TikTokfication of Employer Brands

[00:00:00] week on The Recruitment Flex, Shelley gets a new car, a work in fiber showing great traction.

[00:00:07] Is your job AI proof? Plus the tick-cock vacations of employment brands. Tear off with my dad and

[00:00:16] Shelley starts right now. Welcome to The Recruitment Flex with Surgeon

[00:00:27] Shelley. I'm Serge and I'm Shelley and we talk all things recruitment starting right now.

[00:00:32] Bonjour and welcome to The Recruitment Flex. Shelley is your car good in the snow because we're

[00:00:42] just getting wall up with snow after days of plus 20 degrees. I know only in Calgary, right? Only

[00:00:49] in Calgary so no I don't have my new car yet. Oh you don't have it because do you know something

[00:00:55] I didn't realize was if you remember during COVID there was like a worldwide chip shortage.

[00:01:02] Yeah and so the car I have now was produced pre-COVID so Accura offered like five different

[00:01:11] levels of packages. You could have this and that option they've now taken it down to two.

[00:01:16] You've got two choices. Oh and by the way your color choices you've got three. It's black,

[00:01:22] it's white or it's gray. It's really really sad but I'm curious so Shelley you bought exactly the

[00:01:29] same car. Yes same color? No different color. You don't offer that color anymore. Yeah that's so boring

[00:01:37] though Shelley. The same color. Don't you want something new like new interior new ways, new

[00:01:44] I'm so incredibly loyal. Okay wow. Does that remember the same car? Yeah boring but it's funny

[00:01:53] because I remember you talking on this show here it was three years ago that we talked about you

[00:01:59] buying a new car and you were contemplating all these different brands and then you went with the

[00:02:03] Accura so I hope you love your new car but I still think you're pretty boring talking about boring

[00:02:09] Shelley or maybe not boring. I've had a little bit of FOMO in the last couple of weeks with

[00:02:15] Transform and there was another event called TalentNet but Transform definitely got a lot of

[00:02:21] buzz a lot of people talking about the event and how well it went and I was curious because in the

[00:02:27] show notes here you put that the employment brand of the year went to do a lingo and then I start

[00:02:34] researching do a lingo and their TikTok videos are amazing and we're going to talk about that but

[00:02:40] what was your take here? You're right so their overall company brand is amazing they've got the

[00:02:47] little green owl and like their TikTok videos are hilarious. They really are very very cheeky

[00:02:55] and almost borderline racy sometimes with that little owl but when I looked at their employer brand

[00:03:03] I was thinking am I missing something? Because I went and looked at their jobs and I looked at

[00:03:08] their career pages I looked at their indeed glass door linked in looked at them on Instagram and Facebook

[00:03:15] for employer brand specifically yeah and it was pretty ho hum like their corporate brand is really

[00:03:21] clever but I don't know I don't know why they won employer brand of the year. Well when we talk

[00:03:27] about employment brand and encompasses everything right in my opinion they realize that no one cares

[00:03:34] about the career sites because it's all the same wording everywhere users generally don't go to

[00:03:40] career sites unless they're very interested in that company but they're going out where the candidates

[00:03:45] are and they decided to kill it on TikTok so when we talk about employment brand that is their

[00:03:52] employment brand I don't think making anything pretty and putting lipstick on their career sites

[00:03:59] and their indeed pages and all that stuff is going to do anything like these TikTok videos are

[00:04:05] doing to their brand so I think that's why they won they just dominated medium one medium

[00:04:10] one medium but yeah probably for them the most important one interesting interesting yeah and we're

[00:04:16] going to talk a lot that's kind of the topic of the show almost yeah there is a lot but before we do

[00:04:21] we've got some news today I think the news a recent guest of the show Adam Goodson who we

[00:04:30] interviewed at HR Tech I just thought he was fantastic I was so impressed by that interview and

[00:04:37] the guy so nice like he was just the nicest guy met him after I think in the food court area we

[00:04:43] had a good chat so when I saw this announcement that he has been promoted from president to CEO

[00:04:50] of paradox which is one of the most important companies in in HR Tech right now so I'll give you

[00:04:55] a little bit more details here so Adam Goodson will be taking the reins from Aaron Matos the company

[00:05:02] founder who will now be moving into the executive chairman role what I love about that and we start

[00:05:08] his career as an HR practitioner I don't know if you remember that then his career progress and

[00:05:13] he was the CTO at CLO and then in 2020 he moved to paradox as the chief product officer and was

[00:05:19] promoted three years later to president and now he is the CEO what a progression good on you Adam

[00:05:26] congratulations yeah congratulations round of applause and and I don't know is another recent

[00:05:32] guest to the show Mark Chefei well actually hasn't aired yet actually now that you're saying that

[00:05:38] well it's coming up audience it's coming up so hack a job I just announced that are officially

[00:05:47] launching in India and we didn't talk about that on the show so this must have been something that

[00:05:52] they just released so basically for those that don't know hack a job we're going to have

[00:05:57] them on the show in a couple of weeks and we will tell you everything but the fact that they've

[00:06:03] expanded from originally UK to the US and now going into India is very interesting and honestly quite

[00:06:12] challenging I can't think of any other firm that has done this and so quickly like in the matter

[00:06:21] of two or three years hack a job went into the US and to see someone that quickly go into India

[00:06:29] that's amazing yeah all the best congrats what else is in the new showing looking again to our

[00:06:36] neighbors in the US because they usually do give a little bit of prediction and similarity of

[00:06:41] what's happening in Canada the Q2 US net employment outlook which is measured by subtracting

[00:06:50] the percentage of employers that expect to reduce staff by the percentage planning to hire

[00:06:55] it increased 4% year over year to 34% according to a survey done by 6000 US firms so it's looking pretty

[00:07:07] optimistic about hiring for the rest of this year I know our most trusted economist said that

[00:07:14] things were going to be gray and dull and what did he call it he said beige I'm sorry not beige

[00:07:21] beige yes he predicted that the market was going to be beige what's interesting though is when we look

[00:07:28] at what industry sectors or what types of organizations have felt more of an impact and those that are

[00:07:38] on the rise what I found super interesting was companies like Upwork and Fiverr their revenues are

[00:07:47] when we look at our friends of course we know all the numbers that have been announced from

[00:07:51] recruit holdings and from zipper cruder and pretty much all job boards are a little flat or beige

[00:08:00] oh I think let's not fudge the numbers it's just one thing is things aren't so rosy no but when you pull

[00:08:09] back a bigger lens and look at what is doing well Upwork revenues were up 14% year on year to reach 184

[00:08:20] million in the fourth quarter of 2023 Fiverr as well they reported revenue in the fourth quarter of

[00:08:26] 2023 stood at 91.5 million compared to 83 in the fourth quarter of the year before so what does that

[00:08:34] tell us search get out your magic genie lamp and give it a little rub there I don't know how to

[00:08:44] respond to that yes I've never seen you speechless when we're in 2030 did you just know

[00:08:52] it's just started sorry okay Shelley was serious podcast serious podcast if we're in 2030 2040 2050

[00:09:09] and we've been grace to live that long and we look back at when did work change right when

[00:09:16] was the biggest disruption I we're going to look at 2020 to 2025 because we are going through

[00:09:26] such major changes and looking at Upwork in Fiverr I think it's showing a sign of change when it

[00:09:36] comes to workforce composition of how companies are structuring their workforce and also how people

[00:09:44] are looking at work they're looking it as straight gig not a career in the same way they're really

[00:09:51] looking at building out their own portfolios and be solar pranors for a lot of folks but

[00:09:57] flexibility is the key and gig does that if you take an account everything else is going on AI which

[00:10:04] I think in itself is bigger than the industrial revolution of the 1920 was in the 1920 I guess it

[00:10:12] would be like the 1890s right like the industrial revolution when did that start Shelley like you

[00:10:17] were probably a young girl back then I'm pissed off but don't you think we are in the midst of a

[00:10:28] generation defining change when it comes to the way we look at work your absolute work is the

[00:10:36] complete yeah we are living it we are living such a change it's been amazing and to think that

[00:10:44] someday there'll be courses where you have to go back through old podcast recordings and to get

[00:10:51] a read on what was the sentiment back in the day like okay if you really want to understand

[00:10:56] the future you have to look to the past and what were the topics in those years of such dramatic change

[00:11:04] the other factor you mentioned about employers feeling optimistic about hiring in the Q2 Q3 Q4

[00:11:12] I'm definitely not getting that vibe so I'm glad someone is because the word on the street

[00:11:18] is completely different but obviously I don't have scale I don't this is an adult and in my

[00:11:24] conversation so I guess we'll see predictions have been so wrong on hiring and the labor market

[00:11:31] for the past couple of years I'm way more cynical about it so we'll see

[00:11:36] Shelley let's jump into the tip of the wheat you bet your tip of the week is brought to you by Plum

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[00:12:11] so here's my tip of the week I wanted to talk a little bit about the history of the resume

[00:12:17] and if you google it the first thing that comes up is that Leonardo DaVinci in the year 1482

[00:12:26] he was trying to secure a patronage from the future Duke of Milan and had sent him here's

[00:12:33] the work I've done like basically the first resume but to be clear though not much happened after

[00:12:39] that so the real rise of the paper resume started in the 1930s to 1950s as part of how you apply

[00:12:47] for a job so we're saying how much is going to change and how much has changed the text-based

[00:12:54] resume is something we as an industry should advocate to move away from I know we talk a lot

[00:13:01] this year about skills based hiring the next thing that needs to change is how we represent ourselves

[00:13:07] on paper and so canva has some really great tools to put visual skills into the resume so it's not

[00:13:17] this boring text-based document so the tip this week is for talent acquisition to go on canva

[00:13:25] and take a look at some of the tools that are offered there do your own resume up first

[00:13:32] so you know how complex it is to use this tool it's not and j'aijap your own resume because we

[00:13:39] as recruiters should be the first I am going to disagree with this tip of the week Shelley

[00:13:45] I think we should do the opposite simplify the resumes because in the current context and maybe

[00:13:51] we're talking about the future in the current context right now those canva resumes are a nightmare

[00:13:57] for most ats even to this day and I'm not blaming canva hard to parse them hard to get the info out

[00:14:04] this is my personal opinion I hate those resumes I just want the info in a clear precise way

[00:14:11] I actually love the resumes that come from indeed like when you have an indie profile and they apply

[00:14:17] with that resume because it's so straightforward it's so clean just here to keep points I can go

[00:14:22] through it see if they have the skills and what I'm looking for I don't like juzzing up my resume

[00:14:28] in any way so I disagree with your tip of the week Shelley is that okay so search yeah if we believe

[00:14:37] that parsing is the way to go no I don't agree no no no no no that's what you just said the parsing

[00:14:42] technology doesn't fucking work anyways whether it's on canva or pdf parsing technology sucks always has

[00:14:50] my challenge is to make something more visually appealing that will actually represent your skills

[00:14:56] I personally love the enhanced cv or canva either one of those as a pdf doc because when you're looking

[00:15:05] through hundreds of resumes and they all look like the resumes that come out of indeed

[00:15:13] you've got fatigue by the time you hit resume 30 give me a break versus something that is fresh

[00:15:19] and clean it's got graphs or charts or little sliders something that looks like a little more pleasing

[00:15:26] to the eye okay I'm not disagreeing you in the context of it looks better but also the reality

[00:15:35] in the current state right now I don't know if it helps or actually heard you know and fair enough

[00:15:43] because if we're moving to skills based and cv wallet and the likes or test gorilla or any of

[00:15:49] these products that you can verify that you have these skills the resume does become obsolete yeah

[00:15:59] if you can measure soft and hard skills in a different way I I completely agree it is becoming

[00:16:06] obsolete and this is arguments that career coaches recruiters like what do they want in a resume

[00:16:11] don't want some will say yes I absolutely love those resumes some will feel exactly like I do

[00:16:17] so I guess there's not a wrong answer it's not a bad tip of the week Shelley it's just one that

[00:16:23] I disagree with and as you know I'm wrong a lot so how about on that note we jump into

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[00:17:10] I have the perfect company that does this and company's name is mitoba they have local experts

[00:17:16] who handle everything from recruiting to HR support so why settle for the same old outsourcing

[00:17:23] blues when you can have the near shoring party with mitoba look them up at mitoba.com and let's get

[00:17:31] the fiesta started. Very Shelley what's first okay so really fun article here about the top five

[00:17:41] AI proof jobs and so this was a survey done in the US primarily not just white color jobs but I

[00:17:50] think for the most part because those are the types of jobs that people fear will go away because

[00:17:58] of AI I know we've talked about it a lot the the mundane tasks of these rules will go away

[00:18:04] so on the flip side what jobs will appear to be least impacted so in white color jobs chief

[00:18:14] executives imagine that don't think that they're going to be replaced by AI civil engineers

[00:18:21] electrical engineers sales managers and architectural and engineering managers those are the top five

[00:18:30] AI proof jobs according to this survey of white color jobs now on the blue color it's much broader

[00:18:38] bus and truck mechanics and diesel mechanics zero so it is the most AI proof job dishwashers

[00:18:46] fair enough it's AI proof alright highway maintenance engineers laundry and dry cleaning workers

[00:18:54] and sodders and brazers I don't know what a brazer is do you know what a brazer no no my no

[00:18:59] slavering brazing yeah it's it's your tapping metal together I'm not sure how but that's

[00:19:06] what you're doing here okay so A is not gonna replace you I'm just very curious looking at it

[00:19:12] that engineers dominate this and being very naive.

[00:19:17] No, the AI proof.

[00:19:19] But exactly, sorry, that's what I meant.

[00:19:21] That these jobs are AI proof

[00:19:23] that AI is not going to impact them.

[00:19:26] And I'm like, I think they're a little bit delusional, right?

[00:19:30] I'm very naive when it comes to this

[00:19:31] but if you think about what an engineer does,

[00:19:35] I can't see why AI could not do that

[00:19:39] because it should be way smarter

[00:19:41] because it's got data that it's looking true to engineer

[00:19:46] whatever bridge or whatever they're engineering.

[00:19:49] Like, am I wrong?

[00:19:50] I'm thinking that would be a hard piece of thought to bowl.

[00:19:52] No, I'm looking at it from a civil engineer, for example,

[00:19:57] they are engineering things that don't yet exist.

[00:20:01] And so everything changes.

[00:20:03] You can use AI to help you in your job

[00:20:06] but it's never going to replace what a civil engineer

[00:20:08] needs to do because AI is trained on large language models

[00:20:14] or big data models.

[00:20:16] I still doubt it.

[00:20:17] I agree with the sales manager,

[00:20:18] the engineering, I guess I get your point, right?

[00:20:22] The chief executive, I think we will see some AI chief executives.

[00:20:27] I 100% think we will see it.

[00:20:30] Oh, happy a hoot.

[00:20:31] Oh my God.

[00:20:32] I think they'll be better in a lot of ways.

[00:20:34] If you remove like the leadership elements

[00:20:37] but just making pure decisions, I don't know.

[00:20:41] I think I might trust AI to make those decisions

[00:20:45] but I don't know.

[00:20:46] Yeah.

[00:20:47] Very interesting.

[00:20:48] Let's jump into the next recruiting insight

[00:20:51] and this one I'm very curious, Shelley,

[00:20:54] of how you watch content.

[00:20:57] Are you a reader?

[00:20:59] Do you watch videos?

[00:21:01] Do you read Twitter or threads?

[00:21:03] Like how do you get your content?

[00:21:05] Now what is the main driver?

[00:21:06] Is the TV still the biggest source of your entertainment?

[00:21:11] It is but it's interesting.

[00:21:13] It's been a real change this year actually

[00:21:15] because previously it would be all like

[00:21:17] your subscription channels.

[00:21:19] As far as where I get my content,

[00:21:22] yeah, it would be watching video

[00:21:24] even if I'm watching scrolling through Instagram or something.

[00:21:30] It's video.

[00:21:31] Yeah, when we talk about the massive shift

[00:21:33] in what we do when we talk about the world of work

[00:21:37] but also entertainment is changing dramatically as well

[00:21:40] because right now video dominates our digital consumption

[00:21:44] and comprises over 80% of global internet traffic.

[00:21:49] So a third of Americans under 30

[00:21:51] now turn to TikTok as their regular news source.

[00:21:55] That's a four-fold increase from 2020

[00:21:58] and the reason I was asking you, Shelley,

[00:22:00] you've seen a dramatic shift in how I engage with content.

[00:22:04] Even I even watch any TV,

[00:22:08] like a regular TV show,

[00:22:09] I still have cable or whatever it is.

[00:22:12] I still do, I should just be canceling it

[00:22:15] but it's the same price almost with internet

[00:22:18] so I've just kept it.

[00:22:19] But I literally never watch it

[00:22:22] and I don't watch a lot of subscription content

[00:22:25] like Disney Plus or Netflix for myself.

[00:22:28] My kids absolutely Disney Plus and Netflix

[00:22:31] is probably like all they consume

[00:22:34] because they don't have access to a phone or a tablet.

[00:22:36] But it's interesting that the shift is happening so quickly

[00:22:39] and what is the impact of that when it comes to us

[00:22:43] as recruitment marketers

[00:22:45] because we gotta fit our messaging to the audience

[00:22:47] and when we're talking about jujuing up your resumes

[00:22:51] how do we juge up our employment brand

[00:22:54] and actually be where the job seekers are?

[00:22:58] And this is where Duolingo has done an amazing job, right?

[00:23:02] Like they figured this is the persona of the candidates

[00:23:05] we want to attract and this is the channel that they're on.

[00:23:09] We talk about the tiktokification of videos.

[00:23:14] People are wanting short form videos

[00:23:17] and I feel the same way, Shelley,

[00:23:19] I have a hard time watching a 15 minute video of anything

[00:23:23] but I can watch a two minute tiktok video

[00:23:26] over and over again. Are you the same way?

[00:23:28] Absolutely because the videos I watch are recipes.

[00:23:31] Okay. Seriously, like I was in my soup cooking era.

[00:23:36] Yeah.

[00:23:37] And I was constantly watching videos

[00:23:39] and there are two minute videos

[00:23:41] and I know exactly how to make it.

[00:23:43] It's awesome, I love it.

[00:23:46] There's also been a shift during the pandemic

[00:23:48] that we saw a lot of people creating videos

[00:23:50] of recipe cooking.

[00:23:51] The people tried to figure out what they liked

[00:23:53] and what would be good on video.

[00:23:55] But we're really seeing that shift

[00:23:57] of short form video going to the business use.

[00:23:59] We are using it for news.

[00:24:02] I don't know if you've been following on tiktok

[00:24:04] all the news on Cape Middleton and the Royal Family.

[00:24:06] It's fascinating but I would never follow it

[00:24:09] but it's been in my algorithm, it's been great.

[00:24:11] But we followed for a news or communication,

[00:24:14] how we brand, how we market our business.

[00:24:17] Everything now is in short form video

[00:24:20] and in recruitment marketing

[00:24:21] we're seeing companies like

[00:24:23] do a lingo, do a really good job.

[00:24:25] But we're starting to see the rise of that.

[00:24:27] This is going to be the norm

[00:24:29] and companies that are helping

[00:24:31] and the job pixel is the first one that I think of

[00:24:34] is how do you help companies create

[00:24:37] authentic videos that are real?

[00:24:39] But what I'm nervous here, Shelley, is

[00:24:42] everyone's going in the video format

[00:24:45] and the majority are really bad.

[00:24:48] I don't know if you're seeing the same

[00:24:49] and I'm looking at different employment brand videos

[00:24:52] that they're doing.

[00:24:53] Some are attempting to do a good job.

[00:24:56] Some are not even attempting,

[00:24:58] they're just putting out what they did 15 years ago

[00:25:01] instead of being in a 20 minute video,

[00:25:03] it's in a two minute video.

[00:25:05] So I guess we will see how big it's going

[00:25:07] to impact employment branding

[00:25:10] but if the numbers and the trend is going

[00:25:12] is like we better get on this

[00:25:14] and use tiktok and Instagram reels and YouTube shorts

[00:25:20] as a critical part of our employment brand strategy.

[00:25:24] What's your take, you're Shelley?

[00:25:26] So I watched a few because in this article

[00:25:29] they call duo Lingo the queen of tiktok

[00:25:32] and honestly they've got their brand so refined.

[00:25:37] It is slapstick comedy, it's funny,

[00:25:41] it's a little edgy, right?

[00:25:43] That's what they've decided to do versus

[00:25:46] some of the other, sure, it's authentic

[00:25:49] but it was literally watching this guy get up in the morning,

[00:25:53] put coffee on, put his work boots on,

[00:25:56] drive to the work site and what the fuck?

[00:25:59] I don't wanna watch this.

[00:26:00] I couldn't slide to the next one fast enough.

[00:26:03] Like yes, it's an authentic day in the life.

[00:26:06] I don't wanna watch you put your boots on.

[00:26:09] Seriously, there's gotta be at least some sort

[00:26:12] of I guess what I would call creative direction.

[00:26:17] I get how authentic it is that you have to get up

[00:26:19] and the sun's not up and you gotta make your lunch

[00:26:22] and you've gotta go to the work site

[00:26:23] and oh please, you gotta find some middle ground

[00:26:27] in between that and I'm not saying everyone has

[00:26:31] like the creative brains, whoever the marketing firm

[00:26:36] is for duo Lingo.

[00:26:38] Well done, they've just really taken it to entertainment

[00:26:42] which is what video should be, right?

[00:26:44] Even if it's 45 seconds,

[00:26:46] it should be somewhat entertaining or funny.

[00:26:48] Like hard, not everything has to be doom and gloom.

[00:26:52] I guess that video has the psychological appeal

[00:26:56] it is somewhat addicting.

[00:26:59] Once you start, it's hard to stop.

[00:27:01] I get like how all that works on our brains

[00:27:04] but when it comes to employer brand,

[00:27:06] yeah I think it could be a weapon

[00:27:07] or you could be the laughing stock, right?

[00:27:10] All I would say is that you really need

[00:27:13] to have some sort of creative direction.

[00:27:17] I 100% agree with that and I think the size

[00:27:20] and the scope of the organization will help define that

[00:27:26] as the bigger the organization,

[00:27:27] the more creative direction that you need to put in place.

[00:27:30] If you're a smaller organization,

[00:27:33] if you can have someone that brings something authentic,

[00:27:35] fine, like it's gotta be entertaining to watch

[00:27:37] because our brains are wired like that now.

[00:27:41] Like it has to have an impact and keep us drawn

[00:27:44] cause our attention span is almost nothing.

[00:27:46] So yeah, 100% agree but I think you don't need to spend

[00:27:50] a lot of money if you're a startup

[00:27:52] or still in a growing phase,

[00:27:55] you just need to be very creative.

[00:27:56] Like it doesn't need to be overproduced.

[00:27:59] Yes.

[00:28:00] You mentioned one thing there, search

[00:28:02] and that ties in really well to

[00:28:04] there's something called the Edelman Trust Barometer

[00:28:09] Globe Report.

[00:28:11] And you know me in reports.

[00:28:13] Yeah, yeah.

[00:28:13] So I'm rifling through it.

[00:28:14] It's, I don't know, 65 pages long, I swear.

[00:28:17] But what ties back to this is something you just mentioned

[00:28:20] and that is finding someone who's got

[00:28:24] that authentic voice, have a plan,

[00:28:26] what your video is going to have

[00:28:28] in terms of content, message or an influencer

[00:28:33] and that influencer doesn't necessarily need

[00:28:36] to be someone you hired.

[00:28:37] It could be someone within the organization

[00:28:40] who's just got great ideas.

[00:28:42] Yeah.

[00:28:43] Because as I'm flipping through the Edelman Trust Barometer

[00:28:46] Global Report, this is around the world,

[00:28:48] they ask the question when it comes to someone telling me

[00:28:52] the truth about new innovations and technologies,

[00:28:58] the top two trusted sources, both of them at 74%,

[00:29:02] scientist or someone like me.

[00:29:06] Therein lies the whole phenomenon around the fact

[00:29:11] that people will trust an authentic person who looks just

[00:29:15] like me versus the company, government,

[00:29:20] the CEO, even a journalist.

[00:29:22] Journalists are at 47% of trust as a source

[00:29:27] for somebody who's going to tell me the truth

[00:29:30] versus an influencer.

[00:29:31] I will tell you if this soup is delicious

[00:29:36] because I'm watching soup videos.

[00:29:39] And it really was, like I've got this one shaft,

[00:29:42] I think it's just she's just in her kitchen

[00:29:45] and when she says something is delicious,

[00:29:47] oh my God, everything that I've made,

[00:29:50] so I trust her.

[00:29:51] I go to her before I buy a cookbook.

[00:29:54] I'll never buy a cookbook again.

[00:29:56] I think we're wired to trust people that are like us, right?

[00:29:59] But like the journalists being at the same level

[00:30:03] as government leaders when it comes to trust fact,

[00:30:05] politicians is pretty scary.

[00:30:08] And it's pretty scary putting that in context as well

[00:30:11] that we will trust an influencer and TikTok

[00:30:14] over a journalist is a set state of affairs

[00:30:19] of what we're following and what we believe in

[00:30:22] and there's no political statement there.

[00:30:24] I think it's everyone's fault

[00:30:25] including the journalists that they're at that level right now.

[00:30:28] But was there anything else in this report

[00:30:30] that really stuck at you?

[00:30:32] It was huge because it's a huge survey.

[00:30:35] It is a global survey.

[00:30:36] And but this one I thought fit really nicely

[00:30:39] with the whole notion of video and influencers

[00:30:43] when companies are looking to build trust in their brand,

[00:30:46] having just a normal everyday person, not a spokesperson model.

[00:30:51] Yeah, yeah, I completely agree.

[00:30:53] So Shelley, that is it for this week.

[00:30:56] Anything you decide to do?

[00:30:58] You didn't ask me what color a car I did end up getting.

[00:31:00] Oh, no, what color did you get?

[00:31:02] So the reason I don't have my car yet

[00:31:04] is because the only other color they offer

[00:31:07] we had to order it because they didn't have one on the lot

[00:31:10] and it's red.

[00:31:11] You're getting red?

[00:31:13] Yes.

[00:31:14] Oh, yeah.

[00:31:16] Why do you look like that?

[00:31:17] Yeah, red gets a red car like

[00:31:23] unless it's a Ford Mustang.

[00:31:25] Always, always.

[00:31:27] Sorry.

[00:31:27] My fingernails are always what color?

[00:31:29] Red, okay.

[00:31:31] Sorry, I didn't mean to decorate your choice.

[00:31:35] Well, no, they're not toilet bowl white.

[00:31:38] Gray blends into the pavement or black.

[00:31:42] All of them my favorite car colors.

[00:31:45] Like all of them.

[00:31:46] We had this conversation in 2021.

[00:31:49] We absolutely did.

[00:31:50] Did we did and you said you wanted a red car?

[00:31:54] Shelley.

[00:31:55] How could a navy blue one right now?

[00:31:57] Okay.

[00:31:58] Can you get that one back?

[00:32:00] It's too late.

[00:32:01] Well, at least I'll know while you're parked, right?

[00:32:06] You'll have plenty of police protection around you

[00:32:09] because they always follow the red cars.

[00:32:11] Is your insurance going up because of the red car?

[00:32:13] There is science that shows that red cars

[00:32:16] cause more accidents.

[00:32:18] I heard that.

[00:32:20] I heard that.

[00:32:21] But I think it's only sports cars.

[00:32:22] This is no sports car.

[00:32:23] I don't see you speeding anywhere.

[00:32:26] I see you as a very defensive driver.

[00:32:29] All right, Shelley.

[00:32:30] Well, I can't wait to see your red car

[00:32:32] and I'm looking for my next car.

[00:32:33] If I went with the advice of my daughters, it'd be pink.

[00:32:37] So maybe we can have a red car.

[00:32:40] All right, thank you everyone for listening.

[00:32:41] We appreciate it.

[00:32:42] Thank you.

[00:32:43] Au revoir.

[00:32:44] Let's go.

[00:32:45] Shelley, let's face it, taxing candidates

[00:32:55] is the easiest way to hire quicker today.

[00:32:58] But your cell phone doesn't connect to your ATS.

[00:33:00] You're sharing your personal number with strangers.

[00:33:03] It's pretty scary, right?

[00:33:04] Shelley and it's not even legally compliant.

[00:33:08] This is where our friends at RecTex come in.

[00:33:10] They've created simple yet powerful tax recruiting software

[00:33:13] that works with your ATS plus.

[00:33:16] It's designed by recruiters, for recruiters.

[00:33:19] So you know it works.

[00:33:21] To learn more and book a demo, visit www.arctxt.com.

[00:33:29] Mention the recruitment flex and get 10% off annual plans.

[00:33:32] Have you ever found yourself scrolling through financial news

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[00:33:43] Well, our goal on the podcast inside the street

[00:33:46] hosted by Wall Street Analysts Celachifray Partners

[00:33:48] is to provide public investors and young professionals

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[00:33:55] And what better way to dive into these mechanics

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