A Day In The Life of a Senior Corporate Recruiter at MRC Smart Technology Solutions
Senior Corporate Recruiter, MRC Smart Technology Solutions
Inesio Royball is a Senior Corporate Recruiter for MRC Smart Technology Solutions, a Xerox company. He leads all the recruitment efforts for Sales, Accounting, Technical, Administrative and Operations professionals from entry to executive-level openings throughout California. He currently oversees a team of three recruiters while utilizing his experience in Staffing and Corporate recruiting to ensure that openings are filled timely with top tier candidates. His company covers San Diego, Orange County, Los Angeles County, Central California, and the Bay Area through Sacramento.
Inesio wakes up at 5:00 AM and lays in bed for around 15 minutes before dragging himself to the gym. Generally, he will spend about an hour at the gym before starting his workday.
Inesio’s commute takes about 20 to 30 minutes, during which, he enjoys the sites that Southern California traffic has to offer while listening to a Spotify playlist.
Inesio works in the corporate office in sunny San Diego. His desk tends to be covered with candidate profiles and resumes and you’ll find him on the phone for about 80% of the day.
Once he got to the office, Inesio checked and responded to any emails that required immediate attention in addition to catching up on his voicemails. Once that was out of the way, he read through some newsletters and any relevant articles on LinkedIn. The newsletters Inesio chooses to subscribe to are not necessarily recruiting specific. Some of his favorite newsletters are from CNN and The Hustle—anything that will help get his brain started in the morning.
On LinkedIn, Inesio begins to delve into more recruitment-relevant materials. Specifically, he follows many “Recruiter Influencers,” who regularly post industry–specific articles, and articles that keep him up to date on the latest technologies.
For Inesio, utilizing technology for recruitment is an amazing way for him to create opportunities to talk to individuals. However, at the end of the day, he just wants to “have the opportunity to start a conversation, whether that’s through technology or just picking up the phone and going old school.”
“I don’t want to blame technology for not filling a position when I have a phone sitting right next to me.”
He believes that while times have changed, and the internet can expand a recruiter’s network, there’s a great deal of substance lacking from a candidate’s online persona. Therefore, he believes that talking on the phone is the best way to get a sense of what someone is looking for.
“You’re not hiring their resume, you’re hiring the person behind it.”
At this time, Inesio was on the phone returning voicemail calls from internal managers as well as candidates. For the majority of the time, this leads to additional voicemails.
When this is the case, he will provide a specific time when he is available for a return call or asks them to provide a specific time to return their call if he is unavailable. Unfortunately, phone tag is a game he plays daily, so he will also email the individual he’s reaching out to if he is unable to coordinate a time to speak over the phone.
Inesio met with the recruiting team—a Recruiting Coordinator and another Recruiter that he supervises—to go over current needs, status updates on any open positions, and to see if or where he needs to step in to assist filling any positions.
“A good recruiter,” however, “is not always a good supervisor,” Inesio noted. He believes that some individuals lack the desire to be a manager, wanting to focus on their own work. However, for him, Inesio’s role is more so helping other recruiters strategize than focusing on their numbers.
“It’s easy to get caught in a rabbit hole with recruiting,” so Inesio will “help them mix up and expand their search to see new candidates.” Whether this is by suggesting a different title to search or speaking to someone more experienced in the field and asking them for a referral. “I want to be able to help in regards to getting out of the rat-race,” he said.
For the next half hour, Inesio called managers and candidates to obtain feedback on interviews that were conducted either earlier in the day or the day before. For calls like these, Inesio will reach out to the candidate to discuss their perspective on the interview and any feedback or concerns they may have had. He then will take this information with him into the conversation with the manager, ensuring that everyone is on the same page. If feedback is all-around positive, he will then coordinate the next steps in the interview process.
A lot of the times, constructive feedback that Inesio offers in this process deal with having the candidate better prepare for subsequent interviews. He believes that it’s important that candidates know who they’re interviewing with, and he recommends looking them up ahead of time to find a commonality. Another common piece of feedback that Inesio provides is ensuring that the candidate knows what they want at the end of the day.
“If you take this position today, where can it take you in your career? Have a plan. Have an idea of how this organization and position can help you achieve that.”
At this time, Inesio was reaching out to potential candidates. This entailed calling applicants, who already applied to a role, as well as passive candidates. During applicant phone calls, Inesio will go over the specifics of the role as well as an overview of his company and their culture. He uses this time to help him determine whether or not their previous experience and future career interests align with the needs of the role.
If Inesio is contacting a passive candidate, these calls are more so an exploratory conversation to help him understand what they may be looking for to consider a new role. At the end of the day, if he can provide a higher salary, better title, or shorter commute, he can turn someone who was not actively looking for a new role into someone who didn’t know that they were. This is also a great way for him to network with professionals that may lead him to someone for a role that he has available.
A large portion of Inesio’s phone calls—around 80%—are speaking with people that he has never spoken to or interacted with. Inesio appreciates this “opportunity to talk to someone who doesn’t know they’re looking for a job.” He enjoys enticing them as to why they should be looking and why that job should be with his organization. Inesio believes that many successful people in sales enjoy telling people about their triumphs. “If you can get a salesperson to talk about themselves, they’re more willing to have that conversation,” Inesio stated.
But while Inesio enjoys the interaction, cold-calling is inevitably difficult to navigate at times. Since Inesio doesn’t know where a person is when they take his call, he emphasized the importance of reading tone and playing the crowd. To differentiate between a “now is not a good time” response when a candidate is with their boss, or “never call me again” tone takes practice. “You have to make those phone calls to learn those skills.” But, the way he looks at it is, if he does call, at least he has a chance.
At this point, Inesio met with the Executive team to provide them with an update on current openings from immediate needs to passive recruits. This meeting includes a summary of interview activities, candidates in the pipeline, as well as status on offers and background checks. This meeting also allows him to learn of new potential openings that he should be expecting as well as keeping up on the inner workings of the organization.
The internal process at Inesio’s company for hiring a new employee generally lasts around two weeks. The multi-step interview process requires candidates to meet with various levels of professionals—ideally all on the same day. After the interviews, Inesio always tries to reiterate to the hiring managers that “[the company] is not the only show in town,” emphasizing the importance of acting quickly or risk losing a candidate.
Inesio usually leaves this hour slot open for any follow up calls with currently employed candidates, who can only speak during their lunch break. On this day, he was able to speak to one sales candidate in the Bay Area and discuss a few openings. From their conversation, he was able to align him with a role that met his needs and preferences. The same candidate would be coming in to interview the following week.
Inesio spent the next couple of hours sourcing LinkedIn, Indeed, and other outlets. He utilizes this time to search for additional candidates based on position titles, keywords, skills, previous experience, as well as competitive or similar companies. This is the time he spends being proactive in searching for candidates that may not be actively looking or may be unaware of their current openings.
For Inesio, LinkedIn is a great way for him to expand his network, whether it’s with sales professionals, recruiters or simply people who have connections that he may want. Sometimes his connections are strategic, but the rest of the time, he’s just clicking that connect button. On any given week, Inesio aspires to attain 100 new connections. While LinkedIn is an important part of his job, the profile is his own. Therefore, he enjoys being himself on the platform, whether that’s posting business articles or memes to brighten someone’s day.
At this time, Inesio went through their internal database to review candidates from positions that were closed earlier in the year to see if any would be a good fit for their current openings. Some of the candidates may not have had enough experience in early 2019, but have now had nearly a year to gain experience. His hope is that they are still interested in their company and may be open to exploring a new role. He sent out emails reintroducing himself and his company and requested a time for them to speak the following week.
Inesio spent the last hour of his day preparing for the next week—he wanted to ensure that he has a game plan set up for Monday. He analyzed which positions needed candidates versus which ones he had in a good place. This was also his chance to review responses from messages that he sent out earlier in the day to see if he can get a passive candidate on the phone before the day ends, or at least early on Monday morning.
Finally, it was time for Inesio to head home.
While on this particular day, Inesio didn’t send out an offer. However, when he does, Inesio helps organize a compensation plan and salary before composing and forwarding an offer letter to the candidate. If necessary, he will forward and specific questions to the manager, and once signed, he begins a standard background check.
While Inesio rarely follows a specific evening routine, he likes to utilize this time to try to detach from work. While sometimes this entails playing catch with his two kids or participating in various sports, Inesio is also a passionate screenwriter.
While this hobby originally started as simply helping a friend with his script, his passion grew and Inesio dove deep into the process behind screenwriting. To learn, Inesio consumed books on writing screenplays and purchased movie scripts which he would alternate between reading and watching the movie. Together with his friend, Inesio even came in second out of over 700 scripts submitted to the LA Independent Film Festival.
After graduating from the University of San Francisco with a Masters in Business Science, Inesio co-founded the recruitment company, Valoure, with one of his friends from graduate school. The company originally started in his friend’s living room, but after a bit of hard work, they were able to grow the company to multiple employees.
However, after a couple of years, Inesio needed a break from Los Angeles, so he moved back to his roots in the Bay Area of California. While he was there, he got a call from Bank of America for a two-week temporary assignment in recruiting. However, while he was in this position, he did such a fantastic job that they offered him a permanent position. He continued to work at Bank of America for about ten years until he received a call from his friend and fellow co-founder—Valoure was moving to Denver.
At that point, Inesio was ready for a change and he packed his bags to follow the company to Denver. After spending another year with Valoure, Inesio decided to move back to San Diego, where he found work in his current position as Senior Corporate Recruiter at MRC Smart Technology Solutions.
What is your favorite part about working at MRC?
“My favorite part about working at MRC is definitely the individuals that I work around,” Inesio said. “I’ve worked for companies where it’s been tough. If you don’t believe in the organization or in who’s around you—it’s kinda hard to sell that to somebody.”
“Liking what I do is important. But liking where I do it is equally important.”
Since Inesio gets along with the individuals he works with—he’s invested in bringing the best the individuals through the door. “I want to make my company better.”
What is your number one piece of advice for aspiring Recruiters?
“You cannot be afraid of the phone. Give me a computer and give me a phone and that is all I need to fill any job that you give me. I can’t do it without one or the other, but you cannot have a fear of picking up the phone and making those dials. Those dials are going to be what makes you successful,” advised Inesio. “If you make a phone call and you just bomb that call, that’s okay. That’s going to prepare you for the next one. If you can learn something from that call, then it’s a success. It’s not a failure if you learn something.”
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