How To Get Recruiters Coming To You

Well, hello. It is so good to be here. I'm Madeline Mann, and we are live. We are here to talk about how to get recruiters coming to you. And go ahead and say hi in the chat and let us know where you're joining us from, because today is all about talking about— okay, there is a whole way of job searching that isn't simply Apply, apply, apply. Network, network, network. There are tons of companies that are looking for people like you with your expertise. A lot of my clients are in more skilled roles, right? So they have several years of experience or even several decades of experience. So it's not like it's a dime a dozen to find someone with their expertise and their variety of expertise. And so there are companies who are actively looking for people like them and like you. And so how do you make sure that those recruiters are knocking on your virtual door and asking you to interview? And there really are some very specific strategies that can not only help you now, but for the rest of your career so that you have that career security where you have those roles coming inbound Um, so that you are not necessarily worrying about, okay, do I want to leave my job? You know, should I, should I resign before I go or whatnot, right? Like that you have these opportunities, you have these options at any given time now and in the future. Uh, okay, we have some folks coming in. It's good to see you. Let's see, uh, we have Julie from West Michigan. Good to see you. Rick, he's trying to stay cool in San Diego. I have lived in San Diego. Boy, is it beautiful there. So one of the great things about these sessions is that you all come and you join me live. And this is really one of the few opportunities we have together where we are in the same time and place and you can throw your questions in the chat. And that's really what my goal is here Today is to impart some knowledge and also hear your questions and be able to answer those in real time. It is slightly not real time because there is always a delay. Anytime you see me go live, just know that there's at least probably a 10-second delay. People will sometimes be like, oh, there's something weird. You know, there's, there's the people in the chat are responding to her before she says what she says or something like that. It's just because you all are hearing me talk at different points in time. Like, there might be a 10-second delay for you and then like a 15-second delay for someone else or whatnot. So anyways, all right, we got a lot of folks coming in. Um, I'm seeing Rachel, I'm seeing David, um, I'm seeing Monica, Dave, Gwen. Eileen, Stephen, Daniel, good to see you. And then there's Jessica from Cleveland, Ohio. Okay, well, welcome. Tara's here from New York. We have folks coming in from all different platforms right now. I'm on LinkedIn right now. I'm on YouTube. I'm on TikTok. I'm on Instagram. So hello from everyone. So you might not see all the chats, but at least you can see them up on the screen. All right. So we're talking about really getting more interviews. That's, that's the main topic we're talking about today. And here's the thing is, a lot of my clients report getting over 50% of their interviews inbound. So that means that they're not applying, it's companies inviting them, hey, will you interview with us? You might not know who we are, or you may not have applied to us. But would you be interested in interviewing with us? And They say time and time again that it is such a relief to have that inbound aspect coming in because it just, it takes, while it still takes effort, it takes less effort than finding the opportunity, applying to it, hoping that they respond back. And you apply, you just don't even know if they'll even respond. And this is called being sourced. What is being sourced? And put, uh, put source in the chat if you've actually ever been sourced before, you've actually gotten invitation from a recruiter. Now, being sourced means that someone from a company, typically recruiter, or even a third-party recruiter, finds you in some sort of form or fashion and asks you to interview. Now, being sourced, typically, um, we, we typically, it's on LinkedIn that you're being sourced. But in the end, it's also across other platforms as well. And your profession might have some other websites and job boards and databases that would be really good for your profession. I actually have a tool in my coaching program that generates those. So based on what your profession is, what your industry is, what your location is, it gives you, okay, here's the other places to get sourced that aren't LinkedIn. And the thing is that that answer of where to get sourced is, is different depending on your profession. So I can't just be like, okay, the other places to get sourced are X, Y, and Z. depends on seniority, your location, your industry, your job. So a lot of people— so for Jeffrey, got sourced this morning. That's what I'm talking about. And also Jeffrey shows up pretty much every week to my lives. So Jeffrey, you're putting in the work. I love to see it. Um, Rachel's been sourced twice. Uh, uh, and Tara. Yes. Um, A Man with a Cam has been sourced. Monica has also been sourced, mostly staffing agencies. Yes. So essentially, it's being sourced is actually increasing right now in this job market. You'd think, well, there's so many applications, wouldn't they just resort to only applications? Well, yes, there's so many applications, but there's also a surge in not as relevant applications. And so what a lot of companies are doing is, is that actually sourcing is up 72+% since 2022 because these companies are saying, okay, we're getting so many applications. Let's continue to source based on so that we're targeting very specific skill sets. And it's actually more time efficient for them to just go straight in, start a search, figure out who they're looking for, and extend invitations to those people versus really search through all these applications. A lot of them are scams. There's a lot of scam applicants these days, you guys. A lot of kind of people who didn't even read the job description, all that stuff. So that is, that is why we want to make sure that this is part of our strategy. Now I am also seeing in the chat that there's a lot of— yes, I'm seeing, you can see it here, like that people are getting sourced by agency recruiters. And some of them are, yes, have also been recruited by agencies. And I think that, oh, yes, yes. Okay. And Julie says, LinkedIn has a plethora of recruiters who are just selling resume services. Okay, let's talk about this. Let's talk about this. Okay. So how do we know this is a legitimate recruiter? Because I've actually, I've actually had to tell my clients that they're over-indexing on saying no to recruiters. They're actually rejecting too many recruiters right now. They're getting a lot of inbound and they're saying, oh no, Madeline, you'll like it. I said them— I said no to these ones. I'm like, no, don't say no to those ones. Um, but then other ones, they said, oh yeah, I said yes to that person. I say, no, no, wait, that was a scam. So here's— let's set the record straight. So first of all, if you're getting reached out by Third-party recruiters, so that typically means that the person reaching out does not work for the company they are hiring for. I do want to say that's extremely normal, especially I would say like I've interviewed at most of the top tech companies. Uh, almost almost always the recruiter reaching out to me is not someone internally of the team. That's not always the case, but it's very common. And then down the road, I meet the actual team and it's. It was fine, you know. But that's just really normal that they use external recruiters. So we can't just look at the person. We can't just look at, oh, they're in a different country. Oh, they have a name that clearly shows that they are maybe not from the same country I am. We can't just say, oh well, that means that's a scam. No, that's not not a scam. Not necessarily a scam. Could be, but not that's not a sign. Um, you really do want to look at. Uh, their Gmail is— see if— or see their email address and see if it's from Gmail. Um, I recently had a client who, she was like, okay, great, you know, this looks great, I'm so excited about this opportunity. I said, well, can you send me a screenshot of who sent this email? And the name— if you know, when you get an email, the name of the person was actually an email from the company that she said she was being interviewed for. And then the actual email address was a Gmail. Do you know what I mean? So, so the, the first thing was actually supposed to be someone's name. Typically when you get emailed from someone, it says their name and then their email address. But what they did is instead they spoofed it and they said the email address that they wanted to send it from but couldn't because they're not part of that company, and then their actual email address, which is Gmail. So anyways, if you ever get emailed by a recruiter who's using Gmail, pretty much guaranteed that is a scam. Okay. Also, this was mentioned earlier by one of the viewers. And let's see. Oh, this is Julie. Julie mentioned this, that, that if anyone ever is saying, oh, you know, interview for our job, they look at your resume and they go, you know, your resume is like, is kind of in the wrong format or is kind of missing some key things that would make you perform really well. Um, here, I can refer you to someone. They'll just zhuzh up your resume, they'll improve it, and then send it back, and we can, we can put you through in this process. That is a huge red flag. That is absolutely not real. They are just— they're not real recruiters. They're just selling services, and they're just trying to use your money. So that is absolutely not what you want to go for. Um, and also, you might get— I get tons of text messages. I haven't been on the job market in over a decade, And then I will get text messages saying, we have a great job for your profession in your area paying this amount. Anytime you get any sort of— especially mostly texts in general are scams. But even if you notice, if it's also like nonspecific, it'll be like, we saw your skills. We have a profession, like we have a job for you in your area. Those are all completely vague statements and it's not real. They would never just say that super vaguely. Um, okay, so let me get to— I'm seeing a lot of, a lot of, uh, conversation in the chat. Um, yes, yes, sourced by third-party recruiters but would love to be contacted by internal recruiters. It takes a ton of time to reach out, just like I'm sure it takes a ton of time for you to reach out for networking and stuff. So I know it would be nice to be reached out by internal, but I think even if it's, if it's third party, that's still really great. Um, let's see. Um, so I've also been sourced. Yes. Um, okay, it looks like a lot of people's questions are not on what I'm, I'm talking about right now. Okay, what if you're being sourced by board positions? Yeah, if you're interested in doing board positions, then I would say, you know, explore it. That's great. Okay, what is the deal with recruiters reaching out when they have no contract nor relationship with the hiring company? Are they recruiting for roles already posted on LinkedIn? Yes, typically it's that they see a role is open and then they will kind of say they'll then go to the company and try to get a contract with the company by saying, hey, I have 3 amazing candidates, and maybe they'll even preview what that person's experience is. So I have this PhD, you know, in molecular biology and blah blah, like, right, whatever. They'll say kind of some things about these, like, the people, but anonymize it so that it's like, hey, do you want introductions to these folks? I don't think it's necessarily a bad thing to link up with those recruiters per se. Um, because, you know, that they could be a way to— for you to get, um, an introduction. But it is a— it is a less direct way. Um, so, um, what do you like about working at this company? If they are an agency recruiter, you can ask, what do you like about working with this company? Yes. And in general, if it's an agency recruiter, I wouldn't focus so much on impressing them with your great question asking. They are, they are taking a checklist and seeing if your skills match that checklist. It's not about necessarily improving. A lot of people kind of— I even had this with a client the other day. He said, I'm struggling with using consultative approach with my recruiter slash HR interview, or even it could be for this type of interview. And I said, hold on, consultative approach is an advanced interview strategy. It's one of like the 7 like really detailed interview strategies I teach inside my program. I'll say, hey, that's That's not really where we use that. Those interviews are really to check the box. And so your job in those first interviews with any sort of any recruiter, third party or otherwise, is to be the square peg for the square hole, to be exactly what they are looking for in that moment, to not give them other examples that even if they're really impressive examples, don't give them examples that don't fit. Really match up your experience so that Basically what they're— they're— they see dollar signs when they talk to you. They are invested in you getting the job. That when they— when you get the job, they get money. So they are very motivated to help you, but you need to help them sell you. So the more you can really say, hey, I researched the company and I looked at the job description, here's how I match up exactly what they're looking for, that's how you win. They don't really care about you asking great questions. All right. Yes, Abby says, um, I've gotten responses from companies who want me to send my CV and want to do an interview with an AI, and I declined. Think it's a scam. It probably isn't a scam. I mean, well, okay, sorry, I'd have to look at the email. I would have to look at the email. But just because it's an AI interview does not mean that it's It's a scam. Like, just off of that information, I wouldn't, I wouldn't just assume that that's a scam. Okay, so every LinkedIn message I've received with the word collaborate or collaboration has been a scam. Interesting. Juan asks, is LinkedIn Premium worth it? So it really depends on what you want to use it for. A lot of people will say that they use LinkedIn Premium for InMails, which is the way to essentially kind of like email within the platform. There's so many ways that you can actually find someone's email address, or a lot of people even have their email address on their LinkedIn profile under the contact. Button or whatnot, that there's plenty of workarounds there. Um, and in order to be sourced, which is like, like, for example, I do not require or even request that my clients get LinkedIn Premium. When I talk about my clients getting dozens of interviews a week or even a month, um, for inbound being sourced, it's not because they have LinkedIn Premium. Okay, so, so what should I do to get sourced by headhunters more often? Yes, so I would say it's so important. A lot of people have very broad targeting. They think they don't want to put an industry on their profile because they don't want to narrow themselves. They want to, you know, have multiple roles, that they're open to opportunity. They also— something that a lot of people don't talk about is they'll put kind of really high, like a really high title, like a C-level title or something, or like, I'm CEO of my own business, or anything like that. And it will actually— companies don't really like to offer you opportunities below the level that you're already at. It can happen. And sometimes companies can really understand the leveling, especially between like a small company and a big company. Like, oh yeah, at a small company you might have been a director, but at a larger company you'd be a manager. And like some companies just immediately understand that. But actually sometimes having that higher title and wanting to go for lower titles actually is really difficult to get sourced for that. So you just need to make sure that all the pieces of your profile are targeting the right opportunities and that they are thinking, okay, this person is a really good fit. What if you're sourced and get to the end of the interview process, receive an offer, but the salary is just a lowball and they say it's based on experience? Have plenty of experience but was told it's not negotiable. Meanwhile, the screening recruiter I first spoke with told me the range, but the senior recruiter isn't budging now. Yeah, I mean, at that point you walk away. Um, you know what I would take away from this is, look, you got all this interview practice. I also would have the other the the other companies you're interviewing with. You got you got to go tell them that you're in final rounds, that you got an offer. That is one of the reasons why my clients will get like several offers all at once is because even if one of them is a crappy offer like this, they will use that to get more offers. And so I know that this sucks, and and you know at a certain point if you're if you if you're willing to walk away. Then you have so much more negotiating power, which is why I always like try to get my clients to have lined up offers so that you're kind of pinning them against each other. So yeah, I mean, I think as long as you're willing to walk away, you know, and at a certain point, you know, standing strong, still being, you know, someone who's collaborative in that negotiation, not being like, you lowballed me, I hate you, you know, just be like, hey, I can see that there's some serious budget constraints. What are ways we can make up the difference? Like, can you do a sign-on bonus? Can we have a review in 3 months where we can re-review the compensation to make sure it's commensurate? Whatever, right? So there's a lot of things you can do here. Is there something we should do when we stop hearing from recruiters? Sometimes I get several inquiries at once and then it's crickets. Um, so one thing you can do is essentially there's a lot of things that will trigger you to go higher in searches. Um, I would definitely say regularly editing your LinkedIn profile sends signals to LinkedIn to put your profile up higher because it's saying, oh, this person recently edited their profile, they must be on the job hunt. Um, turning off open to work and then turning it back on puts you in the category in LinkedIn Recruiter, which is the paid version of LinkedIn for recruiters to actually source. Like the profile you look at, even with your beautiful cover photo and like that, recruiters don't see that stuff. They see a different version of your profile and it's in LinkedIn Recruiter. And they— and when they're searching, there's— there is a section of like people who are recently open to work, right? So basically just showing— and also there's another section of people who are highly responsive. So that's another thing I tell my clients, but they're like, oh yeah, I just— those were contract roles. And one of them was like, first of all, I have a lot of clients who've landed amazing contract roles, and then they get to parlay that into full-time roles at some of the top companies in the world. So let's stop ignoring those. Um, and second of all, don't ignore those InMail messages because you will be labeled essentially as someone who is a low responder. Why does LinkedIn find that so important that you don't have low responders? Well, these companies are paying for InMails, they're paying to be able to reach out to you. And they don't want to be losing so much money on people who don't respond. All right. So Laura says, I had a recruiter reach out to me. And you did an interview on the phone for a remote position with one of their companies. I'm highly qualified. It's been a couple of weeks. What's the best way to follow up? So I'll go ahead, I'll go ahead and throw in, um, the— so if you go to madelynmann.com/free-resources, there are so many free resources there for all different situations. But what I will link in the chat is the follow-up email templates for during an interview process. And those really typically get folks to, um, to, to follow up, um, nicely. So follow-up email templates, let me go ahead and throw those, um, in the chat, um, as well as I'll just also throw in the free resources page in general. You guys can just scour that and go for it. Um, okay, so, um, So Ankit says, what are some of the soft skills and hard skills, past experiences that are important to this team and/or hiring manager? Okay, to this team, I think, I think you're just listing off questions that you would ask in an interview, maybe. Um, I— which I think that is a good question. So yeah, totally ask that. All right. How do I make it easy for a recruiter to sell my background to the hiring manager? So think of it almost like a T-chart. Okay. On one side, what they ask for on the job description. Boom, boom, boom. You must have this experience, have this skill, this skill. Okay, then Rick's, Rick's experience on this side. Match it up. Point for point. Okay, so basically it's almost like you, you could even just position it that way. You could even format it that way. Hey, your company's asking for UX design experience. Here's why I've done that. Your company's asking for, um, quantitative research methods. Here's where I've done that, right? Like, like just making it one for one. You, you have to realize that they don't care about your story. They care about, do you fit what we are looking for? Do your skills fit this, you know, what this is? And so like, get rid of all the other amazing stuff you've done and really focus in. Now, a lot of people, I always like kind of talk about it like, oh, it's so simple. But because you're so close to your own experience, this is actually extremely difficult. So I will go ahead. I'll also put in the chat, um, madeline mann dot com slash coaching. Uh, we do have a few spots open right now. Our coaching has gotten so incredibly hands-on. Um, we now are, you know, we're, we're meeting with folks, we're, we're getting in, we're basically doing all the hard stuff of the job search for folks of like, okay, let's, let me rewrite your LinkedIn. Um, let me, you know, edit your resume. We apply to jobs on your behalf. We find the postings, we apply to them, we check in with you, we keep you updated with a dashboard of everything so you know exactly what's happening at all times. We're responding 5 days a week. We're holding workshops weekly that you can attend if you want. But we're doing so much because we realize in this job market, like, it's all about that one-on-one, hands-on, like, done-for-you approach. Like, you don't want to just keep— like, this is like kind of more consuming content. You want someone like, can you just do the thing for me? Can you just get me the results? So anyways, if you really want that, I will put the link in the chat, madelaine.com/coaching. It has been a very— ever since like mid-August happened, we have been filling up very quickly. People are kind of like back ready to job search and we're seeing a lot of interviews fill up for our clients. So I would say if you're interested, like do it now before Our our our you know capacity fills up because we do fill up pretty quickly now that everything is so hands-on. All right, so I put that in the chat. Ta. All right. If you re if a recruiter reaches out with a description but then says if you are interested in this book a time on my calendar link is that a scam? No, I think that sounds right. Also, I've also heard that some people will say, oh, you know, recruiter reached out and they didn't provide a job description. Is that a scam? And I would say, especially if it's like a higher level role, it's not enough to determine it's a scam. I've been hired multiple times, multiple roles where there was no job description or like they wrote the job description after I accepted the offer or something like that. That's actually usually a sign that maybe the role is less competitive because because they're kind of like doing it quickly. So it's actually kind of a— it's like it depends on your personality. I find it to be a good sign because basically they didn't write the job description and they only interviewed me and then they hired me. So this is kind of a long one. Let's see. Let's see where we're at here. So Carlos asks, I've applied for career growth opportunities within my current company and been rejected 12 times. I hold 2 bachelor's degrees and 5 professional certifications. What would you recommend I do differently? Oh no. You guys, you guys probably can't see me, can you? All right. My camera died, so we're going to pivot. We're going to pivot. Um, my— the battery on my camera died, so I'm gonna go over here, uh, mid-session. That's okay. Okay, so here's the thing. Um, I know you obviously worked extremely hard to get these degrees and all that. That tells me nothing about your performance and your value. Degrees are something you buy. It is something you purchase. Certifications are something you purchase. For sure, you have to like pass tests and stuff like that, but it doesn't necessarily say whether or not you are a good fit for certain jobs or if you have great results or if you can accomplish something in the real world. So I would move away from feeling like your identity is attached to your education And instead start having conversations. If you've been rejected 12 times, clearly something's up, right? Like career growth opportunities, like what are you doing to match with those? Have you asked those questions? Um, how are you achieving in your current job? If you're underperforming in your current job and then wanting to take on more career growth opportunities, then that is likely not going to be granted. So I would focus less on your education All right. What if a recruiter asks you to respond via WhatsApp? Is that always a scam? I think it's, it's probably a scam. Yeah, it's probably a scam. I don't know if at least in the United States, if you're outside the United States, there could— I mean, like, I've, I've been places outside the United States where every single business is on WhatsApp. It's like that is the thing. It's like they use WhatsApp instead of email, which makes me really weirded out. But it is very normal in other places. But I would say in the United States, it would be considered probably a scam. Ah, Alex says, I've had an AI interview for a legit company and was way less stressful than a face-to-face. Yes, I always rejoice when my clients get AI interviews because I'm like, okay, well, I'm going to teach you how to ace this. and it's going to put you way ahead of others. Basically, anytime there's additional barriers to getting an offer or getting an interview or anything like that, I know that people are resistant. I don't really want to use the word lazy, but it's more of like resistant to do anything additional. Um, so I'm like, okay, this is gonna be way less competitive. Okay, I'm targeting office manager workplace operations roles, but recruiters aren't finding me. So what's your current job title? That's my that'll be my first question. What's your current job title? What does that say? As well as this office manager workplace operations is very location specific. So that's the second thing I would look at is what is your location? How high of volume is that? How high of density is that? Because the bottom line is in order to be sourced by a company, you need to— someone needs to be searching. And so that's a huge component. All right. Okay. Laura shares her perspective. I did LinkedIn Premium. Nothing different happened. There you go. So Mahmoud says, I am currently seeking a new role and I've been looking for the past 8 months. What is your recommendation to be first on the search list of recruiters? And what's the best narrative to discuss the gap? So I would say that it's not that unusual to have a gap anymore. Um, I wouldn't worry too much about it. Um, what companies are most concerned about is you staying sharp. So I would recommend having personal projects, having ways that you are contributing to maybe small businesses or friends' small businesses. You're advising, you're giving, you know, uh, advice. Even if your advice is, say, uh, it's pro bono, I would still say that Um, to, to, to do it and, and to be able to speak to that in the interview. Okay. So for privacy reasons, I cannot have a LinkedIn profile, which removes the ability to be sourced. What are your best suggestions to work around that? In the end, You need to view your work like a service. So in this world, you— if you want to get sourced, you have to be findable. So you just need to either dismiss that you will not be findable and that you are going to find other means to, to get jobs, or you need to be findable, right? Like No one, no one will ever invite you to interview if they don't know you exist. So I would say, you know, that's the thing is, is you just really have to figure out, okay, what amount of information are you comfortable with having online? But truly, a LinkedIn profile is— should you— should consider it like your own company's website. It is, it is a place for them, for people to solicit your services. It's not a place to hear about your story and what makes you interesting and the things you've done. No, it's, it's You know, that's that's basically a sales page for your services. How precise do you think a CV letter should be? CV letter, like a cover letter. I stick to similar positions, so it's mostly the same CV. Oh, oh, like a okay CV. Okay. Um. So yes, if, if you're applying to very similar positions, you shouldn't necessarily have to tune your resume pretty much at all. If you're finding that you have to change your resume a lot from position to position, or else it wouldn't really make sense, you are targeting too broadly. So I think that's actually, that's actually a good, uh, a good sign that you're like, I know, I don't, uh, I don't see that much of a change. Hey, Madeline, I love your videos. Changed the game completely. Last week I gave a final round interview with a VP. No update after that. Is it dead end? Last week. Okay, so this week is still young. Okay, uh, they also probably need to have more time to maybe interview other people and whatnot. I would say I put in the chat the follow-up Email emails, and I would say use that. It's definitely, definitely not hopeless. And I always say don't self-reject, right? Amazing. Okay, so how do you show that CSR skills transfer over to other office roles in the initial application or resume? Yeah. So this is really all about transferable skills. Okay. So I would even, when you look at the, at the roles that you are targeting, I mean, I don't know what office. I would also say like, you're, you're just kind of saying like other office roles, you need to get clear on exactly what you're transitioning to. And then you need to either figure out what is the near match of all those skills. Because with CSR, you know, you do build great skills. Or and or you also need to upskill, so you need to also fill in any skill gaps so that you you can make sure that that's happening for you. Okay. Juan asks, should you follow up only after interview, or is it okay to follow up on the applications? I feel like I never hear from every other application I make. Yes, you can follow up on applications, and I do share with my clients the right wording to say with all those things. I think that before you follow up on an application, you should be building relationships in the company and showing them that you're interested so that you are, um, so that you are like more proactively showing that you're interested versus following up after. But yes, you can follow up. All right. Lori says, I've had recruiters from different outsourcing firms reach out for the same role. Is it okay to work with multiple recruiters to double your visibility if you're interested in the role? I know this is a really weird one, right? Because in the end, it's not really your problem that you are so findable. And this happens to my clients all the time. They will get reached out for the same role from, from the internal recruiter, from the external recruiters, um, even the people who keep finding them because there's, there's so much at the top of the searches. So, uh, I think, you know, it— I think it's really up to them to sort out. Um, and though in the end it's like if they're all delivering these these resumes to the client, you know, that's going to be possibly conflict. Like I would say, you know, maybe just work with the very first person. And because I would hate for then the second person to present you and then them get mad at the company because they say, well, we presented you this candidate, you can't hire them yourselves. And they say, well, we got them from someone else. And then there's some sort of issue. So potentially maybe just work with like whoever is most responsive or whatnot. Um, but it is kind of tricky, right? Because you, you want to choose the right person and all this kind of stuff. I know it's, it's, it's a tough one. Um, is it one-on-one sessions on coaching? Yes, yes, we do do one-on-one sessions. Yes. Um, so, okay, perfect. You can see me. Good, good. And again, I will link, uh, I'll relink my uh, the link to coaching as well. Um, it's madelynmann.com/coaching. And like I said, we've gone a bit beyond just coaching anymore. Um, we do just straight up, you know, edit your documents, edit your LinkedIn profile, um, apply for you, make sure that things are moving in the right direction so that you're actually getting interviews, uh, very quickly. And then we're coaching you through the interviews. Because what we found is that if you can, a lot of times we've seen so many job seekers spending so much time on the maintenance of their job search that when really we as a coaching team, we just want you to focus on being really good in the interviews because that's really the only part we cannot do for you. So what we do is kind of get— take care of all the rest of that. And then, okay, now let's focus on practicing your interviews and making sure you're coming across the right way so that every time you get an opportunity, you're hitting it out of the park and then you control the outcome and be a little bit more of a job shopper of different opportunities, right? So you can kind of sit back and go, all right, let me just, let me get this key feedback on my interviews and just ace that part. Great stuff. Yes. So David asked, you've done LinkedIn optimizing sessions on YouTube before. Will improving your LinkedIn lead to more sourcing? Which area LinkedIn areas should be optimized for sourcing? Yeah, I would, I would optimize the whole profile. Yeah. Um, you know, I talked about this and that, like certain things, but I would say optimize the whole thing. Um, there's like even, there's even little things that people don't think about. Like I mentioned earlier, like location, your location could be killing you right now. What do you think are the top 2 things that someone searches for when they're searching for a candidate? They search for multiple things, but they're searching for title and location, you guys. So it's stuff like that where it's like, OK, what, you know, are— if you're going to move to somewhere else, put your location as that next location or else you're going to not get sourced for that. And you think, well, is that dishonest? No, it's actually more dishonest to say, oh yeah, I'm in New York City, even though you're trying to move to San Francisco. And now all these recruiters are wasting their time reaching out to you about roles in New York City when that's not— you're never going to take one of those. So it's actually more helpful to, to focus on the next location and stuff like that. Right. Um, but yes, uh, like I would say I have at least hundreds of screenshots at this point, maybe thousands of my clients being like, oh, Madeline, within a day of you optimizing LinkedIn profile, I got 3 outreaches and I will typically get 3 outreaches in like a month or something like that. So it is, it's super important. Absolutely. Um, Kartik says, so more higher education does not matter. I think this is a reference to, um, the question about, oh, I have all these certifications. So sometimes— so there really is an issue with being overeducated and underqualified, um, and underexperienced. Companies do not want to pay for someone who has a ton of education But doesn't get real-world results. So, and also like education comes at such a high cost, both money and time. You are paying for tens of thousands of dollars for degrees. And often a degree, you don't often see a ton of real-world value in that degree itself. You're just kind of learning often a lot of knowledge and then some real-world practice. But you know what? Which shows a lot of real-world practice is a job, is even personal projects, is pro bono help, right? Those things can often fill up skill gaps a lot better. Now, of course, you need minimum education, you need minimum certifications. So what you need to do is talk to people in your profession and say, what actually matters? What is the education that actually matters? And the, the unfortunate thing is that The education that actually matters will just usually get you to the baseline. It won't make you more competitive. It'll just make you equally competitive with everyone else. And the things that will make you more competitive is typically experience. And not just experience, but also being persuasive, which is the whole reason I have this entire business and channel is because people really care about the way you position yourself. All right. Seeing a lot of repeating questions here that we've gone over. So maybe if I don't get to your question, it's probably because we've already gone over it in this session. But that's no problem. You can watch it later. How can you get a recruiter to look at you after a layoff? Even I can even get people. I can even get people to look at me for things in the same type of role telling me. Okay, so I'll just— I'll address the first part of the question here because I'm not sure what the second part is exactly implied there. But how can you get a recruiter to look after you after layoff? So I, I still have to like really really coin it. I haven't actually like really formalized it yet, but I've essentially created a layoff LinkedIn post strategy that has been working super well for my clients where it's a LinkedIn post. And like I said, I haven't formulated— I haven't made it formulaic quite yet because I just will hand— I will like handhold my clients and be like, okay, here, edit these, edit these lines to be this way. And it is— it does follow my 4 Viral Triggers formula. Um, but it is like a specific version for layoffs. And essentially that post then generates their network to give them opportunities to tag recruiters, to get recruiter attention, to get employer attention. And so I think that if you're getting laid off, the great thing about that is it's, it's no fault. A lot of us have been laid off. I've been laid off. Definitely was not my fault. And so by doing a post like that, it can really send out the bat signal of, hey, I, you know, bring me opportunities. So I would say probably LinkedIn posts after a layoff is, is the highest octane thing you can do to suddenly get attention. All right. Oh, Julie, you said your computer started. I'm having technical issues today too. So I can't even get people to look at me. Okay. Yes. Okay. That makes sense. So then my answer fits with what you're asking. That makes me happy. Okay. So I would love to hear your thoughts on receiving responses to emails. Sent to HR recruiter on the status after interviewing. Four weeks go by, and you receive a rejection email at 12:53 a.m. So, so you want to hear your thoughts after. So it sounds like you followed up, and and then eventually they just reject you. So it sounds like maybe. They— one of the things that often happens is recruiters will go back to the hiring manager and they'll say, hey, this person keeps following up. We have all these candidates that we've talked to. What's the status? Do we hire them? Are you— do you want me to reject them? And the hiring manager will go, ah, I don't know. I don't know. I'm not sure. Uh, let's not hire yet. Let's wait a few weeks. I think I'm going to, you know, move these people around on our team. So I don't even know if we need this role anymore. And essentially, the hiring process kind of dies. And so that recruiter is kind of embarrassed because they don't— they're like, I don't even know what to go back and tell this candidate. You know, do I just say, hey, we have no zero update? You know, sorry. I mean, that's essentially all they can do. And so I wouldn't necessarily read into it too much. Uh, there's just a lot going on internally in a company that you can't predict and you don't know. Um, I would just take it as learning experience, and then I would also be sure to stay in touch with that company. Obviously, if they saw something good in you originally in that interview process, if they committed time to you, that means that they could see value in you in the future. And so I wouldn't see it necessarily as a complete dead end. Um, so okay, good stuff. Um, yes, okay, so I think, yeah, we kind of get— we keep getting some, some repeated questions, which is okay. But would you recommend us to switch LinkedIn Premium to get, um, things more faster? Like I said before, I don't see a huge boost from LinkedIn Premium, but I would say that there are You can often even ask LinkedIn employees. I think they have a certain number of seats that they can give out where they can give you like 3 months or 6 months of free LinkedIn Premium. I would say check it out for yourself. All of us have different ways of using the platform. Everything I coach my clients on revolves around using LinkedIn Basic. Like, it doesn't— like, no paid version. And that's totally fine. Now, there, of course, there's a reason why people pay for LinkedIn Premium. There's a reason why it even exists. And that's because there are helpful features. If you find those features helpful and they save you time and you have the extra cash, why not? Okay, so I'm not very comfortable on interviewing with video as I feel I can't focus looking at the camera while talking and I lose my confidence and I can't talk about myself. Any suggestions? So I will say this is super, super common. So there's something so crazy. So I experienced this for nearly a decade in every sort of way, in job interviews, but then in soccer tryouts, in placement tests for when I played violin, like everything. I would— when I felt that I was being judged, it would make me shut down. It would make me shake. It would make me feel embarrassed. And yet if I wasn't being judged and I was just playing soccer normally, or I was just like talking to someone about my work experience, whatever, I was great. I was, I was better than great. But it's— it was the judgment situation that Was so, so debilitating. And here's the thing that I wish I had done, that obviously now I have done. We wait to be in these incredibly stressful situations in order to then try to overcome them. Such as, let's take the soccer tryouts, for example. Like, imagine if I had done pretend soccer tryouts several times before I actually went to the soccer tryout. I guarantee you I would've showed up a lot differently to that software trial. But because I was never in that situation, I was never being judged. It was like this once a year thing. I was terrible at it. And it really got in my head. And so many of us, like I have a client right now, she was asking me about, okay, I'm really bad at case study interviews. And for sure I gave her some strategies. I was like, okay, well let's talk about this. Let's talk about that. And I said, how often, how many times outside of interviews have you practiced Case studies? She says never. She might read them and think about them, but actually doing it, actually speaking out loud and working through it, she never does. And so that's a huge thing I coach people on. It's like, okay, let's recreate the situation. Let's create the stakes. Let's get you feeling nervous because the only way for you to really work through it is to start putting yourself in these higher pressure situations. And like burst through it. Ah, Wi-Fi high five. Oh, I appreciate that. I appreciate the love. Amazing. Um, so let's see what else we're asking here. Okay, so there's a lot of interesting chat here, like lots of different discussions, lots of different interesting things back and forth. I've been sourced and gotten through a full interview process before the JD was finalized. It happens. Exactly. It's not— people like to kind of say like, well, that's a sign that this company is awful. It's like, I don't— I've been, I've been through pretty bad hiring processes, then taken the job and loved the company. And you're right. I mean, there are some glaring things in the hiring process that, that will show that a company is terrible to work at, but also like them being kind of a little bit disorganized and maybe asking a lot of same questions on interviews. I think it comes down to it's the same on the job seeker side as it is on the company side. Interviewing and being interviewed are completely separate skill sets from you doing your job or the interviewer doing their job. Those are completely separate, yet we think somehow that they are linked. They are not. That is the entire reason why you are here. That is the reason why I have coached people in hundreds of different jobs. Now, I've also hired for hundreds of different jobs as well. So I also have a very wide breadth of hiring experience. But at the same time, a lot of the skills, the core skills of interviewing, resumes, being persuasive, getting the company to like you, it's the same soft skills across most jobs. And so that's why it's like, I don't necessarily put— make companies feel bad about their hiring process because that is a separate skill than them being great managers and leaders and building a great product and having a great product strategy or, you know, great service or whatever. Like those are separate things. And so it is difficult because you as the person struggles with figuring out, okay, is this an opportunity I want to accept? Um, all right, uh, let's see. Um, all right, so are you seeing or talking to people that are seeing their jobs getting moved out of the US due to pay? Is there a way to openly talk to recruiters on this? Is there a possibility, or if they see it there in the past? Um, So I mean, like, to a certain extent, yes, it is, it is happening, um, that jobs and the globalization of the world has led to talent being very decentralized. Uh, people not necessarily— it used to be that people would only hire within their city. Then it's used— then it kind of turned into people were like, oh well, people can be remote, so I can hire within my country. And now it's like, okay, well, now I can hire within my planet. So it does change things, and it depends on the role, it depends on the company, it depends on the industry, all that stuff. Um, but as far as like, would you talk to us about recruiters? I mean, if they're, if they're hiring you for a role, then I would just focus on that role. I wouldn't focus on this bigger picture of hiring at large and stuff like that, unless I guess maybe— are you trying to ask like What's my— like, is my role going to be eliminated in the future? Which in that case might not be the recruiter who knows that answer. Um, that'd either be maybe like a high-level HR person or the hiring manager or like the even the skip-level leader of that team. So I don't know if that's a— it's a super productive conversation, especially if you're just like really trying to get the job. Um, and maybe something more you, you have later, or it's when you have— when you have that conversation when maybe there isn't a job, uh, That you are are buying for. How long do you leave the open to work badge off before putting it back on? I typically say over the weekend. Yeah, so maybe turn off on a Friday, turn on on Monday. That's what I typically advise. Do you do recruiters see people as high risk when they are about to graduate? I'm a few weeks from graduation. and was told I was in a limbo spot since some people might see, see it as I will move on quickly while others might feel uneasy since I haven't completed it. Do you recommend I wait until I graduate to continue my search? No, do not wait until you graduate. Um, I mean, it depends on when you graduate. Uh, right now it's September. That's typically the very beginning of the school year. Um, but also It's also a very high time for for job fairs. So there's some companies that do a ton of hiring September, October, and then again in like January, February, March, and it's all in preparation for graduation. So I wouldn't necessarily stop now. I don't I don't really. I don't I'm not sure I understand the part about being a high risk because you're a graduate. I mean. The— they will— might— so I think the idea that you might move on quickly will be 100% dependent on how you position yourself on your resume and in the interview. The problem with a lot of graduates is they'll say things like, well, I'm really open. I, I'm a very creative person, so I was hoping to land a job maybe in marketing or sales or UX design. Um, you know, blah blah, right? It's like, company, that's, that's a high-risk hire. Like, do not hire that person. They don't know what they want. But I have like a pretty, like, uh, not an entry-level client right now, but, but early, early in their career. And they're like, boom, I want to do, um, you know, this type of research in like, uh, entertainment companies that are focused on kids. Like, right, it was very direct. And I'm like, okay, like, let's Let's go. And, and everything is positioned around that. And it's very clear this person is not going to jump ship for something else. And so that's super important. Do job applications get really get interviews through LinkedIn applications? Oh, job applicants. Sorry, I've tried this for more than a decade, but it feels unrealistic. I have multi-sector experience, technical qualifications, and a proven record. Is there anything I might be doing incorrectly? Um, so yes, job applications do work. Um, like I said, we apply on the behalf of our clients. Now, I— we did just have a client where we started applying for him a couple weeks ago, and he, he's— he Slacked us. We use Slack as our internal thing, and he says, I have been applying to jobs for months And you guys applied to me, applied for me for one week and I have 5 interviews. He's like, what is this sorcery? He didn't actually use the word sorcery, but he was like, what's happening? And that's the thing is like that, is that just, it's not necessarily that applications are broken or whatnot. Now it also depends. There's some clients where I say applications are not the way for you because if you're applying online, what you have to do is you have to be the square peg for the square hole. If you're not a square peg for a square hole, if you're like someone who's career changing and there's all these different complications and you're going for a role that's like very niche and there's not that many openings, networking is probably a better way. Referrals is probably a better way. Maybe getting sourced, but probably not being sourced is like possibly a better way. Applications is not really it. But like if you are someone who like can get like be that specific person for that specific role, that is a really good way to be to apply. All right, y'all. Well, this has absolutely been so much fun. If I could get some Wi-Fi high fives in the chat. It is always so fun to be on here live with you. And keep filling me in on your success stories. I mean, it's so fun to see so many of you coming back week after week, and then saying, well, I got more interviews this week, or I got another offer. It's just, this is a really hot time for hiring right now. We're seeing it Right now with our clients, things are popping off. We do have a few spots open for coaching. I really would not push this off much farther if you're interested in coaching. Just talk to our team. We do it. We do our calls pro bono. So if you're just interested in hearing about coaching, you can book a call with us and you can learn more and you can see if you qualify for our program. But it has been absolutely a pleasure. I always love coming on here. And talking with you all. If I get a Wi-Fi high five in the chat, uh, you all are the absolute best, uh, and I'll be back. Let's see, I'll be back next week, and hopefully my camera won't die on me next week either. Um, all right, well, thanks so much. Thanks for all the love, and I will give you a Wi-Fi high five.