Talent Insights — Sandra's Take
Recruiting is about more than matching resumes to job descriptions.
Here, I share articles, industry trends, and my personal perspective on what makes great recruiting work — from building genuine relationships to finding the right fit for every business.
Welcome to Sandra's Take, where recruiting gets personal.
SHRM | SANDRA'S TAKE
Great Recruiters Are Advisors,
Not Order-Takers
This SHRM article really resonated with me.
I believe recruiting should never start and end with a list of required skills.
Before I begin a search, I want to understand WHY the position exists, what challenges the business is facing, and what success actually looks like.
Sometimes that means asking questions that aren't on the job description. Sometimes it means challenging assumptions about the ideal candidate.
That's not being difficult. That's being a trusted Talent Advisor.
The best candidate isn't necessarily the person with the most impressive resume. It's the person who is the right fit for YOU.
INSIDE HIGHER ED | SANDRA'S TAKE
The Value of Thinking Like an
In-House Recruiter
When I read this article, my immediate thought was: This is exactly how I approach recruiting at J&S Talent For You.
The article discusses the advantages of in-house recruiting teams, particularly their understanding of an organization's culture, people, and needs.
But why should that level of understanding be limited to in-house recruiters?
When I work with a client, I want to sit down with them, walk through their business, meet their people, and understand how everything works.
I don't want to simply receive a job description and start sending resumes.
I want to understand your business as if I were part of your team.
That's how I identify candidates who don't just have the right experience, but truly belong in your organization.
FAST COMPANY | SANDRA'S TAKE
Recruiting Should Build Trust —
Not Fear
This article highlights something that genuinely concerns me: the damage fake recruiters do to the trust between candidates and recruiting professionals.
I've always believed that recruiting requires real human interaction.
Emails and messages alone are not enough.
I want to speak with candidates, have video conversations, and meet people whenever possible.
I want to understand who they are, what motivates them, and what they're looking for.
Candidates should never feel pressured, uncomfortable, or uncertain about who they're dealing with.
Recruiting is a relationship business. And every relationship starts with trust.