What do you do if you're considering a career change in Recruiting and want to avoid common misconceptions?

Firstly have complete clarity on the motivation and reason you want to enter recruitment. Attend industry events to gain knowledge and networking insights which will help you develop your own brand. Gain experience through internships or volunteer work and seek guidance from experienced recruiters.

On going for a career change to recruiting, First of all , we need to understand the technology evolvement. - Understand the technical jargons, along with various levels of candidates starting from entry level to VP and so on. - Improve on your communication, negotiation skills and watch your attitude when speaking. -Ask for help/clarity when you need it. - Network with candidates

Considering a career change in recruiting? Dive in like a treasure hunter for gold. Network like you're speed dating for careers. Assess your skills—maybe you're a negotiation ninja or a communication connoisseur. Consider training or certifications for that extra sparkle on your resume. Dip your toes into recruiting with internships or volunteer gigs—it's like a trial run with less commitment. Find a mentor to guide you up the recruitment mountain. Clarify your expectations—it's about finding your best self and recruiting rockstars!

Here's how to make a career change into recruiting while avoiding common misconceptions: 1. Understand the Role: Take the time to thoroughly understand what the role involves. 2. Develop Strong Communication Skills: Active listening, asking insightful questions, and articulating job requirements are crucial in recruiting. 3. Embrace Relationship Building: Focus on building trust and providing value throughout the interview process with candidates, hiring managers, and colleagues. 4. Stay Organized and Detail-Oriented: Recruiting involves managing multiple tasks, deadlines, and candidates simultaneously. Develop strong organizational skills to ensure nothing falls through the cracks. 5. Leverage Technology: Familiarize yourself with ATS's.

The big question is do you go agency or corporate? If agency it is very important to remember that we work for the clients not the candidates. Sometimes they align and then we get to help them and go home feeling good about helping others but 75% of the time or more it boils down to prioritizing what clients want vs what we think is best or who we want to help. That said agency positions are generally more kpi driven but agency roles generally speaking have 2 to 3 x the earning potential of a corporate recruiter. On the corporate side you have to really buy in to the culture and always promote it. You lose out on pay potential since no commission but corporate recruiter jobs generally will have the better benefits

To avoid common misconceptions when considering a career change in recruiting: Research the field thoroughly. Network with professionals in the industry. Gain relevant experience if possible. Educate yourself about recruiting practices. Understand the challenges and realities of the job. Develop essential soft skills like communication and empathy. Stay informed about industry trends and changes. Set realistic expectations for success in recruiting.

Recruiting is more than just sifting through resumes; it's about people skills, marketing, negotiation, and a strategic mindset. I’d focus on honing a diverse skill set that caters to the multifaceted nature of the role, which is often underestimated by those not in the trenches.

I entered into recruitment with 15 years in retail, my biggest skill was being able to talk with and understand people. You don't need to understand exactly what recruitment is before entering the profession. What you need is an appetite to learn and cultivate new skills and embrace new (often difficult) experiences.

Having strong market insight is one of the most underrated, or even overlooked skill. As a recruiter, you have the ability to look at industries from a 'birds eye' perspective. For example, if there are certain regulations being passed in a specific industry, what does that mean for your customers and candidates? How would it impact a companies decision to continue along the same strategy, their projects or hiring needs? You have the advantage of speaking with candidates and clients everyday, use their thoughts/opinions with more research and you can make confident predictions. With enough research and right market insights you can be a confident trusted advisor for your candidate or clients recruiting needs.

Networking is the lifeblood of recruiting. Some might think it's just about collecting contacts, but I see it as building meaningful relationships. Each connection is a potential lead, a source of industry insight, or a partnership waiting to happen.

Don't see networking as a avenue to fulfill only one purpose. Deeper connections through network can be ongoing dividend for rest of your life. Find ways to understand what they care about and how you can bring value to them. Dig a bit deeper in that initial ice breaker conversation by asking an open ended question, you'll easily stand out from rest of the crowd. Don't forget to reconnect after the event to keep the channels of communications open and be on top of mind. Always a good idea to be energetic and seem approachable.

In recruitment, objectivity is key, but bias can be a silent saboteur. I've found that actively working to recognize and mitigate unconscious bias not only helps in making fair hiring decisions but also promotes a more diverse and robust workforce.

Being tech savvy is a must in today's world. Recruiting, like sales, is dependent on creating and cultivating relationships daily. New tech like AI enables recruiters to more easily identify talented people with who we should build relationships. The caution is make sure to use tech as a tool and not completely allow it to take over the recruiting process.

They key word here is "supported". Recruiting today is supported by technology. Recruiting should not be a series of automated processes and generic communications. My take, use technology to assist you with things you currently do. Let technology do the heavy lifting, let it remember things for you. Don't use technology to solve a problem you didn't have before implementing said technology.

There's a strategic element in recruiting that's often overlooked. It's not just filling positions; it's about understanding the business impact of each hire. Aligning talent strategy with business objectives is something I constantly have in mind, ensuring that my role contributes to the larger picture.

As a recruiting leader, to help avoid bias, share content in staff mtgs, engage your team in dialogue about unconscious bias and work through some work scenarios...together...that model what good practice looks like.

Think about intangible impacts, and goals you can accomplish. Imagine the feeling someone calling you and telling you happy or proud they are of getting their dream promotion or job because you were involve in helping them get there. Many immigrants still remember the recruiters who got them their first job in a new country. Know that the recruiting business may seem simple but, is not always easy. The key to success finding ways to stand out from the 'noise' and to make both, candidates and clients, feel connected.