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AI Is Changing Hiring Faster Than You Think · Not All Business

0:00
On this show, we've told you to use AI to Polish your resume.
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But it turns out AI might also be the one ghosting it.
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Today we're talking to Jessica Titko.
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She's the CEO of The Staff Pad, a Dallas based recruiting firm.
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She is watching AI reshape the job market in real time, from
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bots submitting fake resumes to candidates using AI earpieces to
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answer interview questions live. That is not OK, people.
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She'll tell us when AI on your resume helps you and how you
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might also get ghosted by an algorithm.
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And she shares the one move that still works better than anything
0:37
else. We also cover all the important
0:40
stuff, March Madness, criminal records and pea soup.
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Just another week around here. So welcome to Not All Business,
0:48
a podcast by two former CEO's who went from competitors to
0:52
friends. I'm Blakely Graham and my Co
0:54
host is Heather Cooper and we're joined by our producer, Clay
0:57
Cornell. Now let's get down to business.
1:08
We're live. Hi, we're live, we're live have.
1:12
Something to show you you're not going to believe it, OK?
1:14
Let me see it. Ready.
1:17
I love drama. Oh, you're not Jerry Summons.
1:22
You're going to like Jerry Summons.
1:24
It's like. A not all business thing now.
1:27
Oh God, I hope not. OK, when is it?
1:31
Yeah, so about in a couple. Weeks, Oh, you're going to try
1:34
to get out of it because of the knee surgeries?
1:35
I don't know. I don't know if a third party
1:38
secondary caregiver is a good enough excuse.
1:40
I don't know that I'm going to try to get out of it, but it is
1:43
on a Monday and as you guys know like those trials can go into
1:50
our recording date. So we need backup plans.
1:52
We need backup plans and I was thinking would it be fun if we
1:56
like asked our like some of our favorite guests to come and be
2:01
like guest hosts when one of us is like sick or jury duty?
2:05
Because that's what we do. We do a lot of jury duty on the
2:08
show. They would love that you.
2:09
Know what I mean? Like, wouldn't it be fun?
2:10
Like we could get Bailey or Jamie or whomever.
2:13
All of our guests have been fantastic, I just think.
2:16
Yeah, they would be kidding me. I know.
2:19
I love that You're, you're pretty confident that they
2:21
wouldn't like, kind of take over.
2:22
You know, that's like how it starts.
2:25
The guest host becomes a regular guest host becomes a little Co
2:29
host. You.
2:30
Should be if I get jury duty it's I'm just not going to go I
2:34
hate. Jury duty?
2:36
Do you think you made me spit a little bit?
2:37
You're going to go and you're going to try to be the fucking
2:40
foreman. I know it.
2:42
You're going to get in there. I.
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Got kicked off the jury last time, so I.
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Would you answer? Would you say they got you out?
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I have a record. Oh, you have a record?
2:55
Is that from punching that girl? Throwing her off the porch.
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No. What's it from?
3:00
It's crime to not be disclosed, but.
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I know we're a true crime podcast now.
3:05
And so we are a true crime. And so, yeah, they they
3:08
dismissed me. What's your record?
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Called but. What did you do?
3:13
You're not going to share. We've all.
3:15
Made mistakes in our 20s. What was yours?
3:17
I got it, I got it. I got a DUAI.
3:24
AI What's the? AI today maybe?
3:27
We are tired. That's a good transition.
3:29
ADUAI on almost influence. Driving under almost
3:35
intelligence. That's what Heather's trying to
3:39
do with herself driving car, and we're telling her that's not a
3:41
thing. I am, it is a thing.
3:43
Just wait until it's unsupervised.
3:45
I'm having naps in that bitch. I'll tell you the story because
3:48
it came up, but please, this is not what I was planning on
3:52
talking about this. Morning.
3:52
It's a learning. It's a learning.
3:54
It's a learning. It's learning.
3:56
So I want to say I was guilty. Like, let's not belittle it.
4:00
And I mean, what are all the you?
4:01
Want to say it or you are saying it?
4:04
No, I I was. I was guilty and no one got
4:07
hurt. Like all those disclaimers and I
4:09
just whatever. Do not drink and drive.
4:12
But if I had to like paint a different picture, I was 8
4:17
blocks away at my friend's house where I went to dinner almost
4:21
every night. We shared 1 bottle of wine, me
4:24
and my 2 friends. Over how many?
4:26
Hours. I'm not sure that.
4:29
Should be the legal limit then. Well, here was the key.
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They served pea soup, or maybe it was asparagus soup.
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It was green and it was so gross.
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I refused to eat it. I didn't like it at all.
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And so I had a stomach. It was awful.
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So I got in my car, I drove, I know the eight blocks.
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I've stopped at a stop sign and there was a cop doing like a DUI
4:55
check, but whatever. I didn't didn't do anything
4:58
wrong. My issue was I had a headlight
5:00
out so he pulled me over. I was mid parallel parking in
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front of my apartment. Impressive.
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Also very hard to do. Drunk.
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We weren't drunk. It was like that.
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It was like, what? Does the AI mean yeah?
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What's the A? So like the legal limit I don't
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even know what it is like let's say the legal limit limit was
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like one the AI is like .7 O 75 or something.
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Clay, can you just Google it? Like what?
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I think it was like 1 drink versus 3 drinks, if I recall.
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So I don't know. And it's gone up now.
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It's gone down now. So OK.
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It's DWAI. With that state in our state's
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DUAI, but yeah. OK, so DWAI is driving while
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ability impaired. Ability impaired instead of
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under the influence. Yes, but let's talk about this.
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I was parallel parking. I got out and I did all the
6:01
things a lawyer would tell you not to do.
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I got out and like I I said, my AB CS backwards.
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Not a problem. Did he ask you to?
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Or were you like on the offense of no, no.
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No, I did that. He asked me to walk like AB.
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CS backwards, sober as can be. Z, I'm telling you why.
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Yeah, X here out. That's it.
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I'm that's that's all I got. All to say, it was a horrible
6:30
experience. It was as horrific.
6:32
But here's the great thing. The great thing is like I am
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super pedantic about it now. Like I do not get behind a
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wheel. Nothing.
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I've talked like my, we're super strict and I'm, I'm glad because
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like, you know, you're, you can kind of get sloppy when you're
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younger and I think that's changed with this next
6:49
generation and I'm really. Also, they have Uber, there's no
6:51
excuse. No excuse ever.
6:55
Yeah, but it was a great, not so great experience.
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Very embarrassed, very humiliated.
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Had to go to jail. You did not.
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Yeah, what? What?
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I mean, like I got arrested. The drink.
7:08
The drink tank. The drink tank.
7:10
Yeah, the drink tank. It sounds like a cop was just
7:13
trying to mess with you a little.
7:15
Bit so that cop ended up stalking me.
7:17
He, yeah, he came to my house. That should have gotten a. 3:00
7:23
AM. How old were you?
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I didn't tell my parents I was like 26.
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I did it all my own. I paid for the lawyer on my own.
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I got. Up there.
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Wait a second, I thought this whole time you were a minor and
7:33
that was what was making sense. You were legal, allowed to drink
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and you got pulled over and put in the tank at 26.
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That's abuse. That is that's that's.
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You should have gotten a lawyer. You could have.
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I did. Get a lawyer.
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It was $5000. And this is like back in the
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day. It was every penny I had.
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It was everything I didn't want to tell anyone.
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And then the lawyer, not a lawyer.
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The cop came to my door at like 3:00 AM the next day.
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Like, ma'am, you forgot to sign papers.
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Open up, open up. And I'm like, cool.
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Come at 3:00 AM. I was so scared to be some
8:07
problem with my friend they got talked to but.
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Then they got talked to. Oh well, thank God they got
8:12
talked to. I don't know, maybe they got on,
8:15
something happened, makes you feel better.
8:18
The judges like that have nothing to do with.
8:20
Your mad but this is still on your record by the way.
8:24
I don't know. Could you find that out for me?
8:26
Yeah, yeah. I can do it.
8:27
I don't like people that. Find the podcast.
8:30
True. Crime.
8:32
Yeah, I'll do a I'll do a background check on you.
8:34
No problem. Actually, I should have done it
8:35
before I even agreed to be your business partner.
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I don't know what else he should.
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All to say, This is why I got dismissed from the jury the
8:43
original time because I think the guy, I think it was a DUI
8:46
case or something and they're like whoever has been convicted
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and I'm like. They did not see that coming
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when you raised your hand. OK, so I will do the background
8:54
check. We'll get it expunged, but only
8:57
after this jury you. Can get it expunged if that.
9:00
Does that mean lawyer Heather? Does that mean when people ask
9:03
me if you've ever been convicted, can I say no?
9:06
Yeah, I don't know. I don't know.
9:09
You know, I said that so confidently.
9:12
I It just depends on the context.
9:16
It's slippy. It wouldn't show up on a record.
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It wouldn't show up on like a background.
9:21
I mean, but if. Don't drink and dry lie.
9:24
Serve your friends pea soup. That's just.
9:26
Yeah, but you don't lie, remember?
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So you never lie. Remember that.
9:31
That's why when he said, have you had any time to say I did
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have a glass of wine like? That's the right answer though,
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like you. But it's not every lawyer I
9:40
talked to said, say you you don't take the breathalyzer, you
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don't get out of the car, you don't don't do anything until
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you have to, right? And so I was like, OK.
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Read them your rights. Also just don't drink and drive
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which is. Well, that would be the number
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one role. And to be honest.
9:57
Though and dried either. No vaping and driving.
10:00
Did you see that, that it was going around, It was real about
10:06
these two ladies talking about if your tags are expired, don't
10:10
smoke weed in your car. It's no.
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I don't smoke weed. In your car anyway, they make a
10:17
song out of it. Just like if your tags are
10:19
expired. It's so.
10:22
Funny. OK wait, so when you go to
10:25
expunge this record, can you find the mug shot?
10:28
No, I've never seen it. I don't ever want to see.
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It I don't. You took one though, did you?
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Fingerprints, everything. He just wanted to hold your
10:35
hand. Do you want to know what the
10:37
worst part about it? They confiscate all your money.
10:41
And so I had something like $32.82.
10:45
It's like all I had. And then when you get let go,
10:48
you they won't give you your money back.
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And so I'm like, well, how am I supposed to call a cab to get
10:53
home? Like I don't have like that's my
10:56
money. Like we were a cash society back
10:58
in the 90s. It's not like.
11:00
Like did you credit card? Was this a real jail?
11:04
Like, was this a real policeman? I mean none of this.
11:06
Is no, they give you, they give you it back in a check and the
11:10
check is from Boulder County Jail and I'm like no effing way.
11:15
I am going down to my Wells Fargo account and you're like,
11:18
can I deposit this? OK, They give it back to you in
11:20
a check, but you did get it back.
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I'm like, were you in Casa Bonita jail?
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Did did did they? OK, they.
11:27
OK, because there's one thing that I wanted to tell you about.
11:30
I don't know if you've ever seen this, but there's a Instagram
11:33
account called Mug Shorties and it's all mug shots of like women
11:39
who are basically very beautiful, but they get their
11:43
mug shot after they're all done up.
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But they did something and then the caption is just the crime
11:48
that they committed and. I was.
11:52
Like can we please get Blakely on mug shorties?
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Please no, no, I have children. Come on.
12:00
Did you see the compliment? There though, there was a.
12:02
I heard the compliment. What he doesn't realize when he
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sees the picture. I was starved, I had to pee.
12:10
My makeup was probably running because it was night time.
12:12
Like no, like I probably looked like shit.
12:15
That's a look though. And I have my lazy eye.
12:17
You guys think about that? Oh my God, you've never seen
12:21
your lazy eye? Those are in your Daryl
12:22
Hannadays too. I bet you looked gorgeous.
12:25
Do you remember when we were in Atlanta and that girl had her
12:27
makeup in the this was crazy Clay.
12:30
There's a woman, she was a Hostess and she had her makeup
12:32
and it was intentionally like she had just been crying, but it
12:37
was on purpose. Is this a new?
12:39
Is this a thing? Where do you look?
12:42
Yeah, let's ask the expert I. Mean, I don't know, I was this
12:45
the strangest thing, but it was like obviously drawn on.
12:48
Like she was crying and I first I was like, are you OK?
12:51
And then it was like, Oh no, that's just her, her vibe.
12:53
Yeah, I don't. I don't know.
12:55
That does seem sad. So it seems sad to you, but was
12:59
she like, OK, Did you talk to her about it?
13:02
She was not a good Hostess. It was pretty bad.
13:05
But yeah, otherwise she seemed fine.
13:07
She was just. Really.
13:08
Behind who you're talking about? She was not a good Hostess,
13:11
Yeah. She wasn't, she kept looking at
13:12
us with hope like you're next. But it was like 45 minutes later
13:16
I was like, you need to stop giving me those nice kind eyes
13:18
while they were sad kind eyes because I kept getting hopeful
13:22
that she would call us next. And anyway, I digress.
13:26
The question is, is her so I'm going to be taken by AI, right?
13:29
Like what do you think? You think we're going to get to
13:32
a point where the. Hostess at a.
13:34
Restaurant is going to be a robot or it's all automated.
13:37
It's halfway automated already because you've got the give me
13:40
your phone number, we're going to text you that your table's
13:43
ready. Right.
13:44
Yeah. And you'll have those like fast
13:46
casual restaurants and fast food restaurants where you have to
13:49
order at the screen. And I'm like, I just want to
13:51
talk to a person because I got all these customizations, right.
13:53
I think it's going to become a differentiator to have a kind
13:58
Hostess. Or is a man Hostess a Hostess?
14:04
It's AI think they're both. Quite right?
14:06
It's, it's waiter, it's server, it's server and.
14:09
Host server and host. Can we just go on that gender?
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I just one more thing and then we'll go back to the AII was
14:16
Googling because we're like the thick of March Madness, which is
14:19
my favorite, you know, time of year.
14:21
Me too. We're so like, yes, I know.
14:25
Well, I didn't know that about you, but yes, we are so alike.
14:28
I do because I'm Michigan State. I'm Tom Izzo.
14:31
I mean, that's my school. So enough sun.
14:34
OK, go ahead. Well.
14:35
Live in a college town, so I'm all see you all the time.
14:38
But I was like Googling for like the latest bracket update.
14:44
And so I just wrote, you know, I wrote, I'm trying to think what
14:48
I typed in. I wrote like CU or NCAA college
14:52
bracket or whatever. Zero women's results.
14:56
I don't follow men's basketball at all.
14:59
I had to like scroll, scroll, scroll, scroll.
15:01
Never found it. So I had to go back up to the
15:03
top of the screen and write NCA, like college bracket WBWE.
15:09
I'm like, fuck that. That's just another hurdle.
15:13
Like to have to like throw in there like, why don't they give
15:16
me a choice? AI Google, you're so damn smart.
15:20
Why don't you say, hey, I know you, I've got you profiled.
15:23
You're probably looking for WB, you know, And so I'm just a
15:27
little bit, you know, when you start to notice those things,
15:31
they're everywhere. I know.
15:33
Algorithm like it wasn't even AI, it's.
15:35
Like I'm talking about the LLMS. Well, it's pulling on all the
15:37
information from historical ever and how how many years since the
15:40
WNBA has been like getting more traction and getting followers.
15:43
It's like within the last 10 years.
15:44
This isn't like the last. So you're saying AI slow?
15:49
Yeah, no, I'm saying, Oh no, you can put it.
15:52
And I did this just the other day.
15:55
It's part of like my book research to do.
15:57
I just put in Beautiful Woman, just that's it.
16:01
I just wanted to see what it did with Cooper.
16:04
It it was like that Snow White screen it was you're the fairest
16:07
of. Them all it was could not have
16:10
been more opposite of what I look like.
16:13
Long, luscious dark hair, huge lips, big.
16:17
Probably your situation on the chest.
16:21
Thank you. In their 20s anyway.
16:23
And I was like, OK, typical. And then I just said, why did
16:26
you say that? And then it gave me a laundry
16:28
list of because society values used, it's seen time and time
16:33
again through blah, blah, blah. Like it just gave me all these
16:35
reasons and I was pissed about it, but it is what it is.
16:38
It's pulling from all of these years of what's defined as
16:41
beautiful in the Western society.
16:43
Then I put it over into Gemini. That was Chachi BT I put it over
16:48
into Gemini and said beautiful woman.
16:53
It was a black woman in her late 30s, early 40s, in a garden and
16:59
just simple, no makeup, beautiful woman.
17:03
And I said why? And it said because our
17:06
algorithm, if we do, if we are not giving specific
17:09
instructions, will prioritize diversity because that model's
17:17
been trained on it, because it's actively saying, OK, we need to
17:19
do more to make these answers more diverse.
17:22
So unless somebody says put in a white woman with dark hair, if
17:25
they just say beautiful woman, we are going to actively try to
17:28
incorporate diversity. So Google Gemini is doing the
17:33
right thing and they're trying to like proactively train their
17:36
models, but it it takes years to like combat like the other just
17:40
natural data. And then I put it all in Claude.
17:44
Claude's kind of an idiot, just so you know.
17:48
Called out the I like Claude's my favorite to be honest.
17:51
I argue with him every day so I guess he's my favorite too.
17:54
But I don't I I'm still calling him it's.
17:56
I can't anthroporphize it yet. Anthroporphize.
18:00
Anthropomorphize. That word for sure.
18:03
And of course it's all men. Yeah.
18:07
Sorry I put this off on an AI tangent.
18:09
But hang on a second. Speaking of the men thing, like
18:13
what? So, Siri.
18:15
Is Yeah, it's a beautiful man too, just so you know.
18:17
But go ahead. And did someone like me come up
18:22
or was it like? It was older than you.
18:25
Isn't that a damn it it? Was that is a damn it the older.
18:29
Yep, and he had a little grain of.
18:31
Beard. And he was distinguished because
18:34
attractiveness and Menge is seen as competent and go leader Clay
18:39
and experience. It's a whole soapbox episode of
18:44
their thing. Anyway.
18:44
I didn't mean to take no, but like, what were you gonna say?
18:47
Siri, Alexa, you know, executive functioning digital.
18:54
Secretary. Well, because those are like
18:56
sold to men so they have to have sexy voices.
18:59
But the intelligent AI is Claude as a man.
19:03
Yes. You can choose your voice.
19:06
Mine's a British guy. We're talking a lot about AI in
19:10
front of our guests that we haven't brought on yet.
19:12
Who's the expert and what we need to talk about?
19:15
Well, Jessica, welcome to Not all Business.
19:23
You know how every industry has that one relationship where both
19:26
sides need each other, but the communication is just broken?
19:30
In construction, that's general contractors and subcontractors.
19:34
The invoices get lost, the budgets blow up, and nobody's on
19:38
the same page. Well, Trade Agent fixes that.
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It's the AI layer that sits between GCS and Subs and keeps
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the whole thing from falling apart.
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Invoices, budgets, payments handled like magic.
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No more fights, no more finger pointing, and everyone can get
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back to actual building. Check it out at the Trade
20:01
agent.com. Thank you for having me.
20:09
So happy that you're here. We had to bring you on because
20:12
we got into all of this AI discussion and you.
20:18
Obviously are all not. Experts.
20:21
No, I was going to make Adu artificially impaired joke and I
20:24
couldn't do it. We're not officially impaired.
20:29
Yeah, yeah, yeah, yeah. Well, I'm not going to put the
20:31
pressure on Jessica of being like an AI expert through and
20:34
through, but we're having you on today to discuss the impact of
20:40
AI on the recruiting world. And so you are.
20:44
Yeah. And so Jessica, timely as her
20:47
intro described, COO of Safpad, which is a fantastic recruiting
20:51
firm. And we can have more information
20:52
on that in the show notes. But I'm just curious what you're
20:57
seeing and is it just in the most recent months or has this
21:00
been building for the last couple years?
21:02
But how are you seeing AI impact the resumes that are coming
21:07
across the job requirements that you're being requested of?
21:10
Like, is it kind of the new table stakes like being
21:13
proficient in Word was, you know, 10 years ago?
21:17
I think that it is. I think it's gotten
21:20
progressively more crucial over the last couple months, been
21:25
building for a while, but just with ChatGPT now, Gronk talked
21:29
about Claude, all the different AI platforms.
21:33
I think it's definitely becoming a necessity for candidates to
21:36
have. I don't think it's going to
21:39
completely replace like recruiters and us in the
21:43
recruiting world as a lot of people think it's going to
21:45
because of the element that comes with recruiting and human
21:49
to human. But I think on for the candidate
21:51
side, it's definitely important to know how to use AI, how to
21:57
input it into your workflow everyday, how to make things
22:00
more proficient for you, but not necessarily replace.
22:03
What you're doing, I'm so curious.
22:05
You said Microsoft Word, Heather, and I'm laughing
22:07
because I remember like writing my first resume and like 1988 or
22:12
89 or 95 or 6, whatever it was. And you, you would write them
22:16
out. You wouldn't say like Microsoft
22:18
Office, you say proficient in Microsoft Word, Excel, Visio,
22:23
like whatever all those old things were and like every
22:26
single one mattered. And so like do you, Jessica?
22:29
They're not. People aren't saying like I'm
22:32
proficient in Gemini, Claude, ChatGPT, right that.
22:36
Some are, some are. I don't recommend that, but I
22:40
think you, yeah, I wouldn't recommend it, but I think how
22:44
it's showing up is how people are using AI to make themselves
22:48
more efficient in what they do. So for recruiting, for example,
22:51
if you're using AI, what results are you getting from it?
22:55
How is it impacting your candidate outreach?
22:57
How is it impacting your interviews, your placements,
23:00
marketing? How is it impacting, you know,
23:03
your conversion rate? Are you generating more
23:05
outreach? Are you generating better
23:07
prompts? I think that's where people the
23:10
misconception comes in a little bit.
23:12
So how are you guys using it? A staff pad or are you?
23:16
Yeah, we're definitely using it. We use programmatic AI on our
23:20
job boards. So our jobs are consistently
23:22
being moved around on different job boards depending on clicks,
23:28
even one step further than that. I find this really fascinating.
23:31
It knows when people are actively looking at certain
23:33
positions. So the job will come down for
23:36
certain hours of the day and go back up when it knows, like an
23:40
attorney, for example, they're probably looking after hours,
23:43
late hours because they're busy during the day.
23:45
Or a doctor, you know, they're more likely to look at something
23:47
on the weekend. So it's consistently moving
23:50
those jobs around depending on traffic and who's looking at it
23:53
and when. That's so interesting.
23:56
And so did you have to train it on that or like how is that
23:59
unique to you guys or? I'd like to say it's unique to
24:03
us. I might be giving a little bit
24:04
away our secret sauce. There but.
24:08
It's a, it's a platform that we use.
24:10
So yes and no. And then we use it and everyday,
24:13
I think the recruiters have really done a great job
24:16
incorporating it and helping, you know, after we have a
24:18
conversation with the candidate, the notes that we take from that
24:21
call using an ChatGPT to organize their call notes.
24:25
And you know, take the resume and the job description and pull
24:28
from both of those to really create a clean write up to send
24:31
to our clients that answers any questions that they might have.
24:35
And so when the employee is drafting their resumes that then
24:38
this AI is kind of going through and reviewing first, are there
24:40
certain things that employees should be thinking about and
24:44
putting in or keywords or the way they're writing things where
24:48
an AI would pick it up versus not pick it up?
24:51
Yes, I think the really important thing to do is to show
24:54
real examples. So not just like how we used to
24:57
say proficient and you know, Microsoft Office Excel, which I
25:00
did as well, you know, it's how did you use AI to produce a
25:04
certain result? And then, you know, part of the
25:08
interview process too is going to be actually explaining how
25:11
you used AI to come to that result.
25:14
I think a lot of candidates are just using AI to do their resume
25:17
and aren't really taking a second look at what that means.
25:22
That's on their resume and they get in the interview and they're
25:24
not able to actually explain real life examples of how
25:27
they've implemented it and how it's helped them.
25:29
That's such a good tip. So instead of just saying like
25:31
cuz there's always usually that skills area where you're just
25:34
kind of listing out like Blakely was saying proficient and blah
25:37
blah blah. So instead of that you would
25:38
recommend putting it more up in the meat of like their job
25:42
duties at a certain role and they would say leveraged AI to
25:45
blah blah blah like an example. Exactly like reduced research
25:49
time by 40% using AI tools, so something.
25:53
Like that or you know, Heather, one, one example I saw recently
25:59
was a sales executive who came in and like vibe coded a whole
26:05
like pipeline management tool that then went and based on the
26:11
pipeline and the results, could a like report back up to the
26:15
CEO. But B also take a look at his
26:18
team and see where they needed help in the pipeline pipeline
26:21
where things are getting stuck. And he just vibe coded all of
26:24
that. A sales executive and you're
26:25
like, what? Like I don't even remember
26:28
sales. It's about to be a mean thing to
26:31
say. Never mind.
26:32
Were you going to say sales itself knowing how to use the
26:34
computer? Or what were you going to say?
26:36
I was going to. Say.
26:39
Wow. Yeah, you're not wrong.
26:41
What a differentiator for him or her on their resume, right?
26:48
Like it was, that's what I did to come in and bring efficiency,
26:53
improve sales results, blah, blah, blah, blah, blah, blah.
26:55
And it's more than just generative AI.
26:58
Like that was my code programmatic stuff which I wish
27:02
I knew how to do. You could do it so.
27:05
But that raises an interesting point though, because how is it
27:09
different for an employer? Like I'm not the same player, an
27:14
executive looking for a job versus like an individual
27:18
contributor level? Like where would you want to see
27:21
that AI proficiency? How would those two things be
27:25
Look differently, or would they for those different roles?
27:29
I think that they would look different.
27:30
I think an individual, individual contributor really
27:33
needs to know how to use AI and I think an executive needs to
27:37
know when they should and shouldn't use AII think an
27:40
executive has more power in terms of, you know, is it a good
27:43
business decision to implement it and to when.
27:45
But the individual contributor is actually the one at the
27:49
ground level who is figuring out how it's going to make it more
27:52
efficient or what it's going to do for the company or even their
27:54
role. I completely agree with you,
27:57
Jessica, cuz like what I would also want to see is that an
28:00
executive is also thinking about, hey, is AI usage in this
28:03
company. Have we thought about trust and
28:05
like how we're instilling like trust from these LM models into
28:09
our customers hands and it's translating and we're making
28:13
sure we're delivering quality stuff.
28:15
Like there's just a lot of fuzziness still and, and how you
28:19
verify, right? So I would want to know that
28:21
executives are trusting and verifying and in their jobs in
28:26
addition to it just efficiencies, right?
28:29
Yeah, they would need to have like the policy.
28:32
Minds. Yes, that's maybe a more concise
28:36
way to say what I was saying, as Heather always sums me up so
28:40
well. Couldn't have said it better.
28:41
I just I just researched on the side on AII have that listen to
28:44
you and then I say sum this up and then I just read it.
28:47
I'm just. Kidding.
28:48
Long winded. Here you go.
28:50
I'm. Just kidding.
28:51
No, it's true, though. Because like, so as an executive
28:54
who's looking and you know what? There's a lot, a lot of
28:56
executives that are being displaced right now just from
28:58
different layoffs and things going down.
29:00
It's not just hitting individual contributor level.
29:03
And I know several friends that are at that level looking.
29:06
So I think describe how how people could be leveraging like
29:12
the strategic parts of AI like what are what are you seeing any
29:15
of that come through in your job recruit and your job
29:17
requirements from your clients? Yes and no I'm it's, it's
29:23
interesting because we had something happen last week.
29:26
I I feel like we're seeing more than negative side of it than
29:30
the positive side of it. And I can share the story
29:32
because they. Get to tell us away.
29:34
So had a client that we were working for, they're hiring for
29:39
a senior level role manager role and they did virtual interview
29:44
1st and then they do an on site. Well, during the virtual
29:47
interview, great interview, but the individual who was
29:50
interviewing wouldn't look at the screen, kind of kept looking
29:53
away. It was a little little hokey.
29:55
But the hiring managers like, you know, I want to move
29:58
forward. They're from the industry, they
30:00
they know their stuff. Had another virtual interview
30:03
after that and then ended up bringing them on site.
30:05
Long story short, ended up hiring this individual only to
30:08
find out about a month in that they had used AI to completely
30:12
get their get themselves through the entire interview process,
30:15
no? Way, everything.
30:16
My gosh, why do that? That that was our whole thing,
30:21
Like you're really, really invested that you really want
30:24
this job. So on one hand, you have to
30:25
almost applaud it because you're like, wow, the commitment, But
30:29
on the other, you're like, well, how can we prevent this from
30:32
happening in the future? Because if you know, if it's
30:34
transcribing while someone's talking and just spitting out
30:37
the answers, then you can read exactly what it's saying and,
30:40
and sound like an expert really on anything.
30:43
So it was, it was. It blindsided all of us.
30:47
That was the first. I have not never experienced
30:49
that. Wow, did they fire them
30:52
ultimately or? Oh yeah, yeah.
30:54
Well, it was like a conversation of, you know, you give you an
30:58
opportunity to explain yourself, but if not, just leave your
31:01
stuff. And the individual did not
31:04
return so. Presumably they're fired because
31:08
of competence reasons, right? Like if they're relying on AI,
31:12
I'm assuming they couldn't actually do the job.
31:14
And that's when I was so shocked.
31:16
Not that he or she, I don't know, he got through the
31:20
process. It was more that why would you
31:23
do that? Like, why would you make
31:24
yourself vulnerable? Why would you get hired?
31:26
And then all of a sudden everyone sees who you are, like
31:30
not capable. It's crazy to me.
31:33
Yeah, Baldy, very committed. And so that's a good point
31:37
though. I mean most, I mean even local
31:41
job interviews when we're sourcing in Colorado, we still
31:43
do the first one or two online because we're not forcing people
31:47
to get in their car and get all dressed up and come down to the
31:49
office until the third interview.
31:51
So what would you say are some red flags when you're doing
31:54
online interviews to see like obviously this person is using
31:59
AI to support in the in the wrong way?
32:02
Yeah, not looking at the screen. That's become a massive 1.
32:05
A lot of times people won't even turn their videos on.
32:10
I think that there's also a pot like if you hear a really long
32:13
pause, like you ask the question and they take maybe 3045 seconds
32:18
to respond. Typically those are really red
32:21
flags are things we started really paying attention to in
32:25
the engineering tech space too. We've ran into multiple times
32:28
where the the candidates aren't even real.
32:31
They're bots who are making these resumes.
32:33
They're going through the process and you get to the end
32:36
only to find out that that it's not even a real person.
32:39
So. Anyway.
32:40
Again, what is the motive? Don't.
32:42
Ask me why, Don't ask me why anyone would want to do that.
32:45
I trust me. I still am trying to figure it
32:47
out because I had the same. It's like, goodness, why do you
32:50
think? I mean, do you think that
32:52
someone created that software to try to sell it?
32:55
Like if it was a success and they actually did get the
32:58
interview, they could sell that software to get the correct.
33:01
They said, hey, you know, 30% of the time we actually were able
33:05
to secure an in person or a virtual interview and we've
33:09
proven it through this model. Even if that one didn't get, you
33:13
know that one made it further down your process as opposed to
33:16
just being maybe tossed out right away, which is where most
33:20
people would say how do I spend money to get closer to?
33:23
Maybe. A job, Yeah.
33:25
Yeah, that's that's very smart, Clay, that probably.
33:28
Is I only say that because that's my first question too.
33:31
Like why would what's the point? Like who's trying to spam your
33:34
inbox with all of these like? It's dud.
33:38
Resumes, yeah. And they all look the same.
33:41
That was another big red flag with the, you know, I, I think
33:44
it's great to use AI for resumes and, and putting, you know,
33:47
putting something together, but personalize it.
33:50
Don't just let it spit out whatever it wants because they
33:53
all look the same. I mean, even with job
33:55
descriptions, when clients send over to, I can always tell which
33:58
is ChatGPT and what is that they've done themselves.
34:01
There's just a certain format that I feel like it follows.
34:04
And it's it's always very obvious.
34:06
Yeah, I I feel the same way about like LinkedIn posts.
34:09
Anytime in a post it's like 3 short sentences.
34:14
I'm like, oh, that's that's AI like.
34:16
I want to hear some more of the red flags that Heather asked
34:19
about and one of them that I know is like the M dash.
34:22
Like if the M dash. Is in there.
34:24
That's one that. Tells me is dead giveaway.
34:27
Are there any emojis? Crazy emojis.
34:29
That's always, I mean people I know, I know guys, even serious.
34:35
I'm dead. Serious coffee table blushes.
34:39
I'm pissed. I am pissed they took.
34:42
They stole them from you. Yeah, but you could tell mine
34:44
because mine are always like 2 lines.
34:47
It's never like the long line. Yeah, it's like the dot dot.
34:50
OK, so are you talking about emojis in an e-mail or are you
34:53
talking about in a resume? Well, when?
34:55
Both or even the LinkedIn post. I mean it I it never ceases to
35:01
amaze me. Also ChatGPT does the thing
35:03
where it bolds certain words and then not others and it's like OK
35:08
we can at least you can highlight your whole e-mail or
35:10
resume and unbold it and just bold what's important.
35:12
We don't need the random words folded, so that's a I'm.
35:16
Just going to feed this transcript to Claude and be
35:18
like, don't do any of these things in our social media
35:22
anymore. Yeah.
35:25
No, that's good though. You know, I, I don't think it's
35:28
a bad thing to use AI at all. For the record, you know, to
35:32
build out your resume and, and do certain things, even drafting
35:35
certain emails, right? Like if you're super passionate
35:39
and you're caught on a bad day and you need to respond to an
35:42
e-mail and you need to take the emotion out of it and put it
35:44
through ChatGPT or whatever and say, make this what it what I
35:48
need it to be, all the power to you.
35:50
But I think it's just again, it goes back to, you know,
35:53
personalization and and some of the dead giveaways that can be.
35:58
Avoided. What do you think about thank
36:01
you notes? I personally love them but I old
36:04
school. No, me too.
36:05
When a candidate interviews and they ask for the hiring managers
36:08
e-mail contact info and they want to reach out.
36:11
I absolutely love it. I think so too, because that's
36:14
anything that you can do to make it more personalized in the wave
36:18
of this, because most employers are assuming now that there's
36:21
not as much effort going into these other pieces as there used
36:25
to be because of AI. And it's smart to be able to
36:27
leverage it. But whatever you can do to stand
36:29
out from other people who aren't taking that an extra step to
36:32
make it personal is going to give you an edge, I would think.
36:36
Absolutely, I would agree with that.
36:38
Are you seeing a big shift in job roles?
36:41
Like as you're looking at resumes of your candidates, are
36:44
you going like like it's going to be hard to place that person
36:49
are like are recruit or even the companies you're working with,
36:53
are they no longer hiring XY and Z?
36:58
It depends on the role. I mean, I know that that's a
37:01
broad answer to your question, but I really do think it
37:04
depends. I think one of the perks that
37:06
we're seeing of AI on our side is that we're getting one
37:10
abundance of candidates and we actually get a lot more
37:12
qualified candidates. So to answer your question, I
37:15
think it's actually becoming easier in a sense to fill
37:18
certain roles because AI can target those keywords, those
37:22
specific profiles. I met with LinkedIn this week
37:25
and they're rolling out this whole new AI platform where you
37:29
can search boolean words, it'll be really specific on profiles
37:34
and they actually have an AI built into their platform now
37:36
that will screen candidates out for you.
37:38
So you can put in three to four pre screening questions that'll
37:42
say this is on site, this is the salary range, you know that
37:46
whatever it may be and it's going to filter out those
37:49
candidates for you. So I think it's actually
37:52
benefiting us in a sense where we're getting, you know, more
37:56
specific candidates in terms of the qualifications and, and what
37:59
they're looking for. But you could argue as well.
38:02
I, I push back a little bit on it because I still, I still like
38:05
the human, human touch of recruiting.
38:09
You know, I, I can see a resume, get them on the phone and find
38:14
out 10 to 15 different things about them that I couldn't see
38:18
on the resume that I love and I can relay that to my client.
38:21
So. Yeah, there's really no
38:23
replacing that piece of it, at least as a major part in the
38:27
process. You can't.
38:29
You can't skip over it. Yeah, yeah, there's intangible
38:32
things that you talk to, you know, when you talk to an
38:34
individual that you pick up on. Culture is a massive thing.
38:38
And you know, working with you, I, I know that and I can tell
38:42
within 2 minutes of talking to somebody most of the time if
38:45
they're going to be a good culture fit for my client or
38:47
not. So.
38:48
And you can't tell that from a resume.
38:50
What would you say people should be doing now to upskill
38:56
themselves in AI to help them navigate these interviews and in
39:00
these questions? Are there practical tips that
39:02
you would say, OK, you don't have a job yet, I'm going to
39:05
you're going to be in this next process for the next three to
39:06
six months. What can they be doing on a
39:08
daily basis to make themselves more competitive in the job
39:11
market? I think familiarizing themselves
39:14
with AII think a lot of people are still very intimidated by it
39:18
and not being afraid of it. I'll, I'll be honest, like I was
39:21
very late to the ChatGPT game because I'm just stubborn.
39:24
I was. Like I don't want.
39:25
To use this and then once I did, it changed, you know, my entire
39:29
day and how much I have more I was able to accomplish.
39:31
But I think not being afraid of AI is massive.
39:34
I think educating yourself around, you know, what AI is
39:38
doing and what it can do. I think in terms of the job,
39:42
like to be really specific to candidates who are searching in
39:45
the job space, you know, use it to research the companies that
39:48
you're going after, the, you know, the industries you want
39:52
practice interview questions with AI.
39:56
How would you do that? How would you if I, if I'm brand
39:58
new, never never even use ChatGPT a single time?
40:03
What practical steps would I do to like, get myself in a
40:06
position where this ChatGPT thing is?
40:10
Job interviewing me for a job. I would, I would put in the job
40:14
description to chat ChatGPT that you're interviewing for and say
40:18
if I was a recruiter interviewing me for this role,
40:22
what kind of questions do you think the recruiter would ask?
40:24
And most of the time it's it's pretty accurate.
40:28
I don't do that for the, I don't do that for the record.
40:31
But that would be my advice, yeah.
40:33
So they go on created an account ChatGPT you can upload a
40:36
document you can upload should they upload their resume.
40:40
Yes, they should upload their resume, upload the job
40:42
description and then if you were the I guess if you were a hiring
40:45
manager or recruiter interviewing for this position,
40:47
what kind of questions would you ask me?
40:50
I would also encourage the candidate to ask what questions
40:53
they would ask the hiring manager in this role because a
40:55
lot of times the job description doesn't have everything that
40:58
they might be looking for. And Heather, I'm sure you can
41:02
speak to, I mean, in interviews, one thing I love about
41:04
candidates was when they asked me questions, when they've done
41:07
their homework, when they've done preparation and they
41:10
actually know what job they applied for versus just, yeah,
41:13
telling me they've applied for 30 jobs, right?
41:16
That's a good point. Like even uploading, so upload
41:18
your resume, upload the job description, potentially upload
41:21
the link to the cut and paste the link to the company.
41:25
So there's like absolutely kind of that background and then get
41:28
questions specific to that company.
41:31
What about going as far as like the hiring managers profile?
41:35
Oh my gosh, is that social media?
41:37
You're going to like troll. Like how many kids do they have?
41:40
I. Don't know color?
41:41
Green. So it's.
41:44
Like what's the creepy line versus prepared line with AI?
41:48
Well. It's funny you say that because
41:50
I go to the creepy line like even when I send interview
41:53
confirmations to my candidates, like I'm sharing LinkedIn
41:56
profiles so they're actually going and researching the hiring
41:59
managers beforehand. Even if it's like a similarity
42:02
of like you guys went to the same school and you get on and
42:05
the hiring manager knows you did that background like it goes a
42:08
long. Way that's not creepy LinkedIn
42:11
to me is like fair game yeah I. Wouldn't be on their Facebook.
42:16
Facebook, Yeah. So your son plays, He's
42:18
basketball. Yeah.
42:19
I wouldn't do that. That might be a little a little
42:21
much. That would be so creepy.
42:24
I don't recommend that. We had an intern at Cloudco 2
42:27
years ago. Oh my goodness.
42:30
He was on the team of one of our sales managers, and one day he
42:35
came and posted on the team Slack a photo of his sales
42:40
manager in high school on the basketball team.
42:44
And I was like, ha ha, ha, isn't this funny?
42:47
So and so in high school playing basketball, it was so creepy and
42:52
it made the whole company immediately so uncomfortable
42:56
because he like stalked his managers and found a picture of
42:59
him in high school and posted it on the team.
43:01
Chat Yeah, yeah, it was like it just.
43:05
That's just a young second day trying to take some initiative.
43:08
He was trying to be funny, but it was like his second day on
43:10
the job. I don't know, it came off super
43:12
crazy. Second day would be, yeah, you
43:14
got to know your audience. I kind of think it might be
43:18
something I would do. But no, you're on your second
43:21
day, not on my. Second day That's something you
43:23
should run by ChatGPT. Like hey is creepy if like I
43:27
post this picture, could you role play the company like
43:32
everyone at my company? Here's all their profiles that I
43:34
already looked up. Do you think they would think
43:37
this is funny? Oh God, you really could go down
43:40
the rabbit hole with this stuff though, couldn't you?
43:43
I'm very curious. Like because I was last year
43:46
trying to find a job, I was creating my resume.
43:49
I was personalizing it for each person and I got nothing, you
43:53
know, So I basically struck out. I didn't think of the, how would
43:56
I, you know, what questions should I be asked or things like
44:01
that? I didn't think of those prompts.
44:02
So how do you generate those kind of prompts in your own mind
44:06
so that you can actually use AI Well, instead of doing it where
44:11
a bunch of emojis pop up and you're like, maybe that's what
44:14
they like now or you? Know how do you think no emojis,
44:19
no emojis. That's a good question.
44:20
I, you know, I think it just goes back to tailoring it to
44:26
your resume and, and the job that you're looking for.
44:29
I mean, I know you, I hear also all the time, I, I hate to hear
44:32
it, but that people have struck out multiple times.
44:37
You know, the other caveat to this whole conversation is AI is
44:40
great for so many things, but I also think that it is putting a
44:45
lot of candidates on the sidelines who would be a great
44:48
fit for certain roles because companies are using it to filter
44:52
out good, good resumes and bad resumes.
44:55
Like for example, client we work with, hiring manager wanted to
44:59
move forward with the candidate we put in their applicant
45:01
tracking system. Well, the AI rejected it because
45:04
he didn't check 5 out of the five boxes, but he checked three
45:08
out of the five. So again, I think that's, you
45:12
know, we talk about AI replacing certain roles and things like
45:15
that, recruiting in particular. I mean, there are things that
45:18
are intangible that I pick up on a phone conversation that AI is
45:22
not going to pick up on the resume.
45:23
So, you know, to answer your question, I think it just needs
45:27
to be tailored to you, you know, And ChatGPT, as creepy as it is,
45:33
it learns you, you know, the way mine talks to me, it knows how I
45:38
am. It's really creepy.
45:41
It is really creepy, but I appreciate that question because
45:44
you can't put a whole person on an 8 1/2 by 11 piece of paper.
45:47
You just can't. And so I am really grateful,
45:50
Jessica, that recruiting is still happening with real humans
45:55
so you can act as a another set of eyes on these candidates.
46:00
So we, if we've got both, we've got two sides quitting here.
46:02
So we've got the person looking, we've got the employer side,
46:05
they've hired you to source these candidates, Then we've got
46:08
the candidates submitting their things.
46:11
And you guys are kind of sitting in between those two things.
46:14
So kind of having expertise both on the candidates that are
46:17
coming in and also the employers and what they're looking for.
46:19
So be curious about your take. What can the employers do in
46:23
their AI process to avoid these pitfalls?
46:26
And how can they be tweaking, like you said, you know, making
46:29
sure they're still looking at people who are only checking
46:31
three or five boxes. What can they set up?
46:33
And then also after that, what can the employees be doing and
46:36
what should they be doing to kind of AI proof their resume to
46:39
make sure that it's not getting skipped over by the engines?
46:43
It's a good question. I think on the employer side,
46:47
you know, having AI brought in it's expectations a little bit,
46:52
you know, like I said, not being so rigid.
46:54
And if a candidate, you know, has graduated college, has had a
46:57
job for the last five years, let's talk to him.
47:00
Or if they've had a lot of different jobs, instead of just
47:03
immediately rejecting it, figure out why.
47:06
Maybe even send an automation e-mail to candidates.
47:08
You know, hey, notice you have a lot of, you know, job history.
47:12
I've had five jobs in the last seven years.
47:14
Walk me through why instead of just rejecting that candidate,
47:16
assuming that they're a job popper, especially since COVID.
47:19
I mean, things have been so volatile since then.
47:23
And I talked to, you know, candidates all the time have
47:25
been laid off or had had, you know, couldn't go back into
47:28
office, but companies were demanding it.
47:31
You just you just never know. So that would be my
47:34
recommendation on the employer side.
47:36
I think on the candidate side, I think it's just keeping it more
47:41
personal. It's kind of what we keep
47:43
talking about, right? Like I tell people, if there's a
47:46
position you really want and maybe the company doesn't use a
47:49
recruiting agency directly message the hiring manager.
47:53
Like research the job, put it in the ChatGPT and tailor your
47:58
message to the hiring manager as to why you think you'd be a good
48:00
fit for this role and just ask for 10 minutes of their time.
48:04
I, I think people would be surprised of how many people
48:07
would actually be willing just to take a 10 minute phone call
48:10
to hear them out and, and see if it would be a good fit.
48:12
Because at the end of the day, culture is everything.
48:17
And I think we all know that. And an individual can usually
48:22
within 10 minutes, kind of feel if they're going to be a good
48:25
fit for the company or not. Yeah, those cover letters in my
48:28
opinion are everything like those emails to hire a manager,
48:32
I really, really enjoy them And like your personality comes out,
48:36
the Y comes out and you're right, you can tell if it's AI
48:41
generated or not pretty easily unless you are really good
48:45
prompt giver, which case maybe I'd hire you anyway because I
48:49
don't know how to do it. Yeah, I.
48:51
Get to be part of your job right buddy?
48:53
You can create prompts. That could be a good thing to
48:55
put on a resume too. You you know how to generate
48:58
good prompts for AI that have produced this, you know.
49:03
Is there anything that you've received in the last month or
49:06
two from a candidate that stood out to you that you remember
49:09
like, hey, they, they did a good job about this?
49:12
I think, you know, I mean they, they stand out there.
49:15
It's probably 1 out of 10 there. I get those.
49:18
So when I do, it goes a long way and I know it goes a long way
49:21
with employers too. It is.
49:23
It's a nice touch. Yeah.
49:25
And is it just a e-mail or is it a actual handwritten physical
49:27
note? Does it matter?
49:29
I've gotten both the the handwritten ones are always
49:32
really nice, but I would never expect anybody to.
49:35
An e-mail will suffice. Great.
49:39
Hey Blakely, remember when I said that I wouldn't hire
49:41
anybody that didn't do a thank you note and you thought I was
49:43
crazy? No, I I did my whole like
49:49
company kickoff talking about think you know, it's one year.
49:52
I love a good thank you note. I just thought you were a little
49:57
extreme, too strict. On that, not anymore, not on
50:01
this age of AI, not when they could be like a robot on the
50:03
side and they're just looking off to the side and I don't even
50:05
know they can't fake a hand which actually that will make
50:09
even the handwritten ones that much more powerful because.
50:12
That's. True, it wasn't auto generated.
50:15
So just how does someone get in touch with the recruiter and are
50:18
you just taking their calls or what do they need to submit to
50:20
you and how does that work? I personally take calls, a lot
50:24
of it will be like referrals, you know, from others, but I,
50:28
you know, find them on LinkedIn, Robert Half, like that's a great
50:31
company to, you know, get in front of recruiters with Google
50:36
recruiting agencies or ChatGPT recruiting agencies in your,
50:39
your vicinity or whatever industry you specialize in.
50:44
But I would recommend that and you can reach out to them
50:46
personally on LinkedIn and build that relationship.
50:49
And that way, you know, when they know you and they know you
50:52
well and what you're looking for, they can come to you as
50:55
other jobs become available. Because a lot of times that's
50:58
what I do like I'll I'll find passive candidates who aren't
51:01
necessarily even looking. I'll remember them a
51:03
conversation ways that have and say, hey, this job became
51:06
available. Would you be interesting?
51:08
But yeah, yeah, that's how that's the good stuff.
51:11
Is there a recruiter? And there's and there's no cost
51:14
to people for reaching out to a recruiter because it's the
51:16
employer that pays that fee. So there's no hurdle there.
51:19
OK. I hope I don't get fired anytime
51:22
soon because the job market. Seems while you're doing this
51:25
wrap up OK, look at the screen. You can't look away.
51:28
You have to prove you're not using ChatGPT OK to.
51:31
Do this summation. But I'm not.
51:32
But I was. I don't I do write stuff down.
51:35
Oh, OK, OK, You're good. You're good.
51:36
But I will look right in the camera.
51:40
That's a little not. Creepy eyes.
51:43
So it's been a lovely time having you here.
51:46
I regret. This I regret saying.
51:48
Yes, sorry. OK, I forget even what I was
51:53
going to say. Oh, I was saying I hope I don't
51:54
lose my job. And I feel bad for people who
51:58
are going through this right now.
51:59
It is very scary. But also, I really think the
52:02
tips that you gave, avoiding those red flags, avoiding those
52:05
pitfalls, using AI in the right way, not to your detriment, but
52:10
to your benefit and being creative and don't be afraid of
52:14
it. Lean into it.
52:15
It can help you. You're going to be behind if you
52:18
kind of stick your head in the sand and don't engage it.
52:21
So if you're new to AI, start getting creative about ways to
52:25
use it, not just like us, another search engine.
52:28
It's so much more than that. Treat it like an assistant.
52:31
And if you want them to go off and research this company or
52:34
research potential job openings that they can find listed on the
52:38
Internet for things that might, you know, strike your fancy,
52:42
just be creative with it and see what you can get out of it.
52:46
Lean into it and then put it on your resume in a very personal,
52:49
tangible way of how you've used it.
52:52
That's going to make a big difference.
52:53
So, Jessica, thank you so much. It's so fun to have a live
52:58
badass C-Suite recruiter here to kind of you are seeing these
53:03
things live every day, hundreds of resumes coming through your
53:06
company. And so we really appreciate your
53:08
expertise because you are on the front lines of this and we
53:11
really appreciate you coming on. Thank you for having me, yeah.
53:15
Before we let you go, we want to ask you a question we ask all of
53:18
our guests and we do answer it ourselves, which is what brought
53:22
a smile to your face this week. Oh, another great question.
53:25
You can think about it if you want Blakely or Clay, do you
53:28
want to go first? Yes.
53:29
You can think about it. Blakely, Clay, any smiles?
53:33
My smile is a very good friend of mine and neighbor came down
53:39
with a pan of my favorite dessert knowing that our
53:41
household's going through a rough time with all the knee
53:43
surgeries and. What's your favorite dessert?
53:48
It's Rice Krispie treats with one extra cup of marshmallows,
53:52
which is a recipe she taught me. It makes them so much better,
53:56
just like the noodles and company ones, and they're so
53:58
good. Put a little vanilla in there
54:00
too if you ever try that. I'd be open to that.
54:04
I'd be. 1/4 teaspoon of vanilla with an extra marshmallow.
54:07
Yeah, a little extra marshmallow.
54:10
I'm a good Baker. OK?
54:11
Yeah, that's so nice. What a.
54:13
Nice friend. I know.
54:15
She's super sweet. And it's so like personable.
54:18
Like we were just talking all this stuff about AI and like
54:22
this was just like a nice human thing to do.
54:24
Stop, make someone's favorite dessert, walk it down the
54:27
street. I just want to remind people of
54:29
like the simple things, you know?
54:30
Yeah. How long did it last the pan?
54:32
Was it fun? That was a day.
54:35
Less than a day. Yeah, there's.
54:37
No. In my house, no way.
54:40
Clay. Mine's really simple.
54:42
I was my son and I were Facetiming my niece, she's 2.
54:48
And we apparently said something really funny and she cracked up
54:53
and she couldn't stop laughing. And so we just kept repeating it
54:57
over and over. We were saying alien, the word
54:59
alien. Apparently the word alien is
55:01
hilarious. Was it Piper?
55:03
Which one? It was Lila.
55:05
Lila. Yeah, And so just laugh.
55:08
So we're just like cracking. And Emerson and I all of a
55:10
sudden are like a comedy duo, and we're just like riffing off
55:15
each other. And Lila is on the other end,
55:17
just laughing like crazy. But Oh my God, so you do have a
55:21
future in stand up. Look at that.
55:23
I've thought about doing it and it's like one of those things
55:25
where like, I'd love to go take a class and try, but it's so
55:30
scary. It's like.
55:31
Oh, it's it's probably the most vulnerable thing on the planet.
55:34
But if you got into the toddlers where you're like, hey, I'm
55:38
going to drop in on daycare and I'm going to do a quick Type 5,
55:43
right? Let's just say he, I mean, had
55:45
one. Word.
55:46
It was just one word like so. Creepy.
55:49
It's like, yeah, I was thinking about doing stand up, but what
55:52
if I only talk to kids? You're like this kid laughed so
55:57
hard he pooped his pants right in front of everybody.
56:05
I don't know. I think there's something there.
56:06
I don't think we toss it out. I don't think we toss it out
56:08
like a bad AI resume just yet. Let's let's go one way.
56:12
I made one kid laugh so. All right, Jessica, do you want
56:17
to go or do you want me to go? Sure.
56:20
Well, I I think this would be it guys.
56:23
This has been awesome. My day is.
56:26
Very monotonous. Sometimes I'm on back-to-back
56:29
meetings and actually just interacting different.
56:32
This has been amazing, so thank you for.
56:35
Having me all right. Best answer.
56:37
Best answer ever. I love that.
56:40
Heather. My smile of the week is my son,
56:45
Jake. He is a competitive snowboarder
56:48
and he has just gotten back into it.
56:50
Like really seriously. And he's had the worst couple
56:56
weeks. Like his long story, I mean,
56:58
just like car trouble and then like his plane got diverted
57:01
because these competitions are in different places and
57:04
California and then Park City. And so it was just awesome to
57:10
watch him. He's competing at such, you
57:13
know, the 6080 foot jumps. You know, we've talked about
57:15
that a little bit before, but almost every competition
57:18
somebody's getting dragged down on one of those sleds.
57:21
Sorry but like Eldon just did at Eldora to bring.
57:24
It's only 12 feet. Yeah, but it's, it's a real,
57:28
it's a, it's a very, very, very dangerous thing to do.
57:31
And so his, his scores always come up on live heats.
57:35
And he had just his car wouldn't start the morning of the
57:37
competition and he was seeing his friend's house and I was
57:39
just like, oh God, like, what else could possibly happen?
57:41
He had the Uber like it was this whole thing, but he got there.
57:44
I'm refreshing, refreshing on his live heat score.
57:46
I the first one decent score, but I could tell you know where
57:51
conditions were bad. All the scores were coming in in
57:53
the 20s and 30s out of 100. There's a couple kids at 70 or
57:55
80, but that means like bad conditions.
57:57
Turns out it was really highwind, which is very
57:59
dangerous for these kids coming off these big jumps freestyle.
58:03
And so his first one comes up not too terrible, but I was like
58:07
he didn't fall. It wasn't a bad enough score
58:09
that he fell, but it also I knew he didn't land at what he
58:12
wanted. And then you go Round 2 because
58:15
they get two runs. The next score is just spinning
58:19
because they update and it's just circling.
58:21
It's just, it's like timing out, but you just have to wait and
58:23
wait and wait. And if they land and get hurt,
58:25
it says DNF, which means did not finish.
58:28
And this was happening for some other kids.
58:30
And so it's like, I want to be, I know he's had a tough morning.
58:34
I know it's all this and it's like I'm on this other call, but
58:36
I'm side eyeing this thing and I'm realizing like I still
58:40
intruded, like I still have like he's a toddler.
58:43
Like in my heart, you know, it's just like, I'm like, just please
58:46
don't say DNF. Please don't say DNF.
58:48
And then it popped up and it was like got him top ten.
58:51
He scored, he did it, it was awesome, but it was just, it's
58:55
like the joy of like this moment of just like I'm in like pure
58:58
terror trying not to think the worst.
58:59
But then also is he going to like, is he going to die or is
59:02
he going to like get 10th place? Like, you know, it was just, it
59:05
was so intense. But when I saw it pop in, I was
59:09
just like so overjoyed. Then he called immediately and
59:12
he's like, I landed it and da da da and it was so awesome.
59:16
It was a huge smile and breath of relief all at the same.
59:19
Time so parenting is no joke. And also it never ends like he's
59:24
22. So yeah.
59:26
It's just like, buckle up, clay. It's you're, it just never,
59:32
never ends. It just changes.
59:35
He posted a wipeout on his page. Yeah.
59:38
And I was like, and he's flipping upside down, like
59:40
twisting and going crazy. And then?
59:43
And then so it was a cab 10. Yeah.
59:46
So then he he doesn't stick the landing.
59:48
And the caption is I'm feeling this today.
59:51
Yeah. And I was like, oh.
59:53
Yeah, yeah, that would. Definitely.
59:55
You're just seeing crazy stuff on the Internet all the time.
59:58
And then when someone's like this actually hurt me, that's my
1:00:01
body you're watching smash into the ground.
1:00:05
I was like, Oh yeah, this is actually like, crazy.
1:00:08
Dangerous. That sounds terrible.
1:00:11
Yeah. Imagine if you're that person's
1:00:13
mom. Imagine.
1:00:15
Thanks everybody for sharing your smiles.
1:00:16
Jessica, before you go last, last, last thing, where can
1:00:20
people follow you? Where can people stay up to date
1:00:22
with you? Where can people keep in
1:00:24
contact? Connect with you.
1:00:27
Find jobs What? Was that?
1:00:30
She's like her find jobs, maybe she doesn't, maybe she doesn't
1:00:34
want to give this information. She's going to get just flooded,
1:00:39
I would say. LinkedIn is probably the best
1:00:41
place. Connect with me there and then
1:00:44
you can always visit the staff pad website.
1:00:46
It's www.www.thestaffpad.com. All of our job openings stay up
1:00:53
to date on that as well. So if you see anything and I
1:00:56
guess 1 little piece of advice I'd give before we go as I was
1:01:00
thinking about it, you know, if if you're having trouble, find a
1:01:04
really good recruiter. I think sometimes not going
1:01:07
direct to a company, finding a recruiter you can rely on and
1:01:09
they can actually pitch you to companies can make a big
1:01:12
difference too. Amazing.
1:01:15
Good. Advice.
1:01:16
Nice. Great.
1:01:18
Well, we'll put your contact info and your links in the show
1:01:22
notes. Everybody can go check that out
1:01:24
and connect with Jessica. Thanks for coming on the show.
1:01:27
Yeah, see. You next time see you.
1:01:29
Next time, Thank you, Jessica.