Latest / Success Story with Scott Clary / Lessons - The Truth About Keeping Your Best People | Evan Sohn - Recruiter.com CEO

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Lessons - The Truth About Keeping Your Best People | Evan Sohn - Recruiter.com CEO · Success Story with Scott Clary

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  In this lessons episode, explore why traditional hiring models no longer match today's dynamic workforce
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  and how on-demand talent solutions offer a smarter alternative.
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  Discover how subscription recruiting streamlines costs and scalability,
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  understand how video screening and curated talent pools speed up decisions,
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  and uncover how gig economy principles and modern tools create a more efficient hiring process.
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  Now what I find very interesting is how like recruiting.com is is feeling the gap that has manifested
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  because of COVID, but it's interesting because you didn't come from a recruiting background.
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  So I want to talk about the model that you implemented at recruiting.com because your brain and how
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  you think through innovation and disruption, I think it's probably positioned recruiter.com,
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  excuse me, to fill some of these gaps that we're seeing now. And I want you to walk through it
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  in comparing the traditional agency like I don't want to name names because you're a good
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  direct competitor with some of these probably, but you know the large recruiting agencies and why
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  and why they aren't. Yeah. Yeah, totally great. So a, you know, fundamentally hiring hasn't changed,
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  I don't know, ever, right? You know, you post a job, you collect resumes, you screen the candidates,
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  you interview them, you hire them, right? That is the process for hiring. Whether you put an ad in the
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  New York Times, you know, 30 years ago or you post a job on LinkedIn, right? That's how you got
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  the job. Whether you mailed in your resume or emailed it or downloaded it or got to be a fax, right?
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  Then you screen the candidates, you interview them and you hire them. That process hasn't changed
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  and I think it's due for change and we'll deal with that two years from now. The, the, and the
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  fundamentally there are two ways to do that. You either do it yourself. So Scott, the business owner
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  will post the job, collect the resumes, you know, screen the candidates, interview the candidates
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  or historically you hired a head hunter or a recruiter and the recruiter got paid 20 to 30% of the
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  salary for getting that done. Now that made a lot of sense when hiring Scott was a kin to your,
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  the rest of your career is going to be working for me. So I'll pay someone to 30% of your first year
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  salary because you're going to be here forever. Okay, so 30 years, that's easy. 10 years, I could
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  still amortize it. But what if you're only going to be at this company for a year? How in the world
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  am I paying 30% of a salary for someone who may or may not last a year to, you know, a year to 24
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  months? So I think that model needs to change and what we started to do was to really capitalize
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  on the gig economy from a recruiting perspective. And so you know what Scott, you actually need,
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  if you're trying to hire people in your company, why don't you bring on a recruiter who works for you
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  10 hours a week, 10 hours a day, whatever you want in your specialty and let them do the hiring
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  for you, but pay them on a on an hourly basis. And that's what we're delivering on an on demand
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  basis. You know, you could hire a driver and pay the guy, pay your driver an annual salary in a
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  bonus or you can go to Uber and say, Hey, take me from point A to point B, right? So, you know,
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  you could do the same thing. And by the way, think of all the other models that are doing that
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  today. You have upwork doing that and fibers doing it and freelancer.com is doing it. And by,
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  by the way, we do that in our professional world, right? You have a, let's assume you have a bookkeeper
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  or an accountant. Does that account work for you full time or to use an accountant that you pay
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  on a project by a project basis? Get even more granular. You're doing the real estate transaction,
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  right? You're not going to hire a full time attorney to do that one real estate transaction. You're
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  going to find the right attorney for that location who knows it, whose license, etc. You're going
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  to engage them for that assignment. And when the assignments over, it's done. That is where we see
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  the the world going in talent acquisition. And we're doing that. We're capitalizing on this
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  giant network of recruiters, getting them on assignments on a regular basis through subscription
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  models, etc. And then adding the software to really make, you know, give them, you know,
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  the proverbial superpowers, right? Give them the tools, you know, multi-multimillion dollar tools.
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  Now, not just that. We're now able to do that from, you know, fortune 50 companies down to small
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  businesses. So we actually launched a program called My Recruiter. You can go to start.recruiter.com,
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  slash My Recruiter. And it is a full on subscription. Starts at like, I think a thousand dollars a
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  month. There's no placement fees, nothing. You get a talent, you know, a talent advisor working
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  for you to handle your specific job. And it's a monthly service. So it's a, it's a new service
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  that we're offering. And no one else does that on the planet today. No, okay. So this is what you,
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  when, you know, I'm reading through some of these, some of these talking points, the tenderization
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  of the recruiting industry. Is that, is that what this is? Is this like the, is this like you're getting
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  matched? Yeah. So that's going to happen probably next year. So right now, you're in a very,
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  very candidate centric market, right? You don't want to do anything that inhibits
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  companies don't want to slow that process up. They don't want to change anything right now,
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  right? So yeah, the example I use in the tenderization of recruiting is if you are going to hire
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  a comedian, right? You're going to hire a comedian for an event. You don't read, right? You're not
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  actually reading the paperwork. You don't want to read the resumes of the, of the comedians, right?
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  You basically want to say, you know what? Show me all the comedians that are available in my area
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  at this time that are not wrong. She, because here's my audience, and you're going to get five,
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  five comedians, and you're going to see 30 second or one minute clip of their comedy,
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  and then you're going to choose that comedian based on which one you like the most, and you'll
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  look at their paperwork. Because by the way, their paperwork probably also has the same thing. Oh,
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  they were starring here. They won these award. You know, their resume looked exactly the same.
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  Well, if you were going to hire someone for a frontline customer facing role, why go through the
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  process of getting your paperwork, reviewing the resume that all looks the same, to screen them,
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  to see what they are. Meanwhile, what you really want to do is say, you know what? I need a
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  fill in the blank. I need this sort of customer facing role. Show me all the people that align with
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  my requirements. Let me see a 30 second clip on who I want. And then, hey, I'm going to short list,
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  you know, 10 of them, and then I'll go into the paperwork side of things. And I think that is
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  going to expedite this overall process. Hey, by the way, you know, you know, the, the resume,
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  the resume was invented by Leonardo da Vinci. And other than the font, and the fact we put our
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  email and mobile number, it might not have changed much since Leonardo da Vinci. Since when is a
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  one page, since when is a one page summary of who you are? You know, since when does that really
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  make a lot of sense? I never does, but it's a way, it's a way to, it's a way to, so this is what I never
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  understood about recruiting. I never understood how one page resume could encapsulate an entire
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  person's professional life and personal life. And, and it just acts as like a screening tool when
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  you have like ATS and all these other tools that look for these keywords. And then that sort of like
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  filters everything out. But still, I mean, there's probably, there's much better ways to do this. I
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  love this. So, so this has to be a better way, right? There has to be a better way. You know, it's,
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  it's like it went from the personal's like, let's go put an ad up in the New York Times personal
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  to, hey, here's my photo. Here's a little bit about me, but only show the people that are interested
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  in me anyway. Like in other words, there's a riddy of filtering process. Why are you looking at people
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  who aren't screened already? Like, why are you doing that? Why are you, and again, you know,
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  there's so much data out there on individuals. And so the other thing that's really, really
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  fascinating is, you know, if we're in a job hop, re economy, that actually means that more people
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  are actually open to looking for a job than not looking for a job. And there's some statistics now
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  of how many people, four out of 10 people are looking for it. You know, so the, does that mean that
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  everyone is a passive candidate or an active candidate? Like in other words, it's, it's pretty
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  incredible to watch that, right? That means that for the right opportunity, I can get you to leave
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  your job because there's no longer any stigma. And by the way, I was talking about this the other
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  day with somebody, imagine you love Charlotte, North Carolina, right? You don't live there, but you
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  love it there. Why not work for a company in Charlotte that is, hey, Scott, you get to come here every
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  six weeks. Oh, I love that. My best friend lives there. My in-laws live, right? So obviously,
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  now we're going to leverage the hybrid environment to our benefit.
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  So, so if you were going to, if you were going to set up the perfect recruiting process,
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  what would, what would that look like? Like, if you could do it, if you could do it differently than
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  the standard de facto way that we do it right now, what do you think that perfect process is?
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  I think let's break it up. First of all, you know, I grew up in an either our world, you know,
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  Sony or beta max HBO or Showtime, you know, now it's really a, or Mac versus, you know, PC.
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  Now it's really, we're in an end both world, right? So there's no longer either or it's an
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  end both. I think for customer facing roles, I would actually start with the video. I would,
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  I would hands down, start with video, with data on the video and analytics on the video.
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  And I would say, only let me just see the people that align with what I'm looking for. I want
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  friendly, you know, friendly, friendly people with this experience, you know, who could do X and Y and
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  Z and use. And that's really what I'm talking about with the tenderization of interview. And again,
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  you'll start with something nice and simple. But by the way, you would say the same thing looking at
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  a Java developer, right? Not a video, but like, hey, just show me the people that scored over 95%
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  on this test, right? You know, don't show me all the people that didn't take the test. So hey,
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  if you want to work for me, I'm going to build a giant curated pool of developers that have passed
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  this assessment test because that's where I want to fish it. I don't, I don't want to fish in anyone
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  that hasn't done that. So I think you're going to start seeing because if people are moving around so
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  quickly, there's got to be a way that we're looking at things differently now. By the way, look at,
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  look at, look at colleges. You're a little young that kids in college, but like the schools now,
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  because it's so easy to apply to colleges, they're being inundated with applications. So clearly,
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  they're using some sort of, you know, to think that, you know, that a school's looking at every
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  single application that comes in, a reading every essay, like they're just saying, hey, look,
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  anyone that didn't score at least this on their test or this on their index or read these words,
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  don't even look at it. Just get rid of it. And one would say the same thing now.
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  Thanks for tuning in. If you found this valuable, don't forget to hit that subscribe button so you
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  never miss an episode. And if you want to dive deeper into this conversation, check out the links
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  in the description to watch the full episode. See you in the next one.