Are you ready to embark on a fascinating journey into the heart of recruitment technology? Get ready to have your mind expanded as we talk shop with our pack of talented guests! Britt Sanders and Adam Couch from Oleeo and Marcus Mapes from Claro Analytics tackle hard-hitting topics like the impact of AI on the industry, how ChatGPT is shaking up labor market reports, and how data is becoming more accessible, akin to the revolution Google brought about.
Hear about the challenge of classifying job titles and industries, how the manufacturing industry serves as a gauge of the economy, and how Claro Analytics has become an invaluable tool for Wilson HDG for recruiting.
Special mini series recorded with Oleeo at HR Tech 2023 with hosts Ryan Leary, Brian Fink, and Shally Steckerl.
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Transcript
Episode Transcript
Available transcripts are automatically generated. Complete accuracy is not guaranteed.
Speaker 1 (00:07):
Hey everyone, welcome to Recruiting Daily.
Sourcing School podcast.
We are live at HRTech in Vegas.
We are powered by Olio, adata-driven automated
recruitment platform.
I am joined by two of theOlio'ers.
Is that the proper Olio'ers?
Is good.
Speaker 2 (00:23):
Olio'ers.
Okay, it's a new one, but I'mdigging it, it's good.
Speaker 1 (00:28):
I'm joined by Britt and Adam.
We're going to have a greatconversation with Mark Mates,
who's joining us from CleroAnalytics.
We're going to probably crunchsome numbers, I guess.
Maybe we're probably going totalk about that AI thing.
If you are just joining us,Mark Mates, what's going on?
Hi everyone, Thanks for havingme.
Speaker 3 (00:48):
Okay, all right, ai numbers.
Speaker 4 (00:50):
I was just saying Ryan Leary is supposed to be
over here, but he just got a lotbetter looking yeah.
Speaker 3 (00:54):
Ryan Leary.
Speaker 1 (00:54):
Got hair.
Speaker 4 (00:57):
I mean you know.
Speaker 1 (00:59):
Can I have your secret?
Because?
Speaker 2 (01:00):
I can do some hair too.
I'm trying to grow my mustacheout, but it's a little weak.
Speaker 1 (01:05):
My daughter asked me if I was going to do that for
Halloween and I said, well, Ithought we were.
So for Halloween we're going asbreakfast as eggs, bacon and a
waffle.
And I was like, why do I need amustache for bacon?
And my daughter was like, well,you know, because it would be
cool and I'm like go talk toyour mother about this.
Go have a Allie.
(01:26):
If you're listening, I'm notgrowing the mustache, all right,
so we've already played alittle bit of buzzword bingo
here.
Mark, you've been on the floor.
You've been in recruiting,recruiting technology, for
umpteen years.
What are you seeing?
What's the vibe, what's thefeel here today on the floor?
What's the big topic?
Speaker 3 (01:43):
Well, yeah, of course , in chat, of course, that kind
of come up in the last two years, right.
So I think people kind of feellike it's real now, like there's
really something there, right,the story was just a buzzword.
Nobody really knew what wasgoing on.
I think some people put thestake in the ground a couple of
years ago and since then it'schanged a lot and it's just
moved so fast, right?
Speaker 1 (02:04):
All right.
So about putting the stake inthe ground in fast movement, do
you think that they have beenable to change and keep up with
the market?
Or are you saying they put thestake in the ground and the
market came to them?
What's going on?
Speaker 3 (02:16):
In a personal opinion , they put it too early, right,
it wasn't there yet.
Like even the chat stuff we'redoing, it has a hard time
scaling right.
We have to have a lot ofworkarounds and we're making it
work, because chat just doesn'tnecessarily scale to the point
where we're analyzing so muchdata like that, right, with the
way that we built it.
(02:36):
So I think it's technology'scatching up.
Like you know, when I started,I laughed Like people.
A couple of people have comeover and talked to me about what
they're doing and it'sassessment-based job matching a
company that I started in 2009,.
Right, and they still haven'tfigured it out, right?
How many years later, so?
But yet they still have reallycool technology and abilities to
(02:58):
be able to do that.
Speaker 1 (02:59):
Wait, wait, wait, wait.
How can it be really cooltechnology if it hasn't evolved
since 2009?
No it because I'm biased.
I don't need to be a dick, I'mjust asking.
Speaker 3 (03:08):
I'm like I think it's cool.
I think the ability to usetechnology to provide a better,
almost more, human experience iscool right.
Speaker 1 (03:17):
Okay, I agree with that.
I'm sorry, yeah.
Speaker 3 (03:19):
Matching, matching does that right.
We're not really matching.
There's some of the stuff thatwe're talking to other vendors
about hint hint about some stuffthat we're working on to be
able to match profiles.
Use AI to analyze not justmatching but what's needed,
right?
Speaker 1 (03:33):
So, when we're talking about matching and about
what's needed, do you thinkthat drives a better candidate
experience or?
A better recruiter experience.
Speaker 3 (03:40):
Oh, it should be both really.
But I think candidateexperience definitely just the
ability to be matched toappropriate jobs, and this isn't
what we're doing at all.
I'm kind of getting off topic.
Speaker 4 (03:51):
No, it's all good.
It's all good.
There is no topic.
Speaker 2 (03:54):
There is no topic to use, so question for you, mark
Did chat GPT make it okay forpeople to start using AI?
Is chat GPT the thing that madeeverybody say, okay, we've all
been doing our own AI, we'vebeen doing this prescriptive
learning?
Olio certainly tried to do it.
I would say, too early.
We started three, four yearsago and everybody was like, ah,
(04:18):
we don't want to touch AI.
But as soon as chat GPT cameout, I was like we got to have
it.
Everybody's got to have it.
It's kind of like the stamp ofapproval.
You think that would?
Speaker 3 (04:27):
happen For us.
It also made it possible for usto launch our reports that
we're launching here at HR Tech,the labor market reports, where
we have over 500 prompts thatare analyzing our data and
delivering results that a personwould have to sit back and look
at our reports and say whatdoes this mean?
What does this all mean?
What do I do this information?
Okay, so I have supply anddemand, I have salary data, but
(04:49):
what does that mean?
With chat, gpt, we can actuallytell them based on obviously a
lot of information.
Right, but it does make it alot easier to use it.
Speaker 2 (04:58):
So chat GPT to me it's like the Google of data,
right.
So when we went live with ourown AI, it was our data.
It was basically kind of ourcustomer data that we had
anonymized, essentially, so itwas a small data set.
Now with chat GPT, it's acrossthe entire web and so I think
that's really changed the game.
(05:19):
And for me, chat GPT was likeokay, well, it's still old data,
it's still two years old.
Now, what are they?
4.0 or 5.0 now?
Speaker 1 (05:30):
I can't keep up.
4.0 is in 2022, yeah.
Speaker 2 (05:34):
Yeah, that's insane.
Speaker 3 (05:35):
It's moving quick yeah, I mean there will be any
year from now.
It will be what version, whoknows?
It's going to keep moving fastit will be in the future.
Speaker 1 (05:42):
In the year 2000.
Speaker 4 (05:44):
Thanks, Adam, that's very insightful you know, it's
good.
Yeah, I just wish it was aroundwhen I was in college.
Speaker 1 (05:48):
My kid didn't write papers anymore.
Well, so I think about kidswriting papers.
I think about, if it's accurateinformation, how they're going
to read and process that promptin real time, right?
Like you know, I use chat GPTto tell my daughter's stories
before we go to bed, because I'mjust like tell me a story about
a mystical penguin and theiradventures in Antarctica, and it
(06:11):
tells me a story that I canread to her right.
What are people reading?
What are people consuming?
What kind of analogies can bemade when you're using an entire
data set?
That, like you know, what doesSteve Jobs have in common with
Malcolm X?
I don't know.
But chat GPT, yeah, might beable to come up with something
to that, right.
But they're bothrevolutionaries, right?
(06:33):
You know, both think different.
Yep, there's got to besomething else there.
It's interesting.
Speaker 3 (06:40):
Well, it's also with the labor market reports.
We're also changing the wayyou're searching, right?
Sure, have you seen the backend of Claro?
It's all Boolean token based,where you have to move it around
, do all that stuff.
The information that's analyzedand delivered through our
reports would take a trainedClaro user three days to crunch
(07:01):
all those numbers and produceall that data.
That chat GPT does in less thanfive minutes.
And the search is only twoinputs it's position or job and
location.
That's it You're not doing.
I mean, some of the searchesthat we can build on our Boolean
builder are 100 tokens.
It can do it like that.
Speaker 1 (07:22):
All right.
So for those of you who don'tknow what Claro does, can you
give us a use case real quick,Because I think we're swimming
into those waters and we need todive right in?
Speaker 3 (07:30):
Yeah, it's talent, intelligence, workforce
analytics.
So we take supply and demanddata, crunch all those numbers
and then we kind of expose thedata that's in there.
It can be location stuff aroundsupply and demand, average
salary for a position in acertain location, what skills
are needed for that or what theaverage skills look like for
that position, diversity, dataattrition, risk modeling.
(07:53):
We have what we call jobseeking sonar, so we allow
companies to track people.
Speaker 1 (07:59):
The sonar tool, I think, is free right.
It is it's?
Speaker 3 (08:02):
a Chrome extension.
Thank you, brian, for that.
It's a Chrome extension thatyou can download and use free.
Of course, there's a lot morefeatures on the actual platform
that do that, but it's a greatway to track either your own
employees and we like to thinkpeople use it for good, right
for upscaling or promotions orif someone's thinking about
leaving, they want to be able tosee that, and then they want to
be able to know that so theycan approach that person or
(08:23):
whatever.
You can also do it against yourcompetitors or whatever, or a
talent pool as a whole, andtrack their behavior and when
they hit a certain thresholdthey say active, like they're
actively looking for a job.
Speaker 4 (08:33):
Yeah, I know we're definitely looking forward to
moving our relationship forwardwith you guys.
I guess in the three areas thatmake sense from an ATS provider
, right, the talent refresh theprofile, refresh the talent.
Intelligent data when you'reposting a job as a recruiter to
see those insights.
And then the sourcing piece aswell.
So for us on the ATS side, itticks all those boxes that our
(08:54):
customers are asking for, sowe're excited.
Speaker 3 (08:56):
Yeah, imagine opening a rec and having what we call
an insights widget that tellsyou the diversity that's needed
for that pool the average salary, the skills, where's the best
place to hire that person All atthe point where you open a rec
right there in your face so youcan make really good decisions.
Or you can go back into thehiring manager say you're crazy,
we can't get that person withthose skills, for you know, we
(09:17):
have to up it to 20,000 orwhatever right, so it's-.
Speaker 1 (09:21):
That's what Brian always says yeah, so wait a
minute, you're touching.
You touched on DEI when youtalked about diversity.
Right, yep, in 2024, I mean2023 diversity has been a very
hot topic.
It's been important toorganizations to diversify.
What do you see for diversityin 2024, especially with now a
(09:42):
fifth generation entering theworkplace?
Speaker 4 (09:47):
Ashtrat GPT exactly.
Speaker 3 (09:51):
Man, I can't even get my head around that.
Repeat that again because thatwas really thoughtful, and I
know, occasionally Brian,occasionally Brian, so-.
Speaker 1 (09:59):
You went deep, so I'm just wondering, like, from a
DEI perspective, what does 2024hold for us?
Because we are now going tohave a fifth generation entering
the workplace right.
Speaker 3 (10:12):
I mean, it becomes more important, right?
Because the workforce caresabout it, right?
So hence the company needs tocare about it if they want to
hire those people that careabout it.
So I think that beyond that, Ican't even I'd have to think
about it and come back to you.
Speaker 1 (10:25):
Okay, that's fine, we can come back, we can do
another episode, we can get RyanRyan Leary, wherever you may be
, we can get Ryan Leary to doanother episode.
Speaker 3 (10:33):
I'm trying to stick it personally, Like as soon as I
sat down, he's like no, I gottago, there's too many baldness
at this table, I gotta go.
Speaker 1 (10:41):
Wow, wow, all right, the last podcast we were on,
ryan was like is there anywherethat you go, that you don't know
a good restaurant to go to?
I was like I like to eat, wow,yeah, yeah.
So we were talking I like toeat, I like to eat the good food
.
As we're talking about thatnext generation in 2024, what do
you see for Claro that you cankind of pull back the curtain
(11:03):
and tell us this is what we'redoing in 2024, and this is
what's gonna make the differencein the lives of recruiters.
Speaker 3 (11:09):
I think what we've been working on this report for
six months I think it's justgonna continue to get better and
I'm not overselling it, likechanging the search experience
by taking something that takesdays down to five minutes is
amazing and the insights thatare gained from that.
We're also, like everyone else,trying to figure out industry
and job titles, because it'sreally muddy waters.
Speaker 1 (11:30):
They're not ubiquitous, right.
Speaker 3 (11:32):
Yeah, right, so I could be a Java developer that
works for McDonald's, but myindustry is IT right, but I'm
gonna put IT.
I'm not gonna put the food inbeverage industry right, Sure,
but people that are looking forIT specialists and from the food
in beverage want to find peoplethat have industry experience.
But I don't put that in my mind.
Speaker 1 (11:51):
I don't understand why it's important to a Java
developer.
It's like would you like frieswith that Java?
Java is just a Is he a Javadeveloper?
Speaker 2 (11:57):
Is he making Java?
I can't understand what MaybeJava developer McDonald's?
Mcdonald's is a bad idea.
Speaker 3 (12:02):
Maybe Python developer for McDonald's Sure.
Speaker 1 (12:05):
They're developing.
Speaker 3 (12:06):
They're.
Next burger is a Python burger.
I don't know.
Speaker 1 (12:10):
I don't think that we live too far from that.
Speaker 3 (12:14):
Which killing it by the way, commercial killing it
on Peacock is a fantastic showthat everyone must watch.
Speaker 1 (12:20):
Okay, all right, so we've got some, it's about
Pythons, it's about snakes.
Speaker 3 (12:23):
I was gonna say I was like Relationship there we're
doing the whole.
Speaker 1 (12:26):
We're doing the whole consocial thing.
Yeah, all right.
So we talked about what's goingon in 2024, how the tool can
make recruiters better andfaster.
What do you see from a labormarket perspective?
Do you see an uptick in thenumber of recruiters that are
going to be rehired, or do yousee that it's going to say
stagnant in 20.
Because there's a lot ofactivity here on the floor,
(12:47):
there are a lot of companiesthat are here, there's a lot of
representation.
What do you see from that angle?
Speaker 3 (12:52):
Well, the cool thing about the company I work for we
also are owned by Wilson HDG,which is a big RPO company.
Speaker 1 (12:59):
Sure.
Speaker 3 (12:59):
So they're seeing a very big uptick in people
looking for their services inmanufacturing.
So they found over time, whenmanufacturing starts hiring the
industry, everything startsturning around right and they're
very bullish on the point wherea lot of recruiters are going
to get hired, but they're an RPO, so they also like it, because
companies hire them instead ofhiring, you know, full-time
(13:22):
recruiters until things turnaround.
Speaker 1 (13:25):
Well, sure, but that makes sense from that
perspective, right, Like you'returning things on when you need
them.
It's time to hire that you'rereally going after and you're
thinking about the bestdeliverable paired with the best
technology that Claro has inthat class to be able to answer
those questions and for that RPOto not just be an RPO but to be
a true talent partner.
Speaker 3 (13:45):
Yeah, yeah, and every one of those recruiters 2,000
recruiters for Wilson uses Claroand they live by it.
They have to have it.
So kind of cool.
Speaker 4 (13:54):
Not a bad beta customer.
Speaker 2 (13:55):
So you said something there just a minute ago.
That they look at themanufacturing hiring is almost
like the tip of the spear onwhere the industry hiring will
come after that.
Yep, what industry.
Speaker 3 (14:08):
All industries right.
Yeah, that's what they foundover time for the waves that
we've spent around a long time.
So manufacturing is a goodindicator of the economy overall
going positive Because youthink about it, you know when
stuff gets sold right, they haveto manufacture it obviously Mr
Obvious here, but then they haveto hire to do that.
So when people start buying,then they are apparently.
(14:30):
So that's the way it's going.
Speaker 2 (14:32):
Very cool.
Speaker 1 (14:34):
All right well, so we've had a big, burly
conversation that has been abouteverything from Ryan Leary's
baldness to the future of agenerative AI and what we can
build and what we can look forinto 2024.
Mark, I want to thank you.
Thanks for making time for ustoday.
Speaker 4 (14:49):
Oh, look at that Ryan Leary on your show.
Yeah, right in time, what's up?
Speaker 1 (14:55):
I'm Brian Fink.
I'm joined by Britt and Adamfrom Olio.
It's been a pleasure hostingMark.
Thank you so much.
Enjoy the rest of your HR tech.
Thanks, mark, thank you, thankyou.
Speaker 2 (15:06):
Thanks.
Hey everyone, welcome to Recruiting Daily.
Sourcing School podcast.
We are live at HRTech in Vegas.
We are powered by Olio, adata-driven automated
recruitment platform.
I am joined by two of theOlio'ers.
Is that the proper Olio'ers?
Is good.
Speaker 2 (00:23):
Olio'ers.
Okay, it's a new one, but I'mdigging it, it's good.
Speaker 1 (00:28):
I'm joined by Britt and Adam.
We're going to have a greatconversation with Mark Mates,
who's joining us from CleroAnalytics.
We're going to probably crunchsome numbers, I guess.
Maybe we're probably going totalk about that AI thing.
If you are just joining us,Mark Mates, what's going on?
Hi everyone, Thanks for havingme.
Speaker 3 (00:48):
Okay, all right, ai numbers.
Speaker 4 (00:50):
I was just saying Ryan Leary is supposed to be
over here, but he just got a lotbetter looking yeah.
Speaker 3 (00:54):
Ryan Leary.
Speaker 1 (00:54):
Got hair.
Speaker 4 (00:57):
I mean you know.
Speaker 1 (00:59):
Can I have your secret?
Because?
Speaker 2 (01:00):
I can do some hair too.
I'm trying to grow my mustacheout, but it's a little weak.
Speaker 1 (01:05):
My daughter asked me if I was going to do that for
Halloween and I said, well, Ithought we were.
So for Halloween we're going asbreakfast as eggs, bacon and a
waffle.
And I was like, why do I need amustache for bacon?
And my daughter was like, well,you know, because it would be
cool and I'm like go talk toyour mother about this.
Go have a Allie.
(01:26):
If you're listening, I'm notgrowing the mustache, all right,
so we've already played alittle bit of buzzword bingo
here.
Mark, you've been on the floor.
You've been in recruiting,recruiting technology, for
umpteen years.
What are you seeing?
What's the vibe, what's thefeel here today on the floor?
What's the big topic?
Speaker 3 (01:43):
Well, yeah, of course , in chat, of course, that kind
of come up in the last two years, right.
So I think people kind of feellike it's real now, like there's
really something there, right,the story was just a buzzword.
Nobody really knew what wasgoing on.
I think some people put thestake in the ground a couple of
years ago and since then it'schanged a lot and it's just
moved so fast, right?
Speaker 1 (02:04):
All right.
So about putting the stake inthe ground in fast movement, do
you think that they have beenable to change and keep up with
the market?
Or are you saying they put thestake in the ground and the
market came to them?
What's going on?
Speaker 3 (02:16):
In a personal opinion , they put it too early, right,
it wasn't there yet.
Like even the chat stuff we'redoing, it has a hard time
scaling right.
We have to have a lot ofworkarounds and we're making it
work, because chat just doesn'tnecessarily scale to the point
where we're analyzing so muchdata like that, right, with the
way that we built it.
(02:36):
So I think it's technology'scatching up.
Like you know, when I started,I laughed Like people.
A couple of people have comeover and talked to me about what
they're doing and it'sassessment-based job matching a
company that I started in 2009,.
Right, and they still haven'tfigured it out, right?
How many years later, so?
But yet they still have reallycool technology and abilities to
(02:58):
be able to do that.
Speaker 1 (02:59):
Wait, wait, wait, wait.
How can it be really cooltechnology if it hasn't evolved
since 2009?
No it because I'm biased.
I don't need to be a dick, I'mjust asking.
Speaker 3 (03:08):
I'm like I think it's cool.
I think the ability to usetechnology to provide a better,
almost more, human experience iscool right.
Speaker 1 (03:17):
Okay, I agree with that.
I'm sorry, yeah.
Speaker 3 (03:19):
Matching, matching does that right.
We're not really matching.
There's some of the stuff thatwe're talking to other vendors
about hint hint about some stuffthat we're working on to be
able to match profiles.
Use AI to analyze not justmatching but what's needed,
right?
Speaker 1 (03:33):
So, when we're talking about matching and about
what's needed, do you thinkthat drives a better candidate
experience or?
A better recruiter experience.
Speaker 3 (03:40):
Oh, it should be both really.
But I think candidateexperience definitely just the
ability to be matched toappropriate jobs, and this isn't
what we're doing at all.
I'm kind of getting off topic.
Speaker 4 (03:51):
No, it's all good.
It's all good.
There is no topic.
Speaker 2 (03:54):
There is no topic to use, so question for you, mark
Did chat GPT make it okay forpeople to start using AI?
Is chat GPT the thing that madeeverybody say, okay, we've all
been doing our own AI, we'vebeen doing this prescriptive
learning?
Olio certainly tried to do it.
I would say, too early.
We started three, four yearsago and everybody was like, ah,
(04:18):
we don't want to touch AI.
But as soon as chat GPT cameout, I was like we got to have
it.
Everybody's got to have it.
It's kind of like the stamp ofapproval.
You think that would?
Speaker 3 (04:27):
happen For us.
It also made it possible for usto launch our reports that
we're launching here at HR Tech,the labor market reports, where
we have over 500 prompts thatare analyzing our data and
delivering results that a personwould have to sit back and look
at our reports and say whatdoes this mean?
What does this all mean?
What do I do this information?
Okay, so I have supply anddemand, I have salary data, but
(04:49):
what does that mean?
With chat, gpt, we can actuallytell them based on obviously a
lot of information.
Right, but it does make it alot easier to use it.
Speaker 2 (04:58):
So chat GPT to me it's like the Google of data,
right.
So when we went live with ourown AI, it was our data.
It was basically kind of ourcustomer data that we had
anonymized, essentially, so itwas a small data set.
Now with chat GPT, it's acrossthe entire web and so I think
that's really changed the game.
(05:19):
And for me, chat GPT was likeokay, well, it's still old data,
it's still two years old.
Now, what are they?
4.0 or 5.0 now?
Speaker 1 (05:30):
I can't keep up.
4.0 is in 2022, yeah.
Speaker 2 (05:34):
Yeah, that's insane.
Speaker 3 (05:35):
It's moving quick yeah, I mean there will be any
year from now.
It will be what version, whoknows?
It's going to keep moving fastit will be in the future.
Speaker 1 (05:42):
In the year 2000.
Speaker 4 (05:44):
Thanks, Adam, that's very insightful you know, it's
good.
Yeah, I just wish it was aroundwhen I was in college.
Speaker 1 (05:48):
My kid didn't write papers anymore.
Well, so I think about kidswriting papers.
I think about, if it's accurateinformation, how they're going
to read and process that promptin real time, right?
Like you know, I use chat GPTto tell my daughter's stories
before we go to bed, because I'mjust like tell me a story about
a mystical penguin and theiradventures in Antarctica, and it
(06:11):
tells me a story that I canread to her right.
What are people reading?
What are people consuming?
What kind of analogies can bemade when you're using an entire
data set?
That, like you know, what doesSteve Jobs have in common with
Malcolm X?
I don't know.
But chat GPT, yeah, might beable to come up with something
to that, right.
But they're bothrevolutionaries, right?
(06:33):
You know, both think different.
Yep, there's got to besomething else there.
It's interesting.
Speaker 3 (06:40):
Well, it's also with the labor market reports.
We're also changing the wayyou're searching, right?
Sure, have you seen the backend of Claro?
It's all Boolean token based,where you have to move it around
, do all that stuff.
The information that's analyzedand delivered through our
reports would take a trainedClaro user three days to crunch
(07:01):
all those numbers and produceall that data.
That chat GPT does in less thanfive minutes.
And the search is only twoinputs it's position or job and
location.
That's it You're not doing.
I mean, some of the searchesthat we can build on our Boolean
builder are 100 tokens.
It can do it like that.
Speaker 1 (07:22):
All right.
So for those of you who don'tknow what Claro does, can you
give us a use case real quick,Because I think we're swimming
into those waters and we need todive right in?
Speaker 3 (07:30):
Yeah, it's talent, intelligence, workforce
analytics.
So we take supply and demanddata, crunch all those numbers
and then we kind of expose thedata that's in there.
It can be location stuff aroundsupply and demand, average
salary for a position in acertain location, what skills
are needed for that or what theaverage skills look like for
that position, diversity, dataattrition, risk modeling.
(07:53):
We have what we call jobseeking sonar, so we allow
companies to track people.
Speaker 1 (07:59):
The sonar tool, I think, is free right.
It is it's?
Speaker 3 (08:02):
a Chrome extension.
Thank you, brian, for that.
It's a Chrome extension thatyou can download and use free.
Of course, there's a lot morefeatures on the actual platform
that do that, but it's a greatway to track either your own
employees and we like to thinkpeople use it for good, right
for upscaling or promotions orif someone's thinking about
leaving, they want to be able tosee that, and then they want to
be able to know that so theycan approach that person or
(08:23):
whatever.
You can also do it against yourcompetitors or whatever, or a
talent pool as a whole, andtrack their behavior and when
they hit a certain thresholdthey say active, like they're
actively looking for a job.
Speaker 4 (08:33):
Yeah, I know we're definitely looking forward to
moving our relationship forwardwith you guys.
I guess in the three areas thatmake sense from an ATS provider
, right, the talent refresh theprofile, refresh the talent.
Intelligent data when you'reposting a job as a recruiter to
see those insights.
And then the sourcing piece aswell.
So for us on the ATS side, itticks all those boxes that our
(08:54):
customers are asking for, sowe're excited.
Speaker 3 (08:56):
Yeah, imagine opening a rec and having what we call
an insights widget that tellsyou the diversity that's needed
for that pool the average salary, the skills, where's the best
place to hire that person All atthe point where you open a rec
right there in your face so youcan make really good decisions.
Or you can go back into thehiring manager say you're crazy,
we can't get that person withthose skills, for you know, we
(09:17):
have to up it to 20,000 orwhatever right, so it's-.
Speaker 1 (09:21):
That's what Brian always says yeah, so wait a
minute, you're touching.
You touched on DEI when youtalked about diversity.
Right, yep, in 2024, I mean2023 diversity has been a very
hot topic.
It's been important toorganizations to diversify.
What do you see for diversityin 2024, especially with now a
(09:42):
fifth generation entering theworkplace?
Speaker 4 (09:47):
Ashtrat GPT exactly.
Speaker 3 (09:51):
Man, I can't even get my head around that.
Repeat that again because thatwas really thoughtful, and I
know, occasionally Brian,occasionally Brian, so-.
Speaker 1 (09:59):
You went deep, so I'm just wondering, like, from a
DEI perspective, what does 2024hold for us?
Because we are now going tohave a fifth generation entering
the workplace right.
Speaker 3 (10:12):
I mean, it becomes more important, right?
Because the workforce caresabout it, right?
So hence the company needs tocare about it if they want to
hire those people that careabout it.
So I think that beyond that, Ican't even I'd have to think
about it and come back to you.
Speaker 1 (10:25):
Okay, that's fine, we can come back, we can do
another episode, we can get RyanRyan Leary, wherever you may be
, we can get Ryan Leary to doanother episode.
Speaker 3 (10:33):
I'm trying to stick it personally, Like as soon as I
sat down, he's like no, I gottago, there's too many baldness
at this table, I gotta go.
Speaker 1 (10:41):
Wow, wow, all right, the last podcast we were on,
ryan was like is there anywherethat you go, that you don't know
a good restaurant to go to?
I was like I like to eat, wow,yeah, yeah.
So we were talking I like toeat, I like to eat the good food
.
As we're talking about thatnext generation in 2024, what do
you see for Claro that you cankind of pull back the curtain
(11:03):
and tell us this is what we'redoing in 2024, and this is
what's gonna make the differencein the lives of recruiters.
Speaker 3 (11:09):
I think what we've been working on this report for
six months I think it's justgonna continue to get better and
I'm not overselling it, likechanging the search experience
by taking something that takesdays down to five minutes is
amazing and the insights thatare gained from that.
We're also, like everyone else,trying to figure out industry
and job titles, because it'sreally muddy waters.
Speaker 1 (11:30):
They're not ubiquitous, right.
Speaker 3 (11:32):
Yeah, right, so I could be a Java developer that
works for McDonald's, but myindustry is IT right, but I'm
gonna put IT.
I'm not gonna put the food inbeverage industry right, Sure,
but people that are looking forIT specialists and from the food
in beverage want to find peoplethat have industry experience.
But I don't put that in my mind.
Speaker 1 (11:51):
I don't understand why it's important to a Java
developer.
It's like would you like frieswith that Java?
Java is just a Is he a Javadeveloper?
Speaker 2 (11:57):
Is he making Java?
I can't understand what MaybeJava developer McDonald's?
Mcdonald's is a bad idea.
Speaker 3 (12:02):
Maybe Python developer for McDonald's Sure.
Speaker 1 (12:05):
They're developing.
Speaker 3 (12:06):
They're.
Next burger is a Python burger.
I don't know.
Speaker 1 (12:10):
I don't think that we live too far from that.
Speaker 3 (12:14):
Which killing it by the way, commercial killing it
on Peacock is a fantastic showthat everyone must watch.
Speaker 1 (12:20):
Okay, all right, so we've got some, it's about
Pythons, it's about snakes.
Speaker 3 (12:23):
I was gonna say I was like Relationship there we're
doing the whole.
Speaker 1 (12:26):
We're doing the whole consocial thing.
Yeah, all right.
So we talked about what's goingon in 2024, how the tool can
make recruiters better andfaster.
What do you see from a labormarket perspective?
Do you see an uptick in thenumber of recruiters that are
going to be rehired, or do yousee that it's going to say
stagnant in 20.
Because there's a lot ofactivity here on the floor,
(12:47):
there are a lot of companiesthat are here, there's a lot of
representation.
What do you see from that angle?
Speaker 3 (12:52):
Well, the cool thing about the company I work for we
also are owned by Wilson HDG,which is a big RPO company.
Speaker 1 (12:59):
Sure.
Speaker 3 (12:59):
So they're seeing a very big uptick in people
looking for their services inmanufacturing.
So they found over time, whenmanufacturing starts hiring the
industry, everything startsturning around right and they're
very bullish on the point wherea lot of recruiters are going
to get hired, but they're an RPO, so they also like it, because
companies hire them instead ofhiring, you know, full-time
(13:22):
recruiters until things turnaround.
Speaker 1 (13:25):
Well, sure, but that makes sense from that
perspective, right, Like you'returning things on when you need
them.
It's time to hire that you'rereally going after and you're
thinking about the bestdeliverable paired with the best
technology that Claro has inthat class to be able to answer
those questions and for that RPOto not just be an RPO but to be
a true talent partner.
Speaker 3 (13:45):
Yeah, yeah, and every one of those recruiters 2,000
recruiters for Wilson uses Claroand they live by it.
They have to have it.
So kind of cool.
Speaker 4 (13:54):
Not a bad beta customer.
Speaker 2 (13:55):
So you said something there just a minute ago.
That they look at themanufacturing hiring is almost
like the tip of the spear onwhere the industry hiring will
come after that.
Yep, what industry.
Speaker 3 (14:08):
All industries right.
Yeah, that's what they foundover time for the waves that
we've spent around a long time.
So manufacturing is a goodindicator of the economy overall
going positive Because youthink about it, you know when
stuff gets sold right, they haveto manufacture it obviously Mr
Obvious here, but then they haveto hire to do that.
So when people start buying,then they are apparently.
(14:30):
So that's the way it's going.
Speaker 2 (14:32):
Very cool.
Speaker 1 (14:34):
All right well, so we've had a big, burly
conversation that has been abouteverything from Ryan Leary's
baldness to the future of agenerative AI and what we can
build and what we can look forinto 2024.
Mark, I want to thank you.
Thanks for making time for ustoday.
Speaker 4 (14:49):
Oh, look at that Ryan Leary on your show.
Yeah, right in time, what's up?
Speaker 1 (14:55):
I'm Brian Fink.
I'm joined by Britt and Adamfrom Olio.
It's been a pleasure hostingMark.
Thank you so much.
Enjoy the rest of your HR tech.
Thanks, mark, thank you, thankyou.
Speaker 2 (15:06):
Thanks.
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