Patrick Corrigan’s Post

😴 Trapped by Napping Baby👶🏻 Random Thought of the Day: Receiving a response from a DM essentially selling yourself for a role feels ✨magical✨ Example: Mid-level producer role popped up on my feed from a studio that I had found before, liked, but didn't have anything for me at the time. Made a note in my application tracking doc that it looked like a good place to work. So, imagine my excitement that they have a role I know I'm perfect for, but I also know about 300 other people are too. So I apply, and I also find an executive producer and a recruiter that works there and messaged them, and OMG THEY REPLIED BACK. I can count the number of times I've received any reply on two hands, and I've messaged a lot of people on this platform trying to find a new role. And I don't hate on people that don't reply back. I mean, imagine recruiters. It would probably take a full business day to get back to every person that hits them up. So I'm just happy to get anything. Makes me like that studio even more, and I hope I get brought in for an interview. You know what does help? Hiring someone to check your resume so you will get noticed. I used Richard King 's 15 mins of resume and LI profile review. You will get some harsh reality truths, BUT that kind of feedback is needed to get noticed. Long winded thought but you get the point. Have a great weekend everyone!

🎬 Drumroll, please... Introducing the premiere of our brand-new series, "Team Talks"! ✨ Get ready to go behind the scenes with us for today's talk and what makes us tick with our very own Erin Frazier, Director of Operations. We asked, "What's your favorite part about recruiting?" What did she have to say? "I love not being not only being an advocate for our clients but also our candidates. I truly enjoy pulling the curtain back by sharing our clients' origin stories and examples of their specific culture, and we show the candidate newfound areas of opportunity that weren't previously on their radar. I'm energized when I get to know a candidate in a deeper way that will serve our client. We leave no rock unturned. In addition to exploring skills, experience, and background - we also ask about a candidate's hobbies, a unique experience they've had, or their favorite activities. On a recent discovery, I learned that our candidate was a proud runner-up in a hot dog eating contest! Did that make them a better Underwriter... no, but it did show me that they're naturally competitive and aligning with the organization's culture. We also had a candidate who was on a popular TV show, and it added additional color as to why she's a top-tier Producer - she loves presenting, public speaking, and connecting with others." We think that's an innovative way to dive deeper than a surface level chat or typical resume review - and best of all - a way where our passion for what we do shines though. We are all about matching the right candidate to the right role and don't shy away from doing things different to be the best partner for our clients. Stay tuned for more exclusive insights, industry tips, and behind-the-scenes stories from our team and their answers to this question as well!

We've gathered all the Taskify assets, rigorous interview process, cost-effective solutions, and ongoing support so you can create streamlined operations. Like + Comment 'Streamline' and I'll DM it to you. (Must be following so I can send it). Unlock your productivity and achieve more with our virtual assistants – Hire us today! #BusinessGrowth #VirtualAssistant #StreamlineOperations

One of the best things I have learned as a recruiter ⬇ Start with story. 1️⃣ People love talking about their lives. 2️⃣ It dignifies your candidates and clients. 3️⃣ It's real. People crave real. Sadly - this just isn't the norm for most industries. Walk upstream. Relational over transactional. Start with story.

I recently asked a close contact to make an introduction to a hiring manager that he knew but not well. My contact was willing to reach out, but asked me to provide 1-2 bullet points that he could use in a referral note. 1-2 bullet points. To tell someone I don't know why they should talk to me for a role when there are likely 100 other applicants. It's a tall order. But that may be exactly what you need get to break through the gatekeepers, roadblocks, competing candidates, and limited attention availability of hiring managers. Make sure you have your elevator pitch refined and ready to go at a moments notice!

Standing up a creative team is a process Here's our latest teams growth this quarter Newest team's production (last 3 months): • March: 259 • April: 467 • May: 593 What's exciting about this is the team is brand new and the trajectory is great, 50% MoM growth trajectory. 2 Big Lessons: • Know what you're looking for • Hire Fast If you want to scale production you need to know the exact quality and types of edits you need to make.  If you don't you'll hire someone who's almost good enough (which never works). Hire above the quality you need to avoid having to let people go and rehire.  Once you know what you needL • take lots of calls, • run lots of interviews • give out lots of trial projects    There's no other way! ... How are you building your creative teams?

Stop chasing resumes and prioritize hiring for character first! It's more beneficial to bring on someone with the right character traits, as your company already has the processes and training programs in place to teach the necessary skills. This episode of ‘Head Heart & Boots’ is out on all platforms! Ep 149 - Friend Or A$$hole

Yesterday, I had my very first discovery call! It’s wild because, for the past 4 years, I’ve been working as a social media virtual assistant, and my gigs always came through interviews or referrals. But this time, I got the chance to actually lead a discovery call myself, and it felt like stepping into a whole new level. This is just the beginning! I know there’s so much more ahead. I had to share this little win 😉. #40dayslinkedinpostchallengewithconfidence #smallwins #virtualassistant

Based on the number of ~crappy~ job posts floating around out there, writing decidedly NOT-crappy job descriptions may seem like an art form. And it is, a little bit — but not in the inaccessible way of Dali or Picasso. Paul Stansik boils it down to three questions. Three questions that, if you can answer them, you're well on your way to writing better job descriptions. 1) What does this person need to do to establish immediate credibility and trust with the team? 2) What three things does this person need to accomplish within the first 3-12 months to be considered a success in the role? 3) What are the essential skills they need to hit the ground running, or what do they need to be uniquely great at to accomplish those results? Hear more about Paul's strategy for never making a bad hire again on today's episode of Becoming a Hiring Machine — link in the comments.

I get to do an upcoming panel interview for a product manager role and the role would help me get out of Omaha. Any tips, resources, etc would be awesome. Keep on trying your best everyone. Your time is coming. 🙏 #productmanagement  #careers  #technology  #interview