Desiree Goldey
Desiree Goldey is a talent and culture executive who builds high-performing teams and scalable hiring systems, blending operational rigor with inclusive, data-driven leadership.
Overview:
Kerry Guard sits down with Desiree Goldey to unpack what’s really broken in hiring—and what needs to change. With years of experience as a recruiter, coach, and DEIB advocate, Desiree shares how she boosted recruiter productivity by 30%, improved candidate engagement through intentional DEIB programs, and built systems that keep talent teams aligned, respected, and effective. From resume pitfalls and LinkedIn myths to rejection processes and burnout, this episode is a powerful call to rethink how we hire—and who we’re leaving out when we don’t.
Transcript:
Kerry Guard 0:02
Hello, I'm Kerry Guard, and welcome back to the show. I'm saying the show because we are rebranding y'all, and I can't say what it is yet, even though it's in the script, and I almost slipped up and said it, but I just have to wait for the big reveal. It's glorious. I promise. I promise. I am so excited for this episode. We are sitting down with Desiree Goldey, though you may know her better as Dez, she's a talent and culture executive who's made a career out of transferring messy recruiting systems into predictable hiring engines, whether it's scaling plus recruiting teams, boosting retention or rethinking deib programs to deliver measurable results. Des brings both operational rigor and a deeply human approach to talent. She's also the co-host of Talent List, a recruiters' podcast where she and Ashley King keep it real about what's working and what's not working in the world of hiring. In today's conversation, we're diving into building a high-performing teams, the future of recruiting, and how leaders can get back on track when talent challenges feel overwhelming. Dez, welcome to the show.
Desiree Goldey 1:15
Oh my gosh. I'm so glad to be here. I always hate those bios in the beginning. I'm like, did I write that? That is always so funny to me, but I'm glad to be here.
Kerry Guard 1:27
Oh, so glad to have you, and I am so I've been looking forward to the show for so long, because I know you're feeling you've got a front row seat to the badness out there right now in terms of what's happening in hiring and recruiting, and what people who are looking for jobs are going through. I mean, the market is tough.
Desiree Goldey 1:48
It is the worst. I've seen it in a very, very long time, very long time.
Kerry Guard 1:54
I'm going to get straight into it, because I want you to paint a picture for us from your front row seat of what makes it feel worse this time than ever before. Yeah.
Desiree Goldey 2:06
I mean, listen, this is the we went through this great years in 2021, I think, where everybody was, like, it was a cannabis market, right? It was the best ever seen, right? It was just unbelievable. And so I think we got to this place where we were so comfortable, and this is how it was going to stay. And then the bottom fell out of tech, right? And we started to see the market start to shift, slowly but surely. And now we're into this place where it is almost, I mean, you're seeing 1000s of applicants for one role, because people have been laid off. The federal government laid off a ton of people. So you have more people out there looking for the same role than you ever have before. And this is makes it impossible. It makes it impossible to stand out. It makes it impossible. You know, if me and you know, Joe down the street has the same resume. What makes someone pick my resume over somebody else's? The AI generation of what's happening right now? Right? Every resume, as a recruiter, I know this, every resume looks almost exactly the same, right? You're doing the same job, and so you have to pick and choose. And so I tell people this all the time, you got to a find a way to stand out, whatever that is right now, because it you will get lost in the noise of what's happening. And it's actually sad to see. I know people have been on the market for like, two years, right? And that's, I mean, you got to feed your family. You have to live your life until you start taking these side hustles and doing all these other things. But it's not a full-time job, especially if you weren't in corporate. So it's just, it's just scary out there.
Kerry Guard 3:56
It is scary out there. I'm seeing it everywhere. If you're listening to us today and you're on the job market, you are in the right place. We are going to help. And if you're a recruiter, same thing. We are here to help you both come together to find solutions through this. Because, as you know, I feel like marketing always gets hit kind of the hardest in some regards when resources get strapped, because your headcount is one of the most affected immediately. We're considered overhead, when really so I know the marketing industry is getting hit pretty hard. Is it everywhere? Is it specific industries? What are you seeing?
Desiree Goldey 4:35
Yeah. I mean, the recruiting market has been awful for like two years. Like, if you're a recruiter out there, I mean, it's just been we are one of the first to go because they're like, Oh, we can hire through a job board. We don't need that many people. No one understands what recruiters really do, really good recruiters do. So it's always one of the worst marketing itself. But I would say just overall, it is everywhere. It is, it is in tech. I know software developers who I've worked with in the past who have been on the job market, which is, it's just unreasonable. I shocked that they're still having such a hard time, you know? But when I post a job and I get 400 applicants in less than a day, that is, it's just
Kerry Guard 5:19
insane. How do you even start? Where do you even start? Yeah,
Desiree Goldey 5:24
I mean, that's the thing, right? And you have to weed these people out. And if you're responsible, you're closing that role after a certain point and saying, like, Listen, I'm not going to take any more applications. But then you're also responding to every single application, saying at least No, we've decided not to move forward and then narrowing it down and narrowing it down and narrowing it down. But this takes time, and so people get super frustrated because they haven't heard anything in 90 days. Well, if I'm a recruiter with 10 roles sitting on my desk, 1015, sometimes 20, because they cut my recruiting team, just think about how many resumes I have to look at. Plus I have to screen, plus I have to do notes. Plus I have to this takes time, and we cut teams significantly. I mean 50% 60% of recruiting teams were just decimated. So you're asking one person to do the the work of three that you laid off, and so it's just, it's really it's really sad, it's really sad, because people get burnt out. And that's always my biggest message, right? Is the burnout is real, both on the job market, the job seeker side, the recruiter side. It's just the burnout, and job seeking is probably one of the worst, because there are those highs and lows and frustration and you know, and that it can wear you down. And I just hope that people, really, as they are looking for a job, start to think about self-care and what that looks like, and not always being on and being frantic, and really take the time to give themselves rest and pause. I know this is important to get a job, but if you're burnt out, you're never going to be your best self in an interview. You're never going to manage the emotions of not having a job. And so I think those are super important for people to remember as their job seeking as well.
Kerry Guard 7:23
We had some wonderful guests on, including Theresa Portratz was on a few months ago where she talked about her process for job seeking in the marketing era of today, of how hard it is. So go check out that episode. We'll drop it in the comments. And she talked very much about the self-care of it. I think her thing was, gardening was one of her things. Also, Aileen Cosmano came out the other side and came on and talked about her journey as well. And self-care was a big, huge part of that, too. So I love that you're doubling down on that that is absolutely something that needs to happen. I'm seeing a lot more posts from people who are, I don't want to say desperate, because that's such a harsh such comes with so much negative connotation, right? But are sort of at their wits end of like, I'm about to lose my home. I'm about to live out of my car. I have a family to feed. I mean, I'm seeing a little bit of that, but I'm not on a recruiter end. Is that? How are you helping folks who are at that stage in you know, self-care is part of that, standing out you mentioned? Yeah, I mean, really, all that they can do.
Desiree Goldey 8:32
Well, I hope that we can give them a little bit more. But I do think that there is this really defining what the job is that you want, and being particular about what you're applying to, we used to tell people, have you met? You know, 80% seven, you know, 70% of the job still applies. And I'm not taking that back to some degree, because some of these job descriptions are ludicrous, but I do say that it's like, 234 pages, and you're like, I No one does all of these things, right? So, you know, I still say, if you feel like you're a really good match, apply. But I do think being particular and not just praying and spraying is still always my recommendation. Really dig into the company, really try to connect with people who are, you know, in connections that you know, that might know somebody, or maybe you know someone at that company, that can guide you. I've always said and why even started my LinkedIn journey was because connection to me is everything, and they there are so many studies that show that most people get a job because they knew someone, not necessarily referred or had a connection that got them in they don't get it by applying. Now, I've gotten a couple of my jobs through applying, but I will say my career has been built on someone I knew so-and-so, that is really important. And then I think people are look at LinkedIn and they're or they look at their connections in social media, and they're like, Ah, well, this is fun, and I can read these posts and respond to them, but you should really be trying to build that relationship, especially if it's a company you want to work for. Show that you're interested, get involved in their posts. You know, write comments, try to make connections at that company, not going to say it's going to work every time, but if you're not doing some of that as well, you're you're fighting against a system that's not built for anyone right now. It's a system that is built for torture, almost, right, right? You just hope that the application gets across the finish line and someone contacts you, doesn't really work anymore.
Kerry Guard 10:44
It's true. It really does come down to connection. One thing that people do, and if you're listening and you want to hop on a call, and then we can talk through what this means for you, but essentially, they'll, you know, for people who I've met, they'll then send me somebody that they want to connect with and say, Hey, can you make an introduction to this person? I'd like to have a coffee chat with them and see what the company is all about, really, just doing their research, from a culture standpoint, not necessarily trying to pitch themselves or trying to get the job. They're working sort of ABM approach. We're marketers. We know how to market. We just have to, like, put that hat on for ourselves. It's, I'm not saying it's easy by any stretch of the imagination, but if you can sort of think about the Connect, you know, connecting through your network to other folks, that referral, even though, even if it's like a second step, it goes a long way. So I totally agree with you. Does any and the commenting got to feed the machine? Folks? The Beast it is.
Desiree Goldey 11:46
Yeah, it's funny because I you said about marketers not thinking about their job search like a marketer, and I agree with that wholeheartedly. You should be thinking about your personal brand, your marketing. When I work with people, I write them brand positioning briefs about who they are, what they want to be, and before we even start working on their resume, because that, to me, is how you inject something to make you stand out in that resume we have to do like career walking decks, where we do values and we put together the presentation of who you are. So it gives that company a really good look at, you know, the overall you that makes you stand out. And so those things, I think that you know, wherever you can position yourself just a little bit better in the market, or differentiators we talk about in marketing all the time. You know that is going to be important for you now, and you know it's still a struggle. I see recruiters' resumes, and you would think all recruiters have the perfect resume. Most of them are horrible, including my own.
Kerry Guard 12:58
If you read, do your own work for yourself. I'm on struggle bus myself there.
Desiree Goldey 13:04
Yeah, I definitely am the worst. I said when I had a friend of mine look at my resume the other day, because I had to put it in for some speaking event. And she was like, What is this? It's my resume. She's like, this is horrible. So, you know, I just think, you know, it's so much easier to talk about other people for me versus sitting there writing about all the accomplishments I had. But if you're truly job seeking, it's super important for you to be able to do that. And don't start. And I always tell people this too, don't go get the Word template ready and all that. Do some writing about yourself first, right? Figure out what those goals are, what you think about yourself and that, and that is really important as well. Then write the resume, what accomplishments, what qualifications? Because I see a lot of task list, resumes still where it's like I wrote a blog like that that doesn't really show your value to an organization. So make sure that your resume or anything that you put together for a company is accomplishment-driven, super important in this market. Totally.
Kerry Guard 14:15
Chris Pan actually just put out a really deep report his company's called trust insights, and they just did this huge report on LinkedIn's latest algorithm. And one of the things that really became apparent when I dug into it was how important your profile is to how the algorithms rank your posts, in that they have to be aligned. But not just that. When you go into your like, there's the about section which is good, and you need to make sure that that is a good reflection of how you do your job, or what makes you different, and all those positioning points that we mentioned, but it's also in the job descriptions of what you did like we end up always just doing these silly little bullet points of tasks and actions. Items of like, what we got done, but if you can tell the story of what you accomplished and the outcomes you created, that is not only going to go a long way for making you stand out to your point does, but it's also going to help with the algorithms, because then, if you reshare that stuff as posts, and you tell those stories in more depth, that those are going to work together to give that more oomph so and then you can bring that over to your resume. But people remember stories, and I think when you're talking about standing out, really being able to tell the stories of what you accomplished, from the challenge to how you did it to the outcome, is going to resonate way better than just a bullet point checklist of what you can get done and what you can do.
Desiree Goldey 15:44
Yeah, I mean, I say it all the time, and my other thing is I read resumes, and then I go to someone's profile and they're completely different, and I'm like, What's going on here? You know, make sure they match people, like, the same thing, or it's like a red flag immediately.
Kerry Guard 16:04
So make sure those people, well, what for the people who are trying to tailor their resumes to the job? I feel like that's happening a lot, especially with AI right now, people over-optimizing.
Desiree Goldey 16:17
Yeah, I would say this is, um, you know, I, my, I do believe in customization to a degree, but your resume should read. You shouldn't be lying on your resume, which AI tends to do for you, and it'll tell you you're the greatest and you were probably not the CEO, right? So I, you know, I need you to make sure that AI isn't making stuff up for you. So those customizations could be slight, right, but they should still feel like the same resume across the board, right? If I'm missing a keyword, maybe I do add it because it is something I did and I just didn't have it on the general resume. And this particular jobs description stated that it's something that was super important, so I drop it in, but I don't get over, I don't get crazy with it and try to take it to some place that isn't even true. And that's the thing that's very difficult. And so when I read your resume, yes, your LinkedIn may differ with some wording here and there, because no one's changing their LinkedIn profile every day, but it should feel the same. It should have the same kind of tone to it and with the same kind of accomplishments on it, so that I get the idea that it's consistent and it's true and it's who you are and how you're going to show up for my organization.
Kerry Guard 17:44
What's your opinion on cover letters? There seems to be a lot of friction right now.
Desiree Goldey 17:55
Around five years, you know, it's like the banner, you know, using the green banner or not, it's this, to me, these arguments go round and round. I think you are. You have to do what feels good for you. For me, I know that. You know, if it's a job that I wanted and I felt like I needed to explain why I'm a fit a little more in-depth than my resume. I would probably write it if there was a job gap, or I did a lot of or there were short stints on my resume, like I move jobs every year, and that could all be because of layoffs, not because of any other reason. I would probably explain that in a cover letter to get me across the board. But my general opinion is I hate them. Very rarely. It was like unless I get into it and I get into someone's resume and I'm, you know, I say, what was, what's going on here, and then they have a cover letter. I will then be if their qualifications are strong enough, then I want to understand the story, and it's not completely told in the resume. I will read that cover letter, but in a general view of things, no, I do not sit and read every cover letter that people really spent a lot of time on sometimes, and I feel so if it's required, absolutely don't submit a don't submit a resume or application and not a cover letter if it's required, right? I see people are like, I'm not doing that. Well, then you automatically, why are you applying? Then you're getting put already in the pool that you can't follow directions.
Kerry Guard 19:40
How does AI come into your job? Do you literally sit there and read every single like, if you're getting 400 applications, do you read all 400 or do you get help from systems?
Desiree Goldey 19:50
Well, I mean, this system, to some degree, will tell me these people aren't qualified, right? If you and ATS, it will knock people out based. Based on questions that I put in there, though, right? Or question that you've answered, like, do you have 15 years of experience in sales? Let's say that question, if you say no, and that's a requirement of mine, it will knock you out of that pool. But those are questions that are designed by the recruiter or the company with the job description that they use as knockout, what we call knockout questions, but in a general, as a general whole, I actually read, I would say, at least 90% of what comes in the door, because I don't know, I don't want to miss anybody, but that's the that's the other thing about being a responsible recruiter turning off when you know you're at your max. You have so many applications you can't close the role. Maybe you have to open it again, but close it, get through those applications. Be responsible to candidates. I'm a big believer in candidate experience. Give people the experience that you would want to have. I you know, and if you feel like your system isn't knocking out the right people, fix your system, or, you know, really go back and review those systems periodically. I know ATS is everyone swears you can beat the ATS, but it's not beating the ATS. It's really tailoring it to the job description, your resume, the job description, making sure that you seem like a qualified individual for that role. And then you get put into the pool, and then if you don't answer the knockout questions correctly, you get automatic right? There's like, steps this thing. And then, you know, a recruiter is usually reviewing those applications and saying, No, I love using AI. I know this sounds contradictory what I just said, but I do like AI, it has sped up my productivity in so many other areas so that I can focus on those things. I do want to focus on the resumes and getting the right person in the seat. I don't want to write a million trillion crazy emails, you know, a day to my boss. So those things, productivity, AI, has helped me in productivity, but not in how I handle candidates.
Kerry Guard 22:17
In terms of how you handle candidates and you being so focused on DEIB. How does that play a role, in terms of that is one of the reasons why you read every resume to make sure that there isn't bias and you are catching those people. I mean.
Desiree Goldey 22:30
It's true. It's like I try to, when I present to a hiring manager, my goal is to always, even if it's not a focus of the organization, is to prevent, per present a diverse slate of people. I you know, it is my passion and focus always, and I believe that I have the responsibility to do that is to give the opportunity to too many and to leave my bias somewhere else. And maybe that's a bias in itself, is that I'm going to go through and I'm going to find some women for that job. I'm going to find, you know, a black or brown person. I'm going to do it right, because I believe in presenting it diversely. And when I say that, I mean, these people are qualified for the job. They are qualified to do the job. They are fit based on their resume and their application. And I'm really, I really feel that wholeheartedly, and I believe people should be doing the same. Diverse teams are more innovative and more productive. It's just, it's a fact, and so I try to do the best by everyone, including the organization.
Kerry Guard 23:38
In that way, do you have like a rule of thumb of, if you you know, how many applicants do you put towards the team that you're trying to hire for, and is there, like, a percentage breakdown of how you're trying to make sure that it's, I don't want to say fair, that's not the right word, but, like, it is diverse. What are sort of your rules of thumb in making that happen, yeah, you know.
Desiree Goldey 24:02
So for me, I, you know I, I think it's tricky. It depends on the role and depends on the hiring manager, and, you know, depending on what they want to see. But for me, if I presented, let's say I present 10 candidates, good, strong candidates, to the hiring manager, I would say half of those to me, should be of some diversity. Now that's not always going to happen. It just isn't, especially in a lot of fields, but I try my best to make this way, and that diversity could be a pool of anything. It could be just that, the fact that I put in women, you know, or it could be the fact that there are black and brown people, or there are, you know, anything else, someone from the LGBTQ community? It could be any of those kind of notes that I try to make sure you get the mix of, because the hiring manager is not always think they want the right person in the right seat. I think my job as a recruiter. And we talk about this a lot on the podcast. I can control. I have the ability to control some of people's lives, generational wealth, all of these things, the wealth gap. I have that power in my hands, because I'm the one revealing and so for me, that is a power that I take very seriously. And when I go forward, I want to make sure that I'm trying to change and make an impact, not just on that organization, but on the world around us. And I think if you are a great recruiter, that's what you're always trying to do.
Kerry Guard 25:34
Yes, yes, that you mentioned being it, you know, one of the things that's also important to you is responding to every application. So if you have 400 people come in who make it past the ATS, do you do you hand write those? Do you have a does the system help to make sure yeah to everybody?
Desiree Goldey 25:55
Yeah, the system should have a reject button in it, right? Even linked, if you're just using LinkedIn, it says reject, and you can reject, and you should have a very nice message, listen, I don't believe that all, every candidate who applies deserves a very lengthy explanation about why they weren't selected, especially in the beginning, but once you hit me at recruiter screen, then my messages get a little more customizable, right? They're customized we I usually talk about what we talked about, or it was so great to be part of it. Now, some of that is automated, and I usually just change it a bit, and some of these systems are so detailed that you can get really customizable. Here you could, you know, pick one of three messages that could go out. You could do a lot of things. I see people using their systems better and more. I think Zapier is one of the greatest companies at rejection. They like send, you know, five messages, and you can have a follow up for feedback, like they're really good at Canon experience, and we had Bonnie Dilbert on our show, and just hearing how great they were at it, there's no reason other companies can't do the same. We just haven't put the effort into doing it because we haven't said it's important. They've made it important. And you always see these posts of people who got rejected from them who are like, I got the best rejection today. No one says that, right, right? No one says this was so exciting to be rejected. But it is. It can make you feel so much better about your journey with that company and have better brand. You know, first brand recognition and also, you know, make you feel better about that brand in the future if you are handled properly through a job-seeking process, right? And I always tell organizations, this is your brand, if you aren't responding to people or ghosting people or this is you. This is a reflection on who you are, and who you are as a company and how you handle people. These may not be employees for you yet, but they could be at some point in the universe, and if they're on LinkedIn talking about how horrible you were and how you ghosted them, you know it's hard to recover from those.
Kerry Guard 28:31
It's so true. How? What do you say to smaller companies who might not be able to afford the high tech to really streamline their process, and maybe they can't afford a recruiter yet, and probably don't have an HR department, or at least a robust one. What do you say to those folks as they want to for the same reasons? Really believe that I'm working with a company right now, and we migrated CRMs and our appointment system let us down big time. And he was like, I'd rather have no appointment reminders going out than this, because this is the first impression, and this is broken turn it all off. And I loved that. I was like, Yeah, I totally agree. And so for companies who and founders who feel that way, what do you say to them who where they want to be that for when they're trying to find the right person for the right job, but oh my gosh, they're they just don't have the resources yet to be able to give that kind of experience.
Desiree Goldey 29:27
Yeah, I've worked with so many startups, and so I for my thing, always to them, because recruiting is never their priority. Ever they like, think about it later. And they're like, oh yeah, we should hire one of those people that do that thing. You know, but when you're starting in the beginning, I just ask that you be responsible to people and respond to emails, right? I think that it can get feel very heavy when you're trying to build something at the same. Same time as manage these candidates and do all of these things. I always say that you could build a Word doc and an Excel spreadsheet and still get and still have the same results as automation, right? That's what we do. Yeah, right. Here's a Word doc, copy that thing, put it in the email, like it's really that simple. Like, don't overthink it. It can be that simple.
Kerry Guard 30:26
It can, it can. I will. You know, from a responding standpoint, yeah, we keep it all track in a spreadsheet, but we always respond to every candidate, even though it's, I mean, we only had for our last job description, we actually decided not to post it on LinkedIn, because we were terrified of the onslaught, and so we went to a job board very specific to the role that we were hiring for, and we still got, you know, over 75 applicants, but they were the exact right people. How are you doing? What's sort of your best practice in that regard, are you always using LinkedIn? Do you have specific job boards you recommend? How can people navigate the you know, what are some other ideas or best practices to navigate the just sheer volume that they're up against?
Desiree Goldey 31:17
I think what you did is super smart, right? There are those job boards out there that and it are also industry specific, most of them. And so I do think, you know, taking the time and doing a little bit of research up front about really, where you really want to post is super important. And I, you know, I was talking to someone in healthcare the other day. And healthcare is one of those things you very rarely use LinkedIn for, because they're not hanging out. No nurse is hanging out on LinkedIn over between like 12 to 14 hour shift before the next one, I get to sleep for two hours. Let me go Doom scroll LinkedIn. That's not happening.
Kerry Guard 32:00
No, that's not. My sister is not doing that.
Desiree Goldey 32:04
No, she's so you have to find where they where they live, right? And they have to go to those job boards in healthcare. And, you know, the person I was talking to was trying to, you know, see if they should use LinkedIn. And I was like, it's just the wrong place, right? It's just not, you're not going to get the what you think you're going to get from LinkedIn you need to go to a specific job, or for nurses, or for, you know, a physical therapist, or whatever that is there. There are so many job orders out there. I can't talk about all of them because there's so many, but I do think doing the research upfront about where it's appropriate to post is going to be get you better results in the end.
Kerry Guard 32:49
Yeah, I think that's important for people who are looking for jobs too, right?
Desiree Goldey 32:52
Like, why are you only on LinkedIn? Like, aren't you looking at these other job boards? I mean, there's like, welcome to Oda. There's like a job right AI, there's like a million new job boards out there. Get off. LinkedIn, no, no, I'm not hating on you. LinkedIn, just so in case.
Kerry Guard 33:16
Anyway, you can hang out like that. A little bit necessary evil.
Desiree Goldey 33:22
I mean, I just, you know, they've taken over the universe at this point. I feel like, and I'm, you know, I just want people to know it's not the only source of truth. There are better ways and other ways to find a role. And because LinkedIn is so heavy, you know, and people are on it and randomly applying to these jobs, those numbers go up so fast. So I always try to tell the people I work with to go look somewhere else first, and then listen, if you can't find a job board that's more appropriate for you or isn't scraping a lot of these job boards, now just scrape and put all the job, including LinkedIn, into the into the job board, so you don't even have to ever go on go to LinkedIn. So I just think there's other ways to do job seeking.
Kerry Guard 34:10
Yeah, definitely some, some more niche ways to Yeah, to get after it. I just feel like it's such a tough world out there, and I think on both sides, seekers and recruiters are all doing their best to make it happen. What's sort of your final? I say final, but I could talk to you all day. What I say final, just because I'm trying to be thoughtful on time here. But for but for each side, if you give one last piece of advice for each side, for the people searching and for the recruiters who are looking at. Um, what's one thing we didn't cover that we should have?
Desiree Goldey 35:02
Yeah, I think, you know, for the job seeker side. And by the way, I could talk job seeker stuff all day long, because it's to me right now, I just the empathy I have for people in this job market right now. It's, it's, it's huge. I just can't say enough about that. But what I would say is, be kind to yourself. This is a tough market. It isn't you. It is probably this market, and so that it can feel like so much pressure right now, but I will say this as your job seeking, really think about what your goals are, what kind of company you want to be working at and for ask good questions if you do get that interview, ask the right questions that are important to you, because you should be interviewing them just as much as they're interviewing you. And I know that seems crazy in a job market like this, because you're like, just want a job, but you going to get there, and you know you might be back on the market in three months, because you just can't stand it. So I just, you know, really think through your goals, your vision of what that job that you really want is, and then go after it and go and go do everything you can, to customize, to stand out, to do all of those things. But I can't say enough that it's not you.
Kerry Guard 36:27
It's this: be a marketer for yourself. Figure out, go figure out that company you want, and put a practice, almost like practice your own craft by by using yourself as that case study. I that's absolutely
Desiree Goldey 36:42
and recruiters, you know, and for hiring managers, even if DEIB is not a focus of your organization, you can make it that way. You can make you can still do the work, even if it is not a focus, it is ultimately so important in for the world that we live in, for there to be diverse workplaces and to give everyone opportunity. And I encourage you to do the work on your own. Like I said, I make it a point. And yes, it takes me a little more time, but I believe the reward outweighs the work. So that would be my last thing.
Kerry Guard 37:22
I would say, oh, clips for dates. This is brilliant. Clips for dates. I I wasn't kidding. I have more questions. Maybe I'll write them down in comments, and we can keep the conversation going, because there are a lot of debates out there on how you should go about getting a new job, and I think you probably have some good tips and tricks for people. So if you have questions like I do, drop them in the comments below. We will come and address them. I know it's tough out there, folks, we are a resource for you. Let us know how we can help and support you and help you find the next best thing that fits not only your bank account, but the dream job? Well, you can have both. You can have both. We're here for you. We're here for you. Absolutely does. Where? Where can people find you? They maybe there's a company out there who wants to do a better job, and they're looking for your help. Yeah.
Desiree Goldey 38:11
You know what's so funny, as much as I talk about LinkedIn, it's where I live. So please, if you need me, I actually respond to my DMs and things like that. LinkedIn is probably the biggest, the best place to find me. Find me. I'm Desiree Goldey. I think I'm the only one. So it's really easy. I would love for people to listen to the talentless podcast. We do talk about job singing as much as we talk about hiring and the workplace in general. So please go to talentless podcast.com, and those would be my ends. Those would be the big two.
Kerry Guard 38:44
Alright, well, we're going to go check it out and start listening. I'm had never I'm going to go make dinner, and that's what I'm going to go do, because I just need more does in my life. So grateful. Big. Thanks to you, Jess, for joining us today. I just absolutely loved your take on really helping out the both sides, I really that's what I wanted to accomplish today, was to help both sides understand what the other is going through. That empathy is so important. It is a tough market out there. You're all doing your best, and we are here for you. So thank you does for bringing that to life for us. I appreciate you as a you know, if you want to hear more of her unfiltered insights, please check out her podcast, as she mentioned, talentless, to connect with her on LinkedIn, and don't forget if this episode helped you see talent strategy in the new light. Share it with your colleagues who are building and scaling a team right now until next time, stay focused, stay flexible and keep moving forward, back on track. Thank you so much. Dez related episodes, Valerie Vargar, go check her out. That was a wonderful, wonderful show, and keep on listening. I appreciate you all. Thank you, guys. I appreciate it.
Desiree Goldey 39:43
Thank you.
