How to Recruit Better Marketing Talent (for NonRecruiters) w/Dan Sanchez

WEBVTT 1 00:00:00.000 --> 00:00:04.420 Welcome back to BBB growth. I'm dan Sanchez with Sweet fish media and today 2 00:00:04.430 --> 00:00:08.480 it's just me, we're gonna be talking about how to become a recruiter for non 3 00:00:08.480 --> 00:00:13.710 recruiters. And honestly I have to say this is kind of a uh spur of the moment 4 00:00:13.720 --> 00:00:17.790 episode that I'm doing based on an episode uh, linkedin status update I 5 00:00:17.790 --> 00:00:22.130 just saw from Gitano de Nardi as everybody knows like the market, the 6 00:00:22.130 --> 00:00:26.950 market for hiring marketers are pretty much hiring anybody, um, is really 7 00:00:26.950 --> 00:00:32.290 competitive like just brutal right now. It is competitive, It is hard and 8 00:00:32.290 --> 00:00:35.760 Gitano, Gitano put a few things that are like people are complaining about 9 00:00:35.760 --> 00:00:38.810 and then he gave his responses to it. You can go and find, find him on 10 00:00:38.810 --> 00:00:42.130 linkedin to read the post because I'm not like reacting to the post. But it 11 00:00:42.130 --> 00:00:45.000 is that post that got me started on this thing and one of the things that 12 00:00:45.000 --> 00:00:51.750 he said, they got me to think a lot, um, and inspired this post is how most 13 00:00:51.750 --> 00:00:56.920 people are passively recruiting and Gitano says, no, you need to actively 14 00:00:56.920 --> 00:01:01.210 recruit, you need to go and find the people. And so that got me thinking 15 00:01:01.210 --> 00:01:06.040 Gitano is right And honestly, I've always kind of had more of a recruiter 16 00:01:06.040 --> 00:01:10.180 mindset when it came to me doing any hiring myself. I mean, yes, I'd post a 17 00:01:10.180 --> 00:01:13.530 job boards and stuff, but honestly I would take matters into my own hands 18 00:01:13.530 --> 00:01:17.510 essentially go on hunt mode and go looking for the people that might be 19 00:01:17.510 --> 00:01:20.240 interested or people that I just thought I'd want to work with anyway 20 00:01:20.240 --> 00:01:23.460 and go and try to steal them out of the places they were currently happy and 21 00:01:23.640 --> 00:01:26.860 I've certainly tried and have certainly failed numbers of time, but I'm also 22 00:01:26.870 --> 00:01:30.830 honestly surprised how many people have been able to convince to come work with 23 00:01:30.830 --> 00:01:36.760 me and it's not a lot, it's a few. Um, but I wanted to talk about a few ways 24 00:01:36.770 --> 00:01:42.050 that I found that being a recruiter or ways you can improve being a recruiter 25 00:01:42.050 --> 00:01:45.940 if this is not your current m o if this is not something you're actively doing 26 00:01:45.940 --> 00:01:51.240 a lot, here's a few things that I found really, really help in. This. Same 27 00:01:51.240 --> 00:01:55.210 advice goes for retaining your top talent, retaining the people you would 28 00:01:55.210 --> 00:01:59.620 fight like hell in order to keep on your team. So know that this is the 29 00:01:59.620 --> 00:02:03.780 same stuff you do to bring people onto your team and to keep the people on 30 00:02:03.780 --> 00:02:08.699 your team. So there's actually three different points and I found that it 31 00:02:08.699 --> 00:02:12.110 works over and over and over again. And the more I've practiced it, the more 32 00:02:12.110 --> 00:02:15.810 I've become to believe in it. And the more I've actually have honestly been 33 00:02:15.810 --> 00:02:19.330 disappointed a few times in my life where people haven't done this for me, 34 00:02:19.330 --> 00:02:23.130 even if I was considering leaving a job, they didn't use these things to try to 35 00:02:23.140 --> 00:02:27.940 get me to stay. Um and it's not like I could actually tell them like, hey, 36 00:02:27.940 --> 00:02:31.330 like pursue me that just sounds needy and I would honestly, the last company 37 00:02:31.330 --> 00:02:34.870 I worked for I left because I was like, hey, like I'm thinking about leaving 38 00:02:34.870 --> 00:02:39.380 their like well do what's best for you. I was like okay, but we'll get more 39 00:02:39.380 --> 00:02:42.820 into that in a second. Um So let's jump into the three things you can do to 40 00:02:42.820 --> 00:02:48.480 become a recruiter, even if you're not a full time recruiter. Um One is, you 41 00:02:48.480 --> 00:02:49.610 need to leave with a vision. 42 00:02:50.840 --> 00:02:57.140 Great leaders lead by painting a better picture of what tomorrow can look like. 43 00:02:57.150 --> 00:03:00.350 And there's a couple different ways to do that. You can lead with the company 44 00:03:00.350 --> 00:03:04.720 vision. If the company has a strong vision, it could be enough to just say 45 00:03:04.720 --> 00:03:07.910 like, hey imagine coming and working, working with us, we're trying to 46 00:03:07.910 --> 00:03:12.120 accomplish X. And it's big, it's a freaking big hairy audacious goal. 47 00:03:12.120 --> 00:03:15.210 That's what we're going after. This is the movement, join us, right? That's 48 00:03:15.210 --> 00:03:18.220 compelling. They probably already know about the brand. If not then it's easy 49 00:03:18.220 --> 00:03:21.990 to pitch them brand because you already plugged into an interesting narrative. 50 00:03:22.000 --> 00:03:25.900 But if not that it can also, like if your company and most companies don't 51 00:03:25.900 --> 00:03:30.210 have amazing like big visions of things they're trying to accomplish, you might 52 00:03:30.210 --> 00:03:34.720 need to Paper one for your department, Your department can also have a big 53 00:03:34.720 --> 00:03:37.560 thing that it's trying to accomplish, that's exciting to the people that work 54 00:03:37.560 --> 00:03:40.810 for your department right? And marketing, you could, we have some 55 00:03:40.810 --> 00:03:44.350 really crazy hairy audacious goals even if the company you're working for is 56 00:03:44.350 --> 00:03:48.040 boring as heck, write your department could still be freakin doing some 57 00:03:48.040 --> 00:03:52.790 amazing stuff, sell that. That's the thing you're trying to recruit them to 58 00:03:52.790 --> 00:03:55.700 is this vision of what you're, where you're trying to go and what you're 59 00:03:55.700 --> 00:03:59.810 trying to accomplish. It's a big deal and if not that maybe you don't have 60 00:03:59.810 --> 00:04:03.260 control over to what the department is going after, you can still have a 61 00:04:03.260 --> 00:04:09.080 personal vision deep down. Why do, why are you as excited to just wake up 62 00:04:09.080 --> 00:04:12.170 every morning and go for it? And if you're not excited then like why are 63 00:04:12.170 --> 00:04:14.910 you recruiting someone to it? Like go leave and go find something worth 64 00:04:14.910 --> 00:04:19.529 recruiting people to like find something you are excited about in your 65 00:04:19.529 --> 00:04:23.210 company and if you have to invent that from within, then that's what's gonna, 66 00:04:23.220 --> 00:04:25.950 that's what it's gonna take, otherwise don't recruit people into things that 67 00:04:25.950 --> 00:04:29.130 you don't like, that doesn't make any sense. Even though you, it might make 68 00:04:29.130 --> 00:04:32.830 it easier for you. You have to figure out deep down inside why it's exciting 69 00:04:32.830 --> 00:04:36.640 to work here, even if you're inventing that yourself and you don't have to be 70 00:04:36.640 --> 00:04:37.850 a leader to do that. 71 00:04:39.040 --> 00:04:42.550 I've almost always had a personal vision for what I'm trying to 72 00:04:42.550 --> 00:04:45.670 accomplish and the last two places I've worked in. Sweet fish, I run the 73 00:04:45.670 --> 00:04:47.780 marketing department? But in the last couple of around the marketing 74 00:04:47.780 --> 00:04:53.160 department to um and I was able to come up with like essentially a compelling 75 00:04:53.160 --> 00:04:57.390 reason for why I loved waking up and doing what I did every morning? I would 76 00:04:57.390 --> 00:05:00.400 recruit people to that vision. I would say, imagine what we could build 77 00:05:00.400 --> 00:05:03.990 together. Imagine if we could do this. Imagine if you could help build 78 00:05:04.000 --> 00:05:09.490 freaking this, how awesome would that be? That's the way you need to approach 79 00:05:09.490 --> 00:05:13.460 recruiting. You need to talk to uh, the potential people you're hiring and even 80 00:05:13.460 --> 00:05:17.650 the people, the people you're trying to keep on your team and keep them excited 81 00:05:17.650 --> 00:05:18.660 about what you're doing. 82 00:05:20.240 --> 00:05:25.270 So that's number one leading with a vision. Number two is you got to talk 83 00:05:25.270 --> 00:05:29.450 to people like one on one personally. It's not enough to just post things and 84 00:05:29.450 --> 00:05:32.100 let lots of people read it. Even if it's a Lincoln post, like, hey, come 85 00:05:32.100 --> 00:05:37.140 and join the team. Were all stars here. We need more. All stars. Yeah, like 86 00:05:37.150 --> 00:05:42.550 free coffee, free booze, like everybody's posting that. So what makes 87 00:05:42.550 --> 00:05:45.760 a huge difference is actually going to the people you've seen out there, 88 00:05:45.760 --> 00:05:48.160 especially if you're on linkedin. But it's like you're on social media and 89 00:05:48.160 --> 00:05:51.920 you've been seeing some people do good work. Shoot them a message. Especially 90 00:05:51.920 --> 00:05:54.910 if you can make it like a bomb bomb video or a loom video or something, a 91 00:05:54.910 --> 00:06:00.050 video message. This works particularly well and just go to them one on one and 92 00:06:00.050 --> 00:06:03.480 be like, hey, I've been watching your work, we've interacted a few times. I, 93 00:06:03.480 --> 00:06:07.640 I freaking love everything you say, can you please come and interview for this? 94 00:06:07.640 --> 00:06:09.950 I would love to have you on our team, Let's talk 95 00:06:12.040 --> 00:06:18.090 that at least will make them feel flattered as heck at worst. They're 96 00:06:18.090 --> 00:06:21.920 just going to say like, no, I'm pretty happy with where I'm at. You say, cool 97 00:06:21.920 --> 00:06:27.470 man, if any, if anything ever changes, let me know you've done, even if that's 98 00:06:27.470 --> 00:06:31.500 the, that's the worst case scenario and at best you just strengthen that 99 00:06:31.500 --> 00:06:35.690 relationship by telling them that their contents awesome. You just freaking 100 00:06:35.690 --> 00:06:40.450 made their day. Even if they don't give, like they don't, they don't care at all 101 00:06:40.460 --> 00:06:44.260 about what you're actually trying to accomplish at that company, right about 102 00:06:44.260 --> 00:06:46.570 your current company. They're much more excited where they're at, but they're 103 00:06:46.570 --> 00:06:51.070 still gonna really think more highly of you and more highly of your company 104 00:06:51.070 --> 00:06:54.020 knowing that like, wow, they really like me, they really, they really think 105 00:06:54.020 --> 00:06:55.550 I'd be a good contributor to the team. 106 00:06:56.840 --> 00:07:00.190 This also goes with retaining employees and this is probably the most 107 00:07:01.240 --> 00:07:03.850 under looked thing ever. Um, 108 00:07:05.240 --> 00:07:09.740 And this actually goes into .2 more more, more than .3 # two is go talk to 109 00:07:09.740 --> 00:07:14.690 people personally one on one, same with your internal employees. I'd actually 110 00:07:14.690 --> 00:07:18.610 go to them and be like, hey, like, are you happy here, Do you feel like you're 111 00:07:18.610 --> 00:07:22.350 making progress here? What would success look like here, go one on one 112 00:07:22.350 --> 00:07:24.980 and have these conversations in your one on one, I try to bring up career 113 00:07:24.980 --> 00:07:28.590 conversations as often as I can. Um I probably bring them up a little bit too 114 00:07:28.590 --> 00:07:33.390 often because I'm a very future focused individual and not everybody thinks 115 00:07:33.390 --> 00:07:37.100 about the future as aggressively as I do. I found out so I have them pretty 116 00:07:37.100 --> 00:07:42.530 often and I'd like to talk about it all the time. Um Number three, so first is 117 00:07:42.530 --> 00:07:45.990 lead with vision, number two is go talk to them personally one on one and 118 00:07:45.990 --> 00:07:50.280 number three is be freaking unapologetic in persuading them. But be 119 00:07:50.280 --> 00:07:55.050 honest, I'm amazed at how many people hedge how they recruit 120 00:07:56.340 --> 00:07:59.370 and it's happened to me and it's happened to other people that I've had 121 00:07:59.370 --> 00:08:04.500 conversations with about this, be unapologetic about it and it will go 122 00:08:04.500 --> 00:08:07.830 much better for you at worst it again, it will strengthen the relationship. 123 00:08:07.840 --> 00:08:10.330 Let me tell you a story. I have a friend that quit an organization 124 00:08:10.330 --> 00:08:13.050 recently and nobody like really made a huge effort 125 00:08:14.120 --> 00:08:18.450 to keep him. I was working at the same organization, everybody was like, yeah, 126 00:08:18.450 --> 00:08:21.770 you know, gotta do what you feel is right? Um I'm here to support you 127 00:08:21.770 --> 00:08:26.850 either way. You know what that says is? Well if you leave that doesn't really 128 00:08:26.850 --> 00:08:27.550 matter to me, 129 00:08:28.640 --> 00:08:34.530 I'm sad, but you know, I'll get over it. It just doesn't sound very affirming it 130 00:08:34.530 --> 00:08:37.850 doesn't really sound like you really care. Let me tell you the approach I 131 00:08:37.850 --> 00:08:42.690 took and actually I kind of failed, like he, he left anyway, but my 132 00:08:42.690 --> 00:08:48.550 relationship with this person changed dramatically. Um and this person still 133 00:08:48.560 --> 00:08:54.060 and I talk all the time now, um I went to this individual and said, hey, like 134 00:08:54.060 --> 00:08:57.530 I know you're thinking about leaving, but let's go for a walk, let's go, 135 00:08:57.540 --> 00:09:00.280 let's go and talk a little bit. I don't, I'm not your boss, I'm not even over 136 00:09:00.280 --> 00:09:05.870 your department, I'm adjacent to you, I'm appear, but can I just be honest 137 00:09:05.870 --> 00:09:09.710 and do I want to do everything I can to keep you? Why? Because I freaking like 138 00:09:09.710 --> 00:09:12.890 you and I think you make a heck of a difference in this organization and I'm 139 00:09:12.890 --> 00:09:17.130 selfishly going to do everything I can to keep you from leaving. So that other 140 00:09:17.130 --> 00:09:19.640 organizations trying to recruit you, they're going to do everything they can 141 00:09:19.640 --> 00:09:23.110 do, they're gonna lead with their best foot forward. But is it okay if I try 142 00:09:23.120 --> 00:09:28.060 everything that I can in order to, to keep you here, is that fine with you? 143 00:09:28.070 --> 00:09:32.160 And I'm not, I'm, it's gonna be biased, so take everything I say with a grain 144 00:09:32.160 --> 00:09:37.400 of salt, but is that okay? They never say no, That is just a flattering 145 00:09:37.410 --> 00:09:41.410 statement and it's honestly, if you're coming from, if it's true then it's 146 00:09:41.410 --> 00:09:48.830 true, right? B unapologetically like gung ho with recruiting them and tell 147 00:09:48.830 --> 00:09:53.380 them up front say like, hey, I'm just going to recruit you because I like you 148 00:09:53.390 --> 00:09:56.720 because I think you bring, I think you've got the goods, I think you're 149 00:09:56.720 --> 00:10:01.980 awesome. So I'm gonna try my dang hardest to get you to stay here or to 150 00:10:01.980 --> 00:10:05.720 get you to come on to the team. So don't be surprised when I circle back 151 00:10:05.720 --> 00:10:08.650 around after you say no every once in a while to see if you're interested, 152 00:10:08.660 --> 00:10:13.010 right, you do that with a massive smile on your face man. Trust me, those 153 00:10:13.010 --> 00:10:17.450 people are going to warm up to you and truth be told is it's nothing, it's 154 00:10:17.450 --> 00:10:20.570 just disingenuous. Don't be disingenuous if they go to go after the 155 00:10:20.570 --> 00:10:24.360 people you think are freaking awesome, you're like yes. And then tell them. So, 156 00:10:24.940 --> 00:10:29.370 um, don't just throw them a link to say apply or don't just say like, hey, you 157 00:10:29.370 --> 00:10:32.700 know, well if you stick around a little bit longer maybe you might get promoted, 158 00:10:32.710 --> 00:10:36.610 be like, hey, what is it gonna take to keep you here? I mean one of the big 159 00:10:36.620 --> 00:10:40.850 reasons why I showed up to Sweet fish was because James, I was working with 160 00:10:40.860 --> 00:10:44.850 James Carberry, the founder of Sweet Fish and after doing a, I was 161 00:10:44.850 --> 00:10:50.430 consulting his team on a search engine optimization for podcasting and we were 162 00:10:50.430 --> 00:10:53.880 taking a drive later on and he was like, hey man, what is it gonna take to get 163 00:10:53.880 --> 00:10:58.850 you on this team right him and Logan gained up on me and, and, but honestly 164 00:10:58.850 --> 00:11:03.810 to have a conversation like that was so it was a breath of fresh air compared 165 00:11:03.810 --> 00:11:07.320 to where I had been before. Um where they just were like wanted to be 166 00:11:07.320 --> 00:11:10.880 neutral. They felt like it was more fair to be neutral and I'm telling you 167 00:11:10.890 --> 00:11:14.510 here and giving you permission to not be neutral. Do not be neutral at all. 168 00:11:14.510 --> 00:11:18.880 Be 100% committed to what you want but just tell them, hey this is what I want 169 00:11:18.890 --> 00:11:22.360 and tell them because they're awesome because you like them because you're, 170 00:11:22.840 --> 00:11:27.910 you literally like hanging out with them and trust them whatever it is that 171 00:11:27.910 --> 00:11:31.420 you want like about them, Tell them so and just be unapologetic about trying 172 00:11:31.420 --> 00:11:38.550 to convince them. And I find if you are unabashedly unashamed and not be too 173 00:11:38.550 --> 00:11:41.590 much like you don't wanna be too aggressive with it but be more way more 174 00:11:41.590 --> 00:11:45.810 aggressive than you think you need to be. Um not only will you be able to 175 00:11:45.810 --> 00:11:48.950 recruit more talent because when you're leading with vision you're going to, 176 00:11:48.950 --> 00:11:55.100 you're going to them one on one but being genuinely excited about them and 177 00:11:55.100 --> 00:11:59.550 their possibility of joining your team is not only going to recruit the top 178 00:11:59.550 --> 00:12:03.260 talent or help recruit the top talent but it's gonna retain the top talent 179 00:12:04.340 --> 00:12:08.750 provided they're either people that you are really, really excited about right. 180 00:12:09.140 --> 00:12:12.280 So I just wanted to make a quick episode to kind of highlight those 181 00:12:12.280 --> 00:12:15.860 things because I've seen so many times where people are hedging, 182 00:12:17.340 --> 00:12:25.550 don't hedge go all and be passionate, be vision driven, um recruit people, go 183 00:12:25.550 --> 00:12:29.220 find the people that would, you would consider to be part of your dream team 184 00:12:29.220 --> 00:12:33.560 and don't consider anybody off limits. I mean we've been taking some swings 185 00:12:33.560 --> 00:12:37.000 that some people we never thought would work with us and you never know how the, 186 00:12:37.000 --> 00:12:39.760 in those conversations might be entertained and most of them are going 187 00:12:39.760 --> 00:12:42.850 to say no, that's okay, but you never know, you never know where somebody's 188 00:12:42.850 --> 00:12:45.840 at in their company. They might have just had a really hard conversation 189 00:12:45.840 --> 00:12:48.420 with your boss and then you're showing up in there, lengthen DMS being like, 190 00:12:48.420 --> 00:12:51.810 hey man, not sure how things are going at your company, but would love to talk 191 00:12:51.810 --> 00:12:54.590 to you about something that I think you'd be really excited about, right? 192 00:12:54.590 --> 00:12:56.660 If you have a little bit of relationship, you jump on a zoom call 193 00:12:56.660 --> 00:13:00.490 and then you pitch the thing and you know, are unapologetic saying like I 194 00:13:00.490 --> 00:13:04.460 love what you do and I love the energy you bring to the game. We'd love to 195 00:13:04.460 --> 00:13:07.860 have you, I'd love to work alongside you, let's do this, right, 196 00:13:08.940 --> 00:13:13.100 That relationship is gonna get stronger and you might never recruit that person. 197 00:13:13.150 --> 00:13:16.320 I've literally, I think I have like three or four individuals that I 198 00:13:16.320 --> 00:13:20.550 probably call every year to every other year to be like, hey man, you ready to 199 00:13:20.550 --> 00:13:24.010 come work with me yet every year, I just keep trying, 200 00:13:25.040 --> 00:13:29.780 that's the way you recruit because maybe you don't have the big budget to 201 00:13:29.790 --> 00:13:33.220 like attract the talent and hopefully, I mean that's becoming a bigger and 202 00:13:33.220 --> 00:13:36.650 bigger piece. So it's getting harder and hard to do without the budget, but 203 00:13:36.660 --> 00:13:41.020 it certainly gives you an edge if you can do it that way right? And of course 204 00:13:41.020 --> 00:13:43.630 you want to pay people like what they're worth and all that kind of 205 00:13:43.630 --> 00:13:47.150 stuff and the worth is growing through the roof for marketers right now. So 206 00:13:48.540 --> 00:13:52.060 just letting you know this is what I found to be successful for me. I'd love 207 00:13:52.060 --> 00:13:56.200 to hear if any of you have seen similar results and I'll be posting this to 208 00:13:56.200 --> 00:14:01.780 Lincoln soon to see how other people feel about this approach. Um so beyond 209 00:14:01.780 --> 00:14:03.660 apologetic go recruit people 210 00:14:04.740 --> 00:14:09.060 discover why you show up to work every day and include people to that vision, 211 00:14:10.540 --> 00:14:12.060 So happy recruiting