A Day In The Life Of A Recruiter At Walden Recruiting
Marsh, a Recruiter at Walden Recruiting, describes a day that starts early with TV before diving into applicant review, noting a significant amount of time is spent filtering through unqualified candidates from LinkedIn despite screening questions: "I'd say about 95% of the applicants... are not very good, to be honest with you." To combat this, Marsh prioritizes proactive sourcing of qualified candidates to ensure the most suitable individuals reach the hiring manager, and then spends the remainder of the day interviewing and submitting resumes, concluding with wine around 4 PM.
Recruiting, Applicant Screening, Sourcing, Time Management, Work-Life Balance
Advizer Information
Name
Job Title
Company
Undergrad
Grad Programs
Majors
Industries
Job Functions
Traits
Marsh Sutherland
Recruiter
Walden Recruiting
Pacific Lutheran University
Arizona State University (ASU) - W. P. Carey MBA, Arizona State University JD
Legal & Policy
Recruitment, HR & Related Professional Services, Technology
Human Resources (HR)
None Applicable
Video Highlights
1. Reviewing and filtering applicants from job postings on personal site and LinkedIn, with a high percentage of unqualified applicants on LinkedIn requiring significant time investment.
2. Prioritizing sourcing qualified candidates upfront to streamline the hiring process and ensure the most suitable individuals are presented to the hiring manager.
3. Conducting interviews and submitting resumes, with a workday typically concluding around 4 PM with a glass of wine, highlighting a balanced 'lifestyle business' approach.
Transcript
What does a day in the life of a president at a recruiting firm look like?
I don't have any employees; this is more of a lifestyle business. I get up around 5:00 or 6:00 AM and watch about an hour of TV. Today, I was watching "Iron Heart" on Disney Plus; I'm a big Marvel fan.
Then, I open my laptop and look at all the applicants for jobs posted on my site. I review them and decide whether to move them forward or reject them. I also look at applicants on LinkedIn Jobs.
I reject most of them because, no matter how many filtering questions you put on LinkedIn, people will answer the way they think you want to hear, even if they don't have the qualifications. About 95% of LinkedIn applications are not very good, to be honest with you.
They're not qualified, which takes up a lot of my time. That's a big reason why I do a lot of sourcing upfront. If I'm sourcing people who meet the criteria and qualifications, I know they're qualified, versus spending my time reviewing applications from unqualified people.
I want to get the most qualified people into the candidate pipeline to see the hiring manager first. Then, I do interviews all day and submit resumes. Around 4:00 PM, I pour myself a glass of wine, finish another hour of work, and then I'm done.