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26 minutes | Oct 19, 2020
StaffingREEL PODCAST: Are Your Recruiters TRULY Great Recruiters?
Join us on the StaffingREEL Podcast to hear Adam Conrad sharing insights on recruiting, how to get the best from each recruiter, and defining the difference between your great recruiters and others. Transcript: 00:00:00 – 00:05:00 Hey everybody in staffing world! Listen, it is two weeks till staffing world and we have a couple of weeks further until TechServe Alliance but I did want to take a moment to sit down with everyone and go through some things that have been really the key of conversation in talking with staffing firms about their recruiting endeavors, about their overall perception in the industry, and really trying to find that differentiation. So today we are joined by just a great guy, Adam Conrad. I hope all of you have met Adam but Great Recruiters, and if you haven’t had a chance to check out Great Recruiters, please do because I will tell you that when you’re trying to find that key messaging in differentiation nothing better than hearing it from your actual consultants, hearing it from your actual candidates. And hearing how great your team is doing. So the fact is, how do you use that to actually create more opportunities and create a better environment for all of your team as well as to create a truly great staffing firm. So with that Adam hey, how you doing bud. I’m doing well, thanks Larry appreciate you take some time to talk to me here. No Worries man, Listen I’m glad we could do this. You know everything going on in the world right now, all these different staffing firms with being virtual they don’t get to make a lot of the relationships that they’re used to doing and right now it’s a lot over email and phone and text, and it really is proving to be a little less personal. I’m just Kinda curious what caused you to start Great Recruiters? I’ve been in the industry for twenty years. You know I cut my teeth as a recruiter, had managed recruitment teams, was running operations for a mid size staffing firm, and you know I always thought we were ahead we’re innovative. We’re one of the first use engagement platforms, one of the first to really incorporate video into our onboarding acclimation process, and so I’ve always been focused on the experience that we can create as an organization and as recruiters and as sales people, and you know what bothered me the most and what drove me to do this is our industry has a horrible reputation and I always go back there. Right? Google recruiters are and it doesn’t say very nice things. My wife is a nurse. You Google nurses and in it says a lot of wonderful things. So you know for me part of the problem and I think it’s the elephant room that many staffing firms don’t wanna acknowledge is the reputation of our industry of not having very much transparency and what drove me to doing this is I knew there’s great recruiters out there, there’s great staffing firms, and I know there’s a whole bunch that unfortunately create a lot of negativity in our industry. I wanted a way for staffing firms to see if they’re part of the problem and to help get that feedback to help drive their brand in the marketplace. Well, it sounds like we can make this really easy podcast. I think what you just said was is they’d all recruiters should become nurses. No. I’m not necessarily. I think nurses need to have a little empathy and sometimes they see that lacking a little bit on the recruiting side. So just a little. I mean, it is funny when you think about this most people kind of think about it from their own recruiting perspective, which is that they are calling on a candidate two, three or four times a day they’re trying to get that person nailed down. But the reality is is there’s about fifty thousand to five hundred thousand other recruiters calling the same people so they forget that burn out factor that these candidates get. How you stand out really is important for everyone but it’s also the fact that knowing that you’re standing out right. So I mean with the tool and things like that I was just kind of curious. What are some of the challenges that firms are having differentiating themselves that you’ve seen? On my own personal experience I’ve been through multiple website refreshes in you know you just I mean, just read your website, go to your competitors website, Google another staffing firm in the same kind of industry, read their website. All says the same thing no one’s out there saying we want to create a poor experience, We’re GONNA GHOST YOU WE’RE NOT GONNA call you back. I mean let’s face it. Everyone’s GonNa say we have the best recruiters we have the best process. I’ve got a five step process. Maybe you have a seven step process. And everybody wants to talk about what they do and the reality is the proof is in the way you take action afterwards and so you know I, think the biggest differentiator is actually putting your actions where your words are and so when you’re a candidate, you’re bombarded by all these messages. Many of these messages are knee centric. What’s my agenda? I got to fill this job, I got to put a butt in this seat, got to get some middle and very little is it about the candidate and so I think the biggest differentiator that staffing firms have in the ones that are growing faster and are monitoring are the ones that realize their recruiters don’t belong in the basement they belong in the front of the brand. They’re talking to more people than anybody in your organization. They’re talking about your brand more often than anybody else in for me I’m going to make sure that that was being done in a way that aligns with our brand. And… 00:05:00 – 00:10:09 …so I think the biggest differentiator for staffing firms truly are their people, and once again I think a lot say that but would you do to actually prove it. And our customers use great recruiters to help ensure the quality of the services and make sure that what they say is actually happening and if it’s not they’re being able to get that instant feedback to make course corrections quickly. And I think that you know when you look at this, you nailed it when you’re saying the basement and front of brand I mean I can’t even think about how many staffing firms I’ve worked with at this point but when we get into differentiation, one of the things that happens is they start saying the same things you know we want a superior customer service for our clients and I have to remind them sometimes that it’s and candidates and consultants and staff and stakeholders even. But you know I think that people miss out on the part that what they get back from reviews and from testimonials and things like that give them a picture of what’s really happening and it gives them real tangible things to be able to stand out and say this isn’t from me. This is from testimonials or reviews that have come back. Do you see a difference between the concept of a testimony on the review? I think, well, let’s talk about what testimonials exists for many firms today on their website and Larry you can’t take offense this but. Don’t hit low. It’s a marketing content, very little testimonials that I see linked to origination I mean I can write anything I want and put somebody’s name. It’s like how do you validate that? So through Great Recruiters, we captured testimonials through the review process and we give you the ability to embed those testimonials into your website and link to a very public facing page that has all of your reviews you know. So I think part of that is validating it’s coming from a valuable third party source it’s not somebody in marketing that’s just writing things on the website. I think from that perspective that’s the difference that I see. It’s how you display those testimonials in the transparency that you create. If you’re not creating transparency it’s very difficult to create trust and I think that’s a great point because like on testimonials on our website and I didn’t take any offense believe it or not. I, actually say to my clients if you’re going to put an anonymous testimonial up, it won’t matter what it says. No one’s going to pay attention. If you try and do Mike L. at unknown company, it’s still that that may not be anonymous, but it’s pretty close to anonymous. So if you want a testimonial for me to be impactful, I Look at it, it’s got to have the full name, its got to have their title. It’s got to have what company Heck put down their email address but then people start worrying about the poaching side of things, etcetera. From my perspective, you know when I look at your tool and I got introduced to it about a year ago, and when I got introduced to it at first I had a little separation in my mind of where’s the value and I started talking to different clients about it and I saw some very forward thinking people that immediately saw that we can drive the quality and so on of our own staff by truly knowing this information. When I look at this why do you think people aren’t understanding what the value is? It’s a great question. I’M gonna push that back on you because you’re the one that’s talking to it. So I mean I ask you what’s different in your mind between those clients that say I get it I see the value and I know how many users strategically to help our firm grow and be successful, you know what’s different with those firms versus the ones that go I, I don’t see the value I. Don’t get it. We’ll this call the next candidate. So I’m interested from your perspective. What you see is different between those firms. Well and I think that what I see is it’s interesting because it’s the same thing with marketing campaigns or whether you’re using a chat Bot or whether you’re doing SEO work, whatever the case may be. It’s all about consistency and so from my perspective I, think a lot of people don’t see value because they don’t understand how to be consistent with it. Does that come across in your world much? Yeah I think that’s it. We tried it. We used to get feedback and I think if you’re using it as a gimmick, it’s never going to work. Agreed. You need to believe in why you’re doing it and I think our customers that love what were doing that see the value they’re not just getting external value they’re getting internal value they see increased engagement of the recruitment teams. They see better conversations and relationship between recruiting management and recruiters, they’re changing their culture around being a culture of transparency in celebration and wanted to take quick action. You’re never going to be perfect. We’re human to human business. You’re never going to be perfect. It’s what you do in those moments of imperfection that I think define you. And do you want to ignore it? Right? Or do you want to go ahead and pick up the phone and say I’m really sorry that you had that kind of experience. That’s not what we try to create and you try to resolve that. So I think myself whenever I’ve been faced with a situation where maybe service wasn’t great but somebody has intervened, interjected, listened to me, it made me feel better about the brand and let’s face it… 00:10:09 – 00:15:07 …We can’t, now staffing firm can promise to find somebody a job. Too often that’s the promise that’s given and that’s not the reality of it. You probably place only maybe five-ten percent of the people you actually engage with. What do with the other ninety, ninety-five percent? Do you cast them away and forget about them or do you create a relationship with those people because you know there’s long-term opportunities, they might gain more experience and want to come back to your brand. They may become a hiring manager and want to use your services. But if you treat them poorly, then they’re never going to come back. So for me, it’s all about the experience you create whether or not you have success today or in the future, you should still be driving a great experience for those individuals. Well and I also think people forget you know I brought up a minute ago whether it’s five hundred, five thousand, five hundred thousand recruiters are calling these folks and when we talk about that, the candidates have choices, it is not a marketplace where you’re the only person calling them and so I think people forget about the fact that understanding what that not like using your example of the five and ten percent that let’s say it’s ninety percent of the audience that they’re not actually working with will but all the staffing firms are trying to create relationship built recruiting, and so how do you have a relationship if there’s no conversation? Yeah I agree and you know as you mentioned, biggest issue is finding talent and it’s not think about how many millions upon millions of dollars are spent building databases talents out there they just don’t want to call you back right they either isn’t a reason to call you back. They don’t trust you enough. They don’t know who you are in. So you know through Great Recruiters, if you think about the way, we we buy goods and services from a consumer standpoint, we trust reviews. I’m looking at restaurants, I’m looking at Amazon. I’m looking all over I trust other people’s crowd source perspectives, and that’s really what we do for staffing firms is to get that voice in deliver it in a way that is recruiters. If I’m calling you Larry, I might say, Hey, look help other marketers like yourself I know we haven’t met each other but hey, take a look at what people think about working with me and I simply share my profile. We’re hearing from recruiters that are doing that the receive a twenty five percent callback rate. What impact is that going to have in your organization if you get twenty five percent more candidates to call you back, it means you have a bigger talent pool to choose from in your clients getting better access to a better pool of talent to make a decision. So for me, that’s a differentiation piece is you need a way to differentiate and I can tell you how great I am, but they’ve been hearing that for a long time when it’s somebody one of their peers saying this is somebody that can trust, it carries a lot of weight. And I think there’s a difference between what Great Recruiters does and like the Glassdoors’ of the world. Glassdoor is a place for people to complain for the most part and they’re probably not going to like this podcast. But the fact is, is that most of the staffing world spends time being defensive with Glassdoor and with what Great Recruiters offers is more of an offensive approach but the. The other thing I just want to throw out there is from a marketing perspective I feel like it’s a treasure trove of information because now I can say something and prove it because I can point right to Great Recruiters with it. When I say my recruiters are better than everybody else because they have four point eight on Great Recruiters here are all the comments that they’re candidates and consultant said about them. So I definitely believe that there’s greater transparency, but there’s also this ability I mean people forget you’re being researched every staffing firm that I talk with when we talk about the website, they’ll say the websites the first place that the clients will actually go to to validate what I said. Okay. So I agree that one of the things people are going do is hit the Internet and look for those reviews to see what’s out there. Well, when they Google your firm and just do it yourself anybody listening Google your firm and say, would you call you back? What is your page one Google results looking like? The problem with Glassdoor as it relates to staffing is it’s not about what place talent thinks about where they’re placed. It’s not about what they think about working with a staffing firm. It should be what the people inside the staffing firm the internal employees say about working there, and so it wasn’t a tool that was built with staffing in mind. Great Recruiters was and it’s a tool that as you mentioned, it takes you from a reactive, passive. Right? Wait for somebody to give you a bad review. You’re spending so much time and energy because you’re trying to figure out based on the context of what comments are trying to figure out who in the organization did it it’s time energy wasted. With Great Recruiters it’s like, take control of it, be in control, be proactive. We promise this quality of service, we want to make sure that we’re giving it, and we want to make sure that the individuals delivering that service are doing what we said give us our feedback. and I… 00:15:07 – 00:20:08 …think that’s why we probably captured ten times more data in one tenth the time for our clients. It is because it’s the proactive approach. You said something just a minute ago that made me realize Glassdoor and you may be taking away one of the most fun things in the market, which right now is all the executive team trying to figure out who said what on Glassdoor. So I mean maybe they can build that back into their recruiting time I don’t know. A lot of time spent and energy and for me if you’re going to give feedback, anonymous feedback doesn’t help anybody. To me, it’s somebody that’s venting because they had an experience that they need to get off their chest, and if you’re not asking, they’re going to go to the place that they know which is some sort of public forum. For me I want to be proactive in if you had a bad experience, I want that to come back. I want to know who it is because I truly want to solve that issue and I think our clients want to do that as well. And they love the fact that they’re they’re seeing less negative things on third-party sites because they’re getting to the talent, they’re getting to the clients faster because they’re proactively asking throughout their entire recruitment process. What I think what you’re describing is actionable intelligence that allows you to better your firm. Yeah Yeah without a doubt. Do people get the concept? Yeah I think you know it’s funny. The most common thing that I heard when we launched it is we’ve come a long way in three years, the conversation has changed drastically. You know was like interesting concept interesting concept, and now you look at our website, we have case study after case study of success, we have case study of case study of value in ROI. It’s not an interesting concept. If you think the premise of asking for feedback and you think the concept of online reviews is a concept you’re probably a little behind the times because the reality is it’s mainstream. It’s just hasn’t been mainstream until now in the staffing industry, and that’s really what Great Recruiters continues to aim to change is to create more transparency and provide a great tool for people to make sure they’re not part of that problem. And I think tools like yours, they tend to inspire a question by the audience, which is, where’s the ROI? Return on investment is something that everyone especially in times like now that everybody’s looking at going how can I get the value what? What’s the best thing for my firm and I definitely have heard that question come up. Let me give you a chance to just explain to everybody what’s the ROI? What I think the ROI, what’s amazing is we hear different types of ROI from Hey, we’ve increased retention of our internal staff because they’re more engaged. They’re happy with the work they’re doing because they feel that as an organization we support. Let’s face it, recruiters don’t want work for a staffing firm that doesn’t respect the recruiter as a role. You know, I think that your increasing performance. Let’s face it, if you know somebody has the opportunity to provide you feedback, even on your worst day, you’re going to put your best foot forward and if you don’t and you consistently don’t, it’s probably the wrong job for you anyway. So we’re helping to make quicker decisions, we’re helping to pinpoint areas of improvement for the recruiting team. So you have this whole training and learning development that our larger firms have so many specific in those departments monitoring it and trading opportunities to increase the performance through trading development tracks. On the flip side from online reputation you know if you look at our clients page one Google results we’re helping to make sure that the good word that’s being said about them is out there in front of people. So from improving ratings, not only on Great Recruiters but how we can help improve ratings across other third party sites. There’s a huge ROI there. There’s a lot of data that shows what happens when you go from a three point five rating to a four to a four five. Let’s face it. I don’t go to any restaurants that’s three five unless it’s McDonald’s right and that’s a five buddy well in some and then you have the opportunity. But if you think about what great four stars isn’t Great, it’s good four and a half stars is better. But when you think about what is a rating that you’re looking for? It’s you know you’re looking for things that are four seven, four eight. You know. So I think that’s a huge ROI that we help to drive that. And the most direct piece, most of our clients realize their one year investment in a short period of time through the placement of the referrals they captured through our process. And that’s what I was going to bring up because I mean one of the things I was surprised by how you thought about the referral process in this because once again, great people know great people and so when you have a candidate, you’ve already determined to be great and then the next thing you know you’re getting this review that’s saying that our recruiter is great and by the way, here’s another referral that’s almost goal just because I mean it’s coming from somebody you already value. Yeah. Without a doubt I mean it was something that was very early on I remember the conversation as we were designing this out, and I was like, no you have to ask for a referral if it’s a good experience because the number one reason recruiters don’t get referrals as they simply forget to ask or they’re uncomfortable asking. 00:20:08 – 00:25:04 So what a great opportunity after somebody assured positive experiences simply say who else can we help? People are looking to refer their friends to people that they can trust. So through that review process, we just make it really simple and it’s had a wild success and so from a direct ROI perspective that’s the easiest bottom line dollar where we can translate dollars generated because let’s face it everybody in staffing wants to do everything and I’m sure you have challenged the marketing how do you translate that direct ROI that’s the most direct way. But I think what I hear for my customers that’s the first thing they say as far as the value of why they keep great recruiters, it’s because of the engagement and the confidence, the piece of mind you know we want it to be simple and meaningful. We want to give you piece of mind and we want to help you build that legacy and build that brand. I think we both came from working in staffing firms for a very long time and I will tell you that more often than not in leadership you don’t have all the facts. You don’t know that a particular recruiter is not doing well, what we would want them to be doing when they’re talking to a candidate or same goes for sales etc. I would I was most amazed by the fact of how real time the data is and how actionable it is for myself when I’m sitting there talking with a recruiter and how to be better at their job but it’s also like you mentioned sometimes, they’re people that really don’t belong in the job and you get to see that real time with the data because it’s coming back and it’s this person was not very explicit on the phone with what they were wanting. They were hiding facts from me. They were acting like that they were interested in me, but you could tell they weren’t. So there’s just so many different factors, but it’s also how to reward the great recruiters not to steal your name but how to reward the great recruiters for their great effort that’s one of the things that gets missed and leadership all the time. And I think in my perspective I take a little bit different take and I agree with everything you said, but I think the great recruiters are the ones that want to continuously improve and get better. And so although my manager can help coach me what I love hearing and we hear it from recruiters is that you know they get their first constructive feedback right I like to call it constructive… And that’s the way we pose it but they said, you know what I’ve heard time and time again like this was awesome for me because I didn’t know that by doing ABC always creating this negative experience in because somebody shared that with me, you can only imagine other people probably felt that way as well and they’re able to take instant course correction. Somebody said I was way too pushy way too pushy, I followed up way too much and she goes it was just naturally what I did and she said what I learned is I need to start asking people how often is good for you to for me to follow up. So now she’s caring about what the other person’s perspective is and she’s going ahead and tailoring her interactions with the way people want to be interacted with and it wasn’t something she normally would have done if it weren’t for the feedback that she got through Great Recruiters and she was able to correct it in an afternoon. Yeah. I think that’s a great recruiter that can take themselves and want continue to elevate their game. Well and back to that constructive feedback from the leadership standpoint, most of that feedback that we’re going through with people in that coaching moments is a template of ideas that we’re trying to you know share with them. Well, with Great Recruiters, I was able to really focus the conversation on specific areas because I saw it in the feedback. Exactly I mean there’s five common things that every recruiter is rated on and allows you to gain insight into those areas and it’s the thing the candidates are looking for. Obviously want a job, they want to talk about positions. But when it comes to services they want somebody who’s going to be genuine, responsive, experienced, who’s going to provide advice and guidance that’s transparent. I mean, These are the things that we think about it why you didn’t appreciate some service they’re lacking in one of those five areas. So that’s that’s really where we hone in and I think from a leadership perspective as well. A lot of leadership do not give enough positive accolades for as tough as this business is. Especially over the last six months, it’s been difficult recruiters grind and grind and grind. They’re saying more more more. And very little do they get the feedback for all that effort that they put in they get the Atta Boy Atta girl and a placement and it’s like, okay, what’s next? So with Great Recruiters, it’s really providing a really nice vehicle for leadership to feel once again, have piece of mind that they have a team that’s driving the brand in the right way, and it gives them the opportunity to acknowledge people. They otherwise wouldn’t have acknowledged. Absolutely well listen I do feel the need as a marketing person just to give you fair justice here. One thing I really want to make sure the audience knows is we do not do advertising. Adam and I met over the fact that we were working with several clients on Great Recruiters and I got to tell you, I probably came into this with a little bit of a interesting concept kind of belief about a year ago and I will tell you, I do agree with that and… 00:25:04 – 00:26:19 …by the way folks, if you do not understand that this is not an interesting concept, it is not interesting in any way it is a reality for how to manage your brand, how to make sure you understand what’s going on. Let’s move this from interesting concept to just everyday normal walk a life folks and Adam give me that five dollars that you promised. The the big thing here folks is, is I just really want you to understand that when it comes to differentiating your brand, there are many many sources for data, but getting it direct from the mouth of the your consultants, I just can’t say enough about how you can use that across all of your marketing efforts and Adam just thanks so much for joining me today. Appreciate it and I appreciate the conversation, love your perspective and just love being able to chat recruiting. I love the industry. There’s so many of us that actually it just fell in love with the industry and I always laugh because you can always tell when somebody does but listen guys for everybody out there in StaffingREEL land, let’s keep it up and let’s keep the focus on positivity and growing our businesses and making the most difference we can I know we’re all in this strange time. Let’s stick together. Let’s figure out a way to do better, and this has been Larry Hemley with S.J.Hemley Marketing of StaffingREEL. Thanks so much, have a great day! About S.J.Hemley Marketing S.J.Hemley Marketing is a marketing and sales consulting firm focused on driving tangible results for professional services firms. Brand matters, but not without ROI. With over 20 years of sales and marketing experience within staffing and recruiting, we have helped to drive successful branding, sales training, lead generation activities as well as defining marketing strategy for top organizations. www.sjhemleymarketing.com
20 minutes | Apr 28, 2020
Virtual Hiring and Onboarding with John Bemis – StaffingREEL Podcast Ep. 2
Welcome to StaffingREEL, the podcast for everything staffing. We look forward to sharing highly relevant content from across the staffing ecosystem. Let’s welcome our guest, John Bemis, President of Benchmark IT. John speaks to us about virtual hiring and onboarding, a topic that the entire staffing industry has had to take into consideration in these unusual times. Transcript: 00:00:00 – 00:05:03 Welcome to StaffingREEL, the podcast for everything staffing. I’m your host Larry Hemley from S.J.Hemley Marketing. We have all been going through one of the most bizarre times in history. But there’s a lot that we can be thankful for. We are all hopefully surrounded by our families and while we’re separated from each other, we’re all still working together. Today we’re going to talk about how to hire and onboard virtually. Many of our staffing clients have been addressing a variety of issues to truly be a partner to their clients. With everything that we’re all experiencing, this is an area that the entire staffing industry has had to take a long look at in order to keep our businesses moving forward. I’m joined today by John Bemis, President of Benchmark IT and a veteran of the staffing industry. John How are you doing today? Doing Great Larry, TGIF. Right back at ya. Well listen before we get into the topic and all that I really wanted to just give you a chance to share a little bit with our listeners your background. Thanks really appreciate the opportunity to be with you today. A little bit myself and my company. I’ve been recruiting technical recruiting for about twenty five years. All here in northern New York suburbs we’re based in Stamford Connecticut. And I started out my career with Robert Half worked there for five years. Worked for another company called the computer merchant out of Boston for five years here in my area and then Together with some former Robert Half people we started benchmark searching Benchmark IT back in 2007. And I’ve always been very focused on IT recruiting benchmark is high touch company. We pride ourselves in always meeting our candidates before we ever send them to a client. We’ve historically because we’re local met everybody in person and augmented with video conferencing video skype when we needed to when we couldn’t meet someone in person but of course all in person things changing which is why we’re we’re talking today so. absolutely. yeah. So you’ve gotten a little bit more exposure to the the video world over your time but when we talk about clients you know I think most of the staffing industry has been trying to eliminate phone screens from the entire interview process. And what’s funny is that as we talk about that, now we’re dealing with video interviews. How many of your clients are used to doing video interviews? I would say it’s still novel for most of them. The normal mode is to do a phone interview and then later on in person or a series of in persons so A few clients that hire especially contractors who might need to who can’t come in in person, Maybe because they were gonna, They’re located remotely better going to move to the client site for the job. They’ll interview via skype. But that’s about the only time clients have been willing to do a video interview in place of an in person Up until now when the in persons are virtually impossible. well and I think that you know you said well virtually impossible. I think that some people are figuring out some novel ways to do things but as a whole I mean we’re definitely moving towards having to hire someone through a video interview and a lot of the clients haven’t ever done this before. They were so set in the way they were doing things. Have you been hearing any challenges that they’re having with doing the video interviews and how are they resolving some of those challenges? Well I think there’s one challenge in that they’re so used to doing a telephone interview that they think of substituting the video for the in person they still want to do the phone interview. Which you know. I think it’s really debatable as to whether that’s necessary and I think it slows down the process. The other one is simply people are used to in person interview with multiple people attending you know from the client side and again the clients just aren’t experienced to realize that you can really do that same thing with the video interview with the technology we have today so it’s really just a lot of it’s just education as to how you can do things and getting organized to do it. And have you been able to spend any time with them in You know I don’t know how many of your clients have needed assistance in trying to figure out how to conduct these interviews. But have you had any opportunity to talk with some of your clients about best practices? Well in the last two or three weeks, we’ve had our clients experimenting with the video interviews and I think there have been a few things that have come out of that. There’s a logistical piece you have to work on but there’s also you you have to keep in mind that an interview was a two way street and you’ve got to keep in mind what the candidate is also interviewing the client to some degree and a lot of cases. So it’s still you know a candidate driven market so clients need to think about how they present also so and that’s a that’s a new thing whereas clients are used to thinking that they just it’s all about interviewing the candidate especially especially in the early rounds. Absolutely and I mean you know the especially on the phone interview they get… 00:05:03 – 00:10:04 The clients typically get the benefit of a little bit of anonymity whereas on the video, you’re out there. And I definitely have heard a couple of things from different clients that they’ve been experiencing a little bit of reluctance on the video interviews. What have you seen? I definitely think there’s been some reluctance. I think some people are just a little bit afraid of that they’re going to be exposed and the phone interview, you’re absolutely right, they you’re not in person so you’re just asking a few questions and seeing that somebody can speak well or has basic technical skills but it is another step in the process. It’s usually another you know every time there’s a phone interview there’s a delay of a day to two or three days and the whole hiring process so you know in tech market that we’re in with Where it’s very candidate starved every day you’re not moving forward. You’re losing candidates. So really the best practice should be to go right to a video interview whenever possible and just set expectations that you know it’s going to be an intro interview and that that may only last ten or fifteen minutes but it’s a meet and greet. I think clients sometimes worry that they’re going to have to conduct a one hour video interview because that’s what they’re used to in an in person but it doesn’t have to be that way it can be a quick let’s get to know each other and then if this goes well we’ll set up another set of video interviews with more people on the team. I think that’s a better practice and our clients that have done that have been able to speed up the process. Well and you said something I want to kind of clarify which is that it’s still a candidate driven marketplace. I’ve definitely in speaking with some of my clients The the belief structure right now is that there’s twenty million people looking for work and so is it really a candidate driven marketplace. The fact is is while it’s got a little bit easier to find application developers as well as the higher end roles, What’s interesting is those really haven’t opened up that much mainly because of the fact that those are the people everyone’s holding onto. Does that sound about right to you? I that’s totally what we’ve seen here in the New York area. I mean. Of course there’s been some dislocation and some industries hospitality, automotive, and a few others you know just really really had to cut back and had to release even their best people Because businesses so far down but most of our clients are keeping any technical expert that they have retained sometimes reducing hours a little bit because they know how hard it’ll be to replace them if they let him go so we’re not seeing a lot of people in the market with all due respect to those that have lost their jobs. I think that they will have a good opportunities here fairly shortly. Agreed and I think that as typical the unemployment numbers just really aren’t telling the story the fact is is that when unemployment was at three percent unemployment for programmers was around point nine percent so I think we’re still seeing that. Yes well, Monday’s Wall Street Journal on the thirteenth main article in the business section large tech companies hunt for talent so they’re always going to be companies that are going to take advantage of have any available talent in the market so some people might have to move or you know companies like facebook and Amazon and Google. They’re going to be the early ones to figure out that people can work remotely so exactly so so I really think that Clients are well advised to try to hang onto their tech people because they’re gonNA get gobbled up pretty quickly anyway. I’m the H. One market has been you know pretty much slowed down by a lot of this with the government operating at a slow pace. So it’s not like more people are coming in e
29 minutes | Mar 23, 2020
The Talent Shortage with Kip Wright – StaffingREEL Podcast Ep. 1
Welcome to StaffingREEL, the podcast for everything staffing. We look forward to sharing highly relevant content from across the staffing ecosystem. Let’s welcome our first guest, Kip Wright, CEO of Genuent and Talent Path, a division of Genuent. Kip speaks to us about the talent shortage, recognizing that our current situation will evolve and we will all be back searching for hard-to-find candidates. Transcript: 00:00:00 – 00:05:05 Welcome to StaffingREEL. S.J.Hemley Marketing’s podcast for everything staffing. This Podcast is a labor of love as we’ve been wanting to roll out a source that brings a wide array of knowledge from experts in the staffing industry sharing their thoughts on where the industry is going, specific areas of staffing, talent marketing, recruitment, sales and more. I’m Larry Henley, President of S.J. Hemley Marketing, and I’m excited to launch our podcast with our special guest Kip Wright, CEO of Genuent and Talent Path, a division of Genuent. Kip with everything going on in the world right now, I really appreciate you taking the time today. Thanks glad to be here. So let’s jump right into it today. We are discussing the ever-growing talent shortage and how it can and is being addressed. Kip, let’s kick off with telling everybody a little bit about your background. Can you share with us? Yes Larry thanks again for the opportunity to share some of my thoughts and insights on this topic and as far as my background I have been in the staffing industry now for well over twenty five twenty eight years if do my math correctly. It’s somewhere in that neighborhood actually came out of college. I’m LSU Tigers so still celebrating our national championship but came out of LSU and went to work for Ernst and Young in the accounting finance field which gave me the entree to begin to see some of the inner workings of how a company manages US operations. That was Kinda my initial exposure into the business world. I was very fortunate enough to find an IT staffing and IT Solutions Company in Houston Texas a company called BSG which gave me the opportunity to move directly into the industry side and to see how services company support their clients and in particular at BSG, support their clients technology related solutions. Along the path of my career I’ve had the opportunity to do everything from running finance organizations to running acquisitions of various staffing companies and working for clients companies like Core Staff. Meta more worldwide, Comsys, Manpower Group and now recently running my own company at Genuent so I’ve had a really storied career. And that’s been in virtually all sectors of the space light-industrial clerical staffing, admin finance staffing, technology staffing, solutions business, workforce management as I was fortunate enough to build a contingent workforce management company called tap-in along the way. Excellent so got a tremendous background in staffing. So I mean what made you stay in the industry? Yeah Larry it’s interesting because you never grow up saying you want to be a staffing executive. You grow up saying you like to be a doctor or lawyer or firefighter, staffing is never used in that equation. For me, what was most intriguing about the staffing industry is the value that we give back and the benefit we give to those that we support. Our clients obviously helping them to fulfill their business objectives, whether that’s on the temporary basis or helping them to evaluate talent that they might long-term hire into the organization and for the individual consultant or associate the opportunity to help them find their next job whether that job leads to full time whether that job helps them along their path of gaining the experience that they want for their long term career goals. Either way, you’re doing something very beneficial and you’re putting two parties together who need and who benefit from that connection and that’s why for me staffing has been such an important piece of my life and has kept me really engaged. I completely agree. I mean so. You’ve run so many different organizations in the space. How has that shaped your knowledge and understanding or current philosophies with how you run Genuent and Talent Path? That’s an interesting thing. For First and foremost let me address the different industries I’ve had. The fact that I’ve been able to run a light Industrial clerical staffing organization gave me the exposure to a very different pool of resources to very different type of work provided exposure and and the understanding and the sympathy or empathy so to speak for the challenging nature of those types of job opportunities. And so recognizing that it has a very different impact both on the company that they’re working for but also the individual and they’re very specific livelihood. You look at careers or skills like finance and accounting or technology, IT staffing, you recognize that the type of opportunities that they’re very different as a much more intense focus on the individual skill sets than on the availability and the reliability of the workforce quality becomes a very different issue and for the consultant. What becomes really important is benefiting them on their career path? How does that next job, how does that next logo that they’ll be working for truly enrich their ability to continue their career to improve their earnings potential over time and to work for companies that they feel we’re going to benefit them personally. Well by the way I’m going to throw loop at you but you actually create your own blog about leadership and leading right? 00:05:05 – 00:10:07 Just tell us a little bit about what made you kinda go down that road. Yeah you asked the question about what made me creatively right and leadership blog and it’s interesting because I’ve always been one that’s a student of leadership that, like any good leader would do, I read intensely and continuously and try to absorb as much as I. I developed philosophies along the way, philosophies that have been shaped by some of the best cultural leaders, people like Simon Sinek and some of the best strategy leaders like Peter Drucker and Michael Porter. You know all of those things have shaped how I look at the business strategy how I look at culture and how I look at forming and Building Organization and frankly managing, managing individuals and the impact that has on their own personal journey and so for me. Leading right was opportunity to share some of those insights. They are insights meant often for an individual or a group of individuals that I know need to hear that message. They are not intended to be strictly about business or leadership. In a business context they really relate to the whole concept of leadership as an individual leadership leading groups leading organizations leading in your own life and how you facilitate it. And so for me leading was the opportunity to do that really pleased I get to share that through a virtual medium on a frequent basis. Nice, so today the world is changing and the reality is that we’ve all been dealing with a staffing shortage or talent shortage depending on who asked the question or who makes the statement. But why don’t we just kind of talk about that Buzzword you know? What is the talent shortage and why does it matter? Yeah it’s interesting and I want to disqualify this as we dive into this topic because literally as we speak we’re in the midst of the COVID-19 crisis and so clearly the concept of talent shortage when where confining individuals to remote working to smaller groups when you’re starting to see the potential for employment to be impacted certainly in industries like air fare, hospitality and leisure, oil and gas. All of those are going to suffer some challenges in the short term and so we have to keep in mind that talent shortage is a much broader longer-term concept than it may be an acute issue at the moment so let’s look at it at a broader context and for me the concept of talent shortages that is organizations look to find the right individuals with the right skill sets at the right time for their business needs oftentimes are fundamental challenges that prevent them from doing that. That could simply be the number of resources that are out in the marketplace available at any point in time and we had been benefited up to this point from incredibly low unemployment rate. Since there’s clearly that’s going to impact that to you look at talent shortage from a long-term perspective which says okay, I know that industries are creating the demand for these types of skills in the workforce and that that demand is going to be systematic and will continue. I mean you look at the at the ways in which talent is being developed to meet that demand the educational systems trade schools, other things like that and there just aren’t enough of those resources that that issue of talent supply becomes even more problems. I mean think about this again with the with the shift towards a lot of online shopping virtual shopping. The availability of commercial drivers, drivers they can drive these large rigs across the country and deliver the goods for virtually every organization that selling them Amazon, Target, Walmart, you name it. That’s talent shortage. You can look within the technology space and see that with the rise of technical needs with the merchants of cloud the emergence of mobile with the focus on big data the need and the consumption for talent in the technical side is immense and universities aren’t producing enough of those resources. So you think about talent shortage looked at that on a macro basis and recognize that there are and will in an interim perio
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