The Complete Guide to Hourly Hiring with Sean Behr, Fountain

WEBVTT
00:00:03.307 --> 00:00:13.211
Welcome to the HR Chat Show, one of the world's most downloaded and shared podcasts designed for HR pros, talent execs, tech enthusiasts and business leaders.
00:00:13.211 --> 00:00:21.850
For hundreds more episodes and what's new in the world of work, subscribe to the show, follow us on social media and visit hrgazettecom.
00:00:26.460 --> 00:00:29.129
Welcome to another episode of the HR Chat Show.
00:00:29.129 --> 00:00:33.229
Hello listeners, this is a very happy Bill Bannum, your host today.
00:00:33.229 --> 00:00:34.424
Why are you happy, bill?
00:00:34.424 --> 00:00:52.395
Well, it's because I've got my friend back on the show his third appearance we were just talking about, and that is Mr Sean Baer, ceo of Fountain, and he's back on the show to shed some light on strategies and technologies driving the recruitment of hourly workers in 2025.
00:00:52.395 --> 00:00:57.045
We're going to talk about time and attendance, we're going to talk about I-9s and a whole bunch more.
00:00:57.045 --> 00:00:58.630
Mr Baer, how are you doing?
00:00:58.630 --> 00:00:59.451
Welcome back to the show.
00:01:00.179 --> 00:01:11.890
Bill, it's always great to be here Third time, but you know I'm going for I want to be number one on the leaderboard, so I'll have to come back again real soon and move myself up again.
00:01:11.890 --> 00:01:14.572
But it's always fun to talk to you and I love, obviously.
00:01:14.572 --> 00:01:28.884
I love talking about frontline workers and you're one of the experts to talk with about it, so thanks for having me having me Thank you, and a third time's a charm.
00:01:28.924 --> 00:01:29.906
Okay, so let's get into it.
00:01:29.906 --> 00:01:32.093
You've said that most applicant tracking systems Sean, aren't built for hourly workers.
00:01:32.093 --> 00:01:41.603
What makes hiring or hiring hourly workers so fundamentally different from traditional hiring, and how does Fountain address some of those differences?
00:01:42.406 --> 00:01:46.593
Yeah, you know, it is the thing, you know.
00:01:46.593 --> 00:01:47.834
It's so different.
00:01:47.834 --> 00:01:55.847
It's such a fundamental difference when you're hiring a frontline worker versus a you know, maybe somebody in your, in your headquarters or your corporate office.
00:01:55.847 --> 00:02:13.069
When you're hiring a corporate office employee, you're generally hiring very few of them, relatively, and when you put together a job requisition and a job description, you generally write that job description and you hire a single worker to fill that role.
00:02:13.069 --> 00:02:21.312
When you're hiring in the frontline, you write the job description and then you have to find a thousand of those people.
00:02:21.312 --> 00:02:29.486
You're not looking for one perfect person, you're looking for a thousand great people who can do the job really well.
00:02:29.486 --> 00:02:38.992
So the tactics and the technologies that work when you're doing a one-to-one hiring versus a one-to-one thousand hiring, they just don't work.
00:02:38.992 --> 00:02:40.562
Corporate hiring is just a.
00:02:40.562 --> 00:02:46.051
It's a really important function, by the way, and I want to make sure our listeners know I'm.
00:02:46.051 --> 00:02:49.377
You know we hire lots of corporate workers at Fountain.
00:02:49.377 --> 00:02:59.687
It is such a critically important activity, but it is fundamentally different than hiring a frontline worker where you're hiring thousands of them and you know just little.
00:02:59.747 --> 00:03:00.688
Things are very different.
00:03:00.688 --> 00:03:11.808
For instance, corporate workers generally have a CV or resume and you probably can look them up on LinkedIn before you even interview them.
00:03:11.808 --> 00:03:21.932
Most frontline workers they don't have a CV and they certainly don't have a LinkedIn profile, so you can't kind of go on the internet and find out, hey, where did they work before?
00:03:21.932 --> 00:03:24.140
You can't do that with a frontline worker.
00:03:24.140 --> 00:03:32.963
Second thing is, like most corporate workers, most corporate workers, you send them an email and they will write back with a very well-crafted email back to you.
00:03:34.026 --> 00:03:36.270
Frontline workers good luck.
00:03:36.270 --> 00:03:38.974
Most of them are using text messaging.
00:03:38.974 --> 00:03:48.856
In fact, when most corporate workers apply for their job, they sit down at their laptop and they type up their cover letter and their CV and they polish up their LinkedIn.
00:03:48.856 --> 00:04:02.475
The frontline worker pulls up their phone and does a search and says I'm looking for a job near me in a restaurant, and so the tactics and the technologies just are very, very different.
00:04:02.475 --> 00:04:10.829
And obviously at Fountain we're fully focused on that frontline worker, both in hiring them but obviously managing and retaining that work over time.
00:04:12.640 --> 00:04:15.770
Thanks for listening to this episode of the HR Chat Podcast.
00:04:15.770 --> 00:04:20.651
If you enjoy the audio content we produce, you'll love our articles on the HR Gazette.
00:04:20.651 --> 00:04:22.928
Learn more at HRGazettecom.
00:04:22.928 --> 00:04:24.786
And now back to the show.
00:04:24.786 --> 00:04:25.680
Hr Gazette Learn more at hrgazettecom.
00:04:25.680 --> 00:04:28.543
And now back to the show.
00:04:28.543 --> 00:04:35.490
So what works best, then, in terms of engaging those potential candidates, is that WhatsApp?
00:04:35.490 --> 00:04:36.350
Is that text message?
00:04:36.350 --> 00:04:37.593
Is that calling?
00:04:38.333 --> 00:04:41.076
Yeah, you've got to meet this worker where they are.
00:04:41.076 --> 00:04:50.069
So, you know, one thing is to always pull up the job description on a mobile device.
00:04:50.069 --> 00:04:51.334
That's the way that the worker is going to see it.
00:04:51.334 --> 00:04:52.759
That's meeting them where they are.
00:04:52.759 --> 00:04:58.892
Pull up the job description and the application in the language of the country you're hiring.
00:04:58.892 --> 00:05:05.425
So pull it up in French if you're recruiting in France, or pull it up in German if you're recruiting in Germany.
00:05:05.425 --> 00:05:06.670
See what it looks like.
00:05:06.670 --> 00:05:09.545
And then you know most of these workers.
00:05:09.545 --> 00:05:12.351
You know, send them a WhatsApp message.
00:05:12.351 --> 00:05:14.807
Okay, that's meeting them where they are.
00:05:14.807 --> 00:05:17.228
That's how you're going to get them, how you're going to engage with them.
00:05:18.903 --> 00:05:21.504
You know I've said this before, I say it internally a lot.
00:05:21.504 --> 00:05:27.564
You know, the ability for a frontline worker to use their phone to apply for a job is great.
00:05:27.564 --> 00:05:33.221
It opens up opportunities, which is our mission, opens up opportunities for the worker.
00:05:33.221 --> 00:05:35.547
They can access new opportunities.
00:05:35.547 --> 00:06:20.711
The flip side, though, is it's so easy that you're only one click away from someone else's job application, and so you know, knowing that, if your process seems a little challenging, a little hard, a little inconvenient, that worker, all they have to do is click a couple of buttons on their phone and they're now applying for a competitive job and so knowing where they are meeting, where they are using WhatsApp, using SMS messaging, being cognizant of the language and the location and the device, and making sure you have a technology partner that can support you in delivering meeting where you are to those frontline workers.
00:06:22.302 --> 00:06:24.827
And how young and trendy do we need to get with this stuff?
00:06:24.827 --> 00:06:31.973
So, for example, I've spoken to people before who say TikTok works pretty well for certain candidate attraction.
00:06:31.973 --> 00:06:36.531
Do you guys venture into those sorts of social medias?
00:06:37.233 --> 00:06:38.096
Yeah, absolutely.
00:06:38.096 --> 00:06:42.745
We have a product that's designed to go after those passive job seekers.
00:06:42.745 --> 00:06:55.093
Obviously, any good applicant tracking system will connect you to the big job boards and that's a critically important source of candidates.
00:06:55.093 --> 00:07:04.346
But increasingly, you do need to go find candidates who are not on the big job boards, and that might be TikTok, you know.
00:07:04.346 --> 00:07:18.533
That might be Instagram, that might be Facebook, you know any of those places where you can find the candidates you're looking for that maybe aren't particularly on a big job board today, and that's super important.
00:07:18.920 --> 00:07:21.105
The more specialized the role.
00:07:21.105 --> 00:07:23.870
So what do I mean by that?
00:07:23.870 --> 00:07:30.124
If it's a, you know, a relatively simple you don't need any special license.
00:07:30.124 --> 00:07:32.392
You don't need any special qualifications to do the job.
00:07:32.392 --> 00:07:46.274
You know, probably have lots of applicants for that job, but there are lots of roles where you need a specific license, and maybe it's in a rural area of the US and you need a specific license or a specific kind of experience.
00:07:46.274 --> 00:07:51.232
Maybe it's an automotive technician that needs a certain certification.
00:07:51.232 --> 00:08:14.379
Those people may or may not be actively searching for a job right now, but if you can reach them on a TikTok platform or, you know, instagram I don't want to play favorites among all the different channels, but sometimes reaching those passive job seekers on those new channels can be a really great way to find those specialized candidates for those specialized roles.
00:08:15.406 --> 00:08:26.995
Now, before we hit record today, you were sharing that the fountain i9 center uh is growing great guns yeah yeah, it's a, it's a, it's a great, great product.
00:08:27.014 --> 00:08:32.427
Um, you know, look, we all know that filling out government paperwork is.
00:08:32.427 --> 00:08:37.855
Maybe there are some people who love it, but most of us hate it.
00:08:37.855 --> 00:08:40.938
Most of us hate it.
00:08:40.938 --> 00:08:44.951
It's a pain, it's complicated, it's difficult to do.
00:08:44.951 --> 00:09:01.918
You know, what we've done with our product is to make filling out that government paperwork as fun as possible or as easy as possible, and what I think we're seeing is workers are able to complete that in an error-free way like they've never done before.
00:09:02.965 --> 00:09:33.091
And what's even really powerful about it is they're actually showing up for work and they are, instead of spending the first couple of hours of their first day doing paperwork, they're actually spending the first couple of hours of their career at this new company, learning about the history of the company, learning about the role, learning about the responsibilities, learning on the job, training versus what typically happens, which is hey, welcome to the first day of work.
00:09:33.784 --> 00:09:42.635
Go over there into the break room and spend the next couple of hours filling out these forms, and then we'll start to tell you about how great of a company we are.
00:09:42.635 --> 00:09:49.778
If you can flip that, you welcome them in and they start to learn about their job.
00:09:49.778 --> 00:09:54.575
They start to learn about their team, they start to learn about the company from the first minute.
00:09:54.575 --> 00:10:03.092
It's just a much better experience, not only for the company because they get more productivity, but frankly, it's a better experience for the worker.
00:10:03.092 --> 00:10:08.394
Nobody wants to go sit in a break room and do paperwork for a couple of hours.
00:10:08.394 --> 00:10:10.160
That's no one's job.
00:10:10.160 --> 00:10:14.913
Maybe there is somebody who thinks that's fun, but most of us don't think that's a great way to start.
00:10:14.913 --> 00:10:20.071
So yeah, that product's been a huge hit and it's delivering great results for our customer.
00:10:20.712 --> 00:10:21.214
Very good.
00:10:21.214 --> 00:10:24.058
Something else you shared because you guys have got so many features these days.
00:10:24.058 --> 00:10:37.067
Something else you shared before we hit record today is you've got a new time and attendance product and in fact, by the time this goes live, it's going to be out there so we can talk all about it in this interview right now.
00:10:37.067 --> 00:10:38.469
It's called Shift.
00:10:38.469 --> 00:10:41.072
Can you share some more information around Shift?
00:10:41.153 --> 00:10:42.655
Yeah, yeah, fountain Shift.
00:10:42.655 --> 00:10:44.798
Look, we're a multi-product company.
00:10:44.798 --> 00:10:58.934
We believe in supporting our customers from job board to departure date and helping them meet these frontline workers wherever they are in their life cycle of work.
00:10:58.934 --> 00:11:01.668
So maybe it's helping them on the job boards and maybe it's helping them get.
00:11:01.668 --> 00:11:05.606
So maybe it's helping them on the job boards and maybe it's helping them get hired and maybe it's helping them fill out their government paperwork.
00:11:06.129 --> 00:11:16.777
But we obviously know, for this frontline worker, shift and shift availability is a really critical aspect of a frontline worker's journey.
00:11:16.777 --> 00:11:19.226
You could argue maybe the most important one.
00:11:19.226 --> 00:11:21.089
I may love the company.
00:11:21.089 --> 00:11:23.231
I may love the people on the one.
00:11:23.231 --> 00:11:24.092
I may love the company.
00:11:24.092 --> 00:11:25.955
I may love the people on the team.
00:11:25.955 --> 00:11:26.355
I may love the job.
00:11:26.355 --> 00:11:30.561
If it doesn't work with my schedule, you know, I may love it.
00:11:30.561 --> 00:11:35.993
It's just not going to work for me If this job requires me to work nights and instead I go to school.
00:11:35.993 --> 00:11:38.479
That's just not going to work for me.
00:11:38.644 --> 00:11:49.577
And so we know how important shifts are to this frontline worker and the product we've built is basically the world's most flexible shift management product out there.
00:11:49.577 --> 00:11:52.674
It's also an incredible experience for the frontline worker.
00:11:52.674 --> 00:11:58.573
Obviously, we build everything with that frontline worker in mind, and so we meet them where they are.
00:11:58.573 --> 00:12:03.576
And then, lastly, I would say, is it adds to productivity for customers.
00:12:03.576 --> 00:12:07.436
You know it makes customers more efficient, more effective and more productive.
00:12:08.245 --> 00:12:12.759
From a flexibility standpoint, we support multi-location.
00:12:12.759 --> 00:12:21.592
So maybe one day you're working at store A and the next day you're going to work at store B, right, maybe you want to be able to work different shifts with different pay rates.
00:12:21.592 --> 00:12:35.028
We have the world's most flexible shift management technology product and, again, it's really powerful when you hire the worker and then you know what their dream schedule is during the hiring process.
00:12:35.028 --> 00:12:43.755
If you can use AI and put that into your shift management technology, you can start to really deliver schedules that work for workers.
00:12:43.755 --> 00:12:45.871
That's at the heart of what we're trying to do.
00:12:45.871 --> 00:13:02.857
Ultimately, we think that that product, along with our hiring product and our I9 product and our Communicate product, are designed to help customers not only hire the best talent for them, but increasingly and importantly, manage and retain those workers over time.
00:13:02.857 --> 00:13:12.859
So if I can retain those workers longer and keep them inside my company, meet them where they are and engage with them, the business results for me are going to be incredible.
00:13:13.701 --> 00:13:17.491
So last September, I was walking the floor of HR Tech Conference.
00:13:17.491 --> 00:13:24.753
This pod is two or three, depending on the month in the world, based on downloads and engagement in the category of HR Tech.
00:13:24.753 --> 00:13:29.730
And yeah, I've never been before because I'm not a huge fan of Vegas, frankly, although I like Arizona.
00:13:29.730 --> 00:13:30.153
That's nice.
00:13:30.153 --> 00:13:31.235
I'll drive around there afterwards.
00:13:31.235 --> 00:13:32.710
Anyway, I'm going somewhere with this.
00:13:32.710 --> 00:13:37.615
It seemed like every single stand at HR Tech was AI-powered.
00:13:37.615 --> 00:13:47.090
This AI-fueled that you guys have some actually reliable AI technology behind what you do, right.
00:13:47.291 --> 00:13:47.511
Yeah.
00:13:49.289 --> 00:13:58.392
How do you now differentiate yourselves, how do you stand out in a market, in a crowded market, when everybody professes that what they do is agentic?
00:13:58.392 --> 00:13:59.495
This AI powered that.
00:14:01.126 --> 00:14:04.105
By the way, it is the buzzword of the uh of the year.
00:14:04.105 --> 00:14:05.711
It was the buzzword of last year.
00:14:05.711 --> 00:14:07.820
I think it's still the buzzword of this year.
00:14:07.820 --> 00:14:10.509
Everything has to be AI and um.
00:14:10.509 --> 00:14:18.109
I think the core question is um, experimenting with AI technology is super interesting from a technology perspective.
00:14:18.490 --> 00:14:25.615
As an an entrepreneur and a technology entrepreneur at heart, there's some incredible technology behind the scenes.
00:14:25.615 --> 00:14:32.798
The question is can you actually deliver business outcomes using AI?
00:14:32.798 --> 00:14:41.817
Because if it's all it is is, hey, this product is now agentic AI, that's really great.
00:14:41.817 --> 00:14:44.336
The question that we always ask at Fountain is so what?
00:14:44.336 --> 00:14:47.741
No, so what, like?
00:14:47.741 --> 00:14:49.482
What's the business outcome?
00:14:49.482 --> 00:14:53.325
What does it do for the worker?
00:14:53.325 --> 00:14:55.927
What does it do for the hiring manager?
00:14:55.927 --> 00:14:58.447
What does it do for the head of HR?
00:14:58.447 --> 00:15:04.091
Right, and so we bring that to heart AI technology at its core.
00:15:04.091 --> 00:15:26.961
We believe fundamentally that, despite the fact that everyone talks about AI, there will be some companies within the HR tech landscape that really unlock the power of AI to deliver those business outcomes, and we want to be one of those companies.
00:15:26.961 --> 00:15:45.888
But we don't throw AI in as sort of like the cherry on top of the sundae, because then you sort of get like, yeah, it's AI, okay, great, but can you actually use AI to really impact a company's operations, their business, their hiring process?
00:15:45.888 --> 00:15:48.647
And that's where you get real power.
00:15:49.461 --> 00:15:50.806
And we have an AI interviewer today.
00:15:50.806 --> 00:15:56.952
That's an incredible product and it does an incredible job of doing initial phone screens for our customers.
00:15:56.952 --> 00:16:00.730
And what's amazing is it meets workers where they are.
00:16:00.730 --> 00:16:10.376
Workers are actually able to interview with our AI agent according to their schedule, not when a recruiter can talk to them.
00:16:10.376 --> 00:16:12.181
It's for the first time ever.
00:16:12.181 --> 00:16:17.355
It's like on-demand interviewing for the frontline worker.
00:16:17.355 --> 00:16:27.725
And we see workers interviewing at 11 pm at night, not because that's when they're applying for the job, it's when they got off their last job.
00:16:27.725 --> 00:16:34.594
It's when they got off their last job, it's when they got off their shift and that's when it worked for them to engage and do the interview.
00:16:34.594 --> 00:16:35.736
And what's even great about it?
00:16:35.736 --> 00:16:41.730
If we see workers, sometimes we'll start the ai interview and then say something like hey, I've got to go.
00:16:41.730 --> 00:16:43.821
And what happens?
00:16:43.821 --> 00:17:00.854
They come back an hour later or two hours later and our technology is aware and says hey, bill, welcome back, let's pick up where we left off, which is just incredible and incredible convenience for the frontline worker.
00:17:02.140 --> 00:17:02.923
Yeah, I can never do that.
00:17:02.923 --> 00:17:05.550
I'd spend about 10 minutes recapping before we got back into it.
00:17:05.550 --> 00:17:09.250
I've only got four more minutes with you because I know you've got a hard stop here.
00:17:09.579 --> 00:17:11.287
So just a few more questions for you.
00:17:11.287 --> 00:17:17.287
So so far, we have spoken about the sourcing process, we've spoken about the talent acquisition process.
00:17:17.287 --> 00:17:20.823
We haven't really got into retention yet, so let's just talk about that briefly.
00:17:20.823 --> 00:17:25.039
Um, retention is, of course, a top concern for hr leaders managing hourly teams.
00:17:25.039 --> 00:17:31.713
What are some best practices, sean or or features within Fountain that support better engagement and retention?
00:17:32.519 --> 00:17:41.555
Yeah, so obviously we think that one doing a really great job on hiring and onboarding leads to better retention.
00:17:41.555 --> 00:17:42.884
So that's kind of step one.
00:17:42.884 --> 00:17:43.787
That's table stakes.
00:17:43.787 --> 00:17:50.446
Do a great job of hiring, hire the right kind of talent, put them in the right kind of job and make sure they're ready to work on day one.
00:17:50.446 --> 00:17:54.314
They're going to more likely to stick with you long-term.
00:17:54.513 --> 00:17:56.381
But that's not enough, right?
00:17:56.381 --> 00:18:02.253
Finding a way to engage with this population of workers is really challenging.
00:18:02.253 --> 00:18:03.923
Again, I mentioned they don't.
00:18:03.923 --> 00:18:11.327
They don't reply to emails, right, and so you emailing them, you might as well just save your energy.
00:18:11.327 --> 00:18:13.963
They're not going to read that email.
00:18:13.963 --> 00:18:20.761
Ok, you know, putting up a poster in the break room, that's not.
00:18:20.761 --> 00:18:21.943
That's just going to get ignored.
00:18:23.166 --> 00:18:25.833
If a worker's on their break, you know where they're looking.
00:18:25.833 --> 00:18:39.202
Where they're looking Right here, by the way, where most of us are looking when we're riding the bus or the subway or the train or the you know sitting in the back of a car or a taxi, we're looking on a phone.
00:18:39.202 --> 00:18:41.729
It's the way to engage with that worker.
00:18:41.729 --> 00:18:45.346
You want to deliver a message, deliver it to that worker's phone.
00:18:45.346 --> 00:18:52.411
Now you need a system that can do that and can reach that worker via WhatsApp can reach that worker in the language in which they converse in.
00:18:52.411 --> 00:18:54.826
You need a technology that does that.
00:18:54.826 --> 00:18:57.409
Fountain Communicate is one of those technologies that does that.
00:18:57.940 --> 00:19:07.452
Second thing is you want to know how they're doing, and in the corporate world you could send a survey once every six months and get good results.
00:19:07.452 --> 00:19:12.869
In the frontline worker world, surveying people every six months is way too low.
00:19:12.869 --> 00:19:22.828
What you need to do is find out how was that workers first day, how was that workers first week and that workers first month?
00:19:22.828 --> 00:19:28.061
And then what's great about that is you can compare location A to location B.
00:19:28.061 --> 00:19:29.404
You can say wow.
00:19:30.208 --> 00:19:34.203
Everyone that works at location A says the first day was chaos.
00:19:34.203 --> 00:19:39.855
Everyone that starts at location B says the first day was amazing.
00:19:39.855 --> 00:19:49.932
What is location B doing that brings a welcoming sense and a calmness to day one?
00:19:49.932 --> 00:19:53.096
Let's copy that and bring it over to location A.
00:19:53.096 --> 00:19:59.292
Let's find out do people who, after the first week, they feel like they're doing great?
00:19:59.292 --> 00:20:05.030
Do those people stick around for 90 days, 180 days, 365 days?
00:20:05.030 --> 00:20:19.132
If we find that out, then we know that that first week is really critical time to drive long term retention, and that's the kind of thing our products do Things like Fountain Pulse and Fountain Communicator in that space.
00:20:20.300 --> 00:20:26.107
Oh man, I've got so many more questions for you, but we are almost out of time here, so I'm going to come back, bill for sure.
00:20:26.941 --> 00:20:27.702
You are coming back.
00:20:27.702 --> 00:20:29.808
I'm going to do your job for you right now.
00:20:29.808 --> 00:20:34.730
If you want to connect with Sean, look for Sean Bear with an H on LinkedIn.
00:20:34.730 --> 00:20:37.868
Go to fountaincom.
00:20:37.868 --> 00:20:39.887
It's that easy to learn more about the product.
00:20:39.887 --> 00:20:45.164
And that gives me one more minute, sean, to ask you one more question, so I'm going to challenge you to answer in 60 seconds or less.
00:20:45.164 --> 00:20:55.474
What advice do you have to HR leaders who are hesitant to overhaul their legacy systems at the moment, but they know that they need to improve their frontline hiring experience?
00:20:57.482 --> 00:20:58.306
Yeah, great question.
00:20:58.306 --> 00:21:00.290
I will try to do it in 60 seconds, I hope.
00:21:00.290 --> 00:21:13.375
The thing that I would try to do is to come up with what is one or two areas of our lifecycle cycle that are that are in need of the most transformation.
00:21:13.375 --> 00:21:18.251
So I would not try to try to bite the whole pizza pie at once.
00:21:18.251 --> 00:21:32.228
I'd pick an area like hey, for us it would really be great if we could focus on this one slice of the pie, which is I don't know job offer to day one that week before that worker starts.
00:21:32.228 --> 00:21:46.365
That's where we want to really dial in, and then what I would try to do is go out and meet with some great technology vendors, maybe go to an HR tech or a conference, but with a laser like focus on that one part of the experience.
00:21:47.007 --> 00:21:51.027
Anybody you engage with, just say how can you help me improve this part of my process?
00:21:51.027 --> 00:21:51.332
I don't want to talk about anything else.
00:21:51.332 --> 00:21:52.307
And anybody you engage with, just say how can you help me improve this part of my process.
00:21:52.307 --> 00:21:53.349
I don't want to talk about anything else.
00:21:53.349 --> 00:21:58.325
And if you can't, give me your card and I'll, or let's connect on LinkedIn I'll keep you in mind.
00:21:58.325 --> 00:22:05.147
So for me, it would be focused deeply on one area and then go meet the leading companies in that space.
00:22:05.147 --> 00:22:06.590
How's that?
00:22:06.590 --> 00:22:07.011
60?
00:22:07.051 --> 00:22:07.413
seconds.
00:22:07.413 --> 00:22:09.305
I'd say it's about 60 seconds.
00:22:09.305 --> 00:22:15.661
I think I've used all the time that you have with me for today, so that just leaves me to say for today, but we'll get you back on again soon.
00:22:15.661 --> 00:22:17.906
Sean bear, thank you very much for being my guest.
00:22:17.906 --> 00:22:19.230
Absolutely, bill.
00:22:19.230 --> 00:22:21.826
Great to be here and listeners as always.
00:22:22.086 --> 00:22:29.749
Until next time, happy working thanks for listening to the hr chat show.
00:22:29.749 --> 00:22:40.583
If you enjoyed this episode, why not subscribe and listen to some of the hundreds of episodes published by HR Gazette and remember for what's new in the world of work?
00:22:40.583 --> 00:22:45.625
Subscribe to the show, follow us on social media and visit hrgazettecom.