The Future of Modern Work: Balancing Tech and Touch in Modern Recruiting

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Narrator

Welcome to Navigating Forward. Brought to you by Launch Consulting, where we explore the ever evolving world of technology, data and the incredible potential for artificial intelligence. Our experts come together with the brightest minds in AI and technology, discovering the stories behind the latest advancements across industries. Our mission to guide you through the rapidly changing landscape of tech, demystifying complex concepts and showcasing the opportunities that lie ahead.

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Narrator

Join us as we uncover what your business needs to do now to prepare for what's coming next. This is navigating forward.

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Harrison Bishop

I'm Harrison Bishop on the EVP of recruiting for Launch Consulting Group, and I'm here today to, have a conversation about the modern recruiting and really balancing the technology and relationships as as we push forward in a very unique age. And I'm joined here today by, Jennifer Tran with the, with the planning group. So, Jennifer, why don't you go ahead and introduce yourself?

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Jennifer Tran

Hi. Yeah, my name is Jennifer Tran. I am a senior recruiter for, the planet groups, one of the planet groups, companies with Planet Technology. I, you know, very much period ties my relationship with candidates in order to kind of help grow, the overall planet group family of, you know, consultants. So happy to be here.

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Harrison Bishop

So we're I'd like to to go through the conversation is really looking at as we as the changing face of recruiting and balancing the is there's more and more AI technology tools that become on the marketplace versus what we see as a really critical component is that relationship side. So I think that, you know, getting the chance and Jennifer, maybe I started to ask that question to you is about when we think about the ways in which maybe you're seeing the face of recruiting start to change with the implementation of AI technologies.

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Harrison Bishop

What are what are some key things that maybe you're you're seeing within the landscape right now that has really piqued your interest? Or are you brought attention towards.

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Jennifer Tran

Yeah, sure. I think, you know, the integration, the increase in integration of technology and AI within the recruitment space in terms of the candidate process in general. I mean, the main thing is just assistance with volume, right? There's it's easier than ever to send outreach to candidates and connect with them. But the main part that sometimes technology can't really pick up on is really the human aspect of things.

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Jennifer Tran

For a lack of a better term, I think with the recruitment space in general, the last thing a candidate wants to feel like is just another number, right? They do want to have that, you know, actual understanding and, cultural fit, why they are on the market, why they're looking for another opportunity. What about, you know, a next potential opportunity would make things attractive for them.

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Jennifer Tran

So yeah, I do think, you know, the best way to approach it. And the best, you know, for candidates is really to blend the two. So I do see an increase and I definitely do see the benefits of it, but I think, what's really important is to keep the human aspect within the recruitment process specifically as well, especially for candidates.

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Harrison Bishop

Yeah, I, I think that's, you know, when we think about the next stage of, of recruitment that is those that can do that and do that at a very high level are going to become some of the most in-demand professionals across our industry that they're possibly because of that ability to understand. I can use all of these different AI powered tools and layer them in on top of whether it be on top of my agents or, you know, managing, you know, candidate intakes and flows of candidates throughout that process.

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Harrison Bishop

But there's always going to be this interjection of this human element that goes through to where the the relationship component of it, it just is, becomes so quintessential to, to be able to attract the right types of connect with the, the types of communities that we want to be engaging with on a consistent basis or you seeing, I guess right now, right now with your team that, you know, in the planning group, are there different things that the organization is, is focused towards?

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Harrison Bishop

You know, combining some of the tools, like from an AI perspective, say there's, you know, copilot layered on top of a bullhorn. Yes, but always making sure that the team is doing different outreach or trying to be able to maintain that human element to the process and having that be at the forefront for the team.

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Jennifer Tran

Yeah, definitely. I think that the biggest component is, with the planning group and the folks who are trying to help integrate more AI tools within our overall processes. They are very receptive in terms of getting feedback from us. Right. And having, you know, the recruiters who work directly with the candidates give that feedback and acting on that feedback in order to kind of streamline more of our AI processes.

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Jennifer Tran

I think a good example, you know, was when we first started using some of these automated, you know, processes, we would start off with automated check ins with candidates, and sometimes you could really tell, you know, when a candidate can actually tell sometimes when they do get an automated message, I would get a phone call sometimes saying, hey, Jen, was this actually you reached out to me.

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Jennifer Tran

The message seemed kind of off or it seemed kind of robotic. And, you know, it's a little bit of a far cry from how I would speak to candidates. And since then, you know, it's gotten a little we've been able to kind of personalize some of these automated processes a little bit more, add a little bit more of our personal flair to them.

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Jennifer Tran

And it really does help, you know, when we're managing larger desks, right? Like when I have 20 plus consultants working at a time, it is hard to kind of keep track mentally. Plenty of consultants and making sure with all these different project timelines and all these, you know, different allies that they're working with to check in on all of them all the time.

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Jennifer Tran

And having not only I to help with, you know, direct outreach to the candidates, but streamlining my internal processes and my team's internal processes for recruitment in general, whether that be task reminders or anything like that. You know, those are definitely very helpful as well. But I think it's just really the continuous improvement that has been the biggest aspect that I really appreciate within our company, just because we're constantly introducing these new things and we're constantly trying to improve the on them, versus just saying, here you go, here's an AI tool.

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Jennifer Tran

Have at it. Try your best. You know.

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Harrison Bishop

Which is I appreciate, you know, talking you through that element. One of the the areas that I think that we've seen when we think about this modernization in this age of where we're going, is a woman I love the fact that, you know, our brands are really we've wrap our arms around the direction that we're headed here. But one of the biggest impacts that we've seen is around data driven decision making in the recruitment process, specifically everything from, you know, talent, insights being at the fingertips of our recruiters all the way to when we think about screening processes and, you know, the buyers that we work with, both from an internal as well as external

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Harrison Bishop

perspective, we can really start to be able to map some of those signals that they're giving to us on a consistent basis with the candidate pipelines that we're driving to be able to really create a lot more efficiencies throughout that process with the markets, the communities we're connecting with, the type of talent, the level of talent where it's I think it's it's providing information at the fingertips of recruiters and giving them that.

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Harrison Bishop

You know, we always talked about, you know, the, from a from a treatment perspective, it's like, well, you know, follow the data and look at here and, and all these different types of things. I just think now with all these different platforms and the tools that we've really been able to bring in and wrap our arms around, it's now putting it at every single recruiter, fingertips where they can understand and they can think critically, critically and objectively about ways in which that I can leverage this to be able to drive actual impact.

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Harrison Bishop

I think that that's one of the things that has us really excited about the direction that we're headed, in regards to this next the next stage of of recruitment as we think about that, like the data side of things and even some of the models that that are really leveraging the data out there. I think I know that one of the things that we've talked about is unconscious bias towards these platforms.

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Harrison Bishop

And how they're and I think it's something that we've really been keen towards is when we're looking at respective partners, as we as we go through the different tooling process and, and analyzing different tools, I guess. What's your thoughts about maybe when you when you do think about AI, unconscious bias and and really being key towards that layer?

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Harrison Bishop

I just thought about maybe that impacting and different things that we should be cognitive towards as we think about the the ever changing face of recruiting as we move forward.

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Jennifer Tran

Oh yeah, definitely. I mean, I feel like when you if from a recruitment perspective, it's such a subjective space, right? Every, every single human being is is so different. And I feel like there are some pros and cons when, when it does. You know, come to that at the end of the day, I still feel, you know, overall, I really can't replace a human touch.

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Jennifer Tran

Right? There was, a cool stat from a research that was done by the Great Talents Report, where candidate loyalty actually increases to 80% when recruiters reach out to them with a new opportunity before their assignment ends. And sometimes when it when, for example, when we would use AI to kind of help with our outreach, I kind of just processes the text within a resume and they kind of see, you know, position from 2022 to current.

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Jennifer Tran

And then they sometimes either ignore that because they're looking for specifically a candidate that is available immediately. And there isn't that kind of, intuition when it comes to, hey, although this candidate is actively working this job, what if they happen to be looking for a change? What if it's not the most ideal position for them? So I think, you know, in terms of the unconscious bias, I mean, they're there always is like, hey, I know my client and I know what my client wants, but, I feel like with our recruitment team personally, we've done a pretty good job of fostering.

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Jennifer Tran

Hey, you'll never know what will happen when it comes to working with candidates. You'll never know their situation until you actually speak with them and get that, you know, and get that response from them directly versus making our own assumptions. You know, it is a bad habit that more of the senior recruiters get to get into, because, of course, if you're going to be recruiting for, you know, however many years, you're going to think that you know, a little bit more when it comes to doing your job for so long.

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Jennifer Tran

But I do like to definitely reach and practice the fact that, you know, as much as we can. Let's avoid these assumptions by, you know, assuming that we know everything by reading a candidate's resume on paper. So, and that's kind of the, the back and forth that, that we tend to go through just because, again, we're I feel like anything that would help us and as well as help our candidates is something that we'd love to adopt.

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Jennifer Tran

You really, just as managing, you know, the nuance between the actual tool and the human recruiter, if that makes sense.

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Harrison Bishop

Yeah. No, absolutely. Whereby or in one of the things I think that just we're passionate towards organizationally as we look at all of these different tools, is when we do think about the, again, getting back into the bias side of things. And I think one of the things that's been exciting about for us organizationally is bringing in candidates to a process, and we can be able to, through the usage of an AI tool, be able to say, okay, you're going to take this same assessment, same questions.

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Harrison Bishop

You could be. So I mean, maybe English is your first language, English is your second language. Or it could be, but it's it's mapped to your respective environments to develop a comfort level for everybody. Taking these tests with the same baseline of these questions, that's then assessed in the same manner as well. So you're creating an even playing field and providing access to opportunities for all based upon the fact that maybe there is a different biases that get brought into a conversation by individuals that maybe know a client and what they're what they're after, or different things along those lines.

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Harrison Bishop

So I do think that when you focus on finding those right partners that really share the same beliefs that we do, and from an organizational perspective, you can create these tools and use them in a way in which that provides better access to opportunities organizationally. And I think that that's a very unique journey as we go through assessing, you know, our from from from an internal perspective, what does our own roadmap look like alongside AI and how are we going to be able to use it in a very responsible manner.

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Harrison Bishop

But I think, you know, you've hit on it a couple of times here that I want to maybe really focus on is when we get into the relationship side and focusing on, you know, what technology can't replace today. And I think that there's you talked about the, you know, the really driving towards the relationship side of things with, you know, both on the candidate and client side of things.

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Harrison Bishop

But what are some other when you think about, you know, candidate loyalty and attentiveness to, to, to your brand or to the TPG brand, what are some different things that you're focused towards or really keen about making sure that that we're creating that long term loyalty to, to what we're trying to do and connecting with them within the candidates marketplace right now.

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Harrison Bishop

Yeah. Okay.

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Jennifer Tran

Super good question. Super quick. I've said that,

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Harrison Bishop

So yeah, I guess transitioning a little bit because you've hit on this a couple times now is, is when we focus on the relationship component of, the candidate lifecycle and, and, and really cleaning it there. I want to when we think about what technology can't replace in a focus towards candidate loyalty to, to the brand that is created with each and every, every individual relationship that we build work from the minute, from an outreach to all the way going through that process, it's so critical to for the continued brand growth and exposure.

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Harrison Bishop

What are some different things you know that you yourself as well as team members around you, do you think are focused towards to making sure that we're continuing to build on those types of things, knowing how important that is for the go forward impact of the organization?

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Jennifer Tran

Yeah, definitely. I mean, just to go back to that grid Talent Trends report stat, they also have a, another cool stat where they found the majority of candidates, I think around 73% of them are actually more likely to keep working with the firm if they find, you know, like the firm and their recruiter, to be more attentive and responsive.

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Jennifer Tran

And I think, you know, with that, it's taking a step past the transactional piece of the recruitment process where, hey, we're going to get you connected with this client, you know, get you interviewing, get get you the job. And then we're kind of done with you there, right? For us, I feel like the folks over at the planet Group, we really do genuinely care to take it a step further, where not only are we, you know, prepping and debriefing before and after every interview, where, you know, like learning more about the candidate along the way as we speak to the candidate throughout the process.

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Jennifer Tran

And then once we do place them, we actually do care about whether or not they lay the job. Right? Because sometimes, you know, it could go one way during the interview process. And once you actually get on the job, it may be a whole nother thing. And we really do try our best to make sure that things are good on for both our client and our candidate and throughout the process.

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Jennifer Tran

I mean, there are some, you know, like more personal things, whether it be family things, you know, like vacations and a lot more of like the non transactional, like just a little, you know, less professional where you're kind of just talking about human stuff, like what's the family doing for the holidays or hey, you know, you took a little bit of time off.

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Jennifer Tran

Is everything okay? I feel like that kind of empathy that we share with our candidates is a really big aspect of the overall relationship building piece. Just because I feel like there is a stigma to be honest, around recruitment, you know, like, hey, a recruiter is just calling me for a job, whatever. It's going to be spent or they're not really going to care about me, they're just going to care about making another deal for like another client.

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Jennifer Tran

And that's, you know, not the kind of recruitment style we like to foster here at the planning group. So it really is that that empathy piece. And just knowing that there's a human on both sides of the phone, you know, when, when we, you know, reach out to our candidate.

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Harrison Bishop

Yeah. And as much as I'm excited about the, you know, the, the opportunities and the technology does offer, I know that, you know, where we stand today at the technology or you know, just cannot pick up the phone during that first week and calm nerves, you know, when when we're able to find what can be a great career opportunity for individuals.

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Harrison Bishop

But sometimes, you know, questions can can pop up in your head as you start those first weeks. And, and, you know, being that that human being that other that on the other end of the phone there can provide such a solid foundation towards where that relationship can go that, you know, being able to put that into strategy or any type of dilemma is not going to give us that same level of of care and sincerity going through that process.

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Harrison Bishop

And so I think that I love the fact or, you know, I know that team members, if we hear about individuals having babies, will get customize, you know, baby blankets and send them in care packages like all those types of things. Those are nuance details that, again, the brands, the organizations, the recruiters that buy into really putting that at the forefront, it's going to just supercharge the growth of because more and more candidates will hear about that type of experience and want to be a part of that right there.

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Harrison Bishop

You know, I think that that's the that's the intriguing aspect about, I think just organizationally where we're headed it and the support that we have as a business to be making sure that we're keeping that at the forefront for us as well.

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Jennifer Tran

Yeah, definitely. I, I know from from my POV, I've been kind of more like, hey, you know, human recruiters can't be replaced. And I'm it sounds like I'm pretty. I and you mean they're recruited against each other. But I really do think that there's like all of these technological advancements are actually complementary to human recruiters or versus replacing them, you know, because again, not only does it help us internally in order to keep on top of our processes and make our processes more streamlined and efficient, it really does help with the candidate aspect as well.

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Jennifer Tran

I mean, Harrison, I know that we, touched upon it as we were introducing more of these concepts within the company. There's this modern recruitment process map that, you know, you were, implementing it. And I think that's really neat, if you'd love to get into that.

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Harrison Bishop

Yeah, it, you know, it's one of those things where I think that a lot of companies look at AI, and how do I modernize my process to be able to incorporate some of these types of technologies. And so we took a when this all was coming out. And I think you will identify across your brands, like where the passion lies from individuals that that exist within your recruiting organization.

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Harrison Bishop

Set them down into a room and really mapped out from step one all the way to step 30. What are the different elements that really feed into the recruitment lifecycle? And then we what we did there is that we started to break that down into, you know, into groups of really 5 or 6 that we thought were areas that we could certainly focus on automation, you know, from reading through the usage of AI, whether it be around sourcing reference programs or onboarding or referral programs.

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Harrison Bishop

And then what that allowed us to do is really take a look at within those, each of those, elements, there. And now we could find the tools and the partners in a much more siloed and much more direct fashion that I think is, is just helped us, find the right partners for us. So when we think about again, I want to understand, you know, how do you remove unconscious bias with your data if it's feeding a specific platform, right.

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Harrison Bishop

And being able to make sure that every single partner that we're interjecting into this recruitment cycle is, is being done in the right way. And it's also palatable for our organization, because if I was to turn on it and say, came to to you and your team, Jennifer, and said, hey, we've now got this end solution that is going to be AI through and through.

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Harrison Bishop

There's going it's going to be met with a lot of trepidation versus if I can segment that into say, you know, six different areas. We start with one and all of a sudden we start to see value and we start to see efficiencies, and we start to see what we're trying to get after that really starts to be able to generate generalized organizational buying about, well, what's next in our journey where how can we be able to help support and get there?

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Harrison Bishop

And oh, by the way, obtain the feedback from the team about we really like to see X, Y and Z or these are some of the the issues that we're experienced that we feel like could not only create more efficiencies for us, but better candidate experiences out there in the marketplace. So I think it's it's worth looking at that end to end process and, and trying to think about specifics that you can kick off versus thinking about it as this giant, you know, just gorilla, so to speak.

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Harrison Bishop

That can be overwhelming at times to maybe think about how do I interject? I how do I get that impact from it? I think that, I mean, one of the things I think when we look at some of the success success stories from that is, is specifically like when I look at improvements that we've made in outcomes from this type of approach.

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Harrison Bishop

Right? So we, we, we took like if I think about the candidate sourcing in the screening side of things, we've been able to implement tools specifically that help with our ability to assess candidate conversations as an element to our process, and where they're able to speak to different technologies, where they're able to speak to different, you know, soft skills, all these different types of things.

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Harrison Bishop

And we've been able to take that data and then now map that over to some of our buyers patterns, specifically to, to ensure that we're setting levels, that we're going to make sure that we attain to every single time that we send over a profile to our, to our clients, respectively, that's hitting at these marks. And what we've found from that is that we've drastically, you know, we've cut the amount of resumes that we've been sending over to our clients by over 75%, just based upon the fact that we've been able to find efficient levels of which that we got to get to from a candidate screening on the upfront side of things and incorporating

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Harrison Bishop

AI elements into that process. So I think it's a very unique to have that into as a part of this. But it's not the whole thing as a really as you go through the, you know, the entire journey and see some generalized impacts of, of ways in which that it's been able to, to make that impact for us.

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Harrison Bishop

Well, I guess when you think about, you know, the on your own, the recruitment process and like, where are some of the areas do you think that you'd be able to to see the biggest impact of, of AI or technology playing into that today for you?

00;22;43;02 - 00;23;09;02

Jennifer Tran

I mean, for me personally as a success story on, you know, like my end is really having higher visibility of candidates, right? I mean, my brain can only handle so much. My brain can only see and know and do so much where again, I never know if there is a candidate or two that might be missing from, you know, my own thought up search string, or I might not be utilizing a certain platform as well as I think I can.

00;23;09;04 - 00;23;33;14

Jennifer Tran

And the best part is that I have now more than ever, which is overwhelming, but in the greatest way possible. Seen, I think a lot more candidates that I 100% would have missed if I were to manually do everything myself. And again, I think that is really the biggest piece when it's earlier on in the recruitment process, is to help streamline the results we're getting, help expand and increase the results that we're getting.

00;23;33;14 - 00;23;54;21

Jennifer Tran

And then, you know, having that then more blended approach there, as we're actually getting to top through these candidates. But I mean, in full transparency, I think a lot of the it brought in a lot more quantity and quality. Right. Because that's I think the technology is improving. And I think when technology improves, it helps my recruitment team improves.

00;23;54;21 - 00;24;09;17

Jennifer Tran

So I, you know, definitely more so heavier for now in the beginning steps of the overall recruitment processes when it comes to the sourcing and the helping with some of the outreach. But, I mean, I can only imagine how much further we can go with this from there.

00;24;09;20 - 00;24;34;28

Harrison Bishop

Yeah. And and I think that is one of the things that we, we really are focused on, I think, is that next phase for us organizationally, because we have been more doing more leverage at the top of the funnel, so to speak, to date at least. But now we start to make that curve and we start to get into thinking about the maintenance or the maintaining of those critical relationships that you've built, which I know oftentimes, like when we're running tests end to end, we can lose sight with some of these great conversations are great.

00;24;34;28 - 00;25;05;27

Harrison Bishop

You know, when we brought candidates into opportunities, and I think we can use it as a way in which that we're really staying in touch with some of these individuals that we've built something special with. And I think that's the the next evolution that we're really excited about getting towards as an organization, because we're going to see that level of impact for us when we think about, you know, ongoing communication and being able to to have in bringing candidates the forefront, bringing individuals that maybe within our, our databases have been based upon how maybe data is stored or those types of things have have fallen through the wayside.

00;25;05;27 - 00;25;24;14

Harrison Bishop

With that, we know that they've been impactful to different projects and making sure that they're at the fingerprints or sorry, not the fingerprints, but at the forefront for us at all times. I think that that's that's something that we're really as this next evolutionary phase for our organization is trying to to really make sure that we're focused on bringing those individuals up to light.

00;25;24;21 - 00;25;47;23

Harrison Bishop

So that way that we can be able to continue to build off of what we've already created with that. One of the things that I think that as I look at the team that, you know, I'm currently responsible for overseeing and and I'm excited about is is is having everybody look objectively on their day to day how they can, you know, think about efficiencies that they can build in through the usage of some of these different technologies or impact throughout that recruitment lifecycle.

00;25;47;23 - 00;26;04;27

Harrison Bishop

Right. And I think that one of the things that, you know, I've, I've asked them to do is when we think about, you know, say candidate sourcing or, you know, with all the tools and technologies, I think we have this recruiting for in, you know, you can jump in and correct me if I'm if I'm wrong in this, in this situation.

00;26;04;27 - 00;26;24;20

Harrison Bishop

But I think for a while we had gotten very comfortable in our approaches on a day by day basis. You got your job boards, you got your LinkedIn, you can get out there, you can run this. Oh yeah, so you've got your job boards, you got your candidate database. Yeah.

00;26;24;23 - 00;26;53;10

Harrison Bishop

Okay. All right. So you've gotten comfortable, you know, out there with our processes. You got your job boards. You've got your, you know, your candidate databases that you can be able to play off of and, you know, your generalized networks. But there's this, this new age. Now that I'm challenging our team to think about as far as, like, let's say it could be, hey, you know, I see that we could be able to interact with this specific community and trying to look at ways I could maybe build a tool for that.

00;26;53;10 - 00;27;11;27

Harrison Bishop

All that's at our fingertips. And I really challenge everybody to think about if I look at whether it's connecting into a, into a network or whether it's looking at my day by day, like there's there's opportunities that we can look at everything that we do daily and look at ways to gain some of these, efficiencies by bringing in AI as a part of that process.

00;27;11;27 - 00;27;45;01

Harrison Bishop

And so the more and more that we get, every individual in our organization to that same type of mindset and methodology that it maps into when we're going on this journey bringing in this technology, everybody's aligned and everybody's kind of rolling together with regards to the direction that we're headed as a business. I think that's something that that organizations, when they look at jumping two feet in, have to understand first is that you got to start, you got to start with your own to make sure that there's a level of buying and you show impact there and help them on that journey, you know, because then I think that that's going to open up the

00;27;45;01 - 00;28;02;00

Harrison Bishop

doors to really have a, a collaborative journey and start to see much better impact, much greater efficiencies that are created as you go through that. I don't know if you feel similar along those lines. I just know it's something that, from a launch perspective, we've been really, really keen towards is just making sure that everybody's voice is a part of this.

00;28;02;00 - 00;28;07;27

Harrison Bishop

It's not just driven top down as far as an organizational direction is concerned.

00;28;07;29 - 00;28;31;22

Jennifer Tran

Oh yeah, 100%. I definitely agree. I, I think that there is some kind of level of comfort that we tend to get stuck in. I don't know if it's just comfort, maybe a little splash of ego in there just because, again, with our company's heavy emphasis on, you know, the overall, you know, human versus transactional connection, I mean, I think a lot of us realize that with our recruitment team, we are good at what we do.

00;28;31;29 - 00;28;52;08

Jennifer Tran

So whether it's comfort or ego, I totally get it, because I used to be one of the folks sorry person that was just like, okay, you know what? We're introducing all these cool things, but these AI tools, these this is different software, all this different technology. It cannot do what I do. You know, for these candidates, for, for these clients.

00;28;52;08 - 00;29;08;27

Jennifer Tran

And it's one of those things where, you know, I, I think I had I personally had to get a little bit uncomfortable with it. Right. I had to just reassess. It's like, okay, what what do I personally do in my recruitment process? What does my team do in the recruitment processes? Is it how can we really utilize this?

00;29;08;27 - 00;29;30;25

Jennifer Tran

Right? I think it's just that, you know, slight mental change because I feel like there's just a general stigma around AI technology and tools with I feel like the word replace is used a lot, and I think it's used unnecessarily sometimes because I think once we get past that initial mental blop of replacement, this replacement that, then you really start to see like, oh wow, this is wicked.

00;29;30;25 - 00;30;05;05

Jennifer Tran

This can really go hand in hand and it could really help, you know, both internally and externally. And I am, you know, full on again what you really said about, hey, like, having that back and forth of it just versus being like a top down force thing to, hey, we're trying to introduce this. And then also taking our feedback from the recruitment side, our feedback from our candidates and then really trying to not only integrate that for that other new things that you're trying to introduce, but also use that to improve the things that we have already introduced as well as definitely made a believer out of me.

00;30;05;05 - 00;30;11;15

Jennifer Tran

And I am preaching that to the choir to, you know, the rest of the recruitment team wherever I can as well.

00;30;11;18 - 00;30;31;15

Harrison Bishop

So, so when, when, when there is a partner that we work with that we interjected now into that recruitment life cycle, we always close. We want to make sure that they create an area for candidates or whoever is engaging with that respective tool to provide us a level of critical feedback, because I think that that's also a good area that we can make sure that we're keeping a pulse on how this is being received.

00;30;31;15 - 00;30;56;13

Harrison Bishop

Because you're right, Jennifer, it's not about replacement. And I that is a I mean that's everybody's like is it because they I get to take my sourcing job is they are going to take my recruiting job. You know like all these different types of things. It's about enhancement, you know. But there is also there's a cost of inaction if you don't buy into to what we're talking about here on the scope board and really focus on looking at ourselves and, and focus on the relationship and on that growth side of things.

00;30;56;13 - 00;31;17;20

Harrison Bishop

So I really, you know, I hopefully we've had a chance to to kind of talk through and on some different things back and forth here today. We're, we can walk away with the understanding that relationships are so critical for the ongoing success of for those they're going to be the most impactful in this industry. But there's also there's a wave of technology and AI that we got to get our arms around.

00;31;17;21 - 00;31;34;15

Harrison Bishop

We got to get our hands around and really start to segment and break out. Where can that impact be? Start there. And then I can fold into what is going to be the greater journey in the recruiting cycle. So any yeah. Any other questions or comments that you have? Jennifer, before we before we wrap up here.

00;31;34;17 - 00;31;57;15

Jennifer Tran

No, I, I think you wrap it up really well. I mean, again, coming from a once nonbeliever, it really is about enhancement over replacement. And it did take me a little bit to get there. But honestly, I feel like I open Pandora's box when it when it comes to this. I mean, I'm excited to see how we can help me foster better relationships where the candidates do better as a recruiter for for our candidates.

00;31;57;15 - 00;32;05;26

Jennifer Tran

And I mean, again, I think it really is only up from here. So I'm excited to see, you know, where she can take this moving forward as well.

00;32;05;29 - 00;32;20;27

Harrison Bishop

Thank you again, Jennifer. And as always, it's great getting the chance to connect with you. Loved it. Insight. Love everything that you've got going on with it, with the team within the planet Group. And I know that every everybody enjoys getting the chance to to work alongside you and your leadership over there. Thank you.

00;32;20;29 - 00;32;21;24

Jennifer Tran

Thanks for having me.

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