Laura Mazzullo walks us through best recruitment practices in the Covid era. - Guiding hiring managers and candidates to clarity using emotional intelligence and data. - Helping candidates ‘stay in their own lane,’ work through their fears - Acceptance vs. Resistance: Make room for big feelings, it’s your job now - Questions to make everyone think differently - The importance of “Hell yes” vs “Hell no!” during a candidate’s job-search journey  

1. #LearnWithLauraHR | @EastSideStaff | EastSideStaffing.com
R E C R U I T I N G D A I L Y
P U T O N Y O U R
C O U N S E L I N G H A T :
R E C R U I T M E N T
I N T H E
C O V I D E R A

3. #LearnWithLauraHR| @EastSideStaff | EastSideStaffing.com
SO, WHAT’S SO DIFFERENT ABOUT NOW?
During a pandemic…
Hiring Managers AND Candidates have been living with:
• Fear
• Uncertainty
• Exhaustion
• Overwhelm
• Impatience
This impacts behavior when hiring and job-searching.

4. #LearnWithLauraHR | @EastSideStaff | EastSideStaffing.com
WHERE DO WE BEGIN IN TA?
Collect DATA
1) Competencies for HMs
2) Goals for Candidates
Release judgment
1) Avoid unrequited love
2) Don’t force; let flow
Raise EQ
1) Bring empathy
2) Consider TA’s experience

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HOW HMS GET IN THEIR OWN WAY
Is ‘finding talent’ really the hardest part of hiring?
Or is it the:
HM who hasn’t job-searched themselves in a few
years, who resents the $ candidates are asking for,
who views generational differences as ‘entitled’,
has analysis paralysis, brings trauma from
previous ‘bad hires’, is caught in comparison ‘what
are our competitors doing?’, needs training on
candidate experience, overcoming bias, learning
structured interviews/scorecards/competency
based guides….

6. #LearnWithLauraHR| @EastSideStaff | EastSideStaffing.com
COACHING HMS
Coaching them on the importance of :
• Receiving feedback
• Self-Reflection
• Reducing their own bias in the hiring process
• Willingness to improve and unlearn how they’ve always done it
Questions to ask HMs:
• Are you open to receiving actionable feedback from
candidates to help you improve?
• Have you considered what you’re afraid of and how that fear
may be blocking you from filling this role?
• Are you ready to acknowledge and address our own biases as they emerge?
• Are you willing to consider how what worked 6 months/2 years/5 years
ago may not now? Are you open to scrapping what you’ve done and to
starting anew? Expect growing pains.

7. #LearnWithLauraHR| @EastSideStaff | EastSideStaffing.com
HOW CA NDIDATES GET IN THEIR OWN WA Y
Does the candidate really feel ready for change?
Or is it the:
Candidate may be ready for change, but feels
terrified of the unknown, feels comparative
towards their peers, struggles with feeling guilty
and nervous about resigning from their current
employer, is unaware of their pain points and
what they really want, is letting other people
dictate what is best for them, unsure if they have
the energy and enthusiasm to start anew in a
pandemic…

8. #LearnWithLauraHR| @EastSideStaff | EastSideStaffing.com
COACHING CANDIDATES
Coaching them on the importance of :
• Self-Reflection
• Values alignment
• Reducing their own fear that may be blocking them from thriving
• Willingness to stay in their own lane
Questions to ask candidates:
• Do you feel ready for change? Can you envision resigning?
• Have you written down what is missing now in your current scenario?
• Have you considered what you’re afraid of and how that fear may be blocking you from
change?
• Are you clear on what you want next (ideal leader, team, opportunity, culture, values)
• Are you willing to consider that nothing will have every single thing on your wishlist? Have
you written out your must-haves and nice-to-haves? Dealbreakers?

9. BOTH ARE TRUE
LearnWithLauraHR| @EastSideStaff | EastSideStaffing.com
Competency-
based
interview
guides
Career goals
written out
Deep Interview
questions
Challenging
biases
How nervous
system
responds
How things
feel
Honoring what
feels ‘off’ and
what feels
right
We make
decisions with
our hearts AND
with logic. Gut
AND data can
co-exist.

10. LearnWithLauraHR| @EastSideStaff | EastSideStaffing.com
ACCEPTANCE VS. RESISTANCE
What would it feel like to
accept vs. resist it when:
o A Candidate isn’t ready for change
o A HM isn’t ready to hire
o A HM needs weeks of education
o A Candidate needs hours of worth of
coaching
o Compensation needs to be adjusted
o Closing a candidate is more about
showing them their data than selling
o This market ‘is what it is’

11. TRUST THE PROCESS
FOLLOW THE DATA
#LearnWithLauraHR| @EastSideStaff | EastSideStaffing.com
Clarity
is the

12. #LearnWithLauraHR| @EastSideStaff | EastSideStaffing.com
HOW TA GETS IN OUR OWN WA Y
Has TA advocated for themselves, their team to
make their experience a positive one?
Or are we…
Expecting ourselves to be perfect at all things, to
work at an unreasonable pace with an untenable
workload, to assume we ‘know it all’ without
training or development, to avoid speaking our
truth to our leaders about what we need and why,
not taking PTO/breaks, glorifying exhaustion as a
status symbol, people pleasing instead of
partnering…

13. COACHING TA (OURSELVES!)
Coaching TA Pros on the importance of :
• Looking at what blocks us from asking for help, taking breaks, advocating for our team
• Considering how we are using ‘blame/shame’ vs. self-reflection
• Evaluating our strengths to ensure we see our development areas
• Consider where our own biases show up
Questions to ask ourselves in TA:
• Why don’t I take time off? Do I glorify being busy? Is my sense of worth tied into how
frazzled I am?
• Am I people-pleasing others, or am I working in alignment with my values and
partnering?
• Have I written down my strengths, weaknesses, areas for improvement and my favorite
parts of TA?
• Where are my own biases, impatience, ‘blocks’ showing up in a hiring process?
• Do I blame my leader, HMs, Candidates for things that go wrong? Do I shame myself?
How much do I assume I control? Have I acknowledged I’m also a human in a pandemic?

14. #LearnWithLauraHR| @EastSideStaff | EastSideStaffing.com
OVER THE NEXT
30 DAYS…
To start
improving my
coaching skills
as a TA Pro, I
will…
How will
you
actually
achieve
this goal?
How often,
when,
where, get
specific!
I will make these changes
within 30 days because:
Know your why!