Fetcher's Recruiter Spotlight Series – April 2020

April Recruiter Spotlight: Gita Selli, Loadsmart

April 15, 2020

Gita Selli
Gita Selli, Talent Acquisition Specialist, Loadsmart

Welcome back to our Recruiter Spotlight series! Each month, we’re proud to showcase a recruiter’s professional journey along with their industry tips & tricks, and this month we’ve got a rockstar that will motivate and inspire you.

We’re thrilled to introduce you to Gita Selli, a Talent Acquisition Specialist at Loadsmart, whose candidate engagement & nurturing process is world class.

Gita, what led you to select recruiting as your career?

Honestly, I fell into recruitment! My background is sales, and I have always worked with brands and people I loved. A friend kept trying to convince me I was in the wrong industry and should consider recruiting. It sounded like a great idea, so I gave it a go, and here we are!

I started at a large agency, which gave me the foundation and experience I needed. Then, I joined a boutique start-up firm in cybersecurity, where I was able to focus on my skills and become a better recruiter.

Transitioning from an agency role to an internal recruiter at Loadsmart was a bit of a change. While the process is different as I am no longer engaged in the full recruitment cycle (business development, etc.), I am still working with the same “agency urgency” as I was before becoming a Loadsmart recruiter.

You’ve had a diverse background with roles in sales, events, TV/Radio, and more - how have these roles impacted how you take on recruiting?

My past roles have involved relationship building, networking, and communicating with a wide range of audiences. These skills are easily transferable into recruitment.

Sales roles require you to understand clients’ business needs, which involves listening and being able to consult on critical areas where your product can help them. Whether a candidate is passive or active, being a recruiter requires me to understand what they are looking for and assess if it’s a good match for both parties.

As a host, I have to be engaged when asking questions and build a connection by listening and reacting, not just going through the motions. I apply that same approach to interviews with candidates.

What is your biggest piece of advice in finding, engaging & hiring top candidates?

I’ve found what works best for me is to treat candidates like clients. Meaning, when searching for candidates, I take a business development approach. I list the essential experience needed and then map out the market with an idea of the type of companies that may have similarities to ours, but who are not our direct competitors.

For example, when I am looking for a finance hire, I look for companies that have a logistics component to them or ones that manage high transaction volumes.

To engage talent, you have to personalize your outreach. Having more than one touchpoint makes a huge difference. My approach uses a combination of LinkedIn InMails, traditional email, calls, and texts. Ideally, I like to use three different touchpoints and connect through them three times each.

Hiring great candidates requires consistent communication throughout the recruitment process. It’s better to address any questions throughout the process rather than have surprise questions pop up at the end.

You’ve stated that building and nurturing long lasting relationships has been essential to your career success. For those where this does not come naturally, what are some simple steps they can take to start forming these connections?

Tough question! I believe the foundation of any good relationship is trust and communication. People can read when you are disingenuous, so being as honest as you can helps.

I’d suggest giving your candidates as much transparency and feedback as you are allowed, as it will help earn their trust.

For those candidates you build a great relationship with, take the time to go for a coffee or even reach out when you can to say hi. If you are an avid attendee of networking events, invite those candidates with whom you wish to build your relationships further.

How has software / technology helped you in your recruiting initiatives?

In so many ways! Technology has revolutionized how we recruit, profoundly changing how employers and recruiters find potential candidates, from online applicant systems to interactive job boards and professional networking sites.

If we dig deeper, there is software that is saving us time through automation, giving us great exposure to the ‘ideal’ candidates, the ability to have a wider audience reach… I could go on and on. We live in a time where technology allows for efficiency.

How did you learn about Fetcher? What’s your favorite feature in Fetcher?

Fetcher was brought to my attention by my management team. Fetcher thus far has been able to bring forth great candidates and has allowed me to automate parts of my touchpoint process. When you are working across multiple roles, your time management is crucial, and Fetcher has allowed me the extra time I have needed.

What do you do to relieve stress and unwind outside of the workplace?

I have a one-year-old who takes up most of my time, which can be both stressful and also a stress reliever!

Beyond that, I’m also one of the co-founders of Distracttv.com, which allows me to host and produce content around fashion in my spare time, which is a big passion of mine.

Gita, our team is so happy to work with you. We appreciate the relationships you have built and support you have provided. Thanks for sharing your journey and advice with our community!

Know a recruiter who we should spotlight? Tell us about them via email at support@fetcher.ai.


Learn More About Fetcher

At Fetcher, our mission is to introduce companies to the people who will help them change the world. Our full-service, recruting automation platform automates those repetitive, top-of-funnel tasks, so you can focus more on candidate engagement & team collaboration. Simplify Sourcing. Optimize Outreach. Hire Top Talent. Learn more at fetcher.ai.

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