3 episodes

S.J.Hemley Marketing's podcast, StaffingREEL, offers staffing industry insights and marketing information from staffing leaders and supporting industries. Join us for what's hot and what's happening in the staffing industry.



larry@sjhemley.com

StaffingREEL Larry Hemley

    • Marketing

S.J.Hemley Marketing's podcast, StaffingREEL, offers staffing industry insights and marketing information from staffing leaders and supporting industries. Join us for what's hot and what's happening in the staffing industry.



larry@sjhemley.com

    StaffingREEL PODCAST: Are Your Recruiters TRULY Great Recruiters?

    StaffingREEL PODCAST: Are Your Recruiters TRULY Great Recruiters?

    Join us on the StaffingREEL Podcast to hear Adam Conrad sharing insights on recruiting, how to get the best from each recruiter, and defining the difference between your great recruiters and others.



     



    Transcript:



    00:00:00 - 00:05:00



    Hey everybody in staffing world! Listen, it is two weeks till staffing world and we have a couple of weeks further until TechServe Alliance but I did want to take a moment to sit down with everyone and go through some things that have been really the key of conversation in talking with staffing firms about their recruiting endeavors, about their overall perception in the industry, and really trying to find that differentiation. So today we are joined by just a great guy, Adam Conrad. I hope all of you have met Adam but Great Recruiters, and if you haven't had a chance to check out Great Recruiters, please do because I will tell you that when you're trying to find that key messaging in differentiation nothing better than hearing it from your actual consultants, hearing it from your actual candidates. And hearing how great your team is doing. So the fact is, how do you use that to actually create more opportunities and create a better environment for all of your team as well as to create a truly great staffing firm. So with that Adam hey, how you doing bud. I'm doing well, thanks Larry appreciate you take some time to talk to me here. No Worries man, Listen I'm glad we could do this. You know everything going on in the world right now, all these different staffing firms with being virtual they don't get to make a lot of the relationships that they're used to doing and right now it's a lot over email and phone and text, and it really is proving to be a little less personal. I'm just Kinda curious what caused you to start Great Recruiters? I've been in the industry for twenty years. You know I cut my teeth as a recruiter, had managed recruitment teams, was running operations for a mid size staffing firm, and you know I always thought we were ahead we're innovative. We're one of the first use engagement platforms, one of the first to really incorporate video into our onboarding acclimation process, and so I've always been focused on the experience that we can create as an organization and as recruiters and as sales people, and you know what bothered me the most and what drove me to do this is our industry has a horrible reputation and I always go back there. Right? Google recruiters are and it doesn't say very nice things. My wife is a nurse. You Google nurses and in it says a lot of wonderful things. So you know for me part of the problem and I think it's the elephant room that many staffing firms don't wanna acknowledge is the reputation of our industry of not having very much transparency and what drove me to doing this is I knew there's great recruiters out there, there's great staffing firms, and I know there's a whole bunch that unfortunately create a lot of negativity in our industry. I wanted a way for staffing firms to see if they're part of the problem and to help get that feedback to help drive their brand in the marketplace. Well, it sounds like we can make this really easy podcast. I think what you just said was is they'd all recruiters should become nurses. No. I'm not necessarily. I think nurses need to have a little empathy and sometimes they see that lacking a little bit on the recruiting side. So just a little. I mean, it is funny when you think about this most people kind of think about it from their own recruiting perspective, which is that they are calling on a candidate two, three or four times a day they're trying to get that person nailed down. But the reality is is there's about fifty thousand to five hundred thousand other recruiters calling the same people so they forget that burn out factor that these candidates get. How you stand out really is important for eve

    • 26 min
    Virtual Hiring and Onboarding with John Bemis – StaffingREEL Podcast Ep. 2

    Virtual Hiring and Onboarding with John Bemis – StaffingREEL Podcast Ep. 2

    Welcome to StaffingREEL, the podcast for everything staffing. We look forward to sharing highly relevant content from across the staffing ecosystem. Let's welcome our guest, John Bemis, President of Benchmark IT. John speaks to us about virtual hiring and onboarding, a topic that the entire staffing industry has had to take into consideration in these unusual times.



     



    Transcript:



    00:00:00 - 00:05:03



    Welcome to StaffingREEL, the podcast for everything staffing. I'm your host Larry Hemley from S.J.Hemley Marketing. We have all been going through one of the most bizarre times in history. But there's a lot that we can be thankful for. We are all hopefully surrounded by our families and while we're separated from each other, we're all still working together. Today we're going to talk about how to hire and onboard virtually. Many of our staffing clients have been addressing a variety of issues to truly be a partner to their clients. With everything that we're all experiencing, this is an area that the entire staffing industry has had to take a long look at in order to keep our businesses moving forward. I'm joined today by John Bemis, President of Benchmark IT and a veteran of the staffing industry. John How are you doing today? Doing Great Larry, TGIF. Right back at ya. Well listen before we get into the topic and all that I really wanted to just give you a chance to share a little bit with our listeners your background. Thanks really appreciate the opportunity to be with you today. A little bit myself and my company. I've been recruiting technical recruiting for about twenty five years. All here in northern New York suburbs we're based in Stamford Connecticut. And I started out my career with Robert Half worked there for five years. Worked for another company called the computer merchant out of Boston for five years here in my area and then Together with some former Robert Half people we started benchmark searching Benchmark IT back in 2007. And I've always been very focused on IT recruiting benchmark is high touch company. We pride ourselves in always meeting our candidates before we ever send them to a client. We've historically because we're local met everybody in person and augmented with video conferencing video skype when we needed to when we couldn't meet someone in person but of course all in person things changing which is why we're we're talking today so. absolutely. yeah. So you've gotten a little bit more exposure to the the video world over your time but when we talk about clients you know I think most of the staffing industry has been trying to eliminate phone screens from the entire interview process. And what's funny is that as we talk about that, now we're dealing with video interviews. How many of your clients are used to doing video interviews? I would say it's still novel for most of them. The normal mode is to do a phone interview and then later on in person or a series of in persons so A few clients that hire especially contractors who might need to who can't come in in person, Maybe because they were gonna, They're located remotely better going to move to the client site for the job. They'll interview via skype. But that's about the only time clients have been willing to do a video interview in place of an in person Up until now when the in persons are virtually impossible. well and I think that you know you said well virtually impossible. I think that some people are figuring out some novel ways to do things but as a whole I mean we're definitely moving towards having to hire someone through a video interview and a lot of the clients haven't ever done this before. They were so set in the way they were doing things. Have you been hearing any challenges that they're having with doing the video interviews and how are they resolving some of those challenges? Well I think there's one challenge in

    • 19 min
    The Talent Shortage with Kip Wright – StaffingREEL Podcast Ep. 1

    The Talent Shortage with Kip Wright – StaffingREEL Podcast Ep. 1

    Welcome to StaffingREEL, the podcast for everything staffing. We look forward to sharing highly relevant content from across the staffing ecosystem. Let's welcome our first guest, Kip Wright, CEO of Genuent and Talent Path, a division of Genuent. Kip speaks to us about the talent shortage, recognizing that our current situation will evolve and we will all be back searching for hard-to-find candidates.



     



    Transcript:



    00:00:00 - 00:05:05



    Welcome to StaffingREEL. S.J.Hemley Marketing's podcast for everything staffing. This Podcast is a labor of love as we've been wanting to roll out a source that brings a wide array of knowledge from experts in the staffing industry sharing their thoughts on where the industry is going, specific areas of staffing, talent marketing, recruitment, sales and more. I'm Larry Henley, President of S.J. Hemley Marketing, and I'm excited to launch our podcast with our special guest Kip Wright, CEO of Genuent and Talent Path, a division of Genuent. Kip with everything going on in the world right now, I really appreciate you taking the time today. Thanks glad to be here. So let's jump right into it today. We are discussing the ever-growing talent shortage and how it can and is being addressed. Kip, let's kick off with telling everybody a little bit about your background. Can you share with us? Yes Larry thanks again for the opportunity to share some of my thoughts and insights on this topic and as far as my background I have been in the staffing industry now for well over twenty five twenty eight years if do my math correctly. It's somewhere in that neighborhood actually came out of college. I'm LSU Tigers so still celebrating our national championship but came out of LSU and went to work for Ernst and Young in the accounting finance field which gave me the entree to begin to see some of the inner workings of how a company manages US operations. That was Kinda my initial exposure into the business world. I was very fortunate enough to find an IT staffing and IT Solutions Company in Houston Texas a company called BSG which gave me the opportunity to move directly into the industry side and to see how services company support their clients and in particular at BSG, support their clients technology related solutions. Along the path of my career I've had the opportunity to do everything from running finance organizations to running acquisitions of various staffing companies and working for clients companies like Core Staff. Meta more worldwide, Comsys, Manpower Group and now recently running my own company at Genuent so I've had a really storied career. And that's been in virtually all sectors of the space light-industrial clerical staffing, admin finance staffing, technology staffing, solutions business, workforce management as I was fortunate enough to build a contingent workforce management company called tap-in along the way. Excellent so got a tremendous background in staffing. So I mean what made you stay in the industry? Yeah Larry it's interesting because you never grow up saying you want to be a staffing executive. You grow up saying you like to be a doctor or lawyer or firefighter, staffing is never used in that equation. For me, what was most intriguing about the staffing industry is the value that we give back and the benefit we give to those that we support. Our clients obviously helping them to fulfill their business objectives, whether that's on the temporary basis or helping them to evaluate talent that they might long-term hire into the organization and for the individual consultant or associate the opportunity to help them find their next job whether that job leads to full time whether that job helps them along their path of gaining the experience that they want for their long term career goals. Either way, you're doing something very beneficial and you're putting two parties toge

    • 28 min

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