LIVE Philly Q&A


They didn't hold back on the questions at Recruit Philly so we didn't hold back on the answers and/or opinion.

Check 'em out.

PODCAST TRANSCRIPTION sponsored by:

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

SHOW INTRO: After our live podcast on stage at Recruit Philly, we had a little Q and A, so we thought we'd share. Here it is, after a word from our sponsor.

Chad: Dude, we're always talking about cool new tech but it's hard for hiring companies to change. I mean, adoption's a bitch.

Joel: Yep.

Chad: New tech can get them to qualified candidates so much faster.

Joel: I know, man, but recruiters already have their routine in place and nobody wants to jump into another platform, especially when it's expensive and also requires hours, maybe days of training.

Chad: Exactly. But that's where Uncommon's new service comes into play. Uncommon pairs expert recruiters with in-house, kick-ass technology.

Joel: All right. Interesting. Interesting. It sounds like Uncommon understands the problem of change.

Chad: That's why they hand select veteran recruiters, train them on this kick-ass technology that has access to over 100 million active profiles.

Joel: Yeah, yeah. But I bet they're expensive and I bet it requires some kind of annual commitment or contract, right?

Chad: Nah, man. Uncommon is not an agency. They don't require a contract, any contingencies. All they do, they charge one flat fee per project, saving, I don't know, anywhere from 50 to 80 percent on each hire versus the average agency cut.

Joel: Oh, snap! Companies could save big stacks of paper, especially if they're rapidly scaling and need hires today.

Chad: Yep. And all you have to do is reach out to Teg and the Uncommon crew at Uncommon.co. That's Uncommon.co.

Joel: Change doesn't have to be a pain if you're using Uncommon.

Announcer: Hide your kids. Lock the doors. You're listening to HR's most dangerous podcast. Chad Sowash and Joel Cheesman.

Attendee: Why is there so much adversity to using search firms, do you think?

Joel: Money, cost.

Chad: Yeah, I mean, there's a cost. There's a cost.

Joel: You're expensive.

Chad: Yeah. There's a cost associated to that.

Attendee: So are the other things, expensive.

Chad: Yeah, well, they are. They are. And, here's the thing for any search firm...

Joel: Winning isn't free. Right?

Chad: Any search firm, I'm biased because I have an RPO background, or at least a little bit of an RPO background, is that RPO's and staffing really have to sell the efficiencies and not just what you have to bear but what you can perspectively bring to their databases. Like we're talking about you spent so much money on what you do. You're not using it now. Let's help you actually utilize and leverage that data that's in your system.

Joel: And interesting, in your space, you're starting to see hybrids. Where we'll have people source candidates and we'll deliver you, like, ten people that we think are qualified. But, they're not going to actually staff them for you. So, they'll sort of... They'll get you to the nine yard line but then you have to take it across the goal line.

Chad: So, yeah, so slate. So, Uncommon actually just added a service to what they're doing, They're a sponsor and what they do is they have an algorithm, that's a sourcing passive algorithm, but they also have an active algorithm. The thing is, most companies are like, "I don't want to go onto another platform." Right? So now they have-

Joel: "Could you do it for me?"

Chad: Yeah, so, "Can you do it for me?". So, yes, now they have recruiters on staff where you can actually dump into it and it's like $5 grand per project or something like that. But, I mean, it's easy to be able to say, "Yes" vs "Oh my god, how many integrations do I have to do? And it's not in my system and then I have to do training". And, when all that goes away, and it's like we deliver a slate of candidates, that slate is this big or this big, then it turned into a different conversation. Not to mention, again, the cost conversation happens.

Joel: Big problem with staffing is everyone is online now. So, the days of 'I have a hidden database of people', those days are gone, right? People feel like they can access the same people that you can so, that's tough.

Chad: Whether they can or not, it's still the perception and that's the reality, right?

Joel: People are still lazy so you got that going for you.

Attendee: Count on that.

Chad: Fucking humans, man. Fucking humans.

Joel: I'm getting a point. Oh, a question, yes.

Allie: Over here. Hi, thanks for coming to Philly.

Joel: What's your name and who do you work for?

Ally: I'm Ally. I'm with Recruit Philly, most importantly.

Joel: Nice. Wow, they liked that.

Ally: So, two questions.

Joel: Sucking up to the show.

Allie: Yeah, two questions, do you need another beer?

Chad: Yes.

Joel: Eventually, yes. We're almost done.

Allie: Okay. All right, one for Chad, cheese on hold. Okay, we'll take care of that.

Joel: Yeah, you guys know this beer, it's a local one, right? Victory?

Allie: Yeah, we know Victory.

Joel: Oh, damn.

Allie: Yeah.

Joel: This shit is jawn, boy, yeah.

Allie: Nice plug. Nice plug.

Joel: Yeah, get me one more of those.

Allie: So, second question, you talked about several different vendors but Indeed didn't come up. Any thoughts on the future of Indeed, their applicability, their-

Joel: So, yeah, can we add 30 minutes to the show?

Allie: ...what they're doing to be innovative? Sure, at happy hour, come to happy hour and we can talk about it then.

Joel: [crosstalk 00:05:07] Thoughts on indeed. Uh, yeah I mean two things on Indeed: one is that they're getting very cocky, they're getting very sort of, Monster, 2006. Like, "Our shit don't stink. You better bend over backwards. You're going to take our pricing and like it." And the history of this industry says that doesn't work out very well for the company that has that attitude. So, aside from the bigger boys getting into it, I think they just... they have a hubris about them that is very dangerous for them and their business.

Chad: Yeah.

Joel: The second thing is they have competitors, now, that they've never had before in the likes of Microsoft, LinkedIn and Google and to a lesser degree, Facebook which we haven't talked much about. But, let's just focus on Google and LinkedIn and Microsoft. There's potentially going to be a day where the whole, "What software do we use?" Is out of the hands of HR and it's in the hands of IT. And IT says, "We're a Microsoft shop, we're going to use LinkedIn" or "We're a Google shop, we're going to use this Google hire, whatever thing is." And, you as HR, is just going to take it because IT has the money and they make the decisions. So, in a world that looks like that, where is Indeed's place in that ecosystem? I think they're very challenged. We didn't mention, but probably some of you know, Indeed does not put their jobs into Google for jobs. So, if your job is on Indeed only, it's not on Google for jobs, at least not in the US. It's maybe on a porn site in Germany but it's not here in the US.

Chad: You'd get some good traffic.

Joel: So they're incredibly... They may not say it publicly but they're very concerned and worried about what Google is doing and going to do their business. And you're probably noticing a lot of calls about different products at Indeed that you can buy or our ATS or "Hey, we have a staffing firm now." I'm of the opinion that they'll become more of a staffing firm ten years from now, right? They're actually owned by a staffing firm out of Japan, one of the biggest in the world. So, to me, that's eventually where they're going to go. Thank you. So-

Chad: Thank you.

Joel: So that's just my two comments on Indeed. I think they're very, very cocky and that's going to come to bite them in the ass. And, number two, they have competitors that they've never seen before and they're not quite sure how to handle it and I'm not sure they will find out, or figure out how to handle it.

Chad: Yeah. I think I have the title for this show. It's going to be Recruit Philly going, "Fuck Indeed".

Joel: Jawn is the title of this show.

Chad: Fuck Indeed.

Joel: Two jawn motherfuckers is the title of the show.

Chad: Here's the problem with Indeed, is that they were built by job boards and they were built by staffing companies. And they fucked them both. So let's make this clear, corporate America, what do you think is going to happen next? If you're currently using Indeed, because I have to use Indeed, bullshit, You have to look for other alternatives because that behavior is not something we can stand for, period. It is total bullshit that anybody is putting up with that and it's not right, overall. Again, the company was built on being able to help job boards on the traffic side, being able to help staffing companies on the traffic side. And you're starting to see employers get leveraged into, "Wait a minute, you're free traffic is going to go away-

Joel: Indeed jail, baby.

Chad: -free traffic is going to go. Search quality" Which is all fucking bullshit.