Help the Newbies with Michael Maison
Michael Maison of Manpower Group joins me to talk about how you can help your newest hires come up to speed quicker.
Find Michael here: https://www.linkedin.com/in/mikemaison/
[Transcribed from the episode above]
00:04.91
Brad Owens
Hey, everybody welcome to what is actually the very first episode of the transform recruiting podcast this one's coming fast and furious. We literally decided to do this podcast maybe a day or two ago. So I'm really excited to be able to bring on very first guests already a Mr Michael Mason thanks so much for jumping in the comment section and saying hey Brett I definitely want to talk about this so hey. Welcome.
00:27.70
Mike Maison
Thank you I did not know this was the first episode so I'm very honored to be a part of this and you know just appreciative to have an opportunity to just give my thoughts on the the world of recruiting right now and what's happening. So thank you again.
00:43.10
Brad Owens
Yeah, cool. Ah, you are the Guinea pig. So let's do it. Um, all right? So I want everyone to understand kind of where you're coming from so where your perspective actually was created I Guess so give everyone an insight into what you have been doing and how that's kind of transitioned now.
00:48.76
Mike Maison
Absolutely.
00:59.14
Mike Maison
Awesome! So I started my career specifically in Healthcare staffing. So as we like to call it in the industry locum tenons specifically with physicians. There's practitioners and all that stuff.
00:59.47
Brad Owens
And then we'll just get right into it.
01:12.36
Mike Maison
Working with pretty much any healthcare system in the country just finding those individuals so had a pretty early start working with healthcare and then moved into the technology industry with 1 of my current competitors. Ah Ron Stott technology so supporting the financial and technology industry. So. Doing a lot with it and then moving forward to my current role with manpower group where I'm fully supporting a enterprise client. Do you want me to say the names of them as well or no, okay, so ah.
01:42.51
Brad Owens
We'll try and keep that a company agnostic product agnostic will do as best we can.
01:46.48
Mike Maison
Understood. so yeah so I support a large enterprise client right now for manpower and you know work with a lot of it-pecific recruiters to essentially identify gaps in the market for well ne it resources as you know. Weve seen a lot has happened in the last couple of weeks even I would say with the it market.
02:04.23
Brad Owens
Yeah, so I'm curious on your perspective on that. So let's keep it broad here. What do you think of the current market in general and what kind of specific things. Are you seeing happening out there.
02:15.30
Mike Maison
Absolutely so current market in general you know we've seen quite a bit of layoffs happen with the big players in tech right now. It is absolutely unfortunate. You know we are trying to assist a lot of those individuals who have been affected with the layoffs to find new roles but outside of that you know I think we're not.
02:21.51
Brad Owens
And.
02:34.10
Mike Maison
Through with this yet. There's going to be a lot that's going to happen in the next couple months to you know next six months I anticipate by q two there's going to be a lot more layoffs that have occurred. Um we're tracking some of them right now with some of these large players. But overall you know the market seems like it's in for a shakeup. Um. I personally see it as a lot of these larger companies trying to essentially I don't want to say dead weight but remove a lot of their non-essential employees right now just to make way for a lot of the finances that are going to be coming now in the next couple quarters. So. It's absolutely unfortunate and. Don't think we've seen the last fit overall I think this could be a good excuse for some of these bigger players to also remove some of the again individuals that aren't necessarily performing up to task and it's just going to make a lot more room for newer employees as you know. People say they're on a hiring freeze that never truly means they're on a full stop. Nobody's getting hired right? They're essentially just moving a lot of their resources to specific areas of growth and everybody else is kind of left at the wayside. So it's going to be an interesting time the next couple months for it. Specifically I think that's been the. Most hard hit space for everyone. But um, overall I think it's a it's an opportunity for some that are at the company right now you know they'll have an easier chance to potentially move up the ranks but for a lot of people. It's going to be a big change for them to find new homes at these companies. Um some of them have been in their roles for you know, 105 years in
04:03.80
Mike Maison
Development specifically or product and they've kind of been moved away as their projects haven't um, some people I spoken to you know they mentioned their projects don't seem as important to the company right now but they've put all their heart and soul into it and again it's not great. But I think those individuals will shine bright at their new roles. But. Overall, it seems like there's a lot happening in the Market. There's a lot of uncertainty for companies whether they state they have uncertainty or not. But overall I would say um, there's a lot of hesitancy hesitancy to move forward with business in general from a product standpoint from a hiring standpoint and overall I think.
04:40.75
Brad Owens
Yeah, yeah, and it's interesting in our space in recruiting we have these I mean everyone's seen this kind of rollercoaster thing and if you've been in the world of recruiting for longer than like five or six years you know this happens. It's going to come back eventually. But.
04:40.91
Mike Maison
There's more to come Really, It's a it's open ended because there's just so much happening.
05:00.54
Brad Owens
We're at that it still feels like we're at that turning point where it's actually really good to be a recruiter because you've got all these jobs. You're still looking to fill and you've got the market floodtered with talent with those skill sets now I mean like you to your point. There are some people being laid off that aren't fantastic at doing that job. But.
05:11.27
Mike Maison
Absolutely.
05:18.35
Brad Owens
In a market that's been starred for talent. It still presents an awesome opportunity for us. So There's 2 different opportunities this opens up for I think recruitment leaders and recruiters themselves one. Let's start filling a lot of that pipeline that we haven't had a chance to fill for a while and you know we can make some things happen quickly. But. We're not goingnna be able to solve for.. Everyone's job Search. There's going to be people that are going to have an extended period of unemployment. Maybe an extended period where we're going to have to keep in touch with them because it's going to come back. There are maybe even that same company's going to hire that person back. But now it's on us.
05:51.14
Mike Maison
Right.
05:55.16
Brad Owens
As people in the recruitment industry to keep up with these people. So what I'm curious about is you know whether you've been doing it prior or you're seeing people do it now. How do you keep those relationships going What what kind of tools? are you using? How are you approaching. It's what are you seeing.
06:13.76
Mike Maison
So you know that's a great question because um I think the way a lot of recruiters work is building a pipeline not over weeks or months over years having these candidates that they work with with these consultants these individuals really when you break it down and keeping them in a pipeline for years to come. You know like. Like to say a book of business I don't want to try to generalize it to just work but at the end of the day you know we have a list of individuals we work with um we've placed in the past and I think it's important to just stay connected with them. Um, everyone's a little bit different I know some people like to stay connected more often than than others but really trying to understand you know. What is going on in their lives how they operate what they're looking to accomplish and at the end of the day just consistently connecting and making sure that they have what they need if they're in a certain role and if they're not you know. Try to find them something that does we have a lot of tools that we use to stay connected and whether it just be things as simple as time management and tasks to essentially remind you to follow up with those individuals or on a personal level in the past you know I've worked with individuals that I've personally placed and just try to cave. Try to stay connected with them see how things are going around the holiday time but going back to it I think it's really important to just have conversations with those individuals and really understand again how their day-to-day is happening because you know.
07:33.44
Mike Maison
People that are employed right now again have a lot of uncertainty with what's happening whether they admit it or not and it's kind of concerning to see that they're almost concerned about the role So recruiters have constantly lists of roles that are opened up to them and they try to fit them to those good fits to those good spots excuse me. But um.
07:50.00
Brad Owens
Yeah, well you mentioned this list thing that's curious to me because when I was when I first started in recruiting I literally had Manila folders that had the list of people that I was curious about and then.
07:53.36
Mike Maison
Ah, apologize. Yes.
08:03.61
Brad Owens
Yeah I'll put this in air quotes that people can't see I had my database that was literally just an excel spreadsheet like that's all it was and then when I got introduced to different applicant tracking systems. There were good things. They were bad things. Ah but in your experience these lists like hey here are the people I need to keep up with.
08:10.22
Mike Maison
Um.
08:22.29
Brad Owens
I've done everything from Calendar reminders to excel spreadsheets to whatever what are you using or what are you seeing people use.
08:27.75
Mike Maison
So I think going I think it's a great point. You know with the excel sheets I Still use them to this day I think it's the easiest way to essentially just compile everything in a master list but just to kind of create accuracy and consistency tools like.
08:33.27
Brad Owens
Yeah.
08:45.43
Mike Maison
Bullhorn Salesforce a lot of these crm systems have great ways to track their individual candidates those people but really tasks have been an easy way I Found a lot of recruiters are keeping themselves on track with who they're following up with it's as easy as you know, just setting a reminder for yourself to follow up in a certain amount of time and. Some interesting systems go as far as to you know, highlight them red when they haven't had any communication a certain amount of time and I think it's a great way just to keep consistency because these people everybody is getting calls from recruiters on a daily basis. It's different people and you know how many relationships they really keep is.
09:16.23
Brad Owens
Oh yeah.
09:22.10
Mike Maison
Pretty minimal so to try to take it stay on top of that from a personal level from a professional level. It's really important to make sure that you know if you say you're going to do something you actually follow through and do that and I think a lot of people end up saying things By. They just say it. It goes to the back of their mind and there's no real way to kind of keep consistency that Way. So just the tools outside of excel I would really say you know those Crm systems not to plug anyone in particular have a lot of great ways to keep track of all the things we need to get done especially on a recruitment.
09:45.26
Brad Owens
Sure this.
09:52.48
Mike Maison
Daily basis. You know there's millions of tasks to follow up with so it's hard to manage just on your head.
09:53.82
Brad Owens
Yeah, well and on that you say you know you have these task list these things that people need to get in. You know, do day to day and they've got millions of them. There's tons that we could fill our plate forever work would never stop if we didn't want it to the.
10:08.79
Mike Maison
Absolutely.
10:11.99
Brad Owens
Do you find most of this being self-directed like they are kind of responsible.
10:15.85
Mike Maison
It's It's hard to say you know I think in any sales role responsibility is down to the individual person. How much they want to succeed how much they care for their job. But I like to think you know everything comes down from leadership at a certain point just to kind of.
10:23.27
Brad Owens
Um.
10:32.50
Mike Maison
Provide tasks that need to be done but at the end of the day. It's the individual recruiter The individual individual account manager that salesperson is going to be responsible for what they're trying to accomplish and what they do nobody is in most cases directing you who to call where to call what to do right? We have a um. Have a role to fill. We're trying to identify those individual people. But you know it's I think it's all Self-ac accountability to say the least because I personally I imagine you and most other recruiters as well kind of work to complete tasks and apologize give me a second here. What am I trying to think of here.
10:58.94
Brad Owens
Ah.
11:07.88
Brad Owens
That's right.
11:10.36
Mike Maison
What's the word urgency urgency is key in this business right? people go on the market one day go off the market the next day and if we're not keeping ourselves accountable to ensure that we complete tasks that need to get done. We're gonna lose out on that business that candidate may go somewhere else or may just leave a bad taste in their mouth as to how we you know operated if not done correctly. So. I want to say it's a lot down to the individual user to the individual person to complete those tasks.
11:33.40
Brad Owens
Yeah, so let's think about the people coming into these roles these fresh out of college. Very first job I don't know what recruiting is I mean when I started I I answered an ad because it said you get to work from home and went yeah, that's for me.
11:46.25
Mike Maison
This.
11:48.87
Brad Owens
Um I had no idea what a recruiter did So if we have these people coming in off the street sitting down at their desk and they all of a sudden have to know all right I'm going to have to keep up with this person where do I put them? What do I say? what? what are these tests where are these things coming from what would make their onboarding and time to value easier. What do you think the market needs.
12:09.97
Mike Maison
That's a great question I think it comes down to you know every company has a different onboarding process. They follow depending on the size it. It varies so much and what I had which was great I think coming in from a. Under thousand person company at first working in the staffing industry. It was a great opportunity to you know, go through that process and see what didn't work best for me and have the ability to really provide value and change for the company going forward as I had the opportunity to change some of the recruitment process working as a group manager to. Help with some training. So I think the biggest thing is what's the word I'm looking for I apologize. It's like a standard across every office right? ah.
12:54.74
Mike Maison
I can't remember the word I'm b blanking on it right now. Follow this but you know having the same exact training process across every office I think is very important because you know management styles are different depending on the location every person it gives a different way of training and that potentially causes some abnormalities in how we work especially when. Individuals are calling the same people. You know it's not abnormal I would say at first especially from your recruiters to reach out to somebody that's already quote unquote owned in the system. So having a little bit of consistency goes a long way and creating standard recruitment practices I think are really important.
13:24.79
Brad Owens
Ah.
13:31.95
Mike Maison
Role-playing is huge, especially for somebody that's never worked in this industry people don't seem to realize or you know just don't think about it talking is very important in this job. You have to have the ability to communicate properly and effectively and.
13:42.39
Brad Owens
Yeah.
13:45.57
Mike Maison
Without that you know there creates a lot of inconsistencies and a lot of problems going forward, especially when we're dealing with people's livelihoods. They're working for us. We're working for them. We want to create a mutual beneficial situation and if we're not really executing on those tasks as necessary it kind of creates some uncertainty for both sides. So.
14:01.75
Brad Owens
Yeah, yep.
14:03.98
Mike Maison
Standardized training. Modules is huge role plays I think are important and whether people want to go through them or not I think that's the best way to learn, especially if we're not able to do live role plays having the ability to listen to people's calls back and just provide coaching them that is also a huge. Thing I feel like a lot of companies aren't doing and it really goes to hurt people in the long run because people 3 4 years into the industry may have the experience to recruit but are missing out on. Potentially you know key sales tactics or key recruitment processes or even. Going as simple as active listening you know people say things sometimes and we just might miss it. But at the end of the day that one sentence could potentially change the way things move forward from there. So. There's a lot of different things that could be changed and I think it varies a lot ah company to company overall. But.
14:37.90
Brad Owens
Bright.
14:51.28
Brad Owens
Yeah, and I like what you're saying there because there are in my mind when I was onboarding recruiters I had 3 different stages I kind of put them in it was this person needs to learn what they need to do and then I'm letting this person out into the world for stage 2 like go.
15:02.65
Mike Maison
Absolutely.
15:10.00
Brad Owens
Kind of develop your own take on this system and then there would be that third stage of the review. So it's like show do learn repeat. So those are the 3 stages that I used to put people in but the more that I kept looking at it. Everyone in the do face they were. They started off. They were. Incredibly inefficient. They didn't know where to put their time. They were spending time on these like hour long mini recruits with candidates. They would never place ever and while there's value to people like you said being able to talk and carry conversations with people like I used to joke with people like I can talk to a brick wall. Whatever ah.
15:35.68
Mike Maison
Bright.
15:46.75
Brad Owens
Being able to carry conversations. There's value to that. But if I were if I were I'll ask this question of you actually? um if I had unlimited time unlimited resources and limitedmited money. What would I do I'd probably make the the middle part of that section much more.
16:05.71
Mike Maison
Right.
16:06.10
Brad Owens
To use your word standardized I'd make sure that they had these guardrails that they would have a system smart enough to show them. You know you don't want to waste your time on this candidate and here's why or oh my gosh this person. Why aren't you talking to them right? This second. Yeah I'd want my people to know that and when you have just these excel spreadsheets just this. Standard candidate record in an Ats, you don't get that. So um I don't want to lead you down that path. But if you had unlimited time unlimited resources and limitedmited money yourself. What do you feel like needs to be solved in the industry.
16:41.48
Mike Maison
Training you know as we had just discussed specifically um I kind of have a similar idea because you know you're starting your career and just kind of circling back a little bit to the whole college thing. A lot of people come out of college with completely irrelevant degrees specifically to recruiting. So.
16:56.00
Brad Owens
Oh.
16:58.27
Mike Maison
It's interesting to see how you know they transform their careers over the years so one of the biggest thing is we want to have everyone start by hitting the ground running and to get to that point you know there's a lot that needs to be standardized a lot that needs to kind of evolve from their own perspective because as you mentioned specifically with. Those candidates they're spending an hour of their time talking to. They don't know any better at first you know people that come into the staffing industry are unfamiliar with roles with titles. Potentially even what these people do on a day-to-day basis. So a lot of it comes from that training and not. Specific to recruiting however, account managers too coming into a new industry. They're not familiar with I think it's important to have the ability to have conversations with candidates understand just their day-to-day what they're doing what they should be doing their experiences to help. Overall expand those recruiters those account managers those salespeople's knowledge of who they will be working with in the future. So unlimited time money I would really spend that time developing a robust training system that could be standardized, not potentially over one company. But across the industry because there is so many different ways to do things and I feel like every job I take every company I speak with every individual I speak with you know they have different experiences and knowledge and value that would really benefit new recruiters coming into the industry altogether. So.
18:20.45
Mike Maison
Just taking time to speak with industry leaders people like yourself in recruitment roles across the just various industries too. Not specifically in technology either just overall to help understand what they do and how they do it and then help. Kind of create a system to kind of identify those individuals that can be fast-tracked and those potentially that may need a little bit work which is totally Fine. It's just a matter of finding those people quickly to help improve their work long term. But.
18:47.36
Brad Owens
Yeah, recruiting recruiters 1 of the hardest jobs out there hated that um thus the reason I'm I got out of that space was like hey maybe I'll talk to people that are actually doing this instead being the one they had to do it. Ah, what's this industry looking like 10 years from now. What do you see. What do you think is going to happen.
19:06.40
Mike Maison
That's a great question I think the way we're moving and you know I look back at this in 10 years and see maybe I'm completely wrong. But I think automation is making a big move in this industry but at the same time you know more and more humans are going to be needed. There. Tons of roles and companies that are looking to expand and have goals. They're trying to reach certain hiring and I guess that will change right in the next couple months short-term but long term all these companies have goals to grow right? Everyone is gonna need recruiters. Everyone is gonna need candidates and gaps. In terms of specifically technology right? is going to grow and I can speak a little bit to healthcare too. But really a lot of industries are going to have gaps in terms of who is actually available and who they really need so. There's a lot of shifts occurring and I think out of the recruitment mindset is changing a little bit right. There is obviously a need to recruit individuals absolutely but I think there's a scope I think there's a change in terms of how people are going to work right? if we can't identify those individuals right? away. How do we identify individuals at the companies already to potentially upskile those people to help get them to where they need to be right? and.
19:57.71
Brad Owens
Ah.
20:12.56
Brad Owens
Um, yeah.
20:16.11
Mike Maison
Think there's a lot of disparity with that, especially with um, there's always a conversation about how people hire individuals from other companies and give them high pay raises right? as opposed to the individuals within their own company. They're not giving as high of a raise right away and I read an interesting article about it because you know. Those people that come from other companies may already have the experience necessary to do that role right? off the bat they can hit the ground running and that's kind of why they are receiving this page. Um, but those people at the company who are not at that level yet or might be just getting promoted still need to build up that experience. So. With recruitment.. It's kind of a similar thing right? How do we identify those people and I think that's kind of an open-ended question right? because the need for candidates is never going to go away right? if anything how people are looking at H One B's how do we bring people from other countries here.
20:57.57
Brad Owens
Um.
21:07.11
Mike Maison
Help assist with that too because a lot of development jobs. Also I find and you know tell me if you're kind of seeing the same thing across the market development roles are difficult in the first place right? as they get more and more technical. It's been a lot harder to identify those individuals and if they're already working they have a good job or they don't want to make that change. So.
21:14.85
Brad Owens
Sure.
21:25.48
Mike Maison
People I'll give you a specific example like progress developers right? working on a specific system. They're pretty much all older individuals at this point from what I've seen previously so finding people to work on these legacy systems is going to become more and more difficult and at least what I've seen is recruitment companies going through the process of truly. Binding individuals with some sort of skills to upskill them and then bring them into future roles like an academy type situation or even go as far as to just recruit from outside of the country and help assist with that green card process. So. There are a lot of different tactics that I think are going to come into play over the next couple of years but it's really trying to identify different ways that we can source candidates because there are so many different ways but there are a lot of different requirements from all these companies. So I don't really have an answer as to where the industry is going to go in 10 years but you know. Just the way things are going to change is going to be crazy. Um, and you know it's ah it's an open ended thing for sure.
22:19.60
Brad Owens
Yeah, yeah I agree and you mentioned that automation side of things and I agree I think there's going to be a lot more that needs to be automated and there's still a lot of people taking you know their precious phone time to do administrative tests that they.
22:37.44
Mike Maison
Um, Brian.
22:38.33
Brad Owens
Probably don't need to do there is that data issue. So I agree that it's going to be an issue to how do you actually automate all of these things when there's a million different systems that need to be integrated together that I think will always be a problem There's always going to be new systems. There's always going to be something new to do or new to work with. You mentioned the the skill gap that I'm going to try and talk about this one without getting on my soapbox so you can bring me down the earth at some point so I completely agree with you that the in my recruiting experience. What I've seen and this is we'll talk an external recruiter or even internal. It doesn't matter.
23:04.10
Mike Maison
Um.
23:16.13
Brad Owens
When I get a new job that I need to work on I immediately go to the source of where I'm going to find those candidates like a Linkedin or maybe I'm recruiting tech so I'm on dice or monster. Whatever's working I immediately go external I've spent years cultivating this database that I've got right now. It's incredibly irresponsible of me to think that there's not someone in my database right now that with a month of training couldn't do this exact job that I'm recruiting for I think there's a huge miss on data we've already got that we need to have some way to dig into and analyze and see. Who do we already have that might be able to do this job and I think that benefits us in two ways one when we think about recruiting for these roles. We have these hiring managers that call up and say hey I need this specific unicorn and they must be this unicorn or I'm not hiring them.
24:09.62
Mike Maison
Right.
24:12.13
Brad Owens
It's always on us to have this conversation with them that says look if you hire a unicorn to put in your unicorn position. They're just going to be a unicorn if you hire a horse that you can teach to be a unicorn and then allow them to grow. They're going to go much further.
24:20.94
Mike Maison
Um.
24:29.25
Brad Owens
And that horse might even exist in your organization already or someone that we've already got or someone we place out on this role that we know and that allows this how to keep using the analogy that allows this horse to grow that gives them something exciting to look forward to it gets them more job. Satisfaction. It gets them to be happy here. Unicorn. All right? The you know the analogy is dead now. Um, so I think they yeah so yeah to wrap it all around. Yes I think that there is this skill gap that we need to fill. But if we're trying to fill it with people that can get the most satisfaction out of it. We need to make it a growth role. Not exactly something that.
24:50.12
Mike Maison
No, but I think you bring No I'm sorry go for it I.
25:08.67
Brad Owens
People can do on day one because what they need to do specifically in like we'll say text base or development space or whatever could be different tomorrow because something new is going to come out. So yeah I think that's a big problem. We need to solve.
25:19.97
Mike Maison
And you brought up a good point about employee success growth satisfaction I think those are all important things that potentially even ten years ago weren't really considered as strongly as they are now this whole situation with the ah the great resignation and everything a lot of companies have seen that. Employees value their time their skills and the opportunity to grow and it's not for everybody I absolutely understand that but a lot of people want the ability to grow in their career in their role and have more opportunities in the future right? So kind of tailoring anything that we do internally or externally to help. Show them that the company is valuing their skills I think is also important and just going back to what you said about the whole unicorn situation to bring that up one more time I think it's also important to you know, educate these hiring managers about what's available in the market right now.
26:05.51
Brad Owens
Um.
26:12.29
Mike Maison
What truly the expectation should be and the timeline for that because if we're just yes men at the end of the day you know we can say yes upfront but and the long run. It's not going to be a great situation for us if we can't provide what we said yes to so really identifying those skill gaps in the requirements. And trying to tailor it to what we've already seen as you know people in the recruitment industry are the experts people are reaching out to you because you have that experience and it's all time if if we can find you somebody in 10 minutes that doesn't mean it took 10 minutes to find them. That's years of experience that built up to that point so coming in as that expert is absolutely important and I think.
26:45.17
Brad Owens
Gas.
26:51.90
Mike Maison
Giving pushback to potentially unreasonable requests is absolutely important as well and maybe people are hesant to do that. So going back to just tie it to the original point about New Recruiters in the industry giving them. Training necessary to give pushback in a respectable way and show like I understand what you're saying and what you need and here's just what I've seen and what the expectation could potentially be so there's a lot that needs to be kind of trained.
27:13.46
Brad Owens
I love that I love that people come to us as a specialist and then say yeah but I don't think you're right like really like why in the world. Did you come to me in the first place like that makes no sense all right? So I ended off on this question, you bring a a very unique.
27:24.71
Mike Maison
1
27:32.22
Brad Owens
Position to this conversation because you are much closer to doing this job day in day out than I think a lot of the other guests that are coming on in leadership roles are so put on your ah backpack of everyone else's thoughts and opinions and with this stage right now. What do you feel like.
27:48.33
Mike Maison
Um, so success.
27:51.76
Brad Owens
Leadership out there in recruiting industry at large needs to hear and needs to focus on for the next. We'll say short term 2 years from your perspective.
28:03.64
Mike Maison
It's great question I know ah my leadership's gonna be listening to this so I got to be careful with I saying too. Ah, no, absolutely absolutely and you know I just try to think from my own perspective. Um.
28:08.89
Brad Owens
Ah, a open for a man. It's freedom of speech.
28:17.20
Mike Maison
And not just from 1 specific role right? A recruitment in general. That's both sides of the coin recruitment and account management. It's important that leadership understand you know I think a few different things metrics. Obviously a lot of companies. We work for a lot of companies in general are on a profit basis. They understand you know metrics are important but at the end of the day trying to understand more than just numbers I think a lot of things are seen as just black and white and that's not necessarily the case. There's a lot of gray and area in between that. So with recruitment in general you know I think.
28:43.77
Brad Owens
Yeah.
28:50.72
Mike Maison
A lot of effort should be put into how do we train and going back to that training point because I really am a big proponent of training I personally love asking individuals. Everybody new old their experiences and you know what? potentially. They do because I see things 1 way you see things differently and we might be looking at the same exact thing. So overall I think the biggest thing leadership should focus on is training for the new age of recruiting because if we continue to stay the same. I don't think it's going to be a successful road for anybody. It's ah about adapting or dying a lot of people are working on their own personal brands for recruitment now and I think that's also important because the internet is still pretty early on in the world right? as the years go by. There's going to be a lot of. Evolving things that happen and we're seeing a lot of success from those individuals now that come out with a personal brand so leadership shouldn't necessarily be afraid of those types of things and try to equip their recruiting and sales teams with the tools necessary to help get their brands out there because at the end of the day. Those individuals will be able to do their job a lot more successfully and I think that'll lead back to you know obviously profitability for the company as well. So overall just equipping equi excuse me their their teams with the proper tools to help build success and that's second point to my second point just specifically data.
30:15.35
Mike Maison
I Think Data is really important but just having the right tools to analyze that data. It's great when we see numbers on a spreadsheet. But if we can't necessarily analyze that data. It makes it a lot harder to do our job. So if we could just provide.
30:20.40
Brad Owens
Yep.
30:28.43
Mike Maison
Metrics to what's successful. What's not and not just within our own line of business or our group or the company but other companies in general I think that would ultimately just help us not only be more successful in our own roles but really be able to educate our clients a lot better as well. So.
30:42.75
Brad Owens
Yeah I'm with you collecting data for data's sake is pointless that data now that we have spent so many years and millions of conversations and tons and tons and tons of placements out there that data can do something for us now.
30:45.60
Mike Maison
Just to tie those 2 together.
31:00.23
Brad Owens
I Think it's a big untapped thing. So that's one of the the big pieces that I'd piggyback on for for leadership I think figuring out the story behind the data that you already have I think is going to be incredibly valuable all right? Well this has been amazing I Really appreciate the in-depth conversation I mean you're raising points that I.
31:15.66
Mike Maison
Absolutely.
31:19.31
Brad Owens
Really feel like I can go out and talk about for a half hour again so maybe at some point we'll have to circle back to all of this but love it really appreciate your perspective I think the the listenership was going to appreciate it as well. Where do you want people to find you.
31:31.60
Mike Maison
Yeah, so appreciate the time as well pleasure speaking with you I would say really point you guys towards my Linkedin maybe I'll start posting on there a little bit more providing some knowledge if possible but happy to connect with anybody and everyone and you know just have a conversation about what's happening in the recruitment world and.
31:37.64
Brad Owens
Awesome.
31:49.44
Mike Maison
Potentially shake some hands and get some deals done in the process.
31:50.73
Brad Owens
Yeah, love it. Let's do it all right? So I will post all of the links that you all need in the show notes here or over on the website you can find it at transformrecruiting.com. Also if you want to email the show anything if you want to be on it if you have a comment question if you want to come on and offer some so. Kind of rebuttal I'm totally fine with that. This is about discussing the market and what needs to change and how we need to evolve with it. So send me an email hello at Brad Owens Dot Com again you can find everything you need about this show at transformrecruiting dot com. I appreciate you listening to the very first episode and I will hopefully see you on the next one.