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7 DUIs... and He Still Wanted the Job · Luke's English Podcast

• 0:00
  Speaker 1: Seven, DUIs, wow, stop using cocaine.
• 0:05
  Speaker 2: Stopped using cocaine. That was what the doctor said. Six
• 0:08
  Speaker 2: and ten. People wouldn't tell their employer if they got arrested.
• 0:11
  Speaker 2: Six and ten and.
• 0:12
  Speaker 3: They say, this dude worked here for less than a week.
• 0:14
  Speaker 3: He stopped showing up for work and ghosted us.
• 0:18
  Speaker 2: This is the Bad Hire, the show with the best
• 0:20
  Speaker 2: stories about the worst employees.
• 0:23
  Speaker 3: We fired him.
• 0:23
  Speaker 2: Of course, people are crazy.
• 0:25
  Speaker 4: It's like an hr nightmare rfe.
• 0:27
  Speaker 3: One Bad Hire stole all of it crazy stuff. She
• 0:31
  Speaker 3: got what she deserved.
• 0:33
  Speaker 2: Oh I'm your host, Ken Monroe, and every week we
• 0:37
  Speaker 2: dive into real life stories from the wild world of
• 0:40
  Speaker 2: work and what can happen when the wrong person gets
• 0:44
  Speaker 2: the job. These stories aren't just crazy when their cautionary
• 0:48
  Speaker 2: tales about lessons learned the hard way. Let's get started.
• 0:53
  Speaker 2: Hey everyone, welcome back to the podcast where the best
• 0:57
  Speaker 2: stories and the worst of employees can collide. But we
• 1:03
  Speaker 2: appreciate you being here. Listen, we're running a ten thousand
• 1:05
  Speaker 2: dollars contest. Don't forget that, So send us your very
• 1:10
  Speaker 2: best story to Thebadhire dot com. Uh you know, funniest, craziest,
• 1:15
  Speaker 2: most outrageous story, the best story could be the most
• 1:19
  Speaker 2: heartwarming redemption story. Uh there is, whatever it is. If
• 1:23
  Speaker 2: you've got a great hiring story, and we know everybody
• 1:25
  Speaker 2: has a story, get it to us somehow you can.
• 1:29
  Speaker 2: You can submit it to us on our website, the
• 1:31
  Speaker 2: badhire dot Com. You can send us an email, you
• 1:35
  Speaker 2: can reach out to us, and we will schedule time
• 1:38
  Speaker 2: to do a segment, let you video the segment, and
• 1:42
  Speaker 2: and then potentially even get you on the show as
• 1:44
  Speaker 2: a as a co host like William today. So so
• 1:48
  Speaker 2: I appreciate it. Today I'm joined by Nathan and who
• 1:52
  Speaker 2: you've seen before, and William Capps and he's a human
• 1:55
  Speaker 2: resource manager from Charlotte, North Carolina, and uh, you know,
• 2:00
  Speaker 2: he's also kind of excellent. He's one of the clients
• 2:03
  Speaker 2: at be checks has been for a very long time.
• 2:05
  Speaker 2: So William, we're so glad you hear.
• 2:07
  Speaker 3: Like some of the stories, they're they're bad hires, their
• 2:11
  Speaker 3: their bad their job, they're bad.
• 2:13
  Speaker 2: People that they're just but around the.
• 2:15
  Speaker 3: World they get hired to be The favorite stories are
• 2:17
  Speaker 3: the ones that have kind of a redemption arc where
• 2:19
  Speaker 3: it's like they went through this, they actually ended up
• 2:21
  Speaker 3: getting fired and then they had some kind of redemption.
• 2:24
  Speaker 3: They you know, what if it's going to rehab or
• 2:26
  Speaker 3: they got placed in the right job where there they
• 2:28
  Speaker 3: could find what they actually were passionate about, something like that.
• 2:31
  Speaker 2: And so yeah, there was one. There was one great
• 2:33
  Speaker 2: story where the you know, the leader of the HR
• 2:36
  Speaker 2: you know leader kept up with the person right and
• 2:40
  Speaker 2: you know, hey, I got to let you go, right,
• 2:42
  Speaker 2: I mean, you burn up all your chances here, and
• 2:45
  Speaker 2: the dude turns his life around, you know, he ends
• 2:48
  Speaker 2: up with getting married, having a couple of kids, having
• 2:51
  Speaker 2: a great you know, a great career after that, and
• 2:54
  Speaker 2: you know, the guy kept up with him afterwards. And
• 2:57
  Speaker 2: to your point, it was he was human. It hurt
• 2:59
  Speaker 2: him do it. You know, I heard him let him go,
• 3:01
  Speaker 2: but he had to.
• 3:01
  Speaker 3: They're bad hire at twenty three, but then at twenty
• 3:05
  Speaker 3: seven they turn it around, you know. And so we
• 3:07
  Speaker 3: hear those type of stories too, which we is that's
• 3:09
  Speaker 3: what we're rooting for because our whole heart behind the
• 3:11
  Speaker 3: whole show is not just the point and laugh and
• 3:13
  Speaker 3: be like, wow, what's such bad hires? Is more got
• 3:15
  Speaker 3: some warning stories that people who are in hiring what
• 3:18
  Speaker 3: red flags you look out for? And also, hey, when
• 3:20
  Speaker 3: it does go really really badly. What do you what
• 3:23
  Speaker 3: do you do? How do you handle it? And how
• 3:24
  Speaker 3: do you turn it around more or less? And so
• 3:26
  Speaker 3: those are some of the themes you might pick up
• 3:28
  Speaker 3: on the show.
• 3:29
  Speaker 1: Yeah, and just use the bare background check service. My
• 3:31
  Speaker 1: big story with that, with that difference between one service
• 3:34
  Speaker 1: and the other, was, I mean a guy with a
• 3:37
  Speaker 1: guy who had three sets of convictions and nothing to
• 3:41
  Speaker 1: show up on a service they had. We need good benefits, brokers,
• 3:46
  Speaker 1: we need good service and buyers.
• 3:49
  Speaker 3: If we have that, we look good, Yeah for sure.
• 3:51
  Speaker 2: If we don't have that, we look horrible. Yeah.
• 3:53
  Speaker 3: One thing we haven't mentioned. Yeah, I guess we can
• 3:55
  Speaker 3: start the show now.
• 3:56
  Speaker 2: I mean we've been.
• 3:59
  Speaker 3: But I mentioned this to you earlier, but you are
• 4:02
  Speaker 3: the first official bchecks customer to be on the show,
• 4:06
  Speaker 3: and you've been using bchecks for how many years?
• 4:09
  Speaker 2: Since twenty thirteen.
• 4:10
  Speaker 3: Yeah, so you've been with us for a while, and
• 4:12
  Speaker 3: so we're to have you in into the office as
• 4:14
  Speaker 3: our first Bcheck's client.
• 4:17
  Speaker 1: So a little kind of see that is and I
• 4:20
  Speaker 1: always like I always see the people that I do
• 4:22
  Speaker 1: business with. It's kind of neat to come and well,
• 4:25
  Speaker 1: I've been doing the business these guys you actually come
• 4:27
  Speaker 1: to their office. But yeah, I means, for example, most
• 4:29
  Speaker 1: workers com providers I use. I've never been to their office,
• 4:32
  Speaker 1: and I would meet their risk consultants. Yeah, that's about it.
• 4:35
  Speaker 1: And I'll come by once or twice a year, maybe
• 4:38
  Speaker 1: three times if things are doing well. But that's a
• 4:40
  Speaker 1: lot of people Blue Cross or any other health insurance
• 4:43
  Speaker 1: kind of I've never met the first person with UNI
• 4:46
  Speaker 1: had healthcare Blue Cross at just meet my insurance rep
• 4:49
  Speaker 1: and like you had a connection that they provided services.
• 4:52
  Speaker 2: I've never met. You're just quite neat. I was told
• 4:54
  Speaker 2: that you you went somewhere else when we first started
• 4:58
  Speaker 2: business with you. It was at a different company then
• 5:00
  Speaker 2: you when you moved here.
• 5:01
  Speaker 1: I have continued to insist use these people. So I
• 5:06
  Speaker 1: was that I liked the rule and the thing it
• 5:09
  Speaker 1: was when you first coming. I I bent the rules
• 5:13
  Speaker 1: in construction. I had some contruction days. I have my
• 5:15
  Speaker 1: old files. There are some people that are going to
• 5:18
  Speaker 1: be let me put them in and see what b
• 5:20
  Speaker 1: I B shows and was BIB back then? They found
• 5:24
  Speaker 1: everything all right, they paus you're some sales marketing person
• 5:28
  Speaker 1: reached out to me, let me put this to the
• 5:29
  Speaker 1: test and everything showed up. This in this case is
• 5:32
  Speaker 1: a guy with my earthing's seven d uisow in South
• 5:36
  Speaker 1: colin that's you hit your fifth. It's a felony. You
• 5:39
  Speaker 1: will do a year. Your six, you will do three years.
• 5:42
  Speaker 1: I know you do it for seven. But he's awaiting trial.
• 5:44
  Speaker 1: And like, the guy couldn't stay out of trouble with
• 5:46
  Speaker 1: it every time he's out, but then a year he's charged.
• 5:49
  Speaker 1: So I put him in and lit up. I'm like, great,
• 5:52
  Speaker 1: they found it, you know if I can test them,
• 5:55
  Speaker 1: and they passed tests. And it probably is a little
• 5:57
  Speaker 1: abuse of what we're supposed to do with it. But
• 6:00
  Speaker 1: I've got responsibilities. I've gotten to make sure that we
• 6:04
  Speaker 1: keep our people safe. I am as I have my
• 6:07
  Speaker 1: crazy cervication, severe response at the shooter events, and I
• 6:12
  Speaker 1: mean these things. Being able to screen up problems can
• 6:15
  Speaker 1: save your cunies by on line make and save your employees.
• 6:18
  Speaker 1: We had an employees killed it in December twenty four
• 6:22
  Speaker 1: and off site at a shooter against rock Hill. So
• 6:25
  Speaker 1: to say it's a hypothetical thing, it was a vape shot.
• 6:30
  Speaker 1: The guy was twenty eight years old, living with his
• 6:32
  Speaker 1: rich kid in Columbiada, eighty miles an hour and watch
• 6:35
  Speaker 1: his vape shop, Superviger his wife shopping. He opens fire
• 6:38
  Speaker 1: kills one of the two employees. Everyone's at the back.
• 6:40
  Speaker 1: Then he points it at Supervise's wife, who jumps in
• 6:43
  Speaker 1: front of his wife. Gosh, that's the last thing he did.
• 6:48
  Speaker 1: The very last thought was I'm gonna do this. I mean,
• 6:51
  Speaker 1: that's the tragic story. But think about you really did
• 6:54
  Speaker 1: not know how great a guy this was. His last
• 6:55
  Speaker 1: impulse is to do this. She took seven shots right
• 6:59
  Speaker 1: across the chests from the ar we learned to see them.
• 7:02
  Speaker 1: I was talking to me, Well, like I said, I mean,
• 7:05
  Speaker 1: I worked as a truly amazing person. I just wish
• 7:08
  Speaker 1: I'd known before it happened. But anyway, so these things
• 7:12
  Speaker 1: are not hypothetical. These risks are real. I mean, pline
• 7:16
  Speaker 1: and simple.
• 7:18
  Speaker 2: You know, I always uh, it's it's rare, but I
• 7:20
  Speaker 2: always say, we're in the prevention business, and if you're
• 7:24
  Speaker 2: doing it great right, and you're doing everything right, hopefully
• 7:28
  Speaker 2: nothing ever happens. And it's easy to lose sight of
• 7:32
  Speaker 2: what could and and and forget because well, everything's great
• 7:36
  Speaker 2: and nothing happened. But the reality is, if you weren't screening.
• 7:41
  Speaker 2: You know it would there'd be a there'd be I
• 7:43
  Speaker 2: believe there'd be a different things would be different in
• 7:46
  Speaker 2: a lot of workplaces.
• 7:47
  Speaker 1: You have that scene of Men in Black Early to
• 7:50
  Speaker 1: Be where he says, we got a town. No note,
• 7:52
  Speaker 1: our job is so that they don't know if we're
• 7:55
  Speaker 1: doing our job, people won't know that their creature is
• 7:58
  Speaker 1: going to destroy the earth because of something right and
• 8:00
  Speaker 1: to be honest, so we are almost the men in
• 8:03
  Speaker 1: black we protect.
• 8:04
  Speaker 2: You'll never know what we've done. Yeah, because we've done it.
• 8:08
  Speaker 3: That's powerful because you know, we'll share bad higher stories
• 8:11
  Speaker 3: and some of it's kind of light, lighthearted, kind of funny,
• 8:14
  Speaker 3: like oh, this person didn't show up to work on
• 8:17
  Speaker 3: their second day work something like that.
• 8:19
  Speaker 2: But then yeah, we hear the actual, really crazy.
• 8:22
  Speaker 3: Scary stories about bad background checks that miss something super important.
• 8:28
  Speaker 3: And that's also a huge heart obviously behind everything that
• 8:30
  Speaker 3: we do. It's like, hey, this is real lifestyle. Like
• 8:32
  Speaker 3: you said, it's not hypothetical. This is actually real. So
• 8:36
  Speaker 3: if we're able to be in the business of preventing
• 8:39
  Speaker 3: tragedies and crazy things happening at a school or a
• 8:42
  Speaker 3: business or an office, then I mean that's that's a
• 8:45
  Speaker 3: really powerful mission to go after. And so yeah, there's
• 8:47
  Speaker 3: kind of a lot of things baked into the podcast
• 8:50
  Speaker 3: and also is what we do on a day to
• 8:51
  Speaker 3: day basis, I guess.
• 8:52
  Speaker 2: Before we dive back into the chaos on the bad hire,
• 8:55
  Speaker 2: this episode is brought to you by be Checks. Hiring
• 8:58
  Speaker 2: shouldn't feel like rolling the dice. Background checks should come
• 9:01
  Speaker 2: with great tech, seamless integration and customer service that delivers.
• 9:06
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• 9:27
  Speaker 2: your reputation, protect your sanity. Go to bchecks dot io.
• 9:31
  Speaker 2: That's bc h ex dot io. That's fine until you
• 9:37
  Speaker 2: got to clean it up. And that's what we do.
• 9:38
  Speaker 1: I mean, I had to pass the trash and they
• 9:41
  Speaker 1: didn't want to fire him. The e commy was sour
• 9:43
  Speaker 1: at the time, so he faked an injury. It was
• 9:45
  Speaker 1: and that taking time type money. So you know that
• 9:51
  Speaker 1: costs us thousand hours in my time because supervise. You
• 9:54
  Speaker 1: didn't want to make it simple, but a tough decision
• 9:56
  Speaker 1: or even call and get our advice. So he puts
• 9:58
  Speaker 1: somebody else and that taking you know, we probably had
• 10:01
  Speaker 1: twenty thirty hours at work invested in making the same
• 10:04
  Speaker 1: decision plus cost that should have been made the first time.
• 10:08
  Speaker 1: And sometimes if you're not if you don't want work
• 10:11
  Speaker 1: to the person. So as you asked a question, are
• 10:13
  Speaker 1: they going to work out it all? And what's what
• 10:15
  Speaker 1: do I have so personal against the other department managers
• 10:17
  Speaker 1: that I'm going to send them this person?
• 10:21
  Speaker 2: Did you say I missed that? He just said, what
• 10:25
  Speaker 2: do I have? What do I have personally against that
• 10:27
  Speaker 2: other manager that I'm going to send this person to?
• 10:30
  Speaker 2: That guy? Yeah, I've asked that.
• 10:31
  Speaker 3: Right, you can deal with that, right, Yeah.
• 10:33
  Speaker 2: I mean he's pretty pretty insightful, like I'm just moving
• 10:36
  Speaker 2: him on somewhere else. But you you know what you're
• 10:38
  Speaker 2: doing to the other managers, like what do you got
• 10:41
  Speaker 2: personally against another manager? You would do that to it? Oh?
• 10:43
  Speaker 1: I have asked that and they go, I don't, no, man,
• 10:46
  Speaker 1: that's not how it is.
• 10:48
  Speaker 2: What it is.
• 10:49
  Speaker 1: When that person goes over there and causes more problems,
• 10:52
  Speaker 1: they're gonna cost cunning more money, They're gonna run up
• 10:54
  Speaker 1: more people. And like I said, in that one case
• 10:56
  Speaker 1: is got dropped pretty His brother had made a huge
• 11:00
  Speaker 1: settlement and he says, oh, well, I'm going to claim
• 11:02
  Speaker 1: a back injury. And that was twenty thirty hours of
• 11:05
  Speaker 1: work that went into that case. Several people were taken
• 11:08
  Speaker 1: for the hearing. It was thrown out in fifteen minutes.
• 11:11
  Speaker 3: Is it that easy you can just say like, oh
• 11:12
  Speaker 3: my back hurts and just get workers?
• 11:15
  Speaker 2: Essentially?
• 11:16
  Speaker 1: Yeah, essentially, there's a crazy what happens. You go in
• 11:19
  Speaker 1: these meetings with the negotiations and any type of where
• 11:22
  Speaker 1: it's workers comp professional liability, auto. You're in discussion with
• 11:26
  Speaker 1: you the gestures of the attorney for the assign the case,
• 11:29
  Speaker 1: and I can say, what's the what's their likelihood of succeeding?
• 11:33
  Speaker 1: Give me a percentage thirty percent? Okay, we're going to
• 11:35
  Speaker 1: authorize you offer a settlement of twenty five percent of
• 11:38
  Speaker 1: what they're asking for. Will we got thirty five to
• 11:40
  Speaker 1: get a release? This one guy drugged out three years
• 11:43
  Speaker 1: and he did all of that. He filed discrimination to
• 11:45
  Speaker 1: play his white male's supervisor discreaming against him, a white
• 11:48
  Speaker 1: male in front of unfair of black male co workers.
• 11:51
  Speaker 1: Which is all right? That went through two hearings. Uh,
• 11:55
  Speaker 1: he filed for unemployment, filed an appeal, and you play
• 12:00
  Speaker 1: the recording he left in a supervisor's phone. There's a
• 12:02
  Speaker 1: dog in five hundred. Supervisor was custody and threatening the supervisor.
• 12:07
  Speaker 1: He has got a doubt phone, Dolph Dulphine spirit check
• 12:10
  Speaker 1: for an injury. He didn't tell some a co injury.
• 12:13
  Speaker 1: Couldn't want to lose job. So that's why he comes
• 12:15
  Speaker 1: in and miss day's work. Throws down the note. We
• 12:17
  Speaker 1: look at two things are added? Do you read this?
• 12:21
  Speaker 1: Two things he had to this note? Doctor did take
• 12:23
  Speaker 1: caspers needed stop using cocaine? What stopped using cocaine?
• 12:28
  Speaker 3: That was what the doctor said.
• 12:30
  Speaker 2: Yes, that guy, he filed note with you. Ultimately he
• 12:35
  Speaker 2: found note with the company. He gave it to us.
• 12:37
  Speaker 2: He threw down the table. Are you this You were
• 12:41
  Speaker 2: wrong to fire me? Here's my doctor's note. Did you
• 12:44
  Speaker 2: read this? It's crazy?
• 12:47
  Speaker 1: He's saying, huh, yeah, did you really read what the
• 12:50
  Speaker 1: doctor wrote on this note?
• 12:52
  Speaker 2: I never really read the whole thing. Wow, he's just
• 12:55
  Speaker 2: stop using cocaine. It probably his reading. But bomb lies
• 12:58
  Speaker 2: this guy. That's good advice by the doctor.
• 13:00
  Speaker 1: Channel four solid solid got him Channel four calls in
• 13:03
  Speaker 1: Charleston this I'm harding this guy. He's had He said,
• 13:06
  Speaker 1: y'all fired and wrong for that. Wanted to get a
• 13:09
  Speaker 1: signed release because of course personally by the Congress when
• 13:11
  Speaker 1: I told her reporter I can't talk with you, I
• 13:13
  Speaker 1: want to at least I wanted to show that in
• 13:14
  Speaker 1: the news for the camera. But this guy for three years,
• 13:18
  Speaker 1: and we figured his cost the organization was probably Ballparker
• 13:21
  Speaker 1: forty thousand in indirect cost for somebody who was fired
• 13:26
  Speaker 1: for absenteeism because in the workplace, a good indicare of
• 13:31
  Speaker 1: susan's abuse the day after they've been paid, that's when
• 13:33
  Speaker 1: they're you're late or out. That's a good Oh, I
• 13:37
  Speaker 1: never thought about that. Watch your attendance if you have
• 13:39
  Speaker 1: some modes regular read tons issues. Anyway, that was that
• 13:43
  Speaker 1: was just a while.
• 13:44
  Speaker 3: So you know all about the the legal ups and
• 13:46
  Speaker 3: downs and like how to navigate all this. What sounds
• 13:48
  Speaker 3: like you've had some crazy experiences.
• 13:52
  Speaker 1: Yes, the lawyers. Lawyers love it though. Lawyers make money
• 13:54
  Speaker 1: because they got to defend this stuff.
• 13:56
  Speaker 2: Did you get to what he just said, A good indicator? Yeah, Yeah,
• 14:00
  Speaker 2: that's crazy. Of sub abuse is the day after pay
• 14:04
  Speaker 2: is the day after payroll, And I guess, I guess.
• 14:09
  Speaker 2: You know, there are different populations in different companies where
• 14:13
  Speaker 2: there's you know, maybe there's more of a propensity of
• 14:17
  Speaker 2: certain populations and certain types of jobs or something. I
• 14:20
  Speaker 2: don't know. I don't know if that's true or not.
• 14:23
  Speaker 2: I mean, I've never caught that, but I haven't dealt
• 14:25
  Speaker 2: with a ton of substance abuse in my organization. There's
• 14:28
  Speaker 2: a handful of times I have that I'm aware of,
• 14:30
  Speaker 2: but there's a handful of times that you know that
• 14:33
  Speaker 2: we've had to deal with it. But it is true.
• 14:35
  Speaker 2: I mean, you know, the whole opiate opioid addiction thing,
• 14:39
  Speaker 2: just they really focused disbursement into the rural areas where
• 14:45
  Speaker 2: it's more blue blue collar workers, where guys hurt get
• 14:48
  Speaker 2: hurt working, they do hard work, they're in pain, and
• 14:52
  Speaker 2: you know, they start on the opens. I don't know
• 14:54
  Speaker 2: what gets that's what gets most people going. But that's
• 14:56
  Speaker 2: the story that I certainly have seen the documentaries on
• 14:59
  Speaker 2: that it suggests that's how it seems to focused.
• 15:02
  Speaker 1: It seemed to start there. You know, I'll be honest
• 15:04
  Speaker 1: with you, I really never occurred to me. Fifteen years ago. Well,
• 15:06
  Speaker 1: I'm seeing employees shopping prescriptions. It never occurred. What has
• 15:10
  Speaker 1: we cut this off? And they did, and then they
• 15:14
  Speaker 1: started going to other sources. But then we're kind of
• 15:16
  Speaker 1: out this stuff is good. So then you see, I
• 15:18
  Speaker 1: think it started fifteen two years ago with lead with abuse,
• 15:21
  Speaker 1: larger a people with prescriptions. But I think we're got around.
• 15:24
  Speaker 1: This is really cool. And once you got once you
• 15:26
  Speaker 1: need a prescription, once the street sources came into play,
• 15:29
  Speaker 1: then you didn't need to be to be injured on
• 15:32
  Speaker 1: the job to get score some you could just go
• 15:34
  Speaker 1: and of course the lethal stuff my corner will tell
• 15:36
  Speaker 1: you in lankster case's I think, OPI what overdoses have
• 15:40
  Speaker 1: a tenfold over their words? Fears? Yeah, in corners office
• 15:43
  Speaker 1: wherever they go wild. But yeah, so that's that's certainly
• 15:47
  Speaker 1: it never occurred to me. What would happened to they
• 15:49
  Speaker 1: tightened up? And I guess if I didn't, I guess
• 15:52
  Speaker 1: made are to think the same thing. What happens when
• 15:54
  Speaker 1: we tightened up on this abuse? So when I talk
• 15:56
  Speaker 1: about ger orientations or policies, I talk about the South abuse,
• 16:00
  Speaker 1: I always emphasize as treatment options. Please don't be at
• 16:04
  Speaker 1: that guy, A great guy who cared about his mother
• 16:06
  Speaker 1: and overdosed.
• 16:08
  Speaker 2: Yeah, that's a crazy story. Yeah, I'm curious. You know.
• 16:12
  Speaker 2: One of the one of the products that we have
• 16:14
  Speaker 2: now is called check three sixty five. I was just
• 16:16
  Speaker 2: thinking about that way. It's at bechecks and it's it's
• 16:20
  Speaker 2: a monitoring tool, and we're it's one of the most
• 16:23
  Speaker 2: widely widely used monitoring tools in the country right now.
• 16:27
  Speaker 2: We do two things. We're monitoring in the state of
• 16:30
  Speaker 2: North Carolina right first, and we're expanding that to do
• 16:35
  Speaker 2: other types of monitoring. But you know, our belief is
• 16:39
  Speaker 2: it could be done really well on a state level,
• 16:42
  Speaker 2: not as well on a national level at this point
• 16:44
  Speaker 2: for anyone who tries to build it. And we've been
• 16:45
  Speaker 2: doing it for fifteen years, probably the first company in
• 16:48
  Speaker 2: the country to ever do monitoring. What that means is
• 16:53
  Speaker 2: if someone gets arrested, you know, we find out pretty soon.
• 16:56
  Speaker 2: In the state of North Carolina, we find out the
• 16:58
  Speaker 2: next that same day of the next day and notified
• 17:01
  Speaker 2: the employer who's doing the monitoring. We also monitor sex
• 17:04
  Speaker 2: offender registries and those types of things for some large
• 17:06
  Speaker 2: membership organizations where we were monitoring fifteen million people to
• 17:10
  Speaker 2: night right. But when I first focused in on that product,
• 17:15
  Speaker 2: I saw it as two things. One's you know, most
• 17:17
  Speaker 2: people think, oh, someone gets arrested, fire them. But I
• 17:20
  Speaker 2: saw it as an early warning sign for employee assistance programs.
• 17:23
  Speaker 2: It is, you know there is some risk if someone
• 17:26
  Speaker 2: did something, you'd be like, that's tough, I can't let
• 17:28
  Speaker 2: them stay. That's showing really risky behavior. There are others
• 17:32
  Speaker 2: that are emblematic of issues where they may not. You know,
• 17:38
  Speaker 2: we did some surveys last year that showed us six
• 17:40
  Speaker 2: and ten people wouldn't tell their employer if they got
• 17:42
  Speaker 2: arrested six and ten. And then if you ask somebody, hey,
• 17:46
  Speaker 2: would you you know, would you tell your employer? You
• 17:51
  Speaker 2: know they're like if I tell them?
• 17:52
  Speaker 1: When he fired and the company had an unlicensed illegal
• 17:56
  Speaker 1: box truck hit my wife's car at a law firm, wow,
• 17:59
  Speaker 1: and tried to drive off, I knew exactly who to call. Yeah,
• 18:03
  Speaker 1: and I said, you know, you got somebody who is
• 18:05
  Speaker 1: not supposely driving a CDL Vehicle's.
• 18:08
  Speaker 2: That's cool insight because you're your suggestion. The last ten
• 18:12
  Speaker 2: to fifteen years, a lot of risk and just people
• 18:14
  Speaker 2: in cars who are doing driving work and monitoring, whether
• 18:17
  Speaker 2: it's like MVR monitoring, like trying to do some type
• 18:20
  Speaker 2: of driver's license monitoring, which can be it can be
• 18:24
  Speaker 2: pretty expensive because of all the government access fees that
• 18:28
  Speaker 2: are associated with getting MVRs. But in some states they
• 18:31
  Speaker 2: put those driving defenses into the criminal record, into the data,
• 18:35
  Speaker 2: same data, so you can monitor on it and pull
• 18:37
  Speaker 2: it back and that's and so it would be a
• 18:40
  Speaker 2: benefit for you to like, hey, I just got notified
• 18:43
  Speaker 2: this person got arrested or ticketed for something.
• 18:47
  Speaker 1: I've had people without licenses who lost licenses did not
• 18:49
  Speaker 1: tell me and human and I understand why.
• 18:52
  Speaker 2: Yeah, but like I said, from their job, Yeah, so
• 18:54
  Speaker 2: I understand why six and ten people say. I'm not
• 18:56
  Speaker 2: going to.
• 18:56
  Speaker 1: Say we had a tremendous train wreck and ensureants for contractors,
• 19:01
  Speaker 1: because what happened was when Insurance County found we had
• 19:04
  Speaker 1: a case we could use a layer of the law
• 19:06
  Speaker 1: and not to pay it. And suddenly they call performance bond.
• 19:09
  Speaker 1: It was a guarantee of fixing the work if it's
• 19:11
  Speaker 1: not done right. The court said, really, by layer to
• 19:14
  Speaker 1: the law, nobody has this in South Carolina. That caused
• 19:17
  Speaker 1: a pain because some kind of want to get fifteen
• 19:19
  Speaker 1: million dollars and.
• 19:22
  Speaker 2: They got out of it.
• 19:23
  Speaker 1: So what's to say Insurance comes to look at you
• 19:25
  Speaker 1: and say, you kill grandma? You got kill grandma, and
• 19:31
  Speaker 1: we're not gonna We're not going to repay it because
• 19:34
  Speaker 1: a person's on liicense and you didn't know, and yeah,
• 19:38
  Speaker 1: that's your fault, that's they within the right to do that.
• 19:41
  Speaker 1: And I said, then who's your coney belonged to?
• 19:43
  Speaker 2: Next week?
• 19:44
  Speaker 3: Yeah, that's kind of like some of the big messaging
• 19:47
  Speaker 3: behind checks three sixty five is like, hey, if this
• 19:50
  Speaker 3: happened to one of your employees, would you even know?
• 19:53
  Speaker 3: And what we've learned is most companies just don't know,
• 19:56
  Speaker 3: and so when there's a DUI or some kind of
• 19:58
  Speaker 3: criminal offense just kind of slips under the record and
• 20:03
  Speaker 3: then they just continue in their job, causing more damage,
• 20:05
  Speaker 3: more potential damage. Years ago, this goes by, and then
• 20:08
  Speaker 3: now we're coming in with the messaging and saying like, hey,
• 20:11
  Speaker 3: if something crazy like this happens, you can know within
• 20:14
  Speaker 3: a day and address it.
• 20:16
  Speaker 2: In one way or another, you know, And one of
• 20:18
  Speaker 2: the preventivest is just getting notification when someone's you know,
• 20:23
  Speaker 2: lost their license doing driving. You know, it didn't necessarily
• 20:26
  Speaker 2: be like I don't think it probably necessarily has to
• 20:29
  Speaker 2: be losing their license. They could just have a history
• 20:31
  Speaker 2: of you know, they've been getting reckless driving tickets and
• 20:34
  Speaker 2: all types of other things and they're still driving for you,
• 20:38
  Speaker 2: you know, And that's just what I mean again, it's
• 20:41
  Speaker 2: just that the automobile side of monitoring not necessarily you know.
• 20:47
  Speaker 2: So there's some of the drug issues that come across.
• 20:49
  Speaker 2: It's probably the major issues when I look at monitoring.
• 20:54
  Speaker 2: There's the results of monitoring. There's auto infractions, a ton
• 21:01
  Speaker 2: of them. Right. Then you get next is drugs, you know, possession,
• 21:09
  Speaker 2: use occasionally distribution. Uh. And then the next level is
• 21:13
  Speaker 2: assault and those are those three things. Violence, Yeah, yeah, violence,
• 21:17
  Speaker 2: And then you know, then you got all Then you
• 21:19
  Speaker 2: got some other stuff from just being drunk. You know,
• 21:21
  Speaker 2: somebody's drunk or high. They're now tearing up something, you know,
• 21:25
  Speaker 2: doing something lewd and some you know, different places. You
• 21:28
  Speaker 2: get it all becomes the combo. Yeah. And then and
• 21:31
  Speaker 2: then of course you get that that doozy that comes
• 21:35
  Speaker 2: through every once in a while and you're like, you
• 21:37
  Speaker 2: know that's.
• 21:39
  Speaker 1: Crazy, but yeah, it's you got a job we protect.
• 21:44
  Speaker 2: See, I've got I've got a story to read.
• 21:46
  Speaker 3: We've got one clip, I think, And well, I know
• 21:49
  Speaker 3: you submitted a story for our contest.
• 21:50
  Speaker 2: Which you can if you'd like to. Absolutely, Well, we've
• 21:55
  Speaker 2: got a couple more stories.
• 21:56
  Speaker 3: You have a bunch of stories from real Life's on
• 22:00
  Speaker 3: that one.
• 22:00
  Speaker 2: You sent us. Well, yeah, we can sort of talk
• 22:02
  Speaker 2: about that. Conney.
• 22:04
  Speaker 1: I came into the the controller had left the former
• 22:08
  Speaker 1: controller who was sitting in federal prison. He had gotten
• 22:12
  Speaker 1: hired in spite of a conviction that had happened. The
• 22:15
  Speaker 1: background check service they used, which they were still used
• 22:17
  Speaker 1: when it came into my investigation, like, wait a minute,
• 22:19
  Speaker 1: you know the background check stores band.
• 22:20
  Speaker 2: You're still using them all right, So they missed it, Yes,
• 22:26
  Speaker 2: they got to.
• 22:27
  Speaker 1: Now only they miss it. They get a garnishment notice
• 22:30
  Speaker 1: for this controller's conviction and the h The operations manager
• 22:35
  Speaker 1: told the HR my predecessor just putting restitution, put it
• 22:39
  Speaker 1: the previous for the background for the offense that your
• 22:41
  Speaker 1: background check didn't show. He did, wow, and she so
• 22:45
  Speaker 1: she she listened to operations manage. Now on the other
• 22:49
  Speaker 1: next door to her is the presence office. She if
• 22:51
  Speaker 1: it had been me I had to walk there and said,
• 22:52
  Speaker 1: we got a problem.
• 22:53
  Speaker 2: She didn't do that.
• 22:54
  Speaker 1: So what did he proceed to do? He starts looting
• 22:56
  Speaker 1: the company and he took a few weeks off to
• 22:59
  Speaker 1: go spend time son. I found when after he got
• 23:02
  Speaker 1: Cayra into backgrounch I actually he was in trial. He
• 23:05
  Speaker 1: was convicted way and sentencing for another set. So we
• 23:08
  Speaker 1: were the third time.
• 23:11
  Speaker 2: No kidding.
• 23:12
  Speaker 1: And by the way, a little warning to all the
• 23:14
  Speaker 1: criminals out there, Okay, you do you go to club
• 23:18
  Speaker 1: fed your first time. If it's three strikes federal white color,
• 23:22
  Speaker 1: you're going to medium security. You're going to be the
• 23:25
  Speaker 1: only person at that table who didn't do a horrible,
• 23:28
  Speaker 1: heinous offense. I wouldn't want to be that person that night.
• 23:33
  Speaker 2: Yeah, this is so. It is remarkably similar to a
• 23:38
  Speaker 2: story of someone I know who was running a massive
• 23:44
  Speaker 2: scheme to steal from people, old people, right, whole financial crimes.
• 23:50
  Speaker 2: He's pending trial, you know, FBI kicks in his door,
• 23:53
  Speaker 2: comes in his house, the whole works right, hal him away.
• 23:55
  Speaker 2: He gets out on some type of bail and now
• 23:58
  Speaker 2: he's pending trial, right, so he applies too. I'm not
• 24:03
  Speaker 2: going to say their name, but they are are there.
• 24:07
  Speaker 2: They're they're a company that places financial and accounting people
• 24:14
  Speaker 2: on a uh in in companies right there, recruiting firm
• 24:20
  Speaker 2: right and do part time people and all that kind
• 24:23
  Speaker 2: of stuff. And so that's their specialty. Okay. They he
• 24:28
  Speaker 2: goes there and passes their background check and they place
• 24:31
  Speaker 2: him in a controller, in a controller's role in another company.
• 24:35
  Speaker 2: Meanwhile he's trying to he's literally on trial, his trials
• 24:40
  Speaker 2: approaching for stealing you know, well over a million dollars
• 24:43
  Speaker 2: from people.
• 24:44
  Speaker 3: In the background check company missed the fact that he's even.
• 24:46
  Speaker 2: Here's why, here's why this is. We talk about this
• 24:48
  Speaker 2: all the time. We have people don't understand that federal
• 24:52
  Speaker 2: courts are different than county courts. And they hear you
• 24:55
  Speaker 2: when they buy their background check there. And and I
• 24:58
  Speaker 2: don't blame a lot of even hr folks who don't
• 25:02
  Speaker 2: know the difference, because you know, background checks get oversold
• 25:06
  Speaker 2: by salespeople all the time, but they just leave out
• 25:08
  Speaker 2: the federal The federals are hard to do and their
• 25:11
  Speaker 2: labor intensive, and so companies don't background checks, don't don't
• 25:16
  Speaker 2: do backroun checks, coming, don't do them. They gotta they gotta.
• 25:19
  Speaker 2: It adds to the price of the deal, right, So
• 25:21
  Speaker 2: it's easier to just say, oh, yeah, we got a
• 25:23
  Speaker 2: national search in here, and you're all good.
• 25:25
  Speaker 3: Ye have the past past background, everything's fine.
• 25:27
  Speaker 2: So they don't run the federal search, and you're you
• 25:29
  Speaker 2: just said a minute ago, the guy was busted three
• 25:31
  Speaker 2: times in federal so he any county search, any standard
• 25:35
  Speaker 2: background check, if they didn't add a federal search to it,
• 25:38
  Speaker 2: that guy would come up clean every single time for
• 25:40
  Speaker 2: a lot of people. And it did for your company
• 25:42
  Speaker 2: before you got there, I guess, and you beefed up
• 25:45
  Speaker 2: how they did their screening.
• 25:46
  Speaker 1: Well, you know, it's it's one thing to somebody's somebody's
• 25:50
  Speaker 1: novision to trust, but I think when you put somebody
• 25:53
  Speaker 1: in that role, you better know it's worth it. I mean,
• 25:58
  Speaker 1: there was Charleston King's shooting. I think of sing a
• 26:01
  Speaker 1: link to that. Guy was hiring a restaurant. He just
• 26:04
  Speaker 1: got out of prison for shooting a pastor in atm
• 26:07
  Speaker 1: pastor survive was paralyzed, so he gets the the he
• 26:11
  Speaker 1: was harassing and threatening intimiday employees, and the HR person
• 26:15
  Speaker 1: for the restaurants said, didn't make a decision and she
• 26:19
  Speaker 1: finds some one day, Okay, I'm going to let him go,
• 26:21
  Speaker 1: and so I can't make it. Told the chef let
• 26:23
  Speaker 1: him go.
• 26:24
  Speaker 2: It's one of these nice.
• 26:24
  Speaker 1: Restaurants on King Street and down at Charleston places I
• 26:27
  Speaker 1: couldn't afford to go to for lunch, but there.
• 26:29
  Speaker 2: Are people in there could afford lunch. That day.
• 26:31
  Speaker 1: When the guy comes back in on a gun and
• 26:32
  Speaker 1: holds the whole place at gunpoint, the chef steps in
• 26:35
  Speaker 1: front of the gun and says, you're not doing this.
• 26:37
  Speaker 2: To these people. So he's killed.
• 26:40
  Speaker 1: No way they and right there was a story about
• 26:43
  Speaker 1: well they didn't check because they're getting so by the way,
• 26:46
  Speaker 1: in this case, it was so reckless. The hr manager
• 26:48
  Speaker 1: was named awesome, not just the company not but they
• 26:52
  Speaker 1: were going after her as well. That's five million dollars.
• 26:55
  Speaker 1: But they did a story in the Restaurant Association present, well,
• 26:58
  Speaker 1: thirty five dollars is too much to pay for all
• 27:00
  Speaker 1: these dishwashes we hire. Yeah, what's a five million dollar
• 27:04
  Speaker 1: lawsuit and the fact that you got somebody killed?
• 27:06
  Speaker 2: Wow? Yeah, okay, So to the point of money, always
• 27:10
  Speaker 2: say forty dollars background check couldn't saved the life and
• 27:13
  Speaker 2: the liability.
• 27:14
  Speaker 1: I mean, you know, auto policy and something I've learned.
• 27:17
  Speaker 1: It's a good benchmark and my experienced part of my
• 27:20
  Speaker 1: jobs and managing risk risk insurance policy for twenty years
• 27:23
  Speaker 1: has been my plate. For every four or five dollars
• 27:26
  Speaker 1: they pay out between the settlement, award, legal defense costs,
• 27:31
  Speaker 1: your rates going up a dollar. I had a twenty
• 27:33
  Speaker 1: years I had a one quarter million dollar works comp case.
• 27:36
  Speaker 1: Wasn't our fault. It was a fall of the subcontractor.
• 27:39
  Speaker 1: But the way it works, the snow fault your employee,
• 27:41
  Speaker 1: you pay ae dar break job put almost killed. This
• 27:44
  Speaker 1: guy costs one quarter million dollars. I reknew it was
• 27:47
  Speaker 1: at two hundred thousand dollars. Wow, two hundred thousand dollars.
• 27:51
  Speaker 1: We had to let people go to cut cost.
• 27:53
  Speaker 2: Wow.
• 27:53
  Speaker 1: Yeah, that guy was injuredn't wasn't his faulty almost got killed?
• 27:57
  Speaker 1: And I taught his case marriage a couple of ASO.
• 27:59
  Speaker 1: Actually he's in Colorad. I'm getting by. But but you
• 28:03
  Speaker 1: look at five people, I gotta let you go.
• 28:06
  Speaker 2: Why because we didn't manage some risk.
• 28:09
  Speaker 1: We had to pay out, you know, So it's like,
• 28:13
  Speaker 1: I'm sorry, man, you know what? You go home thinking
• 28:16
  Speaker 1: about that you should think about. But yeah, the thing
• 28:19
  Speaker 1: is so risk costs money. And once you see your
• 28:23
  Speaker 1: CLAUDO go up, once you see your your liability go up,
• 28:25
  Speaker 1: then you realize you could have it would have been
• 28:28
  Speaker 1: more worth it to spend the thirty five forty hours
• 28:31
  Speaker 1: for the background check exact and for the HR practitioner
• 28:34
  Speaker 1: to actually learn how to do these things, understand these things.
• 28:38
  Speaker 2: Well, clearly you figured out something because what you wouldn't
• 28:42
  Speaker 2: believe the number of times that we get you know
• 28:45
  Speaker 2: and be checks are the background check company. Right now,
• 28:48
  Speaker 2: our salespeople talk to somebody and the first thing out
• 28:49
  Speaker 2: of their question is, well how much is your background check?
• 28:53
  Speaker 2: And that they're leading question is priced. And when they
• 28:57
  Speaker 2: do that, they tilt their hand us and let us
• 28:59
  Speaker 2: know that one they don't know about background checks and
• 29:03
  Speaker 2: they're not an educated buyer, right and so U and
• 29:09
  Speaker 2: companies really deserve to have an expert when it comes
• 29:12
  Speaker 2: to their HR leaders should be experts in background checks
• 29:16
  Speaker 2: because you've noted a difference. You knew that that other
• 29:19
  Speaker 2: company had not done a good check. It came back clear,
• 29:22
  Speaker 2: and you knew to come and build an effective background
• 29:25
  Speaker 2: check in the way it's done because baground checks are
• 29:27
  Speaker 2: different and you read it one time, you found it.
• 29:29
  Speaker 1: A lot of HR people and the person in our
• 29:31
  Speaker 1: place that kind is a glorified admin promoted out of a.
• 29:34
  Speaker 2: Role to a job.
• 29:34
  Speaker 1: Oh HR is hired. They just do paperwork. They can,
• 29:40
  Speaker 1: but if you're smart, you've paid a little bit extra,
• 29:42
  Speaker 1: you get to more qualified person. It actually goes to
• 29:44
  Speaker 1: work to protect people as well as your company. It
• 29:48
  Speaker 1: should be that simple, but often it's not. And you
• 29:52
  Speaker 1: know the dollars and cents. There are some things which
• 29:55
  Speaker 1: are commodities and you buy and sell the prices of
• 29:58
  Speaker 1: the matters or for we made filters and that essentially
• 30:02
  Speaker 1: was that's a command if air filters and airfield. I
• 30:04
  Speaker 1: hate say it, but a background check is not a
• 30:07
  Speaker 1: background check, and I have seen myself.
• 30:10
  Speaker 2: You need to know who you lay in the door exactly.
• 30:13
  Speaker 1: You need to know. You need to know who you're
• 30:15
  Speaker 1: putting behind the wheel.
• 30:16
  Speaker 2: Want talk.
• 30:16
  Speaker 1: I do a lot of HR volunteary HR advisory nonprofits.
• 30:19
  Speaker 1: You have a car, do you have to do you
• 30:22
  Speaker 1: volunteers work around children? Do you volunteers work with financial assets?
• 30:26
  Speaker 1: You need to get a service, a good service, and
• 30:29
  Speaker 1: if you talk to them they'll probably negotiate a price
• 30:32
  Speaker 1: with you because they want to be supporting nonprofits. But
• 30:35
  Speaker 1: none of them, none of them have any awareness of
• 30:38
  Speaker 1: this stuff.
• 30:39
  Speaker 2: Yeah, in all those same conversations.
• 30:42
  Speaker 3: And yeah, like I said, you get you have more
• 30:43
  Speaker 3: stories than we do. I feel like just just from
• 30:47
  Speaker 3: your years in HR and hiring and managing and things
• 30:49
  Speaker 3: like that.
• 30:52
  Speaker 2: What's that story.
• 30:54
  Speaker 1: Let's let's talk about some stories here.
• 30:56
  Speaker 2: Yeah, yeah, yes, story.
• 31:01
  Speaker 1: I wish I could say on the other person's had
• 31:02
  Speaker 1: these bad stories.
• 31:03
  Speaker 3: But let's see, Yeah, well yours, yours more minor more
• 31:06
  Speaker 3: your story.
• 31:06
  Speaker 2: But that that story with that's like one of the
• 31:09
  Speaker 2: best stories I've heard. With the controller who comes in you.
• 31:13
  Speaker 2: You came into that job after he was there, right,
• 31:16
  Speaker 2: he had destroyed he had left about a year before.
• 31:18
  Speaker 2: They're still struggling with it.
• 31:19
  Speaker 1: He had trashed their books. They were just kind of
• 31:22
  Speaker 1: help other comments.
• 31:24
  Speaker 2: Yeah, yeah, yeah, wow.
• 31:26
  Speaker 3: I still like the story where the doctors no, it
• 31:28
  Speaker 3: was just just stopped doing cocaine.
• 31:30
  Speaker 2: That might be I've got a better one.
• 31:35
  Speaker 3: Oh god lord man, you about to come back on
• 31:37
  Speaker 3: the show with stories. I got one to read a
• 31:41
  Speaker 3: little more lighthearted than yours. Uh, And then one one
• 31:44
  Speaker 3: to react to that, I interview this lady, Marcia. Okay,
• 31:47
  Speaker 3: so I'll read this first one. This is the story
• 31:50
  Speaker 3: of the most unique job reference that I've ever heard.
• 31:53
  Speaker 3: I was one recruiting for a very unique and difficult
• 31:56
  Speaker 3: role that requires some specific certifications and licenses. I finally
• 32:00
  Speaker 3: found a candidate who has this one super rare license.
• 32:04
  Speaker 3: It's like one of those credentials where you're thinking, this
• 32:05
  Speaker 3: guy's basically a unicorn. It's hard to find, hard, high demand,
• 32:10
  Speaker 3: and it's exactly what the client needs. So everything looks
• 32:14
  Speaker 3: great on paper, which, by the way, it's kind of
• 32:15
  Speaker 3: a common theme around here. Everything looks great on paper.
• 32:19
  Speaker 3: So we do what we always do, We check references
• 32:21
  Speaker 3: before we send somebody over. And the guy lists of
• 32:24
  Speaker 3: reference that's unlike anybody that I've ever seen. It's actually
• 32:27
  Speaker 3: not just some random manager as somebody that I personally
• 32:30
  Speaker 3: know really well. So I'm thinking, this is interesting, this
• 32:32
  Speaker 3: should be an easy green light. So I call the
• 32:35
  Speaker 3: guy's job reference and they pick up, and before I
• 32:38
  Speaker 3: can even finish my sentence, they go, oh my gosh, stop,
• 32:41
  Speaker 3: this can't keep happening. And I pause in confusion, and
• 32:45
  Speaker 3: the guy says, I don't know why on earth this
• 32:47
  Speaker 3: guy keeps referencing or keeps putting me down as his reference.
• 32:51
  Speaker 3: And I'm like, what do you mean? They say, this
• 32:54
  Speaker 3: dude worked here for less than a week. He didn't
• 32:56
  Speaker 3: know how to do a single thing that he said
• 32:58
  Speaker 3: he could he knew how to do. And the second
• 33:01
  Speaker 3: that we asked for a copy of this rare license,
• 33:03
  Speaker 3: he stopped showing up for work and ghosted us. This
• 33:07
  Speaker 3: guy the reference on the phone said, you're the third
• 33:09
  Speaker 3: person this week who's called me this guy asking for
• 33:12
  Speaker 3: a reference. And I've told every single one of the
• 33:14
  Speaker 3: same thing, don't hire this guy, but he keeps putting
• 33:17
  Speaker 3: me down as his reference.
• 33:18
  Speaker 2: For some reason.
• 33:19
  Speaker 3: Uh, so that was that was this guy, this guy's
• 33:22
  Speaker 3: job reference. So it comes back to me as a recruiter.
• 33:25
  Speaker 3: I have to go back to the candidate and pretty
• 33:27
  Speaker 3: much say, Hey, your reference did it call?
• 33:29
  Speaker 2: It didn't really go that well, your.
• 33:30
  Speaker 3: Reference didn't really check out, bro, Your reference actually just
• 33:33
  Speaker 3: completely let you on fire and told us not to
• 33:35
  Speaker 3: hire you. Some maybe you want to choose a different reference.
• 33:37
  Speaker 3: And he said, oh, maybe that's why I haven't heard
• 33:39
  Speaker 3: back from any of the companies.
• 33:40
  Speaker 2: I've interviewed with. Lately so, so that was crazy.
• 33:44
  Speaker 3: He just keeps you the same reference over and over again,
• 33:47
  Speaker 3: and he's like, stop calling me on someone.
• 33:52
  Speaker 2: You worked for for a week. Yeah, like what did
• 33:54
  Speaker 2: you expe.
• 33:56
  Speaker 1: He doesn't have a clue, and the can is a
• 33:58
  Speaker 1: pattern here, you didn't have a clue, that's why job
• 34:00
  Speaker 1: and have a close Why should.
• 34:01
  Speaker 2: Call so and so?
• 34:02
  Speaker 3: And then three more interviews that all didn't go well
• 34:04
  Speaker 3: as his reference.
• 34:05
  Speaker 1: Yeah, yeah, that's it happens sometimes sometimes these people are
• 34:11
  Speaker 1: more transparent than you would think and they didn't even
• 34:14
  Speaker 1: realize it.
• 34:14
  Speaker 3: Yeah, they're the easy ones. They help you, I guess. So, Yeah,
• 34:18
  Speaker 3: it's next door. Is not my story, but this is
• 34:20
  Speaker 3: actually uh Marcia or Martin Marsha who I interviewed with
• 34:25
  Speaker 3: Marcia Marcia. I think it's Marcia, and she told me
• 34:29
  Speaker 3: this story, if you will.
• 34:29
  Speaker 4: At Glinton, I've had one candidate that was interviewing for
• 34:34
  Speaker 4: a role and I lived in a small town and
• 34:36
  Speaker 4: interviewed for a production role I think it was, and
• 34:40
  Speaker 4: they were already working for the organization as a contractor.
• 34:43
  Speaker 4: I think they were working security at the time, and
• 34:45
  Speaker 4: they interviewed Their parents worked for the organization for the
• 34:49
  Speaker 4: brewery so the parents worked there. He wanted to get in,
• 34:52
  Speaker 4: and so it was we were getting a lot of
• 34:54
  Speaker 4: pressure from the parents who were production operators to hire
• 34:57
  Speaker 4: their son. You know, we put through the whole interview
• 35:00
  Speaker 4: and everything, and unfortunately, based off of the interview process,
• 35:04
  Speaker 4: the individual just wasn't going to make the cut. Because
• 35:07
  Speaker 4: we had they were a referral and because they were
• 35:10
  Speaker 4: part of family and stuff that worked there. I was asked,
• 35:13
  Speaker 4: you know, not asked, but you know the right thing
• 35:15
  Speaker 4: to do is to call him and to you know,
• 35:18
  Speaker 4: give let him know about the rejection rather than just
• 35:20
  Speaker 4: you know, the blanket emails that you can send help.
• 35:23
  Speaker 4: And so I called him and I said, you know,
• 35:25
  Speaker 4: this is what would happen. Here's some tips for you know, future,
• 35:28
  Speaker 4: And all of a sudden, the phone got really really quiet,
• 35:31
  Speaker 4: and I was like, are you still there? And then
• 35:33
  Speaker 4: I hear the sobbing in the background and this Dooman
• 35:37
  Speaker 4: was just crying on the phone. I don't know what
• 35:40
  Speaker 4: to do, and you know, trying to console them and
• 35:44
  Speaker 4: you know, say, you know, you've got six months to
• 35:46
  Speaker 4: reapply and giving them all these tips on you know,
• 35:49
  Speaker 4: what things he could do and that you know, we
• 35:51
  Speaker 4: still looked forward to having him here as a contractor
• 35:54
  Speaker 4: and all these things. And it got to the point
• 35:56
  Speaker 4: where I got really inconsolable, and his mom had to
• 35:58
  Speaker 4: get on the phone and you know, apologize for him,
• 36:01
  Speaker 4: and so it was really hard. But the worst part
• 36:04
  Speaker 4: is that they actually lived two houses from me. It
• 36:09
  Speaker 4: was horrible. It was horrible. May also say he never reapplied.
• 36:13
  Speaker 4: I think he just realized it wasn't for him. It
• 36:14
  Speaker 4: was more like his parents wanting him to do it.
• 36:17
  Speaker 3: So what she didn't mention there is that what she's
• 36:20
  Speaker 3: mentioned that that guy lived two doors down and living
• 36:23
  Speaker 3: two hours down from her.
• 36:24
  Speaker 2: So she was telling me that small town.
• 36:26
  Speaker 3: You would be like going out to get her mail,
• 36:28
  Speaker 3: like the day after this happened, and just like awkwardly
• 36:31
  Speaker 3: like hey, sorry about the other day, or like going
• 36:33
  Speaker 3: to get her trash cans, and she would like keep
• 36:35
  Speaker 3: running into that watch that one guy, which I thought
• 36:37
  Speaker 3: was very awkward.
• 36:38
  Speaker 2: Well, William Man, we appreciate it. You've been fun. It's
• 36:41
  Speaker 2: been cool.
• 36:42
  Speaker 1: I love it, And I'll share my best story when
• 36:45
  Speaker 1: the camera's off. That might be true for a lot
• 36:51
  Speaker 1: of people that that that little show up and all
• 36:54
  Speaker 1: your stuff.
• 36:55
  Speaker 2: Yeah, yeah, that's for sure. But but thanks. Hey listen,
• 37:00
  Speaker 2: if you're if you, if you haven't yet, submit your
• 37:03
  Speaker 2: stories to us. We'd love to see them. We want
• 37:07
  Speaker 2: to read them, want to have you on the show
• 37:09
  Speaker 2: through one of the segments. We're building a pipeline of
• 37:11
  Speaker 2: people and we're interviewing people now regularly for the segments. William,
• 37:15
  Speaker 2: thank you. You've been awesome. It's been fun.
• 37:17
  Speaker 1: It's been cool to see the back the back room.
• 37:20
  Speaker 1: I've used y'all for how many for over a decade, Yeah,
• 37:23
  Speaker 1: without failed. I get to finally see the place where
• 37:25
  Speaker 1: it all happens.
• 37:26
  Speaker 2: I'm glad to hear. People should come on here just
• 37:28
  Speaker 2: to do that. Yeah, yeah they should.
• 37:30
  Speaker 1: Please don't, please, don't have a tragic story just so
• 37:33
  Speaker 1: you can come on the show.
• 37:34
  Speaker 3: Base plenty without that, you can borrow some on yes, right,
• 37:38
  Speaker 3: I love it.
• 37:39
  Speaker 2: Well, we appreciate you, guys. We'll see you on the
• 37:41
  Speaker 2: next podcast.