Do What Tech Can't Do with Duane Edwards
One thing I find myself saying often is that, as recruiting leaders, we should be allowing technology to do what technology does best and let our recruiters do what they do best. Well, what is that? What should they be doing? Find out today when I get old school with Duane Edwards.
Find more from Duane here: https://www.linkedin.com/in/edwardsduane/
Transcription below is auto-generated from the content above:
Brad Owens
Welcome back everybody to another episode of the transform recruiting podcast as always I'm your host Brad Owens I feel like you're getting tired of me saying that I have a good one for you today. But I promise I really do have a cup for you today because we're gonna have a lot of fun I bring on some of the guests that have.
Feel like you're getting tired of me saying that I have a good one for you today. But I promise I really do have a cup for you today because we're gonna have a lot of fun I bring on some of the guests that have the deepest experience in the industry that have some of the most influence in the industry and have seen a good amount of things to show.
00:24.61
Brad Owens
Ah, the deepest experience in the industry that have some of the most influence in the industry and have seen a good amount of things to show all of you all that might be early in your recruiting journey exactly how you should be approaching things got one of those today so want to introduce you to Mr Duwayne Edwards Dwayne welcome on the show. Sir.
00:32.31
Duane Edwards
All of you all that might be early in your recruiting journey exactly how you should be approaching things got one of those today so want to introduce you to Mr Dwayne Edwards Dwayne welcome on the show. Sir thank you for having me. It's a pleasure. This is what I've heard great things about this poset cass. So to finally be a part of it I'm excited.
00:48.15
Brad Owens
I appreciate that I'm glad the word's positive. So let's give everyone just a little bit of update on you and kind of what your background is where you came from where you are now and then we'll get into it.
00:50.39
Duane Edwards
I appreciate that I'm glad the word's positive. So let's give everyone just a little bit of update on you and kind of what your background is where you came from where you are now and then we'll get into it right now I've been in the industry now for a little over twenty five years started with a very significant company privately held tech systems prior to that it was. Aerotek maxim group and data services I was being able to to be a part of that and see that growth which was pretty phenomenal all in the Chicago market after that I joined kforce a publicly traded company again. First time I saw a very unique approach to the market which was. First national recruiting center to be able to go to their location and see a floor of hundreds and hundreds of recruiters all broken out in certain verticals and sectors. It was impressive then from there I followed our president of national recruiting. Who became the North america Ceo of ronstad joined them three years ago and it's been a significant run in a sense of kind of going full circle because they're you know, a very large significant player out there. But again you know there's there's so much opportunity out there that no one just has. The market to themselves right? There's always options for others right? Yep, that's fantastic. So we were gabbing before I actually hit the record button some of which I regret but some of the things that we were talking about is how the world of recruiting has really changed and covid was obviously a big part of that. So.
02:04.89
Brad Owens
Right? There's always options for others right? Well, that's fantastic. So we were gabbing before I actually hit the record button some of which I regret but some of the things that we were talking about is how the world of recruiting has really changed and covered was obviously a big part of that. So you had mentioned one of the transitions that you're seeing potentially because of covid and you mentioned the transactional world. Tim yeah.
02:24.65
Duane Edwards
You have mentioned one of the transitions that you're seeing potentially because of covid. Oh yes, it's transactional world. it's it's it's so significant. It's become very transactional meaning that you know ah people are not investing the time. To really get to know their candidates or possible candidates or even the candidates that are currently working for them and what I mean by that is that um you can have a client that really kind of looking for x y z and you have recruiting trying to nail down just those skill sets and they feel like that's an effective candidate instead of kind of. Peeling back the layers and you know I always say find out a little bit about their past their future and their presence and leverage that. But if you're not really making the connection. The client's going to see that you're not really vetting the proper candidates and then I'm always asking my. My candidates when I'm on calls with account managers and I'm always bringing the recruiters and I tell them before recall everybody have a great question know what your great questions are because when I say team any question if we hear crickets. It's not a way you want to impress your clients. So with that said I always like to said like I told you earlier Bret is that. I'll say Mr. Manager you know I'm not here to steal your thunderner. But what are your top 3 questions you're going to be asking and vetting the proper candidate because I want to make sure we take that and weave that into our process because you know if you don't.
03:48.53
Duane Edwards
You get candidates. They've gone through the cycle they're getting thumbs down and then you're realizing that. Well we're asking this this this and it's like we need to have that information up front and I'm always like anybody else. That's part of that process of interviewing your project manager your developer I'd like to interact with them as well. Because I want to find out what they're going to be focusing and on because I think we've all been there where you've got a great candidate and suddenly you know Robbie gave him the thumbs down. Well who's Robbie. So for me I'm always like find out as much as you can about their past. What they're currently doing and their challenges and why are they looking? you know what's driving them and then let's present that as we get in front of our clients. That's perfection. So I'm going to be the the voice of technology.
04:35.55
Brad Owens
That's perfection. So I'm going to be the um, the voice of technology and I'm doing this on purpose just to to get your reaction and let's see kind of where this takes the conversation. So you mention a simple process to us at least.
04:42.56
Duane Edwards
And I'm doing this on purpose just to to get your reaction and let's see kind of where this takes the conversation. So you mentioned a simple process to us at least a simple process of gathering requirements the right way so that you can ask the right questions bring the right candidates with right qualities. So if we were to look at what might be out there from.
04:52.10
Brad Owens
Simple process of gathering requirements the right way so that you can ask the right questions bring the right candidates with the right qualities. So if we were to look at what might be out there from whether it's Linkedin or indeed or monster they have this feature of here are the pre-qualification questions that you have to answer and I'm using air quotes people can't see it.
05:02.40
Duane Edwards
Whether it's Linkedin or indeed or monster they have this feature of here are the pre-qualification questions that you have to answer and I'm using airpi people can't see it but I'm using air quotes of answer. They can just check the box and say they answered it. But if we're trying to put all this new tech out there like upwork and.
05:11.25
Brad Owens
But I'm using air quotes of answer. They can just check the box and say they answered it. But if we're trying to put all this new tech out there like upwork and all the others that are trying to do recruiting as ah like a platform as a service kind of thing. Why then wouldn't.
05:20.14
Duane Edwards
And all the others that are trying to do recruiting as ah like a platform as a service kind of yep why? then wouldn't those work or why wouldn't those be a better option. Well again, we've all seen that point when you're on a website and it says you know check if you're not a robot I mean it still falls into that category of.
05:27.89
Brad Owens
Those work or why wouldn't those be a better option.
05:39.52
Duane Edwards
You're not having that engagement of understanding exactly what that client has are that consultant has ah been exposed to I give an example if you have somebody working at Northern Trust I mean I automatically want to make sure I understand what was the biggest challenge. You coming on site well Dwayne you know they they let people go I my bandwidth was short I didn't have a lot of individuals I could ah reference for information so I had to kind of think on my feet. Okay, great. So you're you're a multitasker that's not going to be in your qualification of check the box now.
06:12.71
Brad Owens
No, it absolutely won't.
06:15.57
Duane Edwards
Absolutely So So so to me, it's It's just again understanding what's driving someone in their passion for you know why? they're looking for the next opportunity and then you know diving a little deeper besides checking the box and going. Oh This is a good fit candidate and I'm not saying that's not going to work. But again I think too as firms if you're not doing that Personally you're not really understand what type of candidate you're placing on your client's site you know and then I could go into the whole history of you. You got to keep in touch with these individuals. They have all the answers to the test you ingratiate yourself. And yeah I share with our our consultants. You know these are my goals. This is what I'm trying to achieve Ahway. Oh My God you know I'm I'm a part of the business line leader call have you met so and so and so I have it. You know you really should should meet them. But that's just ingratiating yourself. That's not putting anybody in an awkward situation to. Give you information they shouldn't be sharing but I want to know what our consultants are doing and then they appreciate that kind of I Guess team effort because you know to me I Just I know I'm getting redundant but it's really building that relationship with these individuals. It completely is.
07:29.36
Brad Owens
Ah, it completely is is there anything that you've come across or that you've seen your team trying to use recently that is almost like a not a replacement for building a relationship but something that they've been using that's helping them do that.
07:31.27
Duane Edwards
Anything that you've come across or that you've seen your team trying to use recently that is almost like a not a replacement for building a relationship but something that they've been using that's helping them do that. Well there's certain tools that we've provided are delivery teams and again they're effective. But we've never said not to pick up that phone and make sure that you're having that you know personal dialogue with them because you know sometimes you you can have a salesperson out there that is really trending Well they're in a program. There are headcounts being built up and then you know they're. Serving the the requirements over delivery and deliveries doing their job but still we don't know what they're doing on a Day-to- day basis. But I think you know as a large organization we have a lot of great tools. But we're still not getting away from the block and tackle of you got to talk to people make sure you're understanding what they're. Their skill set is and what their their value is to our potential clients and there's so much to that too the way that I kept looking at it when I was still in the recruiting world was about the gravity of the decision that this candidate is potentially about to make you can think of.
08:32.64
Brad Owens
And there's so much to that too the way that I kept looking at it when I was still in the recruiting world was about the gravity of the decision that this candidate is potentially about to make you can think of the 2 or 3 biggest things you could ever do in your life.
08:47.65
Duane Edwards
2 or 3 biggest things you could ever do in your life top 2 It's probably going to be a house purchase or home for just being able to provide for your family and to pay for that house is a big part of that right? and I personally haven't seen the type of adoption of the.
08:50.91
Brad Owens
Top two. It's probably going to be a house purchase or home purchase being able to provide for your family and to pay for that house is a big part of that and I personally haven't seen the type of adoption of the you know the recruiting as a service that hey I totally trust this Ai algorithm to match me with the perfect job.
09:05.34
Duane Edwards
And you know the recruiting as a service that hey I totally trust this Ai algorithm to match me with the perfect job people. Don't want to put that big a part of their life into technology's hands. No yeah, want to put it into a trusted relationship I shared with you that I do it Bianually, it's a cio slash cto seeso.
09:10.59
Brad Owens
Like people don't want to put that big a part of their life into technology's hands. They want to put it into a trusted relationship.
09:24.49
Duane Edwards
Ah, supper club and it's probably about 2025 guests and there's no agenda. There's no ah powerpoints. It's bringing them together and letting them talk about what the challenges they're up against at that level because everything flows downstream. And you know Ai is such a big topic right now. But you're exactly right? You can't take out the human factor of making that 1 on 1 dialogue. It just can't be replicated you you can get all the tools and say hey this looks like a sound candidate. And invest in those tools but you still need the individuals like you and I interacting with those ah those potential candidates and I think even the candidates too I mean I've seen a lot of ah sea level people you know sitting on the sidelines right now this year and ah they want to make sure I'm talking to someone but. They even say I'll go on and they'll send me a link tell it to fill out and they feel like that's going to really kind of encapsulate who I am you know they they feel kind of ah secondary and again I'm talking about c level individuals that know the power of. I need to be in front of someone to make that type of connection. So what's your reaction to those that are probably sitting here thinking oh geez here's these crotchety old sales guys. Well you know what? it's again, you got to find that hybrid I mean I think with with covid.
10:37.19
Brad Owens
So what's your reaction to those that are probably sitting here thinking Oh geez here's these crotchety old sales guys.
10:51.63
Duane Edwards
You had to find out that hey we don't need to be in the office five days a week you know we can find ah a middle ground and I think too there. There's a little bit of old school in this approach but there's also some great technology. But if you can find that hybrid. Where you're just not leaning on one or the other that's where I think you can be the most effective there you go I like that you said the hybrid word because I agree I feel like the thing that you had mentioned earlier about the suggestions that ai can give.
11:13.18
Brad Owens
There you go I like that you said the hybrid word because I agree I feel like the thing that you had mentioned earlier about the suggestions that ai can give like hey this looks like it could be a good candidate. This looks like it could be a good match. This looks like it could be the right next step. It's got to be.
11:24.34
Duane Edwards
Hey this looks like it could be a good candidate. This looks like it could be a good match. This looks like it could be the right next step. It's got to be I call it a human in the loop. So yes, Ai can happen but there has to be a human in the loop because at some point the relationship is going to need to be created. Yep no that is it.
11:31.88
Brad Owens
I call it human in the loop. So yes, Ai can happen but there has to be a human in the loop because at some point the relationship is going to need to be created. That's when that needs to happen.
11:43.81
Duane Edwards
And and I think too is that you know I always say you know what What's your why? Why are you here I mean if you're just here to put people to work put you know butts and seats I mean that's only going to last so long. But if you really start to form out. Good solid relationships I mean I take this this supper club that I have none of them were cios ctos some of them were people I got their first jobs you know, either direct placement or a contracting where they worked with me for you know six or seven months and then transitioned as a you know project manager. I mean it's I always looked at it like the long game. You know it's like what what do I want to be building and um, not that I had this, you know so clear vision but I just knew from building a foundation that it's going to serve me well and and it has because it was one way there was. Was one table I went to and I guess they were sharing stories of how they met me and I even forgot you know that I got him his job or her first job and you know that that to me is real pride in what you're doing and I'm I'm not saying it doesn't exist today.
12:41.79
Brad Owens
A.
12:55.61
Duane Edwards
But I just think the way everything is so fast so quick. That's where that transactional not in a negative way. But that's kind of like you know we're technology's driving this and that may not be the most effective way. What would be in your opinion The most effective way.
13:06.56
Brad Owens
What would be in your opinion The most effective way then.
13:12.84
Duane Edwards
You know it's it's taken that that hybrid approach I mean I always like to tell tell my individuals that I work with on my team. Even my sales peopleop delivery teams talk to me share with me 3 interesting people. You yeah, you met with this week and and you know sometimes they just start quoting a resume. And like no, no, no no and just tell you know it does have to be business related but you know what potential candidates did you talk to that you really resonated with and that's to my point that sometimes they're not focused on that human aspect of who they're talking to. But they're really focused in on their technology skills and where they can fit in with our clients which is great. You know that's esteemed to the engine of what we do, but you know that's where I'm always even with ourselves people you know I've had you know 20 meetings I'm like oh well that's that's impressive. You know share with me your top 3 meetings and why they were so you know. Impressive to you and then you find out that you know there's little meat on the bone I'm like okay well you know we need to dig into that area and it's the same with recruiting I mean we've all heard the term I got a rock star I got a rock star I'm like okay well rock me. You know, tell me why tell me something that's not on there right.
14:20.86
Brad Owens
Right? Tell me something that's not on their resume.
14:26.34
Duane Edwards
Yeah, and I think I mentioned this I always like to find out you know about their past I saw you were working at Xyz company you were there for 7 years You know why did you make the decision to move on and and it's interesting to hear what you're going to hear from them. There can be a personal reason. You know my parents were you know their health I wanted to be closer to them had to make a decision and then you know you're here at this company now. You know what? let's let's go through the plus delta of of what it is you like about it and what you'd like to you know change about it because I'll tell you when I find that out. And I'll have a consultant or even a full-time employee tell me the things that they want to have addressed I always say have you had that sit down with your direct report what you just shared with me I'm like well you know Dwane I me I like look do yourself a favor if you're going to make a decision like this which is an important one. Have this conversation because you know what there may be change and there's so many times someone comes back to me says Dwayne I had that conversation with them. They're going to make some changes I'm I'm not I'm not moving forward with other opportunity I'm like great that's fantastic. You know instead of being like hey if I can pull this guy or this person. I can place them over here. But to me it still comes back to good coaching so on the good coach channel I was just about to ask you about how you would start coaching your leaders in the organization. So we've got potential people who are listening to this who have firms of all varied sizes. We've even got internal recruiting leaders that listen to the podcast that come to me.
15:46.15
Brad Owens
So on the good coaching I was just about to ask you about how you would start coaching your leaders in the organization. So we've got potential people who are listening to this who have firms of all varied sizes. We've even got internal recruiting leaders that listen to the podcast that come to me and ask questions. So.
16:02.90
Duane Edwards
Ask questions. So if you were to sit in front of a group of you know, fellow recruiters recruiting leaders and you were about to give them their takeaways to go back to their teams and say okay here are 2 different changes. We're going to do in our business today to start moving things in a more positive direction.
16:04.35
Brad Owens
If you were to sit in front of a group of you know, fellow recruiters recruiting leaders and you were about to give them their takeaways to go back to their teams and say okay here are 2 different changes. We're going to do in our business today to start moving things in a more positive direction. What 2 things. Do you think that people should be focused on.
16:21.19
Duane Edwards
2 things. Do you think that people should be focused I'll give an example when I came on to to ronstad where we've been ah a vendor for Walgreens for you know a decade and you know 150 billable people. You know on the solution side and contingent labor side. Never dealt with Walgreens it sits in my backyard here in Chicago and I said well what can I do to kind of maybe add value and I said I want to meet every consultant I want to take the time to understand their skill set I want to understand are they being challenging that skill set. I want to understand um who they're working with what is that kind of intricate team that they're on because sometimes as you know I got hired by Ralph I never see Ralph well who you're working with I'm Susan and Jane you know what what? What are? what are their titles. But for me, it's it's it's still again. It's looking at. Your current base of valued resources that you may not be valuing by having in-depth conversations because when you do that I tell you I'm going into the cells mode but you know you'll find out so many leads if they're willing to share with you if you just. You know, take the time to ingratiate yourself. So I'm always challenging our teams. You know they know good people. They refer good people. Are they happy with our our service that we're providing them or are they just sitting on a site under our banner.
17:49.83
Duane Edwards
Getting a paycheck and you know don't feel like they're a part of a team or they're on a site and that client's really ingratiated them themselves that treats them like a full-time employee but I'm all about like you know, let's take our hard work. Let's go back into that as a delivery team because you'll have someone. Ah you know I've got 35 billable people and I'm like who's your top 3 people I'm working on these recs Dwayne I don't spend a lot of time with my current consultants. Why would you not spend quality time with your consultants. Because that gets back to that you know I'm looking for the next job to fill and and to me I always like going back to that plethora of talent that we've already worked really hard for and and and build that relationship with them but to me I find out that there's not a lot of that.
18:24.32
Brad Owens
Yeah.
18:40.92
Duane Edwards
Some of the smaller firms. You know of a cousin that owns his own firm. He lives and dies by it and you know that keeps his existence and you know he's never going to be. You know the largest firm out there but he's going to be a stabilizer because he invests in the people that he's got currently working for him.
18:57.27
Brad Owens
You know to your point right? there 1 of the things I always used to bring back to my teams and what I shared with recruiters is you know once the check is signed I just always say check assigned out of mind. So I just give them that all right? What's that next step because.
18:59.52
Duane Edwards
You know to your point right? there 1 of the things I always used to bring back to my teams and what I shared with recruiters is yeah once the check is signed I used to always say check is signed out of mind. Yeah so I just give them that all right? What's that next step because they're not going away. They're going to work yes but they are.
19:15.61
Brad Owens
They're not going away. They're going to work yes but they are still your person out there. They will come back to you for the next job. So I always used to like check a sign out of mine.
19:19.40
Duane Edwards
Still your person out there. They will come back to you for the next job. So I always just like no, it's funny to say that I said you know I guess my contact informations on my Linkedin but I probably still get at least 8 to 12 emails. Ah, people that either I've worked with in the past placed in the past or you know that that natural connection and and to me sometimes I want to go hey I'm let me pass you on to one of our lead it recruiters but there's just this instinctive of like hey. Here's my Ron's dad email send me your updated resume. Let's have a quick conversation. It's just instinctively that I can't punt the ball you know and you know it's time consuming it's time conssuming but I've learned that men you do something like that. It may be eight months down the road.
20:05.49
Brad Owens
Is that trust that she build.
20:16.58
Duane Edwards
It comes full circle I mean I had a gentleman ah who heads up the talent acquisition for option clearing Corp and I've known this gentleman since his northern trustees first midwest bank he said hey dwaye i' must send you a real good guy and he gave him to me. Talk to him I sent him to our direct placement real senior guy playing this guy's awesome. Ah full circle comes around three months later we're hiring him you know internally through our rebranding of runstad digital and I'm like you know you just never know. How this circle of influence can happen if you take the time to meet someone and understand what they're you know, really looking for so I pride myself in that I like it and I'm going to take as a takeaway myself I'm going to go back through I don't know my Linkedin today and be like who haven't I talked to in like six months I've got to get back on people's radars because I'm still bad at it I can't keep up with it.
20:56.79
Brad Owens
I like it and I'm going to take as a takea away myself I'm Goingnna go back through I don't know my Linkedin today and be like who haven't I talked to in like six months I've got to get back on people's radars because I'm still bad at it I can't keep up with everybody.
21:10.57
Duane Edwards
Oh brother I mean I I I don't I'm addicted to that I mean ah when it comes like Friday I'll probably kick out 75 hey have a great weekend. It's just that simple and and it's amazing how you kind of get that volley of dialogue and then suddenly hey Dwayne. Let's let's set something up. You know I'm I'm I'm looking at possibly thinking about and my next opportunity and again I'm not there fishing to try to pull people but to me that's just such an easy thing to do and then when it suddenly starts to get onto your texting. It's it's even better I mean it's such a circle of influence that I've seen just serve me so well. But again presentn't happen over time you know, no kids ah trickster that'll work. Ah, it's amazing.
21:48.31
Brad Owens
Um.
21:52.51
Brad Owens
Where the hell do you find the time Doingne ah trickster that'll work. Ah, that's amazing. Well I appreciate you sharing just a little bit of your time at least with us I know the audience is going to take a ton away from this. Um.
22:03.16
Duane Edwards
Well I appreciate you sharing just a little bit of your time at least with us I know the audience is gonna take a ton away from this I promise not to let our relationship go cold and I will keep following up because I feel like the audience is going to have a lot to learn from you anything else. You want to leave everyone with where can they find where about you.
22:09.77
Brad Owens
I Promise not to let our relationship go cold and I will keep following up because I feel like the audience is going to have a lot to learn from you anything else. You want to leave everyone with where can they find more about you.
22:20.50
Duane Edwards
Um, no, no, you can reach me on Linkedin I I always encourage encourage people to reach out to me I always like making that connection because I guess since I've been doing this so long. You just see things come full circle that you just couldn't anticipate but you know I was like building relationships. That's what I love doing.
22:37.22
Brad Owens
Fantastic! All right everyone so you heard it again on this podcast I feel like we have to wrap this up the same way like the past 10 times relationships are going to be the thing that will help you transform recruiting. Yes, there is tech that will help.
22:39.48
Duane Edwards
Fantastic! All right everyone so you heard it again on this podcast I feel like we have to wrap this up the same way like the past 10 times relationships are going to be the thing that will help you transform recruiting. Yes, there is tech that will help. Yes, there are tools that will make things a little faster but relationships transform recruiting you heard it directly from duwayne today and from.
22:51.80
Brad Owens
Yes, there are tools that will make things a little faster but relationships transform recruiting you heard it directly from d duwayne today and from all the other guests we've talked to over the past five or six weeks so thanks so much for listening really appreciate you taking the time out of your day to listen to this. You can find more at transformrecruiting.com if you got any questions for me. It's hello at braowwins.com
22:57.55
Duane Edwards
All the other guests we've talked to over the past five or six weeks so thanks so much for listening really appreciate you taking the time out of your day to listen to this. You can find more at transformrecruiting.com if you got any questions for me. It's hello at bradowwins.com until next time have a fantastic rest of your week and we'll talk soon? um.
23:10.50
Brad Owens
And so next time have a fantastic rest of your week and we'll talk soon.
23:16.59
Duane Edwards
Are.