TRF@Unleash America

[00:00:04] Welcome to the Recruitment Flex with Serge and Shelly. I'm Serge. And I'm Shelly. And

[00:00:11] we talk all things recruitment starting right now.

[00:00:17] Bonjour and welcome to the Recruitment Flex live from Las Vegas at Unleashed 2024. Shelly,

[00:00:26] are you doing okay?

[00:00:27] Actually, better question. Are you doing okay? I think by now hopefully people have

[00:00:32] seen either on Instagram or on our LinkedIn feed that you jumped off the stratosphere?

[00:00:40] Yeah, stratosphere. The tower in the older part of Vegas.

[00:00:45] And I'm still alive.

[00:00:46] And here you are in one piece.

[00:00:48] I'm a little surprised actually because not that I would have died from jumping off because it's

[00:00:54] pretty safe. No one has ever died from what I could see. 820 foot jump and when you are up

[00:01:00] there it's one of the freakiest things. It's unnatural.

[00:01:03] It's very unnatural. I think it is the scariest thing I've ever done.

[00:01:08] And when I was up there, I can tell you looking down, I have never felt as weak in my life as

[00:01:14] I did at that moment but I just like I'm doing this. I'm not backing out. I just jump.

[00:01:19] It's incredible because you would have overridden your own brain telling you

[00:01:26] this is not the right thing to do. You're looking down and your brain would be saying oh, oh.

[00:01:34] And you override it and go anyways.

[00:01:36] No, the thing is I looked down when I was not in the room because there's no way you walk

[00:01:41] onto a platform like you're a pirate or something. There's no way I was looking down.

[00:01:45] So the guys tied me up. I was in a position and then I just felt pressured.

[00:01:49] Harnessed.

[00:01:50] I'm not tied down.

[00:01:51] Yeah, Harnessed. And I heard three, two, one, go. So I just went. That's all I did. I just jumped.

[00:02:01] And if you watch the video it looks like I have this plan. I'm doing like a

[00:02:05] Superman.

[00:02:06] This is Spider-Man landing. That's what it was.

[00:02:08] But it wasn't. That wasn't the case. I just was so scared stiff that I'm like,

[00:02:12] I'm not moving because if I start moving, can you take my legs? I was worried I was

[00:02:15] going to start wiping around.

[00:02:18] But kudos to OutHire to doing this event. I think it accomplished what they wanted. It was

[00:02:25] scaring the shit out of HR influencers and I think it did it for me for sure.

[00:02:30] So now here we are at Enlish in Vegas and it's at the Caesars Forum. Anything that

[00:02:36] you wanted to share with the audience that you noticed about this year's event?

[00:02:42] I find it a lot busier than last year. There's a different vibe and last year it was a good

[00:02:48] vibe, but there's definitely a vibe. All the booths look pretty busy, especially

[00:02:54] the startup section. The startup section last year was two different sections and there was no

[00:02:59] traffic to any of them. So this year they created a village of startups. I think there's

[00:03:04] got to be like 40 companies, Shelley. And they were all busy. Dude, you were bumping into

[00:03:08] each other, which is never the case. It tells me a couple of things. I don't know if you agree

[00:03:12] with this. Definitely they were busier than the established booths that we see at every show,

[00:03:17] the eight-folds, the busier, paradox indeed. Like name it. So our practitioners, TA leaders,

[00:03:25] looking at cheaper alternatives to fix the problem that they're having instead of going to

[00:03:32] the big players, are they looking at maybe startup is better for us and it will actually

[00:03:37] fix what we need? Am I off base there? I think there's a lot of curiosity, but I think there are

[00:03:43] also some bigger players shopping or wanting Intel on what's coming up. The other really cool thing

[00:03:50] that I noticed about the startup section was how many were non-American companies.

[00:03:57] There was a company from Korea. Yeah, I had a conversation with them. I got chopsticks.

[00:04:04] Metal chopsticks. That's a really good swag actually. Yes, there was the UK and lots from

[00:04:11] Australia. A lot of Australia, as we mentioned out, hired from Australia. Met a company from France

[00:04:17] last night at the, okay, get this, for Canadians listening, this is going to be really weird

[00:04:22] for you. So there's a bar in Vegas that is, I think they said it was 15 degrees Fahrenheit.

[00:04:29] No, it's minus five. Minus five Fahrenheit? Yes, that's why the bar is called minus five.

[00:04:36] You're just putting those dots together now. I guess so. So anyways, they give you a parka

[00:04:42] and you go in a section where it's minus five and you drink out of basically icicles.

[00:04:50] Just the concept's a little odd to me. What do you feel about it? Yeah, beautiful ice sculptures

[00:04:57] and that was an event brought to us by JobPixel and Great People. So thank you very much

[00:05:02] for inviting us. It was a unique setting. My nose got so cold and they give you a drink in an ice

[00:05:11] cube and they give you gloves. Interesting because it typically gets really hot in Vegas.

[00:05:16] So it was refreshing and an experience. So what did you see at the show that

[00:05:22] stroke edited you? I noticed that there was a fairly healthy percentage of HR

[00:05:30] leaders here. The sessions that are held right on the floor, like the exhibitors hall,

[00:05:37] those sessions were packed all morning and there was four stages and when I walked past any of them

[00:05:45] and someone was presenting, it was full house and people standing in the back. So I saw really

[00:05:51] good participation and those sessions were targeted for HR leaders. They weren't for the vendors

[00:05:57] so it was really well attended by HR practitioners in what I saw. No, I noticed the same. Obviously,

[00:06:04] I look at all the name tags when I'm walking around and I saw a lot of TA leaders. I would say

[00:06:11] definitely more than half which is not the case for these shows. It's usually vendors to

[00:06:17] other vendors to investors, folks like us. So that's really good for Enleash. That's a

[00:06:23] really good audience but overall what's your feeling in the show? Good show, bad show?

[00:06:27] Good energy. They definitely up their game in terms of the space. It felt bigger than the

[00:06:34] exhibitors hall last year and then the breakout rooms. Everything on one level is fantastic.

[00:06:40] I agree. Yeah versus having to go upstairs and take an escalator up to the breakout rooms.

[00:06:46] Nice layout. You can easily and quickly get to everything and man, are they organized?

[00:06:52] Really well organized. So I think overall it's definitely worth a trip down here.

[00:06:58] Yeah, same. I think this Enleash was really good. I thought last year it was really good as well.

[00:07:02] I think there is a lot of competition when it comes to these conferences now. You think

[00:07:07] about HR tech. We talked about transform not long ago. So a lot of competition Enleash needs

[00:07:13] to be at top of their game and I think they showed that at this particular show. So if you're

[00:07:17] an HR practitioner leader looking for a good HR conference, definitely recommend Enleash.

[00:07:24] But Shelly how about we jump into the news? Yes. So let's start with what's happening

[00:07:30] closer to home. In Ontario the government is intending to propose changes that if they were

[00:07:37] passed large employers will need to disclose publicly advertised jobs where the job vacancy

[00:07:47] exists or not. So there was a survey done in Ontario of hiring managers that showed only 50%

[00:07:58] of jobs advertised were for an active open position. They were building their and I use

[00:08:04] air quotes talent pools. The Ontario government is stepping in to say we are going to impose

[00:08:12] fines for violating the Employment Standards Act. They've increased it up to $100,000 which is the

[00:08:22] highest in Canada in terms of penalties. How are they even going to try to enforce this?

[00:08:30] Now this is intending to propose changes. So what we're sharing is heads up. The Ontario

[00:08:38] government is stepping in. It must indicate that enough people have complained that they are

[00:08:45] applying for jobs and they don't ever hear anything back. Those of us in TA know that most

[00:08:51] applicant tracking systems are not set up to send out regrets. From the job seekers

[00:08:57] perspective they believe it's all bogus. If you sent out 100 resumes and you heard back from two

[00:09:04] like statistically that doesn't feel right. Yeah 50%. Let's go to that 50% number. I think there's

[00:09:12] a certain amount of truth to it if you think about who is posting the jobs. Staffing firms

[00:09:18] basically their business model is run on posting jobs and getting candidates, right?

[00:09:24] Anticipating a job order. Yes, yes. And have you ever worked with a hiring manager or leaders be like

[00:09:31] oh we're not hiring but we just want to know what's out there or we're just trying to get the talent

[00:09:37] pool ready for when they want to hire. But this used to work what 20 years ago it doesn't

[00:09:42] work anymore because people move so quickly if you're not hearing you're applying somewhere

[00:09:47] else you're moving along so I don't think it has the same effect as before. But personally

[00:09:52] I don't think I like this. I think it's an overstep from the government. They have no clue what

[00:09:57] they're talking about. Oh it gets better though, Serge. If you think that's overstepping they are

[00:10:03] also proposing mandatory response to applicants. So larger employers this would mean like a

[00:10:09] thousand or more probably. Again we're guessing because this is all proposed. Would need to

[00:10:14] respond to job applicants that they have interviewed if the job was publicly advertised. Making

[00:10:21] Ontario the first province in Canada to require such a standard. You cannot interview someone and

[00:10:27] never get back to them. Again how are we going to enforce this unless there is like a hot line

[00:10:33] 1-800 they didn't get back to me hotline. And over what period of time? I understand that

[00:10:40] people are upset, they want work. There's so many factors in the labour market especially

[00:10:46] in Ontario where people see these jobs advertised. There's a lot of people that need work. It's very

[00:10:51] expensive to live in Ontario. Their taxes are really high in Ontario and so they're now looking to the

[00:10:58] government to say hey solve this. That's what I think. I agree and I get the pain right. I get

[00:11:03] the situation it's not ideal we've got a lot of people looking for jobs not hearing back.

[00:11:09] We both know it's a horrible experience if you're applying for a job you do an interview

[00:11:13] then you just get ghosted. But I don't think this is the issue for the government to fix.

[00:11:20] I think this is where the free market really makes a choice right? If you are first of all a public

[00:11:26] brand or a consumer brand and you get ghosted are you going to tell your friends about that

[00:11:33] brand? Are you going to go buy that product? Are you going to use that service? That is how

[00:11:39] we really make an impact with these companies not doing the right thing. Having the government

[00:11:43] to step in and being like hey this person interviewed and you didn't respond them so here's your five

[00:11:48] brand. It just is ridiculous to me. I don't get it. Yeah it's a huge overstep and I can't see

[00:11:55] this. I can't see it go through but I've been wrong before. We'll keep an eye on it. We'll

[00:12:01] keep an eye on it. Yeah let's talk about US job numbers so they just came out and the numbers

[00:12:07] were a little bit lower than they expected which in some cases might be actually a good thing.

[00:12:12] Here's the highlights. Non-farm payroll increased by 175,000 people and they

[00:12:21] anticipated around 243,000 so a little bit lower. The unemployment rate went up a little bit from

[00:12:28] 3.8 to 3.9 and there is some wage gains that are cooling. Funding wage gains decelerated

[00:12:37] increasing by 3.9% in April compared to 4.1% in March. Not a bad job number but also not great.

[00:12:48] What's your thoughts here? Here's what I'd like to do. There is a difference for how the US

[00:12:56] reports employment. Do you know what we should do? We should get an economist who understands the

[00:13:04] way these things are reported, have them come on the show and teach all of us because I can't be

[00:13:08] the only one that doesn't quite understand 3.9%. Is that average unemployment rate across

[00:13:17] the entire country? Yeah exactly. That's my thoughts. I'd like to understand better

[00:13:23] how it's measured and what are these we know instinctively being in TA for as long as we have.

[00:13:28] We know instinctively what that means for us but I'd really like to do that.

[00:13:33] Let's do it and I'll tell you if the economy is slowing down in the US being in Las Vegas,

[00:13:39] I am seeing none of that because there's lineups for $22 coffees here. Everything is so

[00:13:46] expensive. What did you pay for Starbucks? Two coffees this morning. $22 American and

[00:13:52] this is not like fan. It was pretty straight up coffees. $22 which is what 35 Canadian and like

[00:14:01] yeah, this is the last Starbucks I'll be buying on this trip. I had no clue it was that expensive.

[00:14:07] But Shelley, let's jump into the tip of the week. Yes, your tip of the week is brought to you by Plum.

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[00:14:40] So here's my tip of the week. I wanted to talk a little bit about

[00:14:44] the whole notion of candidates that are over qualified. And first, let's start with what do we

[00:14:50] mean by that? I am not talking about positions when positions have this five to seven or seven to

[00:14:58] 10 years of experience and people apply and you've got 11 years of experience or 15. I'm talking

[00:15:05] about postings where it calls for two years of experience. And I think there's three key reasons

[00:15:11] that someone is applying for those jobs who truly is over qualified. Can I share those with you?

[00:15:18] Yeah, please. Okay, so the first one is because we cannot possibly imagine why anyone with that

[00:15:27] much experience would be applying to a job that is only calling for two years of experience. We

[00:15:33] can't see ourselves doing that work if it's calling for only two years of experience. So

[00:15:39] that's one of the reasons that we in TA may feel that a candidate is over qualified. The other is,

[00:15:47] and this is my personal experience and I've done a few thousand interviews.

[00:15:52] How many?

[00:15:54] More than 10,000. You reach out to the person and their response is surprised when you say

[00:16:01] why did you choose to respond to this job or apply for this job? It's only asking for two

[00:16:06] years of experience. And they're like, really quite honestly, most the time they don't even remember

[00:16:12] applying for the job. So how many times are you going to do that before you realize

[00:16:18] I only have a 10 hour day? I must only speak to those who have the years of experience.

[00:16:25] That's the other. So if someone has more than the two years, you're not even contacting them.

[00:16:30] And here's the final reason why I believe people apply for jobs that they have more years of experience

[00:16:38] is that they believe that once we meet them, we are going to fall in love with them. We are

[00:16:44] going to crawl across broken glass to the total comp department and have them reclassify the job

[00:16:51] based on this incredible person that we just met. And we're going to rewrite the job description

[00:16:57] because we didn't really mean it to begin with. People honestly believe that's what we're going to do.

[00:17:05] So the tip of the week would be if you're looking for two years of experience, only reach out to

[00:17:11] those candidates who have two years of experience. Fantastic. Let's jump into the recruiting

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[00:18:22] Okay, so let's start with LinkedIn's future of recruiting report. You know me and my reports.

[00:18:28] Love data. So there were six key insights. I'll share what I thought was most interesting

[00:18:37] of the six because we don't want to drag everybody through all six of them.

[00:18:41] The first one that I wanted to point out was that recruiting teams will advocate for flexible work

[00:18:48] policies. Companies that allow employees to choose their work location, see a positive impact and

[00:18:55] recruiters can advocate for effective policies. So there was 146% increase in job applications

[00:19:03] when the job is remote and decrease in remote job postings was down 46% this year. And I believe

[00:19:13] that TA can play a role in advocating for flexible work policies. If you want to have good quality

[00:19:20] candidates to choose from, you really need to. I'm glad you point that out because if recruiters

[00:19:25] are not pointing out internally in the organization that, hey, we just had 50% of our candidates

[00:19:31] drop off because there is no flexible work option. And here is the caliber of the talent that we are

[00:19:37] losing because of that. I think it's going to make a big difference. So I 100% agree. We have to be

[00:19:43] vocal with what our candidates are saying. If we're not giving our hiring managers and our leaders

[00:19:48] in organization a true story, they're just going to keep doing the same way because they

[00:19:53] definitely are probably not fans of flexible work if we see what's happening right now.

[00:19:57] Yes. And I think eventually they will realize because the candidate quality

[00:20:03] is not going to meet what the requirements of the role are.

[00:20:06] So are you hearing that? Because I'm hearing that a lot. Everyone we talk to, all the TA

[00:20:11] leaders here at Unleash, they're telling me the quality candidates have never been lower.

[00:20:16] And I know there's multiple factors that are completely out of the equation when it

[00:20:20] comes to flexible work. But I think that has an impact. Like I love to compare the caliber

[00:20:28] of candidates, same job, one is flexible. The other one is in office five days a week.

[00:20:35] Where would you put your money here? Oh, I would absolutely put my money on the fact if you want

[00:20:39] qualified applicants and the job is remote or even flexible work arrangement,

[00:20:46] you will see an improvement in the quality of candidates. So the market will speak.

[00:20:50] And I think it has according to this report. It has.

[00:20:53] So one other thing I wanted to say that I thought was maybe more obvious to us because we're

[00:21:01] involved in TA on a daily basis, AI will supercharge recruiting. So generative AI

[00:21:08] will help streamline recruiting and boost productivity and talent leaders expect the

[00:21:13] adoption to accelerate in the coming year and beyond. So specifically, they pointed out

[00:21:18] the use of gen AI tools that will make it faster and easier to write job descriptions, which

[00:21:25] we keep harping on this. But if you get the job description right,

[00:21:30] get it right the first time. This is the anchor of the whole recruitment process.

[00:21:36] So obviously as humans, nobody's been able to figure out how to do this.

[00:21:41] Thank you. Thank you chat GPT for helping us write better job descriptions.

[00:21:46] Does it really write better job description? It does. So here's the mistake is if you ask

[00:21:52] chat GPT to write the job spec or take your existing one and ask it to rewrite it in a way

[00:21:59] that is going to be more inclusive, make it more attractive, make the job from the candidate's

[00:22:05] perspective more enticing, it's going to do a better job. Now the key to that is don't just

[00:22:13] cut and paste from whatever it spits out. You still need to refine it and make sure it's right.

[00:22:21] So maybe does write better job description? Does it write better job ads?

[00:22:25] Absolutely. Oh my goodness. Yes. What's interesting in job descriptions, there's a

[00:22:31] tendency to hit a certain number of bullet points. What you end up doing is repeating.

[00:22:39] It's really saying the same thing in a different way and asking chat GPT to boil this down to the

[00:22:45] top three most important responsibilities. It will provide you with something a little more concise.

[00:22:54] Okay, good. Any other that struck out at you?

[00:22:58] Well, what's interesting is last week we were talking about how employers are saying

[00:23:03] for Gen Z I just won't hire them. This report from LinkedIn is saying that attracting Gen Z will

[00:23:09] require a new playbook and they will account for more than a quarter of the workforce by 2025.

[00:23:16] Hello, it's 2024. So accessing this new generation of talent will be a priority

[00:23:22] and it's going to be a challenge for talent acquisition teams in the next five years.

[00:23:27] Gen Z has a really good bullshit meter that I think we've all had all the generations,

[00:23:32] but we accepted it. And this is where I talk about a real authentic when it comes to your job

[00:23:38] ads, to your recruitment marketing, to employment brand all across the board. You can't keep

[00:23:44] saying the same shit we've been saying for years that is so corporate, so not true.

[00:23:50] This is the time that we stop lying to candidates. Gen Z is going to force that issue. They're not

[00:23:56] going to read our corporate bullshit and be like, yeah, that sounds great. And then they'll be

[00:24:02] like, there's something off here. So they re-tru it their meters way better or maybe the tolerance

[00:24:06] of it is probably way lower than us. Yes, you may be onto something there.

[00:24:11] Very interesting from LinkedIn. Let's jump into the next subject. It blends in perfectly

[00:24:18] with what LinkedIn is saying here. Talent acquisition teams are struggling in a lot of ways.

[00:24:24] They lack the resources and we've been talking about this for a long time. It's one of the

[00:24:29] busiest jobs. It's one of the most high volume jobs in the amount of activity that you have

[00:24:33] to do in a day to accomplish. Like, you got to talk to the candidates. You got to do the

[00:24:38] admin work. You got to make sure everything is lined up in this particular survey. It shows

[00:24:43] that while skill shortage remains the top issue for talent acquisition leaders, these leaders face

[00:24:49] tremendous pressures to improve the efficiency of recruiting processes. Right now, only 32%

[00:24:57] of leaders feel that they are viewed as strategic partners within their organization.

[00:25:02] Additionally, 42% of companies do not have a workforce plan. I want to talk about those

[00:25:09] two things. Only 32% of leaders think they're strategic. Would you agree with that assessment?

[00:25:16] Yes, that absolutely rings true. We see it every time there's any sort of downturn

[00:25:23] or dip in sales for any organization. Who do they lay off first? Would you lay off a strategic

[00:25:29] partner? No, I don't think so. Not if they're truly strategic. I think that absolutely rings

[00:25:35] true for me. Well, I got that feeling even when we interview practitioners on a show

[00:25:40] or leaders. I've rarely gotten the feeling that within their organization, they feel

[00:25:47] they're strategic. I hear frustrations a lot. So I think this definitely rings through.

[00:25:53] 42% of companies do not have a workforce plan. I am actually shocked that that number is not

[00:25:59] way higher. I'm trying to think how many companies that I've worked, consulted with, that had a real

[00:26:05] workforce plan that was thought out. It was an actual exercise and it was really clear what they

[00:26:12] were going to try to achieve when it came to hiring. It does happen in large organizations.

[00:26:18] It rarely happens in mid-sized to small-sized companies. And I think that's actually more

[00:26:24] important in small to mid-sized company, in my opinion. So surprise.

[00:26:30] So first of all, I just want to clarify the distinction between a manpower plan and a workforce

[00:26:38] plan. I believe what this article is referring to is having a sense of what skills you'll need

[00:26:45] by when based on your business strategy, that's a workforce plan. You're going to open up

[00:26:52] operations, maybe you're changing product lines and talent acquisition is at the table.

[00:26:59] So this lines up with only 32% think that they are viewed as a strategic partner. So what that means

[00:27:06] is let me do the math here. That means 68% of TA leaders are not considered strategic. Well,

[00:27:12] that makes complete sense because they have no plan. The company has no plan. Now I don't

[00:27:18] think that falls squarely on the shoulders of just TA. Well, I don't think you even touch

[00:27:22] this TA in a lot of way. I think TA is part of the planning, but I don't think this should be

[00:27:28] owned by TA. I think this is definitely an HR function. I think it's a business function.

[00:27:35] It's like your business leaders need to tell you, here's what we plan in terms of

[00:27:40] product upgrades. Here is our product roadmap. Here's where we're at in business development.

[00:27:46] Here are the projects that we're bidding on. That's the business being prepared and having

[00:27:52] some sort of a workforce plan, not manpower. Manpower is just like, who are we going to hire?

[00:27:57] We got these vacancies plus turnover. And that's what we're going to hire this year.

[00:28:04] Agreed. So the last thing that I want to talk about here is 70% of companies find

[00:28:10] skill-based hiring too challenging to implement currently mainly due to unclear programs,

[00:28:17] development and strategies. Yeah, I'm not surprised because we're in the industry. We talk about

[00:28:23] skill-based hiring all the time. We have partners, we have vendors. Can you clearly say that you

[00:28:31] would understand how to implement skill-based hiring within your organization from scratch?

[00:28:37] Do you know, I think that's high. I think a lot of companies are doing it in some form,

[00:28:43] maybe not completely. That number is just, it feels high to me.

[00:28:49] I think it's higher. I think there is very few companies that are doing any type of skill-based

[00:28:57] hiring. I think obviously if you're looking at the bigger size companies or some type of plan,

[00:29:02] I think it's probably the 80 to 90%. Okay. So one last thing, 45% of HR leaders are directed

[00:29:12] to focus on cost cutting over talent acquisition initiatives. I'm surprised that number is so low.

[00:29:22] I would think it's way higher. Most of the HR and TA leaders that I'm talking to,

[00:29:27] there is not a lot of investment in talent acquisition outside of a couple of tools.

[00:29:32] How do you feel about it? Agreed. There's certainly a need for recruiter reskelling.

[00:29:38] It is such a shame, but it's nothing new. And maybe I believe it stems back to the fact

[00:29:44] that recruitment reports in through HR. HR is an overhead cost to every organization.

[00:29:53] And so where will you reduce? You need to reduce cost. And so if talent acquisition is maybe embedded

[00:30:01] within the business unit, less likely to happen. But as we know from that study that we reported

[00:30:08] on a few months ago, there is currently a trend to go back to centers of excellence rather than

[00:30:14] having talent acquisition embedded in the business. So it lines up for me. It does. Perfect.

[00:30:22] Well, we got to cut this podcast a little bit shorter than usually.

[00:30:26] You got some parties to go to. You got some parties. Got our friends at Indeednext and then Plum.

[00:30:33] Where are we going with Plum? It's the neon graveyard. Yeah. I have no clue, but

[00:30:42] it's going to be great. Like they always do it up. They never did.

[00:30:44] Their booth. Did you want to just mention something about how awesome their booth was?

[00:30:49] Oh my God. They're just showing everybody up. Oh my God. They had what, six foot neon sign

[00:30:58] on their booth? Millie. Millie. There you go. Yes. And Millie had cowboy boots on.

[00:31:04] And her leg moved like the neon sign. Oh my God. On that note, I got to call out Jason Putnam

[00:31:10] because Jason Putnam was part of the jumpers yesterday. Yes. And he were a super Dave

[00:31:17] Osburn. He did. That was so funny. The helmet and everything. Oh my God.

[00:31:22] Which they didn't allow him to put the helmet on, which makes sense because

[00:31:25] if it falls from his head from up top, that's going to hurt.

[00:31:29] I was watching down on the patio. It's going to hurt. So Jason, you rocked it. A lovely outfit.

[00:31:35] So Shelly on that note. Let's go party. Okay. Au revoir.

[00:31:39] Yeah.

[00:31:48] Shelly, let's face it. Texting candidates is the easiest way to hire quicker today.

[00:31:54] But your cell phone doesn't connect to your ATS. You're sharing your personal number with strangers.

[00:31:59] That's pretty scary, right, Shelly? And it's not even legally compliant.

[00:32:04] This is where our friends at Rectex come in. They've created simple yet powerful

[00:32:08] text recruiting software that works with your ATS. Plus, it's designed by recruiters for recruiters

[00:32:15] so you know what works. To learn more and book a demo, visit www.rectxt.com, mention the recruitment

[00:32:26] flex and get 10% off annual plans. Imagine how fast we could solve the world's biggest

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