Discovered, Performance Hiring Software, High Performing Teams, and Job Marketing with CEO Fletcher Wimbush

[00:00:00] I don't really consider that an application, but that's the person raising their hand saying,

[00:00:04] Hey, I'm interested in the job. Right? Right. In some form or fashion. And at that point,

[00:00:09] yeah, I want to then begin to assess this person. Well, first step is the resume. So

[00:00:15] AI is becoming and fast becoming pretty good at it. It'll get there. It'll be like 100%

[00:00:22] pretty soon.

[00:00:23] And you're, as you're doing that, you're looking at candidate viability. Yeah. So you're

[00:00:27] assessing to see if this person as they go through a process.

[00:00:32] All right, I want to talk to you for a moment about retaining and developing your workforce.

[00:00:37] It's hard. Recruiting is hard. Retaining top employees is hard. Then you've got onboarding,

[00:00:42] payroll, benefits, time and labor management. You need to take care of your workforce and

[00:00:47] you can only do this successfully if you commit to transforming your employee experience.

[00:00:53] This is where I solve comes in. They empower you to be successful. We've seen it with a

[00:00:58] number of companies that we've worked with. And this is why we partner with them here at

[00:01:03] work to find we trust them and you should too. Check them out at I solved hcm.com.

[00:01:25] Awesome. Well, thank you for having me guys. I told Tim, Cup and Ryan, I felt like I'm in the

[00:01:30] presence of rock stars and followed you guys for a long time. So I just wanted to thank you.

[00:01:35] That's just because he's fantastic at clay shooting.

[00:01:39] Yeah, exactly. Yeah.

[00:01:41] Yeah, we'll catch up on that story later.

[00:01:44] Yeah. My name is Fletcher. Fletcher Wimbush. I'm easy to find. You can just Google

[00:01:49] that name anywhere.

[00:01:50] As I say, that's a pretty unique name right there.

[00:01:53] So if you want to find me, there you go. And I don't know. I don't want to tell you.

[00:01:59] I've spent my entire life. I'm about to be 42. So I'm going on, I don't know, 26 years of

[00:02:05] thinking about hiring and talent acquisition and how to build the best teams. And I believe

[00:02:12] at my core that the people who are on your team and on the bus with you are the most

[00:02:18] vital part of any business or organization, nonprofit or social club, whatever it is. And

[00:02:25] I've believed that since I was 16 years old and when I wrote a paper to graduate high school on

[00:02:30] the topic and I am still practicing and trying to master the art of building teams.

[00:02:37] Well, hold on back. Let's rewind. We're going to start at high school.

[00:02:42] We never do this on the use case, but we're going to...

[00:02:44] Yeah, no.

[00:02:44] No. Say that again. You graduated high school writing a paper on people and building teams.

[00:02:54] That's fantastic. They made us do like a little like what do they call those things like,

[00:02:58] you know, what you do for your master's capstone kind of thing.

[00:03:02] I didn't do that in high school. Like, yeah, I was cool, I guess. Yeah.

[00:03:07] Fortress, but they made paper and I choose a topic and that's the one I chose.

[00:03:12] That's genius. No, the software company that you currently have, what's its name?

[00:03:16] Yeah, the software is called Discovered. It's a performance hiring software

[00:03:20] platform as well. We like to characterize it as I kind of think ETS is a dirty word a little bit,

[00:03:26] but you know, you might throw it in that category.

[00:03:30] As I'd say, what are the feature sets? So what does Discover do? What are we...

[00:03:33] Lines of demarcation usually helps the audience kind of like if we started on-boarding,

[00:03:38] we end whatever. Yeah, like where is that? Yeah, well, I think the core ETS is that kind of

[00:03:45] foundational function. It can market your jobs, help you collect candidates and organize them

[00:03:50] like any old school ETS might. But I think the bread butter falls kind of along with my heart

[00:03:57] and soul, which is talent assessment, figuring out who is great. So the feature sets,

[00:04:05] bring your people in, let's automate nurturing those relationships and moving them through

[00:04:10] the hiring process via email and text and sequences, which is one of my favorite features.

[00:04:17] But really into talent assessment. So we have our 30 plus different assessment tools.

[00:04:22] We have a custom assessment tool that's going to be launched here in the next few weeks.

[00:04:26] It's all AI driven. It's really amazing. We do it a little bit manually now with folks

[00:04:31] and it's amazing. I created like a blockchain assessment and I know nothing of blockchain

[00:04:37] and it was amazing, kind of examples. Automated reference checks, one-way video interview.

[00:04:44] Probably most importantly, are you going to get Sackit followers, the big IO guy? Yeah,

[00:04:51] I just was looking, I got his paper right here. He's like revisiting the design selection systems

[00:04:56] he does this kind of meta analysis paper and structured interviews are the most

[00:05:02] predictive thing you can do in the hiring process. It's also the thing that most

[00:05:06] hiring managers are the worst at. 100%. So we fill right in a scorecard and structured

[00:05:12] interview tools to build them and to calibrate them and we can even validate them for people.

[00:05:20] Oh, that's nice. So I'm not sure where to start as a pre-show. We're talking about

[00:05:25] the book. So if you're watching, there's a stack of books that are beautifully laid out.

[00:05:33] If you're listening, this makes no sense. Then you went into AI and technology to automate

[00:05:41] sequences and assessments and then you pulled out a printed paper, stack of paper that you're

[00:05:47] reading. Where are we falling here? Are you a tech guy, paper guy? So Aaron on my team

[00:05:54] said it best this weekend via Slack or like exchanging ideas. He's my business development guy

[00:06:00] and he's like, we are service as a software. Nice. So I'm almost 42. Mike call me a zennial

[00:06:10] or millennial or I don't know what you call me. My wife calls me worse.

[00:06:16] I think I fit the bold. I kind of live in both worlds, right? Still got some boomerish stuff

[00:06:26] going on in my life. I was there with dial up AOL and chat rooms. It was dark place back in the

[00:06:35] times. So I guess I grew up with technology but no. But I also grew up old school. My dad was

[00:06:43] a business coach. My stepfather who I own a lot of my entrepreneurial spirit to. I saw hot dogs in

[00:06:50] front of home depots. And you know what I learned in that business is the customer service people,

[00:06:57] right? Absolutely. Go above and beyond for people. And I have a pet peeve with the traditional

[00:07:04] SaaS playbook, which is like fill out a support ticket request live chat. I hate live chat.

[00:07:14] I mean that's merit. Don't get me wrong. I might use categories. Everything has its merits but

[00:07:19] when you're dealing with hiring it's such a complex problem to solve that the human touch and

[00:07:28] having an advisor or somebody to talk to or talk you through how to use a tool or to leverage a

[00:07:36] strategy like structured interviews, which we built a tool to support but I can't automate that.

[00:07:43] Actually kind of can't but I wouldn't even recommend it though frankly. Like you still

[00:07:48] got to interview people. It's still a human thing, right? So if I could teach an HR person or

[00:07:54] business owner or business leader the power of structured interviews and then give them a tool

[00:07:59] that makes it a lot easier to execute consistently and reliably so they get the full value of that,

[00:08:06] then I've done my job but I got to do that person to person in most cases.

[00:08:12] So I want to get back to the pre-assessment part because it seems like you're driving

[00:08:20] traffic and then candidate flow and assessing candidates and either they've, is this pre-application

[00:08:28] or they already applied? Yeah. Like have you got it? Do you have one of those where

[00:08:34] they've done it? They've applied now you take them to a gauntlet? Yeah. Or is it

[00:08:40] you take them through a gauntlet to then get them to apply? Well let's make sure we're speaking

[00:08:44] the same language. I don't believe in applications. Okay. First off, fair. So I get they have a place

[00:08:51] in companies that you need to have an application. I'm not a fan. Right. And if you need one,

[00:08:56] you need one and you know, it will provide you one and fine but the hiring process starts

[00:09:02] with marketing your job whichever way you do it through a recruiter, headhunting, cold email,

[00:09:06] LinkedIn or marketing traditional indeed zip recruiter ads things like that. Can it comes

[00:09:11] into your funnel? It's a resume or a profile or something, a name, a phone number, an email address.

[00:09:17] I don't really consider that an application but that's the person raising their hand saying,

[00:09:21] hey I'm interested in the job right. Right. In some form or fashion and at that point yeah

[00:09:26] I want to then begin to assess this person. Well first step is the resume so AI is becoming

[00:09:33] and fast becoming pretty good at it. It'll get there. It'll be like 100% pretty soon.

[00:09:40] And you're as you're doing that, you're looking at candidate viability. Yeah. So you're assessing to

[00:09:45] see if this person as they go through a process whether or not it's background checks and you know

[00:09:53] any any type of personality assessment references skills like again the viability becomes either

[00:10:00] they become viable or they get kicked out. Yeah. Yeah exactly. Yeah. Okay. There's lots of

[00:10:05] different ways to assess people right and I'm a uh a sack it fan right like I'm a believer of we need

[00:10:13] to use multiple measures and techniques and processes. I don't necessarily think one is the end

[00:10:18] all be all you know I'm an assessment guy right. Yeah. I should be here saying just use assessments

[00:10:22] it'll solve all your problems right but no you know they're a very valuable predictive tool but

[00:10:28] when combined with other best practices they become extraordinarily powerful in those cases

[00:10:34] right but yeah so resume you says that hey does it look like this person could match and fit the job

[00:10:40] description. Are you looking at skills too either hard skills and skills testing or soft skills

[00:10:45] and some type of valuation around those? It all depends on the job you know I mean I do I do a

[00:10:50] lot of soft hire for soft skills and you know throw out all the hard skills stuff but look

[00:10:55] if I got to hire a civil engineer like the guy's gonna be a licensed civil engineer like

[00:10:59] there's gotta be a hard skill they are like I mean but right if I'm gonna hire an assistant

[00:11:04] project manager kid that just graduated from college you know he doesn't have any hard skills.

[00:11:10] And and you said job by job so the client I think uh we touched on this a bit during pre-show but

[00:11:16] basically depending on the job depending on the client there's a battery of things

[00:11:22] that they can pick from yeah the playbook and I that we recommend and we say hey

[00:11:28] the kid coming out of college this is kind of a playbook the sequence of events and the way you

[00:11:33] should move this person through the process and the tools and the assessments and the interview

[00:11:38] questions and the references that you might want to ask you know here's a starting point for you

[00:11:43] customer right and then tools to help hone it in even better to be more exacting to your

[00:11:49] candidate scorecard or job description performance based outcomes with the Louie Headler fan if

[00:11:54] you haven't noticed and so yeah there's you know there's we give everybody a playbook that if you

[00:11:59] know what if you only use my playbook it's going to get you 90% of where you need to be and you

[00:12:04] don't have to think about it because right most people aren't skilled or willing to send us spend

[00:12:09] the time to master it so we want to get them to like the 10-yard line and hope that they

[00:12:14] can find their way in the end zone by themselves right or for clients who are serious

[00:12:21] then we help them be elite right so when you said standardized interviews before

[00:12:29] one of the things that ryan and i have learned because we've done about three podcasts on

[00:12:33] neurodivergent talent yeah it kind of breaks for standardized interviews for them yeah yeah

[00:12:39] because they don't fall inside the standard part of that that thing so like for most by and large

[00:12:47] the rest of the population i believe wholeheartedly in standardized interviews you ask everybody the

[00:12:52] same questions in the same cadence so that you can kind of evaluate them equally yeah but that

[00:12:59] kind of breaks at least what ryan and i are what we've learned is that kind of breaks apart when

[00:13:04] you're doing with that type of talent is you know you have to school me on that i don't know about

[00:13:09] that i have a guy with Tourette's and a girl with askers on my team i don't know

[00:13:17] first of all i think we're all learning uh i don't think that it means too far ahead but i think

[00:13:22] the two podcasts however be podcast we've done on it each time it's been we've we think you know

[00:13:30] again someone that's on the spectrum or like my kids have different types of things with

[00:13:34] accommodations and stuff like that so they just need different things so standardizing the interview

[00:13:41] doesn't actually help them and it doesn't help us evaluate the talent yeah but how much of a

[00:13:46] population is that compared to the rest of the population yeah i i don't know yeah and yeah you

[00:13:52] know it's a new topic and you know frankly one that i'm i you know i'm aware of and i pay attention

[00:13:58] to and you know uh you know like i said i even just my own anecdotal experience like this is what i

[00:14:04] got on my team right leveraging my best practices and i didn't know anything about these people in

[00:14:10] fact sarah came to me the other day and she's like you know like are you gonna fire me i'm like

[00:14:14] what why would i fire you you're amazing you know like i don't give two rats ass you know what

[00:14:20] you are you know like yeah well the question is more you know like yeah the more the question was

[00:14:27] more of a our clients asking you about that or a client still yeah are they just like what is a

[00:14:32] standard interview and how do we do that yeah no they're not asking i mean i i work i work with

[00:14:38] s and b predominantly and i'm not all that interested in working in enterprise you get

[00:14:43] hr people who bring it up on like linkedin and some of my posts and things and they'll

[00:14:48] like railroad me with you know a bunch of like you know how everything we're saying is terrible

[00:14:57] i don't think it's all that terrible i usually i usually think that that means that it's good

[00:15:02] because the more people that are outraged yeah yeah but i mean that's usually where i see the push

[00:15:08] back um you know we might get some hr people who ask questions usually larger organizations and

[00:15:14] um you know we validate everything we do and i mean that's i think that's i'm a so i'm not an

[00:15:20] i o guy uh we partner with bulling green state university if you're familiar with them and

[00:15:25] the mike zickers kind of our academic advisor and i think you know if you ask him in the i o world

[00:15:30] from assessment perspective particularly he's thought of as one of the best top guys in the

[00:15:36] business for it um i guess my point is is we take like validating the hiring process all the way

[00:15:42] through and i don't care again whether that's a personality assessment or skill test or a structured

[00:15:47] interview or a reference check we've co-published papers with them and you know done Psyop you know

[00:15:55] yeah posters and talks and all sorts of stuff like we take it really seriously and look there's

[00:16:01] nothing perfect structured is 99 percent better i'm going to go out on a limb here and say 99

[00:16:09] percent better than anything else you can do it's less discriminatory less biased more predictive

[00:16:16] than any other way of hiring period so anytime somebody tells me that something structured

[00:16:24] structured assessment structure interview structured reference structured one-way video

[00:16:28] interview structured whatever is biased and discriminatory the alternative is a hundred

[00:16:37] times worse so so do that or don't do that um ryan what do you got i know you got a couple

[00:16:46] questions yeah so so okay so so we were talking about assessments and all of this great stuff

[00:16:52] but let's let's talk about who who is your ideal customer who should be looking at what you're

[00:16:58] offering you said smb but let's maybe dig into that who who's a profile here yeah well maybe i'm

[00:17:06] i probably am that shit crazy can i say that um yeah okay and maybe i'm stubborn and stupid uh

[00:17:17] my ideal customer is a ceo of a mid-sized company i don't know 50 to 100 employees that hasn't quite

[00:17:26] adopted the tools to scale their talent acquisition efforts so that generally means they

[00:17:34] don't have an applicant tracking system or not a very good one usually they don't have one

[00:17:41] they don't have a proper good career page usually um they usually don't have a professional

[00:17:49] talent acquisition person on their team they might have an hr person who's wearing lots of hats

[00:17:54] like an admin office manager operations person also wearing the hr hat so they're usually at

[00:18:00] that point they're obviously successful i mean to run a have a 50 person company uh you know you're

[00:18:06] doing 25 to 100 million dollars here in revenue like you're no slouch of a business right um

[00:18:15] they care about their people they care they believe people are their most valuable asset

[00:18:20] they recognize that they're not in the construction business or the tax business or the

[00:18:26] engineering business or the ai business you know you know what open ai pays our engineers right

[00:18:32] like i am your million dollars here yeah like it's like 900 on the base and yeah the total

[00:18:39] package is around there yeah you think they're in the eliminating people business right right

[00:18:45] do i think that they're yeah do i think that they're in the eliminate a little business

[00:18:51] no they're not no they're in the people business yeah they're hopefully in the people's success

[00:18:59] business yeah well the product is there to enable people to be better people better at their jobs

[00:19:05] better at their lives right but right that people are so valuable right that they're willing to

[00:19:12] pay them a million dollars a year and i think CEOs of companies in that size generally believe that to

[00:19:21] be true yeah i agree yeah and that's my ideal customer it's the uh it's it's a mindset it's

[00:19:29] actually a popular mindset of 80 percent of the value comes from 20 percent of the workforce

[00:19:37] so if you have the right 20 percent of the workforce then you'll hit your numbers you'll

[00:19:42] exceed customer expectations you'll do all those things so i've even had vcs in silicon valley

[00:19:49] tell me it's more like 90 10 yeah the talent that the 10 talent makes up for any efficient

[00:19:56] inefficiencies or otherwise that you have somewhere else in the organization but you gotta

[00:20:01] have the right 10 or 20 percent or whatever so i i get it and i believe that people really believe

[00:20:07] that that they believe that there's here's all the talent that we have in our organization

[00:20:14] here's this group of talent that if we don't have them we don't have a company yeah all right i want

[00:20:20] to talk to you for a moment about retaining and developing your workforce is hard recruiting

[00:20:25] is hard retaining top employees is hard then you've got onboarding payroll benefits time in labor

[00:20:31] management you need to take care of your workforce and you can only do this successfully if you

[00:20:37] commit to transforming your employee experience this is where iSOLF comes in they empower you

[00:20:43] to be successful we've seen it with a number of companies that we've worked with and this is

[00:20:48] why we partner with them here at work defined we trust them and you should too check them out

[00:20:54] at isolvedhcm.com or something like that i think they believe that everybody you know in their company

[00:21:03] should be valuable in that sense and you know yeah it's the GE mindset right top-grading yes i

[00:21:10] think is what they called it there's the top-grading interviewing method and then there's top-grading

[00:21:14] your talent and doing that so we built that tool into our platform because validation is important

[00:21:22] so we have performance management and a top-grading performance management tool built into our

[00:21:27] platform so we can collect data on how when people go through this journey what happens

[00:21:32] on the outside and adverse impact data too by the way so we're collecting all of the data along

[00:21:38] the way it's harder to get people to do it and use it and do all those things but in theory if

[00:21:43] an organization came to me and said i want to be perfect at talent acquisition we built the

[00:21:47] tool that would allow them to do that and to measure every step and every action that they take in that

[00:21:55] process through to the outcome the overall performance of that individual and because i believe that so

[00:22:02] strongly and you know that kind of a tool plot your people and that's what it does exactly allows

[00:22:08] you to visualize are there's cluster of people up here in the top 10 or 20 or 30 or whatever percentile

[00:22:15] and other people down at the bottom now the ideal would be is that we cluster towards the middle

[00:22:19] towards the top right and let's just eliminate the people are really bad like particularly the culture

[00:22:24] like vampires or the talented terrors or the problem generators i don't know that those people

[00:22:30] belong in any at least not in my organization and i would hope that some of them can find an

[00:22:36] organization where they're not behaving that way and so that would be important or maybe they

[00:22:40] find an organization where that's acceptable yeah and that's just the you know or something but you

[00:22:45] know that's not the goal to be a complete maniac if you want you know well the the okay so you go

[00:22:52] into performance i didn't ask you about uh offer letters and onboarding do you chris grocery interact

[00:22:58] with those types of things yeah so we don't we don't go there um yeah it's you know again we're

[00:23:04] really talent assessment talent acquisition focused right um you know someday we probably will i at

[00:23:11] this point we really rather partner with um payroll companies and hrs systems and just you know integrate

[00:23:17] and allow you know them to do what they're good at and us be good whatever we're good at i don't

[00:23:22] really have any strong desire to build a an onboarding platform uh right you know i'm a big

[00:23:28] fan of um uh oh geez i don't know some of these training and learning development platforms because

[00:23:35] again training and onboarding is an important piece of the hiring process 100 so um so i don't

[00:23:41] want to discount that at all but the paperwork hr compliance stuff um not interested not interesting

[00:23:48] so so with the customers as ryan was asking your you know the typical your a great customer

[00:23:56] you would be is is there anything that shakes out industry wise or kind of vertical wise where you

[00:24:02] just really really excel at yeah uh construction you know has been fantastic for us it's probably

[00:24:08] 40 percent of our business um wow that's cool so so the device or so the so that it's mobile

[00:24:16] friendly or mobile first on the candidate side yeah and we'll be there on the recruiter side

[00:24:22] soon enough you know um but you know uh we get very few complaints in that department most

[00:24:27] time people aren't really leveraging these tools on their phone right candidates are and that's all

[00:24:32] mobile friendly right text centric we don't charge for text messages i think we're the only

[00:24:39] ats out there that doesn't have a cap like you know give you a few free and then i'll charge you for

[00:24:43] it but um because we know that that we i think all talent these days prefers text to some degree

[00:24:51] or another but that that particular sector text friendly you know 100 100 how'd you get into

[00:25:00] how'd you how'd you get into breaking of that vertical that's right i think that's one structure

[00:25:04] are yeah yeah that's the first time we've heard someone that's going to specialize in that

[00:25:09] vertical so how'd you uh how'd you get in there by accident um yeah i really by accident i mean

[00:25:15] long story but um did through that story i was telling you earlier i mean some of my first clients

[00:25:21] were were custom home builders uh one was a lighting uh we were in the lighting industry first from a

[00:25:28] we own a search firm as well um i you know do search work to pay the bills and to build this

[00:25:33] product we're fully bootstrapped so we take no outside money i'm the sole owner hopefully

[00:25:38] knock on wood i'll be healthy long enough to see everybody else cash out too but but um

[00:25:44] yeah we sort of fell into it just some of our initial customers and construction aec general you

[00:25:49] know um one was a lighting manufacturers wrap and then you know uh then we got home builders and then

[00:25:56] custom home builders and then some more commercial guys and we've just done we've done it all really

[00:26:02] i mean 400 clients but ultimately we have a partner who was a business coach of small

[00:26:07] residential contractors remodel the home builder custom home builders right he he

[00:26:12] leverages our platform to service 300 uh small contractors and um you know we that just knocked

[00:26:22] it out of the park you know uh leveraging the tools ultimately and so it's been big sector

[00:26:28] construction is a it's interesting it's not just like your it's just not like a front line

[00:26:32] worker construction is very niche and i mean across the board just in software whether it's

[00:26:39] CRM or outreach or even sales i mean there's plenty of tools that are out there now that are

[00:26:45] that are targeted specifically to construction but historically yeah this has been a very very

[00:26:50] underserved uh vertical for sure yeah truly is to get talent right yeah shortest problem right

[00:27:00] huge yeah finding the talents no is is not an easy feat for these guys 100 percent

[00:27:06] i don't know if you've seen this in yones harry is but there's been a lot of stalled projects

[00:27:11] that i've seen just driving around that they get to a certain point and i'm like is this supply

[00:27:17] chain or is it people yeah what's what's holding this project i'm sorry right yeah no that's that's

[00:27:23] what i was gonna ask if you seen that would look across those customers because we have

[00:27:26] we have a number of developments and i'm not sure if they just lost funding or whatever it is

[00:27:32] but there's a number of developments by us that are relatively sizable homes

[00:27:37] and they're just sitting there they're built they're they've got the whatever the sheet not the sheathing

[00:27:43] the uh all the insulation and all that stuff they're not siding on them yet nothing and it's

[00:27:49] just there they got windows some don't have windows and it's just been sitting there for months

[00:27:55] so it is there's a number of getting hammered from every which way i mean obviously covid you

[00:27:59] know uh the raw material costs to the roof and then yeah then lack of short shortage of talent

[00:28:05] and people then they're also again you know why it's probably a pretty good sector for us is because

[00:28:10] they're usually underdeveloped in their talent acquisition practices again it kind of fits

[00:28:14] that profile and they generally do you know they they care they believe that people are important

[00:28:18] and yeah no construction business they're all in the people business people are what allow them

[00:28:25] to generate revenue right uh their efficiency projects tether lines getting things undone done

[00:28:30] on time the talented people to get the work done efficiently on time and those types of things

[00:28:34] is big cost driver for them so it's an important piece of that puzzle obviously interest rates

[00:28:40] are a big factor in this right you know coming out of hyper growth out of covid and then

[00:28:44] interest rates coming in and then making it harder to sell those homes right um

[00:28:49] but you know there's a housing shortage so people need places to live and there's a talent shortage

[00:28:56] which means almost no unless there's a major like 0708 type recession this sector is going to have a

[00:29:04] demand for these types of tools and there's still activity going on in a high volume of

[00:29:10] activity and even if you look at the labor reports i mean minuscule unemployment you know

[00:29:16] same problems the associations are reporting we can't find people good people uh geez even

[00:29:22] Home Depot is put their hat in the ring to they've got a whole professional development

[00:29:28] program that they've developed to develop to get new blood into the you know trades right

[00:29:34] by the way i just saw an interesting report that uh the first time in forever that vocational

[00:29:43] training for frontline workers blue collar healthcare and that includes trades and construction

[00:29:48] and healthcare right uh enrollment is sort of like edging in on four-year degrees right you know

[00:29:56] kids are going like you know and i can go into these roles and make a great living and do a cool

[00:30:03] job and find meaning in my work so we're starting to see the public uh awareness that's been going

[00:30:14] on for a long time it's starting to pay off oh yeah that's ron and i had to discuss in the other day

[00:30:19] about being a master plumber or master electrician because like you have a job for life yeah you know

[00:30:25] you just i mean the the beginning of it is hard yes but that's the true of any career yeah um

[00:30:32] i got two questions $50,000 a year out of probably out of trade school you know i mean i i didn't

[00:30:37] make $50,000 a year out of college right no because you and you owe to another $100,000

[00:30:46] for college but it's a separate issue for a separate day when when you have the opportunity to show

[00:30:54] the software to someone a demo etc what's your favorite part like you crack it open for the

[00:31:01] family they've never seen it they don't know what you're you know their prospect of course yeah

[00:31:06] what's what's your favorite part well my favorite part is all the talent but i showed this to a

[00:31:13] contractor commercial contractor just like an hour before this call and i showed him another one

[00:31:17] of my clients you know pipelines and they had a bunch of jobs and there was like hundreds and

[00:31:21] hundreds of applicants in each one of their pipelines in 20 to 45 days right so right

[00:31:28] boom look at what we can do right you know in terms of attracting people to your job now

[00:31:34] most people say you know if you bring me 300 people i'd kill you and i'd say well you're crazy

[00:31:38] because that's how many you need to fill the role probably that's right you know can we make it a

[00:31:43] little easier for you to manage but no it's really showing them all the different tools that

[00:31:46] we talked to these assessment tools like we get to page two we post the job page two is like

[00:31:52] here are like six different things that you can leverage tools you can do to leverage to evaluate

[00:31:58] those people to make sure you get the best hire and showing them hey you can do this you can use

[00:32:04] assessments you can automate references video interviews here's your candidate scorecard

[00:32:09] here's your interview guides to hold your hiring managers accountable to following the best

[00:32:14] practices and you know i tell HR people this the only one thing you do is don't ever let a hiring

[00:32:22] manager make a hiring decision without filling out a can of school and defending their scores

[00:32:27] and if you just add that one thing into your process everything will be better for you i love it

[00:32:34] ryan you got one i you know what i i i think i'm actually good here i i love what we're

[00:32:40] talking i know you got one to close with i do what are questions that you wish customer or prospects

[00:32:48] asked you so you're schooling people now and remember the audience loves this stuff because

[00:32:55] this is how they learn yeah so what are the questions that you wish if you could script it

[00:33:01] you wish custom prospects would ask you how do i perfect hiring how do i make a repeatable

[00:33:08] hiring process that produces high performers you know more often than not i don't know i'd love to

[00:33:15] talk about that it's a pretty good that's a pretty good question yeah because because it also assumes

[00:33:20] some things that they want they know maybe it's broken maybe what they've tried doesn't work

[00:33:25] but they want something that's optimal yeah and optimize at the highest level yeah they care

[00:33:31] about quality results and care and they and if they don't care they're probably not a good

[00:33:35] prospect for you yeah exactly this has been fantastic flutcher thank you so much

[00:33:40] for carving out time for us in the audience this has just been great