Jesse Tinsley: Recruitment as a Service: It's All About the Outcome!
Recruiting Trailblazers
English - January 27, 2022 19:00 - 35 minutes - 24.5 MBCareers Business recruiting recruitment recruiter talent acquisition hiring staffing Homepage Download Google Podcasts Overcast Castro Pocket Casts RSS feed
In this episode, Marcus Edwardes speaks with Jesse Tinsley, a serial entrepreneur who got his start in tech at the age of 15. In 2012, he dropped out of college to found Job Mobz to provide on-demand recruiting for technology companies.
He is a regular contributor to Forbes and SourceCon, and he hosts The People Podcast, where he interviews HR, recruiting leaders, and tech founders on the latest trends.
Listen in as Jesse discusses Job Mobz’ Recruitment as a Service (RaaS) business model, the approach his team takes towards recruitment as opposed to that of traditional agency or internal teams, and why the company ultimately abides by the ethos: The outcome is what matters, not the path we took to get there.
Jesse talks about the fundamental importance of building a brand that naturally attracts ideal clients, which he believes trumps any sort of outreach campaign. He says that the key to cultivating a powerful brand is to consistently create authentic, engaging, informative content.
Finally, Jesse reacts to a few of his most provocative social media posts.
What You’ll Learn in This Episode:
● [02:52] About Job Mobz’ Recruitment as a Service (RaaS) business model
● [06:45] Training from the ground-up
● [10:53] Common areas noticed by Jesse in which clients can improve upon
● [13:38] The power of building a brand
● [16:46] Jesse’s content strategy and how to “make time” for it
● [20:26] Engaging with niche communities
● [24:26] Forging long-term relationships with clients
● [25:49] Jesse reacts to his best social media posts
Key quotes:
● “The first thing that we screen for when we hire recruiters is communications, both written and verbal. And the reason is because I think a lot of recruiting comes down to communication for internal hiring.”
● “We’ll take somebody who is ambitious and has strong communications versus has worse comms and a lot of experience, because a lot of it comes down not only to stakeholder management, but also candidate experience.”
● “We care about outcomes, not how we get there.”
● “The number one candidate channel in 2022 and beyond is none of the above. It’s creating a brand, and having that brand funnel you candidates.”