Attracting New Talent w/ Brad Voorhees (Episode 97)

[00:00:00] You have to be a practitioner of what you learn because otherwise it's stale

[00:00:06] Welcome to our podcast. It's about payroll

[00:00:09] We're your host Brian Escobar and Walter William Duncan the third whether you're new to the payroll game or season veteran

[00:00:17] We have something for you

[00:00:21] Welcome back folks. That's an episode

[00:00:24] 97 of it's about payroll

[00:01:21] So let's tell them now, right? We start with changing up the format a little bit.

[00:01:23] We used to do two other shows called Safe Talk and News

[00:01:27] Pod.

[00:01:28] And those episodes, the first 10 episodes,

[00:01:30] or no, 14 episodes, 10, and 14, they're

[00:01:33] available on our website.

[00:01:34] They're there watching the beautiful, enjoy.

[00:01:37] But it's been a lot managing it all.

[00:01:40] And we have a great business development professional working

[00:01:45] with us, Rick Sanchez.

[00:01:46] And he was like, you guys the end of the show because maybe you don't want to stay and do stay and talk with us. Maybe you got what you need and you up. I don't like this segment. And I'm going to lead. That's fine. Right. But we're going to fold it right into the show.

[00:03:01] And our two shows rather.

[00:03:02] Right.

[00:03:03] So we do we are we went from Ford and now to show.

[00:03:06] We do.

[00:03:07] It's about payroll.

[00:03:08] And we do.

[00:03:08] It's about the name. Lisa. Yep. Lisa. So the DOL states that economic dependence is the ultimate inquiry, meaning that a worker is an independent contractor as opposed to an employee under The biggest thing I think is like the relationship, right? The independent contractor, you could just, hey, guys, we're not gonna use you anymore, thanks. Keep it moving. You don't have to say it. That's it. It could be a quick phone call, it could be one email, one text, we're done, send the last invoice phone done. Whereas an employee, there's always room around it.

[00:05:42] It may not be, it could be the same one,

[00:05:44] but it's easier for me in my mind.

[00:05:46] This is not official, guys, something on TikTok now that's going around us or you shouldn't be surprised for layoffs, maybe not. But sometimes basically the point is with some layoffs, the companies have to divulge it legally in advance. It's like a website you can go to and see who's about to lay off people. So you're getting fired, that shouldn't be news to you if you pay attention

[00:07:03] to these websites. So any rule out, thank you. Yeah, if we call it your name, known, you've been let go. What's like that? Yeah, dang. That's great. Would they say why? Reduction or forceful? That's it. That's it. Yeah, they do that officially. They don't even

[00:08:20] as well. State. Yeah. Yeah. They don't really Organizations face in attracting and retaining top talent the articles from in stride and the link is will be in the the show notes of course I got a while gonna share the link be so any good The first one is talent acquisition challenges I labor market and global talent shortage make finding skilled employees more difficult

[00:09:40] It's compounded by a global skill shortage, especially in technical roles

[00:09:46] recruitment in space the challenge of attracting and hiring and it is a challenge as well. Engaging employees and building a thriving workplace, culture are critical. Yup, only 36% of employees are engaged in their workplace indicating a significant area of improvement. That's 36%. Yeah, yeah, I get it.

[00:11:00] I mean, the average, right?

[00:11:02] So there are some companies that everybody's engaged.

[00:11:05] I think that's one of work. And we're still reeling from that. This one is retention strategies have evolved beyond traditional methods like homelessness. Employees now seek emotional salary. Oh, wow. Yeah. Yeah. These aspects such as social impact

[00:12:21] and knit me, workplace diversity and inclusion,

[00:12:25] flexible remote working options

[00:12:27] and career advancement opportunities. So I get me, yeah, so you check that article out again key challenges organizations are facing with attracting and retaining 2020 I'm gonna let you know how the workforce has changed yes, even you and I have seen a change because Have worked in an environment so that had that whole school of thought

[00:13:40] Yeah, those antiquated ways of doing now, but it is also a ton of stuff. I don't constantly organize my inbox. But the trick there is created a separate inbox for that or a separate alias email and feed all that stuff there. You just fund all of your information updates to one email address that's maybe not

[00:15:02] your work address because then you don't want to go to www.timetrackgo.com. That's www.timetrakgo.com. Or you can call 888-321-9922.

[00:16:24] That's 888-321-9922. husband and father, balancing his family life with an admirable commitment to his community. Since 2019, he's been an active volunteer with Detroit Society of Human Resource Management, contributing his knowledge and skills to the betterment of HR practices in the region. A significant milestone in Brad's career came in late 2019, following the acquisition of his

[00:17:42] previous employer and the subsequent redundancy of his some days last week. We're talking below zero. And so it was, it was really interesting, but we seem to be coming out of it, but

[00:19:01] staying warm, healthy.

[00:19:02] And that's what you got to be thankful for.

[00:19:04] Yeah.

[00:19:05] Not exactly right now.

[00:19:06] Are you the Troy Lions band?

[00:20:05] I guess it's a great case for when you put top talent together under the right leadership Yes, optimize their performance and you and you find ways to engage your talent reward them properly

[00:20:13] It's a great exercise and what a great human resources department does. Yeah, look at you look at you

[00:20:21] Let's get right into it Brad Hut get into talent I can't even believe that. I had to spend 14 years since I've had my master's degree. My journey into HR, I don't have a really special story like a lot of people do. I can tell you that in high school, I work at a YMCA and the HR manager, but you got to think with your local YMCA

[00:21:40] that everybody knows,

[00:21:41] there's probably only 20 or 30 full-time staff members

[00:21:46] and everybody everything. And a lot of people begin by managing the have increasingly relied on their CPOs or CHROs, right? Or the leaders of their respective HR organizations to manage this change for them. So it's been really interesting to see HR thrust into the spotlight, even in the last four years,

[00:24:22] it's changed drastically.

[00:24:24] Of course, I didn't know that almost one thing

[00:24:27] ago when I was thinking about this field. you're a part of processing payroll. Guess what that people don't realize when they're first starting it that I didn't realize until a couple of years later is you are immediately now in the know of the most confidential information. That's right. A company can do that company has a possessance.

[00:25:40] And that information trained me to respect that information,

[00:26:47] Talent acquisition I was doing along with as when I was a generalist. So even though it's really transitioned away from my career in terms of being a recruiter where I'm not necessarily in

[00:26:53] talent acquisition anymore, I do have several years in of talent acquisition experience. But again,

[00:26:59] I was a generalist for a manufacturing facility. That was my first HR job. So it was 30 person

[00:29:41] But that is stuck with me for the rest of my career in being able, like that's where I first was realizing, wow, HR has a impact that they may not realize an admit career. I'm really like looking back at my hand those first couple of jobs really taught me so much. That's right. That I'm doing now where I'm now running my own firm and like I could advise that people pay me feel give them advice on this. Yeah.

[00:29:43] It's pretty cool. So.

[00:32:22] What are the challenges you find? It's impacting white collar or salary jobs as well. Wow. And even though I was sharing earlier how it's been awesome to see HR be seeing recruiting HR talent is the same challenges that other fields are facing as Yeah. Now, something to just because people may misconstrue that and of course, right? But to clarify, that's not to say that HR If you want to compare it to somebody who can help, for example, right? We are not counselors. We're not trained counselors. There's other you. That and deductions and Then up and all these things that in right. Yeah So worse, that's where that's my Patriots parents. He bit now you're saying not only that

[00:36:21] Now HR has to be equipped

[00:36:24] Really to take and and it's unfair right and I think that's me think about that is evolving. This stuff is evolving. Okay. Yeah. And to me to just touch on that final point, there's too much risk. Yes. In my opinion, yes. When is when somebody because again, yes, HR has to be about the business, right?

[00:37:40] And in the business supports both ownership and management and leadership, whatever you

[00:37:46] want to call it, and everybody else.

[00:38:45] But you remove yourself from the situation altogether, you're putting your company at last risk.

[00:38:56] So Brad, tell us how to transition from onto your own. You're an entrepreneur now, you're running your own firm like... Stelty X. Stelty X. Yeah. Yeah. Tell us the origin of this.

[00:39:02] So I started that business. I've been in business for four years now.

[00:40:07] call it six months. But I did a great thing that is already paying off. And I know five, 10 years down the line, I'm going to even look back at this decision and say, man, that was

[00:40:12] awesome. I hired a business coach last summer. And it was an investment in myself. That's right.

[00:40:21] And this individual, he helped with so many things from my sales pitch to my go to And now starting to sell what you are doing corporate HR for 15 years. You're not in sales. Watch the forever. It's been, that's probably been the biggest transformation is now, am I not only an advisor where I can actually lean into my experience that I have.

[00:41:43] No.

[00:42:41] or something like that. You know, it's the same thing.

[00:42:43] So TX is the common acronym for talent experience.

[00:42:46] Scale, scaling, talent experience.

[00:42:50] I love it.

[00:42:51] That's the name.

[00:42:52] That's the name.

[00:42:53] And so I tried to, if you actually look at my name, my company name, the T is capital.

[00:42:59] The X is lowercase.

[00:43:01] Of course, when you read the two letters for a state, if you were to mail something, people of talent acquisition. Talent acquisition is just one function of talent strategy, similar to how owning total rewards and processing payroll and being in charge of an HRIS. No, those are all on par with talent acquisition,

[00:44:24] but that's step three.

[00:45:41] And then maybe step four is if the hiring manager largest HR organizations, you've got your CHRO and he or she has

[00:48:05] of times the HRAS is the same provider or it's the same technology that processes payroll.

[00:48:13] Well, we know that, okay, how hard how many steps does the payroll admin need to go through

[00:48:21] to ensure that people can get paid every other Friday, right? Let's make this the most efficient way possible. That's part of the talent who are actually executing on the functional level are doing that and doing it properly with according to the talent strategy that we built. That's perfect. So now what is there is, gosh, it's multi multi

[00:49:40] passagity question, right? Attraction and retention or that helps. It's not out, right? Yeah. But isn't just about that or paying 100% of employee benefits for UAN, your family, although that helps. Nice. Yeah. That stuff is all nice. Right?

[00:51:00] But it's about creating that EVP employee value proposition, right?

[00:51:05] So what is it just beyond? That's who most people aspire to be and get their leadership from, is their manager. Doing all of those things MPS means. And so net promoter score. It's a very, it's a fairly common customer success mattress.

[00:53:41] Matt, you know, well, he had PS just stands for employer net promoter

[00:53:47] score, employee net promoter score.

[00:54:47] Thank you. How did you mention about keeping you you you advise now on talent strategy? How do you stay up to date? Like how do you have a reading regimen? Do you are you plugged into

[00:54:51] any subscriptions? Like your news? Yeah. Oh,'s what's really nice about shurum is there's almost every single region of this country is covered by some sort of shurum chapter. Yes. And in the state of Michigan alone, we have 19 chapters. Oh, wow. Right.

[00:56:20] And that's just in Michigan alone.

[00:56:22] Okay.

[00:56:23] I'm involved with Detroit shurum.

[00:56:26] I'm actually the president elect of Detroit shurum. this, you forgot what you read just two days ago. Oh, yeah. Yeah. But you know, you could read, you know, it's funny. I've got this quarters HR magazine right here on my camera. I could read an article Friday. And if I didn't put it into practice by Monday, I have forgotten what that article sounds like.

[00:57:41] And I could be so deep into that article.

[00:57:43] Oh, man, I'm going to I'm going to do this.

[00:57:45] Like, why are you going to think this is fantastic?

[00:58:42] I think those resumes, the recruiters, it's already a part of it.

[00:58:45] AI is developing learning content and training courses

[00:58:50] for HR departments now.

[00:58:52] AI is sifting through engagement surveys

[00:58:57] to find out where weaknesses or vulnerabilities may lie

[00:59:02] within certain teams.

[00:59:03] It's already doing all of that stuff. Churum is now doing a tour at three day conference yearly. Just on a just on. Wow. I think they're calling that I think they're calling it high plus AI or AI plus high. So really, because the last couple of Churum conferences that I've gone to,

[01:00:20] for example, this has been a topic.

[01:01:25] of starting their career where this stuff is accessible. And they're learning from the ground up.

[01:01:28] When it comes to utilizing AI as a tool

[01:01:31] and as a resource to make them better at their jobs.

[01:01:35] Yeah.

[01:01:36] That's exciting, man.

[01:01:38] You got me excited, Brad.

[01:01:39] Yeah, I know.

[01:01:40] There we go.

[01:01:41] I liked it.

[01:01:42] I liked it.

[01:01:43] Very cool, very cool.

[01:01:44] Brad, thank you so much for joining us today.

[01:01:47] I tell folks, the time has gone by.

[01:03:02] It's already.

[01:03:03] Yeah.

[01:03:04] I didn't think it was going to go up on that, but I can tell you what, because this is a great kind of insight into what's coming four years ago, the biggest shift towards remote work had ever happened, right? And where it became the employee benefit of choice.

[01:04:20] And when it did, America,

[01:04:23] who seems to be less progressive

[01:04:25] than our European friends on it. But to be fair, I'm also an entrepreneur. So I do get to decide. Wait, wait, wait, wait, wait, wait, wait, wait, wait, wait, wait, wait, wait, wait, wait, wait, wait, wait, wait, wait, wait, wait, wait, wait, wait, wait, wait, wait, wait, wait, wait, wait, wait, wait, wait, wait, wait, wait, wait, wait, wait, wait, wait, wait, wait, wait, wait, wait, wait, wait, wait, wait, wait, wait, wait, wait, wait, wait, wait, wait, wait, wait, wait, wait, wait, wait, wait, wait, wait, wait, wait, wait, wait, wait, wait, wait, wait, wait, wait, wait, wait, wait, wait, wait, wait, wait, wait, wait, wait, wait, wait, wait, wait, wait, wait, wait, wait, wait, wait, wait, wait, wait, wait, wait, wait, wait, wait, wait, wait, wait, wait, wait, wait, wait, wait, wait, wait, wait, wait, wait, wait, wait, wait, wait, wait, wait, wait, wait, wait, wait, wait, wait, wait, wait, wait, wait, wait, wait, wait, wait, wait, wait, wait, wait, wait, wait, wait, wait, wait, wait, wait, wait, wait, wait, wait, wait, wait, wait, wait, wait, wait, wait, wait, wait, wait, wait, wait, wait, wait, wait, wait, wait, wait, wait, wait, wait, wait, wait, wait, wait, wait, wait, wait, wait, wait, wait, wait, wait, wait, wait, wait, wait, wait, wait,ipper. Now, let's see, rain or snow. And we get so much in Michigan for both of them, I'm gonna say snow, I don't at the same exact way. No, it was really. Oh, yeah. Absolutely. And so you can only imagine the link growing up. Is your brother Jason or is your cousin Jason? Oh, Paul, that's the lowest. That's up.

[01:08:20] But what's so funny?

[01:08:22] Get this.

[01:08:23] I kid you not.

[01:08:24] Our next door neighbors are the Myers.

[01:08:25] So you've. I guess. Yeah. Go line it. Enjoy the day, sir. Have a good one. All right. Okay. Thanks. Take care. Thanks. Bye bye.

[01:09:40] All right, folks.

[01:09:41] We had such a great guest.

[01:09:42] Brad, more he's and we're going to move the situation where it wasn't a friend of a friend. It was actually a friend of mine. And she had a real experience. And I referred to her, I referred her to management and said, Hey, this person is good, everything that I worked with her. But they had been years since I had worked in this work. So I hadn't

[01:11:01] seen them in that long. So they reached out and said, Hey, I'm

[01:11:04] looking for a job. I need a job, there's a lot of different dynamics in here. Like how, especially if you have to be the one to fire this person, I'll let them go. Yeah. That's something to consider. Hey, I did, you're my best friend, Ryan, and I hired your friend. And I had to let them go. That shouldn't impact the relationship dynamic that you

[01:12:22] and I have, because your friend didn You pick the right people and people can come in and mail and just ace the interview. But then comes to actually sitting down. You got the question. Yeah, man. Yep. It's thanks to a horror. Really? Yeah, it turns out a whole horror show like you're saying. I honestly think that it depends on the relationships outside of this

[01:13:43] worker for how that's going to work out.

[01:13:46] But if they're not good for a Yeah, sure. You try like you said, try your best to get a mukta bar. And if not, it's a lot of gold. You got to go. And then yeah, your company should they lose trust? And maybe not, but they're going to do. Yeah.

[01:15:00] Yeah.

[01:15:01] They're going to them like,

[01:15:02] in the country or a little off, unless you have a winning record already.

[01:15:06] If you will, we'll be with that people. I am. Six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six, six to me for doing it, right? I think, well, I guess it's not traumatic. It just grew up with the whole believing in vouching for another person, right? The whole honor says, that vouching, I'm about for you. You put your word out there. That means, hey. Yes. Oh my God. And I think about it,

[01:18:41] That's why. But that's a tough one, man.

[01:18:44] That's a tough one.

[01:18:45] We're talking about talent acquisition and how it came up.

[01:18:49] We're thinking about it.

[01:18:50] It's a very difficult place to beat because you want to help people.

[01:18:53] People are making the job.

[01:18:55] I want to help things like that.

[01:18:57] But it's tough.

[01:18:58] It's tough.

[01:18:59] You have to be careful.

[01:19:00] And we took one of our safe folk folks as we talked about friends at work, making friends.

[01:19:06] What do you do? I don't know we want to know how you feel about it though like families who working with families talk Yeah, that's something I would not like to do anymore I have done it in the past and Not that it's been totally bad But it's different different. Yeah, it's different

[01:20:22] Yeah, very I Individual this is all individual like look