A (4:55)

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B (7:14)

Yeah, so that's going to happen probably next year. So right now you're in a very, very candidate centric market, right? You don't want to do anything that inhibits companies, don't want to slow that process up, they don't want to change anything right now. Right. So yeah, the, the example I use in the tenderization of, of, of recruiting is if you were going to hire a come, right, you're going to hire a comedian for an event you don't read, right? You're not actually reading the paperwork. You don't want to read the resumes of the comedians, right. You basically want to say, you know what, show me all the comedians that are available in my area at this time that are not raunchy because here's my audience and you're going to get five comedians and you're going to see 30 second or one minute clip of their comedy and then you're going to choose that comedian based on which one you like the most. And you look at their paperwork because by the way, their paperwork probably all says the same thing. Oh, they were starring here, they won these award. You know, their resume looks exactly the same. Well, if you were going to hire someone for a frontline customer facing role, why go through the process of getting their paperwork, reviewing a resume that, that all looks the same, to screen them to see what they are. Meanwhile, what you really want to do is say, you know what, I need a fill in the blank. I need this sort of customer facing role. Show me all the people that align with my requirements, let me see a 30 second clip on who I want and then, hey, I'm going to shortlist 10 of them and then I'll go into the paperwork side of things. And I think that is going to expedite this overall process. Hey, by the way, you know, the resume was invented by Leonardo da Vinci and other than the font and the fact that we put our email and mobile number, it might not have changed much. So since Leonardo da Vinci. Since when is a one page, since what is a one page summary of who you are? You know, since when does that really make a lot of sense?

A (9:15)

It never does, but it's a way, it's a way to, it's a way to. So this is what I never understood about recruiting. I never understood how a one page resume could encapsulate an entire person's professional life and personal life. And, and it just acts as like a screening tool when you have like ATS and all these other tools that look for these keywords and then that sort of like filters everything out. But still, I mean there's probably, there's much better ways to do this. I love. So this is the.

B (9:39)

There has to be a better way.

A (9:41)

There has to be a better way.

B (9:42)

You know, it's like it went from the personals, like, let's go put an ad up in the New York Times for personal to. Hey, here's my photo. Here's a little bit about me. But only show the people that are interested in me anyway. Like, in other words, there's already a filtering process. Why are you looking at people who aren't screened already? Like, why are you doing that? Why are you. And again, you know, there's so much data out there on individuals. And so the other thing that's really, really fascinating is, you know, if we're in a job hopper economy, that actually means that more people are actually open to looking for a job than not looking for a job. And there's some statistics now of how many people, 4 out of 10 people are looking for. You know, so does that mean that everyone is a passive candidate or an active candidate? Like in other words, it's, it's pretty incredible to watch that, right? That means that for the right opportunity I can get you to leave your job because there's no longer any stigma. And by the way, I was talking about this the other day with somebody. Imagine you love Charlotte, North Carolina, right? You don't live there, but you love it there. Why not work for a company in Charlotte that says, hey Scott, you get to come here every six weeks. I love that my, my best friend lives there, my in laws, right? So all of a sudden now we're going to leverage the hybrid environment to our benefit.

A (11:00)

So if you were going to set up the perfect recruiting process, what would that look like? If you could do it, if you could do it differently than the standard de facto way that we do it right now, what do you think that perfect process is?

B (11:13)

I think. Let's break it up. First of all, I grew up in an either or world. Sony or Betamax, HBO or Showtime. Now it's really or Mac versus PC. Now we're in an and both world. So there's no longer either or. It's an and both. I think for customer facing roles. I would actually start with the video. I would, I would hands down start with video with data on the video and analytics on the video. And I would say only let me just see the People that align with what I'm looking for. I want friendly, you know, friendly, friendly people with this experience, you know, who could do X and Y and Z and use. And that's really what I'm talking about with the tenderization of, of interviewing. And again, you'll start with something nice and simple. But by the way, you would say the same thing looking at a Java developer, right? Not a video, but like, hey, just show me the people that scored over 95% on this test, right? You know, don't show me all the people that didn't take the test. So, hey, if you want to work for me, I'm going to build a giant curated pool of developers that have passed this assessment test because that's where I want to fish in. I don't, I don't want to fish in anyone that hasn't done that. So I think you're going to start seeing, because if people are moving around so quickly, there's got to be a way that we're looking at things differently now. By the way, look at colleges. You're a little young to have kids in college, but like the schools now, because it's so easy to apply to colleges, they're being inundated with applications. So clearly they're using some sort of, you know, to think that, you know, that a school's looking at every single application that comes in or reading every essay, like they're just saying, hey, look, anyone that didn't score at least this on their test or this on their index, or read these words, don't even look at it, just get rid of it. And one would say the same thing now.

A (13:02)

Thanks for tuning in. If you found this valuable, don't forget to hit that subscribe button so you never miss an episode. And if you want to dive deeper into this conversation, check out the links in the description to watch the full episode. See you in the next one.