Summer's Here

[00:00:00] This week on the Recruitment Flex, Summers Here and We're Loving It! It's getting harder to find a job in Canada. Skill-based hiring is not as close as we think. Plus, LinkedIn launches new AI tools. TRF with my dad, Shelly Starts, right now.

[00:00:22] Welcome to the Recruitment Flex with Serge and Shelly. I'm Serge. And I'm Shelly. And we talk all things recruitment starting right now. Bonjour and welcome to the Recruitment Flex. Shelly, it's a beautiful summer day. And we were just at a meeting and a great meeting.

[00:00:42] It's a client that I love. Yes. And I was just thinking I was driving back home and it's nice and warm. I had the window down a little bit. M&M's new song came on. So I was just bopping along. I was like, this is a vibe.

[00:00:58] It feels great. It feels great that Summers Here. We still don't have any water, but the weather has been phenomenal. Yes, praise be. And it's not too hot either. Like you're right. Like this is just gorgeous. I love this time of year. And there is hope though.

[00:01:16] I heard on a news report that we may have water back before July 5th. Honestly, so many of my flowers are just dead. I have a whole plan for that. So I've been able to keep my vegetation.

[00:01:30] I just haven't showered in two weeks and just used that water for the plants. Now I'm kidding. But I do love this time of the year. So my girls are done their preschool, then my oldest one is done school tomorrow.

[00:01:44] And it makes me go back to my childhood of these were such exciting days. And it's probably because I hated school. But like the last couple of days of school were just like the best days of the year. So it's cool to go back. I know.

[00:02:00] And you get to relive it through your kids. Yes, exactly. Yeah. Yeah. Love seeing their excitement. Sir, do you know this week as we're researching for the show? I saw some stuff that was so dumb. Oh my God. Was that an email so they send to you or?

[00:02:18] Was a post on LinkedIn. Catherine Dodd is a CEO entrepreneur. And this is the all time new low on LinkedIn. She posted herself sitting on the toilet with her laptop. And what she was trying to point out was that if you're an entrepreneur,

[00:02:38] you don't even have time to take a shit. So I'm going to bring my laptop with me and get someone to take a picture of me with my family. Yeah, we took a picture. I did see this. And I did not think about that.

[00:02:52] But who took that picture? Your husband? Can you imagine asking someone? Well, she's not really taking a shit, right? You know that. She's sitting on the toilet and her pants are down. Yes. Rounder ankles. You've got to assume this was again trying to create any type of content,

[00:03:11] right? Is that not a new low? Yes. You're reaching for content. You'll post anything. Oh my gosh. It just reeks of desperation. I thought it was very special. I guess I would compare it to the crying CEO in some ways or, I guess, in different dimensions.

[00:03:32] But it shows you, Shelley. Creating content is a really hard job. And on that note, we were on the podcast last week, but it just started airing this week with the realist recruiter, Joel Lulgge. So check that one out because he is the content creator of our space.

[00:03:51] I don't know how he does it because it seems every time I open Instagram, LinkedIn, TikTok, there is some Joel content. So Kudo's on him. Yeah. He does have a lot of content. Absolutely. Just please, Joel, no pictures of backwards. I know it's hard being an entrepreneur.

[00:04:12] I know. But that's just too much. That's crossing your line, right? Oh my god. You did not see the content plan that I was hoping for the podcast because when you see it, there's a couple of ones that it's not a toilet,

[00:04:26] but judging on that reaction, I might need to make some changes. OK, you go ahead and do that, please. Hey, Shelley, do you have an update on the WestJet mechanics we talked about last week? I see that in the notes too.

[00:04:40] No, I thought it was all solved, right? Yeah. I thought it was all solved. We know that WestJet made the airline mechanics an offer. What has happened though is that they rejected the offer and served strike notice again, and WestJet's locked them out. So things are tense.

[00:04:57] Things are really tense. And so they have until Friday. I understand the union has also rejected arbitration, which is a long, painful process. And I don't know anybody when you go into arbitration goes, boy, am I glad we did this? Yeah.

[00:05:15] Well, and I'm trying to figure out what makes sense here because they rejected a 35% wage increase. So I don't know what's warranted, so I have no judgment on that. But it does seem high being the conscious consumer I am.

[00:05:29] I'm like, oh, these flight tickets can't get any more expensive. So I hope they resolve this. Yes. If it goes to arbitration, it could be years. So as a recruiter, one of the things that we used to do is we would always have the newswire

[00:05:46] of when talks had broken down or they're going into arbitration. And their collective agreement renewal date was, say, it was January of 2023. So it's now a year later and they still haven't resolved it. As a recruiter, that's what you're looking for.

[00:06:03] Yeah. That's where you want to start recruiting. If it's still ongoing, that means they've not received an increase in wages because you can't until your collective agreement has been signed. I should have made that the tip of the week, Serge. You should have.

[00:06:19] OK, two tips of the week. So pro tip is watch for labor disruption for the skill sets that your organization needs. And those are the regions you start hitting heavy with your marketing. Do a job fair and target that city or area specifically. I love that tip.

[00:06:43] I'm curious, I have a question during this negotiation in case it goes to arbitration. Are they working during this time? Is it a strike? OK, they're fully working. OK. Yeah. So that means they've agreed that they can't agree

[00:06:56] and they are going to hire a labor arbitrator who is a very skilled negotiator. Their decision will be final. So rather than hiring lawyers, both parties agree that this one arbitrator's decision will be binding. And the people that do arbitration, there is a handful of them.

[00:07:18] Most of them are getting up there in years. And so trying to book an arbitrator in itself could take you better part of a year because they're in such high demand. They've usually got like a CPA designation. They're very skilled negotiators.

[00:07:36] But both sides agree that whatever the arbitrator decides, that's how it's going to be. It's like giving up control. You're at an impasse. Very interesting. So, Shelley, how about we jump into the news? All right. And we talked two weeks ago about where it seemed the economies

[00:07:55] both in Canada and the US were going and Canada seems to be struggling more, US in a better shape. Then we had the job numbers for Canada, but we didn't have a lot of details. I do have a lot more details today.

[00:08:09] There has been an overall decline in job postings or jobs that are advertised in Canada. We saw a decrease of 24,000, which is around 4%, bringing the total vacancies in Canada that are advertised to 648,000. It seems low. Like before I jump into the other stats, I don't know.

[00:08:33] I assume there'd be over a million job vacancies at any time. So it seems low, but if you look at the reduction, definitely this is pretty standard. Then if we dig in deeper to what sectors of the economy is struggling

[00:08:47] a little bit more, so sales and service occupation is down around 9%. Trades, transport and equipment operators. So this one is really surprising to me. It's down around 6%. And then if we look at education, law, social, community and government service down 5% and natural resources.

[00:09:07] So agriculture and related production occupations was down almost 11%. So a little bit surprising, Shelley, on the type of roles that we're seeing a decrease in the job vacancies. It's rare that you ever see sales. It's rare that you see trades.

[00:09:25] It's rare that you see education and rare you see natural resources. Do you think this is just a blip and this is just a statistical variation that should not be happening? What's your thoughts here? No, not at all.

[00:09:40] As a matter of fact, in our day job working with very large companies across Canada, this all makes sense when we think about trades, transport and equipment operators. So in the equipment operators category, this makes complete sense

[00:09:56] because there were a lot of projects that were supposed to go forward this spring that were deferred. Now we know this for a fact. We know that those projects were not canceled. They were deferred until the fall. I know we're going to see in this particular category, we're

[00:10:13] going to see a spike in Q3 and Q4. All's not lost. But this makes complete sense to me. Interesting. There is good news here though. The wage increase. So the average offered hourly wage for vacant positions rose 7.3% to 27, 25 and Q1 2024. That seems high too. I don't know.

[00:10:38] The other one looked low. This looks high. No, this is average hourly workers. And if you take sales, trades, education, law and natural resources and this is the average, that makes sense. That makes sense. It would seem low if you took out part time, hourly, seasonal

[00:10:58] and hospitality, which is not included in here. So that's evidence of what's missing. So these are fewer jobs for trades, transport and equipment operators. And those are highly paid jobs. Those are like $60 an hour jobs, even though they may be seasonal too. Right?

[00:11:18] Yeah, we've seen increases in interesting jobs. Not surprising like central control and process operators, aircraft assemblers and inspectors, processing, manufacturing, utilities, supervisors and operators and controllers. That has gone up pretty dramatically, which kind of ties into your tip of the week, right?

[00:11:38] Like these roles are, they're all in high demand. And considering we know that WestJet just offered a 35% increase in this category, aircraft inspectors or aircraft assemblers and slash inspectors. Those would be technicians. I would imagine you'd have to be a technician.

[00:11:57] They offered them 35% and they still said no. This category is already up 20%. There you go. Yeah. Shelly, what's your take on what's going on in the US? Yeah. So the US jobless claims fall to 238,000 from a 10 month high. So this is calculated a little bit differently.

[00:12:19] That is how many people are out of work. So this is actually telling the opposite story that employment is staying healthy in the US because people applying for unemployment benefits dropped by 5,000. The previous 10 month high was 243,000.

[00:12:39] What this says is that people are staying employed longer, which is very good news. Whereas on our side of the border, we're finding people are struggling to find work. Be really curious if we dug in deeper and I think we will.

[00:12:55] I'm actually having conversations with a couple of economists that we've had that were one that we've had in the show, one that we haven't. We need to figure out what's the real story between Canada and the US because their economies have been so closely linked. What's the saying?

[00:13:10] If the US sneezes, everyone catches a cold. That's usually in our case and they're doing well. They did in this article also report some good news where inflation has decreased in the US. Where in mid 2022, it was 9.1%, but it remains above the federal government's target of 2%.

[00:13:31] Which is the opposite of what just happened in Canada because we had an increase just recently two days ago month over month on inflation. So it's actually going out the other way for us. It's expensive to live in Canada. It is very expensive right now. Yes.

[00:13:49] I'll move on to our next article. Please. Canada has just announced this is by our Minister of Immigration, Refugee and Citizenship on June 21st announced a policy change and it improves fairness for applicants by ending, they called it flag polling.

[00:14:10] So essentially, if someone needed to renew their work permit, they would do the application process and then if you wanted, you could go cross a border, any border, come back into the country and get your work permit processed on the spot.

[00:14:28] So it is expediting the process, but you have to leave the country and re-enter. So to make it more fair, they have absolutely reduced this practice of flag polling because your jump in the line is essentially and for as long as I've been

[00:14:47] in recruitment, it's always been the case. So I think this is a really big deal, a really big deal and about time because it's not fair, not everyone can afford to leave the country and come back in and the risks of someone forgetting like one single document.

[00:15:08] So imagine you leave the country, you're missing a document, they can't let you back in. They will back in. They'll give you a temporary but it just increased cost, it increases administration, it puts a bottleneck on border crossing agents and it's just not fair

[00:15:25] that you can expedite yourself by doing this. So yes, this comes as of June 21st. What's your estimation of how many people do this actually? I mean, or how many workers are getting their work permit through this process? I think it's a pretty common process.

[00:15:44] I do. Would you guess more than half in people? Oh, more than half, I would think. More than half would take this route. Okay. The idea here is that it's encouraged that you do all this application process in Canada and wait your turn.

[00:16:03] It makes a lot of sense and that's why it takes forever to cross the border and now I get it, no probably not but I'm sure it has an effect, right? Just how many resources. Absolutely. It puts all the administrative burden on the border services agents.

[00:16:18] At the border. So I guess I'm happy to see this. I think it'll be great. Let's move on to the tip of the week, Shelley. Thank you. Your tip of the week is brought to you by Plum. Revolutionary workforce solutions provider Plum knows that when people

[00:16:37] flourish businesses thrive. Using science backed insights, their powerful new platform Plum Thrive can enhance all your talent decisions across the employee journey, making it possible to surface valuable skills, quantify job fit and analyze your organizational culture in one simple to use tool. Want to learn more?

[00:16:58] Visit Plum.io and discover all the ways Plum can help you thrive. So here's my tip of the week. When a hiring manager comes to you and wants you to post a job just to see what's out there, leave the job posted just in case somebody

[00:17:15] better might apply. We call it hiring manager FOMO. They're just afraid they're going to miss this spectacular ideal candidate. The tip of the week is just say no and explain the reasons why. First and foremost, unless you've got a plan for how you're going

[00:17:36] to handle applicants coming in, what you're essentially doing is posting fake jobs. The candidate experience is awful. No one ever gets back to them and it does cause reputational damage because most people apply thinking that they're qualified for the job.

[00:17:56] And if nobody ever gets back to them, it's terrible. It's a terrible experience all the way around. The other even better if you actually have developed a talent pipeline and you need a plan and you need a strategy and you need to educate everyone on what that means.

[00:18:16] So the tip of the week this week is just say no. That is a fantastic tip and when you're going through the list of why this is a horrible idea, there's a couple that popped in my head. One of them, it kills your stats as a TA manager.

[00:18:30] You're like, you're opening a role, you're not getting to the candidates, you're not filling the role. So it screws up all your stats internally. It's just a bad practice. That is a really small consideration and the big picture of thing, but

[00:18:45] the candidate experience of applying to your brand and never hearing back from you or getting no feedback, it's just so bad. Why do that? You think about just the experience of I need a job. You're looking at job boards. You're looking at different career sites.

[00:19:01] You apply for the job. You take your time. You put your best foot forward and crickets. How do you feel about that brand? And if you're a consumer brand, am I going to buy that stuff?

[00:19:14] If I had a negative experience applying to a job at your company, no, I won't. So I love that tip. We need the the kahoons to say no, but we can give an alternative when you say no, be like, but we can do this.

[00:19:29] So it looks like what you're trying to do is build a pipeline for this type of role when you're ready to hire. Guess what? I can help you with that. I guess that's my add on to the tip of the week. Thank you, Serge.

[00:19:44] Now I want to jump into the recruiting insights brought to you by Beethoven. Shelly, are you tired of the same old outsourcing woes? Well, say hello to nearshoring. It's like outsourcing, but closer and it won't make you pull your hair out.

[00:20:01] Picture this top notch IT talent from Latin American. Many Latin American IT professionals have strong English language skills and even live in the same time zone. So no more midnight conference calls. Hallelujah. Plus Latin America's growing tech ecosystem, strong educational institutions and a pool of skilled IT professionals

[00:20:24] make it the perfect region for recruiting talent. I have the perfect company that does this. The company's name is Metova. They have local experts who handle everything from recruiting to HR support. So why settle for the same old outsourcing blues

[00:20:41] when you can have the nearshoring party with Metova? Look them up at metova.com and let's get the fiesta started. What's the first recruiting insight, Shelly? So this is some research that was done regarding skills-based hiring. Yes, big topic this year.

[00:21:03] And the headline, the grabber was Gen Z sees skill-based hiring as their route to their dream job and to success. The belief that it's going to even the playing field. I believe it will.

[00:21:19] Skill-based hiring will even the playing field because it's not just where you went to school, your grades and what you did. This study said 82% of people age 25 to 34 prefer skill-based hiring. What concerns me is that they are going to forgo formal education or micro learning, micro training.

[00:21:48] And I believe they think this is like some sort of magic bullet because even if you use skill-based hiring at some point in the process, experience does come into play. You've got to look at the individuals that made it through whatever assessments you did

[00:22:05] to assess the skills because if you don't got it, you don't got it. This is not like they're just going to see my potential. It's like those candidates that apply for jobs that they're nowhere qualified for.

[00:22:16] They just believe you didn't really mean it when you said you've been five years of experience because my two years is so great that you're going to change the job description. Oh, and you're probably going to change the pay rate too.

[00:22:28] So it's just reflective of an age category, the Gen Z category in their lack of understanding the importance of having experience and yes skills. What are your thoughts here, Serge? You mentioned that the risk here is that the younger generation will forgo micro learnings

[00:22:51] or university, but I'm curious how do they tie in if they want skill-based hiring, then you need skills. Right? They're going to test you on skills of some type. Here is my concern and I think the headline really grabbed me.

[00:23:06] Gen ZC, skill-based hiring as their route to dream job success in 2024. I don't think candidates have a clue of what the reality is in recruitment and corporate HR. There is not a lot of organizations that are doing any type of skill-based hiring and obviously

[00:23:25] we've worked with some that do it, we've worked with vendors that work with clients and there is a fair amount. It's gaining traction but it's still a minute part of how hiring is done. It hasn't changed that dramatically.

[00:23:39] The only thing that's really changed as far as you apply online, but how resumes are going through, it's HR, it's a person at the other side that's looking at your resume and in a world that you're getting maybe 500 resumes for a job, there's a chance that

[00:23:56] you're not going to get a callback. It's such a small minority of companies that are doing skill assessment, soft skills, hard skills and to your point, Shelley, you do need those skills. So you need to go learn those skills if university is not your route.

[00:24:14] You better be micro-learning and taking every course and every certification that you can. If you don't have that, you're kind of screwed but it's a tough labor market. Shelley, I love what you're saying. Get your skills.

[00:24:26] You know how I feel about university but I rather you do that than nothing at all. There's still tons of value doing that. But do you agree, Shelley? Do job seekers think that most organizations have changed to skill-based hiring and they're only going to look at the skills?

[00:24:42] Do you think that's your reality or this is just a very small survey sample? I think it's not telling the whole story. I don't think anybody's disagreeing that hiring based on skills versus the traditional whatever you wrote on your resume and how well you interviewed.

[00:25:00] That is the way it's been done for 100 years. Let's just say 100 years. The skill-based hiring, there's no disagreement. You're more likely to get a job you're better suited for if the company tests for skills.

[00:25:16] But listen, if you don't have them, you're not going to get your dream job. If you don't have the skills and I know you're absolutely right, everyone wants to get there but it is not as easy as it sounds. No, it's just made your shift.

[00:25:34] You don't just plug in some magical tool and now we're just going to do it differently. No, I agree with that. And talking about tools and technology, I want to jump into the next recruiting insight. Actually, it's not a tool or technology.

[00:25:50] It's a company that is very famous right now, NVIDIA. I think we've all heard of them. I think they're the second or third biggest company in the world now. We're a trillion dollars. So think about the prestige of working for a brand like that.

[00:26:06] And let's put ourselves in the shoes of a talent acquisition professional. It's not really that hard to recruit for NVIDIA, Google, any of the fangs, like any of the major companies, they're extremely well known.

[00:26:19] But you get a lot more applicants to go through and your BS meter goes up as a recruiter. There was an interesting article where an ex-NVIDIA recruiter, Stephanie Frakoal, who's also worked at Google, NVIDIA and Samsung.

[00:26:35] So she has a pretty good sense of what it is to work at those companies that attract a lot of candidates. And she gave some feedback to candidates of what a company like NVIDIA, but I think every recruiter and every company should expect.

[00:26:50] First of all, you should be prepared for your interview. She calls out that there is a large percentage of candidates that came into the interview at NVIDIA not prepared. And you might be listening thinking as a recruiter, being like, well, they probably applied to multiple places

[00:27:10] and it's okay if they weren't prepared. No, your standards should be coming to an interview. You should be prepared. And imagine that job seekers, Shelly, showing up at an interview in NVIDIA and not being prepared? Like how stupid is that? Yeah.

[00:27:29] But then other quick advice that she put in there and I agree with all of it, overconfidence. A lot of people are showing up at NVIDIA and are overconfident in their approach. And I think they forget the level of competition that they're dealing with.

[00:27:46] There is thousands, if not hundreds of thousands that apply to NVIDIA every year. Shelly, I saw your eyes light up when I said overconfident. What's your take there? I believe the overconfidence is a couple of things. First of all, they're usually parroting what they've heard in the press.

[00:28:04] Rather than researching the company, its competitors, I think most importantly, the position. They come in thinking, I just landed an interview at NVIDIA. And the overconfidence is also, I think, a pretty common or more common than we realize because there's this belief

[00:28:24] that if you want to land this job, you've got to come in and know everything. Rather than being super prepared, being authentic, which was another one of her recommendations, was be authentic during the interview. And if you're genuinely interested, then you've done the research, who their competitors are,

[00:28:44] maybe what their business challenges are. The other great piece of advice here was the importance of practice and rehearsing what you're going to say. How you represent your work history, not just what was written on your resume. Obviously, you're in the door. And I think recruiters, good recruiters,

[00:29:03] senior recruiters know that when someone's projecting this overconfidence, it usually turns out to be the worst hire. Where they believe they've got all the skills or they're going to skate their way through this or phone it in.

[00:29:16] But I think that's the term she used was they just phone it in. Yeah. No, I love the advice on the rehearsal of how you answer the questions. Because you know what to expect for the majority of the types of questions you're going to get.

[00:29:28] Why not practice it? You might figure out you're saying something that might sound dumb. And I've done this before where I practiced in front of my wife and my wife is brutally honest, which is what I love about her. But she'll tell me no. Don't say that.

[00:29:43] You sound like a creep. I don't know if she said that, but I'm sure there's been some cases of that. Well, I don't think for us search, even in the podcast, when we have rehearsed and gone through the topics, it shows. It shows. Like we do the research.

[00:29:59] We read the articles and the studies. And it works. It works. So I guess if you're going to apply at one of the top brands in the world or any brand, you should be prepared as a job seeker on the flip side as a talent acquisition person.

[00:30:16] You should have high expectations. You should expect your candidates to be prepared. I want to jump into the next recruiting insight, Shelly, because we saw this when we were in LinkedIn a month ago

[00:30:28] where they really launched and showcase what was coming out with LinkedIn recruiter to the agency network. And I was really blown away. I was blown away by a couple of things.

[00:30:37] I was blown away that I wasn't using LinkedIn recruiter the right way for the longest amount of time because what I was familiar and what I used in the past, just basic keyword searching, right, was one, then I even went old school when I first started recruiting.

[00:30:55] And I'm sure you're a Boolean pro. All I had to do and all you have to do now is write it as a prompt as you would on chat GPT. That's the best approach recommended by LinkedIn. Go specific, talk like you normally do. Don't worry about keywords.

[00:31:13] An example of that is, hey, I'm looking for a mechanical engineer in Calgary. Be great if he had worked at this particular company, but also look if there's people with that type of experience in this market and bring to me those

[00:31:31] candidates. And it does it almost to a T. So they've officially launched this and they launch a couple of other AI tools that I thought was pretty cool. One of them is the AI assisted messages in mail that are basically tailored to each

[00:31:47] candidate based on their profile. That's an interesting approach, right? What they found the data is pretty good. These message have a 40% higher set this rates compared to non AI assisted messages. When I first saw that Shelley, I thought it was bullshit.

[00:32:05] I'm like, there's no way that AI messages are getting better responses than a real authentic message from someone. What I did not take to an account was how shitty the non AI generated messages were. As people, we're not very good at writing these types of

[00:32:28] messages and it shows. I guess it makes sense and the better AI gets, the more personalized and real or authentic it feels. A couple of other tools. So LinkedIn recruiter now includes job description writing tool and a natural language search feature simplifying the search

[00:32:48] process for recruiters. This is exactly what it was talking and how you're looking for jobs. So you don't have to use your Boolean search strings anymore, even though I know a lot of

[00:32:58] old school sources that will never move away from it. So the reason I'm bringing this up is we have a lot of recruiters that listen and LinkedIn recruiter is a tool that

[00:33:09] a lot of us have used or are using. So anything that makes our day a little bit easier, I think LinkedIn does a good job here. I agree. So yes, now using just natural language to ask

[00:33:26] questions or prompts. What was interesting though, Serge, was LinkedIn also said that they weren't going to take away Boolean search string capability because it's fairly ingrained. If you'd ever in the past gone through the LinkedIn recruiter seat training,

[00:33:43] even the online training, they hammered home for more than 10 years. The importance of tailoring each candidate message, read the candidates profile and tailor the message. So no matter how many times they bonked you over the head with the baseball bat and said, you've got to make it

[00:34:02] specific to something on their profile. So anyone who was already doing that got these sort of acceptance rates. But now it's automated. So finally, they got the message. You can tell us

[00:34:15] a million more times and we're still not going to do it. I've got 100 in-mails and I'm just going to blast this out for my two jobs. 50 each. They're all getting the same message and see what sticks. Round of applause for LinkedIn for finally getting the message that we're

[00:34:32] never going to do it. So do it for us. I agree. I think a lot of recruiters to your point knew that this was the right approach, but they figured it'd just be easier to send 100 messages

[00:34:44] that are exactly the same with a template. It didn't work. So it doesn't work. It doesn't work. Please leverage it. If you have LinkedIn recruiter, let them write the message. I think it'll be better even though I think we're going to become desensitized by AI message and not

[00:35:00] open them. But for now it works. So let's see. Keep using it for now. Can I make just one more comment about AI on LinkedIn? It's something that's just been bugging

[00:35:10] me. So I just need to put it out there. In my news feed, there'll be a post or an article and there's three or four prompts along the bottom that are so dumb going right back to the

[00:35:25] top of the show. Like dumb stuff. There's an article and it says, what's the most interesting thing about working at NVIDIA? Oh my God, please. If you're going to comment on a news feed or somebody's post, don't use the prompts. They are so bad.

[00:35:45] You know, while you were talking, I was just looking at because something that came out, I think two weeks ago, you know when you get notifications then also you get like my network

[00:35:54] and when you click on the my network, it gives you the grow and catch up. All the time you think you have a new connection request or something because you're always getting that notification.

[00:36:08] But you open it and it's like, it's catch up. I'm looking at mine BT celebrated their birthday today. It just creates so much more noise that I really don't like it. But I've noticed they must have changed something because the growing catch up is there,

[00:36:25] but I'm not getting as many notifications. Did you notice that? No, my network never noticed any of it. Okay, I have a question too. On your app, do you have the video feed now?

[00:36:38] Oh, yeah, it's basically a TikTok looking feed, but it's pretty bad overall. It's just like sales commercials that I'm seeing. I don't have it online. Nope. You don't have it? Okay. No, not yet. Oh, I had the LinkedIn beta. So LinkedIn must think

[00:36:59] highly of me. Oh, yes, you're an influencer. Oh, there you go. All right, Shelley on that note. That's it for this week. Go out enjoy the sun. Yeah. Thanks, sirs. Au revoir. Shelley, let's face it. Texting candidates is the easiest way to hire quicker today,

[00:37:27] but your cell phone doesn't connect to your ATS. You're sharing your personal number with strangers. That's pretty scary, right, Shelley? And it's not even legally compliant. This is where our friends at Rectex come in. They've created simple yet powerful text

[00:37:42] recruiting software that works with your ATS plus it's designed by recruiters for recruiters. So you know it works. To learn more and book a demo, visit www.rectxt.com, mention the recruitment flex and get 10% off annual plans.