Emily Walsh

Much of the new work or clients I have landed in the last 30 years can be traced back to my real personal interest in the product or therapeutic areas being developed by the companies I sought out. This curiosity and genuine interest fueled my communications and the tone I brought to the conversation was about how cool what they were doing was and then specifically how I could support them. This excitement distinguished me from other recruiters who were merely seeking new jobs or assignments. In my opinion, in a tight job market, it’s better to pursue companies you really are excited to represent because you are interested in them and passionate about what they are doing before you even work there.

Interns, take note: people love talking about themselves—this includes your mentors, bosses, supervisors, and colleagues. As a new intern, challenge yourself to learn more about those around you. Ask them how they got into this business, what they enjoy most about their roles, what they wish they had known when they were starting out, and what skills they think are most valuable for someone just beginning their career. Be curious about their experiences, and show appreciation and respect - be complimentary! Building these relationships early on will give you invaluable insights into your industry, company, and role, and help you understand the perspectives of those around you. So, don't be shy—start the conversation!

I like the STAR method because it prompts the interviewee to deliver a comprehensive response that details the outcomes achieved by addressing the situation through their own actions. Emphasizing the results of your problem-solving efforts ensures that your answer is complete, showcasing your ability to achieve results methodically and thoughtfully. This approach highlights your value as a candidate and demonstrates your capacity for delivering measurable outcomes.

The power of your network lies in the consistency of your engagement. Respond when you can And when you cannot help people. Follow up. Be concise. Be present in your network. Be nice. Compliment posts, offer information, repost and help others get connected. Don't overuse your referral and reference sources.

When interviewing with a panel, understanding group dynamics is crucial. Request the names and titles of all panel members from your recruiter or scheduling assistant, and try to determine the hierarchy beforehand. There is usually someone who is less active during the interview—is it the supervisor overseeing the panel or a subordinate who is hesitant to speak up? Knowing how the panel operates together will help you engage more effectively. You can tailor your follow-up questions to involve the entire panel including the less involved panelists. There is a direct correlation between candidate panel interaction and candidate feedback.

I love asking candidates how they found the job they are interviewing for. This question serves as an excellent icebreaker - an easy entry point into the conversation and offers insights into the person you are about to interview. Some candidates may respond vaguely, citing a generic "job board," while others provide specific details about where/when they discovered the role. Some might even share broader stories about their job search journey. This question not only yields valuable information about your job postings and recruitment channels but also offers a glimpse into the candidate's thought process, organizational skills, and comfort level in discussing their background. It is an excellent opening question for an interview!