Amazon Tweeting Zombies & Google Veteran Search


The weeks leading up to the HR Tech Conference are akin to a bucket o' crickets. But Chad & Cheese aren't slowing down.

This week:

- Google launches military veterans job search (not a big story)

- Google shows their strategic hand

- Nurses respond to text recruiting -- DUH

- Is Careerbuilder prepping the Google logo on their site?

- Snag shuffles the deck with a new COO and CXO

- Japan's Exit quits jobs for you - at a price

- Recruitology loves local newspaper

- Amazon unleashes an army of tweeting zombies declaring love for warehouse jobs

Get ya' popcorn and visit our sponsors: Sovren, JobAdX and America's Job Exchange.

PODCAST TRANSCRIPTION sponsored by:

Disability Solutions helps support and educate your workforce through disability awareness and inclusion training.

Announcer: Hide your kids. Lock the doors. You're listening to HR's most dangerous podcast. Chad Sowash, and Joel Cheesman, are here to punch the recruiting industry right where it hurts. Complete with breaking news, brash opinion, and loads of snark. Buckle up boys and girls. It's time for the Chad and Cheese podcast.

Joel: Are you ready for some football. Welcome to the Chad and Cheese podcast. Always a safe bet for your fantasy team. I'm Joel Cheesman.

Chad: O-H.

Joel: I-O. On this weeks show, Google shows the military some love, Chad, you'll like that. You can now pay to have someone quit your job for you-

Chad: What?

Joel: -thanks a lot millennials. And Amazon releases and army of tweeting worker zombies. Yeah. It's about to get a little uncomfortable up in here. Stay tuned.

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Joel: I'd the engine thinks like us, it needs some re-engineering.

Chad: Yeah. Whenever I hear this ad I think of Westworld, have you watched Westworld on HBO?

Joel: I have not.

Chad: I always wonder if the androids on Westworld have Sovren logos on them somewhere.

Joel: Let's move to shout-outs, shall we?

Chad: Please.

Joel: Let's preface this podcast by saying, it's a fairly slow week. HR tech is coming up. All the companies like Lock & Load, their PR HR tech.

Chad: Yeah.

Joel: And by the way, if you're a smaller company, that's probably not the greatest strategy because all the bloggers and podcasters are going to be talking to the big companies, making big announcements. So, if you're a smaller company it's actually a good time, right now, to release some stuff because people like us need stuff to talk about, and that could help us out.

Joel: And also, don't want until the week after, because we're all hungover and don't want to talk about anything. So now's a good time, small startup, to drop your news on everybody.

Joel: In fact, I think this week we may have more shout-outs than actually news, so let's get to those real quick.

Chad: Okay. So Kelly Robinson's son's name, which you asked me on the last pod-

Joel: Big fan.

Chad: -is actually Maverick. I can't believe that shit. That's a pretty fricking cool name. Maverick Robinson. Anyway, he tweeted us.

Joel: Dude, Kelly's the coolest dad ever.

Chad: He's got to be.

Joel: Name your kid Maverick.

Chad: Yeah. Yeah. Yeah.

Joel: Does he have like, another kid names Goose, and another kid named ... What were all the Top Gun names? Maverick, Goose ...

Chad: Goose died. Maybe, Iceman. But I wouldn't name my kid Goose.

Joel: Iceman, there you go.

Chad: I mean, Goose ... He died. Dumbass. But yeah ...

Joel: Give me a break. That's the only I could think of.

Chad: So he reached out to us on Twitter, #ChadCheese. You should reach out too, say hi. Say we're awesome, say we suck. Whatever you want. Darren Revell, from RecruiterWEB, giving us some love on LinkedIn.

Joel: Never heard of RecruiterWEB, it sounds awful. But yeah. Thanks for listening. That's great. I'm going to give a shout-out quick to Brian Wilson, at JobAdder, he's a big fan of the show. As well as Beth Herman, a big exect over at Monster, who's a regular listener. Beth, and Brian, thanks for listening.

Chad: Brian Wilson, he was a Beach Boy, is that the same ... Not the same guy?

Joel: Yeah. I don't think it's the same one.

Chad: Okay.

Joel: Yeah. I don't think the Brian Wilson is listening to recruitment podcasts.

Chad: Could be. Could be.

Joel: But that'd be cool.

Chad: Yeah. Richard Collins, co-founder of ClickIQ, commented about the pod on LinkedIn, this is what he said, "From this side of the pond it's like looking through a small, angry window at the future. Love it. Keep up the great work." Well, Richard, we sc need to make that window bigger, so let's see what we can do about getting some Chad and Cheese live, over across the pond. I think that'd be a good time.

Joel: They don't want none of this.

Chad: Oh, they want it.

Joel: Hung Lee.

Chad: Hung Lee.

Joel: We're still not sure if that's his porn name or his real name. But Hung Lee talked about us in his weekly newsletter-

Chad: Really?

Joel: -which I encourage you to get. It's sort of a synopsis of what's going on. But Hung Lee said we were, "The best podcast for breaking news." So Hung Lee, we really appreciate that.

Chad: Love it.

Joel: Got to get that cut on the show. Figure out the name thing, as well as tap into his brain. Because the dude knows a few things, apparently.

Chad: Yeah. So Jen Henley, who was actually on a webinar with us, sent us, or at least she sent me, a handwritten Thank You card. And you don't get these very often, right? The handwritten card, comes to you in the mail, that is class. So good job NAS, love it, Jen. Thanks for being with us on the webinar.

Joel: How awkward would it have been if I didn't get a card too? You might be having some 'splaning to do to Julie.

Chad: Right. Yeah.

Joel: I did get a card, so we're in the clear there.

Chad: Good.

Joel: Jen, yes, thanks for doing that. I found in my time in the business world, that the best sales people, the best partnership folks, are the ones that are doing the handwritten letters, doing the extra mile stuff. So, cheers to you, Jen. Not if Matt Adam is NAS would ever write me handwritten card, I'd probably pass out because that dude is lazy.

Chad: Not to mention, he won't return your calls. Brendan Cruickshank, from Emissary.ai, hey, dude, thanks for sending me some-

Joel: Sugar daddy.

Chad: -New England craft beer. I had my first Super Mantis double IPA over the weekend, and it was delicious. He sent me like 12 beers, and there was probably like 6 different beers in it, so awesome, man. Love it.

Joel: Yeah. That's great, Brendan. Yeah. I'm waiting on mine, by the way. That'd be nice. Yeah. Kyle Hager, our resident millennial. Yeah. He's really mad about the baby crying, and Kyle, you know what I have to say to you for that? ...

Chad: Kyle? Yeah, Kyle. We're doing everything we can to get rid of that stupid-ass baby. HR tech, in a few weeks, what we talked about, reach out to us, Joel and I, we'll be there. Joel is going to be sponsored by Emissary.ai. I am going there with the Uncommon.co crew. If you'd like to talk, that's cool. Or maybe, you just want to buy us a beer. We're open to either one. So get ahold of us.

Joel: I just want to know why Emissary is sponsoring my trip but you're getting beer. Like, help my understand that. That's really quite a quandary. Barb [Francillo 00:07:33], I think, maybe I said that correctly. She was in a conversation on social media, wants to know about other video solutions out there. Talked about be discussed Monster Studios, and wanted to know about that. One, Barb, thanks for listening to the show. Number two is, Monster Studios will apparently not be released until HR Tech, which is in a couple weeks, so you have to wait on that.

Joel: However, I will add that your initial question was, "Is there someone out there, other than VideoMyJob?" And Monster Studios is going to be powered by VideoMyJob, so if you don't like VideoMyJob, you're probably not going to like Monster Studios.

Chad: Or you might. It might all be about the brand. Who the hell knows?

Joel: Who in the hell knows?

Chad: Also, get your ass to TAtech in New Orleans, because Joel and I are going to be there for Death Match. We have four contestants, four startups that who are going to-

Joel: Suckers.

Chad: -be fighting to be the Death Match champion. It's all between Talkpush, which is Talkpush it.

Joel: Push it real good ...

Chad: Uncommon.

Joel: Uncommon.

Chad: Yeah. That's right, Uncommon. Canvas.

Joel: AllyO.

Chad: And AllyO. That's right. Those are the four. Make sure that you can get there.

Joel: I want to see Aman and TEG go at it. I think that would be a fun fight, a fun match, to the death.

Chad: Fun match to the death. TEG, Aman, yeah, no. I think they would just kind of sit down, have a beer, and chat it out.

Joel: Yeah. And I think we could join that. I think we should join all the Death Match participants for mass quantities of alcohol for after the matches.

Chad: I think that's something we need to do. And that being said, earlier this week, we dropped the Uncommon exclusive interview with Josh Zywien-

Joel: Zywien.

Chad: -from SmashFly. So if you want to talk a little Chatbot action, take a listen.

Joel: He tells us what he thinks the next big thing is, so there you go.

Chad: He does. He does.

Joel: Are we ready to get to the news?

Chad: Yeah. You already hit the damn bell

Joel: I know. I thought you were going to the news, and you zigs when I was zagging. It's all good.

Chad: Yeah. Just like Emerson.

Joel: So Google vets, man, this is your lane. Go.

Chad: Yeah. So I see this is really just a search upgrade for Google. You know? Yeah. It's all kind of wrapped in this veteran bow, and so on, so forth. It focuses on translating backgrounds, so if you're not well educated on military jobs ... They have stupid-ass identifiers that they use. You're not a "diesel mechanic" you're a '63 Juliette, to '93 Juliette, or something like that. So being able to take those codes and really translate them into real-world jobs, this is something that we in our industry have been trying to do for many different years. And to be quite frank, it just has sucked. I mean, it's either a separate search, or it's not integrated.

Chad: But what Google's doing here, is they're integrating this new capability into their search. Their real Google search. And it works on the API, the Talent Solution Job search API, and also in Google For Jobs. So you can go to Google now, and just type in, let's say, for instance, 42A -- which is alpha -- and jobs. So 42A jobs, and it will automatically start the translation process and push you into those jobs.

Joel: Have you tested this yet?

Chad: Yes. And like most military job translators, it's not great. But I don't think that's the real story here.

Joel: Oh, okay. Okay. How many vets do you think actually put in h2o, or whatever it is, and then jobs? Don't you think most would put in "veteran jobs" and go, "Oh, crap. Google lets me funnel that even more."

Chad: If they know that it is available, the capability's available, they'll probably try it. But do they need to? They probably, really don't need to. They're being taught as they transition to be able to translate their own skill, so. I mean, again, I really don't think that the news, here, is being able to do this translation piece, okay?

Joel: Okay.

Chad: You know? I really that it's different on the capability side of the house. And number one, so all enterprise companies, job boards, and staffing agencies who already are using Google's Cloud Talent Solution, didn't have to life a finger to get this feature to go live on their sites. It was provided directly through the API. And it's kind like when Neo, in the Matrix, wanted to learn Kung-Fu. They just plugged it in, and that shit, he was ready. Right? It's the same kind of thing, dude. I think that's the story, personally. Yes. Getting it's all nice and fluffy. Hey, veterans, you can go put in your thing.

Joel: Did you just make our first Matrix reference for the podcast?

Chad: I think I might have.

Joel: Yeah. I like that. I do like that. So I do like the fact that if veterans go to CareerBuilder, and Dice, and wherever -- like all the places that have this functionality -- and put in the codes, and get the jobs. You know? If they go to a site that doesn't have that functionality, they're going to go, "Well, this blows. And I'm going to go to this other site because they actually care about veterans." Yes?

Chad: Yeah. I'd say to an extent. I mean, I would. Yeah. Indeed doesn't have this. Monster doesn't have it on their homepage search. You have to go to another search mechanism, which is all clunky, and it's shitty, and all that other fun stuff. But again, kind of going back to the real story. What happens when Google turns the veteran information loose on the candidate API, right? The candidate search API.

Chad: So I mean, there are bigger, more strategic conversations to be having at this point. This is the very first step in the opportunity to start to match candidates for their veteran background to our current requisitions. So yes. This first step is really kind of like a shitty crosswalk step. Big deal, right?

Chad: But at the end of this thing, this goes even further. So you have that candidate search APR start to kind of ingest some of those veteran military occupations. And then, I'm going to predict that we're to see Hire by Google surfacing, and matching transitioning military for these types of skills, using this data. Because we're already seeing it with regular recs, now, they've got this new data.

Joel: So how is that going to work? Will companies flip a switch to say I'm amenable to veterans?

Chad: No, won't have to.

Joel: Or will it just say, here's a little flag next to the resume, or the candidate as you're searching so you know it's a veteran? Like, how do you think that's going to look?

Chad: Yeah. I don't know that they'll have to do that. I mean, yeah. There could be like a little flag, or something. Who the hell knows? I just think, much like this API went on board and nobody had to lift a finger. People are looking for better ways to surface veteran talent, right? If Google can do that ... And the first step is, obviously, getting it in to search. Then starting to pull the candidates through to understand the candidate background. Then, you can start the matching process.

Chad: We've already seen this happen in Hire by Google. Hire by Google, they have the matching piece, where it's actually surfacing candidates out of the applicant tracking system. These are the next steps in to making this happen much better. It's not only about search. It's about this AI matching piece, which I think Google is doing better at this point than most companies are.

Joel: So you want to know what I think the story is?

Chad: What?

Joel: I think this a big handjob to Donald Trump. Now, I don't ... Look, I'm not against helping vets, vets are the best, you're a vet, like, that's all good. But if you think a bunch of geeks in Google's engineering room said, "Let's create a feature to help vets find jobs." Like, I think that's a little bit of a reach. Now do I think the executives at Google said, okay, Trump's on our ass. We came out against the immigrant stuff. Early on, a year ago, Google, Apple, Facebook, all said, immigrants need to come in, what you're doing, making illegal is bad, it just came out that, obviously you've seen Trump is, Google's out to get me. If I search Trump news, it's all bad news outlets and people. So to me, part of this is like, okay, executives in Google, what can we do to make Trump happy or what can we at least do to make it look like we're doing things for the home team? Veterans was probably on the short list, and they figured out, okay, let's help them get jobs. Let's create searches that help them get those jobs. So we'll make Boeing happy. We'll make Northrop Grumman happy, we'll make D.C. employers happy who are looking for clearance people and people in the military. And this'll look good for the home team. I don't doubt that this is a good thing. I just think that it was partly politically motivated and to me that's the story of this whole new veteran search thing on Google, Google for jobs.

Chad: Yeah. I would think that there's always political motivation when you're a company as big as Google, but I don't believe that's the biggest reason why they did it. I mean they have veterans on their actual search team who were involved in this project at Google, so not to mention-