Resourceful Talent Group’s Post

If you’re hitting a wall with hiring managers when you pitch your services, do this: …Stop pitching your services. What should you do instead? Ask them questions. The right ones. That get them to reveal where they are at Why is this role open? What happens if you don’t fill it? What’s their retention rate? Where are they looking for talent now? How is that working out? What else have they tried? Why should someone want to work here? Figure out where they’re at, and working with you will be a natural part of the conversation for the right clients. This week, in your outreach…spend more time asking questions than talking about how good you are. Listen more than you talk. And be on their side.

🍿 In this weeks tips clip, we're sharing a little overview of how easy it is to look at your matches, and engage with those you're interested in. 😎 In the Talentverse, the Talent goes first. Recruiters and Hiring managers cannot see your profile, until you choose to share it. ⚡️ No more spam, no more sales pitches! ⚡️ When you see your perfect 💚 match, check out how the role fits you and if you're interested. Items in green are a great match, orange are not. 👋 Simply move the match card to the interested column to send a note directly to the hiring manager expressing your interest or asking any questions you might have. 👉 It's fast, it's easy! 👩💻 Sign up and give it a try today!

“I reached out to the hiring manager and they didn’t respond. Guess they aren’t interested.” Then you move on to networking with someone else…. What if I told you that it made more sense to continue following up? Instead of stopping after one attempt, try this follow up sequence: 3 / 2 / 2 After sending your initial email, then follow up in 3 days. After 3 days, follow up in 2. Then a final follow up in 2 days. If no answer, consider it a “not now.” Challenge yourself to not consider an application completed until you networked With at least 2-3 people from the company; especially the hiring manager And don’t shy away if after one contact, they don’t respond; always follow up What are your thoughts on this method? Do you stop offer one attempt?

Here is how to build advocates within the industry and leverage them as a secret weapon for landing that dream job! Ever experienced radio silence from a recruiter? Don't get discouraged! Behind the scenes, recruiters often have a network of regular contacts. Here are key connections to target: ✅Alumni Allies: Reach out to ex-colleagues in the company or role you're eyeing. They get it and can back you. ✅Employee Referrers: Connect with those who refer candidates. They want new talent onboard. ✅Industry Gurus: Bond with recognized experts. Their nod carries weight. ✅Collaborators: Link up with those who often work with recruiters. They know what's sought. ✅Event Pals: Connect with those at shared industry events. Common ground sparks chat. Remember, be genuine. Reach out, express passion for the role, and cultivate advocates. Help me share this post to help others learn about this strategy.

🫵Who can you help this week? Building an engaged network starts right here. 🫵True “influence” begins with a foundation of building trust and rarely begins with “here’s how you can help me” but rather an outside in approach. “What do you need and here is how I can help” - could be simply advice, could be a referral and even could be a job offer! 🫵The leaders I interview are saying timeliness, personalization and relevance are crucial in engaging with a C level exec.

“Who am I to think I'm qualified for that role or deserving of that promotion?” The RIGHT Person, that's who! Get out of your head! You've worked hard! You have the skills, talent and the experience. Plus, you have a unique value that only you can add. By doubting yourself, you are denying the rest of the world your brilliance. Want some great tips on how to more forward? Catch the replay of this week's Livestream, Unlock Your Full Potential: Strategies for Conquering Imposter Syndrome with Sonya Green, PhD. Link in the comments. 👇 >>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>> 🌺Hi, I'm Beverly, LinkedIn Top Voice for Job Search Strategies & founder of Career Success Strategies. 💼As the former owner of a staffing and recruiting firm, I know firsthand what hiring managers are looking for and use that knowledge to help Mid and Senior Level Professionals build their resumes and land the career of their dreams. ☕For more information, go to my profile and connect with me. 🔔Click the bell in the righthand corner to get notified when I post. 📫Send me a DM if I can be of assistance to you!

If you don't talk, they can't listen. In an age of information overload, why do many recruiting processes leverage silence as the tool of choice? We hear this story over and over. "I applied, but I never heard back." "I had a conversation with the recruiter, but I never heard back." "I had an interview, but I never heard back." Is silence part of your employer brand? If it wasn't before, it is now. Is that how other parts of your organization's teams work? Ask your sales team. This is a tremendous opportunity to share a wealth of knowledge with a captive audience. What are you doing with these opportunities? Tell me below. 👇🏼 Be brave. 🐻 Happy Friday ya'll.

It's Friday morning, potentially you're looking at what needs doing next week, or even before the end of the quarter.... If either of the following sounds familiar; - You want more high-quality roles than currently available on your desk to close before the end of year - You're fed up with working with tricky hiring managers (slow feedback or ghosting are common) Maybe you've got 30 minutes to make a difference today? If so, join Sian Owen at 3 pm BST, 10 am EST, to learn: - How to 4 x your response rate from target hiring managers - No-fluff approach to selling candidates and your service with high client control - Tactics to put into place immediately after the session Link to register: https://lnkd.in/d7R99pV6

Joanne has been a part of the ML team since nearly the very beginning. Our first hire who wasn’t a friend, relative, former colleague or friend of friend. We definitely got that one right. She’s conducted thousands of interviews, collecting the intel that helps our clients make important strategic decisions. She’s also a world class Sales Development Specialist - getting our clients in front of the right buyers. A consistent A player who also brings warmth and laughter to our company culture. What more could any founder ask for? Shes our latest featured ML Achiever - read the blog for some great tips on how she does what she does.

In yesterday's post, I wrote about the impact someone can have in a role as a key motivator and, thus, an important selling point of an opportunity. How do you determine a candidate's motivations? Assessments can provide information about this. I tend to ask the candidate. Specifically, I ask them about the criteria they will use to evaluate the role. I drill down by asking them for their five most important evaluation criteria and how they would allocate those criteria across a 100-point scale. One deal professional started by putting compensation at 40%. As he pondered the question, he raised that percentage to 75%. We then discussed what his needs and aspirations were in more detail. I find it very useful to use this method to understand what's important to a candidate. When I write a candidate summary to provide to the hiring manager and team, I include this data and a discussion of how best to sell the opportunity based on the candidate's evaluation criteria.