October 27, 2023 • 19 mins
Ever wondered how artificial intelligence (AI) is reshaping the talent acquisition landscape and how critical communication skills are in this process? Join us for an engaging conversation with Jonathan Kestenbaum and Jeanette Leads from AMS. We're diving headfirst into the world of AI, discussing its potential to solve problems and streamline processes in talent acquisition. There's more, as we align on the essence of marrying top-notch tech, stellar people and streamlined processes to transform talent acquisition outcomes.
Our dialogue doesn't stop there. We shift gears to examine the role of automation in enhancing the employee experience, empowering recruiters to focus on fostering meaningful candidate relationships. Join us for these insights and more in our episode - a tapestry of informative discussions weaved with real-life experiences and current trends.
This is a 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, it's Brian, Think I am flying solo at
the Olio booth.
I'm an official Olioer today,hanging out with Jonathan, with
Matt and with Jeanette, all fromdifferent organizations.
We are going to talk all thingssourcing and talent.
Matt, you are with Alight, I amAll right.
Jonathan, you and Jeanette.
You brought Jeanette here.
Jeanette is a pistol.
(00:28):
Ladies and gentlemen, I justwant to let you know she's a
delight, but she's a pistol, Allright.
So I got Jonathan and Jeanettefrom AMS.
We are talking about the futureof talent acquisition and
sourcing.
There's a vibe on the floorhere today.
What's the vibe?
What's going on?
Who wants to jump in here andsay all the feels that they're
absorbing at HRTech?
Live in Vegas at the Olio booth.
Speaker 3 (00:49):
Well, I can.
That's absolutely Well.
It's really interesting.
Everyone wants to talk AI, ai,ai, ai, ai, ai, ai, but all the
time it's this overwhelming.
I remember when AI stood forAlan Iverson None of this
artificial intelligence.
Speaker 1 (01:02):
I remember when it was going to come to kill you.
I still have Easter babies, yesexactly.
Speaker 3 (01:07):
I think what's interesting is every time I ask
what problems are you solvingwith AI, it gets really
squirrely because they say youneed it, but then nobody's
talking about the actualproblems.
I know in recruiting there's alot of applications but I'm yet
to see people do it right.
Speaker 1 (01:23):
All right.
So speaking about doing itright, Jonathan, you want to
jump?
Speaker 4 (01:25):
in.
What about you?
Yeah, I've seen someinteresting stuff.
I've seen some technology thathelps create job descriptions.
I've seen technology that helpsactually create images for job
advertisements.
I've seen technology thatallows you to transcribe and
summarize interviews andactually my favorite is
technology that will actually dothe interview, have a dynamic
(01:46):
conversation that will soundlike you.
Speaker 1 (01:49):
I've not made it to that booth yet.
I'm sorry.
I just gave everybody the wideeyes.
I was like what's that,jeanette?
What about you?
What's the vibe?
Speaker 2 (01:57):
The other big theme skills.
Right, skills first.
How do we figure out whatsomeone's skills are and align
it to whatever they need to doin the future?
So that is the two.
You combine the two together AIand skills.
Speaker 1 (02:11):
Yeah, but a resume should tell you what a person's
skills are right.
Speaker 2 (02:14):
Resumes are dead.
Resumes are dead.
Speaker 1 (02:17):
Yes, resumes are dead .
Speaker 3 (02:19):
I told you this is more of a biker group than an HR
conference group.
Speaker 1 (02:21):
This is a good conversation.
Speaker 2 (02:22):
I am wearing leather, I know, right, there you go.
Speaker 3 (02:26):
I know Tattoos and beards.
That's what this group is.
That's what's going on?
Speaker 4 (02:29):
It makes sense, though, that skills is also hot
alongside AI, because, as AImakes its way more meaningfully
into every business unit in thecompany, the skills needed are
going to change so rapidly thatyou're going to need to hire for
skills instead of.
Speaker 1 (02:43):
Oh, wait a minute.
Wait a minute, I'm jumping inon Tuesday.
Okay, so, meaningfully, whatdoes it mean to make a
meaningful contribution to abusiness?
Is it bottom line, is itpersonal production?
Is it retention?
What is?
Speaker 4 (02:53):
meaningful.
I think it depends on thebusiness and what their
expectations are and whatthey're trying to accomplish.
Speaker 1 (03:01):
All right, All right, and so about what we're trying
to accomplish.
We're having a greatconversation about the vibe
that's going on here.
Jonathan, give me a 30-secondoverview, the 30,000-foot view.
What are you at AMS?
What are you guys all about?
What are you doing?
How are y'all changing thenarrative?
Speaker 4 (03:14):
Yeah, so AMS helps companies get better outcomes in
their talent acquisitionfunction.
We do everything from help yougo through a digital
transformation in talentacquisition to actually running
the people and the process, sooutsourcing your recruitment to
our organization.
Speaker 1 (03:33):
That's awesome, all right.
So understanding that from aBPO standpoint.
Jeanette, do you agree withthat or do you disagree?
Speaker 2 (03:39):
I agree, I would add to it and say, really, if we
think about what, is that?
Very much a tech-enabled RPOservices with advisory around it
.
And so we always say andJonathan said this even before I
joined is you have great tech,great people, great process?
And that's when the magichappens together, because you
can have the best technology andnot great process, oh you can
(04:05):
have magic and be dead in thewater.
Yeah, but there's somethingreally special when you combine
all of that together into one,and that's what we bring to the
market and help our customers.
Speaker 1 (04:15):
So I get that and understand that you guys are
customer-centric, that you'recustomer-first, that you're
building that relationship, thatyou're not just kind of
throwing resumes against thewall resumes are dead, that
we're going with skills first.
Got that, I'm gonna pass themic over to Matt and I'm gonna
say Matt, what are you doing?
That makes you distinctlydifferent in the challenges
you're trying to solve.
Speaker 3 (04:34):
So we do everything that the traditional HCM
providers don't.
So Alight does this very broad,where we do, leaves management
over here and we extendonboarding way before the first
day of work.
Or we do benefits enrollmentand all of the benefits and have
these 17 million people runningour benefits from Fortune 500,
Fortune 100 companies, or we dowealth.
(04:55):
We have over a trillion dollarsunder management.
So we do all of the things thatthe traditional HCM providers
don't.
And then we put this beautifulenablement layer on top of it,
loaded with AI, loaded withcommunication tools, loaded with
integration tools to extendthat HCM platform way, way, way
beyond what they'vetraditionally done from an ERP
perspective.
Speaker 1 (05:13):
Alight.
There's one word that all threeof you have said, and I don't
think this is prompted, becauseup until now, the only two
people at this table who kneweach other were Jeanette and
Jonathan.
We talked about AI andcommunication, right?
So everybody had AI on theirbingo card, right?
Speaker 3 (05:27):
Yes, I win.
Speaker 1 (05:29):
Win okay, but communication I don't know that
anybody had that on their bingocard and all three of you have
called that out as an importantelement in the recruiting
process.
Speaker 3 (05:38):
Matt, I'm gonna kick it to you, yes so it's gotta be
beyond communication, because Idon't know if any of you have
read a chat GBT job or somebodythat's applying for a job 3.5 or
4.
No no, no, neither.
It's a word salad of.
And then you meet them and yougo like this is not the person
that wrote that cover letter,and so I think it's beyond
communication.
It's authentic communication.
(05:59):
It's what's happening here.
It's we have to become betterat authentically communicating
with our employees, and ouremployees have to be better at
authentically communicating deep, personal things to their
employers or to the people thatare supporting their employers,
like in a light.
Speaker 1 (06:13):
So, Matt, you just took this in a different
direction, because we weretalking about customer, we were
talking about candidate successand candidate experience.
But you now have dropped inthere and said the most.
Speaker 3 (06:25):
You didn't say these words, but you just made
employee experience at thecenter of everything that you do
has to be has to be, because ifyou're looking at all of the
typical problems, whether it'sretention or first year
attrition or ghosting your job,which we're seeing all over the
place if you don't start withcreating a dynamic relationship
with that person before they'rean employee and, by the way, we
(06:46):
also extend that HCM platform totheir families, to their
children, so that ability toactually connect all of your
benefits with your spouse do youmanage all of the benefits?
Speaker 1 (06:58):
in your household, none of the benefits in the
household.
So if you're the employee, soshout out to my wife, shout out
to Ally.
She runs all the benefits forme and for a mid-sized startup
in Atlanta, georgia.
Speaker 3 (07:10):
And soon multiple dogs.
She's going to be running thebenefits for that too, I'm
guessing, brian, yes, yes,multiple dogs.
Speaker 1 (07:15):
Put that out in the universe, matt.
That is correct If you'rehearing it here first.
On the Recruiting Daily Sourceand School Podcast, brian think
maybe getting a dog yet againright.
So about dogs in the fight?
That's going to be thetransition on that one.
Woohoo, that's amazing.
Well done.
Speaker 2 (07:30):
Well, I think there's something really interesting
about what we were just talkingabout not the dogs.
Speaker 1 (07:35):
Go for it, Jeanette.
Speaker 2 (07:36):
I love dogs, and I have one.
Speaker 1 (07:38):
OK, jeanette is a dog lover and has one.
Speaker 2 (07:41):
I do, I do.
If you think about the employeeexperience and here we talk
about the other word isautomation right.
And so people are worriedthrough AI and automation that's
going to get rid of the people,the recruiters right and that
is not going to happen, Not atall Because you need.
Like research shows, you canautomate all the boring
(08:04):
administrative pieces.
But how do you really?
Speaker 1 (08:07):
find that I like to call it BS the boring stuff.
Speaker 2 (08:09):
Yes, but if you, but literally, if you can't, you
can't.
Speaker 3 (08:12):
I'm totally going to use that sorry.
Speaker 2 (08:13):
Jeanette, If you get rid of the BS right, the
candidates will show up to theinterview and are less likely to
go.
If you add that human elementand let the recruiters be a part
of it Make time.
So let them do the fun stuffright, and that's.
I think that's OK, and whatyou're saying is take that
thread and keep it through theentire process.
Speaker 3 (08:33):
Let me stack one more thing on top of that to go full
circle.
Speaker 1 (08:35):
Oh, we're going, Jenga on it.
Speaker 3 (08:36):
Yes, which is the only people that can have
authentic communication withthose candidates are not some AI
platform.
It is the recruiter, and sothat's where that is so
important that, as much as we'veall crossed off AI on the bingo
card, I don't remember the lastjobs I took.
I remember the recruiters thatrecruited me to those jobs, and
that's the power and that's whatmakes people not ghost.
Speaker 1 (08:58):
So, jonathan, that was wait a minute, hold on.
I was going to say I was notgoing to make a comment about
ghosting, but I am now and I'mgoing to pitch this to you.
What are you seeing, from acandidate drop off perspective,
in this economy, as it's beingtouted as a really rough economy
for white collar workers, butfor frontline workers it's a
(09:20):
good economy.
What are you seeing in terms ofghosting or drop off?
Speaker 4 (09:23):
We're seeing less ghosting because there's less
opportunity for folks, less jobsthat they can get access to,
and it really does, though,depend on the vertical that
you're looking at, whether it'shospitality versus energy,
versus a white collar, bluecollar role.
It depends on the market andthe location.
Speaker 1 (09:43):
All right, so wait, you bring in location to this
conversation.
Are there different pockets ofthe country right now where it's
super hard to recruit in?
I mean because talent's stillmobile, right, Like it's still
going hybrid or are we just allin on the RTO train?
What's going on with that RTOtrain?
I got that on the bingo card.
Speaker 4 (10:02):
No, there's definitely parts of the country
where it's easier to hire talentversus others, especially
certain types of talent.
Unfortunately, I don't have myhands recruiting these days, so
I don't have the details onwhere specifically.
Speaker 2 (10:13):
But I can speak to that.
Speaker 4 (10:14):
Yeah, jeanette, probably could.
Speaker 1 (10:16):
And the handoff to Jeanette, and she's going to run
the ball down the field.
Speaker 2 (10:19):
Here we go, so here we go so much harder rural
versus cities, like we'redefinitely seeing that,
especially when it comes to thefrontline workers right Like
there's that labor shortagethere, they can hop around.
So that's definitely what we'reseeing in the market right now.
It is that.
Speaker 3 (10:38):
But I heard statistics yesterday.
There are 9 million jobs open,only 4 and 1 half million people
looking for them, and theBureau of Labor Statistics said
by 2030, there's going to be 11more jobs stacked on top of that
.
So I got to believe that thereare jobs to be had, especially
in the remote aspect of what alot of folks are doing.
40% of all the jobs right noware remote.
(10:59):
According to what those peopleupstairs.
Speaker 4 (11:01):
It's insane.
I agree with everything you'resaying.
I've been struggling tounderstand where the Bureau of
Labor Statistics is getting allthe data Amen, I think they're
using chat GPT.
Speaker 3 (11:12):
Full circle.
Speaker 1 (11:13):
All right, Bingo.
We have a bingo.
We have a bingo courtesy ofJonathan, All right.
So, Jonathan, it's interestingthat you bring that up is that
we did have a labor report thattalked about there being 335,000
new jobs that were created,335,000 new jobs that were
created in the month ofSeptember quote, unquote, the
September surge but of those335,000, only 21,000 of them are
(11:39):
white collar jobs, right?
So I think that speaks to thishallucination that is happening
in the marketplace is thatthey're far more white collar
individuals that are looking forroles and they're far an
outpacing amount of front linein retail and in hospitality
(12:00):
that are outpacing, that is, areyou all seeing anything similar
to the official?
I put official in air quotes?
I know this is an audio podcastso people can't see me making
that years.
Speaker 3 (12:11):
I'm going for blackout, by the way.
Speaker 2 (12:12):
Blackout included.
Blackout included Air quotes.
Speaker 1 (12:14):
Air quotes.
Are you guys seeing anythingsimilar to that, or is
everything all cylinders pumpingat once?
What's going on there with thelabor markets?
Speaker 2 (12:23):
I mean from that standpoint on that, that high
volume hourly space, like thereis a shortage right there still
is.
There is not enough candidateswho are those jobs and it's a
struggle and it's a flip side.
We're starting I meandefinitely makes sense in
September and we probably allhave friends who started to get
jobs maybe if they were out ofwork, if they were professional
knowledge workers, right, sothat definitely makes sense.
(12:45):
Just can that standpoint?
Speaker 1 (12:47):
Do you hear people are clapping for you.
They're giving to you.
I'm pretty sure.
I'm pretty sure, I'm prettysure.
Speaker 2 (12:51):
They agree with what I'm saying.
So that resonates for sure, andso you know.
Hopefully that market will keepon going for the knowledge
workers over the next few monthsand keep getting stronger.
Speaker 3 (13:03):
But early indications , I don't know, I don't see that
either, but there's still thisshortage of these other types of
roles.
And so I live in Nashville, butI also Nash Vegas Lamping
company in Smithville which isthis little crazy world.
So I get like both sides.
Speaker 1 (13:18):
Wait, you do glamping Seriously.
Speaker 2 (13:20):
I do, I guess.
I just want to award, reallyit's fantastic.
Speaker 3 (13:23):
Do you know there's a conference like this for
glamping?
Speaker 1 (13:25):
Okay so.
Speaker 3 (13:25):
We should be doing a podcast next year at the
American Glamping AssociationConference.
Speaker 4 (13:29):
What do they have?
Speaker 3 (13:29):
there 140 different cool tents and stagecoach.
Speaker 2 (13:33):
That's awesome.
Oh my God, we got a go to that.
Yes, that's amazing.
Speaker 1 (13:35):
It's in Colorado every September, so my wife
again bringing her up is thatshe's very concerned about me
being doing a 29 or 29.
And if you're in glamping, Ithink that you know what that is
is that it is a race up anddown a mountain 18 times to
simulate the ascent of MountEverest and you stay in a
glamping environment for theduration of the trip.
(13:59):
Sounds good.
Speaker 3 (14:00):
Yeah, it's three days that sounds fun it's actually
amazing, my moment.
I don't know if I'm reallyready to do 29 and 29.
Speaker 2 (14:07):
You would have to seriously train for that.
Speaker 3 (14:09):
I was going to say we'd have to start training
there.
Speaker 1 (14:11):
I think we have some training.
I'm good with that, Matt.
I am totally good with that.
How many steps did you guys getin here today?
Speaker 3 (14:17):
I mean 32,000 today.
It's been a really large amountof travel day, so to speak.
Speaker 1 (14:23):
Okay all right, everybody looked at their apple
watches, for I know I'm not evenat 9,000, which is sort of
embarrassing.
Speaker 2 (14:29):
That's not enough.
I have to do some more walking.
Speaker 3 (14:31):
There's 9,000 steps between your room and the
conference center here atMandalay Bay.
I swear, and.
Speaker 2 (14:35):
I'm saying at the Luxor.
So that's like I know, westTower, central East, the West
Tower which is so far, yeah,west Tower in the house, people,
people.
Speaker 1 (14:43):
I know the only thing that's close to it is that
Starbucks, and that line justwraps around.
Speaker 2 (14:48):
Depends what time you get there, because I got there
early.
Yeah, I was late, so it wasfine, there was no line.
Speaker 1 (14:52):
Are you East Coast or West Coast guys?
What are we West Coast?
Yeah?
Speaker 4 (14:56):
You're East.
Speaker 2 (14:57):
Coast and Nashville All right.
Speaker 3 (14:58):
So to go full circle to Nash Vegas, because we all
got on this cool glamping NashVegas.
In Nashville we've had 100families a day moving there for
the last like four years.
It's insane.
Speaker 1 (15:06):
God bless you.
Speaker 3 (15:06):
Don't drive anywhere.
It's impossible.
They're opening like 30,000hotel rooms over the next, like
between a year ago and the twoyears ago.
Speaker 1 (15:14):
It's the number one destination for Bachelorette
parties.
Speaker 3 (15:16):
Don't ask me how.
I know that.
My wife didn't tell me.
It is insane, see, and yetthere are help-wanted signs
everywhere.
Nobody can keep them.
All of those people moving, ahuge migration.
And then you go out toSmithville, there are
restaurants closed, saying wewill open when we can find
somebody to help serve you.
And so across a state that ishaving a massive influx of
people, whether it's rural orcity, no matter what everyone's
(15:40):
looking for, even that's veryfront line, very hourly, very
hey, I play music during the dayand then I want to be a
bartender at night kind of anenvironment, and it's still
impossible.
Speaker 1 (15:48):
Okay, so let's go back to that.
Is that you know there are alot of economic things that are
economic headwinds that aretaking place.
Student loan repayments resumedjust the other day.
Jeanette is looking at me andshaking her head and is like, oh
darn it.
So that is one economicheadwind.
The interest rate continues togo up.
Inflation is the child we'retrying to tame.
(16:11):
How does all this?
How does all this?
Speaker 3 (16:15):
Dog.
We're trying to train Dog,we're trying to train.
Yes, there we go.
Child we're trying to tame.
All right, all right, all right.
Speaker 1 (16:21):
So I'm just really curious is that, what do you see
as talent trends for recruitersin 2024, with all these
economic headwinds that arecoming down the pipe?
Jonathan, you got anything.
Matt, jeanette, jeanette isquiet.
We have.
We have silenced.
Speaker 2 (16:35):
Jeanette, I know, I know I'm like I don't, I don't
know, I know.
I'm literally sitting here likeI think let's back to what
Jeanette said earlier.
Speaker 3 (16:41):
It's all about skills .
I have been in a light for ayear and a half.
I've already had six differentjobs.
Now, it wasn't because I wasbad or good at any particular
job, it's because they reallyreally like you.
I have the skills to solveproblems.
And I think, ultimately, if youhave the skills to add value and
solve problems, they will findplaces to have you solve
problems.
And to me that's if you're arecruiter, you're not trying to
(17:03):
find somebody that had 25 yearsof this, you're trying to find
people that have the skills tosolve the problems and add value
to the companies that you'rerecruiting for?
Speaker 4 (17:11):
Yeah, I would put $100 on skills as well.
Speaker 1 (17:15):
Okay, so new bingo card.
Are we going bingo?
Or, since we're in Vegas, arewe going roulette?
I think we got to go roulette.
Speaker 2 (17:21):
Yeah, we got to go roulette Go big or go home, so
let's do it.
I think that's.
I think I was about to say, Ithink that's the moniker for
Texas, not Vegas.
Speaker 1 (17:31):
Go bigger, go home in Vegas.
Speaker 2 (17:33):
Yeah, I like that All right.
Speaker 1 (17:35):
So you know, here comes a cart with champagne, I
think, or wine bottles.
Speaker 3 (17:39):
Can we have them stop here?
Can we bingo over?
Speaker 1 (17:42):
podcast over.
Hey everybody, you want to dropthat one over here?
No, okay.
So look, this has been truly agreat adventure.
I'm glad that Olio could bringall of us together and have a
great conversation today.
Are there any final thoughtsthat you want to leave the
audience with?
Either maybe about 2024 or thebingo cards or generative AI
Anything you want to add to theconversation that we didn't
(18:03):
already talk about?
Speaker 3 (18:07):
Leather jacket should become part of standard attire
for corporate America.
Speaker 4 (18:10):
That's the only thing .
Speaker 3 (18:11):
That's the only thing I can think of.
Speaker 4 (18:12):
I think blockchain makes a comeback in 25.
Speaker 1 (18:17):
Oh, somebody's betting on the ledger.
Okay, 2025,.
I like that.
I like that, Jeanette, what yougot.
Speaker 2 (18:23):
I?
You know I can't follow that.
I mean, that's it what JK said.
Speaker 3 (18:29):
I'm going to add one more, jeanette forcing yourself
onto this podcast by rippingpeople out of chairs the best
thing that happened.
Speaker 1 (18:35):
The best thing that can happen is podcast Excellent.
Speaker 2 (18:38):
Diversity is key.
It can't be four white men on apodcast at once.
Speaker 1 (18:43):
We had two guys with beer versus non-beers I want to
come back to that rightDiversity, like we're making a
light of it.
But diversity, inclusion,equity and belonging when do we
make belonging important toorganizations?
Because I hear DEI all the time?
But like belonging, I think, iswhat keeps people engaged with
the mission of the organization.
(19:03):
100%.
Speaker 2 (19:04):
It has to be that.
Speaker 3 (19:05):
Belonging and culture goes to.
Speaker 2 (19:07):
That's what keeps people there.
And you said when do we likethat has to happen now if not
yesterday?
Correct, best time to plant atree was yesterday.
Got that.
Speaker 1 (19:16):
All right.
So I'm with Matt, I'm withJeanette, I'm with JK JK, that's
what you're being called now.
Jk with Jonathan from AMS, fromMatt, from Alight Jeanette,
from AMS.
It's been a pleasure.
Thank you for joining us onOlio's Recruiting School I mean
Sourcing School podcast.
Bye, everybody, you'll have agreat HR tech.
Hey everybody, it's Brian, Think I am flying solo at
the Olio booth.
I'm an official Olioer today,hanging out with Jonathan, with
Matt and with Jeanette, all fromdifferent organizations.
We are going to talk all thingssourcing and talent.
Matt, you are with Alight, I amAll right.
Jonathan, you and Jeanette.
You brought Jeanette here.
Jeanette is a pistol.
(00:28):
Ladies and gentlemen, I justwant to let you know she's a
delight, but she's a pistol, Allright.
So I got Jonathan and Jeanettefrom AMS.
We are talking about the futureof talent acquisition and
sourcing.
There's a vibe on the floorhere today.
What's the vibe?
What's going on?
Who wants to jump in here andsay all the feels that they're
absorbing at HRTech?
Live in Vegas at the Olio booth.
Speaker 3 (00:49):
Well, I can.
That's absolutely Well.
It's really interesting.
Everyone wants to talk AI, ai,ai, ai, ai, ai, ai, but all the
time it's this overwhelming.
I remember when AI stood forAlan Iverson None of this
artificial intelligence.
Speaker 1 (01:02):
I remember when it was going to come to kill you.
I still have Easter babies, yesexactly.
Speaker 3 (01:07):
I think what's interesting is every time I ask
what problems are you solvingwith AI, it gets really
squirrely because they say youneed it, but then nobody's
talking about the actualproblems.
I know in recruiting there's alot of applications but I'm yet
to see people do it right.
Speaker 1 (01:23):
All right.
So speaking about doing itright, Jonathan, you want to
jump?
Speaker 4 (01:25):
in.
What about you?
Yeah, I've seen someinteresting stuff.
I've seen some technology thathelps create job descriptions.
I've seen technology that helpsactually create images for job
advertisements.
I've seen technology thatallows you to transcribe and
summarize interviews andactually my favorite is
technology that will actually dothe interview, have a dynamic
(01:46):
conversation that will soundlike you.
Speaker 1 (01:49):
I've not made it to that booth yet.
I'm sorry.
I just gave everybody the wideeyes.
I was like what's that,jeanette?
What about you?
What's the vibe?
Speaker 2 (01:57):
The other big theme skills.
Right, skills first.
How do we figure out whatsomeone's skills are and align
it to whatever they need to doin the future?
So that is the two.
You combine the two together AIand skills.
Speaker 1 (02:11):
Yeah, but a resume should tell you what a person's
skills are right.
Speaker 2 (02:14):
Resumes are dead.
Resumes are dead.
Speaker 1 (02:17):
Yes, resumes are dead .
Speaker 3 (02:19):
I told you this is more of a biker group than an HR
conference group.
Speaker 1 (02:21):
This is a good conversation.
Speaker 2 (02:22):
I am wearing leather, I know, right, there you go.
Speaker 3 (02:26):
I know Tattoos and beards.
That's what this group is.
That's what's going on?
Speaker 4 (02:29):
It makes sense, though, that skills is also hot
alongside AI, because, as AImakes its way more meaningfully
into every business unit in thecompany, the skills needed are
going to change so rapidly thatyou're going to need to hire for
skills instead of.
Speaker 1 (02:43):
Oh, wait a minute.
Wait a minute, I'm jumping inon Tuesday.
Okay, so, meaningfully, whatdoes it mean to make a
meaningful contribution to abusiness?
Is it bottom line, is itpersonal production?
Is it retention?
What is?
Speaker 4 (02:53):
meaningful.
I think it depends on thebusiness and what their
expectations are and whatthey're trying to accomplish.
Speaker 1 (03:01):
All right, All right, and so about what we're trying
to accomplish.
We're having a greatconversation about the vibe
that's going on here.
Jonathan, give me a 30-secondoverview, the 30,000-foot view.
What are you at AMS?
What are you guys all about?
What are you doing?
How are y'all changing thenarrative?
Speaker 4 (03:14):
Yeah, so AMS helps companies get better outcomes in
their talent acquisitionfunction.
We do everything from help yougo through a digital
transformation in talentacquisition to actually running
the people and the process, sooutsourcing your recruitment to
our organization.
Speaker 1 (03:33):
That's awesome, all right.
So understanding that from aBPO standpoint.
Jeanette, do you agree withthat or do you disagree?
Speaker 2 (03:39):
I agree, I would add to it and say, really, if we
think about what, is that?
Very much a tech-enabled RPOservices with advisory around it
.
And so we always say andJonathan said this even before I
joined is you have great tech,great people, great process?
And that's when the magichappens together, because you
can have the best technology andnot great process, oh you can
(04:05):
have magic and be dead in thewater.
Yeah, but there's somethingreally special when you combine
all of that together into one,and that's what we bring to the
market and help our customers.
Speaker 1 (04:15):
So I get that and understand that you guys are
customer-centric, that you'recustomer-first, that you're
building that relationship, thatyou're not just kind of
throwing resumes against thewall resumes are dead, that
we're going with skills first.
Got that, I'm gonna pass themic over to Matt and I'm gonna
say Matt, what are you doing?
That makes you distinctlydifferent in the challenges
you're trying to solve.
Speaker 3 (04:34):
So we do everything that the traditional HCM
providers don't.
So Alight does this very broad,where we do, leaves management
over here and we extendonboarding way before the first
day of work.
Or we do benefits enrollmentand all of the benefits and have
these 17 million people runningour benefits from Fortune 500,
Fortune 100 companies, or we dowealth.
(04:55):
We have over a trillion dollarsunder management.
So we do all of the things thatthe traditional HCM providers
don't.
And then we put this beautifulenablement layer on top of it,
loaded with AI, loaded withcommunication tools, loaded with
integration tools to extendthat HCM platform way, way, way
beyond what they'vetraditionally done from an ERP
perspective.
Speaker 1 (05:13):
Alight.
There's one word that all threeof you have said, and I don't
think this is prompted, becauseup until now, the only two
people at this table who kneweach other were Jeanette and
Jonathan.
We talked about AI andcommunication, right?
So everybody had AI on theirbingo card, right?
Speaker 3 (05:27):
Yes, I win.
Speaker 1 (05:29):
Win okay, but communication I don't know that
anybody had that on their bingocard and all three of you have
called that out as an importantelement in the recruiting
process.
Speaker 3 (05:38):
Matt, I'm gonna kick it to you, yes so it's gotta be
beyond communication, because Idon't know if any of you have
read a chat GBT job or somebodythat's applying for a job 3.5 or
4.
No no, no, neither.
It's a word salad of.
And then you meet them and yougo like this is not the person
that wrote that cover letter,and so I think it's beyond
communication.
It's authentic communication.
(05:59):
It's what's happening here.
It's we have to become betterat authentically communicating
with our employees, and ouremployees have to be better at
authentically communicating deep, personal things to their
employers or to the people thatare supporting their employers,
like in a light.
Speaker 1 (06:13):
So, Matt, you just took this in a different
direction, because we weretalking about customer, we were
talking about candidate successand candidate experience.
But you now have dropped inthere and said the most.
Speaker 3 (06:25):
You didn't say these words, but you just made
employee experience at thecenter of everything that you do
has to be has to be, because ifyou're looking at all of the
typical problems, whether it'sretention or first year
attrition or ghosting your job,which we're seeing all over the
place if you don't start withcreating a dynamic relationship
with that person before they'rean employee and, by the way, we
(06:46):
also extend that HCM platform totheir families, to their
children, so that ability toactually connect all of your
benefits with your spouse do youmanage all of the benefits?
Speaker 1 (06:58):
in your household, none of the benefits in the
household.
So if you're the employee, soshout out to my wife, shout out
to Ally.
She runs all the benefits forme and for a mid-sized startup
in Atlanta, georgia.
Speaker 3 (07:10):
And soon multiple dogs.
She's going to be running thebenefits for that too, I'm
guessing, brian, yes, yes,multiple dogs.
Speaker 1 (07:15):
Put that out in the universe, matt.
That is correct If you'rehearing it here first.
On the Recruiting Daily Sourceand School Podcast, brian think
maybe getting a dog yet againright.
So about dogs in the fight?
That's going to be thetransition on that one.
Woohoo, that's amazing.
Well done.
Speaker 2 (07:30):
Well, I think there's something really interesting
about what we were just talkingabout not the dogs.
Speaker 1 (07:35):
Go for it, Jeanette.
Speaker 2 (07:36):
I love dogs, and I have one.
Speaker 1 (07:38):
OK, jeanette is a dog lover and has one.
Speaker 2 (07:41):
I do, I do.
If you think about the employeeexperience and here we talk
about the other word isautomation right.
And so people are worriedthrough AI and automation that's
going to get rid of the people,the recruiters right and that
is not going to happen, Not atall Because you need.
Like research shows, you canautomate all the boring
(08:04):
administrative pieces.
But how do you really?
Speaker 1 (08:07):
find that I like to call it BS the boring stuff.
Speaker 2 (08:09):
Yes, but if you, but literally, if you can't, you
can't.
Speaker 3 (08:12):
I'm totally going to use that sorry.
Speaker 2 (08:13):
Jeanette, If you get rid of the BS right, the
candidates will show up to theinterview and are less likely to
go.
If you add that human elementand let the recruiters be a part
of it Make time.
So let them do the fun stuffright, and that's.
I think that's OK, and whatyou're saying is take that
thread and keep it through theentire process.
Speaker 3 (08:33):
Let me stack one more thing on top of that to go full
circle.
Speaker 1 (08:35):
Oh, we're going, Jenga on it.
Speaker 3 (08:36):
Yes, which is the only people that can have
authentic communication withthose candidates are not some AI
platform.
It is the recruiter, and sothat's where that is so
important that, as much as we'veall crossed off AI on the bingo
card, I don't remember the lastjobs I took.
I remember the recruiters thatrecruited me to those jobs, and
that's the power and that's whatmakes people not ghost.
Speaker 1 (08:58):
So, jonathan, that was wait a minute, hold on.
I was going to say I was notgoing to make a comment about
ghosting, but I am now and I'mgoing to pitch this to you.
What are you seeing, from acandidate drop off perspective,
in this economy, as it's beingtouted as a really rough economy
for white collar workers, butfor frontline workers it's a
(09:20):
good economy.
What are you seeing in terms ofghosting or drop off?
Speaker 4 (09:23):
We're seeing less ghosting because there's less
opportunity for folks, less jobsthat they can get access to,
and it really does, though,depend on the vertical that
you're looking at, whether it'shospitality versus energy,
versus a white collar, bluecollar role.
It depends on the market andthe location.
Speaker 1 (09:43):
All right, so wait, you bring in location to this
conversation.
Are there different pockets ofthe country right now where it's
super hard to recruit in?
I mean because talent's stillmobile, right, Like it's still
going hybrid or are we just allin on the RTO train?
What's going on with that RTOtrain?
I got that on the bingo card.
Speaker 4 (10:02):
No, there's definitely parts of the country
where it's easier to hire talentversus others, especially
certain types of talent.
Unfortunately, I don't have myhands recruiting these days, so
I don't have the details onwhere specifically.
Speaker 2 (10:13):
But I can speak to that.
Speaker 4 (10:14):
Yeah, jeanette, probably could.
Speaker 1 (10:16):
And the handoff to Jeanette, and she's going to run
the ball down the field.
Speaker 2 (10:19):
Here we go, so here we go so much harder rural
versus cities, like we'redefinitely seeing that,
especially when it comes to thefrontline workers right Like
there's that labor shortagethere, they can hop around.
So that's definitely what we'reseeing in the market right now.
It is that.
Speaker 3 (10:38):
But I heard statistics yesterday.
There are 9 million jobs open,only 4 and 1 half million people
looking for them, and theBureau of Labor Statistics said
by 2030, there's going to be 11more jobs stacked on top of that
.
So I got to believe that thereare jobs to be had, especially
in the remote aspect of what alot of folks are doing.
40% of all the jobs right noware remote.
(10:59):
According to what those peopleupstairs.
Speaker 4 (11:01):
It's insane.
I agree with everything you'resaying.
I've been struggling tounderstand where the Bureau of
Labor Statistics is getting allthe data Amen, I think they're
using chat GPT.
Speaker 3 (11:12):
Full circle.
Speaker 1 (11:13):
All right, Bingo.
We have a bingo.
We have a bingo courtesy ofJonathan, All right.
So, Jonathan, it's interestingthat you bring that up is that
we did have a labor report thattalked about there being 335,000
new jobs that were created,335,000 new jobs that were
created in the month ofSeptember quote, unquote, the
September surge but of those335,000, only 21,000 of them are
(11:39):
white collar jobs, right?
So I think that speaks to thishallucination that is happening
in the marketplace is thatthey're far more white collar
individuals that are looking forroles and they're far an
outpacing amount of front linein retail and in hospitality
(12:00):
that are outpacing, that is, areyou all seeing anything similar
to the official?
I put official in air quotes?
I know this is an audio podcastso people can't see me making
that years.
Speaker 3 (12:11):
I'm going for blackout, by the way.
Speaker 2 (12:12):
Blackout included.
Blackout included Air quotes.
Speaker 1 (12:14):
Air quotes.
Are you guys seeing anythingsimilar to that, or is
everything all cylinders pumpingat once?
What's going on there with thelabor markets?
Speaker 2 (12:23):
I mean from that standpoint on that, that high
volume hourly space, like thereis a shortage right there still
is.
There is not enough candidateswho are those jobs and it's a
struggle and it's a flip side.
We're starting I meandefinitely makes sense in
September and we probably allhave friends who started to get
jobs maybe if they were out ofwork, if they were professional
knowledge workers, right, sothat definitely makes sense.
(12:45):
Just can that standpoint?
Speaker 1 (12:47):
Do you hear people are clapping for you.
They're giving to you.
I'm pretty sure.
I'm pretty sure, I'm prettysure.
Speaker 2 (12:51):
They agree with what I'm saying.
So that resonates for sure, andso you know.
Hopefully that market will keepon going for the knowledge
workers over the next few monthsand keep getting stronger.
Speaker 3 (13:03):
But early indications , I don't know, I don't see that
either, but there's still thisshortage of these other types of
roles.
And so I live in Nashville, butI also Nash Vegas Lamping
company in Smithville which isthis little crazy world.
So I get like both sides.
Speaker 1 (13:18):
Wait, you do glamping Seriously.
Speaker 2 (13:20):
I do, I guess.
I just want to award, reallyit's fantastic.
Speaker 3 (13:23):
Do you know there's a conference like this for
glamping?
Speaker 1 (13:25):
Okay so.
Speaker 3 (13:25):
We should be doing a podcast next year at the
American Glamping AssociationConference.
Speaker 4 (13:29):
What do they have?
Speaker 3 (13:29):
there 140 different cool tents and stagecoach.
Speaker 2 (13:33):
That's awesome.
Oh my God, we got a go to that.
Yes, that's amazing.
Speaker 1 (13:35):
It's in Colorado every September, so my wife
again bringing her up is thatshe's very concerned about me
being doing a 29 or 29.
And if you're in glamping, Ithink that you know what that is
is that it is a race up anddown a mountain 18 times to
simulate the ascent of MountEverest and you stay in a
glamping environment for theduration of the trip.
(13:59):
Sounds good.
Speaker 3 (14:00):
Yeah, it's three days that sounds fun it's actually
amazing, my moment.
I don't know if I'm reallyready to do 29 and 29.
Speaker 2 (14:07):
You would have to seriously train for that.
Speaker 3 (14:09):
I was going to say we'd have to start training
there.
Speaker 1 (14:11):
I think we have some training.
I'm good with that, Matt.
I am totally good with that.
How many steps did you guys getin here today?
Speaker 3 (14:17):
I mean 32,000 today.
It's been a really large amountof travel day, so to speak.
Speaker 1 (14:23):
Okay all right, everybody looked at their apple
watches, for I know I'm not evenat 9,000, which is sort of
embarrassing.
Speaker 2 (14:29):
That's not enough.
I have to do some more walking.
Speaker 3 (14:31):
There's 9,000 steps between your room and the
conference center here atMandalay Bay.
I swear, and.
Speaker 2 (14:35):
I'm saying at the Luxor.
So that's like I know, westTower, central East, the West
Tower which is so far, yeah,west Tower in the house, people,
people.
Speaker 1 (14:43):
I know the only thing that's close to it is that
Starbucks, and that line justwraps around.
Speaker 2 (14:48):
Depends what time you get there, because I got there
early.
Yeah, I was late, so it wasfine, there was no line.
Speaker 1 (14:52):
Are you East Coast or West Coast guys?
What are we West Coast?
Yeah?
Speaker 4 (14:56):
You're East.
Speaker 2 (14:57):
Coast and Nashville All right.
Speaker 3 (14:58):
So to go full circle to Nash Vegas, because we all
got on this cool glamping NashVegas.
In Nashville we've had 100families a day moving there for
the last like four years.
It's insane.
Speaker 1 (15:06):
God bless you.
Speaker 3 (15:06):
Don't drive anywhere.
It's impossible.
They're opening like 30,000hotel rooms over the next, like
between a year ago and the twoyears ago.
Speaker 1 (15:14):
It's the number one destination for Bachelorette
parties.
Speaker 3 (15:16):
Don't ask me how.
I know that.
My wife didn't tell me.
It is insane, see, and yetthere are help-wanted signs
everywhere.
Nobody can keep them.
All of those people moving, ahuge migration.
And then you go out toSmithville, there are
restaurants closed, saying wewill open when we can find
somebody to help serve you.
And so across a state that ishaving a massive influx of
people, whether it's rural orcity, no matter what everyone's
(15:40):
looking for, even that's veryfront line, very hourly, very
hey, I play music during the dayand then I want to be a
bartender at night kind of anenvironment, and it's still
impossible.
Speaker 1 (15:48):
Okay, so let's go back to that.
Is that you know there are alot of economic things that are
economic headwinds that aretaking place.
Student loan repayments resumedjust the other day.
Jeanette is looking at me andshaking her head and is like, oh
darn it.
So that is one economicheadwind.
The interest rate continues togo up.
Inflation is the child we'retrying to tame.
(16:11):
How does all this?
How does all this?
Speaker 3 (16:15):
Dog.
We're trying to train Dog,we're trying to train.
Yes, there we go.
Child we're trying to tame.
All right, all right, all right.
Speaker 1 (16:21):
So I'm just really curious is that, what do you see
as talent trends for recruitersin 2024, with all these
economic headwinds that arecoming down the pipe?
Jonathan, you got anything.
Matt, jeanette, jeanette isquiet.
We have.
We have silenced.
Speaker 2 (16:35):
Jeanette, I know, I know I'm like I don't, I don't
know, I know.
I'm literally sitting here likeI think let's back to what
Jeanette said earlier.
Speaker 3 (16:41):
It's all about skills .
I have been in a light for ayear and a half.
I've already had six differentjobs.
Now, it wasn't because I wasbad or good at any particular
job, it's because they reallyreally like you.
I have the skills to solveproblems.
And I think, ultimately, if youhave the skills to add value and
solve problems, they will findplaces to have you solve
problems.
And to me that's if you're arecruiter, you're not trying to
(17:03):
find somebody that had 25 yearsof this, you're trying to find
people that have the skills tosolve the problems and add value
to the companies that you'rerecruiting for?
Speaker 4 (17:11):
Yeah, I would put $100 on skills as well.
Speaker 1 (17:15):
Okay, so new bingo card.
Are we going bingo?
Or, since we're in Vegas, arewe going roulette?
I think we got to go roulette.
Speaker 2 (17:21):
Yeah, we got to go roulette Go big or go home, so
let's do it.
I think that's.
I think I was about to say, Ithink that's the moniker for
Texas, not Vegas.
Speaker 1 (17:31):
Go bigger, go home in Vegas.
Speaker 2 (17:33):
Yeah, I like that All right.
Speaker 1 (17:35):
So you know, here comes a cart with champagne, I
think, or wine bottles.
Speaker 3 (17:39):
Can we have them stop here?
Can we bingo over?
Speaker 1 (17:42):
podcast over.
Hey everybody, you want to dropthat one over here?
No, okay.
So look, this has been truly agreat adventure.
I'm glad that Olio could bringall of us together and have a
great conversation today.
Are there any final thoughtsthat you want to leave the
audience with?
Either maybe about 2024 or thebingo cards or generative AI
Anything you want to add to theconversation that we didn't
(18:03):
already talk about?
Speaker 3 (18:07):
Leather jacket should become part of standard attire
for corporate America.
Speaker 4 (18:10):
That's the only thing .
Speaker 3 (18:11):
That's the only thing I can think of.
Speaker 4 (18:12):
I think blockchain makes a comeback in 25.
Speaker 1 (18:17):
Oh, somebody's betting on the ledger.
Okay, 2025,.
I like that.
I like that, Jeanette, what yougot.
Speaker 2 (18:23):
I?
You know I can't follow that.
I mean, that's it what JK said.
Speaker 3 (18:29):
I'm going to add one more, jeanette forcing yourself
onto this podcast by rippingpeople out of chairs the best
thing that happened.
Speaker 1 (18:35):
The best thing that can happen is podcast Excellent.
Speaker 2 (18:38):
Diversity is key.
It can't be four white men on apodcast at once.
Speaker 1 (18:43):
We had two guys with beer versus non-beers I want to
come back to that rightDiversity, like we're making a
light of it.
But diversity, inclusion,equity and belonging when do we
make belonging important toorganizations?
Because I hear DEI all the time?
But like belonging, I think, iswhat keeps people engaged with
the mission of the organization.
(19:03):
100%.
Speaker 2 (19:04):
It has to be that.
Speaker 3 (19:05):
Belonging and culture goes to.
Speaker 2 (19:07):
That's what keeps people there.
And you said when do we likethat has to happen now if not
yesterday?
Correct, best time to plant atree was yesterday.
Got that.
Speaker 1 (19:16):
All right.
So I'm with Matt, I'm withJeanette, I'm with JK JK, that's
what you're being called now.
Jk with Jonathan from AMS, fromMatt, from Alight Jeanette,
from AMS.
It's been a pleasure.
Thank you for joining us onOlio's Recruiting School I mean
Sourcing School podcast.
Bye, everybody, you'll have agreat HR tech.
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!