Chatbot Gone Wrong

[00:00:00] Sweet other KumaFlex, Air Canada blames the chatbot.

[00:00:04] If your hiring process has more than three interviews,

[00:00:08] you're doing it wrong.

[00:00:09] And how many recruiters should your team have?

[00:00:13] Dira, with my dad and Shelly starts right now.

[00:00:16] ["Surg and Shelly," by The Bachelorette plays in the background.]

[00:00:22] Welcome to the Recruitment Flex with Serge and Shelly.

[00:00:25] I'm Serge.

[00:00:26] And I'm that it's all TA people and all recruiters. We're rather irreverent.

[00:01:40] Like we're not the straight laced prim and proper.

[00:01:43] No.

[00:01:44] And so when you're just around your people, you kind of let loose.

[00:01:47] No, I love this group. a webinar like that. I've never seen someone just bring so much intensity over a screen. So Torin Ellis, amazing job. This is going to be available to everyone very shortly on our YouTube channel CareerBeacons. You definitely have to go in and listen to that one.

[00:04:23] You know sometimes Shelley I spend some time on the internet and a little bit of TikTok, presentation. Here's the brief that she was given. Create an in-app experience for a new product integrating the existing app and flagship products. And they even linked their design system and font family to use. And on top of that, she had to book a one-hour Zoom interview call where she went through her presentation and she didn't even get the job now you've crossed the line. Because if you're asking for somebody's intellectual property, you're looking for free work, free ideas. It's such a bad look. It's terrible. It makes me crazy. It is a really bad look and I don't know much about this Calgary employer, but looking at this lady's example,

[00:05:43] I think one of the things that I found goes just like this. It's when you audition, you actually have to sign a waiver because you're presenting original material as part of your audition. And you actually sign a waiver that whatever you do for your audition is now the property of SNL.

[00:07:03] Even though you may or may not get the job. So you know what?

[00:07:04] If you're auditioning for the backstory, Moffat booked a flight from Vancouver to Toronto following his grandmother's debt and was incorrectly advised by the airline's chatbot that he person that goes and says something, you're held accountable to it. What's your take here, Shelly? I thought this was a great example of what can happen.

[00:09:43] I remember you posed the question last week or the week before when we were talking to refund policy at all. Like I was embarrassed for Air Canada. It's just such a bad look. Oh my gosh. It was not a common for airlines. Like airlines have a pretty strong reputation of just being the worst. And Air Canada is not the exception from that.

[00:11:00] So I am not like really surprised, but I agree.

[00:11:04] It's horrible customer service just for them to fight it so long too.

[00:12:08] Absolutely. On to some other news. So RecFest, RecFest UK, of course, is in July. RecFest US is coming back in September 12th and 13th to Nashville and their headline partner, drum

[00:12:16] roll please, it's Indeed. Yeah, it's Indeed. Indeed was completely absent from RecFest

[00:12:23] the last two years, but now they're taking the headline. So what do it. And for us, specifically in TA, there's nothing else like it. No. It's just not. No. There's not for knowledge dropping, trend, and just a really good time. So onto a more serious piece of news search. It's something I wanted to share with the audience. Not that people are going to find this riveting

[00:13:41] or keeping them up at night.

[00:13:43] But I did want to share something.

[00:13:45] The CRA, this is pretty cool for her because the tax difference between Alberta and Nova Scotia of cash. So this is potentially a major change for a lot of job seekers and employers out there. So thanks for calling that out. You're welcome. Do we want to do the tip of the week? Yeah, we got a theme happening here, but let's start with the important part first. And that is the tip of the week is brought to you by Plum.

[00:16:22] Plum knows that when people flourish, businesses thrive.

[00:17:27] Two, there's low trust in the organization. Three, they have a blame culture. Four, decisions are made by committee. Good thing to know going in.

[00:17:33] And five, the power to kill a deal or are brought to you by our friends at Metova. Shelly, are you tired of the same old outsourcing woes?

[00:19:01] Well, say hello to nearsh research. It's focused in the

[00:20:22] US but I think it applies completely to Canada and one in operations. To stay pretty steady across the board, obviously until you got to the point of 20,000 employees or more. Organizations with 5,000 to 10,000

[00:21:40] employees they had on average 10 recruiters. an organization? You know, what it didn't tweeze out was what were the industries?

[00:23:00] It did say 457 organizations.

[00:23:04] Maybe that's, I think, the fault thousand and three thousand, depending on your industry, because that's the caveat here, is depending on what it is your company does. And are you in growth mode? Because the other, as you say, can air in the coal mine, is if you're going the other way, that's one of the

[00:24:23] first roles it's going to get sliced. Yeah, I think this will help us if you. Have say 5000 employees you should have three people working in recruitment operations.

[00:25:42] In an ideal shelly do you want to. If you don't have the money and you don't have a LinkedIn recruiter seat that will tell you or you don't know how to use analytics properly, it is the cheap and dirty way to find out if I fire this person, how hard will it be to replace them? True story. I know this happens. They have no intention of hiring, but it's going to quickly give you a sense of who's out there, right? Larger applicant pool, new grads, or early career. But they just assume that a candidate is desperate for any job and will accept any offer. This makes me sick and it just pisses me off because if you've been asked what's your salary range, they agreed, you proceeded through the call that person 30 days later and you say, so was the job what you thought it was gonna be and they go, no, it's not. And is it a misrepresentation? Did they advertise it wrong? Why would a company do that? I don't know why, other than they wanna secure good talent

[00:29:44] for a job that they don't really have.

[00:29:47] So it's not your imagination. the company. This is one of my mission for the next couple of years is can we start talking like humans and the ability to do that is actually going to make you differentiate yourself in the process, right? Start sharing the true behaviors of the company. Talk a little bit about the harsh realities of what can be fixed. People know, like we've all worked at a lot

[00:31:03] of different companies, right? We know no fix. Okay. And we're hoping maybe... What is the fix? Well, technology may help us. I think it's the standardization of the process. If recruiters are given tools, proper tools, you wouldn't post a fake job because technology can help us, but we're not using it correctly. Sorry, I'll get off my soapbox here. Call out. Call out. Is there better answer, Serge? I like your answer better. You're right. Go read the robot proof recruiter because if everyone just realizes there's human beings on the other end of that screen and she's got some great advice and very practical things

[00:33:45] that as tell an acquisition we can do.

[00:33:47] Good answer.

[00:33:48] Yeah. Shelley, let's face it, texting candidates is the easiest way to hire quicker today. But your cell phone doesn't connect to your ATS. You're sharing your personal number with strangers. It's pretty scary, right, Shelley? And it's not even legally compliant. This is where our friends at Rec. Techs come in.

[00:35:00] They've created simple yet powerful text recruiting software that works with your ATS.