Replaced with an App

[00:00:00] This week on The Recruitment Flex, should real estate agents be replaced with an app? NASA

[00:00:07] can't compete with SpaceX on pay. That's probably a good thing. There's no need for

[00:00:14] glass tour users to panic. Plus, time to welcome boomerang employees, tear

[00:00:19] up with my dad and Shelley start right now.

[00:00:29] Welcome to The Recruitment Flex with Serge and Shelley, I'm Serge.

[00:00:33] And I'm Shelley, and we talk all things recruitment starting right now.

[00:00:41] Bonjour and welcome to The Recruitment Flex, Shelley. How you doing?

[00:00:46] Doing really good. I'm actually taking some time off. I know. I was

[00:00:50] of course. Yeah, I am because I'm booking interviews and stuff.

[00:00:55] Actually, I'm on vacation. We've been doing this for four years, Shelley.

[00:00:59] I've never seen you actually do a vacation at your staying local. It's pretty rare.

[00:01:04] Yes. Yes. I'm actually really excited about it even though I'm not going anywhere

[00:01:09] sexier, glamorous. But my favorite auntie is coming up from Fort Knox, Kentucky.

[00:01:17] So she's coming up to visit. She's not been to Canada in 10 years.

[00:01:22] Kentucky? I don't think I've ever met anyone from Kentucky. She's going to find

[00:01:26] it a culture shock here especially if we still have snow on the ground which we do right now.

[00:01:31] I know. I've been sending her pictures.

[00:01:34] And I'm like, don't worry. It'll all be gone by next Wednesday.

[00:01:37] So I hope you had fun with your auntie. I know. And I'm glad that you're taking some time off.

[00:01:43] Are you still going to host or should I find another host for those couple of weeks?

[00:01:47] We've got it covered. We've got it covered. Her plane doesn't come in till noon and we'll record

[00:01:51] a little bit earlier. That is right. Shelley, one thing that I've noticed recently,

[00:01:57] I don't know if you've seen the same on LinkedIn. I spend a lot of time there. And I'm seeing a lot

[00:02:02] influencers having their posts what I call hijacked. So people putting random messages,

[00:02:08] promoting their company. And recently I've seen that recruiters are just going in the comments

[00:02:13] and putting, I have these roles to hire. And happened to us last week where someone just hijacked

[00:02:19] one of our recruitment flex posts and basically put some random roles that I don't even know where

[00:02:26] they're at. And like, does this work? What is this strategy seems crazy? And like, Shelley,

[00:02:32] I've noticed that this has been happening from companies commenting on our posts and it's obviously

[00:02:37] AI because it's not even close to the highlights of what we posted. What is going on? It must work if

[00:02:45] people are doing this or just another way to spam. Well, I saw Mr. Barry Beckner. Don't know who

[00:02:52] you're calling him out. Barry Beckner. Anybody can go look at our post and see that Barry Beckner,

[00:02:58] a recruiter from God knows where the middle of nowhere USA decided to post his job ad which is

[00:03:06] so badly done. Clearly a hijack. And clearly something that he believes is a strategy. So hey,

[00:03:13] Barry, what's up? What the hell? And I don't think it's a bot surge. No, no, this case is not a bot.

[00:03:20] I don't think it's AI. I think it is somebody and I bet if you asked him, he would think he's

[00:03:25] doing us a favor. That somehow he's bringing us more traffic because he's so popular. Yeah.

[00:03:32] No idea. It's so weird to see it in the comments. Well, and things is what gives staffing a bad

[00:03:42] reputation. There's no strategy. It's just like pump everything out put in front of everyone and hope

[00:03:48] someone sees it and wants to apply for the job. It's not strategic. I'm like, he's probably trying

[00:03:54] to figure out LinkedIn. Someone told him that this is a hack that you can use so he's trying it.

[00:04:00] I don't think he came up with this like in the picture. He looks like he's 72. So

[00:04:06] I don't know. It's a good, it's probably the best picture he has of himself. Honestly,

[00:04:10] yeah. Yeah. No, the best analogy is this surge. It's equivalent to hiring a helicopter

[00:04:17] with a thousand loose leaf pieces of paper to drop over the parking lot at Chinook Mall on a

[00:04:24] Saturday and hope that flyer lands on the windshield of somebody who is a cybersecurity software

[00:04:30] specialist. That's the strategy here, Barry. Listen, why don't you just hire yourself a helicopter

[00:04:36] and drop pamphlets? I think that helicopter ID is a way better ID. I think that would work

[00:04:42] way more like it's a recruitment flex account. We get decent traffic on it, but it's not like

[00:04:47] millions of people, right? Like you're not hitting a massive audience. So whatever don't care, but

[00:04:55] if you're a recruiter and you're doing this, it's pretty stupid. And when I see it, I'm like,

[00:05:00] I'm supposed to. But on the other side of just fantastic, Matt Alder, our friend at recruiting

[00:05:08] future one of the best if not the best podcast in this industry, he is celebrating his 600 episode.

[00:05:19] 600 episode is insane. Anyone that does podcast saying knows how much work that he has put in. So

[00:05:26] congratulations, Matt. Well, deserve keep doing what you're doing because we love your podcast.

[00:05:31] And if you're listening and you haven't heard of it, recruiting future based in UK, Matt has

[00:05:37] the best accent like I just could listen to him talk all day. So congratulations, Matt. Yeah.

[00:05:43] And he does it solo. He does. Everyone else in the podcast world were paired up, right? Yeah.

[00:05:49] And I tried and cheesed. There's a few other solos, but they're not as consistent as Matt

[00:05:55] Alder. And you're right. He has a lovely accent. So congratulations for me as well, Matt.

[00:06:01] Is that you're really encouraging because there is some weeks. I'm like, what are we going to

[00:06:05] talk about again? And it shows that we have at least 300 more episodes of content if he could do it.

[00:06:13] Yeah, I guess it's good news and add in. Yes. Michelle, let's jump into the news.

[00:06:20] All right. Here in Canada, federal minimum wage is going up to $17.30 an hour as of April 1st.

[00:06:29] So the government of Canada introduced a federal minimum wage in 2021. And they actually set out

[00:06:36] a schedule of what it was going to increase and when because in 2022, the federal minimum wage was

[00:06:42] 1555. And in 23, it went to 1665. And now it's $17.30. Do you know what the minimum wage in the US is?

[00:06:54] It's shocking. Can I guess? I'm going to guess. Yeah, just guess. My guess is that this is the

[00:07:01] federal minimum wage, not state by state because it's different every state. So apples to apples,

[00:07:06] I believe it's somewhere around $7. Federal ding ding ding ding. $7.25. And just to your point,

[00:07:16] Shelley, I think there is a federal minimum wage, but there's also provincial and provincial can be

[00:07:22] a little bit lower. This is for any federally regulated company or the federal government, right?

[00:07:28] But on average, I don't think there's a province in Canada that is under $15 right now.

[00:07:34] So massive difference between the US $7.25 and $17 is the difference.

[00:07:41] Absolutely crazy to me. And $17. Let's put in context. And all fairness are costs of living here

[00:07:48] in Canada is higher than the US, but that's a huge difference. How do you live on $7.25?

[00:07:54] How do you live on $17 an hour in this current economy? I don't know how anyone does it,

[00:08:00] but I'm glad we're putting in minimums that actually kind of makes sense in my opinion.

[00:08:07] Can I just add one thing? Because I think I know how people are surviving

[00:08:11] and that really explains what we reported on last week about gig workers and fiber and

[00:08:16] upwork. But even more so when we look at the gig economy, I watched a YouTube short yesterday

[00:08:23] where a financial advisor is doing one-on-ones. Now and I don't know if this true,

[00:08:30] but if you're an Uber Eats driver or skip the dishes driver and you hustle,

[00:08:35] you can make 80,000 a year. But you got to hustle. Like this is not a maybe don't feel like it today,

[00:08:43] but these are drivers that really hustle. Take the peak hours, they're always available.

[00:08:50] They've made it their full-time job. I think one day we have to have a discussion. We won't do it today,

[00:08:55] but on the hold Uber Eats, skip the dishes, door dash, that whole business to me is

[00:09:02] absolutely crazy paying $40 for a smoothie to get delivered to your houses. If you shut the

[00:09:07] munchies, they'll do it. Oh of course they'll do it. It coincides with the legalization of cannabis.

[00:09:14] Smart because we don't want you to drive. If you've got the munchies paying $40 for a slurpee and

[00:09:20] a hot dog, you know what? They'll do it. No, well I see it. I see my neighbor ordering door dash

[00:09:28] every night and I'm just like man that must get crazy expensive. And I get it like making food

[00:09:35] and everything takes time. And if you're using that time to do something more productive, yes,

[00:09:41] but in general if you're eating door dash all the time is crazy expensive. And there is someone

[00:09:48] that I know that I always saw eat door dash and I'm like dude let's log into your door dash account

[00:09:54] or skip the dishes. And in two and a half years he had ordered skip the dishes 300 times.

[00:10:04] 300 times and just over two years you're basically paying double for the same amount of food

[00:10:11] and then you're tipping. That whole world doesn't make any sense to me but that's a topic for

[00:10:16] a different day. Topic I do want to talk about pretty interesting. Thank you. Is the real estate

[00:10:23] changes in the US? And how that could potentially impact what's going to happen here in Canada?

[00:10:30] Obviously the laws are different. But Shelley, before I go into context I want to give you maybe

[00:10:35] a little bit of my own personal thoughts on the whole real estate thing and this is where real estate

[00:10:42] agents have been the type of job that I'm like why have we replaced this with an app? You would think

[00:10:47] this is the perfect industry to disrupt because all the fundamentals around it are there right?

[00:10:54] The challenges of doing a real estate transaction is the paperwork but can't that be automated or at

[00:11:01] least given in a format that anyone can use like I see no reason why not. But the amount

[00:11:08] of money that you pay to a real estate agent just feels like a crime. So what they have done

[00:11:15] in the US is to decouple commissions for buyer and seller agents potentially leading to more buyers

[00:11:21] acting as their own agents and negotiations and commission rates becoming more flexible.

[00:11:27] Say the real estate commission is 6%. 3% would be going to the sellers agent and then 3%

[00:11:35] would be going to the buyers agent, right? And this was paid on the purchase of the house and

[00:11:41] it was paid by the seller. Always the seller got on the seller. So now that buyer commission

[00:11:49] they have to negotiate their own fee with a real estate agent. It's no longer split in between

[00:11:56] its decouple, they're not associated so I can now personally choose no I'm not going to use an

[00:12:02] agent or if I am going to use an agent and be like hey agent I'm going to pay you 0.5% of the

[00:12:08] transaction because now it is coming out of my pocket as in the past it was coming out of the

[00:12:14] seller. So major change and I'm just trying to put in perspective what is the value right?

[00:12:21] I can look on MLS, I can call and book my own viewings. Why would I pay potentially

[00:12:29] thousands of dollars to a real estate agent just seems completely crazy to me? I just don't feel

[00:12:36] they're bringing that value but like Shelley what's your thoughts here? I think it's going to have

[00:12:42] a huge impact because when you look at the real estate profession it is very common knowledge 80%

[00:12:51] of people who go into real estate do not make enough money to live on. There is a top 20%

[00:12:58] who do and they make a very good living and they're well established in their profession.

[00:13:05] I think what's going to happen is it is going to choke off the supply of anyone coming into the

[00:13:11] industry. Most people that I have ever met that are just getting in the real estate game

[00:13:18] have dollar signs in their eyes because they know that if they sell a house for $700,000 the

[00:13:25] realtor commission is 25,000 so 12,000 five goes to me right? So when you think about how much work

[00:13:32] you have to do even in my regular day-to-day job it's a huge amount of work for me to close a

[00:13:40] piece of business worth $25,000. In your pocket like 25 bucks? Yeah. In my pocket. Yeah. Mind you they

[00:13:46] only get 12,500 whatever what's going to happen is they're going to find fewer and fewer people will

[00:13:52] enter the profession of real estate. Will it go the way the Dodo bird you're absolutely right surge?

[00:13:58] You can idiot proof on an app that will walk somebody through how to list what to include,

[00:14:05] what not to include. What's important? How do arrange an inspection? How do arrange for condo

[00:14:12] documentation review because it's all spelled out like it really is so incredibly well-defined.

[00:14:20] It's really well-defined. So I love what you're saying. I think this is an industry that deserves

[00:14:26] to be disrupted. Yeah. For me to take a $25,000 reduction because they're negotiating the price too.

[00:14:34] They're setting the price. They're telling you based on this and this here's what we should list it for.

[00:14:40] And it's in their best interest not mine. No. The interests are not aligned. This is where I've had

[00:14:47] an issue with real estate for a long time. I'm on TikTok often and I found the gentleman called

[00:14:55] the older millennial explaining how I feel about real estate agents in that whole industry really well.

[00:15:02] Can we play? It's around two minutes. All right, let's play.

[00:15:07] I want to know what do you guys think realtors should be paid? Zero fucking dollars because being a

[00:15:11] realtor shouldn't even be a job anymore. I don't understand how we don't have a fucking app for this

[00:15:16] already. Like here if you're an app designer let me give you a billion dollar idea and just create

[00:15:20] an app where you can choose to be a buyer or a seller. And from that point the app takes you step by

[00:15:25] step through the process. Let's say you're a buyer, you go into the app put the area code that you

[00:15:29] want to buy a house in and everybody who's uploaded a seller on that platform shows up in that area

[00:15:35] and then the app hand walks you through the process and like I follow the bouncing ball type of format

[00:15:40] and instead of the current process of putting it in offer where you write an offer give it to your agent

[00:15:45] that agent then takes it to the sellers agent. The sellers agent then takes that to the sellers.

[00:15:49] The sellers then have a counter proposal which goes to their agent which then goes from that agent

[00:15:53] to your agent and then your agent goes and tells it to you and then you do that process over and over

[00:15:57] again until you all agree on something. How about I just put my offer in the app? You put a counter

[00:16:02] proposal and we go back and forth on that until we decide on a price and in there there are options for

[00:16:07] you pay my closing fees, you pay my inspection fee, you just add in all those little options so you can

[00:16:12] do that back and forth with the actual seller. Then once you've agreed to purchase the homes why don't

[00:16:16] you have a partnership with a company like eForms which can just draw you up a contract and put all your

[00:16:21] info in where it's supposed to be. Then you have a partnership with DocuSign so you can sign everything on

[00:16:25] the app, just have a step-by-step guide of what each side needs to do like the buyer is going to need

[00:16:30] to get an inspection within five days. Why not just have the app tell them they have to do that and

[00:16:35] then give them the local inspectors in their area so they can just directly contact them to do the

[00:16:40] inspection and then if one of these purchases gets too complicated you have it where they can hire

[00:16:44] real estate attorneys through the app. Guys simply do not fucking understand why realtors still a job.

[00:16:50] I certainly don't understand why they would be paid three to six percent of the cost of the home,

[00:16:54] everything a realtor does can be replaced in an app, everything. You could even set up the app so

[00:16:58] that it opens door locks on homes you're trying to door like you could do everything in an app that

[00:17:04] could cost $4.99 and that's $4.99 not $499 or the 4,000 or 15,000 your realtors trying to charge you.

[00:17:13] Do you understand the average cost of a home in the US right now is $400,000 means at best you're

[00:17:17] going to be paying $12,000 to a real estate agent and at worst you could be paying around 25 grand

[00:17:23] all for what because they took the time to learn the process that you can look up yourself all because

[00:17:27] they're doing something that should already be a fucking app. And here's the thing if you want real

[00:17:30] tor's to continue to be a job here so they should be paid they should have an hourly rate they should

[00:17:34] have to provide evidence of the hours they're working on my behalf simple as that if you want to make

[00:17:39] money do the actual work to earn it. So Shelley bang on right he's kind of cute

[00:17:48] yeah no I just think you just like look yeah exactly he looks like your type right but

[00:17:54] it's really nice I agree with his points completely and I think he's articulated how I feel about

[00:18:00] this whole industry in so many ways and like how do people end up in real estate?

[00:18:05] I know I investigated when I was younger and like seeing all these like fancy sports card

[00:18:11] do I'm like this seems like a really good gig then I realize you have to deal with people on a

[00:18:16] daily basis on their schedule and there's no way I'd like to do that. It's not for everybody. No

[00:18:24] real estate agents watch out that your days are numbered in my opinion in the US and it's coming

[00:18:30] to happen naturally search yeah because people will realize going in that there's not the big

[00:18:35] dollars I think that's why people do it and when you do anything just for the money

[00:18:40] it fizzles out pretty quick. I agree. So Shelley do you want to talk a little bit about SpaceX versus

[00:18:48] NASA? Yes really fun article I spotted it on HR grapevine where it talked about NASA versus SpaceX

[00:18:58] and NASA is winding and complaining that they can't compete with industry because the starting

[00:19:06] wage for an engineer at NASA is about 55,000 and SpaceX is paying 95 kind of no contest. So the

[00:19:16] salary comparison is one thing the industry growth is another and I love this article because

[00:19:22] what it really sang to me was if you want to work for a super intense guy Elon Musk

[00:19:30] who is going to get things done at a pace and do things at a fraction of the cost versus

[00:19:38] somebody who wants to work for a bloated federally owned and politically charged group like NASA.

[00:19:45] Right take your pick like it's a no-brainer this is employer brand at its best take the salary

[00:19:52] off the table because somebody who wants the safety and security of working for NASA

[00:19:58] okay then you'll work for half price that's what I got from it. Yeah it's interesting because

[00:20:05] I never considered that the salaries in NASA would be that much lower than what they are at

[00:20:11] SpaceX but that raises the question why are they competing in this industry like if there is a private

[00:20:20] operator that can do this at one tenth of the cost and actually execute and be successful doing it

[00:20:28] why is the government doing this? There's a lot of times that government institutions are created

[00:20:32] because there's no one in the private enterprise that could actually do it and he wasn't

[00:20:38] financially viable for a company to start building spaceships when NASA did so they created

[00:20:44] the industry but now it's time just to step aside and the reason I'm saying to step aside

[00:20:50] I'll give you the example. So NASA their heavy lift rocket called a space launch system has cost over

[00:20:58] $21.2 billion dollars right in 10 years of them building this and they still don't have

[00:21:04] a test trial there's still been no rocket up in the air compared to SpaceX so their heavy lift

[00:21:10] rocket which is the Falcon Heavy has a total seven landings under its belt and test flights that

[00:21:17] blown up not on purpose but they knew it was a high likelihood the cost of that has been between

[00:21:24] US 500 and 750 million it just shows the efficiency and the ability to get things done which a true

[00:21:34] entrepreneur like Elon Musk and we're not arguing about what Elon Musk says or does but as a

[00:21:41] pure entrepreneur he has been able to be way more efficient than government and to your point

[00:21:47] employment brand do you want to go work for an asshole like he is an asshole he's almost impossible

[00:21:55] to work for the intensity of the environment is there but you're actually getting things done

[00:22:01] and rockets are going up in the air and you're getting paid more because of it but it's not

[00:22:06] for everyone if you want to go in a safe space NASA is great you're just going to pay less no really

[00:22:13] good article Shelley let's dive into the tip of the week. Your tip of the week is brought to

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[00:22:44] discover more at plum.io so my tip of the week is us recruiters interviewing for a recruiter role

[00:22:52] we are held to a higher standard and we should be we're insiders and if you recruit and interview

[00:22:58] people for a living we are expecting you to ace the interview and showing up means being prepared

[00:23:05] researching the company and having thoughtful and insightful questions for hiring managers

[00:23:11] I always say that you can learn more about a candidate by the questions that they ask you so here's

[00:23:18] my tip of the week it's the best question to ask when it comes your turn to ask the hiring managers

[00:23:24] or the team here's the question if it were three months from now how would you know you've hired

[00:23:30] the right person what have they done in the role that you are so proud of your hiring decision

[00:23:37] and then stop talking and let them answer that's my tip of the week there is a lot of recruiters

[00:23:45] looking for jobs to good news so Shelley as I've been seeing like I'm linked in and I've

[00:23:50] fair amount of the ones that I know getting jobs in recruitment so there might be an upside but

[00:23:56] you're right let's jump into the recruiting insights brought to you by our friends at mit hova

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[00:25:03] alright Shelley this has been everywhere it's the recent changes at glass door i'm not

[00:25:10] exactly sure it changes but here is what's caused a little bit of a panic so glass door known for

[00:25:16] allowing anonymous employee reviews to started adding real names to user profiles without consent

[00:25:24] glass doors acquisition of fish bowl a professional networking app requiring identity verification

[00:25:30] change its term of service to necessitate user verification so basically what happened here

[00:25:36] is they've been merging the glass door in a fish bowl accounts together creating a profile name

[00:25:43] so in the past when you're adding your glass door review they still verify you right you need

[00:25:49] to put your email address of where you were do you need to be able to verify that you actually

[00:25:55] worked there did they ask you for your name and any additional information no in general they

[00:26:03] did not fish bowl does require that information and now they've merged that together the challenge

[00:26:09] in where i think this is god in way overblown is people have the assumption now that suddenly all

[00:26:15] the reviews that they put their names are going to be associated with and that is just not the case

[00:26:21] from everything i'm reading your reviews are still completely anonymous this is a nothing burger to

[00:26:27] me i don't think it's a big deal but it's definitely causing a lot of i guess concern

[00:26:34] nothing burger no i've had a glass door profile for so long i really had to challenge my memory banks

[00:26:48] to think about when i first registered and built a profile

[00:26:52] now i swear i did have to give them my name because if i'm going to provide a review for my employer

[00:27:00] how else would they validate that i actually worked there like you can't log in with a

[00:27:05] nothing burger one two three at gmail.com and start hacking and burning down employers that you've

[00:27:14] never worked for so i do remember building a profile because it has stuck with me ever since that

[00:27:20] there had to be some way to validate now have you been on fishbowl search have you have you

[00:27:26] okay yeah so on fishbowl it has your first name and your initial or whatever yeah so to participate in

[00:27:33] these groups you have to show that you've got interest in say HR management or recruitment or

[00:27:40] whatever right so you're opting into a group and then you can chime in and provide advice

[00:27:46] or what have you i don't see another way to do it because otherwise it just could be some random

[00:27:53] right providing advice it's not like i can see you commenting on a fishbowl thread and i'm going

[00:28:01] to naturally draw the conclusion that was you that left a bad review over at and max.com

[00:28:08] you are right but it only asked your email address and never asked your name your last name or

[00:28:13] anything like that the address had to be verified from what i remember but that's it the other factor

[00:28:20] is like how relevant is glass door anymore and we won't argue at point why not i would actually

[00:28:29] challenge you to say that in some industry sectors glass door reviews are super relevant

[00:28:37] and they're on the upswing yeah your propaganda doesn't work with me is definitely not there's

[00:28:43] no relevancy the glass door is replaced by take talk when it comes to people going out there and

[00:28:49] sharing your real feelings and i just don't see the relevance of last group you know what that's a

[00:28:55] really excellent point i think there is a certain demographic that will stay loyal to glass door

[00:29:01] and it's part of the job-seeker journey you just want to validate is this rant on tick-tock

[00:29:06] valid and then you go look at their reviews on various sites and it's kind of a consistent theme

[00:29:12] i think it'll stay part of the journey of somebody who's top talent wanting to change jobs or

[00:29:20] considering making a move good point i am full of those shally let's move on to the next

[00:29:28] recruiting insight okay you know me in my reports yeah you love reports so i found a wonderful

[00:29:36] report here this is the global trends of 2024 report which is 6,000 T.A. leaders from around the

[00:29:46] world and it's an extensive report so i cherry pick the things that i think i'm interested in i think

[00:29:53] our audience is interested in successful workplaces in 2024 this is just again more data supporting

[00:30:00] that skills-based hiring is on the upswing and artificial intelligence so i just wanted to speak

[00:30:06] to those couple of topics because this survey 96% of respondents like this a huge number it's

[00:30:15] staggering said that they are now looking at candidates ability to learn new skills while assessing

[00:30:22] their skills that transfer to new responsibilities as roles evolve over time so how do you do that

[00:30:30] how do you determine not just their current skills but their ability to learn new skills

[00:30:36] that is the secret sauce and being able to identify transferable skills that encourage employees

[00:30:43] pursue roles that they may have otherwise not a thought about so the trend that we're seeing is

[00:30:51] that companies are starting to look inside first who are those potentials and the measurement of

[00:30:59] potential is are you trainable do you have what it takes to learn new skills as part of their

[00:31:07] assessment so i thought that was super super industry on this topic the other thing i really liked was

[00:31:13] 65% currently use skill assessments specifically to determine somebody's potential

[00:31:21] hmm i love shelly that you did not mention who the report was written by but let's give them credit

[00:31:29] it's higher view it's a really good report because you're right it has six thousand talent acquisition

[00:31:35] leaders which is a great sample size i want to talk about the last point you had as far as the

[00:31:41] identifying transferable skills it's like going back to the 80s 70s 50s that's how companies used

[00:31:50] to hire and promote people most of the roles were not external they were all internal to get a new

[00:31:59] role you'd start at the bottom develop your skills get promoted go in different roles that's how

[00:32:04] corporate work right overall and that's why people stayed in company for a really long time because

[00:32:10] there was a natural progression the job boards change all of that and i'm not saying this as a

[00:32:16] negative as you know i'm a job board guy but it did change because the options that are out there

[00:32:21] for its candidates companies start thinking well it's easier just to hire someone with the skill

[00:32:27] which was never how we did it for centuries we basically hired a person groomed them train them

[00:32:35] gave them the skills and then put them in those roles and the new junior people would come in and

[00:32:42] start the same journey obviously the world the economy there's been a global transformation as far

[00:32:47] as like how we work that's changed it as well but i love that we're thinking about this again that hey

[00:32:54] yeah maybe this person doesn't have that specific skills that were not trained but look they have

[00:33:01] this and this and we can train them they have the institutional knowledge they know how to make

[00:33:06] their way through a company to go to the right person there's so many advantages of doing that

[00:33:11] so i'm glad they called that out definitely good to go back in history sometimes everything that's old

[00:33:18] is new again yes what a perfect segue shelly because i want to talk about boomerang employees

[00:33:27] there's a really cool article that you shared here tonight it's not something i even considered

[00:33:32] because during the 2021-2022 we were love bombing a whole lot the market was extremely hot companies

[00:33:43] were recruiting like crazy and we were throwing all this money into your earlier point if you're

[00:33:49] just taking the job for the money you're going to burn out at one particular point or it's not

[00:33:54] going to be as green then you have all these companies advertising that they're the greatest place to

[00:33:59] work then you start working there and month in you're like oh shit i got do and i think that's

[00:34:07] what's happened so to give you an idea of what that looks like employees who return to their

[00:34:12] former employer after having previously left her position as increased by around thirding percent

[00:34:19] following the pandemic and the great resignation i think the sector does increase by far the most

[00:34:25] is sectors with high seasonalities such as accommodations and food and services and retail

[00:34:32] not surprised by this i think we're seeing a lot more of this that got attracted by

[00:34:39] tons of opportunities more money thinking this is going to be something different i want to change my

[00:34:44] life i'm going to take this job then quickly realizing hey maybe i was better off at the company

[00:34:50] they treated me well they paid me fairly i knew the people what's your take here shelly all of the

[00:34:56] above and i want to also add what was super cool about this study is they talked about when yeah

[00:35:03] so i know you said like a month in you realize oh the grass is in greener but how long do you stay

[00:35:10] yeah before you start romanticizing about your last employer and so this study answer that question

[00:35:16] is that half of them returned within two years of leaving and this is across all sectors so what

[00:35:23] is super interesting is prior to covid the boomerang a factor those that returned to a former employer

[00:35:31] hovered somewhere around two and a half percent and now in 2024 it is closer to 3.5 percent i know

[00:35:39] that's a big one percentage but when you look at the overall job market that is huge and yes

[00:35:47] there's an incredible spike of those people that left maybe the hourly or hospitality or seasonal

[00:35:53] workers yeah but they did track it all the way up to five years like you go and work somewhere else

[00:36:00] for up to five years and then come back shelly i think this goes to the point in thinking about

[00:36:07] how recruiters can take advantage of this and one of the things that i always focused on when

[00:36:13] I was leaving talent acquisition was creating a nalandai network right like a way to keep connected

[00:36:20] to these people formally or informally and obviously the better the workplace you were

[00:36:27] the more likelihood that you want to join that alumni and that you're happy that you worked there

[00:36:33] i still attend events for companies that i worked for 10 years ago because i'm still part of their

[00:36:40] facebook group and different things that i've been involved in what a great way to keep them engaged

[00:36:46] and when that time comes the recruiter reaching out being like hey if you're ever open like don't

[00:36:52] hesitate to reach out it's a great way to recruit people in my opinion it is because usually the

[00:36:57] reason you left isn't there anymore exactly exactly that's such a good point yes because it's usually

[00:37:04] the leader that you had that was holding you down and there's not there anymore would i go back oh my

[00:37:09] god i had such a good time such a good time did so many amazing things but you know what sometimes going

[00:37:17] backwards isn't a good thing yeah oh no and it's not always right but even if you don't hire i still

[00:37:24] think it's very valuable for you to stay connected with your employees that've been there before so

[00:37:29] i i don't think there's any harm in a alumni type network yeah all right shelly we've covered a lot

[00:37:36] again a couple things coming up we've got some hiring branch events coming up that we haven't locked

[00:37:41] in the day but it's coming an event with our friends at plumb in Toronto that were excited what's

[00:37:47] the date again shelly no second yes and it's gonna be like enviable seriously yes can you imagine being

[00:37:56] invited out with all of your peers these are all people that are thought leaders and at a very

[00:38:05] senior level in talent acquisition and that's who's on the list and then teague tackin washington dc

[00:38:14] in june and myself and shelly will be emcees for the event so please do get your ticket if you

[00:38:22] haven't i know they're running really tight right now they're almost sold out so go get your

[00:38:26] tickets quickly as possible on that note shelly have a fantastic weekend enjoy easter thank you good

[00:38:34] Friday and listeners thank you for listening happy easter our foie

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