The Robot VS. Shelley

[00:00:00] This week on The Recruitment Flex and a battle between Shelley and AI, the robots win.

[00:00:06] TikTok is closer to being banned and influencers are panicking.

[00:00:11] Using chat GPT to score resumes, you should probably stop.

[00:00:18] Coinbase innovates its hiring process.

[00:00:23] Unfortunately it's not very innovative.

[00:00:27] T-Ref with my dad and Shelley starts right now.

[00:00:37] Welcome to The Recruitment Flex with Serge and Shelley, I'm Serge.

[00:00:40] And I'm Shelley and we talk all things recruitment starting right now.

[00:00:48] Bonjour and welcome to The Recruitment Flex.

[00:00:51] Shelley you look refreshed after we can in Montreal.

[00:00:56] Yes, what I enjoyed was being surrounded by people speaking French.

[00:01:03] It felt like a mini vacation right?

[00:01:05] Even just sitting in the restaurants.

[00:01:07] It's like being in Europe.

[00:01:09] Yeah were you surprised that everyone speaks French pretty much like obviously there's some

[00:01:12] English but the majority in Montreal what I came across was French.

[00:01:16] Yeah and for the most part like even just going into little shops and stuff and they say

[00:01:22] Bonjour and I say hello and they immediately respond to me in English right?

[00:01:26] There was never a hesitation.

[00:01:28] No it was wonderful.

[00:01:29] It felt like a little mini vacation.

[00:01:31] Yes, it was very special.

[00:01:32] And I do want to thank hiring branch because Kevin at our VP of sales brought me to the

[00:01:39] Montreal Toronto Maple Leaf Game on Saturday night.

[00:01:42] Unfortunately the Canadian's lost but I'll tell you it was electric.

[00:01:46] It was tons of fun.

[00:01:48] The vibe was just immaculate.

[00:01:50] I got to meet one of my dad's hockey heroes.

[00:01:54] One that I'm very familiar with Chris Nyland from the Montreal Canadians in the

[00:01:58] Oh and the 70s and early 80s so that was a pleasure but just being there on a Saturday night

[00:02:05] was quite the experience.

[00:02:07] So hiring branch you have my heart forever because

[00:02:12] I just enjoyed it so much.

[00:02:13] What a great experience.

[00:02:15] Yeah, and an exciting game.

[00:02:17] The event was amazing too.

[00:02:19] We had some great clients, great interaction, great engagement,

[00:02:23] talking about demystifying AI and skill-based hiring.

[00:02:28] And there was a competition there so Shelley give a little bit of the background

[00:02:33] what we did with Shelley versus AI.

[00:02:36] Yes, what we wanted to show was could AI do a better job at hiring or interviewing than I could?

[00:02:46] And so it was a little bit unfair because we only had two 30-second clips

[00:02:54] of listening to you as the applicant and then making a decision based on a rubric

[00:03:01] and scoring the rubric.

[00:03:03] And what was done fairly in that I only listened to it once and I didn't have any more prep

[00:03:08] than you did.

[00:03:09] What was really obvious to me was my snap decisions,

[00:03:15] my judgment, and again based on such a small sample like it wasn't the regular assessment.

[00:03:24] But what really struck me was the level of bias that I had.

[00:03:30] Guys scored a lot tougher than what the AI would score it.

[00:03:34] Yes.

[00:03:34] A lot tougher.

[00:03:36] And the scalability obviously is no question because a human can only do what 10 interviews a day

[00:03:42] right? So versus doing hundreds a day using technology.

[00:03:48] But it really drove home to me the bias in humans.

[00:03:53] It did to me.

[00:03:54] So there were two questions and one of the questions is basically I'm working a call center

[00:03:59] and it was something that I couldn't get a technician out for three weeks or three months

[00:04:04] I forget what it was and I had to do it like it was a live call and how I would handle it

[00:04:09] and there's a couple things obviously I tried to put in some humor a little bit,

[00:04:13] a little bit of personality in it.

[00:04:16] And one of the things I said I might let's make sure we fix our dishwasher because I don't want you

[00:04:20] doing the dishes all the time and that completely turned you off and you gave me a zero for empathy

[00:04:28] while the AI gave me 100% empathy actually the highlighted how good my empathy was.

[00:04:34] So it showed the bias of how you read that comment or how you understood that comment.

[00:04:39] I heard it yes.

[00:04:41] But what was interesting is the people in the room did exactly the same rubric after

[00:04:48] listening to my call and scored it as well.

[00:04:51] So 12 out of 12 I think I was a definite higher the AI, I was a definite higher.

[00:04:59] Shelley I was a non higher which first of all you haven't called into call centers recently

[00:05:05] because I was pretty damn good.

[00:05:08] I think you thought this was you were hiring for a CFO or CEO the way you ranked me,

[00:05:13] Shelley man.

[00:05:14] I was just like heartbroken how low you think of me.

[00:05:19] It's not I was trying to stay in the chair of a leader within a call center and what I know about

[00:05:28] candidates or people in the call center what would I see as a risk.

[00:05:33] So that is my own bias.

[00:05:34] That was not the assignment but yeah I couldn't help myself.

[00:05:38] So it was fascinating.

[00:05:40] I think everyone there found it fascinating as well.

[00:05:43] Yes so for the record AI won.

[00:05:48] AI was the winner in this particular case but we're going to talk a little bit later of how

[00:05:52] AI can go a little bit offside but this was a perfect example of a well executed company

[00:05:58] that has been doing this for 10 years.

[00:06:00] It's science.

[00:06:01] We had their lead researcher PhD in logistics who was presenting and really going through the data

[00:06:09] and it was eye opening of what actually can be done and how it can be done.

[00:06:14] So I learned some new things at the same time as hosting that workshop

[00:06:20] and Shelley you saw my twins turn five yesterday.

[00:06:24] Five so I'm a little girl that going up.

[00:06:27] I can't even believe it.

[00:06:28] It just seems like you know when you told me that you and I were having twins do you remember my

[00:06:35] reaction? I think I laughed.

[00:06:38] I laughed and cried at the same time at the thought of you and twins.

[00:06:44] And that to me it just seems like how could that be five years ago?

[00:06:47] Oh my god.

[00:06:48] It's flown by and it's funny you say that because twins are so different in the sense of how

[00:06:54] people react when you tell them you're having twins.

[00:06:58] Usually when you're having a baby, people are very positive.

[00:07:02] Oh that's so exciting.

[00:07:03] When you tell people that you're having twins it's the opposite.

[00:07:06] It's like discouraging.

[00:07:07] Oh that's going to be so hard.

[00:07:08] How are you going to manage?

[00:07:10] And I'll tell you for anyone listening that's about to have twins or had twins

[00:07:15] there is a lot of advantages of having twins.

[00:07:18] The first year is really tough but after that they have a playmate all the time so

[00:07:24] no it was cute in your dresses that you bought.

[00:07:29] They are in love with...

[00:07:31] They're supposed to be for their party on Saturday and they will

[00:07:34] but Annabelle had to wear hers today.

[00:07:36] There was no...

[00:07:38] It's like I didn't fight it.

[00:07:40] Am I okay put on the dress?

[00:07:42] You were worried that they would like toys more and of course that day she loved toys

[00:07:47] but they love clothes.

[00:07:48] They're big on clothes.

[00:07:50] Girls after my own heart?

[00:07:52] Yes.

[00:07:53] You trained them well Shelley.

[00:07:55] Oh hey I did want to share something with the audience.

[00:07:58] You and I were staying in the same hotel in Montreal.

[00:08:02] And the night before we're leaving at midnight,

[00:08:05] the fire alarm starts to go off.

[00:08:08] And I'm like oh shit so I'm texting you what to do and you're like

[00:08:15] from your side of the building,

[00:08:16] you were like I can see three fire trucks.

[00:08:19] Now there's five.

[00:08:20] Listen I got dressed.

[00:08:23] What if I have to stand outside for an hour?

[00:08:25] And I start houffing it from the 18th floor down the flights of stairs

[00:08:30] and then they make the announcement that everything's okay.

[00:08:33] Go back to normal it was a false alarm.

[00:08:35] And I went forward you on when they made that announcement.

[00:08:38] The 10th floor.

[00:08:40] So I'd hope to down eight flights of stairs

[00:08:43] and I'm like texting you when you have me left your room.

[00:08:47] I'm like fuck this man.

[00:08:49] I'm not going to be caught in a stairwell with frantic parents.

[00:08:53] Huffing their kids down 18 flights.

[00:08:55] I'm getting ahead start.

[00:08:57] Well I was texting and I was like okay if we're going outside like dress like we're

[00:09:02] going outside for a bit because it was cold in Montreal.

[00:09:05] And I was ready like the minute the announcement but I'm not going before.

[00:09:09] So I get your text being like where are you at?

[00:09:12] I'm like in my hotel and I was shocked okay Shelley.

[00:09:18] I can't get you to do stairs ever.

[00:09:21] I can't you get you to walk a three minute walk

[00:09:25] to an appointment or a restaurant.

[00:09:27] It was huffing it down.

[00:09:29] Walk to old Montreal.

[00:09:31] Listen let's hey you're exaggerating.

[00:09:33] You wanted to walk 15 minutes.

[00:09:36] It's cold.

[00:09:37] It's cold and it's dark and you're thinking oh let's walk to old Montreal.

[00:09:42] No way I'll take an Uber and meet you there.

[00:09:45] You never want to walk or stairs that's not your jamming.

[00:09:49] I love you for it.

[00:09:51] So that's why I was so shocked that you had huffed it down the stairs.

[00:09:54] I'm like Shelley I just said to get ready not to run out.

[00:09:59] I wasn't worried about it.

[00:10:00] Like I was just going to push the old people and the kids out of the way

[00:10:03] of them going down the stairs.

[00:10:07] Shelley let's jump into the news.

[00:10:12] And every month we get the Canadian job numbers.

[00:10:15] We won't spend a lot of time with it because it doesn't seem like it's changing.

[00:10:19] So in February we added 41,000 jobs

[00:10:24] but our unemployment rose to 5.8%.

[00:10:28] And in 5.8% is as high as I've seen it and quite a bit of time.

[00:10:33] There's a couple of factors driving it.

[00:10:34] We are still hiring.

[00:10:35] There's still people getting hired but it's been really driven by the public sector.

[00:10:41] Most of the job gains have been there

[00:10:43] and we've seen the loss of 16,000 private sector jobs.

[00:10:47] The other thing that's really driving this as far as rising the unemployment rates

[00:10:51] is the huge influx of new Canadians and population growth.

[00:10:56] So yes, we are creating more jobs but also there is a lot more people coming in

[00:11:02] who are not getting jobs initially which is causing that gap

[00:11:06] and causing our unemployment rate to go up.

[00:11:09] The other thing in the report came up so they did highlight the

[00:11:14] women to men, a wage gap.

[00:11:16] Women right now across the country are making 87 cents

[00:11:20] to every dollar earned by men

[00:11:23] and this is not a job by job comparison.

[00:11:29] They go by sector, right?

[00:11:31] We've talked about this if you look at the sectors, especially in male-dominated sector,

[00:11:35] there's a bigger gain but there is still a gap.

[00:11:37] Anything that you found from this report that was interesting for you shall I

[00:11:41] first thought because the biggest gain was in public sector jobs.

[00:11:45] Yeah.

[00:11:46] And then of course immigration.

[00:11:48] So the first thing I thought of is I think all of the hiring in public sector

[00:11:52] went to the immigration department.

[00:11:54] Yeah.

[00:11:55] Honestly, they're inundated and there's been so much public announcements about it

[00:12:00] and imagine trying to be an immigration officer.

[00:12:05] Oh my god, it would be a near impossible job.

[00:12:08] Shelley we met a very interesting gentleman at our workshop that directly works in immigration.

[00:12:15] We are going to get him on the show because the perspective that he gave us is first

[00:12:19] in a different process and how the government is leveraging AI for actual immigration was fascinating to me.

[00:12:26] So we got to get him on really soon.

[00:12:28] I had no clue when he was talking about what we're doing.

[00:12:30] No, I don't think most people do.

[00:12:32] So yeah, it'd be awesome to have him on.

[00:12:34] Yeah.

[00:12:35] In utter new Shelley and this is big news for anyone that is creating content on TikTok especially in the US

[00:12:44] it won't affect us in Canada yet but it looks like just this morning

[00:12:48] and we're on Wednesday that the US House of Representatives has approved the ban of TikTok

[00:12:56] unless bite dance who is the owner of TikTok and obviously Chinese divests of it completely.

[00:13:04] This still has to go through the Senate but I was reading an article and I think I want

[00:13:09] to take the perspective here if that does happen there is a whole influencer TikTok content creator

[00:13:17] community and we're talking fairly big numbers Shelley that is at risk of losing their income

[00:13:25] in this article that I was reading.

[00:13:26] I was actually surprised of some of the challenges because a lot of TikTok content creators you would

[00:13:31] think it's just oh people that had a job and they were tired of their jobs.

[00:13:35] They just started creating content and it hit and got popular.

[00:13:39] A lot of them, this is their only way to get a job.

[00:13:43] In the article is she'd excited around four different people that they either have a physical

[00:13:48] or neurological challenge and this was a way that they could actually work and make money.

[00:13:53] So a lot of these people are panicking and if you think about TikTok in itself 75% of the worldwide

[00:14:01] content is from the US so if you let it go that's a lot of content creation that is going to go

[00:14:10] reels YouTube shorts obviously X as well but the big difference between TikTok and those other

[00:14:17] platforms is on TikTok you don't need a massive followers to really hit as your videos are going

[00:14:23] under for you pages. You could be an overnight success with TikTok and create that following as

[00:14:30] the other ones you have to build a following before you really get any virality on any of your

[00:14:36] posting so it's something to watch. It might not affect us in Canada initially but if you think

[00:14:42] of 75% of the content is created in the US there's going to be some pretty boring content for anyone

[00:14:47] that enjoys going on TikTok. What was your take here Shelley? I'm surprised.

[00:14:53] And we predict it last year or the year before. I was going to say I know it was a prediction

[00:14:59] that TikTok would go away. What I found I think it's a little bit of hypocrisy that they are

[00:15:07] focusing on TikTok but yet they're ignoring the incredible control that Twitter had during their

[00:15:14] own elections. Yeah. That the incredible power that Facebook had with their scandals yet they're not

[00:15:23] because it's being done on their home turf. I don't know I'm not a conspiracy theorist but it makes me

[00:15:28] feel like you're ignoring where the problem really is and that's with your own homegrown systems

[00:15:36] and it's a threat to them. It really is a threat to Facebook obviously and Instagram

[00:15:43] that's the two biggest threats for TikTok and not that the Chinese is spying on people talking about

[00:15:50] paint colors and recipes. So it seems a little weird to me about them targeting one company

[00:16:01] and saying you have to be American controlled I agree with everything you said there but there's

[00:16:06] one thing I saw probably year ago really made me think I'm like oh because I saw TikTok in China

[00:16:16] or their version of it and the videos in the algorithms are completely different they're all very

[00:16:22] scientific they're all very teaching most of it is really in-depth intellectual learning type of

[00:16:31] content as in America it's who can shake their booty the most right that was the case at the start

[00:16:39] so is it good for teenagers is it good for our younger adults this type of content

[00:16:48] is pure entertainment and it is a dig-ting looking at the Chinese version of TikTok and then looking

[00:16:55] at the American I'm like is this on purpose? Is there a reason why their TikTok is so much more

[00:17:03] educational than ours? I think it's driven by what people want too right? First and foremost I

[00:17:09] think what you said right at the top of this discussion surge was the Chinese figured out that if

[00:17:14] you put a little bit of money in front of Americans they will put down their tools stop working and

[00:17:20] call themselves content creators and spend all of their time doing whatever it takes to make a

[00:17:28] little bit of money but not have to leave their homes I don't know maybe another conspiracy

[00:17:35] I can't figure it out I really can't and so the fear is that the digital creator community

[00:17:42] significantly driven by Americans stands to suffer from the TikTok ban impacting a market

[00:17:49] that is projected to grow substantially all right Shelley was next hey so this is an opinion

[00:17:56] piece talking about the return to office mandates is actually worse for federal employees

[00:18:03] that some 42% of companies with return to office mandates are experiencing more employee turnover

[00:18:12] than expected so let's take this in context that normal turnover that is attrition has always been

[00:18:21] there but bringing in the mandate actually increased what would be considered normal turnover in fact

[00:18:29] this report said that employees preferences were so strong for flexible work arrangements

[00:18:35] that 76% of employees surveyed revealed that they would leave their jobs that they are ready one foot

[00:18:43] out the door if there is no flexibility more than just a belief the fact is the shift from a flexible

[00:18:50] work arrangement to traditional come in the office drive in five days a week is equivalent

[00:18:57] to a 3% pay cut and so one last point is federal employees are increasingly seeking jobs with

[00:19:07] at least some flexibility any job listing flexibility gets 17 times more applications than in office

[00:19:16] not that we find it surprising but it's clearly showing that there is now a preference for

[00:19:24] some flexibility and I'm not talking fully remote I'm talking flexibility yeah I guess what's

[00:19:31] interesting in this is because it's public sector type roles which we always forget because when

[00:19:36] we talk about return to the office we're thinking about the big corporation that's forcing all

[00:19:42] their employees to come back so this showcases that we're all the same right like we're all

[00:19:46] feeling the same about working to work in a private or public sector and we all don't like it

[00:19:52] we rather have a situation that were either hybrid flexible or working from home we've talked

[00:20:00] about this at nauseam right Shelley I think we can all agree that's what employees are saying

[00:20:07] I think because the labor market is the way it is currently employers are leveraging that

[00:20:14] and getting everyone back in the office we've talked about that so it's not an argument it's done

[00:20:20] like work from home in general is not a topic of conversation anymore and that's unfortunate

[00:20:27] but it will pop up again the minute that the market shifts and where

[00:20:32] governments need to compete with the private sector for talent so they adjust at the same time

[00:20:38] offering flexibility which is interesting because you had mentioned your friend a while back that

[00:20:42] worked for the government and she was working from home for the longest amount of time I have some

[00:20:47] friend that worked for the government and they work from home they still think they do actually

[00:20:52] so the government here in Canada has actually been slower in bringing people back into the office

[00:20:58] and that could be while they're hiring a lot of them and they might be running out the space for

[00:21:02] all we know but for your friend is she back in the office or is she working remotely hybrid

[00:21:08] she has hybrid yeah they went to a hybrid model which is interesting because there are some sectors

[00:21:15] of the government maybe that's why they're having to do so much hiring yeah because some sectors

[00:21:20] are saying you have to come back the other thing about federal workers there was a report recently

[00:21:26] released that talked about the aging infrastructure and that the federal government has not been

[00:21:32] investing in maintaining their buildings like we're talking hundreds of millions of dollars even

[00:21:38] for things like windows and heating and energy efficiency like basic things when the budgets get cut

[00:21:47] that's what gets cut as well as maintenance on the buildings like it just makes so much sense to

[00:21:53] allow people to work from home if they have the type of work that can be done from home except

[00:21:59] the residents of the prime minister here in Canada he can't work from home because the building

[00:22:03] is so old it's like falling apart it's so embarrassing and no one wants to invest because they don't

[00:22:09] want to be the bad guy to invest money into where the prime minister lives so Shelley let's jump

[00:22:15] into the tip of the week that your tip of the week is brought to you by plum plum knows that when

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[00:22:41] employee journey from higher to retire discover more at plum.io so I took my inspiration from a great

[00:22:49] article and I don't often find really insightful articles on this particular website but it was

[00:22:56] HR executive and the author was talking about the relationship between hiring manager and recruiter

[00:23:04] and what are some of the things that hiring managers can do and what are some of the things that

[00:23:08] recruiters can do so she wrote a really interesting perspective one that I thought made complete

[00:23:16] sense and I wanted to share it this week what can we do as recruiters to improve our credibility

[00:23:23] with hiring managers and it's always going to come back to showing data and being able to

[00:23:30] come back to your leaders with meaningful information things like time to find

[00:23:37] and time to engage the reality of do you have a pipeline of targeted candidates or is this a role

[00:23:47] we've not recruited for in five years these are the things that we need to share as the realities with

[00:23:53] our hiring managers and the skill sets and what is available in the market so if you have a linked

[00:24:00] in recruiter seat this data is at your fingertips you can find out exactly what is the availability

[00:24:07] of the skills you're looking for and being able to come back and have an intelligent conversation

[00:24:13] with your hiring managers start with the thinking around time to find and time to engage

[00:24:20] it's my tip of the week fantastic tip Shelley all right let's jump into the recruiting insights

[00:24:28] and recruiting insights are brought to you by our friends at mitoba

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[00:25:32] Shelley we talk a lot about AI like everyone does and we talk a lot about chat gbt which

[00:25:39] mean you use on a daily basis and we know a lot of folks that have been trying to leverage chat gpt

[00:25:46] for recruitment and what i'm going to say right now i think you need to stop where you need to stop

[00:25:53] is trying to match job descriptions with candidates on chat gpt and i've seen this first hand

[00:26:00] i've seen companies that are leveraging the chat gpt api to do this so basically when someone

[00:26:07] applies and i'm actually matches a job description then it gives a rating of how that candidate would

[00:26:13] do there's a recent article from bloomberg that came out this weekend and i am going to put in

[00:26:19] the showed notes because i think everyone needs to read this because it kind of emphasized the

[00:26:24] challenges as we're leveraging a i more into our practice of what the potential dangers could be

[00:26:31] because it seems pretty easy when you think about hey i can put the job description candidate

[00:26:35] and i'll tell me what's good yeah it's not because it's clearly showing some biases especially

[00:26:44] racial biases so the study involved creating fictitious resumes with demographically distinct names

[00:26:51] revealing AI preference that fail non discrimination benchmark so they leverage the chat gpt

[00:26:59] the 3.5 version and it favored certain demographics over others it also varied with different jobs

[00:27:07] if you look at what open AI is saying about this is like okay one of the mitigation strategies is

[00:27:13] removing names from resumes that one first thing of all are there folks out there that putting

[00:27:18] actual candidates personal information in chat gpt to do this if you are stop right now because

[00:27:25] it's illegal in most countries to do that so if you are doing and listening and leveraging chat gpt

[00:27:32] don't do it and there is some data that suggests that when you're removing the candidate's name it

[00:27:38] is less biased i'm like i'm not taking that risk i'm not taking that risk for a couple of reasons

[00:27:44] and we're going to talk more about this next week but one of the things european union is the first

[00:27:49] so really has put some laws that makes it really clear and what was interesting is sort of classifying

[00:27:54] high-risk mid-risk low-risk AI in recruitment and HR is considered high-risk with a lot of visibility so

[00:28:03] in this space there is going to be a lot of government scrutiny on leveraging AI tools and this

[00:28:09] is a perfect example of why we should have that scrutiny what was your thoughts here shelly

[00:28:16] i was shocked at the thought that people are taking applicant data and dumping it into chat gpt

[00:28:26] it's like having a new toy but you haven't yet read the instructions it's like letting somebody drive

[00:28:33] but you've never talked them how to drive i'm not surprised though i'm really not recruiters are so

[00:28:39] overwhelmed where the first department to have reductions yet you're still expected to do more

[00:28:46] with less so i'm not at all surprised that t a teams are doing this thank you for the warning stop

[00:28:54] please you're gonna end up in jail yeah and this actual article really goes in depth because it's

[00:29:00] covering all the industries like it it's a long article to read and we're not doing it justice but

[00:29:06] i think the key highlight here is yeah be very careful first of all don't put personal information

[00:29:12] in chat gpt when it comes to your candidates and there's definitely some cause for concern when

[00:29:17] it comes to biased because this is a pretty deep study and there was definitely a lot of bias

[00:29:24] that showed up right tell me we're jumping to the next recruiting insight how about you take this one

[00:29:29] okay this one actually made me laugh not because it's not legit but let me let me share a bit with

[00:29:35] you here so coin base which if you don't know it is a crypto currency exchange so this article

[00:29:43] talked about the fact that they've got this revolutionary approach to hiring and as we read on

[00:29:50] further it requires that the CEO or COO approve every new hire marking what they describe as a paradigm

[00:30:00] shift in the industry and i'm like okay so hold on a minute here having CEO approval on every

[00:30:11] hire is nothing new in fact back in the 2000s or maybe even before that there had to be sign off

[00:30:19] on every single hire and i'm talking major energy employers we're talking global national organizations

[00:30:29] the Canadian CEO was actually held responsible if they over hired so i think only in the tech industry

[00:30:38] and only in the cryptocurrency world they've just got blinders on to think that this is somehow

[00:30:45] innovative i do applaud them for the move though because the over hiring the layoffs the damage

[00:30:52] that does to an industry that as short time ago as two years were stomping their feet and calling up

[00:31:02] every government official they could to loosen up immigration law so they could hire right

[00:31:07] it wasn't that long ago and then they turn around and lay everybody off yeah do you know i think

[00:31:12] as an industry i do applaud this move and hope that more tech firms not just the crypto business

[00:31:19] but more tech firms will follow this and hold the CEO's accountable for hiring numbers it just

[00:31:27] forces your down line to justify every single hire that they make i agree with you this is nothing

[00:31:35] new i was just telling you in a green room before recording that maybe the last 10 years jobs that

[00:31:41] i've had i've been at the CEO as part of the process and some of these were fairly large companies so

[00:31:48] it's not a crypto industry standard or something that's completely new and i did laugh too but the

[00:31:56] context of it is this is written by someone that is not a talent acquisition HR they're an

[00:32:03] analyst in the cryptocurrency industry i guess congratulations coinbase for doing basic HR

[00:32:12] process and i honestly i think one of the things you said shully that i completely agree and

[00:32:17] it's really frustrating when we're reading all the layoffs notice and then CEOs are coming out

[00:32:23] and are taking accountability taking accountability would be like i screwed up

[00:32:29] we're laying off these folks and with that i will be resigning from my role that would take

[00:32:36] accountability just laying off a ton of people and saying it's my fault come on give me a break

[00:32:40] you're not taking any accountability you should suffer to save fate if it's your fault like you just

[00:32:46] said so i guess kudos to coinbase they probably won't be in business in a couple of years anyway but

[00:32:53] and we'll see how that happens shully another fantastic week of the recruitment flex

[00:32:59] listeners thanks again we really appreciate you listening and there's some exciting things coming

[00:33:04] forward a recruitment flex in events that we will share in the coming weeks

[00:33:09] shully have a great weekend thank you search you too our voix

[00:33:21] shully let's face it taxing candidates is the easiest way to hard quicker today

[00:33:27] but your cell phone doesn't connect to your ats you're sharing your personal number with strangers

[00:33:32] is pretty scary right shully and it's not even legally compliant this is where our friends at

[00:33:38] rec text come in they've created simple yet powerful text recruiting software that works with your

[00:33:44] ats plus it's designed by recruiters for recruiters so you know it works to learn more and book a

[00:33:52] demo visit www r-e-c-t-x-t.com mention the recruitment flex and get 10% off annual plans

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