Creating a Talent Collective with Natalie Stones

[00:00:00] Yo Chad, what if I told you there's a platform that could completely revolutionize your

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[00:00:10] Yeah, I'd call a bullshit.

[00:00:11] Well it's not bullshit with AI for jobs powered by our friends at this way global.

[00:00:17] Okay, I'm listening.

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[00:00:46] It's like having a candidate sourcing magic wand.

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[00:01:18] Let's wrap this shit up.

[00:01:19] I'm hungry.

[00:01:20] Listen up kids revolutionize your hiring process today by jumping over to this way global.com

[00:01:27] and checking out AI for jobs where you can learn more about how to leverage AI for your

[00:01:33] recruiting instead of just writing poems and grocery lists.

[00:01:37] That is this way global dot com.

[00:01:41] We out.

[00:01:42] Hi, it's your kids.

[00:01:45] Lock the doors.

[00:01:46] You're listening to HR's most dangerous podcast Chad Soash and Joel Cheesman are here to

[00:01:51] punch the recruiting industry right where hers.

[00:01:55] Complete with breaking news, brush opinion and loads of snot.

[00:01:58] Bottle up boys and girls.

[00:02:00] It's on for the Chad and cheese podcast.

[00:02:03] Oh yeah what's up everybody it is Bob Hopes favorite podcast aka the Chad and cheese podcast

[00:02:12] I'm your co host Joel Cheesman joined as always the Woodstock to my snoopy Chad Soash's

[00:02:17] in the house.

[00:02:19] We are live at TA week at the qualify booth and we're getting to welcome.

[00:02:24] Natalie stones there's an asset in like rolling stone founder at talent collective.

[00:02:30] Natalie, welcome to the podcast.

[00:02:32] Thank you so much.

[00:02:33] Good morning.

[00:02:34] So good morning a lot of our listeners don't know who you are what give us a Twitter bio

[00:02:38] about what makes Natalie tick well what makes me tick is talent acquisition.

[00:02:43] I'll stop it.

[00:02:44] I breathe it.

[00:02:45] We want poetry reading we want walks on the behind tasting is definitely oh there it is.

[00:02:50] Okay, red or white red okay there we go.

[00:02:53] Love me some Pinot noir I live in San Francisco Napa one country.

[00:02:58] Nothing but I am a woman in recruiting I've been doing it for about 20 years both agency

[00:03:06] side and in house corporate recruiting head of talent roles and now I run a community for

[00:03:12] women and I do fractional recruiting and I get to do what I want what I want.

[00:03:18] I get to do what I want.

[00:03:19] And that's how I want it.

[00:03:21] She doesn't want a song from the 90s somewhere in there.

[00:03:23] You said Twitter bio like what can I fit in that short amount of time?

[00:03:26] What you just did so you're good that's very good.

[00:03:28] That's very good.

[00:03:29] So let's talk about that.

[00:03:30] So in recruiting and now you have built this community you're building this community.

[00:03:36] Yes not built you've got much to do right.

[00:03:40] How did you go from one to the next how do you go from recruiting corporate recruiting

[00:03:45] to building a community and why give me the why first why did you think this was necessary

[00:03:49] for what you why.

[00:03:50] Two very specific reasons I don't know how crass I can be on this or bed where of course

[00:03:56] the news is you want to be we're like the two live crew of recruiting podcasts.

[00:04:01] Number one I was so fucking tired of being laid off in the past three years I was laid

[00:04:06] off twice and I was like man like how this economy is just getting worse and worse and

[00:04:11] worse.

[00:04:12] I need a community I need more people to connect with that are in T.A.

[00:04:14] Hopefully that will help me find my next job.

[00:04:16] I couldn't find the right conferences to go to where I didn't feel like okay T.A.

[00:04:21] He's just a subset of HR.

[00:04:24] So everybody says LinkedIn's the answer.

[00:04:26] LinkedIn's not the answer.

[00:04:27] I don't use LinkedIn anymore.

[00:04:30] Okay.

[00:04:31] Actually use recruit bot right behind us here so a little plug for recruit bot.

[00:04:35] So we wanted to create something that didn't exist for ourselves opportunities to network

[00:04:39] get back out there post covid.

[00:04:41] We wanted programming that was very hyper specific to recruiting recruiting operations

[00:04:47] we wanted to geek out about it all day and then we wanted to create more mentorship opportunities

[00:04:51] and ways for people to collaborate so you say we you mean women yes my two co founders

[00:04:56] and I we were very passionate about it but we created it specifically for women yes women

[00:05:01] plus so those who identify.

[00:05:04] But the second reason we started it is because there's so many freaking communities out

[00:05:08] there that are ran by men no offense we love them.

[00:05:11] They are our male allies they are a part of our community as speakers panelists contributors

[00:05:17] partners so they definitely play an important part in what we do but when you look at all

[00:05:23] of the other communities side by side I can't really find one that is what's the mission

[00:05:28] of the organization to empower advance and connect women in talent acquisition specifically.

[00:05:33] Okay.

[00:05:34] And we do that in the three different ways networking professional development and the mentorship

[00:05:40] and what's membership numbers what's the is there a threshold to get into the organization

[00:05:46] talk about that.

[00:05:47] We launched June of last year so we're in month seven in the Bay Area we started as kind

[00:05:52] of a beta test and we now are at a little over two seventy members globally with the

[00:05:58] most being in California right now because that's where we are and then the other half you

[00:06:01] know across the U.S. and we have since launched other local community San Francisco LA Seattle

[00:06:10] we have Orange County tomorrow and then I'll tell you about the other ones later but really

[00:06:14] the threshold there isn't it's just you're a woman and your entire acquisition and benefits

[00:06:21] so you get the opportunity to be a part of our circle platform bunch of resources partner

[00:06:25] discounts we have four to five workshops a month we have in-person networking events

[00:06:32] in-person speaker events we have our partner experiences like last night we hosted a TA

[00:06:38] leader dinner we have boardroom peer groups and we have mentorship programs and that's

[00:06:44] part of our like standard we call it our essential membership but we also have an executive

[00:06:48] level one so if you're a director level and above then you get kind of the amplified experiences

[00:06:55] different exclusive events that you get invited to so what if you're on the track to be one

[00:07:00] of those right because not everybody is a director not everybody but they could aspire to be that

[00:07:06] one day are there like tracks to be able to get there and I know you guys are really early

[00:07:11] yes we will do that thank you for the idea no we don't have formal tracks yet but as part of our

[00:07:18] essential membership we have recruiting coordinators that are in their sorcerers and we make sure to

[00:07:23] curate the virtual experiences to make sure that it's content that could be relevant like throughout

[00:07:28] the month we want there to be a topic that is recops focus a staffing topic for our agency people

[00:07:34] something that's for more junior talent and then something that's just more of a generalist topic

[00:07:39] so no formal track but we try to make sure we have something for everybody okay so how are you guys

[00:07:45] monetizing to be able to feed this because this is going to take a lot of a lot of you to be able

[00:07:51] to get in our looking to be a 501c3 or another okay yeah we are um we're actually in the process of

[00:07:57] filing all of that right now um but early on we made a first time founder mistake and we started

[00:08:04] hosting our in-person events with like you know the light membership dues that we had

[00:08:10] every single time we were running negative so we're like okay we can't do this but we still need

[00:08:13] to have these experiences so we're monetizing by having partnerships with other recruiting

[00:08:18] technology companies um recruiting firms HR tech and so they help us cohost these events

[00:08:25] other things that we're going to do is we have a partner directory so any of these partners

[00:08:31] that want to be featured on our platform um they you know pay a cost to be on the platform

[00:08:36] uh-huh we also are co-writing content with people so mostly right now is like sponsors and partners

[00:08:43] and kind of content collaboration gotcha gotcha in the early days but more to come on that

[00:08:47] in terms of conversations that the group is having what's what's trending what's like the hot topics

[00:08:53] what's uh what do you think it is pay equity that's a trap question

[00:08:58] not touching whatsoever as a non-woman in recruiting what do you think it is

[00:09:04] um yeah you know pay equity is one yeah but it's actually not the most popular

[00:09:09] leadership positions i mean the eight part what is it like eight percent of fortune 500 companies

[00:09:14] have a female CEO i mean there are plenty of topics that we could talk about yeah it should be

[00:09:19] burning topics yeah which on the inside yes it goes what they all know which is gonna reveal them now

[00:09:25] yeah it's really like well okay number one yes it's like AI and recruiting everybody's you know

[00:09:32] in a frenzy about that what is it about which is great from a vendor standpoint because you can

[00:09:36] get a lot of vendors to be able to get into this community right and then again this is an

[00:09:41] educational scenario i mean this is good on both sides for vendors to be able to help educate but

[00:09:46] also for obviously you know the the community to learn the value for us in having these partners is

[00:09:52] less about the you know a financial donation it's about bringing the innovation to the community so

[00:09:57] that they are constantly in the know of like all the technology the innovation because not every

[00:10:03] tool is right for every company or stage or size or person and so having these innovative conversations

[00:10:09] and topics is big so AI is one at the leadership level they're talking more about like how do we

[00:10:16] strategically in the future higher back TA teams like will we ever need full time recruiting teams

[00:10:23] again or what about fractional fractional recruiting is a thing could there be a benefit to scaling

[00:10:29] up and down your recruiting team as you need it as your business grows seasonality so that's

[00:10:33] actually a big big one right now we sound like an RPO right now but we do also have talent refinery

[00:10:38] which is a fractional recruiting firm so you know a little plug for that on the side

[00:10:46] okay listener how can you help your employees become more productive if i have answers

[00:10:51] how about automating manual and repetitive tasks giving meaning to data then allowing that

[00:10:58] data to actually drive decisions and how about matching people to your jobs quicker well wait

[00:11:05] the chat and cheese has a new llm no cheeseman i'm talking about text kernel uh okay that makes more

[00:11:14] sense what i'm hearing is the groundbreaking concept of wait for it yeah simplicity seriously though

[00:11:23] text kernel cuts through the complexities like a tortilla chip through some hot nacho cheese

[00:11:29] oh my god really nacho references already anyways text kernel brings efficiency and productivity to

[00:11:35] your operations text kernel seamlessly unifies your tools and data to drive efficiencies

[00:11:43] and success text kernel is creating new opportunities for your recruitment journey

[00:11:50] kind of like adding guac to my barbacoa burrito oh my god how about extracting meaningful insights

[00:11:56] from data i mean that that's something swiftly matching people with jobs automating repetitive tasks

[00:12:04] who knew such advanced concepts were even possible in the land of human resources uh we did Chad

[00:12:13] we did dude wrap it up i'm a little hungry imagine that uh okay listener get ready to use

[00:12:19] today's tech to drive efficiencies and productivity visit text kernel dot com that's t-e-x-t-k-e-r-n-e-l dot

[00:12:30] com um nachos

[00:12:36] but other things yes pay equity is a very important one and another one i think we're just

[00:12:42] at the most basic level right now where just so many of our members are laid off because of the

[00:12:47] economy we're really talking about like how to create more opportunities for each other how to

[00:12:52] partner on roles um how to make introductions to get a role to pick up a project so a lot of it

[00:13:00] is about work and staying relevant as a recruiter right now yeah um but more will come the more that we

[00:13:06] have more female voices and passionate you know things that they're excited about talking about

[00:13:13] so i didn't i didn't answer your question but i'm going to tell you what i'm surprised that you

[00:13:17] didn't say in your answer Chad and i almost weakly at least monthly talk about the demise of

[00:13:24] of d i whether it's companies pulling back funding laying off leaders uh in the d i movement

[00:13:31] you didn't say any of that in terms of a concern with your members but what are your thoughts on

[00:13:37] you know the trend of me too black lives matter George Floyd we're going the right direction looks like

[00:13:43] we've backed up your thoughts so what we kind of see in recruiting is it was like this trend

[00:13:51] in this wave and then once everyone was doing it then how does anyone remain relevant with their d i

[00:13:58] initiatives without making it like a very specific thing that we're trying to put out there you know

[00:14:03] like having good perks and benefits and everybody's having the snacks and the you know the dogs at

[00:14:09] the office like everybody's now doing the same thing so how does anyone really diversify themselves

[00:14:14] as a d e i employer of choice so i think what you're seeing is a lot of companies now are

[00:14:21] if you aren't really going to make a concerted effort to continue to maintain d i initiatives or

[00:14:26] if you were just doing it as a trending initiative then stop don't do it anymore because then you're

[00:14:32] not being authentic with it and it's just becoming a thing to do because everyone else is doing it so

[00:14:38] i think that's why you see some companies backing up with it because they don't want to be out there

[00:14:44] as okay we're doing what everyone else is doing instead like let's just focus on d i initiatives

[00:14:50] that are important to us without having to make it a like marketing campaign type of thing so i

[00:14:55] don't think it's going away i think the buzz around it is demising a little bit because it became

[00:15:02] a very big marketing thing so to kind of like fight back a little bit on that one let's fight um

[00:15:08] before when there were marketing budgets right they were marketing budgets they weren't they weren't

[00:15:12] diversity budgets right you had cdOs that were put in place that had no staff they had no budget

[00:15:19] right now this is when people were focused on it quote unquote focused right to actually do the

[00:15:24] right thing which we all know was bullshit in many cases facebook spending millions of dollars and

[00:15:29] getting you know almost a bump at the end of the day if there's no pressure then nothing happens

[00:15:35] right so i i agree with you 100% there was a smoke screen out there for years that we called the

[00:15:41] e i yes and we put we put people in place that had no power they had no resources but the question is

[00:15:49] how do we how do we pivot into something that does matter it is meaningful without having an

[00:15:55] emphasis on it at all i think what we're seeing evolve from that is unbiased hiring right like how

[00:16:02] do we just unbiasedly consider all talent based on just purely skills and qualifications less on okay

[00:16:09] do these hires tick this box based on this diversity you know category so like in my last role

[00:16:16] we were an agency and we really focus on unbiased hiring but we would get a lot of clients that would

[00:16:21] say you know we only want to hire women so only send us panels of people that are women or a certain

[00:16:27] ethnicity so and so far and we said we don't do that because we kind of feel like that's reverse

[00:16:32] diversity well what about the other people that don't meet that category that are qualified for your

[00:16:37] role so instead we will go through an unbiased exercise will present you the right talent panel

[00:16:44] and you can choose who you want so i think what we're seeing more at least within our community is

[00:16:51] how do we just create an unbiased hiring experience that could help amplify diversity without

[00:16:57] focusing on like we need to get x more amount of whatever category that is i hope that answers your

[00:17:03] question it does but it's really hard because a lot of let's say for instance like females who want

[00:17:07] to be CEOs yeah they don't have the the standard requirements right so therefore they're not qualified

[00:17:14] because they're not getting the opportunity yes right and if you take a look at um if you take a

[00:17:19] look at some of the statistics to be able to get where we need to be with parity it's going to take

[00:17:23] 75 years do you think we have that long i don't so how do we hide i know i will be but at the end of

[00:17:30] the day how do we how do we make this happen without being too crazy reverse of discrimination

[00:17:37] discrimination whatever it is problem is we're not fixing what's been broke how do we how do we fix that

[00:17:43] and in your community i would yeah i would say could be a good cornerstone to some of this yes

[00:17:48] yeah i mean i think like you guys were saying you're trying to help amplify female voices so

[00:17:53] i can only speak to the female perspective but you know having allies and people that are not

[00:17:59] from our diverse category helping advocate for us and amplify our voices making the right

[00:18:04] introductions it's kind of the only best right answer that i have right now but we're trying to do

[00:18:09] everything we can to elevate the confidence level of women in in recruiting specifically trying to

[00:18:16] give them as much professional development opportunity to help them grow and then creating

[00:18:21] that mentorship so that maybe they're getting access to more of those connections so that's

[00:18:25] the only best solution that i have right now clearly no easy easy answer no if it was easy we

[00:18:31] would have this it already right yeah i'm gonna i'm gonna give you another one that i'm surprised

[00:18:35] you didn't bring up in terms of trending trending topic so the pandemic we know is an imbalance

[00:18:40] of stress on women which typically the burden of child care goes to them and the work from home

[00:18:48] movement seemed to be something that was a very big positive yeah for women to see more and more

[00:18:53] stories about return to office get back to work and not impacting women sort of in a in a

[00:18:59] negative way for sure is that being discussed your thoughts on work from home and companies that maybe

[00:19:05] don't consider run by man consider the impact on women in return to the office is that a topic

[00:19:10] that you guys discuss or have a opinion on it is and it's more like the the TA leaders trying to

[00:19:18] really have concerted conversations with their stakeholders in their companies to help them understand

[00:19:23] you know really good talent is going to be self accountable at home man woman otherwise and so why

[00:19:28] can't we continue to have work from home we do talk about you know the impact that it has on women

[00:19:34] specifically because myself and kristah we are single moms and we run two businesses and the way

[00:19:40] that we've created the opportunity for ourselves is creating our own business but not everybody can do

[00:19:45] that not everybody has the right access community support financial means whatever and so we really

[00:19:52] try to have conversations about like how do you advocate for yourself yeah um to push back and

[00:19:57] or not accept opportunities just purely because you know you like the company or whatnot but does

[00:20:02] that meet your your personal means um actually heard last night someone was telling me that there's

[00:20:09] this new I don't know if some movement but there's this new concept of both parents going part time

[00:20:15] like let's say you're not a single parent both parents working part time yeah so that no one is

[00:20:20] off-balanced on the burden of work or the burden of at home so they're trying to create these equal

[00:20:26] opportunities where instead of one person not working and losing one full salary how do we both

[00:20:32] work part time to support the family and support your career so it was like interesting try some

[00:20:37] stories week on the rise of part-time jobs yeah that maybe that's yeah I'll try working part time

[00:20:44] and living in San Diego you mean at the beach all time not to mention I mean you have I mean here

[00:20:51] in the US I think that's a little bit easier uh in Europe because they have healthcare um here

[00:20:57] the way it's it's tied to a full-time position right so I mean that's those are those are great ideas

[00:21:03] but again I think for some people who have the means to be able to do that they can do that

[00:21:08] but unfortunately the ones who can't it just they don't have the availability to keep our roof

[00:21:14] over their head food in their kids mouths so yeah the one thing that you know was part of that

[00:21:19] topic was then you do away with the entire daycare expense so that like helps that family save

[00:21:25] you know on the cost of that but kind of to finish answering your comment on that um what we

[00:21:31] actually are discussing the most is so many women want to be their own decision-makers they

[00:21:38] want to be their own bosses they want to like have creative control of the work that they do so

[00:21:43] so many of them in our community are becoming fractional like they just want to be solo

[00:21:47] prenears have a lifestyle business enough to kind of maintain the life that they want but still

[00:21:53] getting to pick and shoot like standing up their own business so they become their own boss yeah

[00:21:57] picking choosing the types of work that they work on yeah um and so they're kind of amplifying

[00:22:02] themselves by taking it into their own hands almost like it I mean gigs maybe you're working

[00:22:08] yeah you're you're working gigs yeah are you struggling to attract the talent you need today

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[00:23:02] today curious about we're here at Tee Week we're in the exhibit hall and there are a lot of companies

[00:23:08] on the vendor side who preach unbiased recruiting you see sites like fairy godboss or in her site

[00:23:14] that are specifically for women you mentioned quitting LinkedIn so feel free to expand upon that but

[00:23:20] what our vendors in your perspective getting it right are they moving in the right direction or is a

[00:23:25] lot a lot of false promises that you're seeing I think vendors are getting it right I think where the

[00:23:35] hesitation is is actually on the user because we are still in an era where there's a variety of

[00:23:41] different generations that are used to hiring a certain way please email me over the resumes I want

[00:23:46] to look at the resumes and then they you know scroll the bottom to see when did they graduate or the gaps

[00:23:51] or whatever and so while the vendors are doing great job to kind of create the unbiased user experience

[00:23:58] I think there's still a lot of resistance to it and so there's not as much adoption as we would hope

[00:24:04] because they still you know their brain their muscle memory is still wired to like I want to see it

[00:24:09] all I want to know who this candidate is and then they make their biased impressions I think you

[00:24:14] take a look at the tech stocks that are being built today and I would say in the very near future

[00:24:19] they're not going to have that opportunity the amount of scale that we see today with regards to

[00:24:24] the amount of people who can apply and then the the new apply bots that are out there they're

[00:24:29] there have to be technologies that go ahead and filter out according to the requirements of the

[00:24:35] job right and then and then allow that recruiter at some point to actually have access but what I mean

[00:24:41] yeah so hopefully we're getting past that and how and not to mention a lot of those recruiters who

[00:24:47] been doing the old school 1990s way of recruiting they're not going to last they're they're

[00:24:53] going to be gone and the new breed will definitely take over not only based on like you know

[00:24:59] generationally they're gonna be working out of the workforce but they will also maybe not

[00:25:04] become as relevant to your point yeah I feel that same way about AI I don't think AI is going to

[00:25:10] replace recruiters but the recruiters that don't choose to adopt that into their effective processes

[00:25:16] yeah will become kind of dismal I'm sorry I tried to serve it up but LinkedIn what's up

[00:25:23] oh is it a why it's so damn expensive oh gosh you can't ever you can't ever get out of the

[00:25:30] contracts like why do I need to pay 25 I don't even know what it costs anymore for a license

[00:25:37] when I can like still kind of find these same people on my own so I mean I'll give another plug

[00:25:42] for a recruit bot I work on a free LinkedIn account I don't even have to use it they have all of

[00:25:48] the content that you can source in there the AI will then tee up additional candidates based on

[00:25:53] like how you're qualifying them I can then put them through my emails campaign there's a CRM

[00:26:00] piece and then I can status them with kind of the ATS like why do I never need to go outside I'm

[00:26:05] morally opposed to the death star there's that there's that there's that yeah pricing's a little

[00:26:12] less sexy but it is an answer that a lot of people give us Natalie thanks for hanging out with us

[00:26:18] today our listeners that want to know more about you in the organization where do you send them

[00:26:22] to talent collective doc community that's our website there you have it and that might be the

[00:26:26] first doc community on the podcast it was available so I took it we appreciate the community

[00:26:31] dot community all out okay dot coerce chat another one in the can progress baby we out thank you

[00:26:40] thank you for listening to what's it called a podcast the chat the cheese breend they talk about

[00:26:48] recruiting they talk about technology but most of all they talk about nothing just a lot of

[00:26:55] shout outs of people you don't even know and yet you're listening it's incredible and not one

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[00:27:11] word so weird any who we should have subscribed today on iTunes Spotify Google Play or wherever you

[00:27:20] listen to your podcasts that way you won't miss an episode and while you're at it visit www.chat cheese

[00:27:29] dot com just don't expect to find any recipes for grand cheese is so weird we out have you ever found

[00:27:39] yourself scrolling through financial news and wondering how does any of this affect me how can I

[00:27:43] read a major headline and truly understand what impact that has on not only my portfolio but my life

[00:27:49] well our goal on the podcast inside the street hosted by Wall Street analyst Celas shefrey

[00:27:53] partners is to provide public investors and young professionals with a deeper understanding of the

[00:27:58] mechanics that drive those major headlines and what better way to dive into these mechanics and

[00:28:03] hosting Wall Street analysts themselves to discuss the newest trends in finance first hand

[00:28:07] while on our show we bring you real perspectives from the front line hearing these analysts give

[00:28:12] commentary has made our listeners much more well versed on the financial markets this approach to

[00:28:17] discussion allows our listeners to engage in conversation with much more educated opinions and

[00:28:21] predictions so be sure to check out our show inside the street wherever you find your podcast