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Hiring And SCALING Made Easy With Proven Techniques · Business Roundtable

0:31
Speaker 1: All right, welcome back to the Business Roundtable podcast. I'm
0:34
Speaker 1: your host, David Carr Stuart your business once again, and
0:37
Speaker 1: we have another new guest on the podcast. I'm super
0:40
Speaker 1: excited to have Matt Kemp with us. I got to
0:42
Speaker 1: meet Matt through business networking group Success Champions Network last
0:47
Speaker 1: year and we had some great conversations, and I said, well,
0:50
Speaker 1: you got to get on the podcast, Matt because your
0:52
Speaker 1: background and hiring, talent, acquisition, business growth, helping veterans. There's
0:57
Speaker 1: a whole host of things here that I think is
0:59
Speaker 1: really important for our listeners to get to take in.
1:02
Speaker 2: Matt.
1:02
Speaker 1: So welcome to the podcast.
1:04
Speaker 2: Yeah, thanks for having me.
1:05
Speaker 1: I'm excited, absolutely absolutely so. Matt. You're you're the manager
1:09
Speaker 1: and operate. You manage and operate. Dialed in staffing was
1:13
Speaker 1: one of your things, and you have the BED seven
1:15
Speaker 1: Strategy group, and so I just thought, you know, for
1:20
Speaker 1: those when we're recording this at the beginning of March
1:23
Speaker 1: twenty twenty five, you know, things in the hiring space
1:28
Speaker 1: wherever we may be a very interesting conversation because there's
1:31
Speaker 1: things that we're watching in the federal government that's changing
1:35
Speaker 1: hiring and firing and moving everythings around. We are looking
1:40
Speaker 1: at people that are dealing with challenges or things that
1:43
Speaker 1: are developing with technology. And I think this is just
1:45
Speaker 1: gonna be really interesting discussion because one of the things
1:47
Speaker 1: I help companies with, as you know, Matt, is organizational health.
1:50
Speaker 1: It's developing the team and making sure they're in attact.
1:53
Speaker 1: But Avis, you're bringing in key talent, you're helping them
1:56
Speaker 1: find ey talent, and so i'd love to get your
1:59
Speaker 1: back background in. You know, what what got you going
2:02
Speaker 1: with dialed In? You know, you know, this is this
2:06
Speaker 1: mission to help people doing executive searching and recruiting because
2:11
Speaker 1: to me, even though we have ups and downs in
2:13
Speaker 1: the economy and things, there's always seeming a need for
2:16
Speaker 1: the right people and the right places, and so you feel,
2:20
Speaker 1: you know, a very important need out there.
2:23
Speaker 2: Yeah. I mean I started up Dialed In Staffing in
2:26
Speaker 2: early twenty twenty three, which was kind of the worst
2:29
Speaker 2: economic climate for industry in the last ten years. Uh,
2:33
Speaker 2: and it's just been full of challenges ever since then.
2:37
Speaker 2: But again that that's kind of a you know, the
2:40
Speaker 2: cream rises to the top or baptism by fire. You know,
2:42
Speaker 2: there's a variety of different ways you could look at it.
2:45
Speaker 2: But I think it really just stems down to whenever
2:48
Speaker 2: it comes to being a business owner, and you know,
2:51
Speaker 2: kind of any industry, it's not really easy ever. Yeah,
2:56
Speaker 2: there's some good times and some bad times, but just
2:58
Speaker 2: being able to navigate those ebbs and flows of just
3:01
Speaker 2: kind of all things, you know, like a lot of
3:03
Speaker 2: changes through the pandemic, a lot of changes post pandemic.
3:08
Speaker 2: Then now we kind of have AI coming in and
3:10
Speaker 2: kind of messing with everybody's industry. And then now we
3:13
Speaker 2: have you know, a tumultuous time within the government and
3:16
Speaker 2: the government contracting space. Yeah, so I mean I think
3:20
Speaker 2: that as you know, given the current state of just
3:22
Speaker 2: things everything in the world right now, by me starting
3:27
Speaker 2: my business in early twenty twenty three, like this is
3:29
Speaker 2: kind of par for the course for me. You know,
3:32
Speaker 2: nothing really easy, but you just have to find a
3:35
Speaker 2: way to navigate it because it's either that or close
3:39
Speaker 2: down your business, the only two options there. So it's
3:43
Speaker 2: victory of your death, you know, one way to look
3:46
Speaker 2: at it. Because the world, the market, everything is going
3:50
Speaker 2: to keep throwing you challenges and you just have to
3:52
Speaker 2: navigate them.
3:53
Speaker 1: Mm hmm, yeah, absolutely, I mean, and that's I just
4:00
Speaker 1: had a woman on my podcast that we were recording
4:02
Speaker 1: episode yesterday, kind of talking about similarly the challenges, the
4:05
Speaker 1: ups and downs, and really learning where to pivot. And
4:09
Speaker 1: sometimes it's not huge, it's just it's knowing to make
4:12
Speaker 1: slight moves and not wholesale moves. It's just understanding that,
4:16
Speaker 1: but staying engaged for sure. And I think some business
4:19
Speaker 1: owners I found, Matt, and I think this is why
4:21
Speaker 1: it's important with what you're doing, is they struggle with
4:26
Speaker 1: like can I find the right people to bring into
4:28
Speaker 1: my company and knowing that they get stuck within themselves
4:33
Speaker 1: and realizing, hey, who's else's out there that can help me?
4:37
Speaker 1: So I'm not alone in this journey, I'm sure as
4:38
Speaker 1: a business owner starting in twenty twenty three, or like
4:40
Speaker 1: I'm just going to do this all by myself and
4:42
Speaker 1: I'll figure it out. It's like no, right you. You
4:45
Speaker 1: and I got a success Champions network as an example,
4:47
Speaker 1: because we want to network with other business owners learn
4:50
Speaker 1: from other business owners. And I think that's so important
4:53
Speaker 1: and it to me that's part of like how do
4:56
Speaker 1: you navigate and ultimately be successful? So kudos to you
5:00
Speaker 1: for you know, keep figuring out, okay, how how to
5:03
Speaker 1: work this rework it, you know, and and like you said,
5:07
Speaker 1: right now we're looking at shifts in kind of the
5:10
Speaker 1: hiring market. What are some of the there's different things
5:12
Speaker 1: with economic trends that we're seeing in workforce development. So
5:17
Speaker 1: what do you what do you see right now currently
5:21
Speaker 1: that for employers, I'm just going to put is a
5:25
Speaker 1: gap that employers need to think about, uh, for you know,
5:30
Speaker 1: finding the right people, retaining the right people. What are
5:33
Speaker 1: some of the things you're seeing for companies.
5:38
Speaker 2: So the last we'll just say nine months has been
5:42
Speaker 2: has been very unique in the sense that we had
5:45
Speaker 2: a lot of conversations with a lot of senior folks
5:47
Speaker 2: at large companies that basically said, uh, and this is
5:51
Speaker 2: you know, kind of mid to late last year. We
5:53
Speaker 2: don't have any budget until post election. And the more
5:57
Speaker 2: folks you talk to, they said, you know, at this point,
6:00
Speaker 2: we don't even care who wins. We just need this
6:01
Speaker 2: thing to be over with so that we can get
6:03
Speaker 2: market stability, we can get our budget back and get
6:06
Speaker 2: our head count. So starting basically January fifteenth, that's whenever,
6:11
Speaker 2: you know, from a sales perspective, everybody just started piling
6:14
Speaker 2: on with the follow ups because they've been hearing nothing
6:16
Speaker 2: but at least in the staffing and recruiting space nothing.
6:20
Speaker 2: But we have no budget post election, post new year,
6:23
Speaker 2: we need to figure out what the markets are doing
6:25
Speaker 2: and this net. So that was unique to this election
6:29
Speaker 2: cycle because last election cycle was the middle of a pandemic,
6:32
Speaker 2: you know, the one before that was pre pandemic. So
6:34
Speaker 2: it's like we had no we had no case studies
6:38
Speaker 2: for how to navigate you know, this political cycle. So
6:43
Speaker 2: then now I think within the hiring space, now we
6:47
Speaker 2: have an insurgence of AI. Me as a as an
6:50
Speaker 2: opps person within an agency, get you know, I get
6:53
Speaker 2: pitched AI solutions daily, almost definitely weekly, And I think
7:00
Speaker 2: that from senior managers within companies that I've talked to.
7:05
Speaker 2: We'll just say a director is being asked by their VP,
7:08
Speaker 2: you know, or what AI solutions are you bringing in?
7:12
Speaker 2: They don't know, So then now they have to go,
7:13
Speaker 2: you know, talk to somebody who knows about AI. Well,
7:16
Speaker 2: does this person just have a chat GPT wrapper solution
7:20
Speaker 2: or is this something that they built, you know, built
7:22
Speaker 2: from the ground up. So I think as as much
7:25
Speaker 2: as AI is a is a buzzword, there's it's very
7:29
Speaker 2: common for folks to just not know what those solutions
7:33
Speaker 2: need to be. Are they you know, long term, short
7:35
Speaker 2: term and things like that, because on the candidate side
7:39
Speaker 2: of things, uh, they're getting pitched you know, use AI
7:43
Speaker 2: to revamp your resume to navigate these ATS's and things
7:47
Speaker 2: like that, which I mean, I don't see the value
7:51
Speaker 2: in that particularly, But then again, I look at every
7:54
Speaker 2: single resume. All of my recruiters look at every single resume.
7:57
Speaker 2: You know, we're not relying on you know, an AI
8:00
Speaker 2: scrubber to just pop out the top three, and other
8:05
Speaker 2: other good recruiters are are doing that same thing. So
8:09
Speaker 2: whenever it comes to just kind of managing the entire
8:13
Speaker 2: recruiting process, it now seems that there's there's more noise
8:18
Speaker 2: for a senior leader who wants to hire correctly and
8:22
Speaker 2: do it efficiently. Now that you have you know, turmoil
8:26
Speaker 2: in the job market, it's been difficult for a while.
8:28
Speaker 2: Then you have AI solutions, so there's a lot of
8:31
Speaker 2: noise to kind of figure out what the best solution is.
8:34
Speaker 2: And kind of what I've seen is just hands on,
8:37
Speaker 2: eyes on, you know, kind of having somebody to do
8:40
Speaker 2: it do it the right way.
8:42
Speaker 1: Yeah, I think you bring up a good point, Matt,
8:45
Speaker 1: in that I see a lot of business owners try
8:47
Speaker 1: to figure out like some kind of silver bullet, like
8:50
Speaker 1: the AI is going to be this or whatever. It doesn't.
8:52
Speaker 1: This is just the tool right now, right that's going
8:55
Speaker 1: to do it, and and they don't realize like it
8:58
Speaker 1: requires more than that. Like you said, the hands on
9:00
Speaker 1: I mean us, I mean we maybe using part of
9:03
Speaker 1: the tool, but not it's an auto, a single you know,
9:06
Speaker 1: answer to the to the challenge and the problem. And
9:09
Speaker 1: I think and then like you said, it gets noisy,
9:12
Speaker 1: and they're not getting the really the results that they want,
9:14
Speaker 1: and they're just kind of like, oh, let me just
9:16
Speaker 1: pick up this one. This some one seems to be
9:17
Speaker 1: like the hot thing, and I'll say this one this works.
9:20
Speaker 1: So I can see, but both on the employer side
9:22
Speaker 1: and the employee side both or you know, the candidate,
9:26
Speaker 1: because they may think, oh, same thing, all this will
9:28
Speaker 1: be the answer to my question. I'll just be able
9:29
Speaker 1: to do this and it'll work. It's like, well, not exactly.
9:33
Speaker 1: And and so you're both there's a gap, there's a
9:35
Speaker 1: missing on on both sides of the of this. That's
9:40
Speaker 1: that's that's clear to me.
9:42
Speaker 2: Well, whenever I talk to folks that are in a
9:44
Speaker 2: noisy situation like that, you know, whether it be on
9:47
Speaker 2: the candidate side, or the hiring manager side or the
9:49
Speaker 2: employer side. Uh. You know, it's kind of like I said,
9:52
Speaker 2: follow the money. If somebody's screaming at you that this
9:55
Speaker 2: is mandatory that you have to do that, I mean,
9:57
Speaker 2: are they are they selling an AI resume solution? Maybe?
10:01
Speaker 2: Are they an advocate? You know, if somebody's going to, oh,
10:04
Speaker 2: you need to automate your sales process by you know,
10:06
Speaker 2: having you know, uh vas that are utilizing che you know,
10:10
Speaker 2: whatever the case is, and follow the money. Is that
10:12
Speaker 2: a solution that they're you know that they're selling even
10:14
Speaker 2: you know, getting back to the or going over to
10:17
Speaker 2: better and owned small businesses. I talk about SBA certifications
10:20
Speaker 2: and leveraging that to do X y Z, you know,
10:22
Speaker 2: because I consult with veteran businesses to do just that.
10:26
Speaker 2: So it's kind of understanding why somebody has the perspective
10:30
Speaker 2: they do versus you know, this is uh, you know,
10:33
Speaker 2: this is the the only tried and true way. And
10:35
Speaker 2: I think this goes back to you know, kind of
10:37
Speaker 2: your ques your last question of you know, whenever I
10:39
Speaker 2: started up my uh my staffing business. I was a
10:43
Speaker 2: sales and strategic partnership guy. That's kind of as deep
10:46
Speaker 2: as my my business knowledge went. Uh. And there's a
10:49
Speaker 2: lot of things that go into owning a business, especially
10:52
Speaker 2: one that's a little bit more complex, like a staffing firm.
10:56
Speaker 2: So I approached it very humbly. I wanted to talk
10:59
Speaker 2: to every single person that was smarter than me. Uh.
11:02
Speaker 2: There are a lot of those. So I was able
11:04
Speaker 2: to talk to a lot of people that, you know,
11:07
Speaker 2: just we're experts or subject matter experts in their uh,
11:10
Speaker 2: in their industry. Uh. Yeah, So that just kind of
11:13
Speaker 2: a knowledge gaining effort right there on the front end, uh,
11:17
Speaker 2: save me a lot of heartache on the back end.
11:19
Speaker 2: And that's that's kind of what I try and do
11:21
Speaker 2: on the you know, on the veterans side. It's like, hey,
11:24
Speaker 2: I have I have two years in this small business
11:27
Speaker 2: ownership path. Let me collapse everything that I've learned in
11:31
Speaker 2: the last two years for you in three months and
11:35
Speaker 2: you can just get right to where I am. You
11:37
Speaker 2: can skip all the nonsense, skip all the mistakes I've
11:39
Speaker 2: learned them for you. Uh, let's just expedite this.
11:42
Speaker 1: Yeah, absolutely well, I think you bring up uh, you know,
11:45
Speaker 1: the whole veteran side of things is really unique, Matt.
11:48
Speaker 1: As as we've talked about before, my background before I
11:51
Speaker 1: started toward your business was in the environmental consulting space.
11:55
Speaker 1: We worked with a lot of US veteran business owned enterprises,
11:59
Speaker 1: for example. And it's one thing like okay, go get
12:03
Speaker 1: a certification. Okay, that's great, but then actually, how do I,
12:06
Speaker 1: like you said, run the business, get the right people,
12:09
Speaker 1: get the contracts in place. All that. There's a lot
12:11
Speaker 1: of stuff. And if you're just trying to do it
12:13
Speaker 1: on your own and just you know, hire somebody or
12:16
Speaker 1: find something like you Matt, that you know, it's like, hey,
12:18
Speaker 1: I've already gone through this, let me help you. And
12:20
Speaker 1: I've I pulled a lot of resources so you don't
12:22
Speaker 1: have to you can go faster. And this is the
12:25
Speaker 1: whole reason I have the Business round Table podcast is
12:27
Speaker 1: that they can meet people like yourself, Matt, and say,
12:29
Speaker 1: oh there's somebody else here that knows this. How do
12:31
Speaker 1: I talk with them? I connect with them. It's like
12:32
Speaker 1: great and and and the why I do what I
12:36
Speaker 1: do is buying people in you know, whatever industry that
12:39
Speaker 1: you need that are further along are their experts and
12:44
Speaker 1: they'll help you move that along knowing where you're where
12:48
Speaker 1: you're you're not as strong on that. And so a
12:52
Speaker 1: lot of a lot of businesses that I find are
12:54
Speaker 1: not strong in in the in the you know, just
12:58
Speaker 1: the bringing on people finding the right people right Matt
13:01
Speaker 1: and and and they know how to do the technical
13:04
Speaker 1: part of the business. They got it set up, they
13:07
Speaker 1: got it going, but actually, like what does it look
13:10
Speaker 1: like to describe uh a position and actually have the
13:14
Speaker 1: right people coming? You know how many times we probably
13:18
Speaker 1: had somebody like these are not ideal clients. I mean,
13:20
Speaker 1: I've heard recruiters where they're not unfortunately not really what
13:23
Speaker 1: good recruiters because they's like they're just doing a little checkbox,
13:26
Speaker 1: but it's not a good fit. Business owners frustrated, right
13:29
Speaker 1: because they're like, so, like, can you talk a little
13:31
Speaker 1: bit about some maybe proven strategies that you're you're seeing
13:34
Speaker 1: or implementing to help employers number one, findet bring the
13:39
Speaker 1: right people. Because there's again a lot of noise out there.
13:42
Speaker 1: There's a lot of mechanisms that people can find the
13:44
Speaker 1: companies and so it's like, how how does dialed in staffing,
13:49
Speaker 1: you know, differentiate itself and helping companies really attract key
13:55
Speaker 1: you know people to their organization.
13:59
Speaker 2: Uh, I mean we we impress a lot of clients
14:02
Speaker 2: right off the bat, just because it's it's maximum effort.
14:05
Speaker 2: And I feel like, you know, before I started out
14:08
Speaker 2: and staffing, I worked at two different you know, conglomerate agencies,
14:12
Speaker 2: and I think it's it's easy to not be as
14:14
Speaker 2: hungry whenever you know, you're not the captain of your
14:18
Speaker 2: own ship. So it's like I have a zero tolerance
14:22
Speaker 2: for losing clients. So that that's the impression, Like that,
14:26
Speaker 2: that's the frame of mind that we're in as soon
14:28
Speaker 2: as we get our very first role. Now, on top
14:31
Speaker 2: of that, not being part of a large conglomerate, you're
14:34
Speaker 2: able to run some strategic ad placements. You're able to
14:38
Speaker 2: do your proactive outreach, you know, things that don't really
14:41
Speaker 2: get done when you're with a big shop just because
14:45
Speaker 2: at scale, is it you know, is it worth the
14:47
Speaker 2: investment on it? And you know, for a lot of
14:49
Speaker 2: different reasons. But uh yeah, we're we're able to just
14:52
Speaker 2: use all channels available. It'll eat into the margin a
14:55
Speaker 2: little bit. But because we're a smaller shop. You know,
14:59
Speaker 2: everybody's still a to get paid what they need to
15:02
Speaker 2: for their for their time and effort. And I think
15:05
Speaker 2: all of those things considered, we're able to jump in
15:07
Speaker 2: to a difficult role to fill and use pretty much
15:11
Speaker 2: everything at our that we have at our disposal to
15:14
Speaker 2: uh not only get great folks in the pipeline, but
15:18
Speaker 2: that first round of feedback is incredibly important because they
15:21
Speaker 2: say that person was a great fit because of these
15:23
Speaker 2: three reasons. We don't think they're going to be a
15:24
Speaker 2: match for these three and then you roll that into
15:26
Speaker 2: screening your next round. And then you know, we always
15:30
Speaker 2: want folks to get offered and you know, hired right
15:33
Speaker 2: off the first round of UH of searching, but sometimes
15:37
Speaker 2: that's not always the case, you know, but you have
15:38
Speaker 2: to continue to refine that UH. And again there's there's
15:42
Speaker 2: a lot of companies, there's a lot of recruiters that
15:44
Speaker 2: just don't do that. You know, they're gonna they're gonna
15:47
Speaker 2: post an ad or they'll post something to LinkedIn. UH,
15:50
Speaker 2: they'll kind of you know, scroll some resumes and then
15:53
Speaker 2: send one or two like they just not You'd be
15:55
Speaker 2: surprised how many other companies are not doing maximum effort.
15:58
Speaker 2: And you know that's just uh, you know that that's
16:02
Speaker 2: just the way we approach every single client, every single
16:05
Speaker 2: role because for me as a as a sales and
16:08
Speaker 2: strategic partnership person, I refuse to leave money on the table.
16:12
Speaker 2: You know this is you know, if the opportunity is there,
16:16
Speaker 2: take the opportunity. Don't let it flop just because you
16:20
Speaker 2: don't want to or it's hard or it's going to
16:23
Speaker 2: take a lot of time.
16:24
Speaker 1: Like you just do it.
16:24
Speaker 2: Maximum effort. Maximum you know, client happiness equals you know,
16:30
Speaker 2: maximum business success. Going going all in?
16:32
Speaker 1: I love it, man. What would you say, Matt? So
16:35
Speaker 1: when you're you're like, hey, I'm going to go all in?
16:37
Speaker 1: What would you say to a potential client you're going
16:40
Speaker 1: to hire a company or they're they're going to hire you,
16:43
Speaker 1: what would you say to them? Like what should they
16:45
Speaker 1: be considering? How should they be set up like to
16:47
Speaker 1: help you get you know, you you do all the
16:50
Speaker 1: like maximize Like, hey, I'm gonna tap in Matt, I'm
16:52
Speaker 1: gonna bring them on and his team to really help me.
16:55
Speaker 1: But what would you say to them because to what
16:57
Speaker 1: do they need to be prepared to provide?
16:59
Speaker 2: You?
16:59
Speaker 1: What of the things that they should be thinking about
17:01
Speaker 1: before hiring a recruiter, because sometimes I think that again,
17:04
Speaker 1: Silver Bullet hired this recruiter, they'll just solve my problems.
17:08
Speaker 1: But they're like, it's all you can only do as
17:09
Speaker 1: much as what they give you and prepare you and
17:12
Speaker 1: and and provide you. Right, Matt, If you're like, so,
17:14
Speaker 1: what to what should an employer think about for you know,
17:18
Speaker 1: attracting and retaining top talent, they things that you're like, Hey,
17:22
Speaker 1: if you guys give us this boom, we're going to
17:24
Speaker 1: be able to do maximum effort, really make an impact.
17:26
Speaker 1: But because I don't think business, especially if they've never
17:29
Speaker 1: hired recruiter, Matt know these things and so that we
17:33
Speaker 1: can help educate them and understand get them up to speed.
17:36
Speaker 2: Right. Well, I mean there's some best practices that we
17:39
Speaker 2: established on the front end, you know, quick decisions. Quick
17:43
Speaker 2: feedback is going to be the biggest one. I think
17:46
Speaker 2: every single recruiter or staffing firm or recruiting agency. Uh,
17:50
Speaker 2: quick feedback has always been a real, real pain point.
17:55
Speaker 2: And that's because candidates that are excited about the role,
17:58
Speaker 2: or they're they're excited about interviewing at your company they
18:01
Speaker 2: want to know if they're moving forward or not so
18:04
Speaker 2: that they can, you know, investigate other opportunities. A lot
18:08
Speaker 2: of candidates, a lot of top candidates have four, five, six,
18:11
Speaker 2: seventy eight, nine, ten irons in the fire and if
18:14
Speaker 2: you don't move them through the process quickly, you're going
18:16
Speaker 2: to lose them. And that that's pretty standard across any industry.
18:21
Speaker 2: But then let's say they know exactly who they want.
18:26
Speaker 2: Job description has been, you know, very well done, everybody's
18:29
Speaker 2: on board from stakeholder standpoint, they give the great feedback. Well,
18:33
Speaker 2: then they get hired. Well, then what do you do
18:35
Speaker 2: after that? Do you have a good company culture? You know,
18:37
Speaker 2: how is your onboarding? You know, what's your thirty sixty ninety?
18:41
Speaker 1: Yeah?
18:41
Speaker 2: Are there expectations that are set set up before you
18:45
Speaker 2: know they even sign their offer letter? You know what,
18:47
Speaker 2: how are you communicating with that? You know, there's a
18:49
Speaker 2: lot of just general leadership and company health things that
18:55
Speaker 2: that we want to make sure that they're already doing
18:57
Speaker 2: because we don't want to place somebody in a role
19:01
Speaker 2: and then two months later they say, find me another job.
19:04
Speaker 2: This place is terrible. It was not a good fit,
19:06
Speaker 2: because then the client's not happy, the candidate's not happy,
19:09
Speaker 2: and then it's you know, it's just not a great
19:11
Speaker 2: way for the whole process to run.
19:14
Speaker 1: Yeah, I mean that's huge, man. I mean I don't
19:16
Speaker 1: think business owners calculate the cost of employee turnover and
19:22
Speaker 1: what does that take. It's hard, you know, to completely monetize.
19:27
Speaker 1: But you know when you lose somebody and have to
19:30
Speaker 1: backfill and all the time it takes to get them
19:32
Speaker 1: up to speed and all that kind of stuff, and
19:34
Speaker 1: so yeah, doing this stuff on the front end is
19:37
Speaker 1: super important. I hear totally what you're saying about being
19:40
Speaker 1: you know, proactive and getting being responsive. I've been in
19:44
Speaker 1: a place where we're working with recruiters and I understand
19:48
Speaker 1: the frustration from a recruiter side of like, you guys
19:51
Speaker 1: hired us, but you're not prioritizing getting us back and
19:54
Speaker 1: feedback and there, and so therefore it feels like we're
19:57
Speaker 1: failing you because now we keep losing people. So I
20:00
Speaker 1: think just to retter at your point, Matt, if you're
20:02
Speaker 1: an employer and you're not purposely blocking out time to
20:07
Speaker 1: review and respond and you're like you're just going to
20:09
Speaker 1: figure out, you're gonna sque it into something else with
20:11
Speaker 1: everything else that you've got going on. Then that's a
20:13
Speaker 1: recipe for disaster. You have to be fairly intentional. If
20:16
Speaker 1: you're going to bring on something like Matt or anybody
20:19
Speaker 1: else as an outside a party, you have to be
20:21
Speaker 1: really intentional. And so and then your other point that
20:25
Speaker 1: you brought up, Matt, I think is super important, and
20:27
Speaker 1: this is one of the things I focus on the
20:29
Speaker 1: steward of your business of that developing the onboarding process
20:34
Speaker 1: and what is the culture and and do you how
20:36
Speaker 1: are you going to integrate this person? And so speak
20:41
Speaker 1: to a little bit more about kind of what you've
20:43
Speaker 1: seen as successful as far as you know, kind of
20:46
Speaker 1: emotional intelligence adapted, how do we adapt them personality? And
20:51
Speaker 1: so maybe you know why is uh, why is it?
20:54
Speaker 1: Why is the company culture maybe a bigger hiring factor?
20:57
Speaker 1: Then maybe businesses realize, well.
21:01
Speaker 2: I think we've all had jobs that suck and it's
21:04
Speaker 2: it's just not a great time. Yeah, I've you know,
21:08
Speaker 2: I've vowed to never have a job that sucked again
21:10
Speaker 2: after my last one, and so the next few companies
21:14
Speaker 2: that I worked for, I made sure that they were
21:15
Speaker 2: really great. And I kind of share that perspective with
21:18
Speaker 2: every single candidate that I talked to that's coming coming
21:21
Speaker 2: into the process because you know, that's important to you know,
21:24
Speaker 2: what what's a good fit, Like, what's what you preferred
21:28
Speaker 2: management style? Do you even want a management style? Do
21:30
Speaker 2: you like to be taught? You know, it's just all
21:32
Speaker 2: of these things that if you don't ask, you don't know. Uh.
21:35
Speaker 2: And then on the management side, it's who's who's your
21:38
Speaker 2: ideal person? What's the team dynamic? Do you need somebody
21:42
Speaker 2: to come in here and put on their headphones and
21:44
Speaker 2: just drill out a list of forty forty three things
21:48
Speaker 2: to do every single day? Or do you need somebody
21:51
Speaker 2: to spin around in their chair talk to their buddy
21:53
Speaker 2: next to them, Uh, you know, chat folks up in
21:56
Speaker 2: the other department, or you know, is there is there
21:59
Speaker 2: more more of a you know, a deeper integration that
22:02
Speaker 2: needs to happen into that company culture. And again, just
22:05
Speaker 2: answering getting those questions answered on the front end. You
22:08
Speaker 2: know that that saves you a whole bunch of heartache
22:11
Speaker 2: on the back end, because if there's an introvert that
22:14
Speaker 2: wants to be in an introvert team and just wants
22:18
Speaker 2: to have their own space and just knock out their
22:20
Speaker 2: list of things to do. But they have a manager
22:22
Speaker 2: that you know, wants to take everybody to lunch and
22:24
Speaker 2: do you know hourly pow wows and do all of
22:27
Speaker 2: these things. Then it doesn't mean that they're not qualified
22:30
Speaker 2: for the job, but that is not going to be
22:31
Speaker 2: a culture fit that they're going to you know, engage
22:33
Speaker 2: in and flourish in and nobody wants to you know,
22:37
Speaker 2: dread the drive to work.
22:40
Speaker 1: Man. Yeah, well, I mean definitely. I mean it connects
22:46
Speaker 1: you being strong leadership and successful hiring. So like, yeah,
22:48
Speaker 1: like you said, how are we building this this high
22:52
Speaker 1: performance team? You brought up some good points. Are we
22:54
Speaker 1: looking for some what do you need in the company
22:58
Speaker 1: of like you said, is it just product just really
23:00
Speaker 1: and implement or like you like just literally going through
23:02
Speaker 1: those points or do you need somebody that's innovative or creative?
23:06
Speaker 1: And and I'm recognizing you know, as you bring on
23:12
Speaker 1: even an even in the best situation, I call it
23:14
Speaker 1: the storms of change. But anytime you bring somebody in there,
23:17
Speaker 1: if there's going to be this you know, calibration in there,
23:21
Speaker 1: So are you being really intentional about what does that
23:24
Speaker 1: look like? And what I found too I don't know
23:28
Speaker 1: about your experience. Sometimes where we're like, okay, we need
23:30
Speaker 1: this person, we need this person like and they think that,
23:34
Speaker 1: especially if it's a higher level person. And yes, they're
23:38
Speaker 1: completely capable, but like, again, how are we going to
23:42
Speaker 1: injurgate them and and and assimilate them into our team?
23:45
Speaker 1: And sometimes they just drop them in and like okay,
23:47
Speaker 1: we'll just drop them in here and then they'll they'll
23:49
Speaker 1: somehow because they've been successful. There's no question that've been
23:52
Speaker 1: successful in certain places. But like you said, do they
23:54
Speaker 1: love their job or do they feel like a fabric
23:58
Speaker 1: of this because I've gone into you know, it's just
24:01
Speaker 1: I've been into other organizations and yes I can make
24:04
Speaker 1: it work, but it's just a lot more energy and
24:06
Speaker 1: it's harder. And versus somebody that's being very intentional about,
24:10
Speaker 1: you know, uniting the team and all the folks that
24:13
Speaker 1: are working together.
24:15
Speaker 2: Well, it's again it's like, do you want to bring
24:17
Speaker 2: somebody in who is a disruptor and then not have
24:21
Speaker 2: them disrupt or? Do you want to bring somebody in
24:23
Speaker 2: that upholds the status quo and just you know, glides
24:26
Speaker 2: in seamlessly. Because from a sales perspective, I've seen some
24:32
Speaker 2: really good questions to ask, you know, are you bringing
24:36
Speaker 2: in somebody who has scaled startups to ten million, or
24:40
Speaker 2: somebody who's done ten to one hundred, or somebody who's
24:43
Speaker 2: done one hundred plus, because that that type of growth
24:46
Speaker 2: and that type of mindset needed are all three vastly different.
24:52
Speaker 2: And you know, has somebody been you know, ten xing
24:55
Speaker 2: a five person team or two xing one hundred person team,
24:59
Speaker 2: you know, just because they have been successful. It's you know,
25:02
Speaker 2: does that type of success fit in for me? Being
25:07
Speaker 2: a business owner for the last two years, I would
25:10
Speaker 2: never want to go work for a you know, twenty
25:13
Speaker 2: or fifty person sales team. It's just it's no longer
25:16
Speaker 2: in my DNA. I don't want to be part of it.
25:20
Speaker 2: So it's like, even even if I a capable sales
25:23
Speaker 2: and strategic partnership person or put in a situation that
25:26
Speaker 2: I would be able to succeed, you know, it kind
25:28
Speaker 2: of goes back to that more culture fit or job
25:31
Speaker 2: dynamic fit for that person. But you know, for somebody
25:35
Speaker 2: to just be successful, you know, what does that mean?
25:38
Speaker 2: Does that success translate to what this exact position needs?
25:43
Speaker 1: Mm hmmmm hm, Well so So the follow up question
25:47
Speaker 1: to that, Matt is like, how can are what do
25:50
Speaker 1: you would you say for businesses to create like a
25:52
Speaker 1: higher hiring system that can grow with them, you know,
25:58
Speaker 1: because what like I said, maybe at a certain scale
26:00
Speaker 1: it's they're okay, and to think of how to think
26:03
Speaker 1: about how to scale and grow their team. I mean
26:06
Speaker 1: there's a need, there's like sometimes there's immediate needs and
26:08
Speaker 1: there's also kind of asking two different questions there. But
26:12
Speaker 1: there's an immediate needs sometimes and then there's like hiring
26:15
Speaker 1: like like implement now, and then I need also people
26:18
Speaker 1: that I can see for long term success, like long
26:23
Speaker 1: term growth. And so just speak a little bit about
26:27
Speaker 1: growing a scaling your team, kind of developing this hiring
26:30
Speaker 1: system process both for immediate needs and kind of this
26:34
Speaker 1: longer term growth.
26:36
Speaker 2: Well, I think budget plays a big part in that,
26:38
Speaker 2: and it can be scary. So what I've done is
26:42
Speaker 2: create a very high commission ten ninety nine structure for
26:46
Speaker 2: my business because just again just starting out worst economic
26:50
Speaker 2: climate for for our industry, taking on a large loan
26:54
Speaker 2: to supplement a handful of folks salary for the first
26:58
Speaker 2: six months, nine months here whatever it is, that was
27:01
Speaker 2: just such an unbearable risk that I then had to
27:06
Speaker 2: basically flip what the commissions were versus a ten percent
27:09
Speaker 2: commission to you know, a seventy or eighty percent commission.
27:13
Speaker 2: So then that way you have folks that are still
27:16
Speaker 2: able to support you. It's going to be worth their while,
27:20
Speaker 2: but you're still able to move your clients forward with
27:22
Speaker 2: obviously considerably less margin than if you were doing it yourself.
27:25
Speaker 2: But so for me at at the very front end,
27:29
Speaker 2: you know, you don't have to have a half million
27:30
Speaker 2: dollar budget to kick off your you know, kick off
27:33
Speaker 2: your team of sales folks or ops folks or whatever
27:35
Speaker 2: the case is. You can get a little more creative
27:38
Speaker 2: with it. You can get a little bit more non
27:40
Speaker 2: traditional from me in the staffing space that has worked
27:44
Speaker 2: very well from both a sales point of view, from
27:47
Speaker 2: a recruiting point of view, all things that I'm not
27:50
Speaker 2: able to do myself. Having ten ninety nine partnerships is
27:53
Speaker 2: a very easy way for me to scale. Whenever you
27:56
Speaker 2: start getting into more projectionable revenue and then you actually
28:01
Speaker 2: have a budget, you know, stick to your budget and
28:04
Speaker 2: just do what your budget allows, because if you if
28:07
Speaker 2: you all of a sudden have an immediate need. You know,
28:09
Speaker 2: you can hire some short term contractors that are you know,
28:12
Speaker 2: W two through a company like mine to do a
28:15
Speaker 2: six month project to get you, uh, to get your
28:18
Speaker 2: your work where it needs to be without having that
28:21
Speaker 2: long those long term budget implications. But if you set aside,
28:25
Speaker 2: you know, one hundred thousand dollars for your your people budget,
28:30
Speaker 2: then you know, hire somebody for one hundred thousand dollars.
28:33
Speaker 2: If that, if you've established that they're going to be
28:35
Speaker 2: a critical part of your team. So it's scary whenever
28:40
Speaker 2: you start forking over long or large sums of money.
28:44
Speaker 2: But if that role not being filled is holding back
28:48
Speaker 2: progress up an entire vertical or the entire company like
28:52
Speaker 2: you have to do it, that that's the risk involved.
28:55
Speaker 2: But you always you know, just way the pros versus
28:58
Speaker 2: cons Where are we going to be in six months
29:01
Speaker 2: or a year if we do not hire this person
29:03
Speaker 2: right right? Where are we going to be in six
29:05
Speaker 2: months or a year if we have them show up
29:07
Speaker 2: to work tomorrow? You know, does that make dollars and cents?
29:11
Speaker 2: If it does, then utilize your budget to do what
29:14
Speaker 2: you need to do.
29:15
Speaker 1: It.
29:15
Speaker 2: Same thing rolls into into marketing, into you know, CRMs
29:19
Speaker 2: and infrastructure and payroll like all the things like, uh,
29:22
Speaker 2: it'd be great if I could just do all of
29:24
Speaker 2: these things all by myself, but I can't. You know,
29:27
Speaker 2: if it needs for me to scale, I need to
29:29
Speaker 2: implement these uh these critical folks. I need to implement
29:33
Speaker 2: these critical platforms, and then you know, reassess every six months,
29:37
Speaker 2: reassess every every year, and see if you made the
29:40
Speaker 2: right decision, because again, you're not always going to make
29:42
Speaker 2: the right decision. You're gonna have to learn from You're
29:44
Speaker 2: gonna have to do all the things that everybody else
29:46
Speaker 2: is doing. So I think that's the long answer to
29:50
Speaker 2: your short question.
29:50
Speaker 1: No, I think that's there's a couple of things I
29:52
Speaker 1: want to break out there that you mentioned, Matt. So
29:54
Speaker 1: you know, I think I think talking with a recruiter
29:59
Speaker 1: like yourself, man, and getting a sense of like, okay,
30:01
Speaker 1: this is the position that I think I'm looking to hire, right,
30:04
Speaker 1: so you have I'm sure you have a good pulse
30:06
Speaker 1: on like Okay, here's kind of the benefits of here's
30:09
Speaker 1: what they're looking for out in the marketplace. But you know,
30:12
Speaker 1: not just you know, a salary, but whatever benefits Like,
30:15
Speaker 1: so you in your mind can start preparing of like
30:19
Speaker 1: what should that look like if I'm going to try
30:21
Speaker 1: and bring on this person, and then what would I actually,
30:23
Speaker 1: like you said, budgets and send budget you know, your
30:26
Speaker 1: dollars in cents budgeting, Like okay, if I'm going to
30:28
Speaker 1: pay and you know whatever, fifty thousand whatever the amount is, right,
30:32
Speaker 1: hundred thousand dollars, Like what what? What? What does? What
30:34
Speaker 1: does the return on that investment need to look like
30:37
Speaker 1: to justify that that the spending, because then it's kind
30:40
Speaker 1: of a no brainer if you can turn that into
30:43
Speaker 1: like the money making machine, right You're like, okay, well,
30:46
Speaker 1: if they do this, I will eventually get this on
30:49
Speaker 1: the return. So then, like you said at the very
30:52
Speaker 1: beginning of the podcast, I'm not leaving money on the
30:54
Speaker 1: table otherwise I have to I for go opportunities because
30:57
Speaker 1: I don't have the people to do that. It's kind
30:59
Speaker 1: of a chicken in the egg type of a thing,
31:01
Speaker 1: like you know, you have to see that have the
31:03
Speaker 1: greater vision in there, and there are I like how
31:06
Speaker 1: you presented it, Matt, there's some different, maybe non traditional ways.
31:10
Speaker 1: Don't have to always think automatically. You know, I have
31:13
Speaker 1: a client right now, that they're just her and then
31:17
Speaker 1: we're looking to grow. But do you do you that
31:20
Speaker 1: doesn't mean you have to automatically bring on an employee.
31:23
Speaker 1: You said, use the ten ninety nine route, depending on
31:26
Speaker 1: where you're at, what's the nature of your business, how
31:29
Speaker 1: it's structured, where you are in the world. I am California.
31:32
Speaker 1: There's some other funky laws here, not funky, but just
31:35
Speaker 1: different things that require just just to make sure you're
31:37
Speaker 1: legally in compliance. But for the most part, when your
31:41
Speaker 1: small business, like you say, getting started, independent contractors is probably,
31:45
Speaker 1: like you said, a smart way to go. And then
31:48
Speaker 1: you know, obviously if they're really talented and you really
31:51
Speaker 1: like these people, you are, like I really like blocking
31:53
Speaker 1: you in as an employee, you know, in a good way, like, hey,
31:55
Speaker 1: we're both going to benefit here. It's not not as
31:58
Speaker 1: transactional as a ten nine contractor.
32:01
Speaker 2: Well you also with that, you you think ten ninety
32:04
Speaker 2: nine partnerships are not going to be as invested in
32:08
Speaker 2: your company. Some great advice that I got when I
32:12
Speaker 2: first started was no one is going to care as
32:14
Speaker 2: much about your company as you do. Just know that
32:17
Speaker 2: you're going to want to hire only folks that you
32:20
Speaker 2: know drink the kool aid, you know, fall in line
32:22
Speaker 2: with the you know, the core principles and the mission
32:25
Speaker 2: and everything, and yeah, you do want to find those
32:27
Speaker 2: folks and they're there, but like they're not going to
32:29
Speaker 2: care as much about your business as you do. So
32:31
Speaker 2: once you understand that, then you have to say, okay, well,
32:35
Speaker 2: what's what's going to make them prioritize my business? Uh?
32:38
Speaker 2: Is it going to be uh, you know, a good
32:41
Speaker 2: person to work with, fun person to work with? Is
32:43
Speaker 2: it going to be good pay? So that's kind of
32:45
Speaker 2: what I uh, you know, I kind of with all
32:48
Speaker 2: my ten ninety nine partnerships have really great commissions, uh,
32:51
Speaker 2: because that's you know, that's the incentive right there. I
32:54
Speaker 2: get it. Not everybody wants to you know, be locked
32:57
Speaker 2: down to uh you know a staffing you know, one
32:59
Speaker 2: staff firm or startup or you know, any company, especially
33:02
Speaker 2: in this economic and job market. But you know that
33:06
Speaker 2: is that was my differentiator there, and that that's how
33:09
Speaker 2: I was able to you know, be a little bit
33:11
Speaker 2: more enticing, uh for for folks to want to kind
33:14
Speaker 2: of work in under our business umbrella.
33:16
Speaker 1: Yeah. No, I think it's good. I think we've got
33:19
Speaker 1: to think a little bit outside of the box of
33:23
Speaker 1: whether you're a ten ninety nine or even an employee.
33:25
Speaker 1: I think, I don't know, Matt what. I love your
33:27
Speaker 1: take on this because I think like things are shifting
33:30
Speaker 1: and how do we especially when we're talking not entry level,
33:34
Speaker 1: I'm talking higher level hires, but you know, looking at
33:38
Speaker 1: compensation or what does that arrangement look like? Because I
33:42
Speaker 1: think nowadays people you know, since COVID, right, I don't know,
33:47
Speaker 1: most people are not saying I want to come to
33:49
Speaker 1: the office five days a week. If they if you're
33:50
Speaker 1: in a service space industry, right or you know, it's
33:53
Speaker 1: not that they're opposed to it, but I don't want
33:55
Speaker 1: we're seeing a mandate, especially in the in the in
33:56
Speaker 1: the public sector, particularly in some of the larger some
34:00
Speaker 1: of the larger private companies have started to push on this,
34:04
Speaker 1: but they've gotten pushed back and so like that's just
34:07
Speaker 1: one example, but like or or you know, maybe it's
34:10
Speaker 1: not the direct bottom line salary, but what is it
34:13
Speaker 1: me to go to a professional development getting coach or
34:17
Speaker 1: going to different events or what does that look like?
34:19
Speaker 1: Maybe it's a combination. So I feel like i'd love
34:22
Speaker 1: to get your take on what should companies be thinking
34:24
Speaker 1: about and is it because some of them they just
34:26
Speaker 1: think it's just a one size fits all. We've got
34:28
Speaker 1: a wide spectrum right now in generations in the marketplace
34:31
Speaker 1: and what motivates them, and so I feel sometimes I
34:34
Speaker 1: think it's a one size fits all. Boom, this is it.
34:37
Speaker 1: Everybody should love this. Can you speak to a little
34:39
Speaker 1: bit about that.
34:41
Speaker 2: I think that the last few years have completely changed
34:46
Speaker 2: the entire work dynamic for you know, for the world,
34:49
Speaker 2: but primarily for the US and you know, the professional
34:52
Speaker 2: services sector. With that, I've seen some hot takes about
34:59
Speaker 2: companies that do the one back to office mandate and
35:03
Speaker 2: they just use that as a form of layoff because
35:05
Speaker 2: there's going to be a lot of folks that do it.
35:07
Speaker 2: They said, hey, we told everybody to come back. We
35:09
Speaker 2: lost eighteen percent of our workforce and a number of
35:12
Speaker 2: different verticals and cool, we're going to move forward. So
35:16
Speaker 2: that I've I've heard that take, and it does make sense.
35:20
Speaker 2: But I think from just a company culture standpoint, we've
35:23
Speaker 2: all seen the you know, the internet jokes about a
35:25
Speaker 2: pizza party will only go so far, or you know,
35:28
Speaker 2: ping pong table in the break room will only keep
35:31
Speaker 2: so many employees. I think it's a communication function. I think,
35:36
Speaker 2: you know, not just the doing things like exit interviews
35:39
Speaker 2: because it's too late then you know, why did you
35:41
Speaker 2: leave the company? Well, you know I didn't like X
35:44
Speaker 2: y Z. This wasn't you know that, whatever the case is.
35:47
Speaker 2: But I think doing what if you just do like
35:50
Speaker 2: state interviews, Hey you're currently with the company, why and yeah,
35:56
Speaker 2: create that, you know, just things like that to learn
35:58
Speaker 2: because there could be an old style executive that thinks that,
36:03
Speaker 2: you know, having beers on Friday at the office. Uh,
36:06
Speaker 2: maybe maybe that's the men, you know, the culture needed
36:09
Speaker 2: to keep folks there is that for everybody? Probably not,
36:11
Speaker 2: but you won't know if you don't ask your folks.
36:14
Speaker 2: You know, hey, what what do you really you know,
36:16
Speaker 2: what's really going to make you value this company? What's
36:18
Speaker 2: going to make you prioritize this work versus you know,
36:22
Speaker 2: somebody had dialed in staff and saying, you know, oh
36:25
Speaker 2: you can you can do X y Z over here
36:27
Speaker 2: to nine and nine? You know.
36:28
Speaker 1: Yeah.
36:28
Speaker 2: So I think it's it's a communication function with your
36:31
Speaker 2: workforce to see what's what's keeping them going to work
36:34
Speaker 2: and not screaming in their car in the parking lot
36:36
Speaker 2: during their lunch break to you know, make folks want
36:41
Speaker 2: to come to work.
36:43
Speaker 1: Yes, yeah, No, I love that idea of a stay
36:46
Speaker 1: in interview. I mean, that's a great idea, and I
36:49
Speaker 1: think I'm doing more of that, you know, intentionally about
36:55
Speaker 1: what what is keeping you there? I would also probably
36:58
Speaker 1: add to that, is you know you're doing regular performance
37:02
Speaker 1: reviews or assessments, or is there a feedback loop as
37:06
Speaker 1: to what the employee is looking to achieve, where they're
37:08
Speaker 1: trying to go, and where the company's at and are
37:11
Speaker 1: we all in alignment or are we diverging at some
37:13
Speaker 1: point and how do we hopefully get back on the
37:15
Speaker 1: same page if possible. So I think that that's really
37:20
Speaker 1: important to look at. Yeah, and interestingly, I didn't think
37:24
Speaker 1: about that what you were saying, you know, as a
37:26
Speaker 1: as a layoff mechanism bringing people back to work, You're
37:29
Speaker 1: gonna you're gonna lose people for sure, that just aren't
37:34
Speaker 1: you know, into everything.
37:36
Speaker 2: Going on in the markets right now that have been
37:38
Speaker 2: going on in the markets, there is a lot less
37:41
Speaker 2: trust that employees have a in a company, especially a
37:44
Speaker 2: larger company. Like if you if if I was in
37:48
Speaker 2: the job market and I was wanting to work for
37:51
Speaker 2: a company, I would just google how many layoffs they've
37:53
Speaker 2: done in the last four years, and if they've done
37:55
Speaker 2: a ton of layoffs, then you know, I'd avoid that
37:58
Speaker 2: company because you know, there's I think it's becoming more
38:03
Speaker 2: and more. Employees are becoming more and more aware that
38:05
Speaker 2: even if you do do a great job, sometimes there's
38:09
Speaker 2: things outside of your control that that can you know,
38:13
Speaker 2: get you the X and without diving too deep into it,
38:15
Speaker 2: you know, we're seeing that for the first time in
38:17
Speaker 2: the government sector that used to be a stable job,
38:21
Speaker 2: and then now government employees are finally susceptible to the
38:25
Speaker 2: same tortures of workplace dependability as the corporate sector is
38:31
Speaker 2: seen for the last you know, five years, but definitely
38:34
Speaker 2: the last fifteen or twenty years. So it's now the
38:38
Speaker 2: same way that you know, I said, nobody's gonna care
38:41
Speaker 2: about No employee is going to care about your business
38:43
Speaker 2: as much as you do. From the candidate standpoint, nobody
38:47
Speaker 2: is going to be your advocate more than you need
38:50
Speaker 2: to be. And you always need to make sure what's
38:54
Speaker 2: the best course of action for you your career. Keeping
38:58
Speaker 2: the lights on at the house, keep and nows fed
39:01
Speaker 2: things like that, because no one's going to be your
39:02
Speaker 2: advocate for you unless you do it yourself.
39:06
Speaker 1: Yeah, one hundred percent. One other thing, we're getting closer
39:10
Speaker 1: to the end of the podcast, but you trigger something
39:12
Speaker 1: in my mind when you're talking about state interviews. I
39:14
Speaker 1: was literally talking to a former company I worked worked with,
39:18
Speaker 1: and we were talking about the challenges of businesses, especially
39:22
Speaker 1: smaller business. I'm not talking such a gigantic companies, but
39:26
Speaker 1: let's just say less than one hundred employees that you know,
39:31
Speaker 1: what can employers do with third party like websites I'm
39:36
Speaker 1: gonna throw out like glassdoor or even indeed, which I
39:39
Speaker 1: know is it's just an online one of recruiting hiring
39:42
Speaker 1: where they're getting Most people go online for company reviews
39:46
Speaker 1: because they didn't have a positive experience. Generally speaking, it's
39:51
Speaker 1: not they don't you know, they're going to give a review.
39:55
Speaker 1: So what could you say to a company that they
39:58
Speaker 1: can be proactive and trying to dress that, especially when
40:01
Speaker 1: you're a small company, because if you got one or
40:03
Speaker 1: two or just a handful of reviews and it's negative,
40:06
Speaker 1: and then you're you're you're the recruiter, right, You're trying
40:08
Speaker 1: to get somebody in there like, oh, let's get this
40:09
Speaker 1: coming out. Well it says this, and know what can
40:12
Speaker 1: you do? Like I'm then thinking of the state. The
40:15
Speaker 1: state interview is one, but what are some feedback there
40:18
Speaker 1: that you can help employers and also employees potential clients
40:22
Speaker 1: kind of look at that with a little bit of
40:24
Speaker 1: grain of salt, you know, you know, and what would
40:27
Speaker 1: you what's your feedback there?
40:29
Speaker 2: Well, I think you need to be proactive about it,
40:31
Speaker 2: because just sitting there and looking at your reviews, I
40:34
Speaker 2: mean I think I think for my comp for dialed
40:37
Speaker 2: in Staffing, I think we have one three star review
40:40
Speaker 2: from some person in Dallas that said everybody was nice,
40:43
Speaker 2: but the benefits weren't that good. Like we we've never
40:47
Speaker 2: placed any like we didn't have any w two employees
40:49
Speaker 2: in Dallas this year.
40:50
Speaker 1: So it's just like, I don't know where this come from.
40:53
Speaker 2: Yeah. Uh, But then again, I'm not super proactive of
40:57
Speaker 2: every contractor or every person that we've placed, saying, you know, pushing,
41:02
Speaker 2: will you please give us a review? We'd really appreciate
41:04
Speaker 2: it if you just said how your experience was, you
41:06
Speaker 2: can absolutely be honest. I've seen a lot of companies
41:09
Speaker 2: do that very well, primarily real estate brokerages because reviews
41:15
Speaker 2: and reviews and SEO are kind of the two big
41:17
Speaker 2: things along with referrals. But outside of referrals are really
41:21
Speaker 2: big things that come in. And I've seen some tools
41:25
Speaker 2: of everybody. Let's have a challenge to see who gets
41:29
Speaker 2: the most of their previous customers or previous clients to
41:32
Speaker 2: leave a review. Whoever has the highest success rate gets
41:36
Speaker 2: you know, one hundred dollars for your day off or
41:39
Speaker 2: whatever the case is. So incentivizing the proactivity there because
41:43
Speaker 2: you can't just sit back and say, I'm gonna do
41:45
Speaker 2: a really good job and I hope folks leave me
41:47
Speaker 2: a good review, because especially especially in the corporate staffing space,
41:53
Speaker 2: there could be somebody that we place for a client
41:56
Speaker 2: on the other side of the country and for some
41:59
Speaker 2: reason they didn't have a good you know, experience or
42:02
Speaker 2: whatever the case was, and then they leave Dialed in
42:05
Speaker 2: staffing a one star review because they didn't like the
42:08
Speaker 2: client that we placed them for. And then that has
42:11
Speaker 2: you know, all types of downstream negative effects, so that
42:16
Speaker 2: that's a uh, you know, that's something that we have
42:19
Speaker 2: to always be mindful of. Uh. But then yeah, if
42:22
Speaker 2: you're if you're going to counteract against, uh, you know,
42:25
Speaker 2: the passive negative reviews, because they're gonna happen regardless, you know,
42:31
Speaker 2: have folks be more proactive about the good experiences that
42:33
Speaker 2: they have. Hopefully the good experience is vastly outweigh the
42:37
Speaker 2: negative ones and you end up getting a four point
42:39
Speaker 2: eight or four point nine out of five stars.
42:41
Speaker 1: There you go, there you go. Oh, I have noticed.
42:44
Speaker 1: I have noticed, not in the recruiting space, but I
42:46
Speaker 1: noticed if I leave a review online, like through Google,
42:49
Speaker 1: a Google business or anything like that, I've noticed at
42:51
Speaker 1: least an uptick recently of those businesses responding, even if
42:56
Speaker 1: it's a negative review, acknowledging and acknowledging it and say
43:00
Speaker 1: I'm sorry, you have a good experience or hate make
43:02
Speaker 1: it better next time. So don't just like la, let
43:05
Speaker 1: it go unanswered, or at least like get in there
43:08
Speaker 1: and being like you're saying that being proactive. Yeah, you know, absolutely, I.
43:13
Speaker 2: Have to do the same thing for Red seven social media,
43:17
Speaker 2: you know, and quick plug. Red seven is on Instagram, TikTok,
43:21
Speaker 2: and YouTube. But I talk a lot about small business administration,
43:25
Speaker 2: you know, better known small business stuff and just things
43:27
Speaker 2: like that, and every now and then somebody will you know,
43:30
Speaker 2: jump in the comments and say, you know, I don't
43:32
Speaker 2: think this is right because of X y Z. And
43:34
Speaker 2: if you just politely engage with them and say, well, actually,
43:38
Speaker 2: the SBA needs you to have this to do that,
43:41
Speaker 2: and then you do the handshake emoji and then everything's fine.
43:44
Speaker 2: So instead of you know, it kind of kind of
43:47
Speaker 2: just creating that, you know, addressing folks concerns, you know,
43:53
Speaker 2: politely telling them that they may be misinformed or a
43:56
Speaker 2: little bit incorrect. I would do the same thing if
43:58
Speaker 2: I had, you know, if I had a restauran and
44:00
Speaker 2: they said, you know, hey, service sucked because it took
44:02
Speaker 2: forever to get my bill. Hey, sorry about that. I
44:05
Speaker 2: appreciate the feedback. We'll definitely you know, incorporate that into
44:08
Speaker 2: our training and make sure that things get better, you know,
44:10
Speaker 2: whatever the case is. So again, that's that I think
44:13
Speaker 2: that falls into that proactivity thereof Yeah, don't just let
44:16
Speaker 2: folks be unhappy with your you know, with your their
44:19
Speaker 2: experience with your company, like let them know you hear them,
44:22
Speaker 2: and that you're going to you know, you're going to
44:24
Speaker 2: do better and we look forward to seeing you again
44:26
Speaker 2: next time.
44:27
Speaker 1: Absolutely, well, this is we're getting close to the end
44:29
Speaker 1: of that podcast, Matt. There's so many good things we
44:32
Speaker 1: covered today. I hope everyone's been listening in and taking
44:36
Speaker 1: some nuggets. There's plenty of them.
44:38
Speaker 3: I'm gonna put your contact information in our show notes, Matt,
44:41
Speaker 3: so people can connect with thousand and seven and also
44:44
Speaker 3: Red seven Strategy Group, so you guys can connect with
44:47
Speaker 3: Matt work both on LinkedIn as well, so you reach
44:50
Speaker 3: out to us there, Matt.
44:52
Speaker 1: As a kind of final takeaways here as we're wrapping.
44:55
Speaker 4: Up the podcast of this to day, you know, for
44:58
Speaker 4: employers and employees, ease, veteran own businesses, just you know,
45:02
Speaker 4: out of all the things that you know, we've talked
45:04
Speaker 4: about covered today, what would be kind of your key takeaways.
45:08
Speaker 2: Uh, that's a good question. We we we dove into
45:11
Speaker 2: a wide scope of things.
45:12
Speaker 1: I feel like if I have to leave you with,
45:15
Speaker 1: you know, a couple of things of things to think
45:17
Speaker 1: about are considered currently right now in the land, in
45:20
Speaker 1: the hiring space and the veteran own space. What would
45:23
Speaker 1: you just you know leave with folks to well, I would.
45:26
Speaker 2: Say it doesn't matter if you're you know, if you're
45:29
Speaker 2: a candidate that is looking for a job. If you're
45:32
Speaker 2: you know, an employer trying to navigate, uh, trying to
45:36
Speaker 2: navigate the hiring uh, the hiring process. If you're a
45:39
Speaker 2: small business trying to get new business, or if you're
45:43
Speaker 2: a large business trying to to keep business. Uh, just
45:46
Speaker 2: know that you know, everybody is uh, everybody's doing their best.
45:51
Speaker 2: You need to do your best as well. It all
45:53
Speaker 2: comes down to maximum effort if you really want to
45:55
Speaker 2: be a hiring process, like, do all the things you
45:57
Speaker 2: need to do your candidates, you know, do all the
45:59
Speaker 2: things you need to do, get your networking, get your
46:01
Speaker 2: your applications, get your you know all that stuff. So
46:05
Speaker 2: maximum effort. You know, we're all doing the best we can.
46:08
Speaker 1: Yeah. Yeah, and that's what we want to find. Bringing
46:11
Speaker 1: folks like yourself Matt on the podcast. You're finding people
46:13
Speaker 1: that are giving back to the effort. We're coming here
46:15
Speaker 1: providing you value insights so you can see taste test
46:19
Speaker 1: if you will. Hey, is this somebody that says what
46:22
Speaker 1: they do, what they say they're going to do? Follow
46:24
Speaker 1: up and I can say, Matt, yeah, definitely is one.
46:27
Speaker 1: That's why I had them on the podcast. Matt, I
46:29
Speaker 1: really appreciate you being here. Well, I'm sure we'll have
46:31
Speaker 1: you back again. Thank you for joining us on the podcast,
46:35
Speaker 1: and I'm glad you're here.
46:36
Speaker 2: Yeah. Absolutely, I had a great time. I think we
46:38
Speaker 2: think you solved a lot of problems out there.
46:40
Speaker 1: There we go, so thanks everybody for listening in. Please
46:44
Speaker 1: of course like and subscribe. We are on YouTube and
46:47
Speaker 1: all the other podcast platforms and find out whatever your
46:49
Speaker 1: favorite one is and come back and visit us again
46:52
Speaker 1: next time. Thanks everybody for listening