March 26, 2025 • 56 mins
Dive into the incredible journey of Dimpy, an inspiring immigrant who transitioned from placement coordinator to the founder of Exclusive Talent, a thriving recruitment agency. In this episode, we explore her early life in India, the challenges she faced when moving to Australia, and the ways she navigated the complex recruitment landscape as a newcomer. Her story is not just about finding professional success; it’s a testament to the power of belief, resilience, and self-discovery in the face of adversity.
Dimpy candidly recounts her experiences, from the struggles of adapting to a new culture and language to overcoming feelings of inadequacy. She shares valuable insights into how she built her confidence, transformed her perspective on recruitment, and developed meaningful relationships with clients and candidates alike. Her approach to recruitment is rooted in empathy and understanding, fostering a culture of transparency within her agency.
Looking to the future, Dimpy discusses her aspirations for Exclusive Talent and her mission to create an inclusive environment for all recruiters. Whether you're a seasoned professional or just starting in the industry, Dimpy’s story serves as a powerful reminder of the potential we all have to succeed, regardless of our backgrounds. Listen in to gain insights, inspiration, and practical advice that can guide you as you navigate your career journey. Don’t forget to reach out to Dimpy or share your own experiences, as we continue to learn from one another in this dynamic field!
· Our Website is: xrecruiter.io
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Episode Transcript
Available transcripts are automatically generated. Complete accuracy is not guaranteed.
Speaker 1 (00:00):
Went to Randstad for about five years, cried almost
every day for the first sixmonths, but you persevered.
Fast forward to today.
You're running your ownrecruitment agency.
Speaker 2 (00:08):
Finding myself a job here in Australia.
It was a massive achievementand since then, I've never
looked back.
Hey everyone, this is Dimpy,director of Exclusive Talent.
I'm with Declan and Blake today.
We talked about my journey.
We talked about my role withagency and talent acquisition.
I filled 99% of my roles.
I was managing a portfolio of10,000.
And I would fill about ninejobs a week.
Speaker 1 (00:29):
A week Wow.
Speaker 2 (00:30):
Don't miss this episode.
Speaker 1 (00:39):
All right, welcome back to another episode of
Confessions of a Recruiter.
We're joined by none other thanDimpy from Exclusive Talent.
Thanks for joining us today,Dimpy.
Speaker 2 (00:48):
Thank you guys for having me here.
Speaker 1 (00:50):
Now, dimpy, I want to give everyone some context on
who you are and what you've beenup to.
Now we're going to fill in theblanks a little bit throughout
this discussion, but just soeveryone knows who you are, I'm
going to summarize what Ibelieve to be accurate and then,
if I'm wrong here, just let meknow.
Sure, I think your backgroundis really fascinating.
(01:11):
I think you've got an amazingstory.
So you grew up, born and bredin India.
Speaker 2 (01:16):
Yeah.
Speaker 1 (01:17):
Grew up in India, hadn't studied up until 23.
Did you speak English?
Speaker 2 (01:23):
Yeah.
Yeah, okay, but it's slightlydifferent to what we speak here.
The slang is different.
Speaker 1 (01:28):
Okay, Studied up until 23.
Got into an arranged marriagefrom your parents.
Relocated to Australia with oh,was he already here.
Speaker 2 (01:39):
He was already here.
Speaker 1 (01:40):
He was already here and then relocated to Australia.
Got your first job inemployment services not quite
recruitment, but likecoordination it was a placement
coordinator role for an agedcare nursing company.
Awesome.
And then went to Randstad.
Yes, worked in Randstad.
For how long.
Speaker 2 (01:59):
For about five years.
Speaker 1 (02:01):
Five years, cried almost every day for the first
six months because you werestruggling, overcoming the
adversity of one, I think youtold me you felt like people
treated you as a telemarketer.
You sounded like a telemarketerbecause you had a thick Indian
accent and you were stilllearning English.
Yes, but you persevered, yougot through it and now fast
(02:25):
forward to today, and there'sobviously a lot that happened in
between.
You're running your ownrecruitment agency.
Yes, how exciting is that.
Speaker 2 (02:32):
Super exciting and I'm really proud of the journey
that I had since my time.
I moved to Australia with noexperience Back in India, where
I didn't even know what the jobfeels like right and what nine
to five looks like Findingmyself a job here in Australia.
It was a massive achievementand since then I've never looked
(02:55):
back.
Speaker 1 (02:55):
That's so good.
So what is exclusive talent?
What do you recruit?
What industries?
Speaker 2 (03:00):
So I recruit sales and marketing roles mainly, and
focusing on executive to seniorto mid-senior level roles.
We work with all the industries.
We have extensively worked withhealthcare industry, fmcg,
manufacturing, construction.
That's where our candidates arefrom.
Speaker 1 (03:20):
Nice yeah, Do you do PERM TEMP?
Speaker 2 (03:23):
Mainly focusing on PERM.
But we do have temp that weplace with certain roles, mainly
with sales.
It's more focused on permanentside where you work on some you
know perm roles where they seetheir journey with that company,
not so much temp.
Speaker 1 (03:41):
Yeah, okay.
What about location?
So you're in Greater WesternSydney.
Yeah, do you recruit just inGreater Western Sydney?
Speaker 2 (03:45):
Yeah.
Speaker 1 (03:46):
Do you recruit just in Greater Western Sydney?
Is it Australia?
Is it just New South Wales?
Like, what are the geographiesthat you're recruiting?
Speaker 2 (03:52):
My experience has always been recruiting
Australia-wide, even when I wasin talent acquisition to you
know when at Randstad, I'vealways recruited Australia-wide,
so my focus here in my businessis Australia-wide as well.
I've placed candidates whereyou know it's very remote
regional areas Queensland,toowoomba, perth, so everywhere
(04:17):
in Australia.
Speaker 1 (04:18):
Awesome, okay, so you're recruiting, and also New
Zealand and New Zealand.
Speaker 2 (04:22):
Yes, a recent one.
We have made some placements inNew.
Zealand.
Speaker 1 (04:25):
Really In Auckland?
Is that sales in healthcare?
Speaker 2 (04:28):
It was a sales director role.
Speaker 1 (04:29):
Nice.
So how did you land in salesand marketing, like recruiting
for that?
Is that what you're doing atRandstad?
Speaker 2 (04:35):
No.
So when I started at Randstad,it was mainly business support
roles that I recruited for fiveyears, led a team over there and
again it was same businesssupport roles that I mainly
specialized in Clients.
Pretty much.
I was working in all industries, so manufacturing to FMCG,
everything that you can think ofin that space.
(04:56):
But since I worked in talentacquisition role where I mainly
helped the sales manager and CEOto recruit for their own teams
and we created a team fromscratch during COVID times and
that was massive.
So we recruited from regionalsales manager to sales managers
(05:17):
and their team BDMs, mlis underthem, so pretty much you know
crafting the whole structurefrom scratch.
That's where my interest grewin sales and marketing and I've
been recruiting sales andmarketing for over five years
now.
Speaker 1 (05:33):
That's interesting because I have to admit there is
a stigma with talentacquisition that don't shoot the
messenger but they're failedagency recruiters.
That's like a kind of like ageneral funny throwaway line
that agency recruiters saythey're in TA because they can
hack being agency recruiter.
I'll never go back torecruitment.
Speaker 2 (05:54):
I'll never go back to agency right.
Speaker 1 (05:57):
Yeah.
So how did you make thattransition?
So you were in RANS.
So just to kind of give somemore context here, so you were
at RANS for five years.
Then you went internal TA for acouple of years and then
something inside of you said Iwant to get back to agency
recruitment.
But rather than getting back toagency recruitment for someone
else, I'm just going to start myown agency.
Is that right?
Speaker 2 (06:18):
Yeah, so I can explain what happened there.
So when I started my journeywith Randstad, it was quite
interesting.
I just fell into it.
So I was a candidate.
So when I was doing myplacement coordinator role for
this firm and that was myinitial couple of years in
Australia the company went bustafter a couple of years and I
(06:40):
had no job pretty much next dayand I was like what do I want to
do?
So I started temping for arecruitment team, talent
acquisition team, throughRandstad.
I was their candidate and I'vebeen doing that role for a few
months.
Then something hit me that I cando more and I've been asking
for more work.
But they're like oh, you'regood, you know, keep doing what
(07:02):
you're doing.
And I was like no, I need morechallenge.
So I called the agency up and Isaid I can do your candidate
sourcing.
I'm not sure about theconsultant role because I might
not be good at sales, but I cando your candidate sourcing.
Do you have vacancy?
And they're like yeah, we aredoing group interviews.
Just, you know, you can come onthis day and let's take it from
(07:23):
there.
So I'm in a room full of youknow, there are 24 people in the
room and I was like I said nochance, there are 24 people I'm
competing against and I haveonly a couple of years of
experience, which is not evenrelated to what I'm going for.
Speaker 3 (07:38):
So I was like what did they make you do in the
group interview?
Speaker 2 (07:41):
Oh everything.
So you have to debate, you haveto introduce yourself.
Then there is a topic that theywill give you where you have to
present something, then roleplays, where they act as a
client and you have to, you know, talk as a consultant.
So there were a few rounds,right.
I went through like seven toeight rounds of interview and
(08:03):
the final round was like total.
They're like are you sure youwant to do this?
I was like I've come this far.
I didn't even believe I couldmake it to the seventh round.
So yes, and they're like howwould you handle like people
might give you, you know, saysomething about you, and the
remarks and how would you takeit?
(08:25):
Because you are an immigrant,you might feel that people might
treat you differently.
And I was warned from the startand I was like how are you
thinking I'm?
You know, I've survived pasttwo years, I've been doing great
and I can handle thatconversation.
So I fell into it.
I accepted the role.
So they didn't offer me thecandidate manager role.
(08:46):
They offered me two roles.
They offered me a candidatemanager as well as consultant.
They're like which one wouldyou like to go for?
And I really like the managerfor the consultant role.
So I chose my manager.
I was like you know what, I'llgo for the consultant role.
And she's like I'll teach youeverything.
And I was like okay, got it,and I accepted the role.
(09:07):
And then in the interview Istill remember she asked me do
you have license and everythingto qualify for this role?
And I was like yeah, but atthat time I didn't even know how
to drive.
I had a license.
Speaker 1 (09:21):
Oh, you had a license but you couldn't drive yeah, In
India.
Speaker 2 (09:27):
At that time not now, like I think it's very
different now, but at that timeyou can get a license but you
don't need to know how to drive.
So on my first day with her andwe were going to a visit to see
a client, she's like, okay,you're driving, and my manager
was with me.
She's like, okay, you'redriving and my manager was with
me.
She's like you don't know howto drive.
(09:48):
Literally, she found out infirst few seconds and I was like
no.
And then she's like you liedbecause you said you know how to
drive and I was like no, yousaid you have license.
I do have a license.
Speaker 1 (10:02):
And she's like, okay, that's so good.
That is a perfect example ofquality of question, quality of
answer.
Speaker 2 (10:13):
I was right, I didn't lie.
And then, but at the same timeI was practicing Since the day I
found out that you know I gotthis job, I practiced, you know,
every night I'll go for.
You know I did a crash courseand this and that everything to
help me to learn how to drive.
I was scared.
I had few near you know, deathexperiences while driving
(10:37):
because I'm straight into deepend.
But it was fun.
I figured my way.
A few months was hard atRandstad because it was hard to
be a consultant doing a salesrole where I had no confidence.
Speaker 1 (10:54):
I think that's where I struggled.
Talk to us about that trying toget into sales and trying to
work out, not only having tolearn the industry that you're
recruiting in, learn recruitment, learn English and then
overcome objections to be ableto not come across as, as you
(11:16):
put it, sounding like atelemarketer yeah, and then
people will just hang up on youand you're like walk us through
like the first couple of monthsgetting into recruitment as an
immigrant and trying to overcomethose obstacles.
Speaker 2 (11:28):
A hundred percent.
Look, it was hard, harder thanwhat I, you know, even imagined,
because when I got the job Iwas just overjoyed that I got a
full-time, permanent role as aconsultant.
I didn't think anything through.
But I knew at that point what Iwas getting into.
I need to do sales, I need tobuild relationship, but at that
(11:48):
point I didn't know how to.
That was the big part.
But the only thing I had inmind that I'll figure out how I
want to do it, how I will do itand how I will survive.
So the minute I said I candrive, I didn't know how to
drive.
I learned how to drive Right.
So same with anything any jobthat I'll go to in Australia, I
have to learn how to do itanyway, because I come with no
(12:10):
experience from India.
So I think it was just themindset.
Few months were tough.
I was getting rejection becauseI was trying to follow people
what they were doing.
I was trying to follow otherconsultants how they were doing
it.
I was reading scripts.
Sometimes I would just try tosay things the way they were
saying it.
What?
Speaker 1 (12:31):
do you mean by that?
Speaker 2 (12:32):
It's just, you know some people have different
personality and you try to copythem and then it comes across so
fake.
For me they were.
Maybe they were very authenticto what they were doing and
saying, but for me I was justputting up a face.
I was just being someone thatI'm not.
So I think that was very hardand I had my own insecurities in
(12:53):
that sense that maybe I'm notconfident, I don't have that
self-esteem.
You know that I can do it, so Ithink I was doubting myself.
Every second I'll make a phonecall.
So that's why I was gettingrejected.
It's not because of people.
Might was people were treatingme differently.
They still do.
But I know now how to handlethose conversations.
(13:15):
At that point I was not trainedenough or not experienced
enough to handle thoseconversations and a lot was
going in my mind too, so thatwas maybe the reflection.
Lot was going in my mind too,so that was maybe the reflection
.
Speaker 3 (13:27):
What was going through your mind, like what
were your thoughts.
Speaker 2 (13:30):
It was just the confidence piece.
I think that changes everythingfor you, because in your mind
you constantly think you'redifferent, you sound different,
people hate you.
Like you know when the minuteyou pick up the call, you're
like he's going to hang up on me.
Speaker 1 (13:50):
He's going to hang up on me.
Speaker 2 (13:51):
He's going to say I don't want you know, and then
you're filling out your ownfallacy, because you feel like,
yeah, yeah, it's just in yourbrain.
Speaker 1 (13:53):
Okay, so let's say, we've got a recruiter listening
right now and they are dimpy six, seven years ago yeah and
they're getting into recruitment.
They're wanting to get intorecruitment and they are
resonating with you right now.
How do you like?
What could you tell them tohelp them overcome these
challenges?
You said just before that nowyou know what to expect, you can
(14:17):
overcome it and it's far easierfor you.
So, like how did you?
What do you do?
What are you doing to overcomeit?
Is it a mindset thing?
Speaker 2 (14:24):
I did, mindset was a big part.
But recognizing that you areyour own enemy, not someone else
or not people around you, Ithink that you need to recognize
that Trying to play a victimthat oh, people treat me
differently, that's why I can'tdo this job.
I think that's not the case.
Most of the time it's youthinking you have your own
(14:44):
insecurities because it'sdifferent.
It's a different environment,different experience, different
language.
Definitely you're going to havethat.
You know self-doubt, but justhow to be focused and be aware
of what's going on in your head?
And I think secondly wasconsistency.
Every day I gave up at Ramstad,like for the first six months
(15:06):
when I passed my probation, Icouldn't even believe I passed
my probation.
Speaker 3 (15:10):
Did you make any placements in probation?
Speaker 2 (15:12):
I did I did, but very few.
But I couldn't meet my KPIs forfirst six months.
But my manager could see howhard I was trying.
I was there first one in likeI'm closing the office at night
at around nine o'clock.
So I'm there day and night tomake sure that I don't.
You know I get this right.
But it was hard because I wasstill trying to figure out how
(15:34):
to make a phone call.
I still remember I was shakingwhen I made my first phone call
because I, you know, I was likethis is not me, I don't know.
So I think it's just theconsistency.
I think that played a big role.
I did same thing every day butimproved on what I did.
(15:55):
You know, I want to dodifferently next day.
So consistency was there.
Even though I made 10 calls, Iget no meetings or nothing I
still go in next day and do 10calls regardless.
I was like reject me.
Then I was so thick skinned Iwas like reject me, that's fine,
what else could happen?
But what I think I found myselfduring that sort of process is
(16:20):
I was trying to copy people, theway they do things, but I was
not trying to figure out whatwould work for me, because I'm
different.
Speaker 1 (16:29):
When did you figure that out?
Speaker 2 (16:30):
Yeah, I think it was a journey.
I won't say one day, just, youknow, let's do this, but no, I
think it was a journey from theday one.
I was constantly looking backand seeing what I can do
differently, what I can improveon.
But meeting with new clients,and just I found out, after
(16:51):
meeting with few clients, myproduct was my candidate and
that was always the case.
So why am I so insecure aboutmyself?
Like, yes, definitely they'reworking with me, but my products
are my candidate.
So I started putting mycandidate in my you know, front
of my conversation and instantlythe trust was there from the
(17:16):
client side.
The confidence was therebecause I know my product, I
know my candidate, I could talkabout them all day and with all
the details that you need.
So that was my strength and Ididn't recognize it.
I was trying to be hey, how wasyour day, what's your son doing
, what's your daughter doing andwhat's the footy game was about
(17:37):
?
I'm not that person you know,and I struggled.
So after they responded to whatI asked, I was like what, what
next to ask?
I would get so uncomfortable,like so, what do you did on the
weekend?
And they will come back to mewith an answer, and I was like I
don't know what else to askthem anymore because I'm not
that person.
So after that I think myconversation went so smooth with
(18:01):
all my clients because my topicwas my candidate all the time
and we naturally grew thatrelationship, that trust, and
that's what I've been doingsince then.
Speaker 3 (18:12):
So reverse marketing, getting candidates in front of
clients as quick as possible.
Speaker 2 (18:17):
Exactly and knowing you're brave, not afraid to ask
questions, I act like I don'tknow if I can say this word, but
like dumb when I'm taking abrief.
Because if I'm going with anassumption that I know what
exactly you're doing, I don'tknow what you're doing because I
literally I'm going there withan assumption that this is what
(18:38):
this manager wants and I'm goingto present a candidate that
what I think is best and that'snot the right way of recruiting.
There is a reason why we arecalled recruiters.
We need to break down each andevery brief before we even
present a candidate.
So now I go on a meeting andthey're like oh, you've been
recruiting, you know, for this,for 10 years now, nine years now
(19:00):
.
And I was like that's fine.
Every company is different,every role is different.
Tell me from the scratch, whatare they doing in this role?
I can't just expect a territorymanager is doing exactly the
same role.
What I placed, you know, just10 days ago.
Speaker 3 (19:15):
No, what's your briefing process?
To walk us through, how simpleand dumb you make it for
yourself and the client.
Speaker 2 (19:23):
I think it's pretty simple Just having a
conversation.
In my early days I stillremember I used to go with a pen
and paper and some questions toask and just take all the
questions that I've asked, allthe question.
I come back and I still don'tknow whether I know the brief.
Now I was like, no, I'm notgoing with set of questions that
I want to ask, I just go thereand have a proper conversation.
(19:46):
Because sometimes what I foundout is even the clients.
They're unsure of what theywant.
They're unsure than you are.
So they are in the process tofigure out what sort of person
they need or would fit in fortheir team.
What was the other person wasdoing, how they want to
restructure this role.
Now I think they're not givingenough thought.
So my process is pretty much tobook a meeting, not get a brief
(20:10):
over the phone.
I try to avoid that.
99% of the time I get pushedback and I push back.
Speaker 3 (20:15):
Why is that what's happened for you to value that
more, as opposed to justaccepting it over the phone and
thinking you have a job?
Speaker 2 (20:22):
on.
I think it's just the timepiece at the moment that
everyone thinks it's okay.
Briefing is not that important,you know, and even clients have
started thinking you're justgoing to waste my time if I give
you my half an hour, you know,and sit down and you're going to
waste my time and I push backon that, because over the phone
(20:42):
I'm not connecting with thatperson, I'm just hearing the
words.
I on that because over thephone I'm not connecting with
that person, I'm just hearingthe words.
I'm not seeing why they aresaying it and if I'm sitting
down it would be differentconversation.
If you're doing this over thephone, the podcast that we are
doing now right, the reason whywe are here is it's different
when you're face to face.
They open about the challenges.
Over the phone they don't.
They don't talk about the realwhys, why they are recruiting
(21:06):
this role, what went wrong withthe last person or what was
really good about that person.
Speaker 3 (21:13):
They don't want to do it.
There's no vulnerability.
They've got their guard up toomuch over the phone and they're
distracted.
Speaker 2 (21:18):
They might be in front of the computer responding
to someone else while talkingto me 100%, I need their full
attention.
Speaker 1 (21:26):
That's actually a massive trap for recruiters and
is probably why so manyrecruiters get these half-cocked
job-ons recruit it for a coupleof weeks, don't place.
It is because you made a reallyvalid point.
Most of the time the hiringmanagers don't know what they're
looking for either.
So if you just call them on thephone, get a brief, take it on
face value, start recruiting,try and tick a few experience
(21:48):
boxes and send them candidatesand then wonder why you're not
filling roles as effectively asyou should be.
It's probably because theirexpectations through that
process has matured and changedaround what they're actually
looking for.
So having that meeting isactually a bit of a secret sauce
.
Speaker 2 (22:06):
And having a normal conversation.
Rather than just asking verystructured question.
I just start with why thisvacancy is open, and then things
just flows, and then ask veryopen-ended question about what
exactly they do, what are theirchallenges.
Rather than assuming what aterritory manager does or what a
regional sales manager does, Italk about each and every
(22:27):
personality that they areworking with.
So if they have a team of five,what they like, tell me a
little bit more about them.
You know what sort ofmanagement they had before.
So if I'm recruiting a marketingmanager role, I need to
understand the team they'reworking with.
So it's very important tounderstand the culture.
It's understand the manager fit.
(22:48):
What company requires whatmanager the hiring manager think
he requires or she requires.
It's very important tounderstand and break it down.
So when I go to the market andI get feedback from candidates,
I know what exactly I'm talkingabout.
Otherwise I'm someone justflicking CVs.
I don't flick CVs and all myclients that I work with they
(23:11):
know that, even their newclients.
I never flick a CV.
If I pick up a role and a coldcall and they say, yeah, send me
a resume if you have any, Inever send a resume.
Speaker 3 (23:21):
What do you say back to that?
Speaker 2 (23:23):
I say let's have a meeting.
I need to understand therequirement, what this role is
about, and then I'm more thanhappy to discuss that with my
candidate.
Come back to you because Idon't want to flick a CV to you,
not match that candidate withthe job.
I'm assuming at the moment thatthis candidate would be a good
fit, but it's an assumption.
I need to sit down with you tobe sure that I'm presenting the
(23:48):
right candidate and they're likebut I don't have a time.
I was like if you don't have atime, you will be wasting so
much time going throughunnecessary CV.
Do you want to do that?
You'd rather spend that half anhour with me, trust me with the
process and you'll get theright candidate.
And they're like can't we dothis on the phone Now?
Sometimes you can't.
You know there are certainlines where they don't trust you
(24:08):
as much because they haven'tworked with you and I understand
that At that point I can beflexible.
But I get a full brief over thephone and next minute I send
the first candidate.
I was like let's have a meetingBecause now they trust me.
Now I'll ask more, deeperquestion about the culture,
about this and that, and getbetter understanding before I
present my second CV.
Speaker 1 (24:30):
That's really interesting and it's refreshing
to hear that you're constantlytrying to focus on the client
meeting.
Even after you've taken a fullphone brief you've sent them a
candidate it's probably prettyeasy just to start booking in
interviews.
However, if you're trying to goback to the start of the
process and go, okay, let's meetnow, it makes it so much more
powerful.
(24:50):
It sounds like you're working alot with people that don't know
who you are.
Is that right?
Are you doing a lot of newbusiness?
Speaker 2 (24:56):
Yeah, the reason why?
Because when I was at RandstadI mainly recruited business
support roles.
That's completely different towhat I do now.
When I was in talentacquisition I never had to do
client side right.
I never had to do sales or therejection.
It's hard.
When I started my own business,hearing noise again it reminded
(25:18):
me of my days where people werejust hanging up on me.
But it's hard.
But I think the client thatI've built last year it's pretty
much from scratch.
The desk I built was fromscratch.
Speaker 3 (25:28):
It's incredible, yeah , what did you build in your
first month of business?
Speaker 2 (25:33):
I built over 450K.
Speaker 3 (25:35):
In your first month.
Speaker 2 (25:37):
No, not the first month, sorry, first year.
Yeah, yeah, first month.
Speaker 3 (25:39):
First month, because it was January.
Like you, just hit 12 monthsrecently.
Speaker 2 (25:43):
I think I built around 45k.
In January on a cold desk InJanuary?
Speaker 3 (25:48):
yeah, your website wasn't even live.
You made your own LinkedInbanner and you're like I just
need to get recruiting.
Speaker 2 (25:54):
I called Declan.
I was like, hey, I just got afew jobs on, can we speed the
process up?
He's like, yeah, but when doyou need to?
What do you need from me?
I was like give me some accessthat I can post an ad first and
then I need to start headhunting.
He's like, okay, and that wasmy literally my first day of
starting my business.
Speaker 1 (26:15):
I think I also remember you calling.
I think I remember you callingsaying hey, um, do I have terms
like oh, yeah, yeah, let's getyou some terms like great, I
want to send a candidate, I justneed some terms.
I was like yeah, all right,let's go.
Speaker 2 (26:30):
I had a meeting right the minute I started my
business, I think one of my oldclient.
She reached out to I have arelationship with my clients
Like some clients seven yearsold.
Yes, I pretty much started mybusiness from scratch, but it's
just one or two clients whereyou know they are with me since
my day one.
So she reached out to me.
(26:51):
She's like I'm glad you areback and I was like okay, and I
got briefed on three months.
Speaker 3 (26:57):
That's awesome and, like I think, like this hustle
mentality, like traditionallyAussies can be a little bit lazy
and don't ever like I don'tknow how many Australians go to
a different country, learn a newlanguage and then try and embed
themselves in the culture theway a lot of people come here.
Yeah, so like you came fromHedribath, can you give some?
(27:18):
No, from Goodrath Goodrath?
I get them always mixed up.
Goodrath Manisha is fromHedribath, yeah.
Speaker 2 (27:24):
It's mixed up, good job.
Speaker 3 (27:25):
Manisha's from Hedrabath.
Yeah, so can you explain that?
Is it a state or a province?
Speaker 2 (27:28):
It's a state.
Speaker 3 (27:29):
It's a state and it's a dry state.
Speaker 2 (27:31):
It's a dry state.
Speaker 1 (27:32):
What does that mean?
So no alcohol is allowed in thestate, really?
Speaker 3 (27:35):
How did you survive?
Speaker 1 (27:36):
there.
Speaker 3 (27:37):
She only found alcohol when she came here, geez
, that was, she wasn't evenallowed.
Speaker 2 (27:44):
I was drunk without alcohol.
I didn't need any alcohol then.
Speaker 1 (27:54):
But I think, yeah, I've come from a dry state.
You can't imagine, right?
Yeah, I'm thinking dippy, whoa,all the sparkling waters down
the mojitos.
Speaker 2 (27:59):
My time at Randstad I think my first job where our
CEO was very big on parties, andevery Friday we'll go down to
the nearest pub and we'll justparty and after that that's it.
Speaker 3 (28:13):
That's really interesting.
So how many people live in thatstate?
Speaker 2 (28:17):
Oh, I won't be sure about that, but it's a small
state when I come from.
It's a small town, so I'm notexposed to a really, or I didn't
go to a really big school or aprivate school or something like
that.
I come from a very moderate,middle class family.
So my schooling and everythingwas, you know, with that, I
(28:40):
think it's different.
With that, I think it'sdifferent.
It's just the way I have grownup and I don't think so.
Aussies, they don't take chances.
I think they do.
There's so many people they do.
They go to Europe and dodifferent things and I wish I
would have done that more when Iwas in my, you know, my early
(29:02):
days in my college, but we werenot allowed to.
So where I come from, it's veryconservative background where
girls are not allowed to do thisor work after they get married
At that time.
Things have changed recently,but at that time it was like,
okay, if you're, if you getmarried, you're a housewife.
And that was, you know, veryclear for me.
(29:24):
If I'm going out of the countryand that was never a plan that
I'll go out of the country, itjust happened.
Yeah, because, as my parentswere, you know, were setting me
up to see different guys, youknow like dates and all that for
arranged marriage, right, we dointerviews, a lot of interviews
(29:45):
, quick interviews, and I met myhusband and we literally had
the really good connection.
It was just a like, just afriendship like, and I told him
honestly I was like Look, Idon't know how to cook.
I'm not your normal, you know,housewife sort of girl.
This is not what I want.
I've always been so independent.
Yes, I come from a veryconservative background, but my
(30:07):
dad has always put me first andI've made my own decision.
So I'm very much, I'm veryprogressive, like that.
So if you can, if your ego canhandle that, you know we can
talk further.
I think I scared a few peopleoff by saying that and my
husband goes like oh yeah,that's perfect, because
(30:30):
definitely if you move toAustralia, you need to work,
because I can't feed you and Ican't only work and feed you and
our family.
So definitely you have to work.
And I was like okay, and I waslike I don't know how to cook.
He's like that's fine.
I was like all right, andthat's how that's fine.
I was like all right and that'show it started.
Speaker 1 (30:47):
I find it so fascinating the arranged
marriage thing like it has to.
You really have to be soopen-minded and willing to just
go with the flow to an extent,obviously.
But when you were describinghow it worked and you're
essentially if I'm wrong here,just let me know you essentially
(31:12):
basically had this folder, thislookbook of all these guys'
profiles, and you sat down withyour dad and you said, oh, he
looks cute.
Oh, he looks cute, oh, whatabout this guy?
And then it was like, all right, I'll contact their parents and
I'll arrange a meeting.
Speaker 3 (31:21):
Who publishes the book, like who creates that and
then sends it out.
Speaker 2 (31:24):
It's a full on business there.
It's a full on business and Ithink it is scary when you know
it is it is.
It was a taboo in India at thattime where you'll say I love
this person, I want to getmarried.
So I never had that thoughtthat I'll do that.
(31:45):
I was always focused on studies, I was a good student and all
that, so I never paid attentionto like you know, let's date
someone and do this and do that.
I was always focused.
And then when the time came, Iwas like my dad is like you're
23.
You need to get married.
And they started showing me allthe profiles.
It's just hard.
When I moved here, I tried toexplain to people that it was
arranged marriage.
Speaker 1 (32:15):
They're hard.
When I moved here I tried toexplain people that my marriage,
like it, was arranged marriage.
They're like honey are you okay?
Speaker 2 (32:18):
yes, and, and you know what?
You are a great couple.
You've got a beautiful family.
Yeah, it was hard, sure, sure,I think first year was hard
because you know it was hard tolook at some profiles and say he
might be okay, but with himit's a funny story.
I never said let's go and talkto him.
I was talking about another guyon that page and I told my dad
I was like no, my dad wasshowing me actually the other
(32:39):
guy and I said look, the otherguy looks better than him.
And I closed the book and Iwent away.
And then my next minute minutemy dad contacted my, my husband,
and he's like okay, because Imade a real dad, though his dad
yeahhis dad and they started the
conversation and that's happenedand we had our first meeting.
(32:59):
We spoke for, I think, few daysand I was the first one.
I was like, look, you handledpretty much what I said and you,
you know you, uh, it was notshocking to you.
Whatever I said, I was veryopen, honest, upfront.
This is who I am, this is whatI want for my life.
It was very clear, verygoal-oriented.
So I knew what I wanted to do,but I didn't know how to.
(33:20):
So I told him clearly and hesaid, yeah, you, you, you can do
whatever you want.
And that was enough for me tosay yes to him.
Speaker 3 (33:28):
Yeah.
Speaker 1 (33:28):
That freedom.
Speaker 3 (33:29):
Both of you together have done a lot since you've
been here.
Speaker 2 (33:32):
I think it's so important, like as a couple, you
need to have that freedom, likethat support.
So if I have to go down, if Ihave to come to Brisbane
tomorrow, my son is taken careof.
Like I don't have to worryabout my son because he will be
with my husband and he don'tknow how to do it.
We both have equal part in ourlives.
Speaker 1 (33:54):
When you got into recruitment and you were going
through the challenges ofovercoming adversity, objection,
learning, recruitment, all thiskind of thing how did that
affect your relationship?
Did it affect your relationship?
Speaker 2 (34:05):
Yeah, Uh, yes and no, so I think at the start.
But he, he backed me every time.
So I was working 24 seven.
In that sense I was the firstone to go to the office, close
the office at nine o'clock.
Even when I felt pregnant afterfive years at Randstad, I was
the last one to close the officebecause my work ethic never
(34:27):
changed.
It was the ringmaster in myhead.
It was like do more, you can domore, you can do this.
So I was always working andthat was never, in, you know, an
objection from his end.
But every time we have our timewhere we are going out for
dinners and we are doing thingsfor ourself, I switch myself off
.
But still, on holidays I'mgetting calls, I'm working and
(34:50):
he's someone he's like, okay,I'll take, he will take a little
one to the pool and he will dothings.
And then it just makes it easy.
He still comes home and I haveno dinner.
I'm sad, I'm stressing aboutthe placement that I've made or
I'm going to make and I have noenergy and he still doesn't ask
me what's for dinner, because hecomes home 10 o'clock at night
(35:12):
and then I still have.
I don't know what we're doingfor dinner.
Speaker 1 (35:17):
Yeah.
Speaker 2 (35:17):
And I never get questioned like why didn't you
do it?
Because you were home.
Speaker 1 (35:23):
So he backs you, no matter what you're doing.
Speaker 2 (35:25):
That's amazing, I think that's the big part that I
get to do.
What I do is I don't have toworry about anything else.
Speaker 1 (35:31):
Yeah.
And so what about thatmentality starting a business?
Because it's one thing having asalaried role, you're
overcoming adversity.
It sounds like it didn't putany strain on your relationship,
and it does for many people.
If they're not their best selfat work and they're stressed out
at work, generally they bringit home and it's, you know, a
little bit of a chaotic time athome.
(35:53):
But then if you amplify thatagain and go all right, now I'm
going to start my own business.
I don't have a salary anymore.
I haven't been in agencyrecruitment for a few years.
How was that transition fromgoing from a salary, being
comfortable earning good money,to then having no salary?
Speaker 2 (36:12):
Yeah, I feel like I've come from a background
where I had nothing to lose,right, like when I moved here.
I had nothing to lose, I wasvery free and I did what I
wanted to do and I made surethat I do it right.
So when I took this chance, Iwas in a very secured role in a
talent acquisition was paid sowell that I was so scared to
(36:36):
even change my job because theyknew my worth, what I was
bringing on the table for themin terms of the roles that I was
recruiting, the teams that Iwas building sufficiently, and I
did that for three years forthem right, and it was a really
good role.
I was thriving.
But at some point 2023, Ibelieve December it felt
(36:57):
different and I'm always true tomyself.
So if I stop enjoying something, if I feel something that's not
right, I flag it and I'm not ina rude way or to sabotage
something, it's just I bring itup and that's in December.
I felt, and I was true tomyself, that I need to see
(37:19):
something different for me nowbecause I have done whatever I
could done here.
If I stay longer, I'll be justcomfortable, nothing else, and
I'll still do what I'm doing.
I'll be smashing goals, I'll bebenefiting the.
You know the business I'mworking with.
But what's in for me?
Because the skills that I'veacquired?
If I look back my last sixmonths, I didn't change what I
(37:39):
was doing six months before.
So I need to, I need anotherchallenge.
So that feeling and I left thejob without having a job to go
to, which I always say to mycandidate don't do that.
That's not the wise way ofleaving a job.
Speaker 1 (37:54):
And.
Speaker 2 (37:54):
I was the one doing it.
The reason why I did it?
Because then I know that I'mserious about looking for a next
chapter.
Otherwise I know that I won'tbe too serious and I was still
going with what I was going for.
Then December was the time wherethere were not many jobs in the
market.
Again, what an ideal time toleave a job during Christmas and
(38:17):
there were not many jobs outthere.
So it gave me enough time tothink whether I want to go for
next talent acquisition role orwhether I want to go for an
agency.
Because I didn't go to a talentacquisition role thinking that
I won't go back to an agencyever, because that was not my
thought.
I loved my agency role.
I loved my talent acquisitionrole.
(38:38):
It's just that I wanted thevariety in the roles that I was
recruiting for and I wanted thestructure to work with and
everything else.
So that's the reason I went fora talent acquisition role to
work with more the stakeholdersthat's based in that company, to
work with head of HR, to workwith you know CEO and to work
with other heads that were headof commercial that I was working
(38:59):
with.
Speaker 3 (39:00):
What did you learn so much from that internal role
that many agency recruiters,naturally, would never get to
learn or understand about theirclients that only because you
did that internal talentacquisition role, you gained X
knowledge.
Speaker 2 (39:13):
I always treat them as what I would do at an agency.
I never thought, oh, I'm justin to fill jobs.
You know, again, the briefingwas the big part.
So in the talent acquisitionrole I made a structure.
It was very they were justusing agency before my time.
So I went in, I laid the clearyou know structure that this was
(39:37):
happening.
If there is a role hiringmanager would go through me.
I did get pushback from themthat they are comfortable with
the agency they are working with.
So again, the trust part.
So what I learned from them wasmainly the briefing and
understanding your whys.
Because I would sit down withthe hiring manager and sit down
(39:57):
with their team to get the briefand get their whys.
And when you hear differentthings, the way the hiring
manager thinks, the way the teamthinks, it's completely
different and just to understandthat and why the other person
didn't work out.
It could be that reason,identifying why the position was
not successful the last time orwhat happened there, why the
(40:19):
person was there for three years.
And they have achieved thismuch outcome where we were
expecting, you know, certainoutcomes from them All the
questions that a hiring managerwould never ask themselves.
Speaker 3 (40:28):
Never ask themselves and I still do that as an agency
because recruitment isrecruitment.
Speaker 2 (40:34):
You know, if you're a recruiter, you always be a
recruiter.
It doesn't matter where you goif you do an agency or talent
acquisition.
So that's what I do with mycurrent clients.
I don't say, oh, I'm an agency,yes, I am an agency, I'm very
proud of that, but I'm yourpartner.
You need to partner with me.
You need to tell me exactlywhat has gone wrong, what we can
(40:55):
do better, and I ask forfeedback.
I'm not afraid if my client says, look, you would have called me
less.
You know you called me everyday, or you called me you know
this many times.
Then I know to set theexpectation for the next time,
getting that feedback, havingthat conversation and telling
them that you are the partner,not an agency.
(41:16):
So I'm not going to send you aCV.
You need to sit with them andI'm giving my time, you're
giving me your time and we arepartnering with this and we're
going to find the rightcandidate for you.
I think it's the process,because they are going through a
hell of a lot, you know, withtheir team, with whatever their
delivery, they need to do withtheir certain roles.
It's tough and recruitmentcould fall into their backseat
(41:39):
and say I can do that tomorrow.
Speaker 3 (41:41):
And what's your vision for your agency now?
Because you've built up adecent property portfolio along
your way.
Like you came here withliterally nothing, didn't have a
job, didn't have the firstEnglish speaking language, and
you've built that up.
And then you've also boughtmultiple properties along the
way.
Your husband also has his ownbusiness as well, like there's a
lot going on.
Speaker 2 (42:00):
Yes, a lot going on.
We have busy lives, but we lovethat.
I think that's what we createdfor ourselves and for my
business.
I didn't know when I wasstarting this business.
I just started with a leap offaith that I'll do it.
You know, once a recruiter,always a recruiter.
That's what I thought.
If I can do it for someone else, I can do it for myself.
This year, plans are to grow ateam and work within different
(42:26):
sector.
So that's the plan and I'mclosely working on that at the
moment.
Speaker 3 (42:31):
It's exciting.
Speaker 2 (42:32):
It's super exciting, scary and exciting at the same
time, because when you're tryingsomething new and different, it
always scares you Because youmanage seven recruiters when
you're at Randstad.
Yeah, about, yeah, about seven.
Speaker 3 (42:44):
What was that like?
Were you having one-on-onecatch-ups?
Speaker 2 (42:48):
Yeah, it was very interesting because at that time
I was a senior consultant, gotpromoted and then my colleagues
were like they had to report tome next day.
And it was hard and they'relike dude, you moved from India
four years ago and now I have toreport to you.
You know, it was funny.
(43:09):
I did get pushbacks fromcertain consultants because they
were billing higher, slightlyhigher than what I was doing as
well.
So they're like you know, whyam I reporting to you?
So I did get pushback overthere.
It was not that easy that Imanaged a team of seven, but it
was very interesting, a reallygood learning curve.
We had regular one-on-one Again, setting expectation,
(43:33):
understanding differentpersonalities.
Not every people receive thefeedback the way other people
would receive.
Right, everyone is so different.
My team was very young so I hadto be very sensitive in terms
of and that's not my personality, to be sensitive.
So I had to train myself to bemore empathetic, sensitive to
(43:54):
what they feel and how they feelFor me.
Even something happens to me.
I was like I still show up atwork, it doesn't matter I'm sick
, I'm doing whatever.
I show up at work Like I go tohospital and I'm at work, not
with a contagious disease, butI'm at work.
That's what my work ethic.
But just understanding everyoneoperates differently and they
(44:15):
have different way why they arehere.
I was there to prove myself, tobuild relationship, and they
are there.
Some people are there to dotheir nine to five and you know,
and they want to spend timewith their family after five
o'clock.
So, understanding what they'rein for, what their long-term
plan looks like, sketching thatout for them and training them
(44:36):
from scratch with the meetingsand client visits and everything
, Because that will give yousuch good measure.
Speaker 3 (44:42):
Because, like when I got into agency ownership, I'd
never even managed anyone before, so like to be able to add and
have that experience already.
That will put you in greatstead.
Speaker 2 (44:52):
But I hated it.
Like it was a great experiencebut I loved them.
They were such a good bunch,but it's just.
It was exhausting managing yourown desk and managing a team of
seven and that's your desk too,right?
So if someone calls in sick,you're filling their jobs and
(45:13):
you're filling your jobs too.
So I was working, I was puttingextra hours because I'm not
someone who would let that jobgo, and I had to get that done
because otherwise I can't sleepat night.
So I think it was challenging,but at the same time, I learned
so much about myself.
Speaker 1 (45:32):
Do you prefer managing people or do you prefer
being a biller?
Speaker 2 (45:36):
I think I prefer being a biller, okay, so after
when I went on mat leave, Iliterally went for five months
and then I came back and I was aprincipal consultant because I
can control how much work I'mgoing to put into it and my
commitments to my client, mycommitments to my candidates.
Is there, like I am?
(45:57):
Yeah, it's clear and I canmanage it.
Speaker 1 (46:01):
So I think Billa, so what does that mean for
exclusive talent then?
So, if you could fast forward acouple of years, have you got a
vision of what the business is?
Could you describe where youare, what you're doing, how many
people are around you?
Have you got a bit of a visionof exclusive talent?
Speaker 2 (46:23):
That's a good way to manifest, right, that's what
I've been doing.
I've always manifested whatI've been doing and what I've
done.
Definitely exclusive talentwould be on the next level.
But I can't clearly picturewhich.
I have not even clearlypictured what I've done last
year, right, but I do have anunderstanding of where I want to
(46:44):
take exclusive talent.
It might not be as clear aswhat we all think, that nothing
is that clear.
If I ask you what happens afterfour years?
What Blake would be doing?
Good point, you know.
Speaker 1 (46:57):
I don't know, but yeah.
Speaker 2 (46:58):
I would be definitely doing something more and
exciting.
Maybe you might be doingpodcasts on a bigger platform,
right, like it's just, but youneed to have a clear vision that
you're going upwards from here,not backwards.
So, with exclusive talent, wehave a great portfolio of
clients that we work with.
We work with large companiesthat even big agencies are not
(47:19):
working with, and the reason whywe are working with because we
have the best candidates.
We take the time to connectwith candidates and the client
and we are very transparent,open and honest, and that's what
exclusive talent stands for.
So when even I'm growing myteam, I'm working on people that
is more like-minded, wherethey're open, transparent, not
coming in to just get job done,but whatever they're doing,
(47:42):
they're doing it with their fullattention.
Speaker 1 (47:44):
Would you have a soft spot for you know 2019 Dimpy
and hire another immigrant fromIndia who's trying to learn
English and wants to get intorecruitment for the first time?
Would you hire someone likethat?
Speaker 2 (47:58):
100%.
Why not?
I've never, because I just seewhy you're here.
Right, if they have the drive.
Yes, if it's just about thedrive, I think what my manager
saw, you know, when I went foran interview at Randstad, was
just the drive.
I had nothing else with me.
The other people looked betterthan me, the other people could
(48:21):
communicate better than I couldand I didn't even know the
slangs at that time.
I remember I was talking to aclient and she goes to me um, no
dramas.
She said no dramas on the phone.
I was devastated whole day.
I was so sad because I thoughtshe told me that I'm doing
dramas because I didn't evenpick up the slang.
(48:41):
I couldn't even understand whatshe was doing drama.
Speaker 3 (48:45):
She's like we don't want any more drama.
Speaker 2 (48:48):
Like you have no idea , like what you know as an
immigrant.
You go through and if yousurvive through that you're
great.
So if someone like that, ifthey have, you know, a couple of
years or one year under thebelt, I just want to see what
they have done for that one year.
Just sat at home and complainthat you know the world is not
(49:09):
good enough for them, then sorry.
But if they have done somethingfor them, they have pushed
through.
Yes, of course.
Speaker 1 (49:17):
Yeah, I love that.
Okay, cool.
So growing the team this yearis on the cards.
Speaker 2 (49:22):
Yes, 100%.
Speaker 1 (49:23):
Yeah, and so you're working from home at the moment.
Speaker 2 (49:26):
Yes, working from home at the moment.
Speaker 1 (49:27):
How do you go with working from home?
Speaker 2 (49:29):
Yes, working from home at the moment.
How do you go with working fromhome?
I love that, but for me,work-life flexibility was never
a part of what I wanted to do.
Right, that was not on my cards, that was never.
You know the reason that Istarted my own business because
I wanted to work from home andjust manage my day, and I work
24-7.
(49:49):
So working from home worksbetter for me because the minute
I wake up, I have a schedule.
Now I hit a gym, I do yoga, Ido a little bit of meditation
and then I'm straight to work.
I'm not spending that one hourcommute on a train where I'm
losing the time on, you know,facebook or Instagram, and not
doing that, I'm listening topodcasts when I'm at the gym.
(50:11):
I'm using my time wisely.
So even when I'm at home, I'mworking.
I have a dedicated office space, which I don't leave, you know,
until six, and I'm there.
I'm meeting my clients, I'malways on the go, I'm always at
my client's office catching upfor a coffee, doing this and
that.
So my week is always out andabout, but when I'm doing
(50:32):
interviews, I'm at home.
But I'm fully committed to whatI do.
I don't even take one splitsecond for myself and just do
you know and just enjoy my timeat home.
Speaker 3 (50:44):
How is that version of Dimpy different to the
internal talent acquisition?
Dimpy.
12 months ago.
Speaker 2 (50:51):
I think it's still the same because your work
ethics, you can't change it.
Even if you ask me, you knowthe person that I was in my uni,
I would say I was the same.
I would just do my best, likeevery time.
It just doesn't change becauseyou feel guilty at the end of
the day if you don't do it.
So even in the talentacquisition role, I filled like
(51:12):
99% of my roles, like just me.
I was managing a portfolio of10,000.
So I had a big responsibilityin terms of the roles to fill
10,000 employees.
Yeah, that was the portfolio andI would fill about eight to
nine jobs a week.
Speaker 1 (51:28):
Wow, a week.
Speaker 2 (51:30):
A week Wow.
Speaker 3 (51:31):
That's crazy.
That's a lot of agency feesyou've saved.
Speaker 2 (51:34):
Yeah, but I was very clear from the start that I'm
not going to do admin, becauseif I'm doing admin, then you're
not using me properly.
You need to use me properly forthe money that I'm getting paid
.
All right, so get someone to dothe admin and someone who's
really good at.
All right, so get someone to dothe admin and someone who is
really good at and they can backme and we had, we had someone
managing that and I would justdo placements.
(51:56):
I'm always on the phone, alwaysinterviewing, sitting in the
interviews.
I was always at some point.
I was.
I was getting so busy that Icouldn't even sit in interviews
with the hiring manager, so itwas that busy.
So I had no time to like andsay, oh, let's pass this on to
(52:16):
someone else, because I'm in atalent acquisition role, I'm not
on or anything.
I get set salary, but it's justmy work ethics and my drive to
deliver, because even if I can'tfill one job, it would sit with
me whole week, whole month andit will kill me inside.
So I have to.
Speaker 3 (52:32):
Love that.
Speaker 2 (52:33):
It's just me.
Speaker 3 (52:34):
Where do you get that competitive nature from?
Is that the?
Is it just here?
Because, like you may feel,like you have a little chip on
your shoulder to prove everyonewrong.
Prove yourself wrong.
Speaker 2 (52:43):
Maybe we did Gallup and I did Gallup test because
Matt Cosson's like he's like weneed to do Gallup for you.
We need to see what comes outof that.
It comes across.
It comes out that I'm notcompetitive at all, like I was.
Like, oh strange, I'm not, butthat's true because I don't
compete with others.
I don't care what other agencyis making.
(53:05):
I still have friends.
They're in agencies and they'remy best friends.
I don't see them, as you know.
Oh, we are competing.
You know the same clients Likeno, whoever does a better job,
build a job, and I'm always.
I'm very hard on myself.
That's what I would say.
I have that ringmaster in myhead and I'm trying to control
(53:27):
it the minute I sit down.
It's just like you can do more.
This is what we need to do.
Why you have not done this?
So I think it's just me and mywork ethic.
I have to get it done,otherwise it doesn't let me
relax.
So for my sake, I do it.
Speaker 3 (53:43):
That's awesome.
What a story.
Speaker 1 (53:45):
Yeah, and so, lastly, if you could go speak to Dimpy,
who's just arrived in Australia, that many years ago, what
would you say to Dimpy to helpher along her journey?
Speaker 2 (54:01):
Interesting question.
You got me thinking.
I think believe in yourself,which I didn't.
I was always courageous and say, yes, I'll do it and I'll
figure out my way to do it.
So I had that in me that I'llfigure it out.
But I undermined myself a lotand I didn't believe in myself.
(54:26):
I believed in others more thanmyself.
So it's just like, once youbelieve in yourself, you can do
it.
I believe when others more thanmyself.
So it's just like, once youbelieve in yourself, you can do
it, I believe.
When I started my own businesswe had a conversation, Blake,
and again I didn't believe inmyself when I was doing it.
Even I was not sure whetherit's going to work out or not,
but the idea was, if I'm goingto put the same work that I'm
(54:49):
going to put for agency or for atalent acquisition role, I'm
not doing anything different.
I'm just going to give my 110%regardless.
There is very less chance thatI'll fail.
If I fail, it's okay.
I'll be a better person, abetter recruiter and I'll figure
it out like what's next for me.
But it's just that belief.
Speaker 1 (55:11):
Yeah, what a beautiful story, thank you.
Thank you, dimpy, for sharingyour experience and what you've
been up to over the last coupleof years.
I hope there's going to be alot of people out there that are
listening.
That would get a little bit ofinspiration from what you've
been doing.
Speaker 2 (55:24):
I hope, I hope I can, you know, help someone there
with their journey.
Speaker 1 (55:29):
So yeah, how does someone reach out to you if they
want to have a chat?
Speaker 2 (55:32):
Feel free to reach out to me.
I'm always, you know.
You can always reach out to meon an email so dimpy at
exclusivetalentcomau, or hit meup on LinkedIn.
Speaker 1 (55:43):
Perfect, thanks, dimpy.
Speaker 2 (55:44):
Amazing.
Thank you, guys.
Speaker 1 (55:46):
Thanks, dimpy.
Thanks for tuning in to anotherConfessions of a Recruiter
podcast with Blake and Declan.
We hope you enjoyed and got alot of value and insights out of
this episode.
If you do have any questions oryou would like to recommend
someone to come on theConfessions podcast, we would
love any introductions andremember the rule of the podcast
(56:07):
, like share and recommend it toa friend.
Till next time.
Went to Randstad for about five years, cried almost
every day for the first sixmonths, but you persevered.
Fast forward to today.
You're running your ownrecruitment agency.
Speaker 2 (00:08):
Finding myself a job here in Australia.
It was a massive achievementand since then, I've never
looked back.
Hey everyone, this is Dimpy,director of Exclusive Talent.
I'm with Declan and Blake today.
We talked about my journey.
We talked about my role withagency and talent acquisition.
I filled 99% of my roles.
I was managing a portfolio of10,000.
And I would fill about ninejobs a week.
Speaker 1 (00:29):
A week Wow.
Speaker 2 (00:30):
Don't miss this episode.
Speaker 1 (00:39):
All right, welcome back to another episode of
Confessions of a Recruiter.
We're joined by none other thanDimpy from Exclusive Talent.
Thanks for joining us today,Dimpy.
Speaker 2 (00:48):
Thank you guys for having me here.
Speaker 1 (00:50):
Now, dimpy, I want to give everyone some context on
who you are and what you've beenup to.
Now we're going to fill in theblanks a little bit throughout
this discussion, but just soeveryone knows who you are, I'm
going to summarize what Ibelieve to be accurate and then,
if I'm wrong here, just let meknow.
Sure, I think your backgroundis really fascinating.
(01:11):
I think you've got an amazingstory.
So you grew up, born and bredin India.
Speaker 2 (01:16):
Yeah.
Speaker 1 (01:17):
Grew up in India, hadn't studied up until 23.
Did you speak English?
Speaker 2 (01:23):
Yeah.
Yeah, okay, but it's slightlydifferent to what we speak here.
The slang is different.
Speaker 1 (01:28):
Okay, Studied up until 23.
Got into an arranged marriagefrom your parents.
Relocated to Australia with oh,was he already here.
Speaker 2 (01:39):
He was already here.
Speaker 1 (01:40):
He was already here and then relocated to Australia.
Got your first job inemployment services not quite
recruitment, but likecoordination it was a placement
coordinator role for an agedcare nursing company.
Awesome.
And then went to Randstad.
Yes, worked in Randstad.
For how long.
Speaker 2 (01:59):
For about five years.
Speaker 1 (02:01):
Five years, cried almost every day for the first
six months because you werestruggling, overcoming the
adversity of one, I think youtold me you felt like people
treated you as a telemarketer.
You sounded like a telemarketerbecause you had a thick Indian
accent and you were stilllearning English.
Yes, but you persevered, yougot through it and now fast
(02:25):
forward to today, and there'sobviously a lot that happened in
between.
You're running your ownrecruitment agency.
Yes, how exciting is that.
Speaker 2 (02:32):
Super exciting and I'm really proud of the journey
that I had since my time.
I moved to Australia with noexperience Back in India, where
I didn't even know what the jobfeels like right and what nine
to five looks like Findingmyself a job here in Australia.
It was a massive achievementand since then I've never looked
(02:55):
back.
Speaker 1 (02:55):
That's so good.
So what is exclusive talent?
What do you recruit?
What industries?
Speaker 2 (03:00):
So I recruit sales and marketing roles mainly, and
focusing on executive to seniorto mid-senior level roles.
We work with all the industries.
We have extensively worked withhealthcare industry, fmcg,
manufacturing, construction.
That's where our candidates arefrom.
Speaker 1 (03:20):
Nice yeah, Do you do PERM TEMP?
Speaker 2 (03:23):
Mainly focusing on PERM.
But we do have temp that weplace with certain roles, mainly
with sales.
It's more focused on permanentside where you work on some you
know perm roles where they seetheir journey with that company,
not so much temp.
Speaker 1 (03:41):
Yeah, okay.
What about location?
So you're in Greater WesternSydney.
Yeah, do you recruit just inGreater Western Sydney?
Speaker 2 (03:45):
Yeah.
Speaker 1 (03:46):
Do you recruit just in Greater Western Sydney?
Is it Australia?
Is it just New South Wales?
Like, what are the geographiesthat you're recruiting?
Speaker 2 (03:52):
My experience has always been recruiting
Australia-wide, even when I wasin talent acquisition to you
know when at Randstad, I'vealways recruited Australia-wide,
so my focus here in my businessis Australia-wide as well.
I've placed candidates whereyou know it's very remote
regional areas Queensland,toowoomba, perth, so everywhere
(04:17):
in Australia.
Speaker 1 (04:18):
Awesome, okay, so you're recruiting, and also New
Zealand and New Zealand.
Speaker 2 (04:22):
Yes, a recent one.
We have made some placements inNew.
Zealand.
Speaker 1 (04:25):
Really In Auckland?
Is that sales in healthcare?
Speaker 2 (04:28):
It was a sales director role.
Speaker 1 (04:29):
Nice.
So how did you land in salesand marketing, like recruiting
for that?
Is that what you're doing atRandstad?
Speaker 2 (04:35):
No.
So when I started at Randstad,it was mainly business support
roles that I recruited for fiveyears, led a team over there and
again it was same businesssupport roles that I mainly
specialized in Clients.
Pretty much.
I was working in all industries, so manufacturing to FMCG,
everything that you can think ofin that space.
(04:56):
But since I worked in talentacquisition role where I mainly
helped the sales manager and CEOto recruit for their own teams
and we created a team fromscratch during COVID times and
that was massive.
So we recruited from regionalsales manager to sales managers
(05:17):
and their team BDMs, mlis underthem, so pretty much you know
crafting the whole structurefrom scratch.
That's where my interest grewin sales and marketing and I've
been recruiting sales andmarketing for over five years
now.
Speaker 1 (05:33):
That's interesting because I have to admit there is
a stigma with talentacquisition that don't shoot the
messenger but they're failedagency recruiters.
That's like a kind of like ageneral funny throwaway line
that agency recruiters saythey're in TA because they can
hack being agency recruiter.
I'll never go back torecruitment.
Speaker 2 (05:54):
I'll never go back to agency right.
Speaker 1 (05:57):
Yeah.
So how did you make thattransition?
So you were in RANS.
So just to kind of give somemore context here, so you were
at RANS for five years.
Then you went internal TA for acouple of years and then
something inside of you said Iwant to get back to agency
recruitment.
But rather than getting back toagency recruitment for someone
else, I'm just going to start myown agency.
Is that right?
Speaker 2 (06:18):
Yeah, so I can explain what happened there.
So when I started my journeywith Randstad, it was quite
interesting.
I just fell into it.
So I was a candidate.
So when I was doing myplacement coordinator role for
this firm and that was myinitial couple of years in
Australia the company went bustafter a couple of years and I
(06:40):
had no job pretty much next dayand I was like what do I want to
do?
So I started temping for arecruitment team, talent
acquisition team, throughRandstad.
I was their candidate and I'vebeen doing that role for a few
months.
Then something hit me that I cando more and I've been asking
for more work.
But they're like oh, you'regood, you know, keep doing what
(07:02):
you're doing.
And I was like no, I need morechallenge.
So I called the agency up and Isaid I can do your candidate
sourcing.
I'm not sure about theconsultant role because I might
not be good at sales, but I cando your candidate sourcing.
Do you have vacancy?
And they're like yeah, we aredoing group interviews.
Just, you know, you can come onthis day and let's take it from
(07:23):
there.
So I'm in a room full of youknow, there are 24 people in the
room and I was like I said nochance, there are 24 people I'm
competing against and I haveonly a couple of years of
experience, which is not evenrelated to what I'm going for.
Speaker 3 (07:38):
So I was like what did they make you do in the
group interview?
Speaker 2 (07:41):
Oh everything.
So you have to debate, you haveto introduce yourself.
Then there is a topic that theywill give you where you have to
present something, then roleplays, where they act as a
client and you have to, you know, talk as a consultant.
So there were a few rounds,right.
I went through like seven toeight rounds of interview and
(08:03):
the final round was like total.
They're like are you sure youwant to do this?
I was like I've come this far.
I didn't even believe I couldmake it to the seventh round.
So yes, and they're like howwould you handle like people
might give you, you know, saysomething about you, and the
remarks and how would you takeit?
(08:25):
Because you are an immigrant,you might feel that people might
treat you differently.
And I was warned from the startand I was like how are you
thinking I'm?
You know, I've survived pasttwo years, I've been doing great
and I can handle thatconversation.
So I fell into it.
I accepted the role.
So they didn't offer me thecandidate manager role.
(08:46):
They offered me two roles.
They offered me a candidatemanager as well as consultant.
They're like which one wouldyou like to go for?
And I really like the managerfor the consultant role.
So I chose my manager.
I was like you know what, I'llgo for the consultant role.
And she's like I'll teach youeverything.
And I was like okay, got it,and I accepted the role.
(09:07):
And then in the interview Istill remember she asked me do
you have license and everythingto qualify for this role?
And I was like yeah, but atthat time I didn't even know how
to drive.
I had a license.
Speaker 1 (09:21):
Oh, you had a license but you couldn't drive yeah, In
India.
Speaker 2 (09:27):
At that time not now, like I think it's very
different now, but at that timeyou can get a license but you
don't need to know how to drive.
So on my first day with her andwe were going to a visit to see
a client, she's like, okay,you're driving, and my manager
was with me.
She's like, okay, you'redriving and my manager was with
me.
She's like you don't know howto drive.
(09:48):
Literally, she found out infirst few seconds and I was like
no.
And then she's like you liedbecause you said you know how to
drive and I was like no, yousaid you have license.
I do have a license.
Speaker 1 (10:02):
And she's like, okay, that's so good.
That is a perfect example ofquality of question, quality of
answer.
Speaker 2 (10:13):
I was right, I didn't lie.
And then, but at the same timeI was practicing Since the day I
found out that you know I gotthis job, I practiced, you know,
every night I'll go for.
You know I did a crash courseand this and that everything to
help me to learn how to drive.
I was scared.
I had few near you know, deathexperiences while driving
(10:37):
because I'm straight into deepend.
But it was fun.
I figured my way.
A few months was hard atRandstad because it was hard to
be a consultant doing a salesrole where I had no confidence.
Speaker 1 (10:54):
I think that's where I struggled.
Talk to us about that trying toget into sales and trying to
work out, not only having tolearn the industry that you're
recruiting in, learn recruitment, learn English and then
overcome objections to be ableto not come across as, as you
(11:16):
put it, sounding like atelemarketer yeah, and then
people will just hang up on youand you're like walk us through
like the first couple of monthsgetting into recruitment as an
immigrant and trying to overcomethose obstacles.
Speaker 2 (11:28):
A hundred percent.
Look, it was hard, harder thanwhat I, you know, even imagined,
because when I got the job Iwas just overjoyed that I got a
full-time, permanent role as aconsultant.
I didn't think anything through.
But I knew at that point what Iwas getting into.
I need to do sales, I need tobuild relationship, but at that
(11:48):
point I didn't know how to.
That was the big part.
But the only thing I had inmind that I'll figure out how I
want to do it, how I will do itand how I will survive.
So the minute I said I candrive, I didn't know how to
drive.
I learned how to drive Right.
So same with anything any jobthat I'll go to in Australia, I
have to learn how to do itanyway, because I come with no
(12:10):
experience from India.
So I think it was just themindset.
Few months were tough.
I was getting rejection becauseI was trying to follow people
what they were doing.
I was trying to follow otherconsultants how they were doing
it.
I was reading scripts.
Sometimes I would just try tosay things the way they were
saying it.
What?
Speaker 1 (12:31):
do you mean by that?
Speaker 2 (12:32):
It's just, you know some people have different
personality and you try to copythem and then it comes across so
fake.
For me they were.
Maybe they were very authenticto what they were doing and
saying, but for me I was justputting up a face.
I was just being someone thatI'm not.
So I think that was very hardand I had my own insecurities in
(12:53):
that sense that maybe I'm notconfident, I don't have that
self-esteem.
You know that I can do it, so Ithink I was doubting myself.
Every second I'll make a phonecall.
So that's why I was gettingrejected.
It's not because of people.
Might was people were treatingme differently.
They still do.
But I know now how to handlethose conversations.
(13:15):
At that point I was not trainedenough or not experienced
enough to handle thoseconversations and a lot was
going in my mind too, so thatwas maybe the reflection.
Lot was going in my mind too,so that was maybe the reflection
.
Speaker 3 (13:27):
What was going through your mind, like what
were your thoughts.
Speaker 2 (13:30):
It was just the confidence piece.
I think that changes everythingfor you, because in your mind
you constantly think you'redifferent, you sound different,
people hate you.
Like you know when the minuteyou pick up the call, you're
like he's going to hang up on me.
Speaker 1 (13:50):
He's going to hang up on me.
Speaker 2 (13:51):
He's going to say I don't want you know, and then
you're filling out your ownfallacy, because you feel like,
yeah, yeah, it's just in yourbrain.
Speaker 1 (13:53):
Okay, so let's say, we've got a recruiter listening
right now and they are dimpy six, seven years ago yeah and
they're getting into recruitment.
They're wanting to get intorecruitment and they are
resonating with you right now.
How do you like?
What could you tell them tohelp them overcome these
challenges?
You said just before that nowyou know what to expect, you can
(14:17):
overcome it and it's far easierfor you.
So, like how did you?
What do you do?
What are you doing to overcomeit?
Is it a mindset thing?
Speaker 2 (14:24):
I did, mindset was a big part.
But recognizing that you areyour own enemy, not someone else
or not people around you, Ithink that you need to recognize
that Trying to play a victimthat oh, people treat me
differently, that's why I can'tdo this job.
I think that's not the case.
Most of the time it's youthinking you have your own
(14:44):
insecurities because it'sdifferent.
It's a different environment,different experience, different
language.
Definitely you're going to havethat.
You know self-doubt, but justhow to be focused and be aware
of what's going on in your head?
And I think secondly wasconsistency.
Every day I gave up at Ramstad,like for the first six months
(15:06):
when I passed my probation, Icouldn't even believe I passed
my probation.
Speaker 3 (15:10):
Did you make any placements in probation?
Speaker 2 (15:12):
I did I did, but very few.
But I couldn't meet my KPIs forfirst six months.
But my manager could see howhard I was trying.
I was there first one in likeI'm closing the office at night
at around nine o'clock.
So I'm there day and night tomake sure that I don't.
You know I get this right.
But it was hard because I wasstill trying to figure out how
(15:34):
to make a phone call.
I still remember I was shakingwhen I made my first phone call
because I, you know, I was likethis is not me, I don't know.
So I think it's just theconsistency.
I think that played a big role.
I did same thing every day butimproved on what I did.
(15:55):
You know, I want to dodifferently next day.
So consistency was there.
Even though I made 10 calls, Iget no meetings or nothing I
still go in next day and do 10calls regardless.
I was like reject me.
Then I was so thick skinned Iwas like reject me, that's fine,
what else could happen?
But what I think I found myselfduring that sort of process is
(16:20):
I was trying to copy people, theway they do things, but I was
not trying to figure out whatwould work for me, because I'm
different.
Speaker 1 (16:29):
When did you figure that out?
Speaker 2 (16:30):
Yeah, I think it was a journey.
I won't say one day, just, youknow, let's do this, but no, I
think it was a journey from theday one.
I was constantly looking backand seeing what I can do
differently, what I can improveon.
But meeting with new clients,and just I found out, after
(16:51):
meeting with few clients, myproduct was my candidate and
that was always the case.
So why am I so insecure aboutmyself?
Like, yes, definitely they'reworking with me, but my products
are my candidate.
So I started putting mycandidate in my you know, front
of my conversation and instantlythe trust was there from the
(17:16):
client side.
The confidence was therebecause I know my product, I
know my candidate, I could talkabout them all day and with all
the details that you need.
So that was my strength and Ididn't recognize it.
I was trying to be hey, how wasyour day, what's your son doing
, what's your daughter doing andwhat's the footy game was about
(17:37):
?
I'm not that person you know,and I struggled.
So after they responded to whatI asked, I was like what, what
next to ask?
I would get so uncomfortable,like so, what do you did on the
weekend?
And they will come back to mewith an answer, and I was like I
don't know what else to askthem anymore because I'm not
that person.
So after that I think myconversation went so smooth with
(18:01):
all my clients because my topicwas my candidate all the time
and we naturally grew thatrelationship, that trust, and
that's what I've been doingsince then.
Speaker 3 (18:12):
So reverse marketing, getting candidates in front of
clients as quick as possible.
Speaker 2 (18:17):
Exactly and knowing you're brave, not afraid to ask
questions, I act like I don'tknow if I can say this word, but
like dumb when I'm taking abrief.
Because if I'm going with anassumption that I know what
exactly you're doing, I don'tknow what you're doing because I
literally I'm going there withan assumption that this is what
(18:38):
this manager wants and I'm goingto present a candidate that
what I think is best and that'snot the right way of recruiting.
There is a reason why we arecalled recruiters.
We need to break down each andevery brief before we even
present a candidate.
So now I go on a meeting andthey're like oh, you've been
recruiting, you know, for this,for 10 years now, nine years now
(19:00):
.
And I was like that's fine.
Every company is different,every role is different.
Tell me from the scratch, whatare they doing in this role?
I can't just expect a territorymanager is doing exactly the
same role.
What I placed, you know, just10 days ago.
Speaker 3 (19:15):
No, what's your briefing process?
To walk us through, how simpleand dumb you make it for
yourself and the client.
Speaker 2 (19:23):
I think it's pretty simple Just having a
conversation.
In my early days I stillremember I used to go with a pen
and paper and some questions toask and just take all the
questions that I've asked, allthe question.
I come back and I still don'tknow whether I know the brief.
Now I was like, no, I'm notgoing with set of questions that
I want to ask, I just go thereand have a proper conversation.
(19:46):
Because sometimes what I foundout is even the clients.
They're unsure of what theywant.
They're unsure than you are.
So they are in the process tofigure out what sort of person
they need or would fit in fortheir team.
What was the other person wasdoing, how they want to
restructure this role.
Now I think they're not givingenough thought.
So my process is pretty much tobook a meeting, not get a brief
(20:10):
over the phone.
I try to avoid that.
99% of the time I get pushedback and I push back.
Speaker 3 (20:15):
Why is that what's happened for you to value that
more, as opposed to justaccepting it over the phone and
thinking you have a job?
Speaker 2 (20:22):
on.
I think it's just the timepiece at the moment that
everyone thinks it's okay.
Briefing is not that important,you know, and even clients have
started thinking you're justgoing to waste my time if I give
you my half an hour, you know,and sit down and you're going to
waste my time and I push backon that, because over the phone
(20:42):
I'm not connecting with thatperson, I'm just hearing the
words.
I on that because over thephone I'm not connecting with
that person, I'm just hearingthe words.
I'm not seeing why they aresaying it and if I'm sitting
down it would be differentconversation.
If you're doing this over thephone, the podcast that we are
doing now right, the reason whywe are here is it's different
when you're face to face.
They open about the challenges.
Over the phone they don't.
They don't talk about the realwhys, why they are recruiting
(21:06):
this role, what went wrong withthe last person or what was
really good about that person.
Speaker 3 (21:13):
They don't want to do it.
There's no vulnerability.
They've got their guard up toomuch over the phone and they're
distracted.
Speaker 2 (21:18):
They might be in front of the computer responding
to someone else while talkingto me 100%, I need their full
attention.
Speaker 1 (21:26):
That's actually a massive trap for recruiters and
is probably why so manyrecruiters get these half-cocked
job-ons recruit it for a coupleof weeks, don't place.
It is because you made a reallyvalid point.
Most of the time the hiringmanagers don't know what they're
looking for either.
So if you just call them on thephone, get a brief, take it on
face value, start recruiting,try and tick a few experience
(21:48):
boxes and send them candidatesand then wonder why you're not
filling roles as effectively asyou should be.
It's probably because theirexpectations through that
process has matured and changedaround what they're actually
looking for.
So having that meeting isactually a bit of a secret sauce
.
Speaker 2 (22:06):
And having a normal conversation.
Rather than just asking verystructured question.
I just start with why thisvacancy is open, and then things
just flows, and then ask veryopen-ended question about what
exactly they do, what are theirchallenges.
Rather than assuming what aterritory manager does or what a
regional sales manager does, Italk about each and every
(22:27):
personality that they areworking with.
So if they have a team of five,what they like, tell me a
little bit more about them.
You know what sort ofmanagement they had before.
So if I'm recruiting a marketingmanager role, I need to
understand the team they'reworking with.
So it's very important tounderstand the culture.
It's understand the manager fit.
(22:48):
What company requires whatmanager the hiring manager think
he requires or she requires.
It's very important tounderstand and break it down.
So when I go to the market andI get feedback from candidates,
I know what exactly I'm talkingabout.
Otherwise I'm someone justflicking CVs.
I don't flick CVs and all myclients that I work with they
(23:11):
know that, even their newclients.
I never flick a CV.
If I pick up a role and a coldcall and they say, yeah, send me
a resume if you have any, Inever send a resume.
Speaker 3 (23:21):
What do you say back to that?
Speaker 2 (23:23):
I say let's have a meeting.
I need to understand therequirement, what this role is
about, and then I'm more thanhappy to discuss that with my
candidate.
Come back to you because Idon't want to flick a CV to you,
not match that candidate withthe job.
I'm assuming at the moment thatthis candidate would be a good
fit, but it's an assumption.
I need to sit down with you tobe sure that I'm presenting the
(23:48):
right candidate and they're likebut I don't have a time.
I was like if you don't have atime, you will be wasting so
much time going throughunnecessary CV.
Do you want to do that?
You'd rather spend that half anhour with me, trust me with the
process and you'll get theright candidate.
And they're like can't we dothis on the phone Now?
Sometimes you can't.
You know there are certainlines where they don't trust you
(24:08):
as much because they haven'tworked with you and I understand
that At that point I can beflexible.
But I get a full brief over thephone and next minute I send
the first candidate.
I was like let's have a meetingBecause now they trust me.
Now I'll ask more, deeperquestion about the culture,
about this and that, and getbetter understanding before I
present my second CV.
Speaker 1 (24:30):
That's really interesting and it's refreshing
to hear that you're constantlytrying to focus on the client
meeting.
Even after you've taken a fullphone brief you've sent them a
candidate it's probably prettyeasy just to start booking in
interviews.
However, if you're trying to goback to the start of the
process and go, okay, let's meetnow, it makes it so much more
powerful.
(24:50):
It sounds like you're working alot with people that don't know
who you are.
Is that right?
Are you doing a lot of newbusiness?
Speaker 2 (24:56):
Yeah, the reason why?
Because when I was at RandstadI mainly recruited business
support roles.
That's completely different towhat I do now.
When I was in talentacquisition I never had to do
client side right.
I never had to do sales or therejection.
It's hard.
When I started my own business,hearing noise again it reminded
(25:18):
me of my days where people werejust hanging up on me.
But it's hard.
But I think the client thatI've built last year it's pretty
much from scratch.
The desk I built was fromscratch.
Speaker 3 (25:28):
It's incredible, yeah , what did you build in your
first month of business?
Speaker 2 (25:33):
I built over 450K.
Speaker 3 (25:35):
In your first month.
Speaker 2 (25:37):
No, not the first month, sorry, first year.
Yeah, yeah, first month.
Speaker 3 (25:39):
First month, because it was January.
Like you, just hit 12 monthsrecently.
Speaker 2 (25:43):
I think I built around 45k.
In January on a cold desk InJanuary?
Speaker 3 (25:48):
yeah, your website wasn't even live.
You made your own LinkedInbanner and you're like I just
need to get recruiting.
Speaker 2 (25:54):
I called Declan.
I was like, hey, I just got afew jobs on, can we speed the
process up?
He's like, yeah, but when doyou need to?
What do you need from me?
I was like give me some accessthat I can post an ad first and
then I need to start headhunting.
He's like, okay, and that wasmy literally my first day of
starting my business.
Speaker 1 (26:15):
I think I also remember you calling.
I think I remember you callingsaying hey, um, do I have terms
like oh, yeah, yeah, let's getyou some terms like great, I
want to send a candidate, I justneed some terms.
I was like yeah, all right,let's go.
Speaker 2 (26:30):
I had a meeting right the minute I started my
business, I think one of my oldclient.
She reached out to I have arelationship with my clients
Like some clients seven yearsold.
Yes, I pretty much started mybusiness from scratch, but it's
just one or two clients whereyou know they are with me since
my day one.
So she reached out to me.
(26:51):
She's like I'm glad you areback and I was like okay, and I
got briefed on three months.
Speaker 3 (26:57):
That's awesome and, like I think, like this hustle
mentality, like traditionallyAussies can be a little bit lazy
and don't ever like I don'tknow how many Australians go to
a different country, learn a newlanguage and then try and embed
themselves in the culture theway a lot of people come here.
Yeah, so like you came fromHedribath, can you give some?
(27:18):
No, from Goodrath Goodrath?
I get them always mixed up.
Goodrath Manisha is fromHedribath, yeah.
Speaker 2 (27:24):
It's mixed up, good job.
Speaker 3 (27:25):
Manisha's from Hedrabath.
Yeah, so can you explain that?
Is it a state or a province?
Speaker 2 (27:28):
It's a state.
Speaker 3 (27:29):
It's a state and it's a dry state.
Speaker 2 (27:31):
It's a dry state.
Speaker 1 (27:32):
What does that mean?
So no alcohol is allowed in thestate, really?
Speaker 3 (27:35):
How did you survive?
Speaker 1 (27:36):
there.
Speaker 3 (27:37):
She only found alcohol when she came here, geez
, that was, she wasn't evenallowed.
Speaker 2 (27:44):
I was drunk without alcohol.
I didn't need any alcohol then.
Speaker 1 (27:54):
But I think, yeah, I've come from a dry state.
You can't imagine, right?
Yeah, I'm thinking dippy, whoa,all the sparkling waters down
the mojitos.
Speaker 2 (27:59):
My time at Randstad I think my first job where our
CEO was very big on parties, andevery Friday we'll go down to
the nearest pub and we'll justparty and after that that's it.
Speaker 3 (28:13):
That's really interesting.
So how many people live in thatstate?
Speaker 2 (28:17):
Oh, I won't be sure about that, but it's a small
state when I come from.
It's a small town, so I'm notexposed to a really, or I didn't
go to a really big school or aprivate school or something like
that.
I come from a very moderate,middle class family.
So my schooling and everythingwas, you know, with that, I
(28:40):
think it's different.
With that, I think it'sdifferent.
It's just the way I have grownup and I don't think so.
Aussies, they don't take chances.
I think they do.
There's so many people they do.
They go to Europe and dodifferent things and I wish I
would have done that more when Iwas in my, you know, my early
(29:02):
days in my college, but we werenot allowed to.
So where I come from, it's veryconservative background where
girls are not allowed to do thisor work after they get married
At that time.
Things have changed recently,but at that time it was like,
okay, if you're, if you getmarried, you're a housewife.
And that was, you know, veryclear for me.
(29:24):
If I'm going out of the countryand that was never a plan that
I'll go out of the country, itjust happened.
Yeah, because, as my parentswere, you know, were setting me
up to see different guys, youknow like dates and all that for
arranged marriage, right, we dointerviews, a lot of interviews
(29:45):
, quick interviews, and I met myhusband and we literally had
the really good connection.
It was just a like, just afriendship like, and I told him
honestly I was like Look, Idon't know how to cook.
I'm not your normal, you know,housewife sort of girl.
This is not what I want.
I've always been so independent.
Yes, I come from a veryconservative background, but my
(30:07):
dad has always put me first andI've made my own decision.
So I'm very much, I'm veryprogressive, like that.
So if you can, if your ego canhandle that, you know we can
talk further.
I think I scared a few peopleoff by saying that and my
husband goes like oh yeah,that's perfect, because
(30:30):
definitely if you move toAustralia, you need to work,
because I can't feed you and Ican't only work and feed you and
our family.
So definitely you have to work.
And I was like okay, and I waslike I don't know how to cook.
He's like that's fine.
I was like all right, andthat's how that's fine.
I was like all right and that'show it started.
Speaker 1 (30:47):
I find it so fascinating the arranged
marriage thing like it has to.
You really have to be soopen-minded and willing to just
go with the flow to an extent,obviously.
But when you were describinghow it worked and you're
essentially if I'm wrong here,just let me know you essentially
(31:12):
basically had this folder, thislookbook of all these guys'
profiles, and you sat down withyour dad and you said, oh, he
looks cute.
Oh, he looks cute, oh, whatabout this guy?
And then it was like, all right, I'll contact their parents and
I'll arrange a meeting.
Speaker 3 (31:21):
Who publishes the book, like who creates that and
then sends it out.
Speaker 2 (31:24):
It's a full on business there.
It's a full on business and Ithink it is scary when you know
it is it is.
It was a taboo in India at thattime where you'll say I love
this person, I want to getmarried.
So I never had that thoughtthat I'll do that.
(31:45):
I was always focused on studies, I was a good student and all
that, so I never paid attentionto like you know, let's date
someone and do this and do that.
I was always focused.
And then when the time came, Iwas like my dad is like you're
23.
You need to get married.
And they started showing me allthe profiles.
It's just hard.
When I moved here, I tried toexplain to people that it was
arranged marriage.
Speaker 1 (32:15):
They're hard.
When I moved here I tried toexplain people that my marriage,
like it, was arranged marriage.
They're like honey are you okay?
Speaker 2 (32:18):
yes, and, and you know what?
You are a great couple.
You've got a beautiful family.
Yeah, it was hard, sure, sure,I think first year was hard
because you know it was hard tolook at some profiles and say he
might be okay, but with himit's a funny story.
I never said let's go and talkto him.
I was talking about another guyon that page and I told my dad
I was like no, my dad wasshowing me actually the other
(32:39):
guy and I said look, the otherguy looks better than him.
And I closed the book and Iwent away.
And then my next minute minutemy dad contacted my, my husband,
and he's like okay, because Imade a real dad, though his dad
yeahhis dad and they started the
conversation and that's happenedand we had our first meeting.
(32:59):
We spoke for, I think, few daysand I was the first one.
I was like, look, you handledpretty much what I said and you,
you know you, uh, it was notshocking to you.
Whatever I said, I was veryopen, honest, upfront.
This is who I am, this is whatI want for my life.
It was very clear, verygoal-oriented.
So I knew what I wanted to do,but I didn't know how to.
(33:20):
So I told him clearly and hesaid, yeah, you, you, you can do
whatever you want.
And that was enough for me tosay yes to him.
Speaker 3 (33:28):
Yeah.
Speaker 1 (33:28):
That freedom.
Speaker 3 (33:29):
Both of you together have done a lot since you've
been here.
Speaker 2 (33:32):
I think it's so important, like as a couple, you
need to have that freedom, likethat support.
So if I have to go down, if Ihave to come to Brisbane
tomorrow, my son is taken careof.
Like I don't have to worryabout my son because he will be
with my husband and he don'tknow how to do it.
We both have equal part in ourlives.
Speaker 1 (33:54):
When you got into recruitment and you were going
through the challenges ofovercoming adversity, objection,
learning, recruitment, all thiskind of thing how did that
affect your relationship?
Did it affect your relationship?
Speaker 2 (34:05):
Yeah, Uh, yes and no, so I think at the start.
But he, he backed me every time.
So I was working 24 seven.
In that sense I was the firstone to go to the office, close
the office at nine o'clock.
Even when I felt pregnant afterfive years at Randstad, I was
the last one to close the officebecause my work ethic never
(34:27):
changed.
It was the ringmaster in myhead.
It was like do more, you can domore, you can do this.
So I was always working andthat was never, in, you know, an
objection from his end.
But every time we have our timewhere we are going out for
dinners and we are doing thingsfor ourself, I switch myself off
.
But still, on holidays I'mgetting calls, I'm working and
(34:50):
he's someone he's like, okay,I'll take, he will take a little
one to the pool and he will dothings.
And then it just makes it easy.
He still comes home and I haveno dinner.
I'm sad, I'm stressing aboutthe placement that I've made or
I'm going to make and I have noenergy and he still doesn't ask
me what's for dinner, because hecomes home 10 o'clock at night
(35:12):
and then I still have.
I don't know what we're doingfor dinner.
Speaker 1 (35:17):
Yeah.
Speaker 2 (35:17):
And I never get questioned like why didn't you
do it?
Because you were home.
Speaker 1 (35:23):
So he backs you, no matter what you're doing.
Speaker 2 (35:25):
That's amazing, I think that's the big part that I
get to do.
What I do is I don't have toworry about anything else.
Speaker 1 (35:31):
Yeah.
And so what about thatmentality starting a business?
Because it's one thing having asalaried role, you're
overcoming adversity.
It sounds like it didn't putany strain on your relationship,
and it does for many people.
If they're not their best selfat work and they're stressed out
at work, generally they bringit home and it's, you know, a
little bit of a chaotic time athome.
(35:53):
But then if you amplify thatagain and go all right, now I'm
going to start my own business.
I don't have a salary anymore.
I haven't been in agencyrecruitment for a few years.
How was that transition fromgoing from a salary, being
comfortable earning good money,to then having no salary?
Speaker 2 (36:12):
Yeah, I feel like I've come from a background
where I had nothing to lose,right, like when I moved here.
I had nothing to lose, I wasvery free and I did what I
wanted to do and I made surethat I do it right.
So when I took this chance, Iwas in a very secured role in a
talent acquisition was paid sowell that I was so scared to
(36:36):
even change my job because theyknew my worth, what I was
bringing on the table for themin terms of the roles that I was
recruiting, the teams that Iwas building sufficiently, and I
did that for three years forthem right, and it was a really
good role.
I was thriving.
But at some point 2023, Ibelieve December it felt
(36:57):
different and I'm always true tomyself.
So if I stop enjoying something, if I feel something that's not
right, I flag it and I'm not ina rude way or to sabotage
something, it's just I bring itup and that's in December.
I felt, and I was true tomyself, that I need to see
(37:19):
something different for me nowbecause I have done whatever I
could done here.
If I stay longer, I'll be justcomfortable, nothing else, and
I'll still do what I'm doing.
I'll be smashing goals, I'll bebenefiting the.
You know the business I'mworking with.
But what's in for me?
Because the skills that I'veacquired?
If I look back my last sixmonths, I didn't change what I
(37:39):
was doing six months before.
So I need to, I need anotherchallenge.
So that feeling and I left thejob without having a job to go
to, which I always say to mycandidate don't do that.
That's not the wise way ofleaving a job.
Speaker 1 (37:54):
And.
Speaker 2 (37:54):
I was the one doing it.
The reason why I did it?
Because then I know that I'mserious about looking for a next
chapter.
Otherwise I know that I won'tbe too serious and I was still
going with what I was going for.
Then December was the time wherethere were not many jobs in the
market.
Again, what an ideal time toleave a job during Christmas and
(38:17):
there were not many jobs outthere.
So it gave me enough time tothink whether I want to go for
next talent acquisition role orwhether I want to go for an
agency.
Because I didn't go to a talentacquisition role thinking that
I won't go back to an agencyever, because that was not my
thought.
I loved my agency role.
I loved my talent acquisitionrole.
(38:38):
It's just that I wanted thevariety in the roles that I was
recruiting for and I wanted thestructure to work with and
everything else.
So that's the reason I went fora talent acquisition role to
work with more the stakeholdersthat's based in that company, to
work with head of HR, to workwith you know CEO and to work
with other heads that were headof commercial that I was working
(38:59):
with.
Speaker 3 (39:00):
What did you learn so much from that internal role
that many agency recruiters,naturally, would never get to
learn or understand about theirclients that only because you
did that internal talentacquisition role, you gained X
knowledge.
Speaker 2 (39:13):
I always treat them as what I would do at an agency.
I never thought, oh, I'm justin to fill jobs.
You know, again, the briefingwas the big part.
So in the talent acquisitionrole I made a structure.
It was very they were justusing agency before my time.
So I went in, I laid the clearyou know structure that this was
(39:37):
happening.
If there is a role hiringmanager would go through me.
I did get pushback from themthat they are comfortable with
the agency they are working with.
So again, the trust part.
So what I learned from them wasmainly the briefing and
understanding your whys.
Because I would sit down withthe hiring manager and sit down
(39:57):
with their team to get the briefand get their whys.
And when you hear differentthings, the way the hiring
manager thinks, the way the teamthinks, it's completely
different and just to understandthat and why the other person
didn't work out.
It could be that reason,identifying why the position was
not successful the last time orwhat happened there, why the
(40:19):
person was there for three years.
And they have achieved thismuch outcome where we were
expecting, you know, certainoutcomes from them All the
questions that a hiring managerwould never ask themselves.
Speaker 3 (40:28):
Never ask themselves and I still do that as an agency
because recruitment isrecruitment.
Speaker 2 (40:34):
You know, if you're a recruiter, you always be a
recruiter.
It doesn't matter where you goif you do an agency or talent
acquisition.
So that's what I do with mycurrent clients.
I don't say, oh, I'm an agency,yes, I am an agency, I'm very
proud of that, but I'm yourpartner.
You need to partner with me.
You need to tell me exactlywhat has gone wrong, what we can
(40:55):
do better, and I ask forfeedback.
I'm not afraid if my client says, look, you would have called me
less.
You know you called me everyday, or you called me you know
this many times.
Then I know to set theexpectation for the next time,
getting that feedback, havingthat conversation and telling
them that you are the partner,not an agency.
(41:16):
So I'm not going to send you aCV.
You need to sit with them andI'm giving my time, you're
giving me your time and we arepartnering with this and we're
going to find the rightcandidate for you.
I think it's the process,because they are going through a
hell of a lot, you know, withtheir team, with whatever their
delivery, they need to do withtheir certain roles.
It's tough and recruitmentcould fall into their backseat
(41:39):
and say I can do that tomorrow.
Speaker 3 (41:41):
And what's your vision for your agency now?
Because you've built up adecent property portfolio along
your way.
Like you came here withliterally nothing, didn't have a
job, didn't have the firstEnglish speaking language, and
you've built that up.
And then you've also boughtmultiple properties along the
way.
Your husband also has his ownbusiness as well, like there's a
lot going on.
Speaker 2 (42:00):
Yes, a lot going on.
We have busy lives, but we lovethat.
I think that's what we createdfor ourselves and for my
business.
I didn't know when I wasstarting this business.
I just started with a leap offaith that I'll do it.
You know, once a recruiter,always a recruiter.
That's what I thought.
If I can do it for someone else, I can do it for myself.
This year, plans are to grow ateam and work within different
(42:26):
sector.
So that's the plan and I'mclosely working on that at the
moment.
Speaker 3 (42:31):
It's exciting.
Speaker 2 (42:32):
It's super exciting, scary and exciting at the same
time, because when you're tryingsomething new and different, it
always scares you Because youmanage seven recruiters when
you're at Randstad.
Yeah, about, yeah, about seven.
Speaker 3 (42:44):
What was that like?
Were you having one-on-onecatch-ups?
Speaker 2 (42:48):
Yeah, it was very interesting because at that time
I was a senior consultant, gotpromoted and then my colleagues
were like they had to report tome next day.
And it was hard and they'relike dude, you moved from India
four years ago and now I have toreport to you.
You know, it was funny.
(43:09):
I did get pushbacks fromcertain consultants because they
were billing higher, slightlyhigher than what I was doing as
well.
So they're like you know, whyam I reporting to you?
So I did get pushback overthere.
It was not that easy that Imanaged a team of seven, but it
was very interesting, a reallygood learning curve.
We had regular one-on-one Again, setting expectation,
(43:33):
understanding differentpersonalities.
Not every people receive thefeedback the way other people
would receive.
Right, everyone is so different.
My team was very young so I hadto be very sensitive in terms
of and that's not my personality, to be sensitive.
So I had to train myself to bemore empathetic, sensitive to
(43:54):
what they feel and how they feelFor me.
Even something happens to me.
I was like I still show up atwork, it doesn't matter I'm sick
, I'm doing whatever.
I show up at work Like I go tohospital and I'm at work, not
with a contagious disease, butI'm at work.
That's what my work ethic.
But just understanding everyoneoperates differently and they
(44:15):
have different way why they arehere.
I was there to prove myself, tobuild relationship, and they
are there.
Some people are there to dotheir nine to five and you know,
and they want to spend timewith their family after five
o'clock.
So, understanding what they'rein for, what their long-term
plan looks like, sketching thatout for them and training them
(44:36):
from scratch with the meetingsand client visits and everything
, Because that will give yousuch good measure.
Speaker 3 (44:42):
Because, like when I got into agency ownership, I'd
never even managed anyone before, so like to be able to add and
have that experience already.
That will put you in greatstead.
Speaker 2 (44:52):
But I hated it.
Like it was a great experiencebut I loved them.
They were such a good bunch,but it's just.
It was exhausting managing yourown desk and managing a team of
seven and that's your desk too,right?
So if someone calls in sick,you're filling their jobs and
(45:13):
you're filling your jobs too.
So I was working, I was puttingextra hours because I'm not
someone who would let that jobgo, and I had to get that done
because otherwise I can't sleepat night.
So I think it was challenging,but at the same time, I learned
so much about myself.
Speaker 1 (45:32):
Do you prefer managing people or do you prefer
being a biller?
Speaker 2 (45:36):
I think I prefer being a biller, okay, so after
when I went on mat leave, Iliterally went for five months
and then I came back and I was aprincipal consultant because I
can control how much work I'mgoing to put into it and my
commitments to my client, mycommitments to my candidates.
Is there, like I am?
(45:57):
Yeah, it's clear and I canmanage it.
Speaker 1 (46:01):
So I think Billa, so what does that mean for
exclusive talent then?
So, if you could fast forward acouple of years, have you got a
vision of what the business is?
Could you describe where youare, what you're doing, how many
people are around you?
Have you got a bit of a visionof exclusive talent?
Speaker 2 (46:23):
That's a good way to manifest, right, that's what
I've been doing.
I've always manifested whatI've been doing and what I've
done.
Definitely exclusive talentwould be on the next level.
But I can't clearly picturewhich.
I have not even clearlypictured what I've done last
year, right, but I do have anunderstanding of where I want to
(46:44):
take exclusive talent.
It might not be as clear aswhat we all think, that nothing
is that clear.
If I ask you what happens afterfour years?
What Blake would be doing?
Good point, you know.
Speaker 1 (46:57):
I don't know, but yeah.
Speaker 2 (46:58):
I would be definitely doing something more and
exciting.
Maybe you might be doingpodcasts on a bigger platform,
right, like it's just, but youneed to have a clear vision that
you're going upwards from here,not backwards.
So, with exclusive talent, wehave a great portfolio of
clients that we work with.
We work with large companiesthat even big agencies are not
(47:19):
working with, and the reason whywe are working with because we
have the best candidates.
We take the time to connectwith candidates and the client
and we are very transparent,open and honest, and that's what
exclusive talent stands for.
So when even I'm growing myteam, I'm working on people that
is more like-minded, wherethey're open, transparent, not
coming in to just get job done,but whatever they're doing,
(47:42):
they're doing it with their fullattention.
Speaker 1 (47:44):
Would you have a soft spot for you know 2019 Dimpy
and hire another immigrant fromIndia who's trying to learn
English and wants to get intorecruitment for the first time?
Would you hire someone likethat?
Speaker 2 (47:58):
100%.
Why not?
I've never, because I just seewhy you're here.
Right, if they have the drive.
Yes, if it's just about thedrive, I think what my manager
saw, you know, when I went foran interview at Randstad, was
just the drive.
I had nothing else with me.
The other people looked betterthan me, the other people could
(48:21):
communicate better than I couldand I didn't even know the
slangs at that time.
I remember I was talking to aclient and she goes to me um, no
dramas.
She said no dramas on the phone.
I was devastated whole day.
I was so sad because I thoughtshe told me that I'm doing
dramas because I didn't evenpick up the slang.
(48:41):
I couldn't even understand whatshe was doing drama.
Speaker 3 (48:45):
She's like we don't want any more drama.
Speaker 2 (48:48):
Like you have no idea , like what you know as an
immigrant.
You go through and if yousurvive through that you're
great.
So if someone like that, ifthey have, you know, a couple of
years or one year under thebelt, I just want to see what
they have done for that one year.
Just sat at home and complainthat you know the world is not
(49:09):
good enough for them, then sorry.
But if they have done somethingfor them, they have pushed
through.
Yes, of course.
Speaker 1 (49:17):
Yeah, I love that.
Okay, cool.
So growing the team this yearis on the cards.
Speaker 2 (49:22):
Yes, 100%.
Speaker 1 (49:23):
Yeah, and so you're working from home at the moment.
Speaker 2 (49:26):
Yes, working from home at the moment.
Speaker 1 (49:27):
How do you go with working from home?
Speaker 2 (49:29):
Yes, working from home at the moment.
How do you go with working fromhome?
I love that, but for me,work-life flexibility was never
a part of what I wanted to do.
Right, that was not on my cards, that was never.
You know the reason that Istarted my own business because
I wanted to work from home andjust manage my day, and I work
24-7.
(49:49):
So working from home worksbetter for me because the minute
I wake up, I have a schedule.
Now I hit a gym, I do yoga, Ido a little bit of meditation
and then I'm straight to work.
I'm not spending that one hourcommute on a train where I'm
losing the time on, you know,facebook or Instagram, and not
doing that, I'm listening topodcasts when I'm at the gym.
(50:11):
I'm using my time wisely.
So even when I'm at home, I'mworking.
I have a dedicated office space, which I don't leave, you know,
until six, and I'm there.
I'm meeting my clients, I'malways on the go, I'm always at
my client's office catching upfor a coffee, doing this and
that.
So my week is always out andabout, but when I'm doing
(50:32):
interviews, I'm at home.
But I'm fully committed to whatI do.
I don't even take one splitsecond for myself and just do
you know and just enjoy my timeat home.
Speaker 3 (50:44):
How is that version of Dimpy different to the
internal talent acquisition?
Dimpy.
12 months ago.
Speaker 2 (50:51):
I think it's still the same because your work
ethics, you can't change it.
Even if you ask me, you knowthe person that I was in my uni,
I would say I was the same.
I would just do my best, likeevery time.
It just doesn't change becauseyou feel guilty at the end of
the day if you don't do it.
So even in the talentacquisition role, I filled like
(51:12):
99% of my roles, like just me.
I was managing a portfolio of10,000.
So I had a big responsibilityin terms of the roles to fill
10,000 employees.
Yeah, that was the portfolio andI would fill about eight to
nine jobs a week.
Speaker 1 (51:28):
Wow, a week.
Speaker 2 (51:30):
A week Wow.
Speaker 3 (51:31):
That's crazy.
That's a lot of agency feesyou've saved.
Speaker 2 (51:34):
Yeah, but I was very clear from the start that I'm
not going to do admin, becauseif I'm doing admin, then you're
not using me properly.
You need to use me properly forthe money that I'm getting paid
.
All right, so get someone to dothe admin and someone who's
really good at.
All right, so get someone to dothe admin and someone who is
really good at and they can backme and we had, we had someone
managing that and I would justdo placements.
(51:56):
I'm always on the phone, alwaysinterviewing, sitting in the
interviews.
I was always at some point.
I was.
I was getting so busy that Icouldn't even sit in interviews
with the hiring manager, so itwas that busy.
So I had no time to like andsay, oh, let's pass this on to
(52:16):
someone else, because I'm in atalent acquisition role, I'm not
on or anything.
I get set salary, but it's justmy work ethics and my drive to
deliver, because even if I can'tfill one job, it would sit with
me whole week, whole month andit will kill me inside.
So I have to.
Speaker 3 (52:32):
Love that.
Speaker 2 (52:33):
It's just me.
Speaker 3 (52:34):
Where do you get that competitive nature from?
Is that the?
Is it just here?
Because, like you may feel,like you have a little chip on
your shoulder to prove everyonewrong.
Prove yourself wrong.
Speaker 2 (52:43):
Maybe we did Gallup and I did Gallup test because
Matt Cosson's like he's like weneed to do Gallup for you.
We need to see what comes outof that.
It comes across.
It comes out that I'm notcompetitive at all, like I was.
Like, oh strange, I'm not, butthat's true because I don't
compete with others.
I don't care what other agencyis making.
(53:05):
I still have friends.
They're in agencies and they'remy best friends.
I don't see them, as you know.
Oh, we are competing.
You know the same clients Likeno, whoever does a better job,
build a job, and I'm always.
I'm very hard on myself.
That's what I would say.
I have that ringmaster in myhead and I'm trying to control
(53:27):
it the minute I sit down.
It's just like you can do more.
This is what we need to do.
Why you have not done this?
So I think it's just me and mywork ethic.
I have to get it done,otherwise it doesn't let me
relax.
So for my sake, I do it.
Speaker 3 (53:43):
That's awesome.
What a story.
Speaker 1 (53:45):
Yeah, and so, lastly, if you could go speak to Dimpy,
who's just arrived in Australia, that many years ago, what
would you say to Dimpy to helpher along her journey?
Speaker 2 (54:01):
Interesting question.
You got me thinking.
I think believe in yourself,which I didn't.
I was always courageous and say, yes, I'll do it and I'll
figure out my way to do it.
So I had that in me that I'llfigure it out.
But I undermined myself a lotand I didn't believe in myself.
(54:26):
I believed in others more thanmyself.
So it's just like, once youbelieve in yourself, you can do
it.
I believe when others more thanmyself.
So it's just like, once youbelieve in yourself, you can do
it, I believe.
When I started my own businesswe had a conversation, Blake,
and again I didn't believe inmyself when I was doing it.
Even I was not sure whetherit's going to work out or not,
but the idea was, if I'm goingto put the same work that I'm
(54:49):
going to put for agency or for atalent acquisition role, I'm
not doing anything different.
I'm just going to give my 110%regardless.
There is very less chance thatI'll fail.
If I fail, it's okay.
I'll be a better person, abetter recruiter and I'll figure
it out like what's next for me.
But it's just that belief.
Speaker 1 (55:11):
Yeah, what a beautiful story, thank you.
Thank you, dimpy, for sharingyour experience and what you've
been up to over the last coupleof years.
I hope there's going to be alot of people out there that are
listening.
That would get a little bit ofinspiration from what you've
been doing.
Speaker 2 (55:24):
I hope, I hope I can, you know, help someone there
with their journey.
Speaker 1 (55:29):
So yeah, how does someone reach out to you if they
want to have a chat?
Speaker 2 (55:32):
Feel free to reach out to me.
I'm always, you know.
You can always reach out to meon an email so dimpy at
exclusivetalentcomau, or hit meup on LinkedIn.
Speaker 1 (55:43):
Perfect, thanks, dimpy.
Speaker 2 (55:44):
Amazing.
Thank you, guys.
Speaker 1 (55:46):
Thanks, dimpy.
Thanks for tuning in to anotherConfessions of a Recruiter
podcast with Blake and Declan.
We hope you enjoyed and got alot of value and insights out of
this episode.
If you do have any questions oryou would like to recommend
someone to come on theConfessions podcast, we would
love any introductions andremember the rule of the podcast
(56:07):
, like share and recommend it toa friend.
Till next time.
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