As recruitment is becoming more human-centered and relationship-driven, customization to this traditional approach is becoming more prominent. Nowadays, we see that “networking recruiting” or “relationship recruiting” is gaining more popularity due to several reasons. Grasping a better understanding of how this works helps us take on opportunities and put into action strategies for change.
In a recent interview with Kristi Kennebrew, the founder of Get Me Hired Kristi, we have had the opportunity to receive insight on what exactly personal talent acquisition is and what that might encompass. We’ll hear more about the responsibilities, expectations, and even the pros and cons of this type of role.
Compared to conventional recruiting, personal recruitment isn’t vastly distinct besides some small differences in the methods for sourcing candidates and the personal manner of it as well. In no particular order, here are differences within some steps of the recruitment process :
Of course, this is not an exhaustive list of differences between the types of recruiting, and there may be even some distinctions you’ve experienced personally that aren’t mentioned. Next, we’ll be talking about Kristi’s experience along with the direction that personal recruitment is headed towards.
A little bit about Kristi is that she was once a candidate just like all of us. She, however, as some of us have experienced, was laid off and put into a vulnerable position. This surprise is not something many of us hope for, but for Kristi, she has a passion and love for “helping people find their new roles and motivating people how to make it through this job market”. Her personal experiences have helped her connect and be relatable with people, which is a great skill to have when you can link the journey of the past with the present.
For her, it all started after she began having “coffee chats with people she saw had transitioned from sales to recruiting.” From then on, she landed a contracted role with a big tech company with her first recruiting gig. Because she was able to effectively adapt to this shift in the job market, doors were opened for her. This experience also emphasizes the importance of networking and reaching out, even if it’s colleagues and people you work with. You never know the opportunities that are waiting for you on the other side of that initial conversation or interested comment.
As we talked about recruiting and what that might look like in the future, we discussed the role of technology and how that plays a part. As Kristi says, “I do believe that recruitment is such a human thing and it has such a human touch to it, there’s a human element that always has to be there”. There might be a chance that recruiting may become digitalized or more technical, however, it is not very likely that will happen. There’s just something about human interaction and intervention that is necessary when hiring someone. Sure, “there are some things that could be digitalized or that AI could really help enhance or cut down the time when it comes to hiring people,” Kristi says. But at the end of the day, you can’t take away that human element.
Kristi graciously left us with some valuable information on how to stand out as a candidate. We have to understand that dozens of applications are coming in and standing out is a difficult thing to do. There were two suggestions given by Kristi :
Think About Your Next Step
Connect With Kristi Kennebrew
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