Jeremy Jenson, President and CEO of Encore Search Partners, talks about corporate recruiting in the internet age.
Please excuse any typos in this hasty transcript.
Jay Curry: And we’re back. Hello Texas. Welcome back to Texas Business Radio. Got a great program going this morning and we’re going to have a special guest for this segment. We’re going to be talking about the paradigm shift in the hiring process. And believe me, it has changed. And this is going to be very interesting. Before we get started, let me remind you that we have a 24 hour call in line at 844-814-8144. You can call in any time, give us a question, we’ll go find the experts, will get it on for you and we’ll get you that answer. We also monitor #TBR on Twitter, TBR as in Texas Business Radio. And as always, you can always go to Texasbusinessradio.com and everything we have is there, high definition color. It’s wonderful, it’s got all of our sponsors, it’s got all of our guest. It has everything about Texas Business Radio. So sit back, relax. If you’re in the car, just keep your eyes on the road and let’s learn some interesting business best practices. I have in the studio with me right now Mr.Jeremy Jenson, who’s the President and Founder of Encore Search. Jeremy thank you for joining us.
Jeremy Jenson: Thank you Jay, for having me. It’s a pleasure to be here, sir.
So what is Encore Search and how is that unique?
Jeremy Jenson: Absolutely. So Encore Search Partners is a headhunting firm. Okay? So, we pride ourselves on being one of the elite professional, technical and executive search firms here in Houston. Got about 20 headhunters, we do about 200 placements a year. We really focus on, kind of everything at the 80k level and above.
Jay Curry: Okay.
Jeremy Jenson: So it’s going to be, you know, engineers, mid-level managers, senior accountants, controllers, CFO, etc.
Jay Curry: White collar professionals.
Jeremy Jenson: White collar professionals. Absolutely.
Jay Curry: So, we talked a lot before, before coming on the air about the paradigm shift. What’s causing this? Tell us what that’s all about.
Jeremy Jenson: Absolutely. So, you know, been in business since 2010. Started exclusively doing professional technical search in 2013. And what I wanted to come on here today and showcase is that even in the past four years Jay, that the access to information on social media, whether it be, you know, LinkedIn, Twitter, Facebook, you know, Google, you kind of already have a ton of information on a candidate before he even walks in for a face to face interview. In addition to that the candidates got a ton of information on the company. And so, what I’d like to discuss today is the fact that, you know, 10, 15, 20, 50 years ago it was commonplace for the employer to really grill candidates. Put them on the spot and try to get them to, to, to essentially showcase why they were the best candidate for that open job. But, you know, with the wealth of information that you’ve got access to before the meeting today, you know, the role has really reversed. That the company is the one that needs to put on their best effort to showcase why they’re the best option for that candidate. Because the fact of the matter is, is that there is an emerging war for talent. That I think that even from four years ago, when you look at it today, the disparity between the top kind of 10 percent in talent versus kind of the middle of the road average Joe, that gap has exponentially widened. And so if you’re an employer that wants to get the best A players, you’ve got to be very cognizant about how you interview, the questions you ask. And really be buttoned up and showcase that you are the best employer for that candidate. Because he or she are going to have multiple options.
Jay Curry: Right. So I remember, it’s a perfect setup for young men like you and an old man like me. Do we sitting in here talking? Because in my day, we had as a partner in a big four firm. We had a resume and that was about it. And maybe somebody new and recommended him that would be it. And the candidate often didn’t know hardly anything. I know when I went to interview at Arthur Young and also at Price Water House Coopers, you know, they asked me, when they told me they were part of the big 8, I thought it was, you know, some kind of big 8 football conference. Auditing firm or something. I mean there was no knowledge. Today it’s totally different. You were even saying just in the last year year and a half, it has become totally change from the way it used to be. Now, you know, the candidates going to walk in having checked you everywhere. Right? The access of information from the Internet and other sources; LinkedIn and Facebook, you name it. They’re going to do their research when they walk in. And more than that, you were talking about just in the lobby today. Talk a little bit about the, the view of the, of the recruit when they’re walking in today versus what it used to be.
Jeremy Jenson: Absolutely. So I’ll give it to you from, kind of my point of view. So us as head hunters, you know, what we’re tasked with doing is, we’re going out to market and trying to find people that aren’t necessarily looking for a job but the individual that certainly qualified for the job at hand. Right? So, what we’re doing is we’re going to market, we’re sharing the client’s story. And, you know, sometimes you’ve got to put lipstick on a pig but sometimes your client is Google or Amazon and it’s a very easy story to tell. Right?
Jay Curry: Yes.
Jeremy Jenson: But, you know, with that being said, us is recruiters, we go out and find qualified individuals. We get them excited about interviewing for our, for our client. And you know quite often we can get somebody interested that’s just a perfect 10 out of 10. Perfect for the role, right personality, right skill set, right technical acuminate etc. Now, what I think the story that you’re referencing is, is once we engage that candidate. And we’re able to kind of, maybe, twist his arm a little bit and going and having a face to face interview with that hiring manager or C-level executive. To where the company’s got to be on their best behavior. Okay? You’ve got a truly passive candidate that, you know, went out of his way to put on a suit, update a resume that probably hadn’t been updated in two, three, four years.
Jay Curry: Not, not, he’s not looking for a job, so why would he? Right.
Jeremy Jenson: He’s not looking for a job. Right? And so he shows up, you know he’s five, ten minutes early, he’s sitting in that lobby. Okay. You’ve got to be on your best behavior. You’re your front desk lady. The information that’s on, on the walls in the lobby. I mean, we want it to be updated. We want it to showcase what your competitive advantage is. We want the color scheme, we want the furniture, because that’s the first impression. Right? I mean the real first impression is obviously what the recruiter shared.
Jay Curry: Right.
Jeremy Jenson: What your online presence showcases. Right? The content on your Web site. And, you know, the, kind of the rating that you have on Glass Door and Career Builder and Indeed. And some of the reviews that you have. But with that being said, the candidate is really looking for a prospective employer to have their stuff together. Okay?
Jay Curry: And, so, you’ve got to be prepared to convince the candidate and that means from the looks to your web page. I mean you’re, they’re going to check out your web page. If it looks like it’s poorly done, that’s the image they’re going to have the company. Right? If they’re going to look at, probably the CEO, maybe who would be their boss, their LinkedIn page. They’re going to have an impression, they’re going to walk in with an impression.
Jeremy Jenson: Absolutely.
Jay Curry: And you’ve got to add to that impression and make sure that impression is good. So, if you’re just blowing off all this other stuff, you got two strikes when you get to bat.
Jeremy Jenson: Absolutely. You’re absolutely right. And what I want to add to that as well is the experience that that individual has, you know, arriving for and then actually going through the interview process. Right? We need the hiring manager to be on time. We need, we need them to greet them professionally. We need to be respectful of their time. Right? Because quite often this individual is carving away, maybe on an extended lunch break or, or blocking out an entire morning. Right? And so, really being prepared for the interview and putting on a show. Because at the end of the day even if you know that that candidate is qualified and you’re very interested in them and you want to pursue them and make an employment offer. For the stars to align and the candidate to accept, there’s got to be a mutual interest. Right? And so, an employer that’s maybe unprepared, maybe left the candidate waiting 20, 30 minutes in the lobby. Maybe, you know, spoke derogatorily to an admin that poked her head into the office. Right? And said that she had a call for him. Right? And so, the point is, you need to be on your best behavior. And you need to showcase why your company is going to be the better fit for that candidate. As opposed to maybe the other two or three firms that they’re passively looking at as well.
Jay Curry: Right. So, the bottom line here is, you’re no longer doing the interview, they’re doing the interview of the company. And that’s kind of the way that the good recruiting firms are working now, like companies like you. You’re getting people that aren’t necessarily looking for work and you’re bringing them to the right place. The client got to show up. They got to look good. They got to know this is going on.
Jeremy Jenson: You got to. Now, don’t mistake me. Right? They’re still interviewing the candidate. But a sophisticated hiring manager wouldn’t have agreed to the interview unless on paper and the image of the individual on LinkedIn was congruent with what he or she was looking for in that role. Right? And so, you got to be on your best behavior. If you want to win top talent, you’ve got to be a top tier employer, that’s for sure.
Jay Curry: That’s the paradigm shift folks. And you need to hear it. You need to go to Texas Business Radio and watch this again and again and again and figure it out, because it’s upside down. Folks, we’ve been talking to Jeremy Jenson, President and Founder of Encore Search. So, Jeremy, if somebody wants to get a hold of you, how do they do that?
Jeremy Jenson: Yeah. Check us out online. www.encoresearch.com.
Jay Curry: All right folks, we’re going to get Matt back into the studio and get, get on. But first, we’re gonna have to pay a few bills. This is Jay Curry, your host. Texas Business Radio. Don’t go anywhere. We’re going to be right back.
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Along with hosting “Texas Business Radio”, Jay is a Professional Certified Coach and Master Chair facilitating four Houston-based Vistage peer groups. In addition to being a best selling non-fiction author, the 2015 release of his award winning novel, Nixon and Dovey: the Legend Returns, adds novelist to his title. Jay holds a BS in Mathematics from Oklahoma State and an MS in Computer Science from Kansas State. You can learn more about Jay HERE.