Pertinent Tips from Two Recruiters Directly to You

I’m super excited to share the cliff notes of my conversation with one of the better agency recruiters in Nashville, Hunter Mitchem. I’ve admired the way Hunter recruits and wanted to get his take on the current state of the labor market and his thoughts on how to deal with recruiters (to make sure I’m not crazy).

This episode hasn’t gone live yet on my podcast but here is the link to my Youtube: https://www.youtube.com/watch?v=J1q_BEMUVtg&t=53s

• State of the market — little bit of a slow down giving us more candidates. There are a lot of companies hiring just hiring a bit slower and more intentionally.
• Recruiters and how to work with us — if you are going to reach out to a recruiter, look for longevity. Search for recruiters in your city unless you are looking for full remote. Look for that tenure and reputable companies. Introduce yourself, start the conversation.
• Why is it important to find a recruiter with tenure — it’s helpful to find someone who knows the market and has the connections and bigger networks to steer you to the companies that ARE hiring as well as what companies to avoid.
• Biggest misconception of recruiters — that we don’t care. People don’t realize how much recruiters do. The sheer VOLUME of conversations for a recruiter is enormous aka 500+ people a year.
• Tips for job seekers — transparency can go a long way, be warm and build trust. COMPLETE your LinkedIn profile. Schedule down time for yourself.
• Why are recruiters often not involved in hiring junior developers? Recruiters come with a fee. There are enough candidates that a company doesn’t need a recruiter to find them.
• What do your favorite candidates do that you wish every candidate would do? Especially focusing on the most junior and the most senior candidates. Build a relationship on a personal level with us. It will keep you first in mind. Openness to take on whatever the recruiter asks.
• Ask your recruiters where you stack up with salary. Recruiters most times know better than the hiring managers what salaries are.