Fair warning: This blog will be more vulnerable than my usual content. As the Director of Talent Acquisition at Vista, I frequently have the opportunity to listen to other’s life stories. It’s now time to share mine because it was NEVER in my life plan to be a Director of Talent Acquisition. But…it’s where I’ve experienced a profound significance in my everyday work and where I discovered my life’s true passion: connecting with people. It’s been a journey, and I’m excited to give you a glimpse because you, too, can change the trajectory of your story and create significance and meaning in your own life AND in the lives of others.

Everybody Has a Story

I can recall no event that made my childhood extraordinary. However, looking back, the people I encountered and what I learned from them were, in fact, EXTRAORDINARY. I was born to two middle-class working parents in Baton Rouge, Louisiana. They were hard-working individuals who provided everything I needed for survival. My parents made sacrifices for my sister and me to attend private school, as they felt that was where we could best flourish. We were given ample opportunities to explore different creative outlets to express ourselves: art, gymnastics, piano lessons, tennis, etc. If there was something we wanted to explore, we got the chance to do it.

My parents always made it a point to talk to us. Talking was important in our household. And not just about surface-level subjects like the weather or what our plans were for vacation. They engaged us in meaningful conversations, delving into deeper topics that mattered. They really took an interest in our emotional well-being, asking how we felt about different situations and offering guidance when we needed it. Their genuine concern and active involvement created a strong bond and a sense of security that I will always cherish. Some of the questions they asked were highly annoying, but they pushed.

• How did that make you feel?
• What could you have done differently in that situation?
• What did you learn from this?

We talked about how we felt and what our frustrations were. NOTHING WAS OFF LIMITS. My sister and I grew up never being afraid of telling our parents the truth. Did we get in trouble? Yes. Did we make bad decisions? Yes. But whatever our parents did kept us coming back to them because we knew they were going to love us NO MATTER WHAT. Being intentional in their communication with their daughters made my parents EXTRAORDINARY, although I wasn’t aware of it at the time. They were investing in our relationship, one conversation at a time.

During my college years, my father had a distinct way of staying connected that meant the world to me—he wrote letters. These letters were not just reserved for special occasions, although they certainly arrived then, too. They came frequently, filled with words of wisdom, encouragement, and love.

On 4/24/2003, my dad penned a letter to me on my 18^th birthday. He said:

“In my estimation, life is all about relationships. When we leave this earth, what is left of importance is the relationships we have built and cherished. Think about your talents in all that you do…tennis, schoolwork, jobs, but most importantly is relationship talent.”

Each letter served as a tangible reminder of his unwavering support and was a cherished lifeline during times of stress and uncertainty. No matter how busy he was, he made time to email me, illustrating his commitment to our relationship and his investment in my emotional well-being.

Finding My Path

Through high school, I took a real interest in science. I had my mind set to attend college and go on to medical school. Unconsciously, though, I separated that interest from what I enjoyed doing outside of the classroom. Outside of school, I enjoyed and became quite good at (might I add) the game of tennis. So good that I earned myself a substantial Division I scholarship to play at the collegiate level. After a year of the pre-med college curriculum, I decided an additional four years in medical school wasn’t for me. Full disclosure: My microbiology class and lab did me in! But, I still desired to do something in health sciences. Pursuing a degree in Nursing is where I landed. My college had a fantastic Nursing program, and most of my pre-med classes transferred nicely. Just a slight pivot in the grand plan…nothing major.

Fast forward three years, and I completed my academic and athletic collegiate career. I had RN, BSN behind my name and I was equipped to enter the workforce as a Registered Nurse. My adult life was just beginning, and I was excited. My career path was set, and I was on cruise control, living and working away from my family in Birmingham, AL. Despite the distance, my parents were STILL intentionally communicating with me. My dad sent me emails every day. I spoke to my mom on the phone every day, sometimes more than once. They visited often and helped me move from the dorm to an apartment and then again into a house. They were constantly present.

I’ll spare you all the details, but long story short, I met someone, fell in love, and got married. This part of my story was always part of “my plan.” I had my career and now someone to share my life with. I left my beloved first nursing job and moved back home to Baton Rouge to start our married life. Part of the draw to a career in nursing was always being able to work anywhere across the country. My plan chugged on, just in a new city, with a new apartment and a husband.

Shortly after getting married, my husband’s job moved us to Houston, TX. Again…nurses were in high demand, and I landed a job with a large hospital organization in their labor and delivery unit. Same plan, just another new city. While I wasn’t a mother just yet, I knew I wanted to be one. Helping laboring patients bring life into the world was unlike anything I’ve ever experienced…I felt a calling and a purpose as a nurse, and it filled my cup, but it wasn’t without challenges.

I became a mom in 2010. The nurses, who had become friends and mentors, helped me bring my baby girl into the world. It was such a unique experience to be taken care of by your own colleagues. While I never contemplated hanging up my nursing shoes, working became increasingly more difficult with a tiny human to keep alive. My husband worked shift work as well, and we found ourselves like two ships passing in the night; one worked while the other was home with our daughter and vice versa. A dear co-worker saw our struggle and offered so graciously to keep our daughter on Tuesday nights when both my husband and I worked the night shift. She quickly became their “Tuesday baby” and I will forever be grateful for my relationship with her and the support she provided for my family and for our baby. We kept up the routine for well over a year before our second daughter was born in 2012. The once flexible twelve-hour shifts got harder and harder, and my desire to be at home with my daughters grew and grew. Financially, though, my family needed two incomes to live comfortably. Nursing was what I knew and loved, but with the strain of the ever-changing schedule and the time away from my family, I began dreading going to work. I desperately wanted to be in two places at once: serving my patients during one of the most important times in their lives and serving my newly growing family. But I trudged on, continued the routine, the plan…but I didn’t like it anymore.

I Needed a Change

Tennis was still an outlet for me, even as my family grew. We joined our local athletic club, and I started playing in a weekly league with a group of ladies I had never met. I was “the young one” on the team, the new girl, the new mom, just needing a chance to get out of the house and move my body occasionally. I’m not gonna lie; I still had it! They say tennis is a lifelong sport and I found myself still passionate about the game. I loved getting to know the ladies on my team. I loved the competition. At one of our team’s weekly matches, a local professional from another club saw me play. He approached me after the match and asked if I’d ever given any thought to teaching professionally. The answer was no. That wasn’t part of the plan…I was a nurse! But I thought about what he said, and rather than going with my first thought, I took the time to think about it. Sure, it wasn't part of my plan, but maybe, I thought, that's the whole point. I took a risk and earned a professional certification and became a tennis pro!

I taught large groups and small groups. I did private lessons and had an opportunity to purchase a UK franchise that taught children the game of tennis through interactive teddy bear stories and games. Teddy Tennis fed my passion for sharing tennis with children who otherwise might not ever have an opportunity to pick up a racket. I brought Teddy Tennis to daycares and after-school programs as well as offering classes at the country club where I was a pro. I loved being involved in our community and making relationships with the men and women I taught. I had made a significant change in my career, and while different from what I had gone to school to study, I really enjoyed sharing my passion for tennis with others and, doing so, contributing to my family financially. But it all came to a crashing halt in the fall of 2017. Hurricane Harvey devastated our city and the country club where I was employed. The tennis courts, as well as most homes in Kingwood, Texas, flooded, leaving a massive cleanup for many residents. While our home was spared, I was not able to teach because the courts were underwater, and many of my clients were focused on renovating their homes rather than perfecting their tennis game (rightfully so). Change was coming…and it wasn’t welcomed this time…it was necessary.

What Next?

I knew I didn’t want to go back to shift work as a nurse. By this time, we had three children, and I needed a flexible working schedule to accommodate my family’s needs. We were active members of our church. Our children participated in Vacation Bible School as well as mid-week Bible studies. My husband and I served in the children’s ministry as teachers and made life-long friends in our Sunday School class. After Hurricane Harvey, our church was looking for a Children’s Ministry Director. Was this EVER something I had considered? No. The job presented itself at the right moment, and I took it, knowing I could make a difference in the lives of children. The plan changed yet again (are you starting to see a theme here?) The connections I made working at the church solidified my love for people and being around them. I am a “people person” to my core. I thrive when collaborating with a team and constantly engaging with people.

Hi, I'm Sarah, and I'm a People Person

You might be thinking…How in the world did you land a job with Vista? Remember that letter my dad wrote to me back in 2003? My father recognized something in me that I didn’t recognize in myself back when I was 18 years old. My talent lies in building relationships, and I firmly believe those relationships have landed me where I am today as the Director of Talent Acquisition for Vista Consulting. I was approached by Vista four years ago, and while “talent acquisition” isn’t something I learned in school, I was determined to use my relationship-building talent to engage with firms who recognize the need to hire intentionally and trust me to “vet” candidates on their behalf.

Tim Mckey, Vista’s owner and CEO, is my father. He took a chance in hiring me, a nurse by education and trade, to function as the Director of the Talent Acquisition services for Vista. He saw value in what I could provide to Vista’s overall mission and goals. He saw me for who I am, and he wasn’t afraid to challenge me with this role. My desire for relationship building and making connections has been the thread throughout my entire career path. From nursing to tennis to children’s ministry and now talent acquisition, my goal has always been to connect with people, understand their needs, and help them achieve their goals.

Within Vista, I have found a company that aligns with my values of family, community involvement, and making a positive impact. Working alongside other professionals who are passionate about helping others grow and succeed is incredibly fulfilling. Every day brings something new and exciting.

What Vista has provided me with has been a conglomeration of bits and pieces from my other employment experiences. I am surrounded by a team of professionals who believe in me, cheer me on, and challenge me to try new things. I deeply appreciate the flexible work schedule this role provides that allows me to thrive in my role as a busy wife and mother. Some might say I have struck gold in the work/life balance arena. But as I see it…there is no such thing. My work is part of my life, of who I am as a working mom, wife, and individual. This doesn’t mean there aren’t hard and challenging days along the way…there are. While looking at my resume, some might see a disconnect in my employment experiences, but I can see how each role has contributed and added value to where I am today.

Look Before You Leap

If you are contemplating or have been approached with an opportunity for a career change, I hope my story can offer you a few things to consider. Reflecting on my own journey, I faced numerous challenges and decisions, but each step provided valuable insights and growth. These elements played a crucial role in my transition. I hope these reflections can help guide you in your own career path.

1. Find your people and keep talking.

My extraordinary relationship-building skills started back when I was a child. My nickname on the Vista team is “Talk it Out!” Talking AND listening is how we learn to communicate. When you find your people, those important life skills almost become second nature. BUT…they must be practiced regularly to be perfected. Tell others how they make you feel. Tell them when they made a difference in your life. Have the hard conversations…they will help you grow. I will forever be indebted to the individuals who invested in talking to me back when I was young. Because of them, I can deeply appreciate the importance of relationships.

2. Seek out a work environment where you can be authentically yourself.

Do not settle for a job where you cannot be your authentic self. You will be doing yourself and the organization a disservice if you do. When the purpose of your job aligns with your passion, you have found your place of most potential. Seek out an organization where you are not seen as a person who can DO a job but as a person who can contribute to the organization’s goals while being fully human, capable of making mistakes and learning from each of them.

3. Commit to make what you do different.

Once you’ve found alignment within an organization or company, commit to making a difference there. Be determined to perfect a process or procedure that contributes to the overall goals of the business. Being in the customer service industry can be exhilarating and exhausting. Set a high standard for yourself. Perhaps being different is simply a change in perspective. Use what you are doing to become valuable to someone else.

Blazing Your Trail

Striking a balance between risk-taking and careful consideration in your career path is pivotal for long-term success and personal fulfillment. Before every major career change I faced, I made it a point to thoroughly assess the situation, weighing the pros and cons meticulously. Each decision involved thoughtful contemplation about my strengths, potential challenges, and the alignment of the opportunity with my core values and long-term goals. This process enabled me to approach each new venture with confidence and enthusiasm. Armed with this approach, I was able to dive into every opportunity with gusto, knowing that my calculated decisions laid a solid foundation for growth and achievement. This methodical balance of risk and prudence has been instrumental in navigating my diverse career path successfully.

While this journey is uniquely mine, I hope that by sharing it, you will be inspired to examine the relationships you invest in and the organization you work for. Reflect on what you bring to the table and seek alignment in your professional and personal life. Perhaps a career change is on the horizon for you? If so, don't be afraid to blaze your own trail and see where it leads. You have the power to make a difference in your life and the lives of those around you. So keep connecting, keep learning, and keep striving for greatness. The possibilities are endless!

As a seasoned professional specializing in Talent Acquisition/Recruiting, I often come across urgent requests from companies in need, where they exclaim, “We are desperate for help here! Can you find us someone?” Job security for me, right? Not really. My immediate reaction is, “Oh no, what have they gotten themselves into?” Desperation and determination may both start with the letter “D”, but in hiring scenarios, they couldn’t be more opposite. In this blog, we will dig into the dynamics of this desperate cry for help, provide some insight into mitigating its impact, and take a closer look at another approach.

Some companies are resorting to desperate measures to recruit new team members as they struggle to retain existing ones. This is often attributed to having exceptionally unrealistic expectations. Their cry of desperation begins a frantic search for a “UNICORN” team member. I’ve also seen firms who flip the script, and while they are desperate, they are more determined to look inward at their processes and procedures, their culture, and their current team and attempt to eradicate the issue that led to the feeling of desperation in the first place. Does your firm fall in one of these two camps? Are you desperately looking for a “UNICORN” to fix all your problems, or are you determined to make things better before bringing someone new into your firm?

Camp Desperation

“We need someone who can hit the ground running!”

“This new team member will need to handle ALL things on his/her own with minimal help, if any.”

“We want someone who already knows what they are doing.”

In essence, these statements tend to insinuate this firm is looking for a “UNICORN”—the kind that poops glitter and sprinkles pixie dust wherever they go; someone who possesses all the skills, education, training, experience, and personality traits indicated in the job ad. And while this sounds AMAZING, I hate to be the one to break it to ya…UNICORNS DO NOT EXIST! I hesitated even putting that in writing, BUT…I took to everyone’s favorite place for accurate answers these days, and even Google confirmed what we all didn’t want to hear:

“Unicorns don’t really exist in our world today. However, thanks to many myths and legends, they are alive in the imaginations of children all over the world.”

If these creatures only exist in our imaginations, WHY ARE WE STILL LOOKING FOR THEM? I’ll tell you why…. because they seem like the easiest fix, the one that requires little to no work on our end. I’m here to tell you unicorn hunting can lead to other issues and even more desperation. Here’s why…

#1 Searching for something that doesn’t exist will last FOREVER.

The longer the search for a candidate who “has it all” takes, the more desperate your current team becomes, which could lead to them leaving too—leading to even more issues. This cycle is dangerous, and without correction, can morph quickly into an impossible-to-control issue. If your firm becomes married to the idea of only accepting a unicorn team member, you are closing the door to other potential candidates who could, in fact, fit into your organization extremely well.

#2 Unicorns are difficult to tame.

While you may think you have found the answer to all your problems with your “unicorn,” keep in mind they will still need to learn your firm’s way of doing things (even if you find a highly qualified candidate, you are not off the hook). While you may have thought you could let your unicorn “hit the ground running,” you might not want to let them run too far. Even the most talented, A+ team members will need the onboarding and training necessary to succeed. Just because they know how to do something or have done it before, doesn’t mean their way is your organization’s way. Their “pixie dust” might not be right for your firm.

#3 Unicorns get bored easily.

Many employee retention studies have shown that team members leave a job if it is not rewarding or challenging them in some form or fashion. It is extremely difficult to provide rewarding or challenging work to someone who already possesses ALL the skills necessary to do the job. You must ask yourself if your organization can support the growth and development of a candidate that appears to already “have it all.” If the answer is no, you are back to desperation mode when the unicorn decides to move on to the next opportunity.

The takeaway? Desperation often leads to hasty decisions and costly mistakes. When companies are desperate to fill a role, they may overlook red flags or warning signs, or skip important steps in the hiring process. This can result in a poor fit and potential turnover, costing the company even more time and money in the long run.

So what is the alternative to desperation? Determination. A determination to improve current processes and address any underlying issues before bringing someone new on board. This approach requires introspection and a willingness to make necessary changes in order to build a strong and cohesive team. It also means being open to candidates who may not have every single desired skill but possess the potential to grow and thrive within your organization.

Camp Determination

“We are looking for someone who is ready and willing to learn our intake procedures.”

“We want a team member who is determined to meet the goals we have laid out for them.”

“We aren’t looking for a ‘yes’ hire…we are looking for someone who can help us develop a better way of doing things in this department.”

On the flip side of desperation lies Camp Determination. Determined firms aren’t looking for a Unicorn’s sparkly poop or pixie dust to solve their problems. They understand a quick fix is not what they need. While they may be desperate for help, they are more determined to find the right team member than the one who can simply fix a problem. So… how do they do it?

#1 Pause the hiring process.

It’s nearly impossible to change a car’s tire while it’s still traveling down the road, right? The same is true for the hiring process. It’s important to STOP evaluating candidates until you look at your processes and procedures or job descriptions and scorecards to determine your road map moving forward. Use this time to develop training plans or onboarding processes that will set the best candidates up for success.

#2 Be honest with your candidates.

Being honest and transparent with the state of your firm is of utmost importance. Give your candidates a good mental picture of what is going on at your firm. What are the issues? Do you need their help developing a plan or a process moving forward? This makes you and your firm much more desirable as an employer because you are NOT “feeding them to the wolves.” You are telling them this opportunity is not an exercise in sinking or swimming, but a partnership where both parties will benefit from working together.

#3 Dodge the “unicorn” trap.

Since they don’t exist, stop telling yourself they do! Drop the “unicorn mentality” and begin looking for a candidate whose values align with those of your firm and who possess the skills necessary to follow your vision. You must begin to see your team members as people first and not as an answer to a problem. It is also important to remember that a candidate’s resume is simply a snapshot of their life.

Which Camp Will You Pick?

While the allure of a “unicorn” candidate who perfectly fits every requirement may be tempting, it often leads to desperate hiring and missed opportunities. By fixating on an ideal that does not exist, firms risk overlooking qualified candidates who could bring valuable skills, perspectives, and diversity to their teams. Embracing a more inclusive approach that prioritizes potential, coachability, and cultural fit over a checklist of qualifications can lead to stronger, more resilient teams in the long run. Investing in the effort to thoroughly evaluate and develop candidates who may not initially meet every criterion can pay dividends in fostering innovation, creativity, and adaptability within your firm. Ultimately, by broadening our definition of what constitutes an ideal candidate, we can build teams, groups of individuals who collectively work as unicorns… TOGETHER! You are more than capable of getting out of Camp Desperation… go out there and do it!

On March 3rd, 2024, our family lost a pillar of strength, our beloved grandmother, Johnnie Mae Evans McKey. A Southern woman through and through, she was a beacon of quiet leadership, a testament to resilience, and a paragon of grace. As we mourn her loss, we also celebrate the life lessons she imparted, lessons that have profound relevance not just in our personal lives but also in our professional roles at Vista. We are the proud daughters of Tim and Jodi McKey and the proud granddaughters of Johnnie Mae Evans McKey.

Johnnie Mae, born in 1926, was a stay-at-home mom who found herself unexpectedly transferred to Centreville, Mississippi, by a governmental agency. What she thought would be a brief stint turned into a lifetime of over 70 years, illustrating her adaptability and tenacity—qualities we strive to embody at Vista. She faced challenges head-on, never wavering in her commitment to her family and community.

Take it From a Southern Woman

Southern women, especially in the mid-20th century, could be described as sugar and spice with a hefty side of iron will. They were the embodiment of the phrase, ‘a steel magnolia’. Balancing impeccable Southern hospitality with the tenacity of a bulldog, these women managed households, navigated social complexities, and often played key roles in their communities, all while making it seem as effortless as whipping up a flawless batch of buttermilk biscuits. With a sweet, melodic “bless your heart,” they could either offer genuine sympathy or deliver a scathing critique, all without breaking a sweat. Johnnie Mae Evans McKey was no exception; she navigated life with an elegance and grit that made it clear—Southern women are not to be underestimated.

Southern women like Johnnie Mae carry a unique brand of leadership. It’s not loud or boastful; it doesn’t seek the limelight or demand recognition. Instead, it’s embedded in the everyday acts of courage, the quiet resolve in the face of adversity, the gentle guidance offered with a warm smile. It’s leadership that shoulders heavy loads with poise and dignity, creating an environment where everyone feels valued and supported. It’s a leadership style that is often overlooked or undervalued but one that holds immeasurable strength and power.

Lessons in Leadership

As we reflect on our grandmother’s life and legacy, there are several lessons in leadership that stand out. Johnnie Mae showed us the importance of adaptability. She never let unexpected circumstances or challenges bring her down. Instead, she rolled with the punches, adapted to new environments and situations, and always found a way to make the best of every circumstance. In our roles at Vista, we’ve always been inspired by this model of leadership. Our grandmother’s influence has shaped our approach, encouraging us to lead with empathy, patience, and respect. It’s a form of leadership that fosters a sense of community, promotes open dialogue, and cultivates an inclusive culture where every voice matters.

Leading with love, a principle deeply ingrained in us by our grandmother, emphasizes the critical importance of compassionate leadership. She believed that to truly lead is to care deeply, not just about the outcomes, but about the people who work together to achieve them. This type of leadership creates an atmosphere where individuals feel genuinely valued and understood, where their well-being is a priority, and where kindness drives actions and decisions. In a world often driven by efficiency and results, leading with love stands out as a powerful reminder that the heart of leadership lies in the relationships we build and the communities we nurture. It’s a testament to the belief that compassion and understanding can coexist with ambition and success, fostering a work environment where people are motivated not only by their tasks but by the care and respect they receive.

We exchanged letters back and forth throughout our time in college. We have letters from her that roughly all say the same things because life for her was slow and steady. Most of her letters focused on what happened at her weekly Joy Club meeting at church and what the weather was like. Yet, in every letter, we could feel her unwavering love and support, a constant reminder that no matter how far apart we were, she was always with us. Our grandmother taught us the power of consistent support and encouragement, even if it seems small or insignificant. This lesson has shaped our approach to leadership at Vista—always showing up for our team members and being a source of steadfast support and guidance.

One thing she always did was call everyone by their first name, no matter the occasion or the setting. It was her way of making each person feel seen and valued, creating a warm and welcoming atmosphere wherever she went. She always asked about everyone in our family. Her communication was personal, and she never left anyone out. That’s been an important leadership takeaway for us: Leaders are personal, and they forge deep, meaningful relationships. And in the end….that’s why we are all here – to be in relationships with each other. In our roles at Vista, we used this fundamental lesson from Johnnie Mae to create a work environment where everyone feels seen and valued. Just like our grandmother did with her communication style, we strive to make personal connections with each team member and client. Whether it’s asking about their families or simply checking in on how they’re doing, we believe that these small acts of personalization can make a significant impact on someone’s day and overall well-being.

In this modern era of business and social media, where communication is often reduced to sound bites and tweets, we find ourselves constantly going back to the lessons we learned from the matriarchal Southern way of leading. It’s a style that values substance over flash, connection over performance, and community over individualism. Our grandmother may have been a quiet leader, but her impact was immeasurable. It’s about taking the time to listen, to understand, to connect on a human level. And as we carry on her legacy in our own leadership roles, we are reminded never to underestimate the power of quiet determination and sturdiness. Because, in the end, it is often those who speak softly but lead strongly that leave the most lasting impact.

In Gratitude

As we enter this season of our lives and take time to remember our grandmother, we’re reminded of the importance of these values. We’re inspired to carry her legacy forward in our work at Vista, fostering a culture of quiet leadership, empathy, and respect. Johnnie Mae Evans McKey may no longer be with us, but her lessons live on.

Our fearless leader at Vista, Tim McKey, learned a thing or two from his mother as well, so her impact and values have shaped Vista as an organization and team. We are all part of Johnnie Mae’s influence. Through her example, we’ve learned that leadership is not about power but about empowering others. It’s not about standing above but standing alongside. And it’s not about making noise but making a difference. Here’s to the silent strength of Southern women like our grandmother, who led not with words but with actions. Their legacy continues to inspire us, and for that, we are forever grateful.

In the dynamic realm of talent acquisition, two key players take center stage: headhunters and recruiters. The distinction between these two roles, while seemingly subtle, can make quite a difference in your company’s hiring process. While the terms are often used interchangeably, there exists a nuanced difference in their approach to finding the best candidate. For businesses seeking the crème de la crème of candidates, understanding this difference is crucial. In this blog, we’ll delve into the fascinating world of talent acquisition and explore the contrasting methods employed by headhunters and recruiters—the age-old battle between fishing and hunting for top-tier talent AND explore how Vista’s talent acquisition approach might be right for your firm.

Understanding The Basics

Before we dive into the methodologies, it’s crucial to establish a foundational understanding of the talent acquisition roles of recruiter and headhunter. Recruiters are typically engaged in a proactive, broad-based approach to talent acquisition. They work either in-house as part of a company’s human resources team or for a recruitment agency. Their role is comprehensive, starting from understanding the company’s needs, drafting job descriptions, and advertising vacancies on appropriate platforms to screening resumes, conducting preliminary interviews, and coordinating communication between candidates and hiring managers. Recruiters often manage multiple job openings simultaneously and have a large pool of applicants. They are adept at identifying potential candidates whose skills and experience align with the company’s requirements. Their ultimate aim is to facilitate a smooth hiring process, ensuring both the company and the candidate find the best fit. They are the gatekeepers to a company’s hiring process.

On the other hand, headhunters or executive search professionals are external entities hired to proactively seek out and attract highly skilled individuals for specialized roles. They often have in-depth knowledge of a specific industry and leverage their extensive network to connect with top-tier talent. Headhunters use tactics such as cold calling, networking events, and referrals to find the perfect candidate for a position. This approach is much more aggressive than most recruiters, who typically rely on job postings and online applications.

So why choose one over the other? Many companies prefer working with recruiters because they are more cost-effective and typically have a broader reach. However, headhunters can bring a level of specialization to their search for top talent, making them attractive to companies seeking specific skill sets. Ultimately, the decision on which role is right for your firm comes down to what it is you’re looking for.

Fishers vs. Hunters

Recruiters, akin to fishers, employ patience and strategy in their approach. They cast a wide net in the talent pool via multiple channels like job boards, social media, and their own career sites. The recruiter’s role is to attract as many suitable candidates as possible, much like a fisher who casts their net, hoping to catch a sizable haul. They wait for interested individuals to take the bait — that is, to apply for the job. Once the applications start rolling in, recruiters, like fishers sorting through their catch, screen these resumes, carefully selecting the individuals who best fit the role and the company’s culture. This fisher-like method employed by recruiters is essential in fostering a diverse and inclusive talent pool, capturing a wide variety of candidates from different backgrounds, industries, and experience levels. This fishing approach allows recruiters to engage with a broad audience and build a diverse candidate pipeline of individuals who are actively looking for new employment opportunities.

Headhunters, on the other hand, are akin to skilled hunters pursuing a specific target. Rather than waiting for candidates to come to them, headhunters actively seek out individuals who possess the unique skill set required for a particular role. They scour industry events, professional networks, and competitor organizations, employing a more targeted approach. This hunting expedition ensures the candidates presented to clients are not only qualified but often have a proven track record of success in similar roles, although they might not need or want to leave their current place of employment.

The Tech Connection

In today’s digital era, both recruiters and headhunters harness technology as an invaluable tool in their respective talent acquisition strategies. Recruitment technology platforms, particularly Applicant Tracking Systems (ATS), have revolutionized the process of sourcing, tracking, and managing job applicants. These systems offer a centralized database for candidate profiles, automate repetitive tasks like resume screening, and help to streamline the recruitment pipeline, improving efficiency and reducing time-to-hire.

Artificial Intelligence (AI) and machine learning algorithms are increasingly being utilized to automate the initial screening process, enabling recruiters and headhunters to swiftly identify the most qualified candidates from a vast pool of applications. These advanced algorithms are capable of analyzing a candidate’s skills, experience, and other relevant attributes and matching them against the job requirements.

Data analytics also plays a key role, providing insights into recruitment metrics, candidate behavior, and industry trends. This data-driven approach aids recruiters and headhunters in making informed strategic decisions, optimizing their recruitment campaigns, and enhancing the overall quality of hire.

Digital communication tools and online networking platforms, such as LinkedIn, have become integral to the talent acquisition process. These platforms not only facilitate easy communication and engagement with potential candidates but also offer a wealth of information about their backgrounds and skills.

A Third Option: The Blended Approach

While headhunters and recruiters may employ different strategies—hunting and fishing, respectively—they both play integral roles in the intricate dance of talent acquisition. In a harmonious talent ecosystem, organizations may find value in blending the headhunters’ approach with the efficiency of recruiters, creating a dynamic technique that maximizes the chances of securing the best talent for any given role. Enter Vista and our Talent Acquisition Services!

Vista’s distinctive talent acquisition strategy seamlessly integrates headhunting and recruiting methodologies, striking an optimal balance between efficiency and personalized engagement. We recognize a purely headhunting approach can lack a personal touch; therefore, our methodology goes beyond mere compensation-driven decisions. We understand attracting top-tier candidates requires a nuanced understanding of their aspirations, values, and career goals as well as those of your firm. By fostering genuine connections with potential hires, we prioritize long-term fit over immediate financial incentives. Unlike traditional headhunting practices that may result in candidates being lured solely by compensation, our approach aims to align professionals with roles that resonate with their intrinsic motivations and professional ambitions. At Vista, we believe in forging lasting partnerships between candidates and employers, ensuring that our talent acquisition process transcends short-term gains to build enduring and mutually beneficial relationships in the ever-evolving professional landscape.

At Vista, we prioritize transparency and meaningful relationships above all else. Our approach is founded on the vital principle of thoroughly understanding the ins and outs of your firm and its unique talent requirements. Since we’ve rolled out our talent acquisition service, we’ve already witnessed the establishment of numerous enduring relationships with top-tier candidates seeking lasting professional homes. What sets us apart is our unparalleled understanding of the legal industry, where our consultants collaborate seamlessly with the talent acquisition team to forge a robust partnership with your firm. Our comprehensive service includes:

• Assessing your targeted hiring needs through an intense discovery interview
• Collaborating to create unique job ads from your firm’s various job descriptions
• Reviewing each candidate who has actively applied to your job ad
• Screening candidates based on the job requirements, skill levels, and prior experience established by your firm
• Contacting, screening, and interviewing candidates prior to presenting them to your firm
• Coordinating in-person and online interviews with candidates and current team members

Navigating the talent acquisition landscape can be both overwhelming and time-consuming, particularly for firms without a dedicated HR team member for hiring efforts or those facing time constraints. Our mission is to alleviate these challenges, offering efficient and effective solutions to ensure your firm’s talent needs are met seamlessly and successfully.

Whether you prefer hunting, fishing, or a blended approach, your brand begins with your people. It is imperative to invest the time and resources needed to assemble a team that not only meets but exceeds and elevates the standards of your organization. With Vista, the pursuit of the right fit becomes not just a challenge but an opportunity to enhance your firm’s overall success and reputation. That is what sets us apart! If the task of immediate hiring proves elusive, if finding the right candidates feels like searching for a needle in a haystack, or if the constraints of time and resources hinder your hiring process, consider us your ally in navigating these complexities with a thoughtful and nonintrusive partnership.

As a kid, I remember my dad saying one phrase over and over and over again. Whether it was before a big test, an athletic performance, or just before making a big decision, he would remind me, “Sarah, put yourself in the place of most potential.” As I have gotten older, I’ve come to realize the place my dad was referring to was right between my ears…I needed to get my mind right in order to put my best foot forward, whatever the action may be. In this blog, I want to challenge hiring managers, firm owners, and HR directors to really look at their mindset, putting themselves in the place of most potential before making a new hire.

It is always an exciting time in your firm when you are ready to bring on a new team member. At least it is for me, Vista’s Director of Talent Acquisition! Whether your firm needs a replacement for someone who has quit or is leaving, or you are looking for an entirely new position, it is imperative the hiring manager, or whoever it may be making the final call on the hire, is in the right frame of mind to do so. But you might be asking yourself…what does “right” mean? Are there things I need to be aware of when hiring besides making the hire? Yes! Yes, there are. Here are a few ideas to consider BEFORE putting an ad out for a new team member:

The Right Mind

Ask yourself this: Are you putting yourself and your firm in the place of most potential when it comes to hiring? While every hire is a risk, making sure your mind is in the right place will not only impact your firm but help your hiring process as well! I want to challenge you to keep an open mind when it comes to resumes, remember candidates are people first, utilize your team when hiring, and be sure you are hiring for growth. It’s likely you are in the position you are in today because someone took a chance on you! Put yourself and your possible new team member in the place of most potential!

In the plaintiff legal world, you can’t succeed without a team. Would you believe me if I told you this concept goes against every grain of my being? I am NOT a team player, so says my family. I tend to agree, and I’m working on it! I grew up playing competitive tennis… SINGLES, to be clear. No team, just me. If I lost, I had only myself to blame. I didn’t have to rely on anyone else to win the match but me! Even playing tennis at the collegiate level wasn’t like other sports. Yes, I was on a team, but when it came to winning, I was only concerned about my match. It was me, one on one, versus my opponent. Pretty singular, right? It wasn’t until I found my tennis career over and I had started a family that I really took note of my “not a team player” attitude. I had a teammate for life and didn’t have the “teamwork makes the dream work” mentality. You can imagine the learning curve I had in front of me. I am happy to report that I’ve been married for fourteen glorious years, have three beautiful children, and am STILL learning to be a team player. I believe it’s the process of needing to learn new ways and evolve my mindset that has allowed me to really examine and understand what it takes to build a great team from the ground up on a deep level. It didn’t come naturally to me, so I had to become an eternal student. The learning doesn’t ever stop, so . . . take a lesson from me. Be a team player, invest in your team NOW, and set them up for success. How do you do that? It starts with the onboarding process. The onboarding process is VITAL not only to employee retention but to the firm’s overall success.

In summary, the onboarding process isn’t one you should be neglecting. Glassdoor states organizations with a strong onboarding process improve new hire retention by 87% and productivity by 70%. The numbers don’t lie! You can’t succeed without a team that sticks around. Improving your onboarding process and evaluating how it can optimize your new team members will improve your firm’s overall success. When your employees feel appreciated and valued, they don’t leave! Happy Onboarding!