In early 2021, 14+ million jobs were created across the country and later that same year, almost four million Americans quit their jobs. Between the furloughs caused by the pandemic and career seekers having more options than ever, some are choosing not to return to old ways, old companies, old managers, and old mindsets. In today’s new world of work, hiring authorities and organizations who lack a competitive edge risk missing out on hiring top talent – and that edge includes partnering with seasoned recruiters.

"I’m passionate about dedicating my knowledge, skills, and connections to support financial services professionals interested in career transition but some still believe partnering with recruiters, especially in a job seeker’s market, might be a waste of time – I couldn’t disagree more." Kari Ellis

Not All Recruiters Are Created Equal

We all face pros and cons when making decisions – that includes the choice to partner with or without a recruiter in your next job search. In a tight labor market, a candidate’s perception of a company – and the people who represent those companies – can make the difference between accepting a new job or not. Its why recruiter transparency is imperative. Companies who want to attract top talent are seeking advice from recruiters beyond mere resume vetting. Good recruiters, worth their salt, understand that both sides of the equation need to bring something to the table. Forward thinking leaders know that partnering with a seasoned recruiter can be a pivotal decision and view trusted recruiters as assets not liabilities. While some companies have turned to automating many aspects of the hiring process, I believe high-quality recruiters remain indispensable per their HUMAN skills. A CRM or ATS system can’t detect a candidate’s hesitation, sense when someone is fearful of change, or pick up on other behavioral characteristics that could determine success or failure long term (and we all know recruiting, onboarding, and attrition can be costly). When I represent candidates, I’m interested in developing mutually beneficial relationships – your success is my success, and my reputation depends on it.

People Don’t Quit Companies, They Quit Managers

My clients rely on my feedback just as much as the candidates I represent. It’s my job to communicate candidate needs with hiring managers, a role I take seriously. I am trusted to discuss topics that range from competitive employee benefits to frustration when candidate’s wait in lobbies beyond an interview's predetermined time (a real turn off considering first impressions). It’s why I only agree to represent hiring managers who respect the importance of providing timely feedback, creating amazing workplace cultures, possess effective leadership skills, and offer growth potential for example. Experience has taught me that candidates and hiring managers feel more confident having a knowledgeable, personable, and seasoned recruiter leveraging everyone’s best interests.

📌 BLOG CONCLUSION:

If you are a seasoned Financial Services professional (anywhere across the country), I’m interested in speaking to you about your next career move. Don’t hesitate to connect with me to learn more about my recruiting style, client portfolio, and various opportunities across the country.

❓Career Seeker Challenge: What qualities do you look for when working with a recruiter?