October 27, 2023 • 26 mins
Have you ever wondered why a whopping 88% of qualified candidates fail to advance in the hiring process? Buckle up as we unravel this phenomenon with Brenton Dalgiesh, HR Tech Engineer at Paychex.
We discuss the transformative role of technology in the HR field, emphasizing the importance of maintaining the human element. Brenton shares his thoughts on the rise of AI and its potential drawbacks, the concept of "stay interviews" for employee retention, and his vision for Paychex in 2024.
Tune in for engaging discussions on the future of HR, the impact of AI, employee engagement methods, and more!
Special mini series recorded with Oleeo at HR Tech 2023 with hosts Ryan Leary, Brian Fink, and Shally Steckerl.
Listen & Subscribe on your favorite platform
Apple | Spotify | Google | Amazon
Visit RecruitingDaily
Twitter @RecruitingDaily
Join the Secret Sourcing Group
Learn more about #HRTX Events
Mark as Played
Transcript
Episode Transcript
Available transcripts are automatically generated. Complete accuracy is not guaranteed.
Speaker 1 (00:07):
Hey everybody, welcome back to HR Tech and
sourcing schools podcast at theOlio podcasting booth.
We are excited that we arejoined by Brenton, who is coming
to us live from the floor, livefrom the team at Paychex.
I want to give a shout out tomy main man, ryan, who I was
talking to all about all thingsStar Wars before we started this
(00:28):
conversation.
Brenton, what's going on?
What's the vibe here on thefloor today?
Speaker 2 (00:34):
Today.
I think people are a littlebeat up.
I think Vegas hit hard for alot of people.
Speaker 1 (00:41):
You are the first person to acknowledge that the
struggle bus is real.
Speaker 2 (00:47):
I'm on it, but not because I was out doing crazy
stuff.
I'm from Detroit.
It's a three hour time zone.
It has been like we're bothEast Coast.
Speaker 1 (00:57):
You don't get the complain Wait a minute he can
complain, but real quick.
Speaker 2 (01:00):
We don't care if he can complain.
I am Born and raised.
Speaker 1 (01:04):
Who's your team?
Sparty or the Wolverines?
Speaker 2 (01:07):
Neither I went to Central Michigan, so fire up
chips.
Speaker 1 (01:11):
Okay, that's cool.
I was just wondering.
I was like you got a dog inthis fight.
Let's see what's going on.
I don't.
Speaker 2 (01:17):
Most people went to neither Michigan or Michigan
State, so it feels fake.
It feels like they're phony.
I like this guy.
This is like the.
Speaker 3 (01:25):
Kind of like all the Bulldog fans, nobody goes to
Georgia.
Exactly.
Speaker 1 (01:31):
Okay, for those of you who know that this is not a
visual podcast, brian just sathere and gave Ryan the slide eye
and was like but I'll takeevery Georgia player.
Speaker 3 (01:41):
But I will take every Georgia Bulldog that plays for
the Philadelphia Eagles.
Speaker 2 (01:45):
That's right.
Speaker 1 (01:46):
Because I love Georgia football players who do
awesome things for thePhiladelphia Eagles.
Go, eagles, yay.
Speaker 3 (01:53):
He does, he hates on Philly sports.
Speaker 2 (01:57):
What if T Swift was dating someone in college?
That might be.
Speaker 1 (02:03):
Oh, she'd be dating the man, the myth, the legend,
brock Bowers.
Okay, because she likes tightends.
Oh, look at Chelsea.
Oh, ladies and gentlemen, boysand girls, I forgot to mention
that we have Chelsea Warnickalso here with us.
But, chelsea, I tried toconvince her to put on a headset
, get on the microphone, but sheis like no, I'm going to keep
(02:23):
Brenton on track.
So, brenton, to help Chelseakeep you on track, give us a
30,000 foot view of what you doat Paychex and how Paychex
empowers companies to do greatthings.
Speaker 2 (02:36):
Sure, yeah.
So my role at Paychex is an HRtech engineer and that is
primarily designed for, like,our 700 HR consultants that are
across the country to make surethey feel confident and
comfortable with under, likeutilizing the resources that
we've made available to ourclients.
Our consultants know HR, likethey don't need help with the HR
(03:02):
side.
It's the conversation aroundtechnology and the HR world is
I'm not going to say it's in thetectonic shift, because that
would be a little dramatic, but,like over the past few years,
you know we're not pushing paper, but we haven't quite caught up
to digital literacy,understanding what are the data
(03:26):
telling us, and so there's a lotof opportunities to really
provide our consultants withthat Genesequa.
Speaker 1 (03:37):
That Zeitgeist to get in there and take control.
Speaker 2 (03:40):
We just went French and German.
I appreciate that, hey.
Speaker 1 (03:44):
Mo, america, america, yeah, all right, my pillow All
right.
So, as we're talking about thisand as we're kind of riffing on
what you do at Paychex and howyou empower small businesses,
medium-sized businesses, yourconsultants all around the
country, about empowerment, whatdo you think today is the
(04:04):
number one tool that somebodyneeds to empower those
businesses to really excel athiring?
Speaker 2 (04:14):
I would say it's not necessarily technology, and I
know that is probably wild, thata technology conference.
Speaker 3 (04:20):
Isn't that what you?
Speaker 2 (04:21):
do.
It is what I do.
But if you're only focusing onthe technology, you're missing
the human component and I knowpeople are starting to kind of
wade into that.
My concern is we will tip toofar into one direction and
everything will be cold,data-driven, like methodical,
(04:42):
and we'll miss.
And whether you're hiring orwhether you're retaining your
employees, you cannot forgetabout the human component and
people.
Speaker 1 (04:52):
Thank you Chelsea's smiling, but she has no idea
what's going on right now.
Speaker 2 (04:57):
Yeah, that was fun, that was cool.
Speaker 1 (05:00):
We have a sound effect.
That was interesting.
I'm like, okay, all right,sound effects, Yipee.
Speaker 3 (05:05):
Tahini.
Speaker 1 (05:06):
All right, tahini is a Star Wars joke.
Don't you dare laugh.
I don't know anything.
Oh, tahini, anyhow, don't youdare laugh.
Speaker 2 (05:14):
I had it as my ringtone, like my text message
ringtone, for a while.
Speaker 3 (05:18):
Really I did Jawa walkie fans, probably like a
dead end game to go.
Speaker 1 (05:21):
You're a Jawa fan Jawa, jawa, jawa.
It's kind of like saying Joja,jawa, walkie.
It's better.
All right, fantastic, that'sgreat, all right.
So the other question I'd askis when we talk about
empowerment and the humanelement.
A lot of people have talkedabout AI today, sure and
yesterday.
Speaker 3 (05:42):
And the day before.
Speaker 1 (05:43):
And the day before, and they're gonna keep talking
about it for the foreseeablefuture.
How do you feel that AI helpsus to be more human as
recruiters, as talent, as HCMprofessionals?
Speaker 2 (05:56):
I believe AI will help if it frees up or if we
leverage it correctly to wherewe're not removing ourselves
from the conversation.
I think the biggest concernthat I have with AI is that
we'll abdicate our decisionmaking.
We'll allow something else totell us how we should behave,
act or choose.
(06:16):
There was that study that wasdone by Harvard Business where
88% of qualified candidatesweren't moved through the
process.
And when you asked theexecutives at those
organizations and this is astudy that was across the UK, us
and Germany right, when youasked the executives, they were
well aware that this was a flawin the system.
(06:38):
It wasn't like, oh, I wasn'taware.
They knew that this washappening.
And so when you're recruitingand you're cutting out the
active qualified employees, I'mnot saying they didn't still get
good hires, but maybe theycould have had a better, but
they shrunk their talent pool.
Speaker 1 (06:58):
They were blindsided.
They I know the study thatyou're referring to.
Speaker 2 (07:02):
Yeah, they took the efficiency approach, which I'm
not against.
I'm really excited about whatAI can do.
I'm just concerned that peopleare going all in without
understanding where all in is at.
Speaker 1 (07:15):
You know, jck made that comment earlier today in a
conversation we were having withJenny Cody-Kangus, as we were
having a conversation about thehuman element and about data and
where data is taking peoplefrom a data intelligence
standpoint Also.
That actually kind of dovetails, now that I'm thinking about it
, into the conversation we werehaving with Evan and With
everybody.
Speaker 3 (07:35):
Yeah, I know that that's a real caveat.
Speaker 1 (07:39):
Takeaway from it.
Other takeaways what do youthink has been the biggest topic
other than generative AI on thefloor today?
Speaker 2 (07:50):
Predictive AI.
Okay, I like that.
I get that generative.
Speaker 1 (07:56):
This guy's got a good sense of humor.
We should make this a trioinstead of a duo.
I'd be happy to.
Speaker 2 (08:01):
It pays really well, I assume right.
Speaker 1 (08:03):
We have a good time, dude.
We have a good time.
We have a good time, that's it.
Yeah, we work for the colors, Idon't know what that means, but
I'm just gonna walk away fromit.
Yeah, we do it for the StarWars jokes.
It's all good, yeah, so haveyou had a chance to walk around?
Speaker 3 (08:19):
and see the other technologists out there.
I've had a slight chance.
Speaker 2 (08:22):
I was actually about to do that after this.
This is so, after I hang outwith you guys, I was gonna walk
around for a little bit, see,and then I'm off to the sphere
to see the postcard from Earth.
So you're like, thisconversation is the last thing
for me.
We're like the last thing foryou, this conversation is the
last thing for me.
Speaker 1 (08:40):
We're like the lunch between.
So the sphere about that.
What show are you lookingforward to seeing?
Speaker 2 (08:45):
It's the postcard from Earth.
Oh, okay, Darren Aronofsky, Ibelieve If I butchered your name
, Darren, I'm sorry.
Speaker 1 (08:53):
No, no no, no, no, no , we know who you're talking
about.
Yeah, so he.
A lot of his artwork isactually, or photography is
actually, shown on ApplePictures.
That's a reference to Apple,another product that that Ryan
hates Star Wars and Apple.
That's what he ribs me about.
Speaker 2 (09:10):
I'm a fan with you.
I'm sorry.
Speaker 3 (09:14):
Yeah, I'm Android.
I'm anti-Star Wars, that's cool.
Speaker 2 (09:18):
I mean there's got to be space for you.
I've got the USB-C.
Speaker 3 (09:21):
What do you got?
Yeah, I don't have USB-Cbecause I haven't upgraded.
Speaker 2 (09:26):
I'll wait another cycle for the.
Speaker 3 (09:28):
USB-C.
I've had the USB-C since 2012.
Speaker 2 (09:31):
The 15 is not the best USB-C.
I will go on record.
Speaker 1 (09:37):
Yeah, so we've now migrated into the pit of despair
.
If you're following theconversation about despair,
there are a lot of economicheadwinds that are kind of
crushing down on people, whetherit's increased interest rate,
inflation, conflation of jobtitles.
What are you seeing as thesilver lining for 2024?
Speaker 2 (10:00):
Well, we're also seeing a smaller job market as
more and more baby boomersretire.
So if it continues to shrinkwhich we know it will about what
10,000 jobs a day?
Or 10,000 baby boomers areretiring a day?
If it continues on this trend,ai will hopefully step in and,
as a result, folks that, unlessthey really like what they're
(10:22):
doing, will have opportunitiesto move up into bigger and
better positions.
So we should see a bit of arising tide, as long as AI takes
care of the jobs that no oneelse wants to do.
Speaker 3 (10:35):
So this goes back.
I forget who we were talking to.
We talked about farming.
Speaker 1 (10:38):
Yeah, we were having a conversation about it, so the
same thing happened in farmingwhen they weren't boom either.
Speaker 3 (10:45):
Who they were, they retired, they died off, they
were done farming.
They did not die off.
Speaker 1 (10:50):
They died off.
Stop killing people.
They were all over the place.
They were off into the sunset.
Speaker 3 (10:53):
They were off into the sunset.
Speaker 1 (10:54):
On a tractor.
Speaker 2 (10:55):
John Deere though.
Speaker 3 (10:56):
John Deere Caterpillar, it's all good.
Speaker 1 (10:59):
Yeah, we don't discriminate.
Speaker 3 (11:01):
But they were fancy tractors with GPS.
Speaker 2 (11:03):
Oh yeah, those are nice tractors.
Speaker 3 (11:05):
Right, and so that took over.
As the people died.
Oh, people died off.
Speaker 2 (11:10):
Stop killing people, Ryan.
Speaker 3 (11:12):
The younger generation came in and used the
tractors into combines with GPSand all the other stuff that
they're doing.
Speaker 2 (11:19):
GMOs which like it or hate it.
There you go.
Speaker 1 (11:22):
I am not needed here Like these two, can you?
Speaker 2 (11:26):
actually, Brian, I'm kind of thirsty.
Do you have a coffee orsomething?
Oh, I did have a coffee.
Speaker 1 (11:32):
I went by the Higher Easy Coffee Station.
I had a coffee, I had anespresso, some jumping drinks
and they had chocolate coveredespresso beans.
Speaker 3 (11:41):
And.
Speaker 1 (11:41):
I filled half the cup with them and I was sitting
there and I'm just like eatingthem, like popcorn going oh,
this is oh, oh yeah.
So I am Jack up, speaking ofwhich, we're sitting across from
a company that's called HCMAllot.
Speaker 3 (11:59):
They have not done anything.
Speaker 1 (12:01):
They've had a tremendous amount of five-hour
energy on the tech.
Chelsea's laughing at me.
I mean a tremendous amount.
Like people, I'm going to takea photo of this and I'm going to
post it to our Instagram feedso that you can see how much Red
Bull I mean not Red Bull howmuch five-hour energy they have.
Speaker 2 (12:22):
I stay away from that stuff.
Speaker 1 (12:23):
Oh, I stay away from that stuff.
I do too.
I'm too busy eating coffeebeans.
Speaker 2 (12:26):
Right, I actually haven't had coffee for like a
month or two now, just because Icare about my sanity.
I think I was starting to get alittle edgy Like short July for
me.
I got little kids, so like.
Speaker 3 (12:39):
Oh, that's awesome.
Speaker 2 (12:40):
Yeah, I mean it is awesome, but like now I the
coffee with the kids, kids.
Yeah, I knew what you meant.
Speaker 1 (12:45):
Depends Ryan's in the waters of the teenage years.
So I think you and I areswimming in the baby pool.
Speaker 2 (12:54):
I got like a kindergarten or a three-year-old
.
Oh okay, we're on the same page.
You've got time to go, yeah 16,12.
Speaker 1 (13:01):
Why are you looking at me like I should be keeping
track of your daughters?
Speaker 3 (13:05):
16, 13 and 10.
That's all 16-year-old is today, she's 16.
Speaker 2 (13:09):
If I had to guess, though, is the 10-year-old older
?
Speaker 3 (13:13):
She, like you know Kids they're, you know she hits
a lot, she fights him a lot, shesteals their stuff a lot.
Where are you going?
Speaker 2 (13:22):
We told him to get us a coffee.
I think he's taking us up onthat.
Speaker 3 (13:26):
Yeah, so she, she sticks up for herself.
Yeah, yeah, she battles youback in the show.
Now I'm back in the.
Speaker 1 (13:34):
Okay for those of you who are watching the program, I
got up to give Ashley a hug andAshley, if you don't know her
at Recruiting Daily, she is thebrains behind the operation.
She is the person who keepseverything held together has
been responsible for the podcastthat we put together here at
Olio, the podcast that we puttogether at Greenhouse with
(13:54):
William Ten Cup and so much ofthe day-to-day operations, what
we do.
So I don't think she ever getsshouted out on the podcast, but
I'm gonna give her a shout out.
Speaker 3 (14:04):
This poor guy can't even get his podcast in.
He's having the time of hislife I am.
Speaker 1 (14:10):
This is the best thing that's happened to me at
the conference.
Well.
Speaker 2 (14:14):
I've had some really good food here.
Speaker 3 (14:16):
Oh, where was the good food?
Not from the conference, notfrom the food we have.
Speaker 2 (14:20):
No, I will say yesterday's box lunch here at
the conference was the best boxlunch I've had at a conference
ever.
That is I know it's a prettybig statement, but we went to a
place called Momofuku last night.
Oh, and it was delicious.
Speaker 1 (14:37):
Yeah, so for those of you who have turned into the
podcast, previously, I havementioned the book on it's about
hospitality.
Speaker 3 (14:48):
It's it's got a green cover.
Speaker 1 (14:51):
No, it's got a yellow and black cover.
It is by Wil Giarda and it's anunreasonable hospitality and he
talks about how 111 MadisonPark fought against Momofuku to
Momofuku.
Speaker 2 (15:05):
I understand.
Speaker 1 (15:06):
To be the number one restaurant in New York City at
the height of the recession.
Speaker 2 (15:11):
OK.
Speaker 1 (15:11):
Yeah.
Speaker 3 (15:12):
That's impressive knowledge.
Speaker 2 (15:14):
Yeah, I mean he's digging deep for us.
I know you're like you're likeyou're like Brian.
I learned a lot from you, man.
Speaker 1 (15:18):
Did you see the Barbie movie?
No, I read it and they're likethey're like.
Speaker 3 (15:21):
Oh no, no, no, no, mr Hoidey Toidey, mr, I Read
English Things.
Ok, nobody reads a script toBarbie.
Speaker 1 (15:27):
OK, and so prior to the call we were I mean prior to
the conversation we were alsohaving a conversation about
Colin Trevorrow's script forDula Fates for Star Wars, which
Ryan was like oh, another StarWars conversation.
Well, let's screw that, youknow.
Yeah, so as we're talking,taking on the evil empire of the
economic headwinds, that's aStar Wars reference.
(15:48):
It wasn't taken from Ashoka.
Speaker 2 (15:52):
No spoilers.
Speaker 1 (15:53):
No spoilers.
No spoilers alert.
We've talked a lot about Ryanand we've talked a lot about
Brenton and we've talked aboutsome of the things that you see
coming down the pipeline.
What's one big vision thatyou've got for 2024?
That's really going to unlockand unleash what you're doing at
Paychecks.
Speaker 2 (16:11):
I believe some of our partnerships that we are really
leveraging and rolling into aregoing to be Sorry.
Something was flying.
Speaker 1 (16:21):
There's a fly.
We've named it.
It has been here all day.
Speaker 2 (16:23):
Yeah we, there's a little nady fly.
Speaker 3 (16:26):
and then there's a fly, fly.
Yeah, can't get it away.
Speaker 2 (16:28):
Anyway, sorry, I'm really excited about what 24
will bring because, as our HRconsultants begin to, they
haven't heard about this yet.
So please don't publish thisuntil like no, I'm just, but
we're good.
Speaker 1 (16:41):
Chelsea says we're good Chelsea says you're good.
Chelsea's on the podcast.
Speaker 2 (16:44):
Now I want to handle her too, I know right, that's
not her last name, though, ohthat's funny.
Speaker 3 (16:51):
That was good.
But anyway we got a room shot.
Speaker 1 (16:54):
That was so quick.
Speaker 3 (16:56):
We got one.
Speaker 2 (16:58):
I told you I have a six-year-old and kindergarten
three.
My dad jokes aren't usually onpoint, but I have been honing
the skills.
Speaker 1 (17:04):
OK, so wait a minute, I'll give you a dad joke.
Right, this was on anotherpodcast, it was on her own,
boolean Bruce.
They were like tell us, yourdad joke Is what did the pink
panther say when he stepped onan ant?
Speaker 2 (17:22):
I hope he'd be polite and say sorry.
So I'm Dead, ant, dead, ant,dead, ant, dead, ant, dead, ant,
dead, ant, dead, ant.
Speaker 1 (17:26):
Dead, ant, dead, ant, dead, ant, dead, ant, dead, ant
, dead, ant.
That's actually good.
Yeah, you like that.
Speaker 3 (17:30):
I like that one.
I'll give you credit for that.
Speaker 1 (17:33):
That's good.
Maddie thinks that's thefunniest thing in the world.
I'll be like dead ant.
She's like dead ant, dead ant.
So.
Speaker 3 (17:40):
What is one thing?
No, we got to get you out ofhere.
You got other.
Speaker 1 (17:44):
You got the sphere.
Speaker 3 (17:45):
Fancy interviews to do what?
What is one thing you're notseeing here that you want to see
?
Boom, and we stumped JimSchneider on that one too.
Yeah, he got the cricket sound.
Speaker 2 (18:02):
Yeah, you can keep playing those crickets while I
think no.
Speaker 3 (18:07):
You can pass it to Chelsea.
Speaker 2 (18:09):
No, I wouldn't do that to her.
You put me on the spot.
I should sit under the hot heatlamp that you're directing my
face Something that should behere.
Speaker 1 (18:19):
That's right.
Come on the show and gettortured by.
Speaker 3 (18:21):
Ryan Ding, ding, ding , ding ding.
It's a basic question withsomething.
No, it's a solid question.
What do you see out here?
That's just completely BS.
You can name companies?
Speaker 2 (18:34):
No, not, unless I'm getting a referral fee.
Speaker 1 (18:36):
I'm not going to do that.
I guess, BS stands for buyingsignal Go ahead sir?
Speaker 2 (18:42):
No, I think, as everyone ramps up for AI and,
like I said, I love it, butisn't there more that we can be
talking about?
Isn't there other things?
Speaker 1 (18:56):
I'm talking about internal mobility in an
organization.
Speaker 2 (18:59):
A lot of AI companies are saying that they have the
silver.
I don't want to say bullet,because that's whatever.
Speaker 1 (19:05):
Brought to you by Coors Light.
Speaker 2 (19:08):
Yes, but they're saying that AI will help with
that.
I'm not saying it won't, butwhen did we lose having a
conversation with someone?
Just ask hey, what do you wantto do?
Where do you see yourself intwo months, three years?
It's something that, as HRprofessionals, we always talk
about exit interviews, and I'msure you've had guests on here
(19:29):
that talk about stay interviews.
Speaker 1 (19:31):
If you haven't, it's a really it sounds okay, we have
not had anybody talk abouteither of those topics, not
today or ever.
Speaker 2 (19:40):
Stay interview you want to talk about the stay
interview.
It's essentially the exitinterview before they exit.
It's like Ryan, we really valueyou and the effort you put into
here, which, if you stop rightthere, most employers aren't
telling their employees thatright.
We've seen studies thattwo-thirds of employees who left
never got a compliment or athank you from their employer in
(20:02):
the last like what?
90 days.
Usually they start to feeldevalued.
Anyway, the stay interview isessentially saying we really
like you, what do you want orhow can we help you continue to
grow so that you stay happy here?
It's just sitting down andhaving a conversation, like AI
(20:23):
can do.
They can't do that, but like inday I'm using yeah right, it's
a bot, whatever and so it's justat the end of the day, we need
to get back to the basics, andI'm not saying companies aren't
doing these, but if we'recontinually going to rely on
technology, software or hardwareto take our jobs, gosh, this is
(20:47):
awful to take away what weshould be doing as a leader,
like that's on us.
Speaker 1 (20:55):
So I like this concept of the stay interview.
One of the things that I thinkis really important to
organizations today is to turnretention into the new
recruiting, and I don't thinkthat you can do that effectively
if you're not doing what youpropose.
Like I took a note on the phone.
I'm going to look into this.
I'm going to study this alittle bit deeper.
Yeah, that's really hot.
Speaker 2 (21:16):
Yeah, well, I'll be happy to come back and continue
the conversation.
Speaker 1 (21:19):
I might have to do my own research too, though.
Okay, that's fantastic,Fantastic.
So we'll get you and Chelsea onthe next.
I hope so.
Speaker 2 (21:27):
Are we going to do this next one on site, like in
Cancun or something Like a rubahbahamas come?
Speaker 1 (21:34):
on pretty mama.
Speaker 2 (21:35):
Don't hate the idea, Don't you go?
Speaker 1 (21:37):
baby, why don't we go to Nicaragua Now?
About the next event that we'regoing to be podcasting at I'm
not sure where we're going to bedoing it live again.
It's something that we lookforward to because, like you
talked about human connectionright.
Like I think that the reasonthat people are having
technology replace the retentioninterview conversation or the
(22:00):
internal mobility conversationis because we've lost the art of
going to lunch with our boss orour team.
Oh, yeah, okay, I'm gettinglooks.
Well, I'm with you there.
Speaker 2 (22:08):
I don't know if it's an art, like it definitely is,
but I mean I'm happily stillworking from home.
I actually like work under thestairs, the sand spiders, but
close enough to Harry Potterthat you know I get the joke all
the time and like, so I'm going.
Speaker 1 (22:25):
You and I are the same person.
Like no Ryan, tell him wherewas my desk for the longest time
in the house before we builtthe office.
Speaker 3 (22:35):
In the kitchen.
Speaker 1 (22:36):
No, I was in the hallway between the kitchen and
the.
Oh, yeah, yeah.
Speaker 2 (22:40):
So, yeah, we're good, we got this, but anyway, like
you know, so I would love to goout to lunch with my boss but,
like you know, he's in upstateNew York right, so that's a
little bit trickier.
Thankfully he decided to joinme out here at HR Tech, so I did
get to grab that, but, like alot of people need to have that
(23:01):
opportunity.
I think one thing that getsmissed is like sometimes this
like happy hour after work, gettogether.
That really puts a stress on alot and at least 50%, 75% of the
workforce who have little kidsor have other, you know, care
taking responsibilities orthey're just not able to step
away.
So now we're, now we're likebuilding on this whole.
(23:23):
If you're virtual, you're notgetting that face time with the
boss or the boss's boss.
Sometimes that is.
Speaker 1 (23:29):
There's concerns around that limiting career
growth.
Speaker 2 (23:31):
But then if you have these extra curricular
activities that are fun, thatprovide the bonding experience,
but someone's not able to bethere because they have to go,
you know, pick up a kid fromschool or make dinner or get
them ready for bed, right, likethe things that you do if you're
not able to go out andparticipate.
And often that burden iscarried by the female, like our
female coworkers, but it's notso.
(23:51):
It's once again like theselittle things.
I don't want to use the termmicroaggression because it's not
that, but it's like a little.
Speaker 1 (23:58):
No, but it's something similar to it.
Speaker 2 (24:00):
I know it's a very yeah, and so like there are
these things that we need to bereally thinking of and working
through and just be like, let'sgrab a breakfast right or grab,
but like, if you're still in awork-from-home environment, what
does that look like?
And a gift card, you know, toGrubhub isn't going to do the
trick.
It's nice, but it's not thesame.
Speaker 1 (24:20):
Well, when I was at AWS, we would do 1.30
occasionally right, and thatmeans 9.30 AM right.
I don't work for AWS anymore soI can go ahead and tell you sure
you know like I would sit downand you know, but we would do
that and we would get togetherand we'd have a virtual happy
hour around the Zoom, around thechime call, because that's what
(24:44):
we used at AWS.
I think there's value in thatbut, like you, do bring up a
very strong and contrapositiveto this about happy hours and
where people are in their lifecycle and the generations we
have in the workplace and how wehave to communicate to them
differently and, if you will,maybe even have a different
(25:04):
value proposition to them abouttheir future, with the
organization to really engagewith them at scale.
I would agree Cool.
Speaker 3 (25:15):
Right, what you got.
I got nothing.
Man, this has been a goodconversation.
Speaker 1 (25:18):
It would have been the only thing that would have
made this conversation betterand she's laughing at me because
she knows that I'm If Chelseawas on the podcast.
All right, brenton, thank youso much.
Real quick.
I do want to ask you just onequestion before we go If there
was one thing that we couldcover or uncover about you and
(25:39):
about your team at Paychex thequestion that we failed to ask
you what's the question andwhat's the answer?
Speaker 2 (25:46):
I think the question is probably how are the
consultants, what we call HRbusiness partners?
But how are they making theirclients' lives easier?
And the answer would be theyare sitting down with them,
connecting with them, workingthrough their processes,
understanding their culture,understanding their pain points
(26:08):
and then providing a plan thataddresses those and this is
where my role comes in andunderstanding how the data are
influencing those ultimatedecisions.
Speaker 1 (26:19):
That's awesome, Brenton.
Thank you for making time forus today.
Ryan and Brian, we are out ofhere, we are brought to you by
Olio at their podcasting boothand we are joined by the lovely
and talented Chelsea.
Thanks so much.
Hey everybody, welcome back to HR Tech and
sourcing schools podcast at theOlio podcasting booth.
We are excited that we arejoined by Brenton, who is coming
to us live from the floor, livefrom the team at Paychex.
I want to give a shout out tomy main man, ryan, who I was
talking to all about all thingsStar Wars before we started this
(00:28):
conversation.
Brenton, what's going on?
What's the vibe here on thefloor today?
Speaker 2 (00:34):
Today.
I think people are a littlebeat up.
I think Vegas hit hard for alot of people.
Speaker 1 (00:41):
You are the first person to acknowledge that the
struggle bus is real.
Speaker 2 (00:47):
I'm on it, but not because I was out doing crazy
stuff.
I'm from Detroit.
It's a three hour time zone.
It has been like we're bothEast Coast.
Speaker 1 (00:57):
You don't get the complain Wait a minute he can
complain, but real quick.
Speaker 2 (01:00):
We don't care if he can complain.
I am Born and raised.
Speaker 1 (01:04):
Who's your team?
Sparty or the Wolverines?
Speaker 2 (01:07):
Neither I went to Central Michigan, so fire up
chips.
Speaker 1 (01:11):
Okay, that's cool.
I was just wondering.
I was like you got a dog inthis fight.
Let's see what's going on.
I don't.
Speaker 2 (01:17):
Most people went to neither Michigan or Michigan
State, so it feels fake.
It feels like they're phony.
I like this guy.
This is like the.
Speaker 3 (01:25):
Kind of like all the Bulldog fans, nobody goes to
Georgia.
Exactly.
Speaker 1 (01:31):
Okay, for those of you who know that this is not a
visual podcast, brian just sathere and gave Ryan the slide eye
and was like but I'll takeevery Georgia player.
Speaker 3 (01:41):
But I will take every Georgia Bulldog that plays for
the Philadelphia Eagles.
Speaker 2 (01:45):
That's right.
Speaker 1 (01:46):
Because I love Georgia football players who do
awesome things for thePhiladelphia Eagles.
Go, eagles, yay.
Speaker 3 (01:53):
He does, he hates on Philly sports.
Speaker 2 (01:57):
What if T Swift was dating someone in college?
That might be.
Speaker 1 (02:03):
Oh, she'd be dating the man, the myth, the legend,
brock Bowers.
Okay, because she likes tightends.
Oh, look at Chelsea.
Oh, ladies and gentlemen, boysand girls, I forgot to mention
that we have Chelsea Warnickalso here with us.
But, chelsea, I tried toconvince her to put on a headset
, get on the microphone, but sheis like no, I'm going to keep
(02:23):
Brenton on track.
So, brenton, to help Chelseakeep you on track, give us a
30,000 foot view of what you doat Paychex and how Paychex
empowers companies to do greatthings.
Speaker 2 (02:36):
Sure, yeah.
So my role at Paychex is an HRtech engineer and that is
primarily designed for, like,our 700 HR consultants that are
across the country to make surethey feel confident and
comfortable with under, likeutilizing the resources that
we've made available to ourclients.
Our consultants know HR, likethey don't need help with the HR
(03:02):
side.
It's the conversation aroundtechnology and the HR world is
I'm not going to say it's in thetectonic shift, because that
would be a little dramatic, but,like over the past few years,
you know we're not pushing paper, but we haven't quite caught up
to digital literacy,understanding what are the data
(03:26):
telling us, and so there's a lotof opportunities to really
provide our consultants withthat Genesequa.
Speaker 1 (03:37):
That Zeitgeist to get in there and take control.
Speaker 2 (03:40):
We just went French and German.
I appreciate that, hey.
Speaker 1 (03:44):
Mo, america, america, yeah, all right, my pillow All
right.
So, as we're talking about thisand as we're kind of riffing on
what you do at Paychex and howyou empower small businesses,
medium-sized businesses, yourconsultants all around the
country, about empowerment, whatdo you think today is the
(04:04):
number one tool that somebodyneeds to empower those
businesses to really excel athiring?
Speaker 2 (04:14):
I would say it's not necessarily technology, and I
know that is probably wild, thata technology conference.
Speaker 3 (04:20):
Isn't that what you?
Speaker 2 (04:21):
do.
It is what I do.
But if you're only focusing onthe technology, you're missing
the human component and I knowpeople are starting to kind of
wade into that.
My concern is we will tip toofar into one direction and
everything will be cold,data-driven, like methodical,
(04:42):
and we'll miss.
And whether you're hiring orwhether you're retaining your
employees, you cannot forgetabout the human component and
people.
Speaker 1 (04:52):
Thank you Chelsea's smiling, but she has no idea
what's going on right now.
Speaker 2 (04:57):
Yeah, that was fun, that was cool.
Speaker 1 (05:00):
We have a sound effect.
That was interesting.
I'm like, okay, all right,sound effects, Yipee.
Speaker 3 (05:05):
Tahini.
Speaker 1 (05:06):
All right, tahini is a Star Wars joke.
Don't you dare laugh.
I don't know anything.
Oh, tahini, anyhow, don't youdare laugh.
Speaker 2 (05:14):
I had it as my ringtone, like my text message
ringtone, for a while.
Speaker 3 (05:18):
Really I did Jawa walkie fans, probably like a
dead end game to go.
Speaker 1 (05:21):
You're a Jawa fan Jawa, jawa, jawa.
It's kind of like saying Joja,jawa, walkie.
It's better.
All right, fantastic, that'sgreat, all right.
So the other question I'd askis when we talk about
empowerment and the humanelement.
A lot of people have talkedabout AI today, sure and
yesterday.
Speaker 3 (05:42):
And the day before.
Speaker 1 (05:43):
And the day before, and they're gonna keep talking
about it for the foreseeablefuture.
How do you feel that AI helpsus to be more human as
recruiters, as talent, as HCMprofessionals?
Speaker 2 (05:56):
I believe AI will help if it frees up or if we
leverage it correctly to wherewe're not removing ourselves
from the conversation.
I think the biggest concernthat I have with AI is that
we'll abdicate our decisionmaking.
We'll allow something else totell us how we should behave,
act or choose.
(06:16):
There was that study that wasdone by Harvard Business where
88% of qualified candidatesweren't moved through the
process.
And when you asked theexecutives at those
organizations and this is astudy that was across the UK, us
and Germany right, when youasked the executives, they were
well aware that this was a flawin the system.
(06:38):
It wasn't like, oh, I wasn'taware.
They knew that this washappening.
And so when you're recruitingand you're cutting out the
active qualified employees, I'mnot saying they didn't still get
good hires, but maybe theycould have had a better, but
they shrunk their talent pool.
Speaker 1 (06:58):
They were blindsided.
They I know the study thatyou're referring to.
Speaker 2 (07:02):
Yeah, they took the efficiency approach, which I'm
not against.
I'm really excited about whatAI can do.
I'm just concerned that peopleare going all in without
understanding where all in is at.
Speaker 1 (07:15):
You know, jck made that comment earlier today in a
conversation we were having withJenny Cody-Kangus, as we were
having a conversation about thehuman element and about data and
where data is taking peoplefrom a data intelligence
standpoint Also.
That actually kind of dovetails, now that I'm thinking about it
, into the conversation we werehaving with Evan and With
everybody.
Speaker 3 (07:35):
Yeah, I know that that's a real caveat.
Speaker 1 (07:39):
Takeaway from it.
Other takeaways what do youthink has been the biggest topic
other than generative AI on thefloor today?
Speaker 2 (07:50):
Predictive AI.
Okay, I like that.
I get that generative.
Speaker 1 (07:56):
This guy's got a good sense of humor.
We should make this a trioinstead of a duo.
I'd be happy to.
Speaker 2 (08:01):
It pays really well, I assume right.
Speaker 1 (08:03):
We have a good time, dude.
We have a good time.
We have a good time, that's it.
Yeah, we work for the colors, Idon't know what that means, but
I'm just gonna walk away fromit.
Yeah, we do it for the StarWars jokes.
It's all good, yeah, so haveyou had a chance to walk around?
Speaker 3 (08:19):
and see the other technologists out there.
I've had a slight chance.
Speaker 2 (08:22):
I was actually about to do that after this.
This is so, after I hang outwith you guys, I was gonna walk
around for a little bit, see,and then I'm off to the sphere
to see the postcard from Earth.
So you're like, thisconversation is the last thing
for me.
We're like the last thing foryou, this conversation is the
last thing for me.
Speaker 1 (08:40):
We're like the lunch between.
So the sphere about that.
What show are you lookingforward to seeing?
Speaker 2 (08:45):
It's the postcard from Earth.
Oh, okay, Darren Aronofsky, Ibelieve If I butchered your name
, Darren, I'm sorry.
Speaker 1 (08:53):
No, no no, no, no, no , we know who you're talking
about.
Yeah, so he.
A lot of his artwork isactually, or photography is
actually, shown on ApplePictures.
That's a reference to Apple,another product that that Ryan
hates Star Wars and Apple.
That's what he ribs me about.
Speaker 2 (09:10):
I'm a fan with you.
I'm sorry.
Speaker 3 (09:14):
Yeah, I'm Android.
I'm anti-Star Wars, that's cool.
Speaker 2 (09:18):
I mean there's got to be space for you.
I've got the USB-C.
Speaker 3 (09:21):
What do you got?
Yeah, I don't have USB-Cbecause I haven't upgraded.
Speaker 2 (09:26):
I'll wait another cycle for the.
Speaker 3 (09:28):
USB-C.
I've had the USB-C since 2012.
Speaker 2 (09:31):
The 15 is not the best USB-C.
I will go on record.
Speaker 1 (09:37):
Yeah, so we've now migrated into the pit of despair
.
If you're following theconversation about despair,
there are a lot of economicheadwinds that are kind of
crushing down on people, whetherit's increased interest rate,
inflation, conflation of jobtitles.
What are you seeing as thesilver lining for 2024?
Speaker 2 (10:00):
Well, we're also seeing a smaller job market as
more and more baby boomersretire.
So if it continues to shrinkwhich we know it will about what
10,000 jobs a day?
Or 10,000 baby boomers areretiring a day?
If it continues on this trend,ai will hopefully step in and,
as a result, folks that, unlessthey really like what they're
(10:22):
doing, will have opportunitiesto move up into bigger and
better positions.
So we should see a bit of arising tide, as long as AI takes
care of the jobs that no oneelse wants to do.
Speaker 3 (10:35):
So this goes back.
I forget who we were talking to.
We talked about farming.
Speaker 1 (10:38):
Yeah, we were having a conversation about it, so the
same thing happened in farmingwhen they weren't boom either.
Speaker 3 (10:45):
Who they were, they retired, they died off, they
were done farming.
They did not die off.
Speaker 1 (10:50):
They died off.
Stop killing people.
They were all over the place.
They were off into the sunset.
Speaker 3 (10:53):
They were off into the sunset.
Speaker 1 (10:54):
On a tractor.
Speaker 2 (10:55):
John Deere though.
Speaker 3 (10:56):
John Deere Caterpillar, it's all good.
Speaker 1 (10:59):
Yeah, we don't discriminate.
Speaker 3 (11:01):
But they were fancy tractors with GPS.
Speaker 2 (11:03):
Oh yeah, those are nice tractors.
Speaker 3 (11:05):
Right, and so that took over.
As the people died.
Oh, people died off.
Speaker 2 (11:10):
Stop killing people, Ryan.
Speaker 3 (11:12):
The younger generation came in and used the
tractors into combines with GPSand all the other stuff that
they're doing.
Speaker 2 (11:19):
GMOs which like it or hate it.
There you go.
Speaker 1 (11:22):
I am not needed here Like these two, can you?
Speaker 2 (11:26):
actually, Brian, I'm kind of thirsty.
Do you have a coffee orsomething?
Oh, I did have a coffee.
Speaker 1 (11:32):
I went by the Higher Easy Coffee Station.
I had a coffee, I had anespresso, some jumping drinks
and they had chocolate coveredespresso beans.
Speaker 3 (11:41):
And.
Speaker 1 (11:41):
I filled half the cup with them and I was sitting
there and I'm just like eatingthem, like popcorn going oh,
this is oh, oh yeah.
So I am Jack up, speaking ofwhich, we're sitting across from
a company that's called HCMAllot.
Speaker 3 (11:59):
They have not done anything.
Speaker 1 (12:01):
They've had a tremendous amount of five-hour
energy on the tech.
Chelsea's laughing at me.
I mean a tremendous amount.
Like people, I'm going to takea photo of this and I'm going to
post it to our Instagram feedso that you can see how much Red
Bull I mean not Red Bull howmuch five-hour energy they have.
Speaker 2 (12:22):
I stay away from that stuff.
Speaker 1 (12:23):
Oh, I stay away from that stuff.
I do too.
I'm too busy eating coffeebeans.
Speaker 2 (12:26):
Right, I actually haven't had coffee for like a
month or two now, just because Icare about my sanity.
I think I was starting to get alittle edgy Like short July for
me.
I got little kids, so like.
Speaker 3 (12:39):
Oh, that's awesome.
Speaker 2 (12:40):
Yeah, I mean it is awesome, but like now I the
coffee with the kids, kids.
Yeah, I knew what you meant.
Speaker 1 (12:45):
Depends Ryan's in the waters of the teenage years.
So I think you and I areswimming in the baby pool.
Speaker 2 (12:54):
I got like a kindergarten or a three-year-old
.
Oh okay, we're on the same page.
You've got time to go, yeah 16,12.
Speaker 1 (13:01):
Why are you looking at me like I should be keeping
track of your daughters?
Speaker 3 (13:05):
16, 13 and 10.
That's all 16-year-old is today, she's 16.
Speaker 2 (13:09):
If I had to guess, though, is the 10-year-old older
?
Speaker 3 (13:13):
She, like you know Kids they're, you know she hits
a lot, she fights him a lot, shesteals their stuff a lot.
Where are you going?
Speaker 2 (13:22):
We told him to get us a coffee.
I think he's taking us up onthat.
Speaker 3 (13:26):
Yeah, so she, she sticks up for herself.
Yeah, yeah, she battles youback in the show.
Now I'm back in the.
Speaker 1 (13:34):
Okay for those of you who are watching the program, I
got up to give Ashley a hug andAshley, if you don't know her
at Recruiting Daily, she is thebrains behind the operation.
She is the person who keepseverything held together has
been responsible for the podcastthat we put together here at
Olio, the podcast that we puttogether at Greenhouse with
(13:54):
William Ten Cup and so much ofthe day-to-day operations, what
we do.
So I don't think she ever getsshouted out on the podcast, but
I'm gonna give her a shout out.
Speaker 3 (14:04):
This poor guy can't even get his podcast in.
He's having the time of hislife I am.
Speaker 1 (14:10):
This is the best thing that's happened to me at
the conference.
Well.
Speaker 2 (14:14):
I've had some really good food here.
Speaker 3 (14:16):
Oh, where was the good food?
Not from the conference, notfrom the food we have.
Speaker 2 (14:20):
No, I will say yesterday's box lunch here at
the conference was the best boxlunch I've had at a conference
ever.
That is I know it's a prettybig statement, but we went to a
place called Momofuku last night.
Oh, and it was delicious.
Speaker 1 (14:37):
Yeah, so for those of you who have turned into the
podcast, previously, I havementioned the book on it's about
hospitality.
Speaker 3 (14:48):
It's it's got a green cover.
Speaker 1 (14:51):
No, it's got a yellow and black cover.
It is by Wil Giarda and it's anunreasonable hospitality and he
talks about how 111 MadisonPark fought against Momofuku to
Momofuku.
Speaker 2 (15:05):
I understand.
Speaker 1 (15:06):
To be the number one restaurant in New York City at
the height of the recession.
Speaker 2 (15:11):
OK.
Speaker 1 (15:11):
Yeah.
Speaker 3 (15:12):
That's impressive knowledge.
Speaker 2 (15:14):
Yeah, I mean he's digging deep for us.
I know you're like you're likeyou're like Brian.
I learned a lot from you, man.
Speaker 1 (15:18):
Did you see the Barbie movie?
No, I read it and they're likethey're like.
Speaker 3 (15:21):
Oh no, no, no, no, mr Hoidey Toidey, mr, I Read
English Things.
Ok, nobody reads a script toBarbie.
Speaker 1 (15:27):
OK, and so prior to the call we were I mean prior to
the conversation we were alsohaving a conversation about
Colin Trevorrow's script forDula Fates for Star Wars, which
Ryan was like oh, another StarWars conversation.
Well, let's screw that, youknow.
Yeah, so as we're talking,taking on the evil empire of the
economic headwinds, that's aStar Wars reference.
(15:48):
It wasn't taken from Ashoka.
Speaker 2 (15:52):
No spoilers.
Speaker 1 (15:53):
No spoilers.
No spoilers alert.
We've talked a lot about Ryanand we've talked a lot about
Brenton and we've talked aboutsome of the things that you see
coming down the pipeline.
What's one big vision thatyou've got for 2024?
That's really going to unlockand unleash what you're doing at
Paychecks.
Speaker 2 (16:11):
I believe some of our partnerships that we are really
leveraging and rolling into aregoing to be Sorry.
Something was flying.
Speaker 1 (16:21):
There's a fly.
We've named it.
It has been here all day.
Speaker 2 (16:23):
Yeah we, there's a little nady fly.
Speaker 3 (16:26):
and then there's a fly, fly.
Yeah, can't get it away.
Speaker 2 (16:28):
Anyway, sorry, I'm really excited about what 24
will bring because, as our HRconsultants begin to, they
haven't heard about this yet.
So please don't publish thisuntil like no, I'm just, but
we're good.
Speaker 1 (16:41):
Chelsea says we're good Chelsea says you're good.
Chelsea's on the podcast.
Speaker 2 (16:44):
Now I want to handle her too, I know right, that's
not her last name, though, ohthat's funny.
Speaker 3 (16:51):
That was good.
But anyway we got a room shot.
Speaker 1 (16:54):
That was so quick.
Speaker 3 (16:56):
We got one.
Speaker 2 (16:58):
I told you I have a six-year-old and kindergarten
three.
My dad jokes aren't usually onpoint, but I have been honing
the skills.
Speaker 1 (17:04):
OK, so wait a minute, I'll give you a dad joke.
Right, this was on anotherpodcast, it was on her own,
boolean Bruce.
They were like tell us, yourdad joke Is what did the pink
panther say when he stepped onan ant?
Speaker 2 (17:22):
I hope he'd be polite and say sorry.
So I'm Dead, ant, dead, ant,dead, ant, dead, ant, dead, ant,
dead, ant, dead, ant.
Speaker 1 (17:26):
Dead, ant, dead, ant, dead, ant, dead, ant, dead, ant
, dead, ant.
That's actually good.
Yeah, you like that.
Speaker 3 (17:30):
I like that one.
I'll give you credit for that.
Speaker 1 (17:33):
That's good.
Maddie thinks that's thefunniest thing in the world.
I'll be like dead ant.
She's like dead ant, dead ant.
So.
Speaker 3 (17:40):
What is one thing?
No, we got to get you out ofhere.
You got other.
Speaker 1 (17:44):
You got the sphere.
Speaker 3 (17:45):
Fancy interviews to do what?
What is one thing you're notseeing here that you want to see
?
Boom, and we stumped JimSchneider on that one too.
Yeah, he got the cricket sound.
Speaker 2 (18:02):
Yeah, you can keep playing those crickets while I
think no.
Speaker 3 (18:07):
You can pass it to Chelsea.
Speaker 2 (18:09):
No, I wouldn't do that to her.
You put me on the spot.
I should sit under the hot heatlamp that you're directing my
face Something that should behere.
Speaker 1 (18:19):
That's right.
Come on the show and gettortured by.
Speaker 3 (18:21):
Ryan Ding, ding, ding , ding ding.
It's a basic question withsomething.
No, it's a solid question.
What do you see out here?
That's just completely BS.
You can name companies?
Speaker 2 (18:34):
No, not, unless I'm getting a referral fee.
Speaker 1 (18:36):
I'm not going to do that.
I guess, BS stands for buyingsignal Go ahead sir?
Speaker 2 (18:42):
No, I think, as everyone ramps up for AI and,
like I said, I love it, butisn't there more that we can be
talking about?
Isn't there other things?
Speaker 1 (18:56):
I'm talking about internal mobility in an
organization.
Speaker 2 (18:59):
A lot of AI companies are saying that they have the
silver.
I don't want to say bullet,because that's whatever.
Speaker 1 (19:05):
Brought to you by Coors Light.
Speaker 2 (19:08):
Yes, but they're saying that AI will help with
that.
I'm not saying it won't, butwhen did we lose having a
conversation with someone?
Just ask hey, what do you wantto do?
Where do you see yourself intwo months, three years?
It's something that, as HRprofessionals, we always talk
about exit interviews, and I'msure you've had guests on here
(19:29):
that talk about stay interviews.
Speaker 1 (19:31):
If you haven't, it's a really it sounds okay, we have
not had anybody talk abouteither of those topics, not
today or ever.
Speaker 2 (19:40):
Stay interview you want to talk about the stay
interview.
It's essentially the exitinterview before they exit.
It's like Ryan, we really valueyou and the effort you put into
here, which, if you stop rightthere, most employers aren't
telling their employees thatright.
We've seen studies thattwo-thirds of employees who left
never got a compliment or athank you from their employer in
(20:02):
the last like what?
90 days.
Usually they start to feeldevalued.
Anyway, the stay interview isessentially saying we really
like you, what do you want orhow can we help you continue to
grow so that you stay happy here?
It's just sitting down andhaving a conversation, like AI
(20:23):
can do.
They can't do that, but like inday I'm using yeah right, it's
a bot, whatever and so it's justat the end of the day, we need
to get back to the basics, andI'm not saying companies aren't
doing these, but if we'recontinually going to rely on
technology, software or hardwareto take our jobs, gosh, this is
(20:47):
awful to take away what weshould be doing as a leader,
like that's on us.
Speaker 1 (20:55):
So I like this concept of the stay interview.
One of the things that I thinkis really important to
organizations today is to turnretention into the new
recruiting, and I don't thinkthat you can do that effectively
if you're not doing what youpropose.
Like I took a note on the phone.
I'm going to look into this.
I'm going to study this alittle bit deeper.
Yeah, that's really hot.
Speaker 2 (21:16):
Yeah, well, I'll be happy to come back and continue
the conversation.
Speaker 1 (21:19):
I might have to do my own research too, though.
Okay, that's fantastic,Fantastic.
So we'll get you and Chelsea onthe next.
I hope so.
Speaker 2 (21:27):
Are we going to do this next one on site, like in
Cancun or something Like a rubahbahamas come?
Speaker 1 (21:34):
on pretty mama.
Speaker 2 (21:35):
Don't hate the idea, Don't you go?
Speaker 1 (21:37):
baby, why don't we go to Nicaragua Now?
About the next event that we'regoing to be podcasting at I'm
not sure where we're going to bedoing it live again.
It's something that we lookforward to because, like you
talked about human connectionright.
Like I think that the reasonthat people are having
technology replace the retentioninterview conversation or the
(22:00):
internal mobility conversationis because we've lost the art of
going to lunch with our boss orour team.
Oh, yeah, okay, I'm gettinglooks.
Well, I'm with you there.
Speaker 2 (22:08):
I don't know if it's an art, like it definitely is,
but I mean I'm happily stillworking from home.
I actually like work under thestairs, the sand spiders, but
close enough to Harry Potterthat you know I get the joke all
the time and like, so I'm going.
Speaker 1 (22:25):
You and I are the same person.
Like no Ryan, tell him wherewas my desk for the longest time
in the house before we builtthe office.
Speaker 3 (22:35):
In the kitchen.
Speaker 1 (22:36):
No, I was in the hallway between the kitchen and
the.
Oh, yeah, yeah.
Speaker 2 (22:40):
So, yeah, we're good, we got this, but anyway, like
you know, so I would love to goout to lunch with my boss but,
like you know, he's in upstateNew York right, so that's a
little bit trickier.
Thankfully he decided to joinme out here at HR Tech, so I did
get to grab that, but, like alot of people need to have that
(23:01):
opportunity.
I think one thing that getsmissed is like sometimes this
like happy hour after work, gettogether.
That really puts a stress on alot and at least 50%, 75% of the
workforce who have little kidsor have other, you know, care
taking responsibilities orthey're just not able to step
away.
So now we're, now we're likebuilding on this whole.
(23:23):
If you're virtual, you're notgetting that face time with the
boss or the boss's boss.
Sometimes that is.
Speaker 1 (23:29):
There's concerns around that limiting career
growth.
Speaker 2 (23:31):
But then if you have these extra curricular
activities that are fun, thatprovide the bonding experience,
but someone's not able to bethere because they have to go,
you know, pick up a kid fromschool or make dinner or get
them ready for bed, right, likethe things that you do if you're
not able to go out andparticipate.
And often that burden iscarried by the female, like our
female coworkers, but it's notso.
(23:51):
It's once again like theselittle things.
I don't want to use the termmicroaggression because it's not
that, but it's like a little.
Speaker 1 (23:58):
No, but it's something similar to it.
Speaker 2 (24:00):
I know it's a very yeah, and so like there are
these things that we need to bereally thinking of and working
through and just be like, let'sgrab a breakfast right or grab,
but like, if you're still in awork-from-home environment, what
does that look like?
And a gift card, you know, toGrubhub isn't going to do the
trick.
It's nice, but it's not thesame.
Speaker 1 (24:20):
Well, when I was at AWS, we would do 1.30
occasionally right, and thatmeans 9.30 AM right.
I don't work for AWS anymore soI can go ahead and tell you sure
you know like I would sit downand you know, but we would do
that and we would get togetherand we'd have a virtual happy
hour around the Zoom, around thechime call, because that's what
(24:44):
we used at AWS.
I think there's value in thatbut, like you, do bring up a
very strong and contrapositiveto this about happy hours and
where people are in their lifecycle and the generations we
have in the workplace and how wehave to communicate to them
differently and, if you will,maybe even have a different
(25:04):
value proposition to them abouttheir future, with the
organization to really engagewith them at scale.
I would agree Cool.
Speaker 3 (25:15):
Right, what you got.
I got nothing.
Man, this has been a goodconversation.
Speaker 1 (25:18):
It would have been the only thing that would have
made this conversation betterand she's laughing at me because
she knows that I'm If Chelseawas on the podcast.
All right, brenton, thank youso much.
Real quick.
I do want to ask you just onequestion before we go If there
was one thing that we couldcover or uncover about you and
(25:39):
about your team at Paychex thequestion that we failed to ask
you what's the question andwhat's the answer?
Speaker 2 (25:46):
I think the question is probably how are the
consultants, what we call HRbusiness partners?
But how are they making theirclients' lives easier?
And the answer would be theyare sitting down with them,
connecting with them, workingthrough their processes,
understanding their culture,understanding their pain points
(26:08):
and then providing a plan thataddresses those and this is
where my role comes in andunderstanding how the data are
influencing those ultimatedecisions.
Speaker 1 (26:19):
That's awesome, Brenton.
Thank you for making time forus today.
Ryan and Brian, we are out ofhere, we are brought to you by
Olio at their podcasting boothand we are joined by the lovely
and talented Chelsea.
Thanks so much.
Popular Podcasts
Stuff You Should Know
If you've ever wanted to know about champagne, satanism, the Stonewall Uprising, chaos theory, LSD, El Nino, true crime and Rosa Parks, then look no further. Josh and Chuck have you covered.
Dateline NBC
Current and classic episodes, featuring compelling true-crime mysteries, powerful documentaries and in-depth investigations. Follow now to get the latest episodes of Dateline NBC completely free, or subscribe to Dateline Premium for ad-free listening and exclusive bonus content: DatelinePremium.com
On Purpose with Jay Shetty
I’m Jay Shetty host of On Purpose the worlds #1 Mental Health podcast and I’m so grateful you found us. I started this podcast 5 years ago to invite you into conversations and workshops that are designed to help make you happier, healthier and more healed. I believe that when you (yes you) feel seen, heard and understood you’re able to deal with relationship struggles, work challenges and life’s ups and downs with more ease and grace. I interview experts, celebrities, thought leaders and athletes so that we can grow our mindset, build better habits and uncover a side of them we’ve never seen before. New episodes every Monday and Friday. Your support means the world to me and I don’t take it for granted — click the follow button and leave a review to help us spread the love with On Purpose. I can’t wait for you to listen to your first or 500th episode!