Our candidates are brave…they make changes to their lives based on our referrals. You’re damn skilled at convincing candidates that “life is short” and “all they have is the present” and change will bring “Growth!” But are we brave? What is our Risk Tolerance? That great idea you were going to implement Pre Covid? That “out of the box” category killer you were going to introduce and change the recruiting world, or at least increase your billings? Well, you put that off because it was Covid and we all had to be prudent and reduce our risk because really who knew what would happen? Okay…so now Covid is nearly over…what’s the new excuse? We’re not alone…Victoria Labalme has written an explosive new book on just this very subject…She and Danny discuss how to own your ideas, how to embrace the unknown, and be as brave as the candidates who pay our bills!
So the recruiting industry is amazing in how well it trains on phone techniques. Also pretty great on call metrics and analytics…uh, minor problem. The vast majority of people don’t check their VM or respond to phone numbers they don’t recognize… So, um…yeah… Danny brought Henna Pryor in house to teach sales messaging techniques to increase connects and increase activity and, yes, feel like we are running our business in concert with how we run our lives. I mean, what’s the best way to get you if someone needs you…call you? Or text you? Danny and Henna tackle InMessaging versus Email, organizational principles to emailing, but mostly, Henna takes on the big question…can we learn to write when we got into recruiting because everyone told us how well we spoke?! Henna Pryor, President and Founder of Pryority Group, is a 14 year top-performing recruiter turned ICF-Certified Executive Coach and Recruitment Trainer. She has won multiple big, fancy awards for her work and has been featured in really important and cool publications like Forbes, Monster, Glassdoor, Real Simple, Fast Company, and many more. She currently spends her days coaching and training recruiters and recruitment leaders (from firms ranging from small to Fortune 50) in order to measurably transform their businesses and increase revenues. When not helping recruiters get out of their own way, Henna enjoys traveling the world with her husband and two school-aged kids, testing the next great restaurant in the Philly/DE metro area, going to see live music, working out, being the social-event planner amongst her group of friends, and hunting down a good piece of chocolate at any hour of the day. (It’s never too early for a Ghirardelli dark square.) New hobbies for 2020 include pulling out her hair while trying to work and homeschool her children simultaneously, and stress-eating Ben & Jerry’s while reading the news about COVID. Learn more about Henna at www.pryoritygroup.com, and please say hi while you’re at it.
Outsourcing has been big for decades, and it made sense. We can’t do everything effectively “in house”, no matter what the endeavor. Then Outsourcing become Offshoring and the rumbles started. “They’re cutting costs by sending our jobs overseas.” When manufacturing was 30% of our economy, it was an outrage. But now it is 11% and it is just how business is done. But now offshore outsourcing has become a staple of excellent staffing firms the world over, and Danny is a big proponent, but we get the same questions over and over at our manager events. “Don’t you risk them selling your data?” “How could they find people in my sophisticated niche?” “Isn’t there a language barrier?” “What are the economics?” In this episode, Danny takes your questions to the man who would know best. Co-President of the recruiting industry’s largest offshore recruitment company, Brian Cotter, and they pull no punches. Find out if you’re letting your bias and your inner control freak cost you money in a world where you can hire an outsourcing consultant to help manage your outsourcing function. BRIAN COTTER CO-PRESIDENT Brian has been co-president of PSG since its founding, and focuses on overseeing the company’s US operations. Prior to co-founding PSG, Brian was Vice President of Operations for eTelecare Global Solutions, a publicly traded business process outsourcing company. At eTelecare Brian managed a $60M division with 1,500 onshore and offshore employees. Brian joined eTelecare from Bain & Company, where he worked as a senior consultant for clients across a range of industries, including technology and financial services. Brian also worked for Bain’s Private Equity Group, advising private equity investors on acquisition candidates in a variety of service industries, including the staffing industry. Brian holds a BS from Bryant College, where he graduated Magna Cum Laude, and an MBA from The University of Pennsylvania’s Wharton School. Born and raised in Connecticut, Brian is an avid UConn Huskies fan. Today, living in Southern California, Brian enjoys taking advantage of the great year round weather, playing basketball, golf and tennis.
Estimates vary from 30%-60%, but HR, on one end of the spectrum, is checking your LinkedIn Profile and Googling you and on the other, nutty end, asking you in interviews for your passwords to Facebook. Have you ever posted anything suggestive, sophomoric, funny in a Dumb and Dumber way, maybe something political, maybe a selfie too late at night? Yeah, they have that now, and they’re asking you about it, and by the way they will always have it because the Internet records everything and forgets nothing. With author, Professor and HR consultant, Matthew Burr, Danny takes on not just the Do’s and Don’ts of what you should and shouldn’t post, but the right and wrong of this practice…are we all going to end up facing a “Paparazzi Problem?” Will nothing ever be forgotten or forgiven? In a generation will anyone even know what a “second chance” is? (And if not, does 38 Special go from a one hit wonder band to a no hit wonder band?) The Library of Congress just decided to store all Twitter posts since 2006. Are they going to have to pass laws allowing us to “scrub” our digital footprint? “…Gossip is no longer the resource of the idle, but has now become a business…” This was said about the Kodak camera in 1890, it seems quaint now. Will any sort of freedom of speech seem quaint soon?! Take a listen… Mathew W. Burr, MBA, MHRIR, GPHR, SHRM-SCP, SPHR, CPHR ABOUT: Matthew Burr has over 12-years of experience working in the human resources field, starting his career as an Industrial Relations Intern at Kennedy Valve Manufacturing to most recently founding and managing a human resource consulting company; Burr Consulting, LLC. Prior to founding the consulting firm, the majority of his career was spent in manufacturing and healthcare. He specializes in labor and employment law, conflict resolution, performance management, labor and employment relations. Matthew has a generalist background in HR and provides strategic HR services to his clients, focusing on small and medium sized organizations. In July 2017, Matthew started as an Associate Professor of
Danny talks to Art Papas, the Founder and CEO of Bullhorn about the rise of Artificial Intelligence in the recruiting business. As Bullhorn’s Founder and CEO, Art was the original architect of Bullhorn’s flagship Customer Relationship Management (CRM) system, which now helps more than 7,000 companies around the world run their businesses. He is the Chairman of the Board at Career Collaborative, an organization that teaches unemployed and under-employed adults how to build careers that change lives and strengthen families. In 2014, Ernst & Young named Art an EY Entrepreneur of the Year Award Winner in New England. Prior to starting Bullhorn, Art started his career as a software engineer at Thomson Reuters. Art is a graduate of Tufts University, holding a Bachelor of Science degree in Mathematics.
You find a great candidate! He/she wants the job, gets an offer, accepts…and then flunks the drug test and the deal falls through! It’s so depressing you almost want to get high to forget about your troubles… Most Americans favor the legalization of drugs. And 70% of the 14.8 million Americans who use illegal drugs are employed! But substance abusers have been proven to be one third less effective than non-users, and every year drug use costs 100 Billion $$ in lost productivity, rehab, absenteeism, etc. Quest Diagnostics says 2017 was the year failed drug tests reached an all-time high. (Yep, couldn’t resist, I know.) So while many companies have said they will test less or not test for marijuana because the current market makes it too hard to find people, technology allows these companies to test quickly and cheaply, and most of these companies admit if the market were different, they’d have stricter drug policies. So what’s a recruiter to do? Danny takes this on in with a subject matter expert, Tom Fulmer, a career executive in the world of drug testing…you’ll be surprised and even shocked at what is going on, and you’ll learn all you need to know about how to counsel your candidates about drug testing, and how to fight the fight with your clients when someone fails a test. Yes, you can save some of these deals! Tom Fulmer Bio: Tom Fulmer, CPCT, is the Vice President of Business Development for National Drug Screening, a nationwide leader in employer drug testing and top provider of drug testing, training, & TPA/Consortium software. Tom writes articles for National publications and presents at conferences. In 2017 and 2018, he won HR.com “Best Customer Service Leadership Training Program” awards and in 2018, he also won a top 10 award for “Best Sales Leadership Training Program”. He also conducts training for collectors, employers, and sales and customer service teams. Prior to joining National Drug Screening, Tom built a few other companies including a corporate training company, marketing company, and mortgage company. He also built a tennis shop and ran a