Recruiting Experiences

HR Profession without HR Degree

As I progressed through my academic career, I felt a bit lost. I didn’t really have a solid understanding of what I wanted to do or achieve. Let’s face it, it’s not easy deciding what you want to do for the rest of your life in the span of 4 years. I changed my major a few times and graduated with a degree in Health Sciences. I just recently started a full-time career in recruiting, and I love it. How? Believe it or not, a good number of individuals who end up in recruiting, never planned to get into recruiting at all. You’ll see a lot of recruiting professionals who ended up in recruiting, but didn’t necessarily plan for it. Is the degree necessary?

I can’t sit here and say that attending college didn’t teach me anything. Actually, it taught me a lot and I refuse to believe those four years spent in college were pointless. However, I will say that getting a degree is not necessary if you have any interest in getting into recruiting and HR. So, let’s break it down.

Here is a list of some of the most important characteristics of a Recruiting/HR professional:

Organization is extremely important – Get organized! Follow a schedule, use a calendar, color code, do whatever you feel is necessary to keep organized. There are endless ways to organize, and it will only be effective if you do something that you can stick with.

Communication is huge in this profession. Whether you’re collaborating with your team or communicating with candidates, communication is something you will do daily, so don’t slack on this one!

Problem- solving will definitely come in handy. You will see a lot of tasks that don’t play out the way that you had planned, or you may work in an environment that is quite ambiguous. So, being able to work through an issue is essential.

Kindness is HUGE, but this one should hopefully be an easy one!

Empathy and being an active listener while validating others’ feelings is crucial! Having an understanding that we are only human and being able to build relationships with others will get you far in this profession.

Confidence – I will be honest, it can be a bit scary sometimes, but having confidence will get you far. Believing in yourself, your team, and your ability to do big things will play a huge part in your growth.

One commonality between all these characteristics is that you can do all of them. You don’t need a degree to teach you how to practice or perform these skills. All you need is the determination. Now you might be reading this and think, “that seems a bit easier said than done”, which I’ll admit, that isn’t necessarily false, but that is where the determination comes into play. One of the many things I have learned while stepping into the HR profession is that utilizing the basic skills that you currently have can be applied in so many ways, which will then allow you to grow.

If you enjoyed this blog, you will probably like another blog that we have about how one of our Recruiters got into recruiting!

My Journey as a Marketing Intern

Getting to be a marketing intern at a start-up company is like no other experience. Every day is a new journey and I never really know what to expect in the best way possible. I get the opportunity to not only grow my marketing skills but to also learn about the recruiting industry as well. This is my first internship and I honestly don’t think another internship will top this one, and I’ll explain why.

What I do

Recently I start my work day by creating content for the company’s socials, which is my favorite part of the job! I noticed that I make the best content towards the beginning of the day, so I love doing that first thing in the morning. Then, I move on to planning. I analyze the best time of the day to post content. Then use the results of my study to schedule posts through Hootsuite. Recently, I designed two different types of flyers for the company and I’m working on creating a New Years’ card to celebrate our partners and clients.

I am also basically the designated editor here at Recruiting Experiences for blogs. I love writing and editing, so I was more than happy to fill this role! I get the perks of being the first person to read everyone’s blog and give advice. I thoroughly enjoy being the “owner of the blogs”.

Another task I get to do in this role is observing. I get the chance to shadow recruiters and sourcers and study them in their natural habitat. I have learned about the process everyone goes through to ensure everything goes smoothly. It is fascinating to see all the work that goes on behind the scenes.

The environment

Every day since I have been here, I can truly say everyone has been so kind and welcoming. The company culture is a really big friend group, some might call it a family. It is rare in the workplace. I am able to grow in an environment that I am comfortable in and know that I am not being judged. We also have fun in the office every day. Whether it is listening to music as we work, or going out bowling and laser tag after work, we find a way to make work enjoyable. I am also the only marketing person here, but I don’t feel alone. I have coworkers asking if there is anything they can do to help me with content, which makes me feel like I have a support system behind me.

What I learned

I have learned that you really only grow if you are willing to get uncomfortable or try something new. I have had to speak up in meetings, which makes me nervous. I do it anyway and have grown because of it. I also learned to create and schedule content, edit blogs, write my own blog, and much more.

Why I love working here

In this role, I get to be hands-on with tasks and make a real impact on the company. Growing up I didn’t always know that I wanted to go into marketing, but I did know that I wanted to do something meaningful and impactful. That is how I feel as a Marketing Intern at Recruiting Experiences. I truly believe I am doing meaningful work by helping the business to grow overall and informing people about this wonderful company. Overall, this internship has helped to reassure me that I have picked the correct career field. I love what I do here and I know that marketing is definitely for me.

How You Can Avoid the Recruiter BurnOut

A major hot topic in today’s job market is burnout. Many talent teams across the country have been working around the clock to find top talent to fill their high number of open job requisitions. The level of stress for recruiting, sourcing, and hiring top talent amidst a global pandemic is high. You can only imagine this is a huge factor of why recruiters are starting to experience the results of burnout.

Let’s get Real. What is burnout? Many people describe burnout as a feeling of exhaustion, boredom, and overall hollowness where one feels they can’t make a difference within their organization. Since the pandemic started, over 61% of recruiters have reported increased amounts of stress at work (Galli, n.d). However, the cause of burnout doesn’t always originate from a heavy workload.

Burnout among recruiters is more often resulting from 2 key factors:

  1. Isolation due to work-from-home/remote work – Many recruiters are still working 100% remotely, which can be difficult to consistently achieve the work-life balance. Being able to leave the office every day and have that commute home can create that forced boundary that helps everyone separate work from their personal life.
  • My Thoughts: As an individual who is on a flexible, hybrid schedule, it has been a long journey of slowly improving my boundaries and finding ways to keep a personally healthy balance. Throughout this journey, some ways that I have found successful in keeping that balance are:
    • Setting a cut off time for when I won’t be working at the end of the workday
    • Creating designated office space at home so I’m not working from my couch or bed
    • Setting a daily routine including breaks (lunch break, coffee break)
  1. Recruitment Process Takes Too Long – Hiring top talent can be challenging and time consuming especially to evaluate and find the best fit for the organization. Research data shows that organizations lose up to 89% of potential candidates due to the long interview processes (Galli, n.d).
  • My Thoughts: As a recruiter, I work with a variety of clients. Each is unique in the hiring needs and what role I play within the process. My overall role is not only recruiting but to also serve as a consultant for my clients within the interview process. Being able to provide feedback to my clients is always super important as I want to ensure that all of my candidates have a positive experience whether it’s the best fit or not. Setting the communication line open with your clients is the best way to ensure a successful working relationship and long-term partnership.

Overcoming recruiter burnout is critical. It starts with being aware of the signs and symptoms and when to chat your concerns with your manager to help come up with a solution. As we start to head closer to 2023, how will you ensure your team is refreshed and ready to face the challenges the new year will bring?

To learn more about this topic, you can click on the links below!

What is Recruiter Burnout and What Can You Do About It? (

The 5 causes of recruiter burnout … (and how not to) | HRMorning

Recruiter burnout: Why it’s happening and what you can do – Workable

2022 HR Statistics, Trends & Data: Ultimate List – People Managing People

Talent Sourcer or Junior Recruiter?

A healthy Talent Acquisition or Recruiting organization has various roles contributing to the team and their mission of filling job requisitions with quality talent. We usually first think of the role of Recruiter, but there are other professionals involved in the process of filling roles. Positions such as Recruiting Coordinator, Lead Recruiter, Recruiting Manager and Talent Sourcer can all be part of a successful Recruiting team. A Talent Sourcer can be many things depending on the team. One thing a Talent Sourcer isn’t… is a Junior Recruiter. Let me explain.

In many Talent Acquisition organizations an entry level into the field is the role of Talent Sourcer. The Sourcer is tasked with filling pipelines with qualified candidates. This begins after collaborating with the Recruiter to gain insight into the critical, must-have skills the successful candidate needs. The Sourcer builds the pipeline with candidates and conducts initial outreach to the candidates by various means: email, LinkedIn message, text, even phone calls. As job candidates respond to this outreach, the Sourcer shares a job description or pertinent information about the position in an attempt to build rapport and get the candidate on the Recruiter’s interview or screening schedule.

The Talent Sourcer is usually the first company contact with each candidate. The relationship and communication can set the tone for all interactions with the candidate and should exhibit the company’s core values. In the case of Recruiting Experiences, we always desire to interact with folks and show our values of kindness, excellence, simplicity and reliability. After initial contact is made, the Sourcer will often do a quick phone or video screen to ensure the candidate does not have any “knock-outs” which may make them ineligible for the position. These knock-outs might be things like requiring remote-only work when the position is in-person, being out of salary range, or only being eligible for contract work when the position is full-time. The Sourcer’s primary role is to find and funnel qualified candidates to the Recruiters by casting a wide net and then engaging candidates in conversation by selling the roles they are representing.

A skilled Talent Sourcer can do much more! A skilled Sourcer functions more like a Researcher. Especially when filling requisitions for tech roles, a Sourcer needs to research various programming languages and platforms that the successful candidate needs to be considered proficient. Knowing where these candidates spend their time on the internet is a critical piece to finding the right folks for a position and having the means to reach out to contact them.

Not everyone hangs out on LinkedIn as many of us in the recruiting world do. There are plenty of paid databases to find contact information on candidates, but the real fun is finding the information for free! OSINT, or open-source intelligence sources are plentiful and allow users to search for and scrape information from various sources in order to find candidates’ contact information. Utilizing professional organizations to try to identify their members and reach out to gauge interest can also be effective. Online platforms like Reddit or GitHub are other places to find qualified candidates for highly specialized roles. Effective Talent Sourcers are always trying to build their professional network to help expand their reach to qualified candidates. Attending networking events is an effective way to meet people in your chosen industries and can pay off in the future when trying to source talented job seekers.

When it comes down to it, that’s what Sourcers are trying to do; find great candidates who become exceptional hires for our clients. The chance to search and find buried treasure in the form of qualified candidates makes the process fun! For many, Sourcing can be a career destination itself, not merely as an entry-level way to become a Junior Recruiter.

What is your mental health hygiene?

Every day we brush our teeth to keep from seeing a dentist regularly for extra maintenance, and that is often looked at as good hygiene. But what is mental hygiene, and how does one practice having good mental hygiene?

Your work can play a major role in your overall mental hygiene and overall health. It can add much meaning, structure, and add overall purpose to your life, while also providing a sense of identity, bolster your self-esteem, and offer a positive social outlet (Robinson & Smith, 2021). So, whether you take 15 or 60 minutes a day to maintain your mental health is something everyone can benefit from it! And yes, I promise, you do have 15 minutes!

If you are unsure of some great and easy activities to improve your daily mental health hygiene, check out my personal favorites down below!


My favorite activities to practice mental health hygiene:

  1. Pick and read a book that’s easy and fun or listen to a chapter or two from an audiobook
  • Reading has been proven to impact adults and kids’ brains and mental health in big ways. Overall, reading can improve one’s brain health, reduce everyday stress, improve memory, and improve focus.
  1. Listen to your favorite podcast while taking a walk outside
  • My favorite podcasts are Crime Junkie, The Morning Toast, and SHE
  1. Take 30 minutes every morning to start a journal to record your thoughts, experiences, and how you are going to attack your day!
  • Journaling is a great way to set goals to improve overall mental health, it will also help you stay on top of your goal progress and make adjustments that are needed along the way.
  1. Try some adult coloring books as this can serve to help you focus, while improving your mindfulness and spark some new creativity!
  • (So many great and affordable options on Amazon)
  1. Go to your favorite coffee shop! I’m a huge fan of trying new workspaces to allow yourself to not get in a rut working from home.
  • My favorite Indy coffee shops are Java House and Indie Coffee


For me personally, I have always used working out as my form of maintaining my mental health hygiene. Being able to work out for 60 minutes a day allows me to de-stress and take a break from what’s going on in the outside world. I am a HUGE fan of Orange Theory Fitness (HIT Group workout), 3 Kings Gym (Cross Fit Gym), and running outside (you’ll probably find me at every local Indy 5k race). Working out pushes me every day to be the best version of myself, inside and out. I always leave these classes feeling happy and ready to take on my day!

Taking time to recharge is important because no one knows you better than yourself. So, listen to your mind and body when you need extra time away to feel refreshed. Because being my best self allows me to serve my clients and candidates in the best way possible.


For a deeper dive, read more here: Mental Health in the Workplace (

275 Self-Care Ideas & Activities to Deal With Life (2022) (

How Journaling Can Improve our Mental Health | BetterSleep

How reading improves your mental health – Reading Partners | Reading Partners

Diversity Last? Why Equity and Inclusion Matter

In my last entry, I talked about diversity, equity, and inclusion in recruiting. I went about defining what those things meant to me and how I believed they should be practiced throughout the recruiting process.


As with everything in life, there is always much to learn; a recent article by Richard Leong, a DEI consultant based in California, as well as the IndySHRM DEI Conference, has me going through the process of reframing the definitions I established just one blog ago!

It is what it is, and it’s work worth doing.

So, here’s why I’ve come to think, in the grand scheme of things, diversity is the least important thing we should be focused on, and why equity and inclusion need our attention, especially when it comes to recruiting.


What is equity again?

Per my previous entry (and from the Urban Strategies Council):Equity is fairness and justice achieved through systematically assessing disparities in opportunities, outcomes, and representation and redressing [those] disparities through targeted actions.

This means we understand why certain people and communities carry privilege and access, while others do not.


What about inclusion?

In Forbes’s 2021 article, Paolo Gaudiano’s said: “inclusion is the act of ensuring that people’s experiences within an organization are not impacted negatively as a result of their personal characteristics.”

This is sometimes also (or concurrently?) called belonging, because it is the means with which we make others feel a sense of being included or belonging.


So, what’s wrong with diversity?

Great question.

Diversity has been championed as the measure for which a company, school, or organization can claim social capital. Unfortunately, too often is this act of creating “diversity” actually just performance; while places might be hiring people who don’t look the same as the majority of their employee base, their leadership is still all white men or their workplaces are not safe for the people they’ve hired or the turnover rate for folks from marginalized groups remains high.

The list goes on.

At the end of the day, diversity becomes co-opted by those in leadership as a shield, therefore stripping it of its power.


Wait, so why is diversity less important than those other two?

It’s quite simple: if equity is at the center of our practices to create inclusive workplaces + cultures, then diversity will naturally occur.

This shifts the focus from “diversity” to “equity and inclusion.” By shifting the focus, we can start to change and/or implement equitable, inclusive procedures and practices. That doesn’t mean diversity isn’t important; it means that by creating equitable access to opportunities and creating inclusive, informed spaces and processes, we will naturally trend towards diversity in who we hire, who we promote, and who leads us.


Okay, that makes sense. However, what’s that have to do with Richard’s article?

Well, this is where it all comes together.

In his article, Richard talks about shifting from DEI to EDI. He defines EDI as Equitable Diversity and Inclusion, meaning that by framing, “Diversity and Inclusion as under the overarching adjective of Equitable, it sets us up to think differently.

The hierarchy here places equity above the others, something I agree with. But in truth, if we are focused and practicing equitable inclusion, which would be the understanding that not all employees have the same type of access and privilege and creating a workplace and culture grounded in that, then equitable diversity will come.


Okay I get it. If equity is being centered, and equitable inclusion is being embraced, then diversity will come. I get it! What’s that have to do with recruiting?


By creating equitable recruiting habits, we are more likely to eliminate bias from our practices. Will we always be perfect and eliminate bias by implementing these things? Of course not.  That’s not possible! But it’s something to strive for. And that’s the thing; so many of us in this space what to recruit “diverse candidates,” but what does that really mean? Are we just filling quotas for the hiring teams? Or are we truly connecting the right people with these opportunities?

Instead of looking for diversity, we should focus on the why and how we do things. By practicing equitable inclusion, by centering equity, we invite diversity: in our candidates, in our employees, and in our companies. When that happens, we grow.


To learn more about this topic, you can click on the links below:

The Inescapable Ambiguity of DEI and Why EDI Works Better (

HOME | Urban Strategies Council | Bay Area, CA, USA

Future of the workforce for vulnerable populations | Deloitte Insights

Taking a Chance on the Scrapper

Working in the recruiting field as a talent sourcer, I scroll through hundreds of profiles each day searching for all manner of candidates for varying positions for our clients. One repeating theme is hiring managers focusing on an ideal candidate and overlooking candidates with transferrable skills.

For instance, when searching for a salesperson, sometimes hiring managers want candidates that have sold in a specific industry. While that sounds like a great idea, I wonder how many great candidates they pass up, simply based on that industry qualifier. If hiring managers took a chance on the best of those candidates, they could bring great sales experience AND a diverse perspective to the organization.

On a more personal note, I can attest to the life-changing impact a hiring manager can have on a candidate who they take a chance on. You see, I am a recent graduate and a non-traditional student. At 30 years old, you would see that most of my work experience had been in retail management. While I did graduate with a degree in Human Resources Management, I had very little experience in the field outside of school. Nonetheless, I applied for the Talent Sourcer position with Recruiting Experiences. I went through a few interviews before chatting with our CEO, Amy Oviedo, who spoke to me in length about the future of the company and how they might get there.

After having the offer extended, I accepted. A few weeks later, she and I had a check-in, and I asked, “why did you take a chance on me?” The answer? I was a scrapper.

I sat back and thought about what that meant. I worked multiple jobs to get through college and graduated with high marks. It showed that I was adaptable, driven, and worked hard. These skills are important but not easily taught. You see, while on paper I may not have been the perfect candidate for this position, my success in other roles and during school showed that I could learn the technical skills needed for this position.

Some of the key skills I learned over the years that benefit me in my new role as a Talent Sourcer are listening, asking probing questions, and managing high workloads.

As a vet assistant, I had to quickly and accurately gather information form clients about their pets and relay that information to the doctor. In that position, I learned to listen not only to what a client said, but also to what was unspoken. It taught me the importance of asking more questions to find answers to questions. Those questions were often the difference between life and death for a beloved animal. I have used the skills I learned from working at the vet clinic in my recruiting journey to ask better questions and dig further when evaluating candidates or meeting with hiring teams.

Another example of my skill development was my experience working as a shift supervisor and barista trainer at Starbucks. In that role I had to move quickly and efficiently to keep customers happy while also taking the time to train the new baristas. Working as a shift supervisor at Starbucks taught me to juggle various responsibilities and prioritize on the fly. This has helped in my recruiting role as I must work quickly and efficiently to maintain communication and positive experiences for both the clients and the candidates.

While my resume may not have been the “perfect” resume for a Talent Sourcer, my interviewer looked beyond the surface level and saw skills I would bring to the table.

For the hiring managers out there, I have one ask. If you want innovation and drive from new team members, take a chance on the scrapper. You will be pleasantly surprised at what someone from a different background will bring to your team.

For more on this concept, watch this famous Ted Talk by Regina Hartley:

No Time Wasted: Make the Most of Every Role

Part 1 – Do The Hard Work

My professional journey has not been a straight path.
Whether I loved a job or not, each role helped mold me into who I am today.
One of those jobs was really valuable to me: the old jar factory.

As a junior in high school, I was looking for a job that would allow me to grow more independent from my parents and provide for myself. I was introduced to a position at an old jar factory where we packaged and shipped glass jars. It seemed like a good opportunity for me.

My full-day consisted of packing the jar in a box and setting it on a pallet. We would then wrap those pallets with plastic wrap and load it onto a truck.

That was my entire job.
In a large building with no A/C.
For 8-hours a day.
For 7 years.

I worked at the old jar factory for 7 years while completing high school and my Associate degree.

While this role may not sound like it would shape the professional I am today, it taught me three very important lessons:

  • Resiliency
  • Strengthened Focus
  • Commitment


Working in a jar factory (or any factory for that matter) is not easy. Sure, it is work that is general labor. If you had the ability to lift jars into boxes and package them, you could do well in the role.  However, factory work can definitely wear on you after some time. Putting yourself in a tough situation allows you to humble yourself and gives you the opportunity to grow and become more resilient.

I knew that my time at the jar factory was only temporary which allowed me to focus on the future. My work there gave me the confidence I needed to work toward my future goals.

Strengthened Focus

Even though this position could be considered monotonous work, you do need to have the ability to not let the repetitiveness or tedious process get in the way of doing a good job. If you can get past the same work every hour of every day, you could perform well in a role like this. That ability to strengthen my focus on the job at hand helped me in the future when I joined the military.
I knew I could do the work and do it well. It was the mental toughness that started in the jar factory which carried me through the hardship. Whether it was a physical task or needing to communicate with difficult people, the strength of my mental focus is what led me through those tough times.


During my time at the old jar factory, I was able to show my commitment to an organization. Commitment, in my opinion, allows you to build trust with your team and shows that you are
reliable. Even though commitment at work may be slightly different from any other commitment in your life such as commitment to your significant other or commitment to loved ones, there are many similarities. Similarities may include showing your trust in one another or demonstrating that you are there for them all the time. I could have easily given up and walked away from working in the factory, but I knew that I needed the money and I was there for a reason. Although my time at the old jar factory was not the most exciting work I’ve ever done, it helped build me into the worker I am today.


The lessons we learn in each role will vary and are difficult to call out in a resume beyond the hard skills like being thorough or paying attention to detail, the ability to work well with others, or patience and the ability to remain calm in stressful situations. These are all  skills I learned at the jar factory. The ability to take the time spent in each role and learn something useful and beneficial for the next step in your career makes the time spent more meaningful. I never plan on going back to working in a factory, but I am thankful for my time spent there. I am grateful for each lesson I learned during that time. In my current role, I rely on and continue to build upon these skills every day: Resiliency, Strengthened Focus, and Commitment.

Diversity, Equity, and Inclusion in Recruiting; An Introduction 

You see it everywhere these days: DEI (or one of its numerous cousin acronyms): Diversity, Equity, and Inclusion.  

What even is that? And what does it have to do with recruiting? 

 If you have found yourselves asking those questions, I am hoping I can help.  

While I am not an expert, I am trying to learn about and understand DEI because, as I explore my own identity as a Korean American adoptee, I have realized just how important it is both professionally and personally.   

Here are some definitions and how they affect recruiting:  


Diversity can have many definitions. I like this one from the Greater Good Science Center: “diversity” refers to both an obvious fact of human life—namely, that there are many kinds of people—and the idea that this diversity drives cultural, economic, and social vitality and innovation. 

We, as people, are diverse in so many ways: ethnicity, gender, education, wealth, body type, language, sexual orientation, and more. Much more. Our differences make us who we are as humans. Instead of embracing those differences, we often push back against them. This leads to the spaces we occupy looking terribly similar to ourselves. 

This mindset, our bias, influences everything we do. 

In recruiting, we are told to check our bias at the door when reviewing resumes and interviewing candidates, with good reason. By allowing our bias to influence our work, we can overlook candidates who might be the best fit for the job, all because they are too “different.” 

By confronting our biases and checking them as we work, we can start to build pipelines (a pool of candidates recruiters seek out and connect with regarding jobs) with that reflect the world we live in, not our limited perspectives.  


Equity can be difficult to define, and just like diversity (as well as inclusion), has been defined in many ways. Per the Urban Strategies Council: Equity is fairness and justice achieved through systematically assessing disparities in opportunities, outcomes, and representation and redressing [those] disparities through targeted actions. 

I originally came across this definition in an article in the Stanford Social Innovation Review on centering equity when it comes to social justice work, something I have become intensely passionate about over the past three years as I have worked to reclaim my identity as an Asian American during a period of violence against that very community. 

It means understanding why certain people do not have equal and equitable opportunities, representation, and outcomes and using your privilege and position to change that. 

In recruiting, it can be easy to make assumptions about a candidate, influenced by our biases. Part of our job is trying to find the “right fit” or the “perfect candidate.” On its face, this would seem like the entire point of recruiting.  

However, this mindset can often lead to us subconsciously seeking out candidates of a specific profile, usually white and male (this profile has been established as the “perfect candidate,” due to things like the patriarchy, white domination, etc. – concepts that are important to name here). 

By stopping the hunt for perfection, and by asking ourselves questions via prompts throughout our sourcing and screening process, we can start to build equity into our recruiting systems, by helping to shape and change our culture towards a more equitable and equal one. 


If you were wondering, “Does inclusion have multiple definitions, too?” Congrats! I appreciate you for reading. 

I really resonated with this definition from Paolo Gaudiano in a May 2021 article for Forbes: “inclusion is the act of ensuring that people’s experiences within an organization are not impacted negatively as a result of their personal characteristics.” 

At its core, inclusion is the act of implementing diversity and equity into our practices. It means when we bring people of various identities in and provide them equitable opportunities, representation, and outcomes, we are actively creating and upholding a culture of belonging. 

In recruiting, if we are practicing diversity and equity in our hiring processes then we can feel confident that our process is an inclusive one. It means we are actively evaluating our systems, providing a safe workplace and culture, and hiring talent from all identities and experiences at all levels of the workplace. 

By creating an inclusive recruiting process, we create inclusive workplaces and cultures. 


Practicing diversity, equity, and inclusion in recruiting is not just important, it’s necessary. That is why everyone is talking about it. That is why you’re reading this now. 

It is not enough to just build diverse pipelines, we must hire diverse candidates across all levels of our companies. We must create a safe and equitable hiring process. We must always evaluate and re-evaluate the “how” of our recruiting and hiring processes. 

We must also evaluate and re-evaluate our “why.”  

Diversity, equity, and inclusion are not just buzzwords; they are necessary, foundational elements that we must practice to create diverse, equitable, and inclusive workplaces. 

I talk about these things and more on LinkedIn – connect with me there! 

Building A Kinder Future; A Day In The Life of An Intern at Recruiting Experiences

If you want to make a difference in your profession, training the next generation who will do it is paramount. We believe that kinder recruiting practices can (and should) be our legacy. So, we started a search for the right interns for the job. After all, interns are literally the future of talent acquisition and should be treated with the respect that this role commands.  

Here is our approach:


We Choose the Future with Care  

We select our interns very carefully based, not on grades and majors, but on grit, transferrable skills, empathy, and eagerness to learn. Good people are good in any arena, and good people build good businesses. It’s that simple. 


Our interns don’t get coffee; They are immediate, contributing members of our team.  

Our goal is to follow-up each classroom lesson with real-world application and ramp quickly to where interns are indistinguishable from newer members of our team.  

Interns complete our full Talent Acquisition Professionals Certification Program– designed to prepare new recruiters and job changers for the full life cycle of recruiting. Then they function as cohesive recruiting team members—with dedicated mentors– for the entirety of their program. 


A Day In the Life of A Recruiting Experiences Intern: 

Wondering what a day in the life of a Recruiting Experiences intern looks like? Nobody can explain it better than those who have been through the program themselves: 

I went from not knowing anything, to sourcing for projects and scheduling screens for one of RecEx’s technical recruiters, to scheduling prescreens for MYSELF– all in such a quick time…  

CEO, Amy Oviedo, is an amazing teacher and trainer and I also had a dedicated mentor, who was always willing to help and never seemed tired of my questions. Every day everyone comes to work happy to be there, and it is such a great thing to be a part of!  

-Jack Baradziej, College Senior 


My (time) at Recruiting Experiences has been nothing short of enlightening, motivating, and inspiring.  

One of the many things I love is that they allow their interns to be right in the action. For every hour that we spent (in a classroom) another hour was dedicated to hands-on recruiting, including making mistakes; troubleshooting; and having some awkward conversations. This type of learning is what I looked hard for throughout my internship search.  

The RecEx team continuously motivated me to fail fast, get up, and try again. I am beyond lucky to have been a part of such an amazing team. 

-MacKenzie MacAtee, College Senior 


I wrapped up a 23 year career as an elementary teacher and started an internship at Recruiting Experiences.   

Have you ever been terrified and excited to start something new? I was the oldest intern but was welcomed into the group wholeheartedly.   

The permanent employees of RecEX are an energetic, friendly, driven group of recruiting professionals. They lead with kindness to clients and candidates, always doing right by everyone. The tone here is one of hard work, results and fun. What I have learned about the job of recruiting and about myself in the last few weeks has been astounding.   

– Anne Hockersmith, Transitioning Teacher 


The pull (of the recruiting bug) is real, and I have felt it in full force: 

You send out the first mass message to potential candidates and you get a few nos, maybes, and then there is “Hi John, I would like to learn more about this opportunity.”   

-Dopamine begins to release! - 

You continue to chat with the candidate; You get their phone number and email; You get them on your calendar; You do the pre-screen…   

But maybe they turn out not to be a good fit… everything comes to a stop.   

It’s a rollercoaster that you continue to repeat until eventually you find the perfect fit… and celebrate and start all over again. 


The knowledge that I have gained cannot be replicated in a classroom…the hands-on experience with sourcing, screening, and follow-ups takes it to the next level.   

-John Lam, College Senior


When hunting for an internship for the summer, my goal was to find something that would provide me with skills that are important for both work and life. This internship has exceeded those goals for me.  

 I have met an incredible group of people and I have stepped completely out of my comfort zone, while receiving nothing but support. The first day of my internship, everyone made me feel like I was already a part of the team. I had never walked into a room and already felt comfortable with so many strangers. And that’s sort of how my entire experience at RecEx has been. Everyone helps make the uncomfortable moments much more comfortable, which I think is essential for growth and rare in a workplace.  

-Annelise Leffler, College Senior 


We are beyond proud of our interns and are looking for more all the time. If you have transferrable skills, grit, and empathy and are interested in our program, reach out to If you know someone who may be interested, please spread the word.  

Together we can pave the way for a kinder future for recruiting.