Hello, everyone. This is Kim Kelley, the CEO and co-founder of Pepelwerk. And if you’re just stumbling across this podcast by accident, and aren’t familiar with Pepelwerk, we are essentially the matchmakers of the working world. And we’re here to not only help match you with work that fits your skills and interests, but also change the way that traditional recruiting practices are managed.

Well, I have been waiting in particular to give this podcast because … The subject that gets me fired up the most, and I have lived this, and when people understand what I’m about to say around the recruiting world, I have lived this with the thousands of employees that I’ve managed, the thousands of people that I’ve hired, the children that I have that are trying to get a job and I am literally excited to finally have the podcast to tell you the scary truth about the recruiting world.

The reality is that recruiting is a sales process. Some employer is trying to sell you on coming to use your skills to advance their mission. That’s essentially what the recruiter’s job is, and a recruiter is one element of the end hire recruiting world. But I want you to get the context, but recruiting is a sales activity and the components of that sales activity are marketing platforms, the recruiter, whether be an internal recruiter or an external recruiter, the employer and the talent.

So, let’s just talk about the recruiter. A recruiter who is an internal recruit, or external recruiter, they are incentivized to close the deal with you, just like in any other sales role. So it’s your responsibility as a talent to ask the questions that matter to you, because your skills are so valuable to that employer that you should understand that you have the right ability and power to ask the questions to make sure that you’re getting connected to work that means something to you, that you want use your gifts, skills, abilities to drive this employer’s purpose, mission and objectives forward.

Now, if you’re a … Then we can move into the second element, which is the recruiting platforms. And this, folks, is an education, if you don’t know already, is an education for employers and our talent. Remember, a platform that is designed to drive a marketing and sales experience is all about exposure and results, not quality, not validity and not acting in the best interest of its customers. The one objective that marketing platforms have is to sell the exposure of the job offer.

Now, they’re great at doing it because that’s what they’re supposed to do. So, what you get in return, as an employer, is a boatload of people who were exposed to your opportunity. And as talent, I’m sorry to tell you, but if you are not actively responding to most job opportunities within the first 24 hours, don’t waste your energy. Don’t do another resume. It’s not going to come to fruition. And the only reason why I’m saying that to you is because I have lived it. I have watched it happen, and I know what happens with the system to get you to get the right attention.

Now, this is … To be fair, a lot of platforms are trying to do a better job of aligning the language that you use in your resume, and how you answer questions, to the job description of the employer. But remember, if a platform is really designed to make money their business model is exposure, pay per click. You as a talent will never get to see all of the genuine opportunities that are for you, because it’s based on exposure. And employers, how are you ever truly going to get better quality of candidate pool if all you’re doing is throwing the big net out and seeing who you catch?

Then we get into the employer side of the conversation in talent. So, both of you I’ve mentioned throughout this very passionate conversation about the recruiting world, and I’m asking you to take a moment to consider your processes and how you can do things better. I’m asking you, as employers and talent, to know this, learn this and understand how it impacts you because this model has been an evolution over the past 10 years, and it’s saturating the market. Why, because developing technology becomes easier and easier. Because, if you’re trying to drive a marketing sales platform the money is easier and easier. But we simply just didn’t want to play that game. We think that employers and talent deserve better, and that’s why you can’t search, you can’t filter, you can only create your profiles and we make the match. You’re never gonna … A talent, you’re never gonna see a job that’s expired, or faked, or a halfway gig, or anything that we feel shady about you actually getting matched with.

And employers, this is a direct employer environment. So, you’re here and you’re here amongst other employers so that you can get connected to talent with the least amount of noise and truly match on the skills that you need to get the job done.

So I know we could talk about this again and I’m sure we will have another podcast again, but I just wanted you to get the jest of the components of the recruiting world, the elements that contribute to its success and how you can change your own experience as talent and employer through Pepelwerk. Remember, we give you the tools. It’s up to you how you use them.