TRF in Washington D.C.

[00:00:04] Welcome to The Recruitment Flex with Serge and Shelley. I'm Serge.

[00:00:09] And I'm Shelley, and we talk all things recruitment starting right now.

[00:00:17] Bonjour and welcome to The Recruitment Flex recording in Washington DC. Shelley,

[00:00:25] we're going to go see if we can meet up with Mr. Joe Biden after this. Do you think we got a

[00:00:30] shot? I doubt it. I don't even know what I'd say to the guy. Hi, grandpa. What would you

[00:00:37] say to him? Good. Grandpa's a good one. What was your thoughts flying in, driving in Washington

[00:00:44] DC? Because you haven't been here since the 80s, correct? You didn't have to throw that in, did

[00:00:48] you? It's been a while. It has been a while. I love it. So lush and green. And as you're

[00:00:56] approaching, you can see all of these historical sites. What was your biggest surprise when we

[00:01:01] landed? Because we were driving and we're bracing ourselves for this excruciating commute from

[00:01:08] the airport to downtown DC. Yeah, we just flew through. It was amazing. I think we missed rush

[00:01:13] hour because we left the airport around 6 37 o'clock. But you know what? I love this city.

[00:01:19] Like I said, I've been here before. I enjoyed it. I love museums. I love the history.

[00:01:25] And I don't think there's a place in the US, probably outside of New York that has so

[00:01:30] much history. Yeah, I'm looking forward to it. Like even just in the drive in seeing all the

[00:01:36] landmarks. It's just like, wow, wow. It's really remarkable here. It's beautiful. But we're here

[00:01:41] for a reason. Yes. We're here for T. A. Tech and are you excited? Nervous? What's your I am

[00:01:49] so excited because we've studied all the speakers that we're going to be introducing

[00:01:54] some really impressive people. And I really want to hear what they have to say. There's

[00:01:59] some really good topics and I'm not nervous because they're so well organized. And they've

[00:02:04] been doing these T. A. Tech conferences for a little while. This isn't their first rodeo. So

[00:02:11] I feel confident in the organizers and really impressed with the lineup of speakers.

[00:02:18] Yeah, the speakers are amazing. And I agree extremely well organized. I'm always a little

[00:02:22] bit nervous before going on stage in front of a lot of people. When this airs T. A. Tech will

[00:02:28] be over. But we'll give you all the highlights next week because we're actually going to have

[00:02:34] the ability to listen to these speakers. Because usually when we're attending conferences,

[00:02:38] we're running around trying to interview people. We rarely go to the session. We're going to see

[00:02:44] every speaker we have to because we're going to be asking them questions after. So we got

[00:02:48] to be listening on the ball. We got to be on the ball. But let's move into the new.

[00:02:53] The first thing I want to bring up is going back to Canada. There's a recent article in CBC

[00:02:59] talking about how Toronto youth are struggling to find work amid high unemployment. Canada's

[00:03:06] youth unemployment rate is now sitting at 12.8%, which is the highest since July 2016.

[00:03:14] And Toronto's youth unemployment rate is even higher at 16.8%. We're seeing increases also

[00:03:23] 3.5% increase for young women and 2.3% for young men. This is the highest youth unemployment rate

[00:03:33] that we've had since 2014. We can talk about what's contributing to this. There's been a

[00:03:38] large population influx into Toronto and that's definitely been a major factor.

[00:03:44] And there is a lot more competition. So we have Generation Z coming into the workforce

[00:03:49] and we also have a lot of new workers at, I would say, a lower pay scale that are competing

[00:03:56] for the same jobs. When you look at this, Shelley, is this surprising to you?

[00:04:02] No, because you remember we reported on something even back in March where it was a job fair

[00:04:09] that was opened up and I think it was for Pearson International Airport. You remember that?

[00:04:15] And they had thousands of people waiting to go into the job fair and they literally could not

[00:04:24] let anyone else enter. And people were showing up and if you didn't have a barcode or something

[00:04:29] you didn't register, they wouldn't let you in. So this does not surprise me at all. And

[00:04:33] do you know what's interesting is so many new Canadians come to Toronto and we have reported

[00:04:40] on this so many times this year around these less than legit schools that are bringing in

[00:04:46] students and they want summer jobs. And there's an overabundant supply of business students.

[00:04:53] There's just not enough part-time jobs. It must be really scary for these young people to have

[00:04:59] come getting an education in Canada and then they can't get summer work. Someone brought up

[00:05:05] not too long ago asking me where are the Gen Z working because we're not seeing them anywhere.

[00:05:11] And we've been talking about this for a long time since we started the podcast. Does this

[00:05:15] generation want to work? Where are they working? They're not at Tim Horns, they're not at

[00:05:19] Starbucks. We're rarely seeing them. This is counterintuitive to that point because what we're

[00:05:26] hearing is they definitely want a job and they're struggling. And now it starts to make a lot

[00:05:31] of sense. We talked about the journey that your daughter had in finding a job being extremely

[00:05:36] difficult looking for a restaurant or retail job. It was almost impossible but I don't know what

[00:05:41] the solution is. Well they do quote, I don't know, I don't hear any solutions either.

[00:05:48] You know this article talked to Timothy Lang who's the CEO of Youth Employment Services

[00:05:53] and yeah we know the high youth unemployment is their large population which is just another

[00:06:00] way of saying increased job competition but I didn't hear any solutions. No. Are they really

[00:06:05] thinking strategically what are they doing for youth to prepare them and how are they aligning

[00:06:11] with employers? Because one of the things they did away with and I know I think in Chandler's

[00:06:17] second year he was part of a Canadian job grant where he worked in an office in his field

[00:06:25] of study and his wage was subsidized and the Canadian government took that away,

[00:06:31] that incentive. And it really helped especially this was a small employer with 35 employees

[00:06:36] so for them to bring in a student they gave him meaningful work and it was the full term like

[00:06:43] from May 1st till the end of August and it was directly relevant like he was able to

[00:06:48] get some real experience. So I didn't notice that mentioned in this article. No and you

[00:06:54] bring up a point and I have no facts around here so I'm just going off the top of my head.

[00:07:00] There is from what I understand there is such a grant for new Canadians coming into the country

[00:07:07] and being able to get hired. Have you heard that or am I? For youth though? For youth. I

[00:07:13] don't know if that's provincial though. I think those are provincial programs. That could be. So

[00:07:18] you know it's one thing to acknowledge that it's a problem but when you've got the CEO

[00:07:23] of Youth Employment Services in Toronto just simply pointing to the problem isn't his job

[00:07:29] like coming up with creative solutions? I think they should hire us. I think they should. I

[00:07:34] think that's a really good point. We could help them. You know what I think screw that job. I

[00:07:38] think we should just run for office and you can be prime minister, he'll be deputy

[00:07:43] prime minister and we changed this. No the deal is and always has been so don't go

[00:07:49] changing it on me. We're doing municipal then we'll do provincial and I am your campaign manager.

[00:07:55] Well I think maybe you'd have a better presence. There is higher risk with me being the prime

[00:08:01] minister because I might say something that's completely offline. It's okay we'll coach you.

[00:08:06] Yeah we'll coach you. This segues into our next in the news topic that we want to talk about.

[00:08:11] This article was from oilprice.com where they were talking about as boomers and gen x are

[00:08:18] retiring the next generation of the workforce that's millennials and gen z are not really

[00:08:23] crazy about going into the oil and gas industry. They see it as wrecking the climate and not worth

[00:08:29] their attention as a job seeker. What we saw was a drop during COVID, a drop in interest

[00:08:36] of programs and even if we just focus on the University of Calgary they saw a drop in demand

[00:08:41] so they had put the brakes on their oil and gas engineering programs but they are responding

[00:08:46] to this and kicking it back up. They are struggling to hire and retain skilled talent

[00:08:54] especially here in Alberta. That was really showcased with the expansion of the Trans Mountain

[00:08:59] oil pipeline giving us greater market access but there was a shortage of skilled workers.

[00:09:06] Interesting that we've got these two articles tag team because we're talking about the same

[00:09:10] generation but there's really no correlation because what they need is skilled workers

[00:09:16] and getting youth to be interested in the industry sector and I think they've really

[00:09:22] failed as an industry to showcase what they are doing on the positive side. Yes it's still

[00:09:29] fossil fuels but there's a lot of things that the industry is doing and you know what gen x

[00:09:35] and gen z aren't on that channel. They're not in tune with the audience is my suspicion

[00:09:41] because even when we look at all the unemployment of youth in Toronto the solution is not to ship

[00:09:47] them to Calgary and put them to work because they're not skilled trades. Again I think this

[00:09:52] is another mismatch for immigration. What they need is to bring in skilled trades.

[00:10:00] I agree with you that's exactly the point here because look they need workers and we can

[00:10:06] say whatever we want about oil and gas. We need skilled workers. We're not going away from oil

[00:10:12] and gas in the next hundred years. We think about just cars. Yeah are we going electric

[00:10:16] vehicles? Probably but you think about how much oil is used in our day-to-day items. It's not

[00:10:24] going anywhere. The hydrocarbon is here to stay. We need more skilled trades and we need more

[00:10:29] young people to go into it and I think you're right on the fact that there's other industries

[00:10:34] that have been way more attractive. You think about the tech industry but we're not showcasing

[00:10:39] all the cool stuff they're doing like carbon capture is something that's really big here in

[00:10:44] Alberta. Also the digitization, no I'm not going to use that word, how they're leveraging

[00:10:52] technology in what they're doing is definitely huge but this is where in a minute they start

[00:10:59] moving out being like oh this job pays double what I make. Oh oil and gas doesn't seem so bad.

[00:11:07] Oh it's a great flexible job. I'm working with really smart capable folks. Those jobs are going

[00:11:14] to be more attractive as they get out of school and realize the actual income they can make

[00:11:19] from it because I'll tell you oil and gas was the reason I moved to Alberta. It's where the

[00:11:25] money was is where the highest paying jobs, the more opportunities were and a lot of young folks

[00:11:30] are going to start seeing that and it might be too late. It might be after they've done school

[00:11:35] and they went into the wrong sector realizing oh I should have done this. There's no money in

[00:11:40] this yeah or it's even more competitive unless you're some sort of savant developer. The

[00:11:47] competition for those types of roles is so much higher. Yeah so they do talk about and

[00:11:52] serve as think energy campaign to promote the lucrative careers in the energy sector

[00:11:58] and address the labor shortage but in that campaign one campaign and I think oil needs

[00:12:03] to put some money where their mouth is. If they really want to solve this they really

[00:12:08] need to put together campaigns and advertise the hell out of it. That's the challenge too

[00:12:14] though because there's a risk that it's going to be perceived as greenwashing like we're

[00:12:19] going to need to transition obviously at one point. No one's arguing that but it's a long

[00:12:25] time from now and there's just so much political backlash when you do promote oil and gas.

[00:12:31] You're seeing it in schools. What was the school in the UK that because there was

[00:12:37] an oil and gas company that was sponsoring one department or donator to the school they

[00:12:42] were boycotting the school. So there's just a bad rap that is it earned over the years.

[00:12:48] They've done some bad things right like they've not taken care of the environment as they should

[00:12:53] in some cases but if you want to be part of solution this is a good place for you to work

[00:12:58] and to go to your earlier point if we need skilled trades why is that not what we're

[00:13:03] bringing in. But this even segues into the next in the news topic. So this is super super

[00:13:12] cool and something that I guess on reading the headline you go what but it does make sense.

[00:13:19] And so this talks about currently in the US women under 30 on average make more than men

[00:13:27] under 30. This is women who are under 30 who don't have children have closed the pay gap

[00:13:33] with their male counterparts. However the math is pretty logical that once you have kids

[00:13:42] is where you know staying home to look after them you're typically the primary caregiver

[00:13:47] your career trajectory needs to be put on pause and so that's where the gap begins.

[00:13:53] And I'm not advocating that women not have children and close the pay gap for all of us

[00:13:58] but it is possible. It is possible. Yeah I was not surprised to see this but I was still

[00:14:05] surprised to see it because we've been talking about for years that there's more women in

[00:14:10] university graduating than men. The challenge now falls to the employers how are we accommodating,

[00:14:18] how are we helping women in the workforce that they can manage having children and all of you

[00:14:23] listening are like what about the men? 100% I agree with that men have to take a bigger role

[00:14:30] and I think we've seen that. I think that is dramatically different than it was 30 40 years

[00:14:35] ago or even when I had my kids exactly wasn't that 30? No no Chandler's only 27 don't rush

[00:14:42] don't rush me on this yeah you're absolutely right is what are employers doing to accommodate

[00:14:47] so that you don't fall behind but mathematically if like I had three kids and that's three 12

[00:14:54] month periods where I had no income how are you going to close that pay gap? You can't. If

[00:14:59] you look at your lifetime earnings versus someone who had no breaks in employment it's very

[00:15:05] hard to close that gap. I don't know if you ever could because that's three years of income.

[00:15:10] Even when you look at Canada pension plan contributions someone who contributed non-stop

[00:15:16] versus somebody who had several breaks in their employment you're never going to make it up.

[00:15:22] I think what's important is that you are paid equally for equal work yes but there's some

[00:15:29] clarity needed when we say the pay gap is it that you stepped away from your career for 12

[00:15:35] months and you're 12 months behind in terms of promotional opportunities or that's the real

[00:15:42] question here the real question because it's going to happen right but can I say something

[00:15:48] controversial yes please so I don't have to here's the thing when my kids were little

[00:15:56] it was less important to me that I climbed the corporate ladder yes and did my priorities

[00:16:04] change well of course they did you have other humans to consider and quite honestly there

[00:16:10] came a basically a ceiling self-imposed that I really didn't want more responsibility

[00:16:17] because you've only got so many brain cells and so much energy in a day and I wanted to save

[00:16:23] that. I wanted to save my good energy for when I got home to be with the boys doesn't

[00:16:29] mean I wasn't ambitious doesn't mean I wasn't capable of the VP role but I didn't want it

[00:16:35] yeah and I believe that sentiment exists with other women as well. I'm not going to speak out

[00:16:42] of turn with my wife but we've had exactly the same conversations of the importance of how she

[00:16:48] felt after having kids and where she was driving her career in a change because when you think

[00:16:53] about what becomes important to you is your job really and this is men it's your career

[00:16:59] it's not just your job it is your career and if you were on this fast track and I was 33

[00:17:06] yeah when I had my first and if you were on the fast track which I was

[00:17:10] it changes it changes right and I put it on pause doesn't mean I didn't catch up but it

[00:17:17] just you know the thought of having this executive role you know what it can wait. Thank

[00:17:24] you for that perspective because I think it's one that a lot of women and men face as well

[00:17:30] and it's a dilemma that's really important so at the end of the day there's nothing more

[00:17:34] important than your family. Shelley how about we now jump into the tip of the week? Brought

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[00:18:15] thrive. So last week I talked about advertising your jobs we quoted Tim Sackett's new book

[00:18:23] saying candidates don't know who your company is and they don't care because we all say the

[00:18:28] same thing so I wanted to flip the other side of that coin as recruiters on your resume

[00:18:36] describe in a single sentence the company that you worked for it is a help us help you

[00:18:43] because is it reasonable to expect that a recruiter would know the size and complexity

[00:18:49] of the organization you're coming from and are you really going to read the resume then go

[00:18:53] to google look up this company oh they're a five billion dollar organization with 150,000

[00:19:01] people worldwide is very different than working for a small boutique organization with 20 people

[00:19:08] right so it's just giving us context so the tip of the week is this have an anchor statement

[00:19:13] under your job title or under the company's job title on your resume

[00:19:17] to succinctly describe the company you came from love it that's a really good tip thank you

[00:19:24] now let's move on to the recruiting insights brought to us by our friends at Mitova

[00:19:31] Shelly are you tired of the same old outsourcing woes

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[00:20:00] strong educational institutions and a pool of skilled it professionals make it the perfect

[00:20:06] region for recruiting talent i have the perfect company that does this the company's name is

[00:20:11] mitova they have local experts who handle everything from recruiting to hr support so why

[00:20:19] settle for the same old outsourcing blues when you can have the nearshoring party with

[00:20:24] mitova look them up at mitova.com and let's get the fiesta started

[00:20:32] all right shelly what's our first recruiting insight of the week

[00:20:36] yeah do you know this topic i feel we have we've talked about a lot we've almost beat it to

[00:20:41] death but there's still more data surfacing this particular coming out of the hr executive

[00:20:47] dot com talked about why mandating return to office could lead to massive executive

[00:20:53] departures and 33 percent of 236 executives that were surveyed planned to leave their employer

[00:21:02] because of return to office requirements last year the reality is 36 percent of senior managers

[00:21:09] did leave their job because they were mandated to return to office which makes sense to me

[00:21:15] because i would say a good executive will always outward facing to employees

[00:21:22] support what's been decided yes it doesn't mean they agree they agree as an organization

[00:21:30] and we as a company are going to have this position on return to work but for me personally

[00:21:36] that's just not cutting it yeah and 36 voted with their feet the question becomes

[00:21:43] is hr really prepared with a succession plan do you have that many ready to move up into roles

[00:21:54] if a senior manager were to leave if i'm in ta i've got heads up on this yeah i've got heads

[00:22:00] up that in the event that we lose a third like who's at risk because they're never going to

[00:22:08] honestly a good executive never would how can we be better prepared except that maybe it's ta's

[00:22:15] responsibility and not hr succession planning which is a whole other topic for another day

[00:22:21] but it does present some pretty real risks to organizations shelly i'm going to do something

[00:22:29] a little bit different here because what you're saying blends in exactly to the next recruiting

[00:22:35] insight because the next recruiting insight is basically saying that high paying remote jobs

[00:22:40] have decreased by nearly 60 over the past year hybrid job availability has dropped by 95

[00:22:48] so only four percent of jobs paying 250,000 or more annually are available for remote work

[00:22:57] down from 10 a year ago so my question is where are all the executives going here's what i think

[00:23:06] okay and this is a theory but i think based on a few years of experience we don't need to

[00:23:12] name numbers i believe that executives have the ability to have a hybrid role but it's kind of

[00:23:21] unspoken who's going to question that the vps never in their office yeah they're busy

[00:23:26] they're busy people and so again these are jobs that are advertised yes and i would challenge

[00:23:33] this survey to say how many jobs are advertised that are 250 a year and above

[00:23:41] yes take the remote hybrid off the table yeah these jobs are not typically advertised so

[00:23:48] if you're senior manager director vp and above chances are you are networked within your industry

[00:23:57] you're having conversations with people you've known your entire career that's where these

[00:24:02] jobs are and they never have been advertised so that's my thoughts that's such a good point

[00:24:09] and sometimes you really impress me because i never thought of that because most of these

[00:24:15] jobs are not advertised and this survey definitely is is going through how jobs are advertised to

[00:24:20] close off on your point of when we look at executives and the mandate of coming back to

[00:24:26] the office i think you're 100 right there too that there's a lot more flexibility and also they

[00:24:33] have a network so they're probably going to similar organizations that are offering remote or

[00:24:38] again there is just a lot of flexibility of where they're at they can be working anywhere

[00:24:42] in that point so i think that's but the return to the office is an interesting one we talked a

[00:24:48] lot about it over the years and slowed down because people are like stop talking about it

[00:24:53] but it's pretty clear no we want to talk about it some more it's pretty clear that's happening

[00:25:00] it we're going back to 2019 for sure because if you look even there's a survey here by resume

[00:25:07] builder that found that 90 percent of a thousand companies expect a full return to the office by the

[00:25:13] end of the year remote jobs are still available but they tend to offer low pay compared to in

[00:25:20] office positions and i was giving the advice to younger folks in the job market not too long

[00:25:26] ago and like look if it's hybrid or if you have the opportunity to go into the office early

[00:25:32] career you probably should because the advancements are going to come from there does it suck yeah in

[00:25:39] some ways it does suck but also for a lot of young folks we make the assumption that they

[00:25:45] want to work from home but that's their whole social life i think about my 20s that's where

[00:25:50] i met all my friends that's where i partied so we'll see but i think you have to put in

[00:25:56] perspective if you are working remotely and looking for another job there's a good chance

[00:26:01] that you're going to have to go into an office that's just the reality agree or disagree and

[00:26:08] it's what's happening right now i think they enjoy it i think they do i know they do it is

[00:26:14] the more well established exactly like the mid-career mid to senior career people so shelly

[00:26:22] what's the next recruiting insight so our next and our last recruiting insight interesting article

[00:26:27] that really got me thinking i guess more philosophically about hr's role in helping

[00:26:36] their employees navigate their career moves i know having worked in corporate hr there is

[00:26:43] what's referred to as regrettable terminations and non-regrettable terminations and the ones

[00:26:50] that hr tends to focus is non-regrettable and understanding why people leave and this was

[00:26:57] actually an article based on a book by sharon hall who's an executive coach author and she

[00:27:02] talks about career navigation in her book professional careers by design that actually

[00:27:08] talks about the whole notion of if you have a regrettable termination or somebody leaves on

[00:27:17] their own should we not consider that to be success because to think that people are going

[00:27:24] to stay with your organization or that your organization can offer the career path of what

[00:27:29] this person's really capable of versus helping people navigate a career and that navigation may

[00:27:36] mean you need to leave and go work somewhere else i think it's rather pie in the sky thinking

[00:27:43] because having those conversations sounds like self-sabotage it does yeah you've got a great

[00:27:49] performer but can you really offer them anything and if you're working with let's say talent

[00:27:55] management because that's really the role of talent management in an organization is to look

[00:28:00] at what are you great at doing what do you aspire to do next how can we keep you and offer

[00:28:07] that but there's oftentimes where you can't i guess it depends on the role too if someone

[00:28:13] is leaving you to go work for exactly the same role at your competitor that's probably not a

[00:28:19] good thing right unless there's something that i can't see there's a promotion more money or

[00:28:24] whatever the case is but you should always strive to keep your top performers as long as

[00:28:29] you can with the understanding that yeah they might outgrow your company or they might grow

[00:28:37] deeper into your company or go higher up which is how management has happened for a hundred

[00:28:43] years right you do a really good job you get promoted to next ringer i think that's been a

[00:28:47] challenge in the past say 20 years where we're hiring people externally for those roles

[00:28:52] instead of focusing on growing those people into those roles and they feel like they need

[00:28:57] an out so they're going somewhere else so i get your point it makes a lot of sense but i don't

[00:29:01] know if the data supports that these folks are leaving for way better jobs somewhere else

[00:29:08] if you look at exit interview data a lot of it is they just outgrew the company in the sense

[00:29:14] that they don't want to work there the culture has shifted or whether the case is

[00:29:18] their boss isn't us yes i'm glad you brought that up because the boss is the biggest factor

[00:29:24] when people leave or choose a particular job so it's always a factor but i love the core of it

[00:29:30] too because it's such a different mindset change that we've had forever being like if they haven't

[00:29:35] been here for 20 years we failed just work doesn't happen like that anymore people stay

[00:29:41] on average two and a half to three years and they move on and that's not a bad thing and

[00:29:46] also like we've talked why they do that there's multiple factors of you get more money if you

[00:29:51] leave the company compared to staying and getting your regular promotions so looking at your career

[00:29:57] at a whole picture if you're a job seeker or in person working is critical but for organizations

[00:30:04] it's not always a failure you are 100 right but also make sure that you know what exactly

[00:30:11] is happening because you'll have a lot of people in the exit interview say oh it's just

[00:30:16] a better opportunity but in reality they left because their boss was an asshole

[00:30:21] yeah or whatever the case is those you have to avoid and as ta professionals one of the things

[00:30:28] that we have always talked about is your alumni network yes boomerang employees yes imagine

[00:30:36] that with somebody's likelihood to go out get more experience get a more diverse experience

[00:30:43] but my god they come back five years later because we know statistically it happens

[00:30:49] especially through covet there was so many boomerang employees and we're not talking about

[00:30:54] seasonal return workers year after year we're talking about people who went out tried on

[00:31:01] some new shoes walked in those shoes for a bit and decided because you treated me with respect

[00:31:08] and you were real champion for my career path i would come back that's the part they remember

[00:31:14] oh and by the way the manager that you had before will not be your manager this time

[00:31:20] you know who those good leaders are in your organization it's really it's it is really long

[00:31:25] term thinking in terms of talent management because the other thing we know is that when

[00:31:30] people leave they don't usually leave the city very few what four percent relocate to a different

[00:31:37] city you know what there's a very good case here i really like where she's headed with this book

[00:31:42] we should read that book maybe we'll bring her on i think that's a good idea so on that

[00:31:47] note we've talked a lot and we've got some sightseeing to go see eat some food looking

[00:31:53] forward to next week where we talked about everything we learned at the ta tech conference

[00:31:58] and then we can laugh at whatever you brought up about me that embarrassed me so we'll see what

[00:32:03] happened so thank you everyone for listening shelly arvois

[00:32:17] shelly let's face it texting candidates is the easiest way to hire quicker today

[00:32:23] but your cell phone doesn't connect to your ats you're sharing your personal number with

[00:32:27] strangers it's pretty scary right shelly and it's not even legally compliant this is where

[00:32:33] our friends at rec techs come in they've created simple yet powerful text recruiting

[00:32:38] software that works with your ats plus it's designed by recruiters for recruiters so you

[00:32:45] know it works to learn more and book a demo visit www.rctxt.com mention the recruitment flex

[00:32:55] and get 10 off annual plans do you love news about linkedin indeed google and just about

[00:33:02] every other recruitment tech company out there hell yeah i'm chad i'm cheese we're the chad

[00:33:08] and cheese podcast all the latest recruiting news and insights are on our show dripping

[00:33:13] in snark and attitude subscribe today wherever you listen to your podcasts we out