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The New Best Practices Of Sourcing Talent Post COVID-19

Talent Sourcing Webinar Series

Craig Fisher and Jason Roberts


Craig Fisher 0:00
Hey, it’s Craig Fisher. And this is the inside talent show. And it is brought to you by where you can crowdsource sourcing. It’s fantastic. Today I’m here with Jason Roberts, Jason, how’s it going? Tell us about you. And it’s going well, Greg.

Jason Roberts 0:20
So my name is Jason Roberts. I am. I work at Accenture, and my job is to be responsible for our talent acquisition offerings at Accenture. What that means is people come to us and specifically, I’m in citrus Operations Group, and who will come to us and ask us to, to take responsibility for portions of their process. And I helped make that happen. And that means I get to work with all the technologies and tools and processes across a bunch of different customers and a bunch of different industries and it helps me see lots of things.

Craig Fisher 0:59
Yes, and It helps us have some very interesting conversations. I would say

Jason Roberts 1:02

Craig Fisher 1:03
does, it doesn’t do a lot of similar stuff. So we’re going to talk today about COVID impact on the talent market. And we’re going to talk a little bit about, you know, what we’re seeing with various companies. And you know, what, what the impact that’s had on who’s winning and who’s losing, because of all this? Yeah. And so let me ask you start by saying this. Are there any really big trends that you’re seeing happening in corporations because of, you know, where we are today with remote work and with testing and with, you know, everything that we have to jump across in order to get work done right now?

Jason Roberts 1:48
Yeah, well, it’s, you know, of course, the most significant shift is, there is a lot less hiring, right. So you know, we went to From, I think our low unemployment rate was 3.5%. Were 3.5% unemployment in in February. And right now we’re at 10.2%. So that’s the end of July numbers, August numbers at the time that we’re talking haven’t come out yet. And so we’re sitting at 10.2%. Today, recruiting in a 3% unemployment rate. Market is a very different thing in recruiting and a 10% unemployment market rate. So in one situation, you’re actively sort of while you’re working a lot with passive candidates, you’re trying to find people that that aren’t necessarily looking to change jobs, and there aren’t a ton of people in the market. Some people believe that 5% is actually the healthy rate where there’s healthy churn, you’re able to more simply find roles and anything under that, you know, there was specularly At one point that we were sort of in a bit of a log jam when it came to candidates, but it 10.2 there’s really great candidates everywhere. So if you spend a bunch of your time on passive candidates, you’re not focused on the active ones. You’re probably wasting your time. Like there’s, there’s a lot of people out there that are really good at what they do, that don’t have jobs right now. So it’s just a different it’s a different thing altogether.

Craig Fisher 3:26
Yeah. So there are a bunch of a players scattered across the country right now that are not working. There’s a lot of B players as well that are still really good. And you know, your team needs all of that. Your team even needs some c players. Right. It’s now’s a great time to find them. Yeah, right. And, but there are a few types of, of candidates. So there’s, there’s the ones that you may have already furloughed or laid off. Right. And I think that if you’re a good company, you should be looking at those folks first and some company Don’t want those folks back for whatever reason. And so then you’re looking at new people that are have to be introduced your organization basically. Yep. And so your branding kind of has to change. I feel like at this point, your job descriptions need to change what you’re offering candidates in terms of flexibility, work from home, you know, all these things that are going to be a requirement, health and safety, insurance, I mean, all of these things are going to be really, really important to candidates that maybe they’re a player’s, and they’ve got a nice little runway to leave their last job, or they if they’re any good and probably started some consulting work, and they don’t have to jump into a new job right away. So how do you attract those folks? And, you know, what, what have you seen?

Jason Roberts 4:51
Well, I think I think the work from home pieces is key, right? So people, I think people won’t want to go back to work. One of the one of the questions that, you know, we’re doing this survey of HR leaders focus on COVID response. And one of the questions that was, was mentioned yesterday, when, when I sort of crowd sourced some input on this was, which How many? What percentage of your dispositions? Are you going to keep remote after this? And I think there’s a bunch. I think the that brings the first big. You know, we were talking about winners and losers in this thing. I think the long term loser is on this side is going to be sort of corporate real estate. If you’re if you own commercial real estate that you’re in, you’re in a big downtown metro area. And you’re in trouble. There’s going to be it’s going to be difficult to get anyone to renew a lease. And I think what’s going to happen is space are going to be broken up into much smaller spaces with flex world. offered sort of the the we work model just exploded right across the market so that people can have a place to come and eat, but not necessarily a place where they come and work every single day. Right?

Craig Fisher 6:13
Yeah, I think you’re right. One of my No, this is interesting. One of my neighbors is the building manager for the Bank of America tower in downtown Dallas, right? And he says they’re still okay. There’s still people coming and going into offices and it’s, you know, maybe half of what it normally is. And they will find other uses for some of that space. Right. So, we know that a lot of the call centers, for instance, that were being used by the hospitality industry that are now kind of vacant have been shared with local and state municipalities where those organizations have to distribute healthcare and phone and, you know, be entertaining phones for questions from people inquiring about tax benefits and COVID benefits.

Jason Roberts 7:14
Well, that and like unemployment, yeah is another one where they they’ve really

they’ve had a real trouble.

We saw it essentially we get asked to participate and, and even staff so you’ve got the the idea of the contact tracers, and the people who who are sort of tracking infection and then the connections between infected people. So they’re setting up each state of setting up massive call centers sort of environments. But there is a combination of roles between investigators and contact tracers, people that are just calling and saying, hey, you’ve been you were in contact with someone in the last 30 days or the last 72 hours, even that has tested positive for COVID. You need to self quarantine for two weeks. And there there are people who are being gathered in the centers. They’re investigators to go identify who all those people are. And then there are people making calls telling them that they’ve been, they’ve been in contact with someone who’s been affected. And this is happening across many, many states. So Accenture is doing this for some others are doing for others, but those call centers are being picked up there too. So yeah, there’s there’s new work to be done. Right. that that wasn’t there before. I think the hospitality industry is going to and they’re going to have a tough road to recovery. They’re they’re actually sitting it the population as a whole is that is it 10.2% unemployment, leisure and hospitality. That segment in the Bureau of Labor Statistics is at 25% unemployment. Yeah. And I thought that was I thought that was Low I thought it would be closer to 50.

Craig Fisher 9:02
Well, you know, it’s interesting when at alleges I worked with CVS quite a bit. And we did some work on revamping their job ads and things like that when all of this came down because they announced they had to hire 50,000 people to be frontline health care professionals and in call centers and warehouses. And so what they did was they had agreements with some of their customers like Hilton, where they would take on some of those furloughed workers for those jobs. And then, you know, when Hilton opens back up, those people might be able to go back to Hilton that get this agreement or they might find a permanent home at CVS. So that’s one of the reasons that you know, that number is a little bit lower because there are a lot of collaborations like that going on right now.

Jason Roberts 9:52
So let’s talk furloughed workers from it. One of the things that was pretty shocking to me is I we had customers come to us and say We just furloughed a bunch of people, it’s time to bring them back. Right? And these are these some of these for sort of distribution century warehousing people, some were retail. And they’re they’re all sort of the, you know, let’s call it 12 to $18 an hour workers, right? low skill, high volume sort of jobs, and they’re all sent home for a little while. And then when it was time to bring them back, the challenge was that they when they sent them home, they didn’t get a reset on their their contact information. And with that population, they change phones way more often, they they may not even do email. It’s just a it’s it’s much more difficult to keep track of them. Change addresses more often as renters. So we deployed sourcers to help with that, and we had sources go out and find furloughed people. For a minute It was great.

Unknown Speaker 11:06
Awesome there are

Jason Roberts 11:09
a crier can’t hear you. There we go.

Craig Fisher 11:14
There you go. So let me ask you about that. Oh, I lost you. I’m back. Alright. So you deplored you deployed sorcerers to help locate furloughed people and and get them back into a queue for certain types of jobs. There are original companies or with other companies

Jason Roberts 11:40
with their original companies. So the original company so they did a massive call back and then some of the people they call back they couldn’t actually make contact with and I some some parts were easy like it was just networking. Hey, you work on this shift with this person. Do you know how to get in touch with them. Some people it was harder. And the we actually brought in some of the some of the really interesting sourcing techniques you learn in sourcecon. I’m wearing my sourcecon shirt today. Yeah. Okay. But yeah, so the Open Source Intelligence stuff that you can you can do, looking at communications and, and how people interact with each other. We pull some of that stuff out to help identify where, where these people are now, me. There was at least one case where we direct message to person on Twitter that, that we couldn’t find out any other way. That one there worked. That’s great. Yeah.

Craig Fisher 12:40
Yeah. So I don’t know if they’re like me. I wouldn’t see that for about two weeks because I don’t check my direct messages on Twitter. Hardly. Oh,

Jason Roberts 12:48
yeah. Yeah, that’s the worst for me is LinkedIn. As a recruiting guy, you think I’d be on there all the time. But right, I’ll go and just look at LinkedIn every once in a while and I’ve got a stack of messages and these are people that are accustomed Every one being in there all the time, right? So they’re super annoyed at me like they think I’m the worst person. Right?

Craig Fisher 13:05
Well, yeah. And you know, if you’re smart, and you know how to wrangle people and you know, a good recruiter will will figure out the best way to communicate with whoever, right? So I figured out the ways I need to communicate with you and vice versa. And on the same, even though I’m on LinkedIn a lot. And it’s kind of one of my primary mediums. I’m heads down right now. I mean, I’m so busy. And you know, doing a lot of this, obviously, but also doing workshops and consulting work for big companies and helping out tech startups with advisory and you know, the stuff that you do when you’re not working in a full time job and it’s, it’s really busy, right. And so, I don’t I so I focus a lot. I go and I do sprints like Glen Kathy was talking about yesterday, and I don’t do anything else myself. is turned off or turned down so that I can’t see it. I don’t get interrupt driven. And I go for a couple hours at a time completing a task or, you know, whatever that given time is. So I may not see it.

Jason Roberts 14:14
Glenn use or break his debt down into five minute increments. Yeah. That’s, that’s, I can’t do that now. But what I’ll say is, I find that my email piles up on me because I don’t I, there was a time when I would look at email while I’m on conference calls. I don’t know if it’s the type of role I have now or something different, but I feel like I have to be completely 100% present on a call now. I can’t do emails and be effective on there.

Craig Fisher 14:44
Well, and we didn’t used to have to be on video for all of our conference calls.

Jason Roberts 14:48
Right? That’s true.

Craig Fisher 14:50
You’re given a lot of nonverbal cues. Now if you’re looking away and distracted the whole time. Yeah. You have to be an active listener as well.

Jason Roberts 14:57
Yeah, well, I’m so I have a second screen over here. And it’s where you know, all of my information is and things like that. The the screen that has my camera attached is actually kind of small. So I like to look over here a lot, but it looks like I’m not paying attention. So I, I end up, you know, completely zeroed in. It’s good.

Craig Fisher 15:17
Yeah, and I do the same thing I have to actually maneuver whoever I’m looking at directly behind my camera. But my camera I can it’s got its son a bendy clip so I can put it wherever I want.

Jason Roberts 15:30
But let’s get back

Craig Fisher 15:32
to something that you mentioned a minute ago, you said that you put sorcerer’s on finding furloughed workers, which I think is brilliant. How many sources did you use? And did you have to engage any outside people?

Jason Roberts 15:46
We didn’t essentially have the same challenge that many other companies have. Right? Well, we actually didn’t as much as I thought we would. I thought we would have a slow down, we would have to reduce our We ended up not doing that. But we did sort of put a hold on hiring while we waited and saw sort of what was happening and figured out, you know, how many how many people we needed and where they’re going to be and all that sort of thing. Right. And man, I, we came out of this thing

way better than I thought we would honestly.

But our recruiters weren’t very busy, and I had people that I could redeploy, so I honestly could have had as many as I wanted. I only did a handful on this on this project. It wasn’t a big group, but I didn’t hire anyone else from the outside. I did. I did however, engage some that that weren’t very busy internally, now, tangi pet as I was talking to tangi The other day you know she she was furloughed was brought back to her role. Talk about a player they got furloughed. Oh, yeah. she’s a she’s a beast, I really like her a bunch. And so she was for a load brought back into a role. And she and I had been working together. In as she was taking on more management responsibility. She had asked me to help her sort of, with some coaching on how to position things for executives, that sort of discussion. And so we stay in contact for a while doing that. She had to furlough her team along the way. Wow. And she was able to bring back a pretty good number of them. So she’s, I’m, I am starting to see recruiters return based on that. And, and that was a really happy story, right? So she called me She said, Okay, I’m making my business case. Here it is. And we worked through the numbers and made the business case then she called me later and said, they did it. They signed off. That’s great. That’s the thing. So that was that was pretty exciting.

Craig Fisher 17:54
Well, so you know, we’re recording this the day After global talent acquisition de Bresse which you have heard of, thank you, I was and I was a speaker, but I also produced the event. So I was there from 3am to 6pm. Because your grand all timezones for global talent acquisition day, and the numbers are fascinating we had, we had 41 people from South Africa on and like, it was just amazing, right. And I had to source a lot of the emails for the speakers. Because even though Batman put out this great invitation to speak, in the Google document, you know, he’s a Google Sheets guy. He doesn’t he doesn’t like Excel. So in the in the sheet that he created for us to contact the speakers who we actually put on the schedule. A lot of them were missing information because they probably, I don’t know, got bounced, and he was communicating with them through Facebook or whatever. Yeah. And so I had to go source a lot of stuff. And I use all the tools, right all my tricks. But the last time I had to do that, I was sourcing for talent net, and I was trying to source talent acquisition leaders to invite them to attend. And I actually used visage jobs for that. And so I outsourced my sourcing, which is great. I get it I put the type of role and the type of qualifications I want. And, you know, eight hours later, I had an inbox full of, you know, spreadsheets and in candidates for that, which is kind of a fun way to do it.

Jason Roberts 19:51
Yeah. I wouldn’t have thought to use them for that. We’re, we’re looking at using them. We had a couple of really interesting use cases. We were we’re attempting with zash. I really like what they do and the product there. I like Jocelyn, smart guy. He’s got he’s got an interesting vision. So we were looking at two different things. One, they haven’t they have a platform. And we have, of course, a big offshore recruiting team. So they have a platform that basically is a communications platform between recruiters and sourcers. Right. And so we were looking at using the platform so that our offshore sorcerers could just have a better mechanism to interact with. With recruiters, secondarily, we were looking at them for places where we don’t have a lot of volume of work, and that they can bring in people to do to work where there are different languages and things that it just doesn’t make sense. I mean, I think all of us that have been in RPO at some point get RFPs and you’ll have countries with like, two hires here and one hire there. And the question is always, can you, you fully cover all these geographies? The answer is always sure we can, right? Yeah, you’re one hire. I’m not going to drop a guy in that country. I’m going to do something else.

Craig Fisher 21:18
I was part of standing up a p o box office in Budapest at one point, so I get it.

Jason Roberts 21:25
Yeah, so luckily, we have an office there. But

Craig Fisher 21:28
it’s a we do too now. Or Yeah, they really just us.

Jason Roberts 21:32
So yeah, that’s the but that’s the trick, right? So you, you’ve got to come up with interesting solutions. And we were looking at how zash could do that because they’ve got this sort of network of sources to tap

Craig Fisher 21:44
into well, and they can write which is cool about it. I mean, they’ve they’ve got 4000 sources all over the world who kind of bid on chipping in to source for any requirements that come through from managers or recruiters. It is Kind of a fascinating deal.

Jason Roberts 22:01
Yeah. Smart. Yeah.

Craig Fisher 22:03
So let’s talk about global ta for a minute. What did you think about that? And, I mean, we ended up with 2400 people signing up, and I think up to 1100 at one time on the platform, which is Wow, that’s amazing.

Jason Roberts 22:23
Yeah. Yeah. So that’s a that’s a new record. I haven’t seen that many on there. I think before this, the most I’ve seen is the recruiting automation conference had they peaked at seven, maybe seven or eight. But yeah, that’s, that’s extraordinary. I think you may now have a record or for these virtual conferences. I loved it. I thought it was. It was excellent. You know, last year, we had the global ta thing and it was sort of like a past the hashtag game. Yeah, but there wasn’t a lot of Juice behind it. This felt very, very interesting like he was, you know, I jumped on early in the morning I spoke at nine. So I joined about an hour earlier. And I was listening in. The first person I listened to speed to speaking was from India. So good. Yeah, they’re great. Yeah, absolutely. So I was fascinated by very prepared. good points to make. It was excellent. I can’t I don’t know the full name, but people were calling Sue. So yeah,

Craig Fisher 23:37
she’s good. Yeah, she was great. I was talking about the other two guys. But yeah,

Jason Roberts 23:41
into those other two guys. Sue’s good. And then I didn’t, I didn’t, didn’t didn’t see Vanessa wrath who I really liked South Africa. She so I thought she would have been no, I just felt like an actual global TA and if it’s the because it’s a virtual conference, it’s a way of actually having a global conference this may be, it may have been the best global conference I’ve ever seen. Because it’s at least in our space, because you really could have people from all over the world come and present do their thing felt like we got to hear from lots of different places. What I really want to do is tap into some of the recordings from these things. Because I’d like to see some of the Asia Pacific guys that that are probably before me imagining Asia Pacific and Europe primarily when the thing first started, and I joined about six hours in Yeah, so there was a great deal of content before I ever

Craig Fisher 24:42
Yeah, and it was really good. So I was manning the main stage the whole time, but I dropped in on everyone sessions. Yeah, make sure it was just like a live event. Right? I go right into other people’s rooms and and check it out. And so because hoppin is such a really wildly flexible platform, you can be in three places at once. So I would just open up another window. And I can have all the sessions going on, on multiple screens, which is really cool. So I could kind of see everything. And I’ll tell you the content was fantastic. So for those who don’t know, global ta was presented by a tap association of talent acquisition professionals, and every a tap member will get access to all the recordings and all the decks. So if you haven’t joined a tap yet, it’s well worth your time a

Jason Roberts 25:35
little bit that’s, you know, I think that might be worth the the annual fee just to have access to the recordings. Yeah. So that now I’m considering joining ASAP and I wasn’t before. Yeah,

Craig Fisher 25:47
well, so Jim, and I will be presenting the data at some point on a session just like we’re doing here probably, that gathered the reporting that we gathered from it. It is really Really interesting stuff so I’m looking forward to that.

Jason Roberts 26:04
Yeah, I’m glad it was such such a success it felt each time I go to these these events. It feels like a like you’re actually at a conference. Yeah. The one thing I didn’t do and this one was the the networking button. Yeah. So I didn’t do that this time. I think it was so packed with content that there wasn’t like a set aside. Okay, now everybody go network now. Right so and I was I didn’t stop to go and do that. So that’s why we’re

Craig Fisher 26:35
Yeah, there were a couple built in but you just probably weren’t there at that time. I yeah, I think we should do a little more of that next time. But we were trying to pack so much stuff into the day.

Jason Roberts 26:46
If there’s there was huge. Well, you know, huge value for me good bang for the buck. It cost me zero. And, but it felt like it felt good. I got to see people and interact with with people in the chat. And it was a fun chat with during my session. So it was great, right?

Craig Fisher 27:05
Yeah. I was really lucky. I got to. Well, so my first presentation was at 7am. My time and I’d already been up and staring at bright lights and screens for four hours. Yeah, perfect. So I was all in, you know, and I’d gotten up at 2:30am. So I was already a little, a little fuzzy at that point, but I think it went well. And then later in the day, I got to moderate a panel with drum tunic from CEO of smart recruiters. And Glen Kathy, you know, on the same stage, and that’s a wild juxtaposition because Glenn comes with such a different approach and focus from anyone else. And of course, Jerome is very practical and very, you know, forward thinking and so it was really, really fun. And we had, you know, big numbers watching that, which of course you’d you’d expect.

Jason Roberts 27:56
Now, what’s what’s interesting, so I missed that one. My day job gotten away a little bit? That does happen. I missed that one. But I’m curious. I haven’t seen Glenn on a panel. And but I know Glen well, and he, most people don’t know this about him, but he’s an introvert. Oh, yeah. And he’s in a crowd. He’s relatively quiet. Even a crowd of people who he knows and who are his peers, it feel, you know, if we’re at a, if we’re at a big conference where he’s spoken, even seeing him out even with the other people that he works with all the time, or Yeah, yeah, he doesn’t. He doesn’t do that. He doesn’t interact as much on a panel, did you have to pull things out of them? Or was he as dynamic as he normally is when he speaks on his own?

Craig Fisher 28:45
So it’s interesting, so knowing him as well as I do, and having been at many conferences with him before. I always play the part of taking him and getting him involved in stuff and putting him in a position where he is comfortable and can kind of get on a soapbox if he wants to or just sit in a corner and drink a beer. So, you know, he’s great i years ago when we were speaking at a true London together, he and I and Marin Hogan and Bill Borman and several other folks got to go to a Portsmouth FC soccer match together. It sit in the CEOs box, go down on the field with the kids and the players at the beginning. Dying with the players wives, and like all kinds of work.

Jason Roberts 29:38
It was awesome. Oh my Yeah, that’s a better story than my stories. I don’t get to do those things.

Craig Fisher 29:45
Well, so in the panel, Glenn was Glenn was great, because I knew to direct things at him that he and I have talked about before, so and i also, you know, kind of went back and forth. Directed thanks to Jerome and I’d say drum, what do you think about that and give Glenn a chance to formulate his next thing. And you know what? I do a lot of that. And so it worked out just great. And he thanked me for it later. And he did a really good job. It was fun now, and he was also actually good at you know, chatting and responding to people in the chat while we were doing the presentation. So he was looking down a little bit, but he was very engaging. And you know, he’s he’s got a really interesting perspective all the time.

Jason Roberts 30:30
Always. Always I actually give him a call. I haven’t. We haven’t talked about six months. So

Craig Fisher 30:34
you should give him a call. tell myself Logan Paul. Yes. All right. So, Jason, any final thoughts on winners and losers from the COVID impact on talent acquisition?

Jason Roberts 30:50
So I, I mean, it’s, there’s a cup, the big the big shift that I saw, and that I’m living right now. is the big winners seem to be our lowest tier of worker actually in in, in the US where you have your grocery store workers, the guy, the people at Walmart, Target, those sorts of things. Those jobs have solidified at 15 bucks plus, right now, pre COVID and last year, we were still, you know, I guess minimum wage is nine something an hour here in Texas and some of those jobs are starting to creep into the 11 or $12 an hour range. Target here, where I am is at 15 bucks to start whether you’ve ever had a job or not, you’re 15 bucks. Walmart’s doing the same thing. So that tear the the sound the pay is gone up for people that are watching To do those jobs, the follow on impact has been that sort of the next level, you know, better jobs in quotes were have always been sort of those warehouse worker jobs, right. So they also require zero skill. And not a lot of prerequisites. But they always paid several dollars more per hour than your, your low tier retail stuff, right? So those jobs, they were at the 1314 $15 an hour range, much better than your nine something, but still not great. Well, now there’s a there’s a war for talent in that space. And it’s so significant that you’ve got, you’ve got Amazon putting up billboards with with digital hourly rates that are changing by the day. So if you drive into work and you see that they’re paying 17 bucks an hour, by the time you drive home, they may have upped that to 1850 an hour. And all of their competitors are scrambling and having to sort of keep up with that along the way. And I think it’s just a it’s it’s an interesting market position. You’re seeing people just really wrestling to figure this out. And I think it’s there’s a couple of reasons for that. One is the additional federal boost unemployment was was very helpful because at some point, these workers it made way more sense for them not to go back to work. That’s right, right. They were way better off. So we just had to increase to make it a better deal for them to go to work to to entice them to do that, which I think in the long run is probably is probably going to be healthy for that segment anyway. And then you’ve you’ve got some people who have legitimate limitations. They’ve been pulled out of the workforce because, yeah, their kids aren’t going to school in person. Or they they have true health concerns where they need to stay home. Because they’re they’re in high risk category with diabetes or something. So they there are there are these sorts of categories that are pulling people out. Bottom line is, it feels like recruiting software engineers in Silicon Valley in the early 90s. Like, or no late 90s, early 2000s. Right where Remember, you would fly you would see planes flying around somebody’s headquarters with banners, asking him to call the other guy to apply for jobs. You have food trucks parked in the parking lot. You know, give us your resume we’ll give you will give you lunch. It’s that level of, you know, shenanigans going on in order to entice workers right now. It’s

Craig Fisher 34:57
Yeah, it’s it’s so good man. Putting pamphlets on car windows.

Jason Roberts 35:03
It’s I’m telling you, man it is it is wild. And these are recruits that are not you’re not the normal recruits that a lot of the the sources and recruiters we work with, go for there. They’re not the, the your typical white collar folks, they’re not they don’t have a resume on LinkedIn, right? They don’t have a profile. You’ve got a you got to get creative with these things. So that’s the biggest that’s the biggest segment where I’m seeing a bunch of work is that lowest tier of our workforce. Right is where there There seems to be the most demand right now. So

Craig Fisher 35:38
recently, Alison Cruz went to work for Baxter, in an employer brand role. And prior to that, I had done a project for Baxter with alleges where they needed to hire a bunch of warehouse workers. You know, there clean rooms and things like that in rural rural North Carolina, and same type of thing. And we had to get real creative on how to actually make that happen. How do you contact these people? And we went to so text campaigns were great, right? Touch campaigns were really good for that. But we also went to gas pump ads. Well, that’s good idea. And advertising on Christian radio stations worked really good. And a series of billboards and bus stop ads worked really good. So nice. Yeah. It successful project. But, you know, for the you recruiters out there listening, if you’re, if you’re stuck trying to recruit these folks that don’t have a resume on LinkedIn, and they’re not white collar, there are ways to do it, but it might be a more traditional approach then the digital stuff you’re used to. But text campaigns clearly that’s that’s a good, good call.

Jason Roberts 36:54
Yeah, I think that’s but I think that segment of our population is the big winner in this whole thing. Like my daughter, she, she worked on. She worked at her campus start Barnes and Noble at Texas a&m, and she was furloughed. Right spring, right. Right after spring break, she’s furloughed. And she stayed on furlough through the summer. But she also qualified for that federal unemployment. Yeah, this was like this an on campus job and she was she was living the life over the summer. But I think that these, I think this that population really came out in a better position when it comes to the wages and rates that they’re able to command these days. And it was a push you know, there was a big push to to raise minimum wage. And what’s interesting to me is the market ended up doing it for us, right right. The market forced that In the end, and it was due to some some oddities in the way that we had that stimulus package built. But ultimately, you know, target said I, if I’m going to hire somebody, I can’t pay them 10 bucks an hour because no one will work for me. I have to pay them 13 1415 and 15 is their starting point now. Right. And by the time California has minimum wage has caught up to this market, it will be California has been marching towards, I believe $14 an hour and their $14 an hour number hits in 21. And the the market has already said that’s that’s too low. That’s and people should be paid more.

Craig Fisher 38:46
Well, and people are moving away. I mean, let’s, let’s be honest people moving to Idaho and to, you know, strange places. If you’re going to work remotely, you know, especially in white collar jobs. There’s A ton of people in you know, call center jobs, things like that. They’re moving away from those city centers because they’re hotspots for one. They’re on fire for two.

Jason Roberts 39:11
Right. That’s great. Now, everybody’s got their own disasters. I

Craig Fisher 39:16
mean, we live in Texas. We got tornadoes. That’s right. Yeah. So for, for anyone listening that doesn’t know it, Jason, I live about seven miles from each other, and we meet in the middle and smoke cigars on a regular basis. It does happen. We should do this. We should do that next time. We record one of these

Jason Roberts 39:31
in the cigar lounge, not a bad idea. Yeah, I am for it. I bet they’d let us do it. Sure they would.

Craig Fisher 39:38
Yeah, no, we could make that a regular thing.

Jason Roberts 39:41
We set it up with the mics. Yeah. With like a remark like okay, yeah, we could do that. Alright, let’s make that happen. Good

Craig Fisher 39:48
call. All right. So Jason Roberts, fascinating. As always, thank you for jumping on here with me and we’ll we’ll see you soon.

Jason Roberts 39:57
All right. Adios. Bye.

Craig Fisher 39:59
Okay. Don’t go anywhere I going. I’m going to end the broadcast

About Visage

Visage is a sourcing technology that combines the expertise of 4,000 sourcers and AI to deliver high-quality candidate profiles within hours. Founded in 2015 by Joss Leufrancois, Visage simplifies candidate sourcing and outreach so you can focus on what really matters – people. Providing flexible sourcing solutions that can quickly scale up or down according to your unique hiring needs. Joss has spent over 15 years in the recruiting industry – after 10 years heading a top global recruiting firm, Joss decided it was time to revolutionize the way recruitment was done. Traditionally recruiters spend up to 60% of their time on robotic sourcing tasks: boolean queries, reviewing resumes one by one, finding contact details, and reaching out manually. Joss created Visage, to efficiently locate qualified and interested candidates by building passive candidate pipelines and automating multi-channel engagement (email, LinkedIn, text, and ads).

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