Kristin Taylor, CDR

I believe in using data to make informed decisions, but also understand the danger of getting lost in too much data. We know that to truly excel, we need to tap into the expertise of others. That's why we partner with SMEs to help us fill in any blind spots we might have, and ensure that our insights are relevant and up-to-date. By combining our own data-driven approach with the insights from our partners, we're able to provide a comprehensive and nuanced understanding of talent dynamics. This not only helps us find the perfect match for talent but also ensures that our clients stay ahead of the curve in a rapidly evolving landscape.

ERPs have their perks, but they're not without pitfalls. Nepotism and cronyism can (and often do) sneak in, favoring referrals over merit. To tackle this, we've implemented Behavioral Interviewing to ensure fair assessment, and encourage diversifying referral sources to broaden the talent pool. Training on unconscious bias and establishing clear evaluation criteria maintains consistency. Failure to diversify referral sources may perpetuate homogeneity hindering both "traditional" diversity and diversity of thought, as studies suggest that people often refer others who resemble themselves, risking a lack of representation from underrepresented groups. In short: Diversify your ERPs, train your staff on BBI & unconscious bias, and MONITOR!

You can only control what you can control. Be intentional, specific, realistic, and honest in how you measure your success. Honesty is essential: Is it the market that presents the challenge, or is it the ever-changing landscape of skills needed to stay ahead in this market? We can't control market forces, but we can control our response, our training, our willingness to learn from others in the industry, and so on. We can also control how we treat candidates. A candidate today could be a client, a referrer of great talent, or a repeat candidate tomorrow.

I'm fascinated by and stay up at night thinking about the emerging trends in talent scouting that leverage AI and automation to enhance outcomes rather than just ease tasks. Yet, as we embrace these innovations, candidate perception is critical. Are they comfortable with AI? Do they understand its role? Transparent communication is key. I'm curious if organizations openly discuss AI's use in recruitment, perhaps through online statements. While AI has the potential to revolutionize talent scouting, transparency and candidate/customer/end-user comfort are vital for optimizing outcomes. I'm really looking forward to continuing this discussion.

When I'm headhunting, I'm always "going for no." By being extremely (sometimes overly) transparent, I prioritize respecting people's time and ensuring they don't feel pressured into a career move they might regret. Understanding their motivations is crucial, but it's equally important to uncover any hidden drivers they might not recognize themselves. Essentially, I let them articulate their desires, and I play the role of a career matchmaker. Everyday, people engage in tasks they'd rather not do. But if those tasks are a small part of a job that offers numerous other exciting opportunities, is it worth it to them? I focus on building rapport and creating a comfortable environment to support individuals through significant life changes.

LinkedIn is MORE than a resume. It's an opportunity to help you help an employer draw parallels and see RELEVANCY between your background and the job they're hiring for. Beef up your Bio: Use “I” language. LinkedIn is NOT a resume, it’s a tool to help potential employers understand what makes YOU unique. Elevate Your Headline: Beyond your job title, what words or phrases can represent your expertise and passions succinctly. Think about what you're passionate about, your expertise, achievements, etc. Your LinkedIn profile is an opportunity to showcase your professional brand and the value you bring to the table. Think about how your profile can communicate your achievements and aspirations effectively to anyone who visits it.