Creating Loyalty Programs for Candidates: Enhancing MSP Models with Talent Communities

[00:00:10] Hey, this is Ryan Leary and William Tankup and you are listening to the Use Case Podcast. Mr. William, how are you today? I'm doing well. It's hot as Hades outside in Texas. Hades, hot as hell. Hot as hell. That's like a bless you child. Yeah, bless your heart.

[00:00:33] It is it's hot as hell so we didn't get any of the barrel hurricane rain or anything like that stuff went to East Texas So just hot But I live here, so it's not that bad. Well, yeah

[00:00:46] Well, it's it has officially crossed over a hundred today here in the Philadelphia area. Bless you very hot Which is why I'm staying here. You aren't built for that. I am not built for anything over Katie's laughing because Please introduce me I need to talk to you about

[00:01:06] They're not built for that either Well, we have a guest today not just me and William. We have Katie Buzzy, right? I said it right Katie Buzzy from Talent Fusion. Katie, how are you? I'm great. I am not Overheating because I live in Minneapolis, Minnesota

[00:01:30] Are a balmy 80 perfection today? Okay. Okay. He sounds amazing Are you on the on the and on the MSP are you on the Minneapolis side of the same Paul side? Minneapolis side. I'm on the Western Burbs. Got it. Yeah, I know we're right

[00:01:47] Well, we went up there for recruiting conference a while back and the guy took me around to the Fort By the river. Oh, yeah, Fort Selling that was fantastic. I didn't know there's a fort there. She's like hey You wanna go see the fort? I'm like

[00:02:03] After the Prince thing. Yeah, let's go to the fort. I'm telling you we got a lot of things here people. Yeah We're not just a flyover state Magic in Minnesota And Ryan loves to fish so Tomorrow Yeah, we haven't had a decent ice season up by me

[00:02:28] We have to go like four or five hours up into New York Which makes it a little difficult to do so I may be coming out to visit town In the week Your doors open in the background. Did you want to shut that? No, Brian

[00:02:46] Don't you do that? I love that color. I swear to God. Well, I'm gonna show my wife that color because it's so gorgeous Anyhow tell us a little bit about talent fusion. What do you what's what's the bit? What do y'all do?

[00:02:58] So talent fusion is a direct sourcing company. We are direct sourcing as this Thing that everyone's talking about right now the buzz of direct sourcing It's been around for over a decade in a traditional capacity, but it's really gone to the next level with technology

[00:03:17] So we are a direct sourcing company and we're part of a nova group which is a large privately owned Multi-billion dollar company that has different staffing and workforce solutions brands in it and talent fusion is the newest one in The group so direct sourcing

[00:03:37] So explain that to the the folks that might not know exactly what that means So if you think about contingent labor, so In the world of bringing on a non traditional worker contingent labor Traditionally since the mid 90s they have especially for large organizations

[00:03:58] Their contingent labor is managed through an MSP program or a managed service provider And so the whole mechanism for an MSP is a consolidation model You've got lots of staffing vendors that make the world go around as far as talent goes and

[00:04:16] If you were to have no program You're literally as an organization working with all hundreds of vendors to try and bring in talent for IT And healthcare and all the different needs of said company

[00:04:30] And and that's worked. It's been around for 25 years and it continues to be around what has really shown as a gap in that solution is the premise that in today's world where Almost half of the global workforce is in a non traditional capacity

[00:04:52] Can a company get all of their talent? Especially the non traditional contingent workers. Can they get them all by just using a supply chain and The answer is No Well, no, we say non traditional. Let's define that for those that are listed

[00:05:10] So someone who is not in an FTE full-time employee of that company, right? And I mean think about that guys I've been in this industry for 25 years and I remember years and years ago. They'd said, you know soon half of the world's

[00:05:27] Talent population or workforce will be in as a contingent worker. I mean I Was like there's no way there. There is no way that we're here and so here we are and So the premise of direct sourcing is We get the MSPs work

[00:05:45] You have to have consolidation when you're a huge brand and use half of your workforce is a contingent worker You have to have organization and managing that model But you need to add

[00:05:57] More talent access that doesn't come in the form of just plugging in another third-party staffing supplier and hoping you're gonna find the talent So we're not suggesting that direct sourcing is taking the place of the MSP

[00:06:13] What we are doing is saying you have your MSP. It's working for you You're but you still have hiring managers that are starving for talent

[00:06:22] You know that you need to ensure that you're getting top talent because if half of your population of workforce is in a contingent role It's obviously a natural feeder pool into your full-time hiring So if you can get the right talent contingent and convert them into full-time

[00:06:38] You now have a full strategy the challenge is you can't you have to optimize access to talent and direct sourcing by definition is leveraging the brand Their equity their brand

[00:06:54] You know everything that that is about how they attract full-time workers using the same strategy and attract contingent workers with the hypothesis that if you have your third party vendors who are

[00:07:08] Working on your behalf when a rec opens they go to their databases and try to fill it If you have another talent channel That is going to just leverage your brand what you're all about as an employer your employer value proposition

[00:07:25] Would you be able to attract a different caliber of talent? I'm here to say the answer is yes direct sourcing partnered with MSP at a company takes their entire talent strategy to an X level Two things real quick. What Ryan did you have something? No go for it

[00:07:45] so one is the word contingent and gig worker similarities and differences in those things and also the word contingent and hourly Similarities and differences in those words for the audience. No, I'm so glad you asked that

[00:08:03] It's interesting. We have a new chief marketing officer of talent fusion and he comes from Ogilvy and the big You know, I mean the world I want to know really very nice His team is now all coming in from Ogilvy

[00:08:15] It's we feel very very honored to have them on the key solid what he said is I started talking contingent contingent contingent And it was probably three weeks in he's like what the hell is you talking about?

[00:08:27] So I had showed him I was showing him one of the brands that we were After and I showed them what they had and and I'm sure and he's seen all these creatives all these openings for creative contingent roles and he's like

[00:08:43] Contingent I would it would never even occur to me to go here to find What are you? What is this? Is this a gig workers? It's a freelancer and that was the aha moment is that we

[00:08:55] Speak in terms that the normal audiences of the world have no idea what we're speaking of so I'm so glad you asked that William Contingent basically a person is contingent on the fact that if the work if the company has work

[00:09:08] They're gonna bring this person on if they don't have work They can let the person go because they're not a full-time employee. So yes, when I say contingent I'm talking 1099s Horp to corpse your W2 time and material traditional worker hourly

[00:09:24] Temporary all those things that everyone uses simultaneously that is all what is contingent It's interesting because the way that you and Ryan I grew up contingent just makes us contingent Staffing you know recruiting where people will take on a gig and do it contingent based on success

[00:09:44] And so we use it that way, but we also use it the way that you're talking about and so it's an industry term It's lingo. It's totally industry term, but I'm glad you corrected me or ask Otherwise we could have just eliminated the entire audience Oh

[00:10:04] Question I have is and I was gonna ask that question too. So you asked my follow-up to that is You've been in this business for a long time. We all have what you She's experienced I'm not saying she's been around a long time

[00:10:21] So well, maybe I don't know you've been in the business a long time How has it changed over the last two decades? Since you've started, I mean we we probably started around the same time In in staffing and you know in an RPO in that world

[00:10:38] how have you seen that change over the last say two decades and Maybe how is that accelerated right around the pandemic time till now some assuming it's changed your business tremendously It has so I mean I'm gonna age myself here

[00:10:56] I've been in this industry for a quarter of a century if I say it that way Could be how has it changed while I have email because Branch to get an actual computer with email and not just a DOS, you know green screen

[00:11:23] American Express account and everyone hated you were hated hated. I felt so proud Lotus notes I had Lotus notes Harvard graphics Perfect I can go back to we used to staff with a Rolodex, but It's interesting that you asked how has it changed because for a cup for

[00:11:49] What we do which is provide and make the mechanisms of bringing in Employees whether they're full-time or not You would think that this would be a fast evolving industry. It is not I think that's part of why

[00:12:05] I've been at this direct sourcing thing for this is my fifth year And if you would have asked me five years ago If I would still be at the place where I'm defining what this is on this podcast I would have told you you're nuts

[00:12:18] And it's just it just new nuanced things take time in this industry And when you when talent acquisition I talk to CHRO's all the time They're constantly trying to move the needle from an innovation standpoint and what does innovation look like?

[00:12:36] so I would say the pandemic did a lot for all Parties and what that really did was it made companies it forced companies to have to move the needle Or they wouldn't have been able to keep their workforce intact and that was how do we get anyone?

[00:12:55] Whether they're a full-time part-time or non-traditional gig Contingent whatever you want to call it. How do we allow them to work from home because back? I mean up until the pandemic there was this Majority thought process of if I can't see you you're not working

[00:13:14] Right. Well, the debate was always there Right Wasn't there and the trust still isn't there well, that's right people doing the who was at Wells Fargo a couple weeks ago let Dozen or so people off because they were simulating typing genius

[00:13:35] Why we can't have nice things that's that's a promotion in my opinion. That's a person that that's innovative Yeah, I want to I want to That person has gotten it's his next gig but

[00:13:48] So that is I mean so what has really changed is our ability to mobilize a workforce No matter where the person lives and and could live outside the the US during the pandemic Well right before the pandemic. I actually got to go to Dubai

[00:14:02] I was fascinated by the workforce there They are I mean if you think of the workforce in Dubai and most of them are expats and they all come from somewhere else And so that was a something really interesting starving. Yes, they're starving for talent

[00:14:16] Yes, and serving for talent if you're willing to go there you can get some really cool work But seeing how they were just so Advanced in their approach to how to get someone to do work

[00:14:31] And I think that we really have done a lot to catch up and we were forced to do so with the pandemic I think what's really changing is technology and it's changing so quickly

[00:14:43] What is challenging though is companies ability to consume the technology knowing that tech stacks right now are so ingrained They're so messy they and so to add another Piece or part to a tech stack to try to make something work It just becomes even more of a mess

[00:15:02] And so a lot of companies are trying to figure out how to Right-size their tech stack and figure out how this is all gonna make the world go round And so what happens as a result is well, we can go with this but we can't go with that

[00:15:18] So we're gonna have to move this piece around and we'll do that later and Unfortunately when you think about talent acquisition tools and technology They're heavy. And so a lot of

[00:15:32] CHROs executives in the town acquisition space they want the technology they they are craving it their recruiters demand it It's figuring out how to make it work within their infrastructure of technology. They want the solution They need to fix the problem

[00:15:47] Right, but the forced adoption of the technology doesn't work even if it's just for a short amount of time In right and work and you're right back to square one sometimes further back further right So real quickly Town Fusion is a technology company

[00:16:07] So we're a we know we have a technology that enables our solution But we are the services portion of it. So we will go around by operating and that's I think a big

[00:16:20] There's a big misconception speaking of technology and tech stacks that right if you just add a technology Then it's going to work as described and what people are not Thinking about until sometimes after the fact is who's gonna make it go round. Sorry

[00:16:37] Was a grady boot who said a fool with a tool is still a fool You have the best technology in the world But if you don't have the humans that know how to use it and power it for the for the greater good of what that

[00:16:49] Technology is supposed to produce then you're not going to get the results that you're seeking and that's our biggest Right now talking with prospects. We're constantly it's not even about The magic the town fusion can create

[00:17:03] It's how you need to have the operators to leverage the technology to ultimately End with the output of a butt in a seat or a person working in the job Yeah, so the thing about it MSPs

[00:17:21] That I find fascinating and I do you put VMS is in the same or similar category, right? So that's right MSP is enabled by a VMS. You're at got a management system. That's correct. So The interesting thing is you're not displacing them, but you're making them more efficient

[00:17:38] You're giving another talent pool another another Slice at a different way of looking at talent talent portfolio if you will But you're essentially saying hey, you've already invested in MSP Don't change that however to make that home and to get this other audience that you really want

[00:17:58] There's this is what talent fusion does That's right perfect So you said it perfectly and when what the and so what direct sourcing is and what town how talent fusion applies the term We create branded talent communities. Hi our mission statement

[00:18:16] We build branded talent communities that that simplify Unify and humanize the talent management lifecycle We believe that a proactive talent pool is a pool that you is ready to work

[00:18:28] And if they're nurtured properly, they will be able to mobilize 10 times faster than a staffing supplier will ever find that resource so what we what our Secret sauce if you will is is that we don't build a talent pool. We build a fully interactive branded talent community

[00:18:47] because if you're going to leverage your brand and Have us build a fully white labeled. We don't identify this as a talent fusion branded community It's you know fill in the blank brand if you're gonna build a brand of talent community

[00:19:01] There's no question. I can confirm five years doing this if you build it big brand they will come There is no question that a person if they see X brand join our newly launched talent community on their global career page

[00:19:17] Or they get a call from XYZ supplier saying hey, I have an opportunity at this brand Which way do you think that candidates going to go if they see the brand of talent community direct or? Through the supplier

[00:19:32] Right a hundred percent of the time they're going and they're signing up And they're putting their credentials in and creating a profile so we know that if you build it they will come What happens afterwards is the magic of talent fusion and that is

[00:19:46] They're gonna you're good. They're gonna get there. They're gonna join. What are what's gonna keep them there? What's gonna? let's talk about that because I mean, we've all been in this conversation for years When you say talent not you but like when someone says talent community

[00:20:05] a lot of people Don't say a lot of a lot of recruiters Are jaded and they kind of get the talent community Oh, and they have bad because they're so used to tell communities being on a folder somewhere, right?

[00:20:20] Like my god. I love that we're talking about this 50,000 Yeah, right so this is what I say to everyone. Oh you build talent communities too Who you talking to? Because here's my question for you

[00:20:34] The person that you're talking to that's gonna build you a talent community ask them the question of can the people who join your community? Engage and interact in real time amongst the community once they're there How are we doing? Content that's gotta be some of its storytelling

[00:20:58] Etc. But let's say on a lot Ryan's line of thinking because it is something that's important How do you engage that or how does that? Community become a community is really what they're joining is they're joining something

[00:21:10] They don't even know what they're joining on some level once they're there. Why do they stay there? That's right so we build fully interactive on-brand talent communities that are always on and the only way we were able to do that

[00:21:27] And that's our CMO and his team when they when we all built this solution This was not built by recruiters and talent people in the staffing industry. This was a brand

[00:21:39] Experts and we and they knew that if if the people cannot engage interact in real time as a mini community for that brand We've lost them before you we've gotten them so

[00:21:50] We need to go out and get a technology that enables and builds in fully branded community where we can have all of these bells and whistles because then We can apply our brand You know expertise and all the things that we do to really keep people there

[00:22:06] So we have partnered exclusively with work. Lama work Lama is a technology and they're the only technology in the direct sourcing space right now that can build a fully interactive Community on their platform the other platforms in the direct sourcing space while effective They didn't meet our checklist

[00:22:25] But what they do is basically it's a glorified maybe job board where you can update the open Contingent roles at that brand and anyone who signs up to be a part of it can view the open jobs We create a mini Facebook LinkedIn

[00:22:41] Merged and had a baby and that's what it looks like the town fusion communities when you join it You're gonna know it's a town fusion community even though It's XYZ brand and all of our different clients are branded as their as their brand and then I

[00:22:58] Love how ours are Todd Pregman our CMO says and so essentially what we're doing is once they're there It's our job to get them sticky. It's our job to get them Interested in interacting and if we can do that we can get them into

[00:23:13] brand ambassador mode and when they become Brand ambassador or a brand advocate. We know they will start to help share their network And when they make a referral and we incentivize them They now have a side hustle just by being a part of that community

[00:23:31] Right and we're turning people from a candidate into a fully Interactive checked in daily sharing their network and now every job that we post their crowd sourcing it amongst the community and

[00:23:45] It becomes this so how we've coined it is we basically are creating a loyalty program for your career right I interviewed Salim Oh, yeah, about three years ago on use case podcast. So I ironic Love the love the play at the time two things for me one is

[00:24:10] Implement branding agencies the JWT insides and Bayard name all those folks and The relationship that you have with them or not and then the relationship that you have with career pages Or not so again, you've got a talent community that's on brand

[00:24:29] So let's just pick a big brand great. You've got a town community that's moving a group in it's it's alive They can do stuff with each other. They're getting content like all that stuff's fascinating in engagements happening

[00:24:43] Is there a relationship with those agencies is there a relationship with the cruise page? So when we are when we're building the brand of community, we so we don't and that's I just want to make sure that's I say it one more time

[00:24:58] We are not disrupting anything that's happening as you're existing MSP Your suppliers are still gonna work the wrecks as per usual and we are not disrupting or even augment changing them But we are adding a fully branded town community to the front end of your solution

[00:25:14] And the idea would be if you're gonna build it. We know they're gonna come You better have enough jobs to keep the churn because one thing I can tell you I've done this for non

[00:25:24] Maybe up-and-comer brands and it wasn't as successful as a full-on brand that has enough jobs The jobs is the churn the churn is the activity of the community the more churn

[00:25:37] the more action that happens and the more people stay and really stay to see what happens and so We know that if we can see the community correctly and on brand the first time and we start to

[00:25:50] Engage them and they start to refer their network. We're building a sustainable community with every job that's posted Right one of our clients a big oil and gas client right now for every job that we post 28 new people come into the community just by shares and

[00:26:06] And we've done nothing however you bring up a good point so we call it seed in the community How you would seed a community for target? I'll use Minneapolis brands just to keep it to keep it generic how I would seed a

[00:26:21] Community if for United Health Group would be different than Target would be different than Best Buy Every one of those companies uses IT, but everyone has different tech stacks Some people have health care some people but at the end of the day

[00:26:34] You've got to seed your community properly with the right skills in the right geographies in the right price point out Of the gates or because we know that they're gonna start sharing it with their friends The psychology of referrals

[00:26:47] Harvard Business Review does a big big thing on the referrals science of referrals The psychology of referral states that like people hang out with like people and like skills Surround the cells of like skills and have been spent 25 years in this industry

[00:27:01] I know that if you go and ask a Java developer Contingent worker who does gigs for their career and they all pretty much do because they can make a heck of a lot

[00:27:09] More money doing that than being full-time if you ask a Java developer in the Minneapolis area for 10 referrals In this market, they wouldn't even have to pick up their phone and they could give you 10

[00:27:21] So we know that like skills hang out with like skills like people hang out with likes people If you wanted to hire someone like me you'd ask me for a referral and I can confirm my friends are a lot like me

[00:27:32] And that's just the psychology of the referrals So when you think about seeing the community you got to start somewhere You have to use all the different avenues so I one of the things that we do is we meet with the

[00:27:46] Client who just awarded the business and said okay, we need to understand how you use talent and Since you've had an MSP for 20 years. Just go to your VMS and give us the last 18 months of data

[00:27:57] We're gonna extrapolate that we're gonna bring it through our we have lots of predictive analytics And we are gonna be able to come back to you and recommend Here's how you use talent the last 18 months. Here's how we you know

[00:28:10] The best predictor of future is look at the past So we're gonna use the 18 months of data and every job that you've filled on a contingent basis for the last 18 months as

[00:28:18] Kind of our how we're going those are the types of skills and people we're gonna attract as your initial population into your community That's where work Lama has every job board known to man already integrated

[00:28:32] Into their platform so we can use who were whatever avenue that we need to however We also have because we're part of a nova. We have a lot of Relationships with all kinds of community organizations diversity organizations

[00:28:51] And so we tap into it all because every company also has different strategies United Health Group is gonna have a different diverse strategy than perhaps Target what I can tell you is that most companies diversity is a top priority How do we diversify our workforce?

[00:29:09] Continuously and if we start with contingent because we're converting them into full-time if we can impact and Really drive a diverse workforce in the contingent space That's gonna help our overall numbers in full-time hires but also veterans and

[00:29:25] The lbgtq community that's those are huge communities right now that are How do you bring those people in well? How you bring those people in is you go where they hang out you go It's not just about a job board. So, you know, we really

[00:29:42] Understand the geography that the main the brands main locations are Understand what their strategy is from a workforce perspective and then figure out how we're going to Seed their initial community with the right type of talent because then they start referring and now you're building an on-brand community

[00:30:03] Who's who's the buyer for? Town fusion are we are we and by by I mean company are we looking at large enterprise? He said big brands a couple times to me and title the companies and title right

[00:30:16] But are these big brands that that can leverage this and see success or again a hundred person company who maybe only hires 30 or 40 maybe 50 people a year still see success with with this type of Program that you're all great question. So we have multiple levels of our solution

[00:30:35] We have a talent fusion light if you will where we can build you a subset mini community inside of our talent We have a community that we use that we can start new brands in our community first

[00:30:50] Grow it and then if they ever want to move to a fully branded solution like I've described Then we can easily move them out of the talent fusion community and into their own branded community So that's number one. We we definitely have a starting place for anyone

[00:31:05] This is also a great solution for an up-and-coming brand who has you know, I mean think about snowflake a few years ago I mean they were building their whole empire From scratch and so that's like a perfect example. You're coming on you've got a new technology

[00:31:20] You've got a new idea. You know you're going places But you've got to be able to create a workforce to do it This is a great opportunity because we built all the mechanisms to show the brand to show

[00:31:31] Commercials to show media to get it in front of the face of candidates. So this is a great amplifier for any brand Why I say big brands are who are buying it right now They're just because we've talked at the beginning about how it's slow

[00:31:45] This industry sometimes can be to innovate It's taken two years just for the big buyers to finally get the confidence and So they and they recognize that building a branded talent community for their brand when it's already a storied brand Seems like a no-brainer

[00:32:02] And so a lot of the our recent wins are big brands what I would say big brands in the fortune 100 caliber our But we're talking with anyone in the fortune 500

[00:32:16] And we've got a lot of mid-markets that are coming on board and so there's different levels of the solution You don't have to boil the ocean trust me. It's a crawl walk run approach

[00:32:28] We can start everyone baby steps. You don't have to have every bell and whistle out of the gates We can just start with a pool. Let's start with a pool You don't even have to have a fully commute full-on community So the title

[00:32:43] VP of global oh, thank you town acquisition so town acquisition and procurement are who's buying this because procurement They are the ones that bought MSPs 25 years ago, and then they bought the second gen and the third gen Summer I'm like eight gen

[00:32:59] So procurement they know that the next next thing is get a sidekick for your MSP and bring on a direct sourcing However, here's the challenge Procurement people are the ones that are buying it

[00:33:11] They know there's huge savings potential in it and when I say savings, we're talking big savings potential in this up upwards in some of our newest clients where they don't have a very well managed rate card

[00:33:24] We're talking up to 40% on some of these bill rates if you get them out of the community versus placing it through a third-party supplier So procurement wants it. They know they can save money. They can get their goals by

[00:33:37] Achieved by getting direct, but if you don't have talent acquisition at the table Gonna get very far because at the end of the day who owns Traditionally who owns the talent brand within the organization? town acquisition and

[00:33:54] If procurement buys this and then knocks on town acquisitions door and say oh by the way We're gonna be putting a branded talent community on the career webpage. That's fully branded to us Say what now? We already have that is the answer that they get So I

[00:34:11] Get there's no buy-in there forget it So so question on as you're talking to and I guess the story is different that maybe it will just stay on the on the talent side so we're in the conversation

[00:34:25] After you're done convincing selling educating all of that stuff where what part of that conversation Or what are you saying to them where they just say? I get it. I get it. This makes perfect sense for us Yeah, so procurement got it right cost cost

[00:34:43] But where does talent actually give you their buying at what point? I just had this aha moment at lunch with a very large aerospace and defense client a couple weeks ago Prospect not client prospect

[00:34:55] So we were having a discussion about their career page. I had of course gone and did my homework before the lunch and I said Wow impressive career page global You know a lot of companies have you know meta Ireland meta, you know

[00:35:11] But they have one global career page for the entire globe And so any person from wherever they are in the world goes to one page for this huge brand to get a job So I said okay. Do you have any idea how many come to an upload their

[00:35:28] Profile or their resume every week or month Do you have any idea he's like she was the head of acquisitions? Yeah, actually I haven't looked at it in a while But I get that report so she pulls up on her phone the report

[00:35:40] On average at that moment per per month. They're getting about 6500 People per month that go to their career page and upload their resume because they want to work there I said okay. Hmm. And how many records good news. That's great news love that

[00:36:01] So how many recruiters do you have pretty big teams right massive teams? Okay Who's responsible for touching those 6500 people? welcoming them in Telling them that they're gonna hear from them what telling them what they can expect now that they uploaded their their profile or their resume to your

[00:36:20] Website who touches them? You Katie we would never have time to do that. Yeah, we can't touch it Our recruiters are so busy just trying to fill jobs that they don't even have time to search our database

[00:36:34] In fact most of my recruiters I'm getting on them because they're putting external Jobs right on the boards because that's the fastest way because they're so overwhelmed with the openings. Okay, so 6500 do the math times each month You have literally a hundred thousand candidates that haven't been touched

[00:36:54] And the only time they will be touched is if the recruiter has enough time to go and actually do a search when a business partner and needs Opens a job with them Correct. So there's a chance that technically they could never be touched

[00:37:07] Well, we haven't set up so that they join the community on our career page And so they will they will get an automatic email They're getting newsletter. Yeah, if their credentials match any of our open jobs

[00:37:20] They will get an automated email and they will get like if we send out any collateral or newsletters I'm like, okay, but so does every other brand and guess what the candidates doing

[00:37:31] They're they're putting you in the junk mail and they're forgetting they ever went to your career page What do we do? We touch every single one of those people and not just once but many times

[00:37:44] And that's how we keep them warm and if you have a warm pond to fish every time you had an open job You would fill jobs. Well, I can tell you 66% faster than if you were to do it a dry run

[00:37:59] Grass roots recruiting every time a new job opens So that's the aha moment right there is they're getting the candidates. They're getting the great candidates

[00:38:09] They have no they have no way they would need an army to be able to touch. How do they build the experience of communication? How do we walk these cans? Ryan that is the thing What people don't recognize is five generations make up this workforce

[00:38:26] So we have people that are you know, my mom's a baby boomer boomer. She's still a consultant in this industry and she's in her mid 70s And and highly sought after I might I may add

[00:38:37] But that's that baby boomers are not the oldest in the workforce and so If you look at all five generations that make up this workforce, the one thing they have in common is they want an experience They are calling the shots for their career

[00:38:51] They're not going to just sit back wait for someone to call and take the first opportunity They are in charge of where they want to go and where they're gonna work

[00:39:00] And so if you are a brand and you are a well-known storied brand, yeah, that's gonna help you But if you don't create an experience for your candidates at some point your competitors are and they're gonna win out on this candidate

[00:39:15] That's true for anything. I mean I I buy and sell a lot on Facebook Marketplace because it's easy the experience I haven't been to eBay since I was burning CDs and selling CDs back in early Yeah, you know like that

[00:39:32] Yeah, yeah the experience now sucks on eBay I Moved on and I just have fun on my marketplace same same idea same idea I went to Craigslist and I felt like I had gone to another universe

[00:39:46] What the hell they're doing but they have made it they they have made links and a list so Unprofitable Yeah, this has been fantastic. Thank you. We got a Relentless out. Thank you so much, but before we go could you ring that gong?

[00:40:10] Yes one underneath that big thing it looks like the flower Brothers and my older brother would always say Oh my god This is just a gong show and so I I mean gongs have always been a part of my life

[00:40:27] And I just feel like every day is a little bit of a gong show and so what I was really bummed about when I got this I was so excited that I got a gong. It sounds so wussy, but I'll do it

[00:40:38] It's just too high-pitched it needs to be more I like it I like it though I like it. I love it Katie thank you so much for your time in your expertise just sharing your story

[00:40:52] Love having you on appreciate you. You guys were wonderful really. Thank you so much. This was super fun