What a Technical Recruiter at a Fortune 100 Entertainment Technology Company wishes they had known before entering the Entertainment Technology industry
Kristin, a Technical Recruiter, learned that the role requires constant balancing of "doing right by your candidates and doing right by your business," often involving delivering difficult news to VPs and other high-level personnel; this necessitates a high degree of self-confidence, something not emphasized before she entered the industry.
Communication, Negotiation, Confidence, Ethical Dilemmas, Industry Realities
Advizer Information
Name
Job Title
Company
Undergrad
Grad Programs
Majors
Industries
Job Functions
Traits
Kristin Gonzales
Technical Recruiter
Entertainment Technology Fortune 100
University of San Diego
n/a
Psychology
Technology
Human Resources (HR)
None Applicable, Honors Student, Scholarship Recipient, Pell Grant Recipient, Greek Life Member
Video Highlights
1. Balancing candidate and company needs is crucial, and not always easy.
2. Delivering both good and bad news is a significant part of the job, requiring strong communication skills.
3. Dealing with high-level executives and negotiating compensation are common tasks, demanding confidence and diplomacy.
Transcript
What have you learned about this role that you wish someone would have told you before you entered the industry?
One thing I wish someone had told me about this industry is that you'll often be straddling the line between doing right by your candidates and doing right by your business. Sometimes these two align, and sometimes they don't.
I'm fortunate that I usually deliver good news. However, there are days when I have to deliver bad news to either candidates or the business. This requires situational awareness.
You might find yourself delivering difficult information or conclusions to a VP you've never met. It takes a certain level of self-confidence, which I don't think people explicitly mentioned was part of the job. They'd say, "Yeah, you're going to recruit people."
No one told me I'd have to be ready to talk to a department head and explain why we couldn't move forward with someone, why we had to delay something, or when negotiating pay. I would have appreciated a heads-up on that.