Chad & Cheese Invade Hireology HQ

We stopped by Hireology HQ in Chicago and found ourselves as guests on The Best Team Wins podcast hosted by Hireology CEO, Adam Robinson. They had free beer , swag, and a bunch of smiling millennials. How the Hell could we say no?

Enjoy this special Chad & Cheese edition of The Best Team Wins podcast.


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Announcer: Welcome to The Best Team Wins Podcast with Adam Robinson. He's talking to today's industry leaders and entrepreneurs about the people side of their business.

Adam: Welcome to this weeks episode of The Best Team Wins Podcast where we feature entrepreneurs and business leaders who's exceptional approach to the people side of their businesses has led to incredible results. You're listening to a special live edition of The Best Team Wins Podcast.

Chad: Bring it.

Adam: I'm Adam Robinson Co-Founder and CEO of Hireology, and we are coming to you live from our Chicago office with two very distinguished guests, Chad Sowash and Joel Cheesman, the cohosts of the famous/infamous Chad and Cheese Podcast billed as the most dangerous-

Joel: HR's most dangerous ...

Adam: HR's most dangerous-

Joel: Which is not as dangerous as just being dangerous.

Adam: It is HR's-

Joel: HR's not very dangerous.

Adam: What is HR's second most dangerous podcast?

Chad: There isn't one.

Joel: Yeah, no.

Chad: They're all boring as shit.

Adam: There can only be one. Highlander style.

Joel: Chomps.

Adam: Yeah.

Adam: Well, I'm excited to talk to you guys today. Today we're going to demystify the recruitment technology space for our listeners, which, as we discussed before the show-

Joel: And this is a 30 minute show? And we're going to demystify it ... Okay.

Adam: We're going to demystify it-

Chad: All right.

Adam: In 20 minutes or so. We're going to cover a couple of big topics. I mean, most of our listeners are running a business or location, and it's all on them, and they don't have local HR, and they're trying to navigate this mess of vendors, and sourcing, and technology around hiring, and they get lots of messages, and it's all expensive and very confusing, and the world is not built for them. It's all built for the big guys. So with your help, maybe we'll send them on their way with a couple of ideas they can put into place to be better [crosstalk 00:01:59].

Joel: I feel confident that we can do that. Couple ideas for the small guy, the little guy.

Chad: It's possible.

Adam: Yeah, this one's for the-

Chad: For the little guy.

Adam: For the little guy, yeah.

Chad: We're for the little guy.

Joel: We're out of the ivory tower today and we'll help the little guy out.

Adam: Great.

Joel: I think we can do that.

Adam: Welcome, and let's get started.

Joel: Thank you.

Adam: Okay.

Joel: Proud to be here. Chicago. Let's do this.

Chad: We're here, Chicago.

Adam: So let's keeping going with that. I'm an operator of a mainstream business. I have somewhere in 20, 30, 40 employees. Talent acquisition is hard. I just know I can't find enough people. I don't know where to go. What is it out there to help me? I hear ads from companies telling me to post my jobs for free. What do I do?

Chad: So, after you've completed crying in your pillow for a week or so, I mean, there're a ton of job sites that are out there, and that's generally the thing that companies do, is they like ... they're going from job site to job site, and that's the first, the easiest thing, because it's generally the least expensive. So, the ZipRecruiters, the Indeeds, the so on and so forth. But they don't generally offer you that many tools to be able to provide you kind of like some kind of infrastructure, to make it easier, not just to get candidates or people who believe they're candidates, but to be able to sort through them.

Chad: So I mean, the first thing is you have to understand your process. Understand what that process looks like from A to Z, so that when you start to look for technologies, you have an idea, at least mapped out in your head, on how to become more efficient there. Because you don't have time to do that. You have other shit to do, right? So, the first thing is, and this is, even on the enterprise side, if you don't understand your process, how can you go and buy tech? You can't. You shouldn't. But they do. So, for the little guy, it's the same way. You have to understand your process, map it out, and then start going to ... pretty much, go to the market and start looking for those different types of technologies that will help you through that process to be more efficient so that you don't have to waste your time doing it.

Joel: So what came to my mind when you said that everyone's focused on the big guys, there are actually big guys that are hoping to help the little guys, and there are three that come to my mind is LinkedIn, number one, which has historically been known as a buttoned up, white collar, professional network job search site. They're going hard after the SMB market, and so they released a new feature last year where, when you post a job, they will show you candidates that they believe are relevant to your job posting. And they think, pretty strongly, that they feel that they have every kind of level of professional that you could need. Here in Chicago, you see a lot of LinkedIn ads at bus stops and whatnot. So they're hitting bigger markets to try to do that.

Joel: Number two, I would say Facebook got into this market about two years ago. Now they have certain problems with privacy and maybe public opinion about them-

Chad: I've heard of them.

Joel: You've heard of them. Yeah. Three billion people strong. And though, they are losing a bit of the younger demographic, they do Instagram, so you can still reach those people. So you can post jobs on Facebook. You can also source people on Facebook, and they're getting into the game more to cover really all kinds of professionals.

Joel: I think the third element of that is when you look at Google getting into the game and launching Google for Jobs, which is essentially, if you're familiar with Indeed, and I think some of your clients probably are, it's sort of basically putting Indeed on Google. So you have actual job listings that you can see, and no matter how big or small your company is, you can put your jobs on Google for Jobs, which gives you a fighting chance to compete with any big brand in the market place, and we know that around 78% of all job searches start at Google, so if you can just leverage that tool, which is also free, by the way, you're giving yourself a leg up in recruiting, no matter what kind of skills you're looking for.

Adam: So you just referenced something we talk about often which is most

job search starts in the browser bar.

Chad: Yeah.

Adam: So, whereas 20, 25 years ago, you'd go to a Monster or a CareerBuilder, because that's where the inventory was. Now it's all indexed and it's available through your favorite search engine, right? And 78% of the time, that's Google.

Joel: Yeah.

Adam: So what that tells us is, all of the tactics and techniques these operators have had to master to be found by consumers, all should, theoretically, work to be found by job seekers, and one of the things we like to say is, jobs are products, they should be retailed like products online. Right? Job seekers are consumers. These things-

Chad: Yeah, but job descriptions aren't even close to sales. I mean, they're horrible-

Adam: So let's talk about that for a second.

Chad: And that's the hard part.

Adam: How can business owners make the transition from thinking about B to C marketing of products and services-

Chad: Right.

Adam: To the B to C marketing of job opportunities and control their own destiny here.