reaching out to my clients,
I'm reaching out to the other recruiters that
maybe have good clients for you.
So I'm thinking about kind of crowdsourcing this thing and
then I'm going to do the behind the scenes things.
So think about this.
What if let's just pretend you're a
recruiter at Google for whatever you're there.
And I'm like, hey, Taylor, I know you
have all these applicants to go through.
I know you have all these agencies that you
may or may not pay for this role.
I'm doing this for free.
I'm doing this on behalf of my person, my client.
And I want you to take a look at
this resume and look at her transferable skills.
Look how amazing this person is.
It's free. Yeah.
You're going to pick up the phone for that?
I think it's going above and beyond, and what you're
talking about is going above and beyond what we saw.
Like this thing on TikTok is basically just almost
like a resume service, but a job application service.
So they're not actively marketing you to people.
So they're spending, say, $2,000 to just help you
get your documents order, help you align your resume
to the job description and submitting the application.
I think what you're talking about
is taking it one step further.
You're like actively that truly
probably is reverse recruiting.
You are MPC most placeable candidate MPC
them out to companies to try to
bypass that talent pool, that applicant pool.
Whereas this service is just talking about
like, we're going to do applying.
We're going to help you apply.
That can be just draining. Blah, blah, blah.
It's a lot of work.
Boom, boom, boom, just applying.
And I was like, okay, I
think people devalue recruiters a lot.
So I was kind of triggered by that anyway,
because I'm like, it is a lot of work.
And I mean, to have to cater your resume
to different job descriptions, like, if you're willing to
outsource that and pay somebody to do it, it's
because it's work and it's hard.
And you're like, yeah, I don't really know what
I'm doing to be able to do that. Yeah, actually.
So even if we didn't go the extra mile
for this person, I still think it's insanely valuable.
Because, again, going back to where we're talking about
the bot, if your resume is not on par
to what the job description looks like, just to
pull, like, look, as recruiters, as the recruiter I
we're trained to look for certain things.
We've talked to the hiring manager.
We've gone through the job description.
We know what we're looking for, and we're going to
grab the top maybe 20 people from all the applicants.
But the person doing your resume will know that.
That's why I think it is invaluable.
So you should charge a good amount to
help someone do this every single time, because
no one thinks like a recruiter. Exactly. Recruiters.
Well, and now and I just thought of this
as we're talking now, a lot of these applications
because they know they can do it.
They now have questions that you have to answer,
like, why do you want to work here?
What intrigues you most about this company?
And those are like writing little mini essays. Yes.
And it's difficult and it's time consuming people.
Okay, this is great.
So, you know, like when we're training
people to do bizdev right, right.
And we're training them to do a message,
it's that message that takes them in eternity.
And it's crazy.
And so the way that we do that is I say, okay,
talk to me about how you're going to fill this role.
Talk to me about why I should use you.
And on the back, I'm typing this out, and
then we kind of come together and do it.
But man, people think too much.
So this is a great service,
and I think it should exist. Yeah.
And the other thing, I would think that something that
could poke a hole in all of this chat GPT.
So if you have these questions that you're answering and they're
basing because I do know companies, because I have worked for
some that we know when we post a job or back
in the day when we would post a job, that we're
going to get shit tons of qualified applicants.
Because there are just those jobs
that like a business development manager.
You're going to get tons of people
from all different walks of life, but
you're going to get tons of applicants.
And so there would have to be
something that would set an application apart.
And it would be usually
like these preliminary questions.
So not the are you 18 years or older? Are you legally?
Like, not those, but the questions that is like,
did you do your homework on our company?
Why do you want to work here?
What intrigues you the most about this position?
Tell us where you could add value here
or like, what value you would add.
Just things like that.
That I'm like, okay, well, now those things used
to be really critical because it was like, from
the candidate's perspective, why do you think you're different?
Why do you think you stand
out from these other candidates?
But now with chat GPT, I wonder about that.
How unique of responses companies are
actually getting to those questions.
Now with chat GPT existing.
That's a really good point.
You hear us all the time be like, was that chat GPT?
It was like, chat GPT or not, it's
like a fun little game we have.
But yeah, I mean, first of
all, everyone should be using it.
And you can't just use this bot because
it's like, hello, it's still a bot.
You can use it to spice up what you had to say. Right.
So I always recommend saying, hey, put
your response in the chat TPT and
then say, hey, make it more aggressive.
Like, maybe it's a sales job. Make it more aggressive.
Or we had one of our millionaire recruiter
program persons say, make it more whimsical.
I'm like that's kind of fun. Whimsical.
Fun word.
I know.
I liked it. I know.
That's why I like it.
But yeah, chad GPT is another one.
Did I ever tell you or did you read about I
want to say it was a professor at like, Harvard or
something that the students had to do essays or whatever.
And so he got all their essays and he put
them a chat GPT to see who used it.
Every single student in his entire class used it.
So then he had to figure out and was working
with the school and this was several months ago, but
he was having to work with the school to figure
out what to do because there wasn't a single student
that wrote their paper on their own.
Why happening?
Yeah, they were trying to figure out how
they could do a redo because they didn't
want to fail the whole class.
So I didn't ever follow up on it.
But that's where it was at that point, is
the professor was trying to work with the school
to figure out what to do because they didn't
want to fail everybody in the class.
They also encourage innovation.
Encourage it's not technically plagiarizing.
So there was kind of a conflict with it. Right.
And again, this was several months ago.
It was kind of when chat GPT
was just becoming what it is now.
And obviously we know these younger generations are picking
up on this stuff more quickly than the older.
They know about Chat GPT and have known about it
and been using it probably long before we have.
But I think definitely that's something that's obviously
going to continuously be a theme in schools.
But I wonder if any checks and balances
or anything will be put in place with
these different applicant tracking systems and things like
that to track that sort of thing.
Well, I mean, here's the bottom line.
And this goes to schools, too.
So schools for the most part are now
embracing it and saying, wait, we actually need
to teach them how to use it.
Because just like recruiters, you can't not
use it right, like, that's silly.
That's when you're going to get left behind.
But I think, wait, shit, where was I going?
I totally just had a brain fart
thinking of way too many things.
Well, you were thinking of school and then embracing
and learning how to use and embracing Chat GPT.
Yeah, shit.
It'll come to you when you're not thinking about it.
But damn it, I was loving it. I was going for it.
See, I distracted myself with the school thing. Damn.
God damn it.
Damn it.
We'll slap you with his microphone.
You'll think of it in a second.
But we'll get back to the reverse recruiting.
We think this is a good idea.
I feel like people may be like,
oh, well, they're biased because they're recruiters,
but honestly, it's very difficult.
It is very difficult to
go through that application process.
I also think from the perspective of a lot
of people that are reaching out to me, needing
jobs and stuff, and through what we've seen with
all the tech layoffs and whatnot, it can also
be mentally and emotionally draining as well.
If it's something you've been doing for months.
For months.
And I think you just have to make sure that you hired
a recruiter that was going to go above and beyond for you,
like that was going to do outreach to their clients.
Who maybe is going to put up a LinkedIn post
about, I've got this great candidate who's in XYZ Field.
Does anybody need something like an
NPC on a LinkedIn post?
But not just the checks and
balances of helping you apply?
I feel like that's something, especially with the Chat GPT, those
of the world, you can do that on your own.
But I do think if you're going to truly
talk about reverse recruiting, it's worth the money to
invest in a recruiter who's going to go out
and actively market you within their network and to
these hiring managers of these jobs that you want.
Yes, agreed.
I totally remember what I was saying.
So even if someone put Chat GPT
and completely did their resume that way
and then completely answered those questions, that's
just getting them to get a conversation.
Their whole being has to still get them the job. True.
So who cares if chat GPT got them past the first thing?
Because in reality, resume writing, LinkedIn writing, which we
do, chat GPT is not the same thing.
One's a bot and one's a human.
So hopefully the human's doing a better job, but
the human's also combining chat GPT with it.
So yeah, I definitely am
super into the reverse recruiting.
But we even train people how to interview.
Yeah, that's its own separate package.
So now I'm like, wait, we need a reverse recruit here?
But yeah, you need your transferable skills doc, you
need your resume, you need your LinkedIn, you need
to pass these interviews because it's like, again, that's
just the first challenge is getting that phone call.
You need to get through all of the
stages and then you most likely most people
do need help negotiating your offer.
And to your point with your friends who send you
their offer letters, it's like now you need someone to
look at your offer letter to make sure you're not
signing up on something that's completely ridiculous.
So if you're hiring a recruiter for
either one of those aspects, great.
But think about it as a total package.
Even I would do that in 2 seconds.
I mean, I'm unemployable at this point in my
career, but if I were looking for a job,
I would do that in 2 seconds.
And even actually, I think I might
even disagree with you on this one.
Even the admin part I wouldn't want to do.
I would totally pay someone to do that.
Yeah, I know, right?
I believe that about well, but I'm just
saying for people that can't afford maybe somebody
can't afford to do this, it still doesn't
mean that there's not value in that service.
So I think people like completely just shitting on
that service and being like, oh well I think
if you can't do it though, if you can't
afford it, these are things that are really powerful
that you need to make sure you do.
And you just brought up one that wasn't on here.
That is a huge one for us.
But making sure that your LinkedIn profile is
on point because oftentimes companies will read those
questions that they require you to answer and
then they'll go look you up on LinkedIn.
They're not spending as much time on your
resume as they used to, they're going to
spend more time on your LinkedIn.
So you got to make sure that shit looks good and you
have to have a good like you can't have I saw a
photo like that and the shirt was down here and it was
like I'm like, what are we selling on here?
For people who are not watching on the YouTube,
on the Millionaire Critter YouTube, she was being very
seductive, I guess that's what you'd call that.
Well, they have to check out the YouTube to
see because I guess your face is like, what
the fuck is she doing out of nowhere?
But it starts with your LinkedIn.
I feel like your LinkedIn is even
bigger than your resume these days. I agree.
Make sure that shit is on point and
make sure you don't have a ridiculous photo.
And so if you are going to hire somebody to
reverse recruit, make sure part of what they include in
their package for you is an overhaul of your LinkedIn.
Agreed.
And speaking of LinkedIn, get that disgusting green, open
to work banner off of your profile picture.
She hates it.
She hates it.
But I do tips on what they can do instead. Boom. Yeah.
Okay. Yeah.
I feel like I talk about this a lot, and
I've definitely talked about it on the YouTube channel.
But you can be very strategic on your profile.
Now you have, what, 300 characters you could
put that just really goes pops like that's. You right.
Then you can also have a video.
You can have a 32nd video that you do on
your mobile, on LinkedIn, and on Pronouncing, your name.
You have 10 seconds there as well.
So there's a lot of powerful tools that you
can use to make yourself look very employable.
But again, people want what they can't have.
So if you're very openly, like, shirt
off, being like, whoo, look at me.
That's easy, right? Yeah.
With the seductive face with the banner.
There's always going to be those creepy guys at the
bar that are going to take those shirtless girls home.
But that's the one night stand, right? Yeah.
You want to be employed, and you want them
to respect you and know you and learn you.
You know what I mean?
It's like so act like that finding a
job is just like finding your significant other.
Be unavailable if they're asking you
out on a Friday night.
Sorry, unavailable? It's Friday. I have plans.
Washing my hair.
Excuse?
I'm washing my hair.
No, but that's about the open to work banner.
What about people who don't put the banner on,
but they just have it say open to work?
You know how you can opt in? Oh, yeah.
So that's behind the scenes.
And you're just telling recruiters that, I love that.
Okay. And you're good with that one. Okay.
Total app, 100%.
And then what's great about that, too, is so
all the recruiters on LinkedIn recruiter, you get to
see what they're actually looking for, which helps us.
So we're not just throwing shit at the dark.
So, yeah, I love that feature.
You could absolutely tell us that you're
looking without announcing it from the rooftops.
And also, your employer doesn't know
because I'm also baffled, too.
So there's been some times where I've seen people that appear
to still be at that job saying, open to work.
And I'm like, what's going on there? Now?
Of course, I assume they're not really working there
anymore because that seems a little weird to me.
Who knows?
Okay, so you're saying with the banner or
with just the behind the scenes button?
Yeah, no, with the banner.
No, behind the scenes button is great.
No, with the banner.
I recently saw someone because I was reaching out to
some VPs of engineering yesterday, and he has his banner
up, but it looks like he's still there.
And I was like, Am I missing something?
And then, of course, not to mention, what do I do?
Is I now like, wait, are they
looking for a VP of Engineering?
And sure as shit they're looking
for a VP of engineering.
So now I'm like, wow, so are you blasting
that you got fired, or are you blasting that
you quit because you definitely didn't get laid off?
Yeah.
And that discredits you.
No, that one is definitely going to discredit you.
If you have that you're still like, it
says still to the present and your last
place of employment, and then you have the
banner, then yeah, that's going to discredit you.
And that's a whole nother thing to me.
That's not a good look.
Take the banner out of it.
It's the combination of the two for me
that I'm like, that's not a good look.
But if you are still employed and then
you just have the open to work that
recruiters can see, I think that's okay.
That shows us that you're open to learning
about new opportunities, but you're probably still employed.
That doesn't make you a stinky cheese.
No, not at all.
And real quick, back to the reverse recruiting.
As I'm thinking to myself, how many
engineers or Tas or whoever's, right.
Reach out to me and say, hey, I do XYZ.
Do you have anything for me?
And I can only imagine how many
of those messages they've been sending out.
I'm sure it's not just me, right?
That would be silly.
So that alone is super time consuming.
So have a recruiter do that for you.
That totally makes sense.
And also have that or even say, hey, the recruiter
can give you the message to send out to people.
So I think it all depends on how involved
in your job search you want to be.
But back to your point of
having emotion with your job search.
It's like people get really tongue tied when it
says, like, hey, what are you good at?
Hey, why should someone hire you?
It's like it feels hard. Yeah.
I think leading nicely into our broke to boss Tip,
I think this is a great service for people.
I think investing in this, if you think about
how much you spend on the Netflix and the
Hulu's and all of that stuff, you can find.
Yeah, it's like all these expenses, and I know you're
a shopper, so I know you get me on this,
but it's like investing in yourself because a lot of
people would think they'd never need to spend money towards
this, but you're actually investing in your future.
I think what I would recommend to our listeners is try
to find somebody who can at least give you some kind
of guarantees, even though that's really hard to do.
That's hard.
But guarantee you something.
And it doesn't have to be like guaranteeing that you
will get hired, but guaranteeing that they will help you
get an interview or they will coach you through.
Like, I'm guaranteeing that I will do
all of these things for you and
then they're following through with their commitment.
So I think if you're going to find somebody to
reverse recruit for you, just make sure that you find
somebody that is actually aligned with your values, takes this
seriously, is going to go above and beyond.
It is not going to just do the admin part
because I think there's a lot more our jobs as
recruiters are so much more than the admin.
And so that's just one part, is reviewing
all make sure that you have somebody that's
going to go above and beyond for you.
And there are recruiters out there willing to do it.
You're talking to two or you're
listening to two of them. Yeah. It's important.
So before we log off, I want
to put this to the audience.
Actually, as far as comments goes, I'm wondering
how much do we think this service is?
Because technically the value is massive, but how
much people really willing to pay it?
So if people will pay, what resume writers?
Anywhere from $100 to $300, 500, maybe at
the most, if it's some cover letter, which,
by the way, is old, so don't do.
But yeah, would love to hear from
our audience, what's the price on this?
What's the price tag?
It's very interesting. Yeah.
So what would you pay for that?
Put that in the comments.
We'll be really interested to see and then we could
talk about what the results are too, if anybody's curious.
Because I like it.
I just feel like this is a LinkedIn poll.
Oh, this is a LinkedIn poll. We're doing it.
We're doing it.
But we still want you all feedback
combined with the LinkedIn, of course.
Yeah, absolutely.
No, we're putting this shit out first.
Now you guys are getting this first,
then we'll LinkedIn pull it after.
It's live for sure.
Because now we'll be curious. Love it.
Cannot wait to hear.
All right, see you next Tuesday.
Thanks, y'all. Bye.