Andrew L.

Worldly

Head of Talent Acquisition

Fullscript

Talent Acquisition Operations and Strategic Development for one of the fastest growing Health Technology companies in North America.

Talent Acquisition - North America

Express Employment Professionals - Scottsdale, AZ

• Developed the Scottsdale Franchise from the ground up and produced $2 million in new business and 80 new clients within our first 18 months of operation. 
• Built valued and trusted relationships with both companies and jobseekers within our assigned territory. 
• Trained and developed a team of highly skilled and efficient recruiting professionals.

Branch Director (Recruitment Operations and Sales)

Pinnacle Growth Advisors

• Provide contracted staffing services for the top 3rd Party Logistics Companies and Truckload Brokerages in the U.S. and Canada
• Heavy emphasis on B2B Business Development through multiple channels, including: Phone, Social Media Platforms, Networking Events and Onsite Sales Meetings
• Cold-Calling and Direct Messaging both Passive and Active candidates using LinkedIn and other platforms

National Recruiting Director

Hertz

• Full cycle recruitment of exempt and nonexempt requisitions throughout Arizona for the Southwest Regional offices and Field Operations.
• Cold-Calling and Direct Messaging both Passive and Active Candidates using a variety of Applicant Tracking Systems and Resume Databases
• Partner with Hiring Managers, Executives & HR Business Partners to meet and forecast hiring needs and assist HR Business Partners with additional ad-hoc projects.

Talent Acquisition Partner

Aerotek

Recruiter

Head of Talent @ Worldly - Building Teams That Are Making Our World A Better Place 🌎 | SMB Builder & Investor

At my core, I am a strategic thinker, innovator, leader and educator who sees life through an entrepreneurial lens.  To me, there is nothing more exciting than helping bring people together to solve big problems.  And that is why I thrive in Recruitment and Talent Acquisition.

Bringing together my love for relationship-building, marketing, sales, and strategy, I strive to build talent brands that are always innovating, always improving, and most importantly - always seeking to provide a better experience with job seekers.  

To me, the Talent function goes far beyond simply filling jobs.  A strong system has many layers and requires the right framework, strategy, network, and tools.  Utilizing this infrastructure, my main objective in everything I do is to build talent processes that are equitable, efficient, and scalable.

Honestly, one of my favorite things about LinkedIn is seeing folks become advocates for their peers when new job opportunities pop up.

People helping people - as it should be. 🤝

Many of the best recruiters I know are individual contributors.

And they like it that way!

Not every successful career comes by way of climbing the proverbial ladder.

Many people take pride in owning their work, delivering strong individual results, and not having to build a team or coach others to success.

I respect it.

Let this be a reminder that the best career path is not the one that everybody says you should follow.

It's the one that brings you the most fulfillment and allows you to achieve your personal and professional goals.

Recruiters will spend all day arguing with people on LinkedIn about ATS bots and the Open to Work banner, but won't set up a weekly touchpoint with their candidates.

We must do better, y'all!

Rejecting great candidates will always be the worst part of recruiting for me.

I think most others in this profession would agree.

No matter how strong your funnel is, recruitment will always be a process where only a select few get to cross the finish line.

It's an unfortunate but necessary reality of this game.

While we may not be able to offer roles to everyone, there are other ways we can support and be a resource to job seekers.

♦ Adding them to future opportunity pipelines
♦ Cross-promoting other roles across the organization
♦ Referring them to other recruiters in your network
♦ Offering relevant feedback
♦ Sharing additional resources to supplement their job search

While these typically do not fall under the umbrella of a recruiter's job duties, I believe that the best recruiters understand the value of going the extra mile to provide a great candidate experience.

Playing the long game always yields a net positive.

Even if you can't hire - be willing to help in other ways.

Celebrating two years at Worldly. 🌎

I love the work I get to do every day.

Building teams centered around innovation and impact.

Amazing product, incredible mission…but none of it happens without our people.

Much more on the horizon…🚀

I don’t know who needs to hear this, but I feel that there is value in sharing this perspective today.

No matter what job title someone has, what experience they possess, what their pedigree or background is, or what they’ve accomplished…

They’re still just a human being, like you and me.

At the end of the day people do business and build relationships with those they know, like, and trust. 

A great reminder for us all 👍🏽

This may not be a popular opinion right now but…

❌ A recruiter’s job is not to tee up easy questions for candidates to answer.

✅ A recruiter’s job is to ask questions that are deeply relevant and highly targeted to what is required for success in a role.

Recruiters must be able to bridge the gap between a candidate’s experience and achievements and the problem that is needing to be solved through the role.

Don’t get me wrong - I’m a strong advocate for preparing and setting your candidates up for success.

But this is achieved through strong communication, process transparency, and clearly outlining the role objectives...

Not by asking shallow questions that don’t identify or address the truly vital information.

In many cases, asking more targeted and more specific questions also provides great benefit to the candidate as well.

Don’t let the hot takes of the day take you off course.

Recruiters MUST be willing and able to ask the challenging questions.

I wish I didn't have to say this, but...

Falsifying information on your job application is never ok.

There is a distinct difference between adjusting your verbiage to better align with a specific role, and blatantly lying about key information.

I know that the job market is brutal and there is an urge to do whatever is necessary to land an interview.

I understand and empathize with that.

However, misinforming employers is never a beneficial or effective long-term strategy.

👉🏽 In many cases, the recruitment team will identify the discrepancies early on and will automatically remove you from consideration.

👉🏽 Even if it works and you make it to the screening stage, a good recruiter will quickly be able to determine that you were not being truthful.

👉🏽 Neither situation results in a win and causes a massive waste of time and energy for both parties.

I know it's difficult, but it's better to focus on presenting and demonstrating your actual experience in a way that's more attractive to employers.

Recruiters NEED stakeholder success stories. 

We can't overlook the importance of our wins and accomplishments in this crazy game we call Talent Acquisition.

This is not a vanity or ego thing...

I believe this is a necessity for any Talent professional who wants longevity in their career.

Let me explain.

👉🏽 Recruiting is hard.  We often are tasked with giving 1 yes and 99 no's.  We have to manage the human element, which is flawed and unpredictable.  

👉🏽 Talent Acquisition is often undervalued and overlooked.  Our successes often don't get as much spotlight as they should.  We are constantly asked to find solutions to problems that are out of our control.

👉🏽 Success in Recruitment can be hard to quantify.  Just filling roles is not enough to influence the business, or position yourself as a valued business partner.  We often have to fight for influence.

All of these are reasons why acknowledging and leaning into our achievements is so important.

Not only can they serve as a reminder of why we do what we do, but they also validate our results.

They can help you establish yourself as a valued advisor within your organization and can create tailwinds for your success.

I know it's easy to keep your head down and work hard as a Recruiter.

But don't forget to recognize the great work you do.  It matters!

Here are 3 “hacks” that most Recruiters don’t take advantage of:

💎 Meeting and learning from as many people in your organization as possible.  The more you know about the in’s and outs of the business you support, the more effective and dangerous you become as a Recruiter.

💎 Surrounding yourself with career advisors.  Scheduling regular touch points with other TA professionals in an exchange of value is incredibly beneficial.

💎 Studying top performers in other professions.  I guarantee there are lessons to be learned from top salespeople, marketers, engineers, etc.  

If you’re not learning, you’re not growing.

When the information on a candidate’s LinkedIn profile doesn’t match their resume.

Recruiters and TA fam…

Are you practicing Recruiter Bias without even knowing it?

So many of us dedicate tons of time to ensuring that our hiring teams are making equitable decisions.

But we have the tendency to overlook the flaws in our own behaviors and actions.

Here are some key indicators of bias from the Recruiter seat:

🔴 Providing special resources and coaching to candidates you like.

🔴 Altering your process or making special exceptions for “top” candidates. 

🔴 Pushing hiring managers to make an offer based on your feedback alone rather than completing a full evaluation process.

🔴 Giving preferential treatment to candidates who come by way of referral.

If you’re a Recruiter, you’re not immune from the standards you hold others to.

The “do as I say, not as I do” philosophy won’t drive positive change within your organization.

It’s our job to model the behaviors we so strongly advocate for.

Practicing what we preach matters.

Marketing and Product teams are obsessed with capturing “the voice of the customer” to better improve customer experience.

In the same way, Talent Acquisition teams should be obsessed with capturing “the voice of the candidate.”

If you’re a Recruiter, you should be writing daily.

I know what you’re thinking…

What does writing have to do with my ability to recruit well?

My answer is - daily writing habits provide a lot more benefit to you than you probably think.

✅ Mental Organization

As Recruiters, we often get caught up in the madness of our daily workflow.  We may survive the chaos but we often lack direction and structure.  Putting your thoughts to paper can help you organize all of the items flying around in your head.

✅ Operational Optimization

Once we are able to start gathering our thoughts, we can start to get a clear picture of what needs to be adjusted or improved.

✅ Communication & Articulation 

Everything we do as Recruiters is based on communication.  The better we can articulate a story, a vision, a process, or an opportunity, the more successful we will be.  

✅ Creativity

Recruiters tend to be operational savants, but often don’t find time to deploy creativity in their work.  Writing is an outlet to more creative thinking.

Start carving out time every day to write.

You’ll thank me later!

"How do we evaluate non-linear career paths?"

I believe this is a question many talent acquisition teams will be asking over the next few years.

In fact, many are asking this question right now.

Complex work dynamics and a tumultuous market have led to a serious rollercoaster in the careers of many people.

And we haven't seen the end of it yet.

I believe we have to start by redefining our signals of success.

What's important...

✅ Role-specific skills and proficiencies
✅ Delivery of key results within specified timelines
✅ Ability to learn, adapt, and pivot with business demands
✅ Demonstration of relevant soft skills, temperaments, and intangibles
✅ Industry experience, as needed

What's not as important...

❌ Long work tenures
❌ Specific time in one role
❌ Traditional learning requirements
❌ Particular job titles

As recruiters and TA professionals, it's our job to be able to assess talent within the context of the market.

As the market shifts and evolves, so should the parameters in which we are evaluating candidates.

Understanding market dynamics is a skill that is so desperately needed in the recruitment space.

And it will continue to be essential as we ride the wave of economic uncertainty.

So you think hiring is easy?

If you're someone who feels that way, this one's for you.

As a framework fanatic, I couldn't resist putting together a supporting visual to break this down.

Hiring effectively requires a lot of things to be done correctly, all at different times and at different stages.

There are 3 core elements within the flywheel, and each encompass specific methodologies that drive great results.

1️⃣ Attraction: 

The mechanism that fuels interest in your organization from strong talent in the market.  Under this umbrella are employer branding, recruitment marketing, and internal advocacy (ie. employee evangelism, referrals, etc.). 

2️⃣ Alignment:

The development of a clear and defined recruitment strategy with your internal stakeholders.  This is where outlining processes, timelines, and objectives becomes crucial.  Developing a process of communication and optimization with your hiring team is also important.

3️⃣ Engagement:

Cultivating an effective, enticing, and educational candidate experience.  Developing value propositions that are competitive and relevant to the ideal candidate market.  Selling the vision of the organization and inviting candidates into the story.

All of these elements must be in place and working effectively to bring great talent to the business.

The more we lean into mastering these elements and resourcing them properly, the more successful we will be.

Innovation, optimization, and continuous improvement are possible in Talent Acquisition.

But in order for it to happen, organizations must be willing to allow their TA teams to operate creatively, take risks, and think outside the box.

Company leaders who empower and enable their talent teams are the real MVP. 💪🏽

I predict we'll be seeing lots of M&A activity in the RecTech space over the next couple of years.

With all of the AI-based tools and stand-alone solutions that have flooded the market, aggregation is inevitable.

More and more teams will be looking for all-in-one solutions that remove the need for complex configurations and endless integrations.

The question is...who will become that solution?

👀

Data privacy is a serious matter, even for Recruitment and TA teams.

Earlier this week, a story went viral about a large, well-known tech company who sent out an email blast to all of their candidates inviting them to cast their vote so they could win a digital award.

The email also insinuated that the candidates would be better considered for future opportunities if they participated.

Understandably, the reaction was not great and it's easy to see why!

There are so many things wrong about this situation, that it's hard to know where to begin.

Aside from the massive PR and brand damage, it also shines a light on some pretty unethical hiring practices.

So let me just say this...

Candidate data privacy MUST be something we protect and care deeply about.

I'm a strong advocate for innovation in Talent Acquisition, but we must always maintain a balance of creativity and compliance.

Don't make this mistake...

Stay ethical.

Taplio

Andrew L.'s Linkedin Analytics

Andrew L.

What is Andrew talking about?

Who is engaging with Andrew

Andrew L.'s Best Posts (last 30 days)

Want to drive more opportunities from LinkedIn?

Taplio

.css-1jgreyo{background-image:linear-gradient(284deg, rgba(39,43,72,1) 0%, rgba(33,47,183,1) 100%);color:transparent;-webkit-background-clip:text;background-clip:text;}Andrew L.'s Linkedin Analytics

Andrew L.

What is Andrew talking about?

Who is engaging with Andrew

Andrew L.'s Best Posts .css-qqfgvy{font-size:var(--chakra-fontSizes-md);}(last 30 days)

Want to drive more opportunities from LinkedIn?

Andrew L.'s Linkedin Analytics

Andrew L.'s Best Posts (last 30 days)