Hello, everyone, and welcome to the third episode of the Pepelwerk Podcast. My name is Kim Kelley, the CEO and founder of Pepelwerk, and today, we’re actually going to talk about one of our most followed social media tags, that was basically saying, “Quit talking so much and put some action behind it,” or as our social media boss would say, “Get off your ass.” Today in particular, though, I actually want to talk about the idea of … or the conversation and the value of complaining versus doing something about it.

So complaining actually is a good thing in most senses, because it brings awareness to a problem. But what happens when complaining just becomes excessive, and especially when we have the tools to be able to fix the problem? Of course, what I’m talking about here goes back to one of the foundations of Pepelwerk and why I started Pepelwerk, but what people don’t realize, usually, is I have spent a career listening to complaints on both sides of the fence, from employers, and my executive partners, and the board, and listening to employees, and the irony of what I hear resonating from both sides of the conversation is a frustration that one side of the fence doesn’t understand the perspective of another.

So, it comes out like we’re complaining, but in all actuality, when I look at the core of what people are talking about, it really is about understanding perspective. I’m never going to go a day without hearing somebody say that they are not happy with the work that they do, that their boss is an asshole, how much money they make is not enough, believe me, I hear that one 10 times over any other one, the unfairness of the working process, or even about the struggles of getting connected to work.

From both sides of the conversation, I hear the perception that one is out to get the other, that the value of what each person brings to our work life is not understood, and that both sides really want to cut to the chase. Both sides just want to get work done, but somehow, we’ve just added all of this complicated noise around it that prevents us from doing that, and that noise can be anything from the politicking within businesses and corporations, to government policy and how that’s influenced our work life, all the way to understanding what really goes into wage and compensation, and the good, and the bad, and the ugly of it all.

But when I’m thinking immediately of our lowest-hanging fruit and what we want to solve first at Pepelwerk, is the idea of a rigged or a gamed system, that gets people connected to work. The complaint that I hear over and over again, whether it be from my daughters, or their friends, or the high school kids that I’m mentoring, the college kids that are trying to figure out what exactly to do with their life, or even why they went to college in the first place, they’re all just trying to get work. And work is defined differently for each person.

And employers just want to get work done, but the tools that both sides have been using for way too long are advertising models, and we seem to have lost sight of that. If you’re looking on Indeed or LinkedIn, or Google for that matter, remember, they’re all advertising models. So in an advertising model, you are looking for exposure. You’re looking for volume. They’re not in it for quality. They’re not in it for connectivity. They’re not in it for results. They’re in it so that you can continue to pay for the volume of exposure. You, as the talent, you want to see employers that match with whatever random search words you put inside of your search engine, no matter what advertising platform you’re looking at, and employers, they want to have a choice of candidates and shout out the loudest possible way that they have an opportunity.

But obviously, that’s the wrong way of going about it, and it’s proven to be the wrong way because we end up with discrimination lawsuits. We end up with accusations of unfair hiring practices. Between the employer and the talent, we’ve created this contention. And the contention is what Pepelwerk is designed to eliminate, but it takes some leap of faith and trust, because obviously, we’re a new solution out there, and new solutions, especially ones that are driving bigger social change, take time for adoption, and our talent users, what you need to hear about what we’re doing to address the complaints so that you can do something about your work life, is creating an opportunity for you to get connected to work based on your skills first, and every other attribute that you decide to put in your profile is yours. It’s yours to look at. It’s not a public profile.
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No one will ever be able to look for your name to find out what you’re all about. We’re not in the advertising business, and we’re not a social platform. For our employers, we want you to be spending time on the candidates that truly match with your requirements, so we are a matching system. We’re not an advertising model, and we’re never going to give you resume dumps. No one will ever be able to look at your job, your job description, or look for what type of magical words you’ve constructed into a very long, run-on sentence, to make your job sound more attractive. We just want to be able to cut to the chase, because that’s what I’ve heard for 25 years now in the people business, and it hasn’t gotten any better.

So we’re here to provide a solution to the complaints. So we’re asking you to get off your ass, take action. As a talent, create your profile. Stay in with us through the story, through this journey, through this social change, so that you can get connected to work on your terms. Employers, when you start to adapt and create your profile, I know it’s shocking about how easy it will be, but overall, remember that I’ve thought about your operations first and foremost, and not based on an advertising model. It’s just something to think about when you try to have a conversation with somebody that’s complaining about how they’re getting connected to work, what the problems are in the working world today. Remember that Pepelwerk is trying to address them, and we are going to address them one at a time, starting with how we get connected to work.

So, at the end of the day, what I want you to remember from Pepelwerk is that we give you the tools. It’s up to you to take action.