In this episode of the Speak In Flow podcast, host Melinda Lee dives deep into the evolving landscape of talent acquisition and recruitment with expert guest Geo. Together, they uncover the impact of transformative trends like the "great resignation" and the pandemic-induced redefinition of labor dynamics.

Key Discussion Points:

1. The Great Resignation Phenomenon:

- Geo provides insights into the widespread trend of the "great resignation," exploring its causes and implications for both job seekers and employers.

- Melinda and Geo discuss how this phenomenon has reshaped traditional job market dynamics and the strategies individuals can employ to navigate these changes effectively.

2. Authenticity in Interviews:

- Emphasizing the importance of honesty and transparency during job interviews, Geo shares practical tips for candidates to authentically communicate their skills, experiences, and potential contributions to prospective employers.

- Melinda and Geo delve into the significance of presenting one's true self during the interview process and how authenticity can foster genuine connections between candidates and hiring managers.

3. Demonstrating Long-Term Value:

- Geo and Melinda explore strategies for candidates to showcase not only their immediate capabilities but also their potential for long-term value creation within organizations.

- They discuss the importance of aligning personal values with company goals and demonstrating a genuine interest in contributing to the organization's mission beyond short-term objectives.

4. Strategic Communication:

- Geo advises candidates to conduct thorough research on prospective employers, understand their values and objectives, and tailor their communication to demonstrate alignment with the company's vision.

- Melinda and Geo dissect the art of strategic communication, highlighting the power of conveying a clear understanding of how candidates can contribute to the organization's success and meet its evolving needs.

Conclusion:

In a job market characterized by rapid change and shifting dynamics, authenticity, long-term value creation, and strategic communication emerge as indispensable tools for job seekers aiming to stand out amidst competition. Join Melinda Lee and Geo as they unravel the keys to navigating this transformative landscape with confidence and clarity.

Guest Bio:

Geo Aguas, Operations | HR | Talent Acquisition & Recruitment | Business Development | Brand Management | Occupational Safety & Health

https://www.linkedin.com/in/geoaguas15/

Welcome, dear listeners to the speaking flow

Podcast. I'm so glad you're here where we share unique

experiences to help you unleash your leadership voice. Today, I

have an amazing leader, Gio Argos. He's the VP of JP Morgan,

on the investment banking side for an acquisition. He's doing a

lot of great things where he does Operations, Business

Development, HR talent acquisition. Welcome, Geo.

It's my big pleasure to be here. Melinda. Oh, you

all. Great to be here.

Yeah, let's get started. Let's just jump right

in. I think that with your experience you, you do so much.

And I want to really hone in, because we're here talking about

communication. I think talent acquisition, recruiting,

interviewing is a big hot topic, because many of our listeners

may be transitioning to a different job, or they may be

applying to uplevel in their career. And so I wanted to just

hone in and narrow in on some interviewing, like, what have

you been seeing in, in your, in your industry or in your company

with regard to hiring? What's that been like?

All right. So so far, in terms of recruiting in terms of talent

acquisition, you know, it's always gonna be hot topic,

right? I mean, everywhere you go, regardless of geography,

regardless of whatever industry you're in. It is what it is.

People want jobs, right. And we want career development. We want

career opportunities, you know, growth opportunities, you name

it. Right. And one of the more common trends that we've been

noticing across the board is, well, you got things like the

great, great resignation, you know, yep. Things like that.

Right. But apart from that, we're seeing more and more of

mismatches, what used to be when I was back in school, I mean,

back in business school, you think of it like, it's, you

know, taboo, right.

So right, so tell me anyway, so tell me about the

mismatch. You're saying that a lot. There's a lot of mismatch,

and it has to do with maybe everything coming back online or

is that because that the company is not as clear with what they

need? And the applicant is also not sure of how to position

their skills? What is the right you're saying that there's an

increase of mismatch?

Yeah. Absolutely. So, um, well, for one thing, I mean,

the most organisations really, are when the pandemic hit. I

mean, no, I don't think there's any specific organisation that

really anticipated that the pandemic would have created that

big of an impact away did. Right. Right. And all companies

went under, I mean, a big percentage of companies went

under. And there are also companies that were born out of

that environment, right. got companies like zoom, the

platform that we're seeing right now, we seen it go huge. When

the pandemic started, and then Google jumped right in, you've

seen the rise of a lot of cloud and internet based companies.

And there's also cryptocurrencies and, yeah, a

lot of different things, or a lot of different companies that

also came out. And so what that translating that back to the

mismatch, right, meet, a lot of people lost their jobs, which

again, no one really wanted that. But at the same time, that

gave birth to new opportunities that were out of the norm that

people were kind of in survival mode, and they wanted to

basically take a grasp of what was available, and what is the

secret crap hold at that time. So right, basically, market

fundamentals went out the window when the p&l,

right. So but this is interesting, too, because

there's not going to stop, because now with AI, there

really is going to be more turnaround in terms of what is

leaving, what positions are leaving and what will like new

positions are gonna get filled. So what what do you think is

going to be the solution for that? Like, what are the

challenges that we're going to have? And also Phusion?

Ha, yeah, I think that's a good call.

Big question. That's a big question. Answer.

I wish I did. From what we have a similar

phenomenon. It's a similar phenomenon to the

pandemic. That's similar.

Yeah, it's basically a revolution in the sense or,

yeah, another era is coming on. And yeah, the era of AI, And

right now, the human element, not really replace it, but

merely just to get it to the next level. Right. And so I

think the common theme with the rise of AI, at least with a lot

of experts in the field are trying to set the right message

for is it coexistence? Right? So right, right, your to kind of

take you out of the equation, but merely just it's a tool for

the most part, no one can relate to human a little bit, you know?

And so,

right. Right. And so that makes the communication

part even more important, because we're right, like

meaning to connect, but then you don't do think that the some

roles will get replaced, or new roles will get created. So how

does the company in the midst of all this transition, find the

right person? And how does how do I like as an applicant know

how to communicate some of these things?

Right. That's your question.

So yeah,

I think we're

moving on let's go from the company side, when your

company position open, puts out post a position, how often is it

like exactly what they want and need? Like, is it pretty clear,

or are they still trying to figure out the position?

I think that for me, most for most organisations, you

know, it when they open up a position like that, normally,

they do Have those conventional job descriptions that they want

out of it? Right. Right. So I think that the the thing that a

lot of people tend to kind of box themselves in is that they

tried to, you know, they try to box themselves within that, that

description that they see on your screens, right? Ah, I guess

I perfectly support that way to go around this use using what

you see on the screen what, what you see as a job description,

how can you elevate that? And how can you kind of assimilate

the value that, you know, you could contribute? I think that's

the best way to kind of approach when, you know, for most job

seekers, right. I mean, if they're, if they're, if they

really want this opportunity that they see, for instance,

they're out there applying for a job, right? I mean, the best way

to go around it is not really seeing that job description as

box and, you know, seeing yourself trying to check all the

tick boxes, which Yeah, typically will. Yeah,

right. Right. Right. Oh, I could do this. I

could do this. I could do this. Yeah. And then they're not

really conveying or thinking through before the interview.

What value does that bring to the company? Yeah. Like, okay, I

can do word processing, or I can submit this task. And that's

like, more of XYZ, what I can do, but then if you can

translate it to the value, oh, when I submit my task on time,

we will say this company or the team, a lot of headache or so we

can do bigger things like so. Is that what I'm hearing like we

can we need to be a better communicator of translating the

value you bring? Yeah.

And it's not just short term value, right. It's

also what?

It's also like, what can Sorry, what kind of long term

contribution they can make with the current skill set that you

bring to the table? Right? I mean, yeah, basically, it's a

mole there about, you know, a lot of people that we don't

really fit the mould that. I don't think that a lot of people

really textbook fit. tick all the boxes, right?

Yeah. I love that. I mean, do you have an example

of that, like, how you can, like how someone can talk about the

long term, like, what can they do to help them? Plan out what

to save for the like, how I can bring value not for the short

term, but long term? How can they prepare for that

discussion?

Okay. So in my experience in a lot of the

interviews that I've done before, yeah. I think that one

thing that you have a one way to go around, it is just genuinely

communicate your what you have the detail on, sometimes it can

be a double edged sword, right. I mean, you know, sometimes

acknowledging and being completely honest about, hey, I

really don't have a lot of experience can be or I don't

really have I don't really know, in our case, I mean, we hire

for, or our firm historically, what we do is data processing

for venture capital firms. Right? And here in the

Philippines, we don't really it, it was one of our challenges in

recruiting at the time, because, you know, it was the venture

capital market isn't exactly a mainstream kind of investment

market in the Philippines. So when you say venture capital, or

even invest in school, I went to business school in PAH and it

was some term that you hear every so often, but it's not

really something that pops into your mind when you first talked

about supplements in the Philippines. And so that was

quite the challenge for us. When we were trying to build the

brand. The firm because that's what we shouldn't do. But I

think, for some of our rockstar hires what they do communicated

was the genuine interest that they had in the subject matter.

You wanted to learn about venture capital, they

acknowledge that weakness that, hey, I don't I really don't have

a lot of experience in venture capital just straight up. Right.

I think that's one of the one of the, that was definitely one

thing that definitely caught some of us by surprise is that

they openly admit to that, but one thing that we did appreciate

as employers was, you know, hey, we took that as a sign that

maybe this is a good sign of authenticity. I mean, I know

that I can bank on this person to be honest and transparent

about, you know, what, what they know and what they want. And I

think that is a good piece for people, especially for

applicants to remember, right. It may not pan out, as, you

know, as much as you think it would, and some people are in

the interview face, or how should we say they're trying to

put your best foot forward? And sometimes, it can be

counterintuitive at times. Yeah, yeah, then about weaknesses and

what you want, but for us as, and I think it's also says a lot

about the firm that you're applying for, you know,

yeah, yeah.

Yeah. You're, it's a good thing that if you're it's

23, if you've applied to affirm that, you know, didn't really

use that truth that you just presented as a weakness in your

shot. I think that's, that's a sign that maybe, you know, sis,

affirm worse considering. Right,

right. Right. Right, right, going back to the

idea of a mismatch, right, it's better that you tell the truth.

But I love that. I love that. Because like you said, a lot of

times when we're applying for a job, we're putting our best foot

forward. And if we don't know something, we're going to think,

oh, my gosh, we didn't look good, they're not gonna hire me.

But then I think what you're saying is, is that these

companies, these leaders, the good ones, are very connected,

especially the good ones, the leaders, they're looking more

for your, your leadership skills, like the soft skills,

because those are harder to teach, like the hard skills of

venture capital, like, if you don't know the language and all

that stuff, they know that that stuff is actually easier to

teach. Like, that's where hiring is going nowadays, I think

before it was like, Okay, what are your hard skills? What

certifications do you have? What is your right? Your your

credentials, and but nowadays, leaders are good ones, I think

are more aware that all those hard skills and that knowledge,

it's great if you have it, but don't listen, just because you

don't doesn't mean you're out for the job. And it's better

that you're just being authentic. And it's better that

you just say, Hey, I don't know a lot about this, but I do,

maybe you could show your leadership skills. I've

demonstrated in the past that if I didn't know it all, I'll stay

up late, I'll work really hard to learn it. I'll ask the right

questions like so demonstrating your passion and your

authenticity to so it's like both your passion and work ethic

to learn it and also like the honesty that I don't I don't

know, a lot, but then at least you're sure you're sharing with

that leader or the interviewer or either your future manager.

You you have, you're honest. And and then like you said, if they

don't appreciate it, then maybe that's not a good fit. If you

can't be honest at the interview.

Right. And I think that if you take a look at it

from a big picture point of view, I mean, employers, if you

talk about the approaches that they use you for a very

conventional, right, I mean, I think it's a good thing that

we've grabbed, a lot of employers have gravitated

towards a lot of maturity in the workplace. At least from a very

practical standpoint. I mean, you're talking about people that

you spin, I mean, what 40 hours a week with, I mean, you'd want

to be with people that you you're, you know, you definitely

are on the same page with, right. So that's also I think, a

lot of employers now, not just, you know, with, you know,

startups in a lot of small time firms, but a lot of big

corporations are also gravitating towards that modular

cake. You know, it's a completely different time than

it was before. And, you know, getting people there's a

scarcity in that in that department, right where I'm, you

know, people who are good at working other people or, you

know, bringing the best out and other people, again, like what

you said it is something that you can't teach or some real

textbook for. Yeah, a lot of that incurs on communication in

not just you know, verbal communication. But yeah, non

verbal in is just really knowing how to relate to other

individuals, right.

Yeah, that's awesome. I'm so glad to hear

that. I'm so glad to hear that we are evolving, organisations

are evolving toward that. And finding that, yeah, the human

component is more important, or it is just as important as the

hard skills and and going back to how can a person demonstrate

or show that I can be a value for the long term. One idea I'm

thinking of having as before you go into your interview, looking

at the values of the company, and maybe even seeing where the

projects are. We're where some of the big clients are. And

really, and then just showing examples of how you can add

value to some of the clients in the future. Not just today. Is

that how would that be good? Yeah,

that's actually good. Consent. Yeah. A very subtle

tell. If you're not a lot of people with with the market

being a lot more, or with the labour market, being more

globalised where it is right now. It's easy for people to

kind of chop hop right in, right. I mean, most probably the

Gen Z. For Gen Z listeners out there. I mean, you know what I'm

talking about? Pretty much.

Yeah, you're not gonna give me what I want. I'm

leaving? I don't know. I'm just making that up.

Yeah, I mean, big picture wise. I mean, that's

what we're headed towards, right. And again, it's a

different landscape now employers or kind of being

forced to stand out as well to kind of offer their own

competitive advantage. And so I think that's also one thing that

one thing that in terms of going back to like the communication

bit, right on long term value, what you've talked about let me

kind of gather my thoughts here, if you don't think your time.

All right. Going back to the subtle tell, right? Again, it's

subtle tell, because again, kind of got lost their voice, it's

easy to find new employers, and it's not a lot of. And trust me,

a lot of interviews, employers can tell if people are actually

interested right? In I mean, sometimes just doing your

homework, you know, the due diligence, and like, really,

really understanding the organisation, that you want to

be a part of what they're headed towards, if whether or not that

kind of ticks your personal boxes. Hey, there's some

organisation I hung out with. And I can see that they're

heading towards this, and I want to be part of that. Right. Yeah.

So I think that's also something that can be done by mere

observation, just really just trying to learn as much as you

can about the organisation that you're interested in to, in just

communicating a scene. Applying for your company company, I've

seen that you guys are doing some sort of AI kind of

technology. And, you know, I think that you're heading into a

really great direction. I think that outlines what I want to be

a part of in it, I think that communicating or just, you know,

highlighting those observations with what you see online about

that firm that you've researched with. I mean, just making that a

part of your message. When you approach your interviewers, I

think that really is a good indicator that hey, this is a

person or an applicant and actually wants to be a part of

our firm and I don't want to be a part of firms that a lot of

smaller firms usually have a lot of challenge with.

Right, right. Like was it like you said the Gen Z

have a lot of opportunities and they might, they do have choices

and so it's about like, it does take a little Get More work time

research to to put some thought into how you can add value to

the company. But I think if you do really want that job, taking

the time to do that research and planning out how you can really

contribute to the long term goals of the company can really

make you shine. Right? Well, I think that that's so I love

these tips and strategies, I think they're, they're easier

said than done. But when Yeah, but when an applicant or someone

that is trying to uplevel and go into a new position is really

thinking through the new job or the new role, how to articulate

it. It's not just about what you do, like you're saying not just

about what I could do, but then also communicating the value

that you add, not just the short term, but then also the long

term. both Yeah, so that's really key. Thank you, Geo. So

is there any last what last one strategy or tip? What's your

golden tip for people that are applying for jobs right

now? Okay, so I think that probably my most this is

probably this is very repetative. In the sense, you

tend to hear a lot of whenever I read an article about landing a

job and whatnot, it probably comes up every every so often

wanting to write, but I can't really emphasise enough about

how true it can be. Right? Or how underrated it may seem at

times, but really just my earlier message about you know,

being transparent, not really in. I'm not talking about you

know, everything, Rob. I know what you mean. Yeah, yeah, I'm

not saying that. I mean, that's not what you're interviewing

for. But I think that, you know, if it's an opening that you

really want to shoot for, if it's a job that you really

aspire to be and you really see yourself in that position, and

you really feel like you could do it. And I think if you want

it, usually, if you want it that much, uh, you could already kind

of visualise how you would already stand out. Right? Like,

if I know that, I mean, one of my hobbies, I really know how,

or I really love playing guitar, right, for instance. And I know

that when I in a way if I'm in a performance, or when I want to,

you know, kind of being in that kind of situation where I'm

about to play a song, you know, I know exactly what kind of tone

I want to set or I want to sing what, right. I know exactly what

song I know. I can sing, I can deliver over promise and but you

know, I'm just gonna sing my song pretty much. I mean, that's

probably my most quotable quote for today. I mean, yeah, we just

sing your song. Your lyrics may, you know, not be Hall of Fame

worthy, or, you know, sometimes people are just looking for a

hip hop song or that idea, but right genre is, you know, you're

in a rock and that kind of thing. I mean, it's okay, so

long as you know, you know, it's it's your song after all, so,

you know, just basically just sing your song. I mean, the

musical speak for itself. Oh,

that's so good. That was beautiful. That was

very, that was wonderful. Thank you to I love that singer song.

Sing your song had the intention of what you want, how you want

people to feel, sing it. And the words and however it flows will

come out the way it's supposed to. Love it. Thank you to you so

much for your words of wisdom, sharing your advice for people

that are applying for jobs looking and just being more

aware honestly about how they add value. I think that's huge

in terms of our leadership, so how we communicate it, so

appreciate your time. Thank you listeners for joining. I'm sure

you got a lot of nuggets out of this episode today, just like I

did, until I see you next time. Take care. Much love. Bye. Bye.

Thank you.