#89: What it Takes to Land Top Talent with Bonnie Dilber

Bonnie manages the business recruiting team at Zapier, a SaaS company in the automation space. She is also a content creator with over 500k followers across LinkedIn, TikTok and Instagram, and writes two newsletters sharing insights for jobseekers, as well as people in the HR and talent space. She enjoys travel, great food (eating more than cooking), and managing her almost 4-year old's social calendar.

Top 3 Takeaways

1. Know the score. Looking at jobs data can give you a popsicle headache. Be sure to do your homework on what your current hiring climate is like.
2. Take a human approach. Pervasive technology and large numbers tempt us to automate candidate relationships. Use the tech, but also inject distinctly human interactions where possible.
3. Get with the times. A new generation is pouring into the workforce. Rather than focus on what’s different about Gen Z, seek to understand their perspective and align on win-win outcomes.

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From the Source

“There's a real disconnect between the jobs that people are applying for and the jobs that are available.”

“There's a disproportionate amount of people trying to get into remote work, and so those remote jobs might be like 15 percent of what's posted, but then they're getting over half the applications.”

“The largest number of jobs are being created at small businesses. So, companies with fewer than 50 or under a hundred employees, that is where the greatest amount of job creation is happening.”

“Two of our just like standard rules is everyone gets a response within seven days. They never go more than seven days without communication. Of course, there's someone that is going to say we missed that for them. It happens. We're human. But for the most part, I would say about 99 percent of people have that experience with us. And it's as simple as that they get a rejection email if it's a no. And we let them know at every step, like where they stand.”

“[Generation Z is] pushing more for balance. They're pushing more for, um, You know, workplaces that treat them like humans.”

“I think there is this common pattern where every generation kind of says, ‘They don't work as hard as we did’ or that's dealt with it as like a millennial that ‘We were entitled’ and all of that, but I think actually listening and embracing where they are in realizing they actually have a pulse on the future in a much better way than some of your mope seasoned people.”

“I think the social media stuff is a really good example of that. 15 years ago, employer branding was getting yourself on one of those lists, like a best place to work list… that was like top notch employer branding. Today it's your people being on social media saying, ‘I love where I work and here's why.’”

Connect with Bonnie

LinkedIn: https://www.linkedin.com/in/bonnie-dilber

Instagram: http://www.instagram.com/bonniedilber