Welcome to the CXR channel, our premier podcast for talent acquisition and talent management listen in as the CXR community discusses a wide range of topics focused on attracting, engaging and retaining the best talent. We're glad you're here.
Chris Hoyt, CXR 0:21
Alright, so we got Adam Gordon with Candidate.ID on we don't we don't really have an agenda for what to talk about, we're just going to catch up. But Adam, we're sort of in the green room. And you bring up something really interesting. And now now My head is spinning, because I want to talk to Adam Gordon the employer. So and and how Adam does some hiring. So we, you know, we were having kind of an interesting chat around what you know, should CVs be required? Should interviews be a little longer? Or should they be shorter? College degrees, do they matter? Are we hiring from background? Are we hiring for potential? And you said something kind of interesting. You've got kind of an eclectic, inbound staff coming in? Can you talk a little bit about that? And then let's, let's get back in it.
Adam Gordon, CandidateID 1:04
Yeah, absolutely. So up until the beginning of this year, we were looking at what's the person going to be doing. And we were writing job descriptions and job adverts which say, this is what you'll have experienced doing. And then what I really, really exciting thing happened in February this year, I posted an advert on LinkedIn. And the first applicant came through within 10 minutes, 15 minutes. And I looked at her background and went, Oh, good, good CV, but not relevant for us because she's worked to enterprise rent a car. And so I thought, there's not really she started as a graduate, you know, management training program or something like that. So she's probably really great. But she's got no experience in SAS technologies. And she's got no experience in talent acquisition or recruitment marketing. So I just sent her a message and said, Look, you've got great, great CV, but you're not going to be for this job, I'm afraid. And before I press send on the message, I got a message from her, telling me why she knew she was a wild card. But why we should see her. I sent the message, I sent that message, forwarded it to the hiring manager Shona in our team and said, Look, she might be quite interesting, Shona me a message straight back. This is one evening, by the way, and said that she sent me a message as well. So she'd actually gone and find out who was the hiring manager, even though it was me who placed the advert. And she said, you know, I'd really like love to talk to you about this job as well. And because of the way that she pitched herself, we both said, Look, we need to give her a chance, because she could be really quite interesting. And we did, she was one of about 40 people who applied probably one of six or eight that we saw. And she got the job, and she is superb. And she's superb, because she worked to enterprise rent a car, where you've got to determine how are we going to get that car from that place to this place? Are we going to have enough things here to satisfy those customers? We don't quite like to me quite like, how am I going to have enough candidates coming in here for this hiring manager, and over there for that hiring manager. And it was like, honestly, the experience is so similar. And so she was able to convince us that she was able to jump over walls, you know, climb under walls, go round them, you know, and what we realized from that hire is what we need for that job is yes, people with professional experience. But if they can convince us that they can work out problems to solutions, and then that's what we need not experience in recruitment, or employer branding, or recruitment technology that actually doesn't matter for customer success is the ability to solve problems quickly and multiple problems at the same time. And so, you know, that's what just what we realized that it was a...