15 Comments

Thanks Hung, enjoy Hong Kong. Voted for revenue as a solopreneur.

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Another goodie 🙌 loving my Sunday reading / levelling up! RBF is defo my Sunday guilty pleasure ☺️ so as per the poll - Revenue yes, but I’m hoping that includes snippets of all of your secret sauce?!

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Feb 5Liked by Hung Lee

Susan Tien, solopreneur

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Feb 5Liked by Hung Lee

I always find the digital nomad piece interesting. One of my favorites follows to have done this is Paul Millerd. I've been questioning how lessons learned from his experience (business consulting from his time at McKinsey) translate into recruiting/TA.

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Feb 5Liked by Hung Lee

I’ll sign up for anything video!

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Feb 5Liked by Hung Lee

Wow Hung, this week's TWIR was particularly strong, and that BCG survey in particular is getting shared with my leadership & TA colleagues because it's superb.

I am reminded of the saying, "People buy from people they know, like, and trust."

Recruiting is inextricably sales-y, even internal recruiting, because we sell HMs on candidates , and candidates on opportunities, teams, and ourselves.

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Feb 5Liked by Hung Lee

In a lot of cases companies don’t want reactive recruiters / ordertakers, they want (strategic) partners and those are hard to find.

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Feb 5Liked by Hung Lee

Great content.

On the recruiter vacancies:

I’m helping a few (to remain unmentioned) companies with their search for recruiters.

They have a hard time finding recuiters for 2 main reaons:

1- compensation: salaries went through the roof last few years, and people are still asking unbelievable amounts of money.

2- quality: while in the previous years an employer was happy to get a decent recruiter as there was almost a shortage, employers now have a choice and they are going for high quality. And we all know recruiters hardly get decent training, so quality is often lacking.

I’ve spoken about the quality topic a few times, but in these times it’s getting more and more obvious. It’s hard to find recruiters with good knowledge of their domain, the ability to go beyond the threaded paths, and excelent stakeholder management skills.

We talk a good game, but when tested on the above, many fail.

A lot of the hiring processes are so focussed on sourcing and ‘tell me about a time you...’

It’s never about ‘you are getting new headcount, walk me through your process of building a recruiting strategy’

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Thanks for great content again!

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