Everyone knows it. All of us see the constant posts in Linkedin every day. Layoffs. Layoffs, particularly in tech. And sadly, it appears virtually unavoidable. Tech has and can possible at all times stay an electrical and unpredictable trade. However, it’s additionally a extremely fascinating trade to work inside. With the ever impending recession and economic system, firms at all times take successful and tech isn’t any exception.
We sat down with Senior Manger of G&A Recruiting, Lianne Gong at Gong. And by sit, we imply at our computer systems to have a ‘hearth’ dialog. Amongst all of it, we mentioned the tech layoffs, its impacts on recruitment, Gong’s present state and the way the hell she wound up the place she is right this moment.
RecruitingDaily: So let’s lower to the chase and simply get this out of the best way. What introduced you into the world of recruiting? Was it at all times the aim or one thing you fell into and simply ended up loving?
Lianne Gong: Recruiting was by no means on my radar. Honestly, I didn’t understand it existed after I was in class. I began my “enterprise” profession at a monetary providers firm, doing telemarketing as my internship whereas in class. That transitioned right into a full time gross sales position upon commencement, which I did B2C after which B2B for a number of years earlier than transitioning into Expertise Aquisition.
I used to be given the chance to maneuver right into a full time recruiting position on the similar firm, hiring gross sales reps… and I cherished it. That was 15 years in the past!
RD: Now, there’s this ongoing assertion that these in gross sales typically make the very best recruiters. Do you agree or disagree? And the way would possibly gross sales translate into the recruitment course of holistically?
Gong: [I] one hundred pc agree. Gross sales folks and recruiters are each are masters of figuring out their audience, sourcing and/or chilly calling that stated viewers, understanding ache factors, promoting to these ache factors, navigating a relationship with expectations and shutting.
[Gong may have said it best in her self-published blog post, Recruiting is like Sales. Here, she’s very clear on the similarities, while also pointing out to do what you love.]
RD: You’re presently at Gong and have been there for a while now; what introduced you to Gong? And what retains you there?
Gong: For me, being in TA (company recruiting) means representing the corporate you’re employed for. So, after I search for roles, whereas I need to know my expertise can be utilized, I’m really on the lookout for an organization match.
I’m going from a bottoms-up strategy [and] analysis:
● Do I just like the staff I’d be working alongside?
● Do folks like working right here?
● Do I believe I’ll be supported by the particular person I’d be reporting to?
● Is success outlined and clear? If not (as a result of startups typically don’t have this), what’s the plan to outline success?
● What does the mission, values and goal assertion appear to be? Does the manager staff assist it and drive it?
● Is that this a bottom-up led or a top-down?
Personally, I like constructing the groups and infrastructure for a hopeful IPO, hypergrowth chaos, fixing damaged issues and being the trusted advisor and subject material skilled (SME) to the enterprise. I desire a staff who desires to work onerous, however is aware of extra about one another.
[For example], a supervisor who understands I’m a mama first and an worker second, executives who dwell and breathe the imaginative and prescient, values and goal of the corporate and an organization whose ‘instructions’ come from the highest. That means, the CEO drives the tradition, not the Individuals Staff. Gong suits all of those.
RD: Now, for the principle course. Tech proper now’s an fascinating and even scary place for some people. How has Gong differed and continued to rent at a time like this in your personal phrases?
Gong: I believe it’s a mix of issues. Gong is in its personal class of income intelligence, which makes it a really enticing firm to focus on as a candidate. Our leaders are true advocates for the corporate and for his or her folks. Now we have a stellar advertising and marketing staff. And, TA gives white glove service to all candidates. [The] Candidate expertise is necessary to us!
RD: With the latest tech layoffs at Meta, Shopify and Microsoft to call a number of – how do you and/or your groups strategy potential candidates inside the recruiting course of? Is there a distinction in any respect?
Gong: No distinction. White glove service and a dedication to communication. We’re forthcoming with all info, candid with our suggestions, and well timed in our touchpoints; be it e-mail, cellphone name, textual content, and so forth. Simply to deal with others the best way you’d wished to be handled as a candidate.
RD: What’s the candidate’s expertise to you? How necessary is it and the way does it broaden past the plain course of and know-how to pure humanization?
Gong: To me, candidate expertise means placing your self within the candidate’s sneakers. To grasp the method of recruiting, the ups [and] downs, the communication, the method and the fun of the complete cycle. We’ve all been candidates earlier than in our careers.
I believe it’s necessary for us to acknowledge that we, in TA, are able of energy so to talk. We maintain the knowledge. We maintain the chance to deal with these candidates in a approach that lets them know they imply extra to us than [just] a rent.
RD: It’s been an fascinating previous couple of years with a world pandemic, office shift from in-office to residence and/or hybrid for some, the nice resignation, layoffs and many individuals breaking into tech. How has your perspective shifted inside recruiting extra broadly and in tech particularly?
Gong: The whiplash! That’s all I’ve to say.
Within the couple years, I’ve gone from, “Hell yeah. Working in TA within the SaaS startup area is on hearth!” to “Ought to I rethink my profession?” Finally, recruiting could be very feast or famine. It at all times has been, and this all is cyclical. My emotions for recruiting in tech and SaaS hasn’t modified. Whereas I’m nonetheless uneasy in the mean time, I’m assured in my choice to proceed pursuing this path.
RD: Within the recruiting area instantly, many have been impacted as of late. What’s your mantra or philosophy to maintain pushing? What recommendation do you may have for these within the expertise acquisition area that will have been just lately impacted by layoffs?
Gong: I discover solace in the truth that a ‘bounceback’ is a really life like factor that has occurred time and time once more. From a private perspective, I discover the motivation to maintain pushing as a result of I’ve to. For myself and for my household.
That is all a blip in time. I’ve seen my fair proportion of recessions, corrections, bull/bear markets, and so forth. to know that all the pieces is short-term, even when it doesn’t really feel that approach within the second.
Taylor Moon is the Director of Content material at RecruitingDaily.com. She’s a seasoned Content material Director with a demonstrated historical past of working in numerous industries, predominantly in digital advertising and marketing and know-how. As a hiring supervisor all through her profession, she’s labored intently with recruiters and HR and acted as a sourcer and recruiter in numerous roles, bringing a singular perspective into subjects.
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