Powered by the WRKdefined Podcast Network.
[00:00:00] Hey everyone, welcome to the latest episode of the 360 Insights HRTechChat. I'm Dylan Taggart and today
[00:00:08] I'm going to be speaking with Kirsten Greggs. Kirsten is someone you're going to want to listen to
[00:00:14] today. She's an expert in talent acquisition and career coaching and I think now more than ever
[00:00:20] that's something everyone can use a little help with. Kirsten thanks for joining us and I want
[00:00:25] you to tell the people a little bit about yourself. Hey Dylan thanks for having me very excited to be
[00:00:30] here today. I am Kirsten Greggs, I've been in TA for 24 years and I am a lead consultant for talent
[00:00:41] for talent acquisition. I have my own company Trapper Career LLC where I bridge the gap
[00:00:47] between job seekers and employers. Nice and I think you know there are a lot of job
[00:00:56] seekers out there right now. Not that we're in any sort of shortage of corporate workers but I think
[00:01:04] in certain fields we are in a deficit of skilled you know deskless workers and more specialized
[00:01:10] workers. That's just one trend I'm seeing. Are there any sort of trends you've been noticing
[00:01:17] or you know are there certain issues that continuously come across your desk?
[00:01:22] Yeah so most of the people just because I think it's proximity, most of the job
[00:01:29] seekers I'm seeing are in HR and TA which creates a whole other issue because we're on one hand
[00:01:39] saying everything is great, the economy is awesome but companies are also having a more
[00:01:44] difficult time hiring because they're understaffed with the people who are responsible for doing
[00:01:51] the hiring so there becomes an issue there. Lead times are taking longer, it's taking longer for
[00:01:59] us to get back to job seekers because where we maybe had 10 positions because our staff was cut
[00:02:07] now we have 20 or 30 positions that we're recruiting for. So workloads have definitely
[00:02:14] increased for organizations where their recruiting staff has been tremendously cut down
[00:02:22] and job seekers are feeling that on the other end because the hiring process is taking a little bit
[00:02:29] longer. And a lot of those reductions in those departments are still a kind of ripple effect
[00:02:39] from COVID or from the pandemic or is this just like a more of an economic or employment trend
[00:02:46] that just was happening already? It really depends on the industry. Some of it is a result of
[00:02:51] over hiring was what they're calling it during COVID so a lot of especially the tech companies,
[00:02:58] you know the big companies that we that we all know about the ones that are coveted that
[00:03:02] everyone wants to work at those places increased their headcount significantly and they also
[00:03:10] increased their recruiter headcount and or they brought recruiters back into the organizations
[00:03:15] and what we saw uh or like at the end of last year even and then even the beginning of of 2024
[00:03:23] was a huge trend like I like I mentioned in the last segment that recruiters were the ones that
[00:03:31] were being the most impacted by some of those layoffs at tech companies because there just
[00:03:39] wasn't a great deal of hiring going on as organizations were looking to recalibrate
[00:03:44] you know to right size their workforce where they were looking at their workforce plans and all of
[00:03:50] that so it was you know there were certain times of year where we do that anyway where companies
[00:03:54] do that anyway where they you know kind of downsize a little bit but I think it was a little
[00:04:00] bit more noticeable and a little bit more um hard felt because of some of the positions
[00:04:08] that were being eliminated
[00:04:11] uh it's a bit of a vicious cycle that I guess could happen so you're saying there's
[00:04:19] people that need to be hired but the people that are also looking for jobs or the ones that
[00:04:24] are meant to be doing the hiring in the first place so is uh is that something that's improving
[00:04:32] at all or is it you think it's going to be an issue for a minute I'm hopeful that we've seen the worst
[00:04:40] of it but again proximity tells me that that's not always what's going on you know like that just
[00:04:47] because something is is close to me doesn't mean that that's the norm for everyone else
[00:04:53] but still close to me like I said I'm seeing folks who have been in the job market for a year
[00:04:59] um you know looking for work and they're they're not employed there and there aren't as many
[00:05:05] short-term temporary positions for them is for them either so it's been difficult
[00:05:15] overall I think it is going to get a little better and some of that is going to be folks
[00:05:24] needing to branch out and look beyond you know perhaps their industry or even their role uh and
[00:05:33] I don't necessarily mean just their role as a recruiter but perhaps their role at as a talent
[00:05:39] acquisition professional there's other things to do in TA besides recruiting there are
[00:05:46] opportunities where you can you know lend your skills lend your experience that would be
[00:05:51] just as impactful and just as effective and get you employed and uh I guess this is kind of where
[00:05:59] it comes back to your expertise is what would you would say you know someone's like okay listen
[00:06:06] kerson I need help right now I've been you know in the job market for a year and uh
[00:06:12] I've applied to 300 jobs and no one's getting back to me what would you what would you recommend
[00:06:16] because that is uh not just specifically for those you know talent acquisition and HR people but in
[00:06:22] general there's a seems to be a trend of corporate people applying to hundreds of jobs not getting a
[00:06:28] response but let's maybe start with someone specifically in HR and talent acquisition who's
[00:06:35] in this dilemma what would you recommend to them be it you know retraining or another strategy
[00:06:41] or should they just change their strategy entirely I wouldn't say change entirely but you know it's
[00:06:47] it's a difficult thing to do there's no right there's no right answer the only wrong answer
[00:06:54] is to do nothing the only wrong answer is to give up and that's not to say that you don't need a
[00:07:00] break because looking for a job is extremely taxing it is difficult it's hard it is a full-time job
[00:07:07] as well so you do need to take some time to like readjust to look over you know the jobs that
[00:07:16] you've applied for you know maybe perhaps change your reorganize your strategy maybe that's the
[00:07:22] times that you apply maybe the companies that you're like I said brought in your your scope of
[00:07:26] don't just apply don't just go search for jobs at the the fang so like don't just go
[00:07:33] go search for jobs at the largest companies in your in your area you know really think about
[00:07:40] who are what are what are your must-haves like what are you not willing to give up and then align
[00:07:47] with those types of organizations I I know someone who went from working in like finance to excuse
[00:07:56] me to non-profit and it's like doing excellent like doing well like they love it they were used to a
[00:08:06] you know a more fast-paced like highly competitive environment and now they are thriving in a role
[00:08:15] where they have a lot more autonomy a greater work-life balance their mental is is doing well
[00:08:21] and again that came out of them really prioritizing what is the best thing for me
[00:08:27] in terms of how I want to show up at work in terms of what I what I need from the organization not
[00:08:33] just what I can offer offer to the organization I don't want to diminish anyone's anyone's experience
[00:08:41] or anyone's job search which is why I'm reluctant to say like oh you have to do these things
[00:08:45] because everything doesn't work for everybody um job searching regardless of what your
[00:08:52] career field is is difficult and you could wake up one day and get the job like like literally
[00:09:00] like you could I had that experience I've been laid off multiple times there have been times that
[00:09:05] I got a job before I even left the building and there have been times that it took me a little
[00:09:10] bit longer and yes I employed the same the same tactics of you know I did the same things first
[00:09:15] you know made the calls to my network hey I'm on the market I'm looking and sometimes things just click
[00:09:22] very quickly like I said so there were times that I got that job I made that phone call and the
[00:09:26] first or the second phone call was the one that was like yep I need you today like come come by
[00:09:31] and then there were other times where they're like well we're reorganizing hey now talk to
[00:09:35] this person hey try this hey I don't know I don't have anything or hey I'm looking too so
[00:09:41] there are a lot of things that they go into it so I definitely don't want to to make folks who
[00:09:46] who have been on the job market for what they feel is too long a tremendous amount of time to
[00:09:52] feel like they're doing something wrong or that they are or give this a perception that they're
[00:09:59] they're unhireable because that's not necessarily the case it's a matter of timing a lot of times
[00:10:06] it's a matter of opportunities meeting your effort and sometimes it just takes longer to click
[00:10:17] sorry does that sound as you there for a second in terms of how companies are finding the best
[00:10:25] people you know given that there is a shortage I'm sure you know the categories as to which
[00:10:33] you know they're looking for hasn't changed too much or has it or it has
[00:10:38] this tightening of the HR and high in recruitment departments really made it different how people
[00:10:45] are selecting people at all or is it kind of the same yes but in my opinion it's in a good way
[00:10:52] because I think that recruiting TA teams are more focused now on attraction selection
[00:11:01] and retention so they're thinking about hiring if they're thinking about hiring externally only
[00:11:08] for example um they're thinking about hiring that person that's going to have some type of career
[00:11:15] development some type of talent development opportunities within their companies so selecting
[00:11:20] that person that maybe doesn't doesn't necessarily want to go you know straight up the ladder maybe
[00:11:25] sometimes they want to go across maybe they want to try different things so we're thinking
[00:11:29] about we're thinking about that we're looking at passive candidates as well I see more I see
[00:11:34] more recruiters that are really really looking at the folks that they talked to years ago the
[00:11:40] folks that they sourced years ago the folks that are already in their applicant tracking systems
[00:11:46] you know they're starting there first and not just when you're looking for the CEO or the CFO
[00:11:52] or the vice president of XYZ you know because most of the time when we think about passive
[00:11:57] candidates we're like oh we're hardwired to say that's a C-suite like because those people are never
[00:12:03] looking and there's only so many of them so we have to go out and find them but there are there
[00:12:08] are ABC players that are already in your system they're ABC players if you've already talked to
[00:12:13] and I think more recruiters are spending more time with that uh because there is this idea that
[00:12:19] job seekers uh have a more have a better opportunity those especially the ones that
[00:12:24] are already employed if they're looking for a job like you could pick up the phone and call them and
[00:12:28] I think they're like well you know what I don't need this job you know I see more people talking
[00:12:34] about getting ghosted well into the interview process and it's not just coming from one side
[00:12:41] it's not just job seekers that are saying they're being ghosted it's it's recruiters it's
[00:12:45] hiring teams that are they're saying they're being ghosted as well like job seekers just
[00:12:50] aren't showing up for work job seekers are using them to get you know a higher offer that's been going
[00:12:56] on for a while but it's I think it's a lot more prevalent now so I think we're re reimagining
[00:13:05] how we are attracting talent how we're selecting talent and how we are going to retain that talent
[00:13:12] and to me that's a good thing I mean having this time or having a little bit more breathing room
[00:13:20] because either you have an abundance of candidates to choose from and you can make better decisions
[00:13:26] or you have more time um that's been that's been a benefit to to the um TA field
[00:13:38] that's very interesting and I know and we spoke briefly before I know for people who don't know
[00:13:45] and uh one thing you mentioned what I thought was interesting was that with the adoption of more
[00:13:52] you know software and AI systems to evaluate candidates especially like at first glance
[00:14:00] there can be the issue of you actually start running the risk of creating a very homogenous
[00:14:06] workforce over time could you explain how that kind of happens and what the you know
[00:14:14] guardrails can be put in place to prevent that and whether or not it's good it gets only something
[00:14:19] humans can solve or is it even possible to program something that can avoid that from happening
[00:14:25] you just answered your question because programming it is like human solving the problem
[00:14:33] right that's true so yeah I um just to to touch to answer your question the first part of your
[00:14:42] question I do think that oftentimes the overreliance on our tools that help us be more efficient
[00:14:50] to help us make better hiring decisions they learn as we learn so if we're constantly selecting
[00:14:58] the same type of person or we're that that's returned from okay we put in our key let's talk
[00:15:04] about sourcing for example we put in our our sourcing criteria or we're saying what we're
[00:15:10] looking for and we're constantly selecting the same type of person your your your AI is going to
[00:15:16] always give you that person because that's who you're that's who you're looking for so the way to
[00:15:24] kind of manipulate that um it's to like you said think about things in a more um biased way
[00:15:34] program things differently um don't don't I think we have a tendency to to go for the first thing
[00:15:43] like we're like okay AI give me a blue balloon and it's like here and then we're like all right
[00:15:52] here blue blue that's what I asked for that's what I got you know like we're not doing the work
[00:15:56] to to actually look at actually uh it's a blue balloon but we needed something that was in the
[00:16:02] shape of a cartoon animal something you know like whatever the case may be like we're not really
[00:16:08] going more in depth sometimes we're not asking the right questions uh prompts are a huge thing
[00:16:16] AI can only give you what you what you've asked for uh there have been times that I have um
[00:16:22] you know I say this I said this before I'm like I don't know if I'm starting to talk like a
[00:16:28] machine or if I'm getting better at talking to machines because there have been times I'm like
[00:16:35] hi please make this you know I'll say like make this the sentence better um how what's a better
[00:16:40] way to say this what's a better way to ask this and they're like leave me alone I feel like
[00:16:46] this is fine go away like that that's been the thing so uh we have to spend more time um really
[00:16:53] evaluating and looking at and analyzing the output from what we are are asking our tools to do for us
[00:17:05] yeah that makes a lot of sense and I feel like it'll be a bit of a tit for tat as you go like as
[00:17:10] we get better at talking to these machines they'll get better I guess they'll just they're
[00:17:15] gonna learn you know how to better talk to us um on kind of a related question
[00:17:22] you know kind of circling back to what we spoke about a little bit before
[00:17:27] is there you know a reason jobs especially jobs posted online which is nearly every job
[00:17:36] are getting so many applicants you know obviously there's an economic tie into that but
[00:17:42] is there a reason they're getting so many applicants
[00:17:46] because and of course like the economy and the job market has something to do with that but is it
[00:17:50] almost the barrier is the barrier for applying to a job sometimes maybe too low where it just
[00:17:57] invites kind of inundation of applications like you know like the linked and easy apply
[00:18:03] where it's just like sending your resume I'm convinced that almost no one ever hears back
[00:18:09] from those that it's almost just because like you can see if you have like you know you can see
[00:18:15] that sometimes a thousand people have applied to a single role and you don't know where they're coming
[00:18:21] from etc but it is because it's just one click and super easy um but is that low barrier for entry
[00:18:30] making the job of HR and you know talent acquisition even harder because it's just this
[00:18:36] massive flood of applicants or and is that going to ultimately lead to negative optics and
[00:18:43] experiences for the people applying because they're like well no one's even reading this
[00:18:48] you know it's just going into a black hole once again you have answered the question
[00:18:54] I don't feel like I have with your question so it's both there are pros and cons to both
[00:19:03] yes it's great that more people are seeing your company it's great that people are applying to a
[00:19:11] to a job the flip side of that is that there's a percentage of those people because of like you
[00:19:20] said there's greater access to jobs there's greater access to apply and there's anybody can do it
[00:19:29] um the gate to apply doesn't exist the gate to review is what exists and it's not difficult
[00:19:40] it is time consuming for recruiters to get through those say 500 people apply and 459 of them didn't
[00:19:50] even read the job description they just saw a job and said I need a job I need a job I need a
[00:19:57] job or they have bought supply for them we have to remember that that that that happens too um so
[00:20:05] it's time consuming to like weed that stuff out but it's not hard to weed out or to evaluate who is
[00:20:14] and isn't and then there are sometimes when you have the time or that that diamond in the rough
[00:20:20] that applied for your job actually you know is more qualified for a different job that you have
[00:20:27] or one that you're about to open so getting candidates in is not necessarily a bad thing
[00:20:36] but it can be a time consuming thing it can flood you and it can take you take you off course
[00:20:43] which is why we have tools and we want to use ai tools that tell us which of these we
[00:20:49] should spend our time or prioritize above others uh what was the second part of your question
[00:20:57] second part was I forget I'm older I forget oh yeah you seem so old yeah yeah no uh but
[00:21:07] the second part was will that repeated experience of going online applying applying applying
[00:21:14] lead to kind of a negative feedback loop from for someone that's applying where they're to the point
[00:21:20] of saying what's the point of even applying to these jobs no one's ever looking at it anyway because
[00:21:25] I can see a thousand people have applied and it's been a month and the job's still open or
[00:21:32] or that they're just going to give up on that or that approach in general and what would you
[00:21:37] what would you say to someone who's is uh in that position kind of just like ready to throw
[00:21:41] in the towel for online applications and would you recommend a different strategy if you think it
[00:21:46] is right for them to stop doing that again that that's a tough one so I'm one of those people who
[00:21:55] doesn't believe in ghosting at the apply I believe that ghosting happens when you've already had a
[00:22:01] conversation um and I know that there's this whole thing about ghost jobs and things that aren't
[00:22:07] real but that's not what we're talking about we're talking about a position that's open that needs to
[00:22:12] be filled and that there are candidates there unfortunately recruiters if again if they have
[00:22:19] a thousand five hundred people that have applied to a certain position it's very difficult to give
[00:22:26] every single person that high touch that they may or may not desire you know like hey I want
[00:22:35] a phone call I want to know why I wasn't qualified for this job I don't want that automated message
[00:22:40] and that's not always reasonable to ask for someone who's trying to do a job which is to get a position
[00:22:46] filled so does it make a company look bad at that stage no it makes a company look bad when you've
[00:22:58] been in an interview process that's six rounds sign a contract do give me your social security number
[00:23:09] do a a day's worth of projects for me that's actually solving a real problem at my organization
[00:23:18] you don't pay me for it you don't get back to me and then you just I don't hear from you again
[00:23:24] that's a bad impression having jobs open having the same job open over and over again is another
[00:23:33] that impression because you didn't do a good job hiring you didn't do a good job selecting
[00:23:40] the right person but there is not going to be a time where people don't apply for jobs
[00:23:47] that need jobs and for recruiters if you're not getting anyone to apply to your jobs
[00:23:55] that's a great time for you to go look for those like I said those passive candidates that's a great
[00:23:59] time for you to do some sourcing you know recruiting is a two-way thing it's not just
[00:24:04] post and pray it's not just post and wait for people to come in you know recruiting is a job
[00:24:11] like you need to do something you don't need to just wait for people to come to you sometimes
[00:24:15] you have to go out and look for them sometimes you have to go out and connect with people you
[00:24:20] have to go out and and talk to other folks like you can't just wait for for someone to apply to your
[00:24:25] jobs no and how would you what would you say is kind of the if there even is a number on this
[00:24:32] what would you say is the breakdown between uh places that are actively needing to go out
[00:24:40] and look for people like they have to take the initiative 100% no question 100%
[00:24:48] okay and I don't think there's ever a recruiting strategy that should be that should be all
[00:24:55] come to me no absolutely not even and even for larger kind like the google's the facebook's
[00:25:02] they're still they're going after people you think absolutely absolutely they're going after
[00:25:08] people more so they're going after their competitors they are they are extremely
[00:25:15] refined in who they want and their organization they know what schools they target they know what
[00:25:23] organizations they target they know what geographic locations they they want to target
[00:25:28] they are they are 100% doing sourcing absolutely and at that level do they tend to follow you know
[00:25:41] like and this is going to kind of leave into my next question a certain set of best practices
[00:25:47] or principles across all of these organizations like they're all doing like you're saying kind
[00:25:51] of like head hunting people but then do they all lead into the same methods of kind of sieving
[00:25:58] through those people are they all are they all using you know the same screenings the same tests
[00:26:04] it cons conceptually like where they're kind of like okay we found this we found X candidate
[00:26:10] I think that I think there are things are similar I mean I think that organizations that are
[00:26:14] quote unquote successful at hiring definitely follow trends and definitely do some of the
[00:26:18] same things absolutely and in this now leading into my next question is
[00:26:24] uh you know like all these pre-employment screenings like social media screenings communication
[00:26:31] tests tests and uh you know uh and kind of just like you were saying before like a day's work
[00:26:38] like a trail essentially you know I people really you know I think people understand
[00:26:43] like you know the basic background check social media screening um but I do
[00:26:50] feel like and correct me if I'm wrong that most people do not like have to do those like
[00:26:54] tests like where you kind of have to work a day for free is there any way around that
[00:26:59] where there's other ways to test people opposed to just essentially because I feel like a lot of
[00:27:05] people who do those and don't make it through feel very used there's kind of like well I did all
[00:27:11] this work what are they going to do with my intellectual property on this test are they
[00:27:15] just taking it and using it to their own benefit while just not hiring me is there
[00:27:22] any way to cultivate a more honest or at least a more reciprocal relationship between the candidate
[00:27:28] and the company when kind of undergoing that kind of test that is an excellent question
[00:27:36] but that is an excellent question so first and foremost you one of the things you said was
[00:27:43] feeling like they're being used or like they were blindsided so you need to know
[00:27:50] this is to job seekers you need to know what the actual recruitment process is like you
[00:27:59] need to know like what the steps are they're going to do an initial phone screen you're
[00:28:05] going to do an onsite interview or a uh what a virtual interview depending on you know how they're
[00:28:12] set up you're going to do a final assessment or a final talk like you need to know what the actual
[00:28:22] interview process is and if before you even do that first interview with a hiring team
[00:28:31] you have already decided I am not interested in doing any test then don't move forward
[00:28:39] but organizations I'm going to be gracious here tell people up front this is this is what we do
[00:28:50] when we are ready to hire someone or when we're recruiting people I should say interesting and
[00:28:59] to put people maybe at ease about the social media screening aspect of this I know some there's
[00:29:06] there's a people know that it's occurring I think because you know everyone can kind of
[00:29:10] be Google search these days yeah um but how much is that human like how much is that is that a human
[00:29:19] job versus a art of you know like a technology job like our people it used to be a human job
[00:29:26] meaning like someone like me would be taking the time to look at someone's social media
[00:29:34] um and see what was posted but you know that maybe might have adverse impact um that might reveal
[00:29:45] a personality trait that didn't work out uh but you have to remember like I came from the defense
[00:29:50] and intel side of things so we were already being nosy uh we have very like we had very strict
[00:29:58] guidelines and people that wanted to work there knew that especially those that have
[00:30:03] security clearances so they already knew what information they they should and should not
[00:30:08] put on the internet especially for companies I mean this is not just a job-seeker issue this
[00:30:13] is a an employee issue too you know most companies are have uh internet policies or they have
[00:30:19] social media policies that they expect their um their employees to follow I mean you sign your
[00:30:28] handbook you know the first day of work you sign a social media policy that you're not gonna
[00:30:34] talk crap about the job you're not going to give away trade secrets like all that stuff that seems
[00:30:39] like it's norm seems like you know regular things um you know and you'll see people
[00:30:44] that were like I'm not representing my company when I post this I'm not doing anything
[00:30:48] when I post this I don't know if you're on TikTok that might be a a sore subject for people
[00:30:55] I am not but I see a lot of TikTok content and there was a young lady who was who works at Chick
[00:31:03] Fil-A he still works there but she would be doing posts like doing reviews of whatever lunch
[00:31:12] she had that day and she was getting like two million views this many views and corporate called
[00:31:18] like corporate got in touch with her and asked it said that she was not to do that anymore
[00:31:22] she didn't get fired or anything like that but it was against their policy to to to do this
[00:31:29] this content without their permission you know what I'm saying like to be promoting their brand
[00:31:35] in a way even though it was it was extremely positive people loved it and all of that
[00:31:40] that wasn't what her job was at the company so she went against the policy something like that
[00:31:48] would not be a red flag and it actually became a green flag for another company because another
[00:31:54] organization another chain food chain reached out to her and asked her to do some some things
[00:31:59] for them like gave her free food said hey here here's some things and they took advantage of
[00:32:04] her being popular they took advantage of her social media presence to bring customers to themselves
[00:32:11] and this doesn't necessarily take customers away from Chick Fil-A either because
[00:32:15] they're both being talked about I'm talking about them right now you know so it is what it is
[00:32:23] for people most people that aren't doing anything crazy they don't have anything to worry about
[00:32:31] anyway I mean like do you really spend your days like worrying about what you call it on social media
[00:32:38] me in particular yeah no no no my social media is all related to other stuff yeah not
[00:32:47] it's all very focused on a specific subject but not related to work at all right that's
[00:32:52] what I'm saying like you're not out here like saying hey I'm going to kill everyone
[00:32:56] all social media so why are you worried like what like why are you worried about that
[00:33:02] today technology is doing that and they're looking for particular things like I said threats
[00:33:10] certain language certain like even the other social media profiles that you might follow
[00:33:21] like if you're following people who are you know very dangerous who are planning to overthrow the
[00:33:30] government anything like that you know like that's going to be an issue yeah I'm not going to want
[00:33:34] you to perhaps I'm not going to want you to come and sit my company but like I said there's
[00:33:41] employees that that have that have those issues as well I have been involved in you know
[00:33:48] investigations where current employees have done and said things on social media that have cost them their job
[00:33:57] yeah I definitely agree that in the extreme cases it could it definitely makes a lot of
[00:34:01] sense because just like if there was a rumor going around at work that so-and-so was doing
[00:34:06] some crazy thing outside of work it's kind of the same it's kind of the same method of
[00:34:13] you know broken telephone I suppose or whatever however lines of communication
[00:34:17] that come into work you know be a gossip or just people talking about someone they work with
[00:34:22] so I guess there's really no difference with that I only I only asked just because of
[00:34:27] I feel I guess from a privacy perspective some people may feel like that is intruding on
[00:34:33] their privacy and that they're being judged on their private life and then it becomes a case
[00:34:40] of like where does the line and where if the lines between work life and life private life
[00:34:47] begin to become blurred and where you're being judged or and this is maybe it this is like
[00:34:53] you know it's falling pulling the thread kind of situation this isn't happening but
[00:34:59] or maybe it is happening but it could lead to a case where people feel like their
[00:35:04] privacy is maybe being put at risk or their private life is being infused into their work
[00:35:12] life when it's just maybe misunderstanding or something but I'm imagining those cases are reviewed
[00:35:16] yeah those are fewer far between and there are protections in place that do protect your privacy
[00:35:27] even to the point that you're not required to provide your employer in in some instances
[00:35:37] with your social media handle like it has nothing to do with your job and like I said 99% of the
[00:35:44] people aren't doing anything on social media or aren't portraying anything on social media that
[00:35:51] is going to be an issue for your organization anyway yeah for sure all right well gerson thank
[00:35:59] you so much just before we wrap up do you mind telling people what you have going on any
[00:36:05] future plans and where people can find you yeah future plans okay later today or like
[00:36:11] what do you have for lunch no like that's a good question that's a good question too I
[00:36:16] don't know but so I will be leading a panel at TA week in July so anyone that wants to come and
[00:36:24] sign up for TA week please check that out also you can find me on social media anywhere at
[00:36:31] trap recruiter my website trap recruiter.com I'm on instagram ish I'm on x formerly known as
[00:36:40] twitter I'm on LinkedIn either at trap recruiter or my name Kirsten Greggs they both
[00:36:47] lead to the same place and I'm on linked it um facebook and threads yeah that's what I don't
[00:36:55] hear too often but you got every angle covered here yeah nice well that's great and I'm sure
[00:37:02] people are going to be very intrigued after this conversation and hopefully some people
[00:37:06] reach out to you because you have so much information I feel like we just kind of hit
[00:37:10] the tip of the iceberg here yeah and hopefully we'll have some more conversations in the future
[00:37:15] and get all that knowledge onto paper or recording you're not on paper but into the
[00:37:22] digital world because I feel like we just there were so many more questions I would
[00:37:25] love to ask you but well maybe you come on trap chat and maybe I will yeah nice well thank
[00:37:33] you everyone for tuning in and Kirsten thank you again for joining us thank you
Sponsors
