Unveiling the Hidden Job Market: Navigating Through Self-Branding and Intentional Networking

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.    What Role Does a Personal Recruiter Play? 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 :  Recruitment Objectives: Depending on the role that is being sourced or the types of candidates necessary for the role, a personal recruiter may focus more on quality searches as well as building trust and rapport with the people they encounter. They aren’t worried about reaching a certain quota, but rather about cultivating personal connections and creating dependable relationships. Because job market demand fluctuates up and down, objectives may also be subject to change. Outreach: The outreach conducted is more personalized and tailored to each individual. Recruiters can attract candidates through their specific job descriptions, by reaching out, demonstrating interest, and recognizing the candidate’s background and interests and how that relates to the position. Usually, people who reach out to these recruiters are looking for genuine interactions and expertise in the hiring process.  Network: The network is slightly different, in that it may be more narrower compared to the broad network that recruitment firms typically have. However, this could be an advantage and opportunity to create a niche or target market for a specific industry. From the interview, Kristi tells us that she used to work in tech sales but realized that she “wanted to help people more on an individual level” and that’s how she slipped into the role of tech recruiting.  Communication: Communication plays a key role in recruiting because too many times candidates will apply and wait months and months to receive a response, or even more commonly, no response. A personal recruiter should be different. From a recruiter’s point of view, Kristi mentions “I think the biggest thing that people don’t think about is like commenting and reaching out. I know a lot of recruiters that don’t necessarily respond to their messages or may have their comments turned off, things like that.” Something like that can undeniably differentiate a good recruiter from an exceptional one.  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.  Surprises and Shifts  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.  Tips and Tricks for the Candidate  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 :  Resume - Tailor your resume to the job description you are applying for. Ask yourself this question: Do I meet the minimum qualifications? Another tip could be reaching out to someone who aligns with that role you’re looking for, LinkedIn is a great place to start. You could reach out and even share your resume in order to receive guidance in the right direction.  Follow-Up - Reaching out after submitting an application or even an interview is crucial. You want to reach out to the recruiter or hiring manager and thank them for their time and consideration. This shows appreciation and gratitude for the opportunity as well as helps build and maintain that relationship positively. Who knows, small actions like that may set you apart from candidates with similar qualifications.  Think About Your Next Step  Work on improving your resume to match the jobs you’re applying for Reach out and network with others for expertise Truly consider a personal recruiter in the job process  Learn more about this  Connect With Kristi Kennebrew LinkedIn: https://www.linkedin.com/in/kristi-kennebrew Instagram (IG): https://www.instagram.com/getmehiredkristi TikTok: https://www.tiktok.com/@getmehiredkristi Newsletter: https://getmehiredkristi.beehiiv.com/subscribe Facebook: https://www.facebook.com/GetMeHiredKristi Linktree:  https://linktr.ee/getmehiredkristi  

In a landscape where new trends, practices, and ideologies seemingly emerge daily, such as the great this or that, RTO, hustle culture, or similar concepts, staying informed about the mindset of today's workforce is a constant endeavor. One of the latest buzzwords making the rounds is "overemployed." While it may initially seem perplexing, understanding its implications is crucial for both employers and job seekers alike. Business Insider recently delved into the realm of "overemployed" workers, shedding light on this concept. Essentially, an overemployed professional is someone who juggles multiple full-time jobs with different employers. This phenomenon is particularly prevalent in the tech sector, where individuals discreetly navigate a not-so-underground world, doubling their income without significantly exceeding the conventional 40-hour work week. The secret to their seemingly superhuman feat? Maximum efficiency. These workers strategically select roles for which they are more than qualified, ensuring smooth project completion and task execution. They also tap into a supportive community of like-minded professionals through platforms like Overemployed ®, a site dedicated to guiding practitioners through common challenges. Setting ethical considerations aside, this trend showcases ingenuity while maintaining an air of exclusivity. Although medical professionals may work for multiple facilities simultaneously, the same approach is less forgiving in industries centered around human care. The ongoing debate over whether a full 40-hour work week is essential for satisfactory performance has fueled this trend. Yet, the revelation that employees may be double-agents, possibly collaborating with a competitor, could cause distress for many employers. This raises questions about whether such behavior is a response to companies historically mistreating their staff, fostering an environment where some professionals are motivated to flout conventional expectations in their favor. For both employers and job seekers, understanding the implications of individuals working two full-time jobs is crucial. This phenomenon can impact productivity, commitment, work-life balance, and legal considerations. To navigate this complex landscape, stakeholders must carefully evaluate the potential risks and benefits, fostering open communication to establish mutually satisfactory arrangements.