Old School Career Insight from Daryl Daniels

Changes jump on people, and on industries.

Are you aware of changes in recruitment?

How about the unchanging truths in your job search and career prospects?

 

For those still wondering, its simple really. Ask a seasoned recruiter.

Daryl Daniels from Daniels Recruitment shares his insight, hard won over decades. Below is Daryl’s bio.

 

Daryl Daniels

 

I am Daryl Daniels, the Director of Daniels Recruitment. In 2013, I started Daniels Recruitment in response to the evolving need for a specialist recruitment service in the Hunter Region; providing a more innovative, direct approach and a personalised service tailored to the individual or business concerned. I can ensure that your recruitment experience is straightforward by offering my knowledge and understanding gained throughout two decades in the industry, with over ten years of them here servicing the Newcastle and Hunter region.

 

 

 

Below are the changes that are happening in the recruitment landscape, which I gleaned in an interview with him. Importantly, Daryl pinpoints the unchanging truths that are universal in any career path or industry.

 

 

What are the changes/trend you see in recruitment today?

 

There has been a change towards using social media, namely LinkedIn, Twitter and a few other less know media.  Most recruiters use these now. And Facebook is also hanging around.

But I’m old school. I have 20 years’ experience, and I was trained at Morgan & Banks, the best Australian recruitment business ever.

The transition is amazing.  I started when advertising in Newspapers was the norm.  Nowadays, this form of candidate attraction is seen by most experienced recruiters as a waste of money and highly unreliable.  I advertise on Seek, Career One, Facebook, LinkedIn and my own site.

 

What are your views on LinkedIn, in its increasing usage?

 

LinkedIn is the “tool of choice” for lazy recruiters.  It provides them with access to passive candidates that may never have associated with them in the past.  Most lazy recruiters simply try and connect. They “spam” their connections with job opportunities. They fail to form meaningful relationships.

LinkedIn has given most recruiters another “database” of potential candidates, but it is no different to what Seek or Career One promote.  When you combine these with your own database, you do have an excellent initial starting point. The trick is to make it effective.

LinkedIn can be highly effective depending on what sector your work in but generally speaking, it’s effectiveness has suffered dramatically due to the increase in the number of recruiters (internal & external) that “stalk its corridors”.

The best way to get the most out of LinkedIn is to cease relying upon it for “transaction” relationships and focus on “old school” meaningful relationships.

 

I heard similar issues with LinkedIn, in it being overcrowded and not being a good means of forming relationships.

 

Nothing replaces looking across and eyeballing a person. As I mentioned earlier, some industry sectors work well with transactional relationships but most don’t.

And candidates are smarter: They have moved on, ignoring the bombardment they receive from LinkedIn. It is dysfunctional in this regard.

 

To get a full picture of LinkedIn, you need to know about how LinkedIn affected the market.

  • It changed the market, being a new way of connecting. It was pitched heavily to recruiters, as being a resource they can use to leverage millions of potential candidates.
  • At the same time, they pitched to employers, saying you didn’t need recruiters. Search up candidates yourself.
    That is why there is a certain animosity surrounding LinkedIn, for those that know the backstory.

 

 

The changing landscape of recruitment

As a recruiter, you need to change to survive. However, it depends heavily on what industry you cater.

The one thing that does remain consistent is that you need to have meaningful relationships with your client and your candidates.  It helps with developing trust.

 

And trust is everything.

 

There is a shift towards electronic recruitment, i.e. online social media profiles such as LinkedIn but you still need to have balance.  Networking events are important.  Attending sponsorship functions.  The list is endless.

Today it is becoming evident that most candidates under the age of 25 are deficient in general soft skills. They can communicate electronically but put them in a room with a few people and they may struggle.

 

There is an emerging shortage in one key area: soft skills. Whether it be relationship building or social skills, what are your views on this matter?

 

Soft skills, in general, are important. As an example, In the 90s big firms saw the need for IT support teams to be customer focused rather than being totally technology focused. They brought in customer service representatives that can handle the easy technology questions but could also put their user at ease through their customer service skills. This was innovative at the time, but now it is the norm.

Now it’s important for other sectors as well.

Take accounting, my area of specialty. Technology is continually advancing, and accountants need to be able to advise their clients. They need to talk to them in their offices.  Form meaningful relationships and seek opportunities to add value. You can’t do this simply sitting in a corner analyzing data.  You need to be a “business partner”.

 

Social skills are a must.

 

There needs to be a balance between using social media, and building actual relationships.

 

My balance: Develop your brand. I made my brand through years of building relationships. My reputation isn’t because of my LinkedIn profile; it’s because of my reputation through people.

You don’t develop a brand name online; you do it through people and building relationships (in my case).

 

What advice can you give millennials, in their career paths?

 

Is what you are doing make commercial sense? Is your area of study geared towards something that will get you hired?  There are so many university graduates out there that studied something that they were passionate about but are now not working in that field due to lack of opportunity.

Yes, it is a tough choice but think long term, not short term.

If you are studying and an opportunity in your field arises, be prepared to take it and finish your degree part time.
Look at your first role as an opportunity. Look at it from the view that you need to put in two years hard work to get any benefit out of it.  If you don’t see yourself there in two years, it is the wrong job for you.

 

Look at where the future of your industry of choice lies. I went to the Hunter Research Foundation Breakfast. In Newcastle, there was a 6% unemployment rate, and 20% of them was from youths. Mining in the Hunter has been a source a major employment but now with its decline it is quite troublesome.  Decreasing apprenticeships and professional hires.

Try and identify potential holes or shortages in the market. When BHP closed its operations here in Newcastle holes formed in the market. BHP used to be the major training ground for Engineers & Apprentices. Three years after its closure you simply could not find an Engineer or Apprentice.

 

What advice can you give millennials, when going through recruiters for job opportunities?

 

The worst thing you can do is go to five or six recruiters at a time. Find two or three that impress you and “understand” what you are looking to achieve.

I can’t stress how important it is to identify the right recruiter for what you want. At any stage you feel you aren’t getting the results you want, end the relationship and seek another one.

 

Key tip: Industry specialists can provide a more focused process, rather than general recruitment firms.   Bigger does not always mean better.

 

And I end with this quote: “It’s a full-time job to get a full-time job”. Getting a job has to be a full-time affair.

 

 

Thanks again Daryl for sharing your insight. It helped in defining the reality of recruitment, and the unchanging nature of skills such as people skills.

 

What did you think? What is the future of your industry?

Please share your insight and views in the comments below.

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