Liar, Liar!

[00:00:00] This week on our Crewman Flex, Shelley has always been an influencer.

[00:00:04] Now people are starting to take notice.

[00:00:06] Is TikTok vibe a fame worth it?

[00:00:09] We recap on the top recruitment trends for 2024.

[00:00:13] To your F with my dad and Shelley starts right now.

[00:00:17] Welcome to the Recruitment Flex with of the things that I'm going to call out to you, though, it's like the top 24 HR influencers to follow or to watch.

[00:01:43] So you better start posting more than once a year.

[00:01:46] You better start putting some thought leadership out there.

[00:02:46] normal occurrence usually when it comes to January. But I honestly did not expect it this year. Every time I log in, there's four or five people celebrating new jobs. Have you been seeing the same?

[00:02:53] I have. I have. And we're only like the third week of January. Here's the first thing I think of

[00:03:01] is if you're announcing you changed jobs in the next couple of months when it comes to employee movement. The other time that people are switching jobs quite a bit and maybe this is just in sales, but it's the last pay of January, which usually you're paid your commission for Q4 and any year end bonus.

[00:04:20] So we might start seeing quite a bit of that in mid February.

[00:04:24] Good connection.

[00:04:25] You're absolutely right. I have a family member who works in senior leadership at ServiceNow, and they're really a good company to work for. Really good company, just in terms of how they treat their internal employees. How about we highlight the top 10? So Bain & Company was at 4.8. Yeah. Nividia, 4. Like if you go through the list, that's the one thing that I can see. These companies are all doing very well financially, which is correlating to their employees thinking it's a great place to work.

[00:07:00] That is why Meta's no longer there.

[00:07:02] That's why Google's no longer there.

[00:07:04] It's not that they're doing bad financially,

[00:07:06] but a minute yet you start having a downturn quarterly numbers as a company. Like all of this cascade is down being like, oh, is it a great place to work? We've got all this pressure and then not in quarterly numbers, managers become way more intense. Senior leadership becomes way more intense. It's no longer fun. And if you think about the places that you've worked that you really enjoyed and why you really enjoyed it

[00:08:21] was you were doing really well as a company

[00:08:25] or as a department or something specifically showing her layoff where she received a little explanation from HR. So in the video, two HR representatives named Rosie and Dom informed Piach that she is being laid off for not meeting expectations despite her claims of high activity and positive feedback from her manager. So she

[00:09:40] challenged the reps to provide a genuine reason for her nice. Because the ego of a sales person is very delicate. And I think most sales managers know that, right? You don't want to deflate someone, but you

[00:11:02] need to get the message across. All she heard was all know and not her manager. I personally think that anytime that you're getting laid off, it has to come. Or at least your direct manager has to be on the call or face to face in my opinion. But you are right in the sense that there's a couple of warning signs when I'm listening and I don't think she realizes that. I think she is deeply flawed. So she did get fired for performance. But should they even mention performance in this particular case? Isn't it a lot easier just to let her go? I know in Canada, we rarely talk about performance when it comes to layoff because that opens

[00:13:43] up a whole other web of things.

[00:13:46] Were they inaccurate in doing that? because it's so embarrassing. I agree. So the CEO of CloudFlare, Matthew Prince, had a comment on it. So the video is painful for me to watch. Managers should always be involved. HR should be involved, but it shouldn't be outsourced to them, he wrote, no employee should ever actually be surprised

[00:15:00] they weren't performing.

[00:15:02] We don't always get it right.

[00:15:03] And sometimes under performing employees She's combative. She always thinks she's right. Sorry. And I may get canceled for this, but I saw her behavior as narcissistic. You will never tell her she's wrong. She will never back down. And that is the perfect opportunity to bring in two HR reps because you're never going

[00:16:20] to win.

[00:16:21] It would turn into a, but you said this, but you said this, but you said this.

[00:16:24] And I think that manager was probably savvy enough to a different type of work. Yeah, we'll see it recruiting in a couple of weeks. So that's her next pivot. Shelley, how about we jump to the tip of the week? Absolutely. Your tip of the week is brought to you by Plum. Plum knows that when people flourish, businesses thrive. Have they even read the job posting or the job description from when they first post it two months ago? Probably not. So really good. I'd highly encourage everyone. If you haven't developed one, then take a look at this. I think we have to go a little bit more in depth because it's so good.

[00:19:01] I recommend everyone to follow this gentleman.

[00:19:04] A.

[00:19:04] Giorno Herndman.

[00:19:06] He has a new one today.

[00:19:08] That's actually fantastic. same time zone. So no more midnight conference calls. How little you. Plus Latin America's growing tech ecosystem, strong educational institutions and a pool of skilled IT professionals make it the perfect region for recruiting talent. I have the perfect company that does this in companies name is Mitova. They have local experts who handle everything from

[00:20:23] recruiting to HR support.

[00:21:25] up, sitting down positions will slow down. Just to reiterate what a sitting down position is. So the laptop class as Elon and Andrew Flower describe it is basically us, is people

[00:21:33] that are working at a desk with their laptop sitting down. Obviously a lot of us have stand

[00:21:39] up desk, but you're still a sitting down employee, but it's certainly shone a light on the fact that whatever algorithms or AI you are using currently in your applicant tracking system or anything else in your tech stack,

[00:23:02] we're just more aware of it.

[00:23:04] I don't know, Serge.

[00:23:05] The trend is logical. into the tools that we leverage on a day-to-day basis. So I completely agree with that. Trend number seven is one that I want to bring up. It's one that we've been talking a lot for many years. So employers must highlight their social responsibility footprint to attract Gen Z. I don't agree with this one. And I'll tell you why I don't agree.

[00:24:20] If you're looking at a lot of the employee value propositions

[00:24:23] out there, one of the things that every consultant will tell

[00:24:26] you, talk about social responsibility. So I think we think about this way too much in an economy and a labor market that was 2022, 2021, absolutely, because everyone was competing for the same talent. I'm seeing this is going to drop. What's your thoughts here? So I was immediately reminded of another study that came out in the fall that was for new

[00:25:45] grads, university new grads. Can you imagine your dad or my dad being like, did you choose to go work there because they cared about this subject or this particular social justice type of top? They didn't care. They just wanted to feed their family, right? But we're not in the same space. Obviously the labor market is different than it was then,

[00:27:00] but if we do head into a labor market that's

[00:27:04] a little bit more challenging and I think we're seeing it,

[00:27:06] especially with entry-level talent, and that organization treats them the same way as they do everyone else. I completely agree. I think this is where D&I is going. So trend number nine, AI will become the job coach of the future, exposing employer branding consistencies. I 100% agree with this. I think a lot of what's being said about your organization and you need to get in there. You can't just sit back and go, ah, you know what, sour grapes, because AI will be able to get that information for job seekers and they'll decide whether or not you're a good company to work for.

[00:29:43] There's that, but there's also just the aspect of,

[00:29:45] hey, resume writing. day. And so I see this as being huge this year. I think organizations have figured out that joining a job fair with the purpose of please go to our website and apply is just a terrible experience all the way around. Whereas now you can advertise events, have people come and hire people, interview

[00:31:02] them right there, have them registered, get them screened, but I still think it's a bad idea. So that's my first idea. Jopters are a bad idea, yes. I agree. Yes. But I think hiring events are a great idea. So Shelley, one of the things that I also saw recently on X is a recruiter talking about revoking a job offer.

[00:32:21] And there was an interesting article by Susan Lucas, the evil HR lady talking a little

[00:32:26] bit more in depth. offers and needed some time to think. Is it far-fetched for a candidate to have multiple offers and needs time to think? Of course not. Is it a red flag when you tell the recruiter and hiring manager you have nothing else going on? Would a separate offer then come out with this info out of nowhere? Basically, the person came back after they got the offer and saying they

[00:33:41] were concerning multiple offers. And because of that, the recruiter revoked the offer.

[00:34:44] completely contradictory. It to me is a clear indicator of dishonesty.

[00:34:51] Interesting. I did not expect you to have that opinion. And I disagree with that opinion because there's a couple of things. Let's face it. Are you going to tell me every hiring manager they're

[00:34:55] doing an interview when they're saying it's a great place to work? They really think that?

[00:34:59] And the same for the candidate. The system is about the power that the employer has is be like, oh, no, I'm working with multiple companies. Do you think that they move that candidate forward? Because now there's a risk that if you move them forward, they won't take your job. Like it's crazy for a job seeker being like, no, I'm interviewing with five

[00:36:21] different companies.

[00:36:23] You're going to get shut down.

[00:36:24] You're going to be eliminated from contention of that role when you go into it. Because a good recruiter is gonna say, okay, what are your other offers and with who? I just need to know, if you're at the final stage, then I can accelerate how quickly I can schedule interviews on my side. That's what's happening. And that's the only reason you're asking. Having competition for a candidate, especially top talent.

[00:37:41] Listen, if you wanna stay in the game,

[00:37:43] you need to keep pace or you will lose them.

[00:37:45] So you're not eliminated

[00:37:47] because you've got five other places you're interviewing. really compliant. Mmm, this is where our friends at RecText come in. They've created simple yet powerful text 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.