Humanizing Hiring: Transformation Through AI with Brenton Dalgiesh of Paychex

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Hey everybody, welcome back to HR Tech and sourcing schools podcast at the Olio podcasting booth.
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We are excited that we are joined by Brenton, who is coming to us live from the floor, live from the team at Paychex.
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I want to give a shout out to my main man, ryan, who I was talking to all about all things Star Wars before we started this conversation.
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Brenton, what's going on?
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What's the vibe here on the floor today?
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Today.
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I think people are a little beat up.
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I think Vegas hit hard for a lot of people.
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You are the first person to acknowledge that the struggle bus is real.
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I'm on it, but not because I was out doing crazy stuff.
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I'm from Detroit.
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It's a three hour time zone.
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It has been like we're both East Coast.
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You don't get the complain Wait a minute he can complain, but real quick.
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We don't care if he can complain.
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I am Born and raised.
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Who's your team?
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Sparty or the Wolverines?
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Neither I went to Central Michigan, so fire up chips.
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Okay, that's cool.
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I was just wondering.
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I was like you got a dog in this fight.
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Let's see what's going on.
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I don't.
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Most people went to neither Michigan or Michigan State, so it feels fake.
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It feels like they're phony.
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I like this guy.
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This is like the.
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Kind of like all the Bulldog fans, nobody goes to Georgia.
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Exactly.
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Okay, for those of you who know that this is not a visual podcast, brian just sat here and gave Ryan the slide eye and was like but I'll take every Georgia player.
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But I will take every Georgia Bulldog that plays for the Philadelphia Eagles.
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That's right.
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Because I love Georgia football players who do awesome things for the Philadelphia Eagles.
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Go, eagles, yay.
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He does, he hates on Philly sports.
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What if T Swift was dating someone in college?
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That might be.
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Oh, she'd be dating the man, the myth, the legend, brock Bowers.
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Okay, because she likes tight ends.
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Oh, look at Chelsea.
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Oh, ladies and gentlemen, boys and girls, I forgot to mention that we have Chelsea Warnick also here with us.
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But, chelsea, I tried to convince her to put on a headset, get on the microphone, but she is like no, I'm going to keep Brenton on track.
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So, brenton, to help Chelsea keep you on track, give us a 30,000 foot view of what you do at Paychex and how Paychex empowers companies to do great things.
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Sure, yeah.
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So my role at Paychex is an HR tech engineer and that is primarily designed for, like, our 700 HR consultants that are across the country to make sure they feel confident and comfortable with under, like utilizing the resources that we've made available to our clients.
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Our consultants know HR, like they don't need help with the HR side.
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It's the conversation around technology and the HR world is I'm not going to say it's in the tectonic shift, because that would be a little dramatic, but, like over the past few years, you know we're not pushing paper, but we haven't quite caught up to digital literacy, understanding what are the data telling us, and so there's a lot of opportunities to really provide our consultants with that Genesequa.
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That Zeitgeist to get in there and take control.
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We just went French and German.
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I appreciate that, hey.
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Mo, america, america, yeah, all right, my pillow All right.
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So, as we're talking about this and as we're kind of riffing on what you do at Paychex and how you empower small businesses, medium-sized businesses, your consultants all around the country, about empowerment, what do you think today is the number one tool that somebody needs to empower those businesses to really excel at hiring?
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I would say it's not necessarily technology, and I know that is probably wild, that a technology conference.
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Isn't that what you?
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do.
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It is what I do.
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But if you're only focusing on the technology, you're missing the human component and I know people are starting to kind of wade into that.
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My concern is we will tip too far into one direction and everything will be cold, data-driven, like methodical, and we'll miss.
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And whether you're hiring or whether you're retaining your employees, you cannot forget about the human component and people.
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Thank you Chelsea's smiling, but she has no idea what's going on right now.
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Yeah, that was fun, that was cool.
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We have a sound effect.
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That was interesting.
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I'm like, okay, all right, sound effects, Yipee.
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Tahini.
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All right, tahini is a Star Wars joke.
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Don't you dare laugh.
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I don't know anything.
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Oh, tahini, anyhow, don't you dare laugh.
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I had it as my ringtone, like my text message ringtone, for a while.
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Really I did Jawa walkie fans, probably like a dead end game to go.
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You're a Jawa fan Jawa, jawa, jawa.
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It's kind of like saying Joja, jawa, walkie.
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It's better.
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All right, fantastic, that's great, all right.
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So the other question I'd ask is when we talk about empowerment and the human element.
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A lot of people have talked about AI today, sure and yesterday.
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And the day before.
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And the day before, and they're gonna keep talking about it for the foreseeable future.
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How do you feel that AI helps us to be more human as recruiters, as talent, as HCM professionals?
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I believe AI will help if it frees up or if we leverage it correctly to where we're not removing ourselves from the conversation.
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I think the biggest concern that I have with AI is that we'll abdicate our decision making.
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We'll allow something else to tell us how we should behave, act or choose.
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There was that study that was done by Harvard Business where 88% of qualified candidates weren't moved through the process.
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And when you asked the executives at those organizations and this is a study that was across the UK, us and Germany right, when you asked the executives, they were well aware that this was a flaw in the system.
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It wasn't like, oh, I wasn't aware.
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They knew that this was happening.
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And so when you're recruiting and you're cutting out the active qualified employees, I'm not saying they didn't still get good hires, but maybe they could have had a better, but they shrunk their talent pool.
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They were blindsided.
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They I know the study that you're referring to.
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Yeah, they took the efficiency approach, which I'm not against.
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I'm really excited about what AI can do.
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I'm just concerned that people are going all in without understanding where all in is at.
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You know, jck made that comment earlier today in a conversation we were having with Jenny Cody-Kangus, as we were having a conversation about the human element and about data and where data is taking people from a data intelligence standpoint Also.
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That actually kind of dovetails, now that I'm thinking about it, into the conversation we were having with Evan and With everybody.
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Yeah, I know that that's a real caveat.
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Takeaway from it.
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Other takeaways what do you think has been the biggest topic other than generative AI on the floor today?
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Predictive AI.
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Okay, I like that.
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I get that generative.
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This guy's got a good sense of humor.
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We should make this a trio instead of a duo.
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I'd be happy to.
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It pays really well, I assume right.
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We have a good time, dude.
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We have a good time.
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We have a good time, that's it.
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Yeah, we work for the colors, I don't know what that means, but I'm just gonna walk away from it.
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Yeah, we do it for the Star Wars jokes.
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It's all good, yeah, so have you had a chance to walk around?
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and see the other technologists out there.
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I've had a slight chance.
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I was actually about to do that after this.
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This is so, after I hang out with you guys, I was gonna walk around for a little bit, see, and then I'm off to the sphere to see the postcard from Earth.
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So you're like, this conversation is the last thing for me.
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We're like the last thing for you, this conversation is the last thing for me.
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We're like the lunch between.
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So the sphere about that.
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What show are you looking forward to seeing?
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It's the postcard from Earth.
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Oh, okay, Darren Aronofsky, I believe If I butchered your name, Darren, I'm sorry.
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No, no no, no, no, no, we know who you're talking about.
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Yeah, so he.
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A lot of his artwork is actually, or photography is actually, shown on Apple Pictures.
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That's a reference to Apple, another product that that Ryan hates Star Wars and Apple.
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That's what he ribs me about.
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I'm a fan with you.
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I'm sorry.
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Yeah, I'm Android.
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I'm anti-Star Wars, that's cool.
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I mean there's got to be space for you.
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I've got the USB-C.
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What do you got?
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Yeah, I don't have USB-C because I haven't upgraded.
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I'll wait another cycle for the.
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USB-C.
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I've had the USB-C since 2012.
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The 15 is not the best USB-C.
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I will go on record.
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Yeah, so we've now migrated into the pit of despair.
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If you're following the conversation about despair, there are a lot of economic headwinds that are kind of crushing down on people, whether it's increased interest rate, inflation, conflation of job titles.
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What are you seeing as the silver lining for 2024?
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Well, we're also seeing a smaller job market as more and more baby boomers retire.
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So if it continues to shrink which we know it will about what 10,000 jobs a day?
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Or 10,000 baby boomers are retiring a day?
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If it continues on this trend, ai will hopefully step in and, as a result, folks that, unless they really like what they're doing, will have opportunities to move up into bigger and better positions.
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So we should see a bit of a rising tide, as long as AI takes care of the jobs that no one else wants to do.
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So this goes back.
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I forget who we were talking to.
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We talked about farming.
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Yeah, we were having a conversation about it, so the same thing happened in farming when they weren't boom either.
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Who they were, they retired, they died off, they were done farming.
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They did not die off.
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They died off.
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Stop killing people.
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They were all over the place.
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They were off into the sunset.
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They were off into the sunset.
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On a tractor.
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John Deere though.
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John Deere Caterpillar, it's all good.
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Yeah, we don't discriminate.
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But they were fancy tractors with GPS.
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Oh yeah, those are nice tractors.
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Right, and so that took over.
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As the people died.
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Oh, people died off.
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Stop killing people, Ryan.
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The younger generation came in and used the tractors into combines with GPS and all the other stuff that they're doing.
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GMOs which like it or hate it.
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There you go.
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I am not needed here Like these two, can you?
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actually, Brian, I'm kind of thirsty.
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Do you have a coffee or something?
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Oh, I did have a coffee.
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I went by the Higher Easy Coffee Station.
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I had a coffee, I had an espresso, some jumping drinks and they had chocolate covered espresso beans.
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And.
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I filled half the cup with them and I was sitting there and I'm just like eating them, like popcorn going oh, this is oh, oh yeah.
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So I am Jack up, speaking of which, we're sitting across from a company that's called HCM Allot.
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They have not done anything.
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They've had a tremendous amount of five-hour energy on the tech.
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Chelsea's laughing at me.
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I mean a tremendous amount.
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Like people, I'm going to take a photo of this and I'm going to post it to our Instagram feed so that you can see how much Red Bull I mean not Red Bull how much five-hour energy they have.
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I stay away from that stuff.
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Oh, I stay away from that stuff.
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I do too.
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I'm too busy eating coffee beans.
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Right, I actually haven't had coffee for like a month or two now, just because I care about my sanity.
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I think I was starting to get a little edgy Like short July for me.
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I got little kids, so like.
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Oh, that's awesome.
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Yeah, I mean it is awesome, but like now I the coffee with the kids, kids.
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Yeah, I knew what you meant.
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Depends Ryan's in the waters of the teenage years.
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So I think you and I are swimming in the baby pool.
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I got like a kindergarten or a three-year-old.
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Oh okay, we're on the same page.
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You've got time to go, yeah 16, 12.
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Why are you looking at me like I should be keeping track of your daughters?
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16, 13 and 10.
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That's all 16-year-old is today, she's 16.
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If I had to guess, though, is the 10-year-old older?
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She, like you know Kids they're, you know she hits a lot, she fights him a lot, she steals their stuff a lot.
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Where are you going?
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We told him to get us a coffee.
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I think he's taking us up on that.
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Yeah, so she, she sticks up for herself.
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Yeah, yeah, she battles you back in the show.
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Now I'm back in the.
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Okay for those of you who are watching the program, I got up to give Ashley a hug and Ashley, if you don't know her at Recruiting Daily, she is the brains behind the operation.
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She is the person who keeps everything held together has been responsible for the podcast that we put together here at Olio, the podcast that we put together at Greenhouse with William Ten Cup and so much of the day-to-day operations, what we do.
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So I don't think she ever gets shouted out on the podcast, but I'm gonna give her a shout out.
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This poor guy can't even get his podcast in.
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He's having the time of his life I am.
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This is the best thing that's happened to me at the conference.
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Well.
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I've had some really good food here.
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Oh, where was the good food?
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Not from the conference, not from the food we have.
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No, I will say yesterday's box lunch here at the conference was the best box lunch I've had at a conference ever.
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That is I know it's a pretty big statement, but we went to a place called Momofuku last night.
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Oh, and it was delicious.
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Yeah, so for those of you who have turned into the podcast, previously, I have mentioned the book on it's about hospitality.
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It's it's got a green cover.
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No, it's got a yellow and black cover.
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It is by Wil Giarda and it's an unreasonable hospitality and he talks about how 111 Madison Park fought against Momofuku to Momofuku.
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I understand.
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To be the number one restaurant in New York City at the height of the recession.
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OK.
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Yeah.
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That's impressive knowledge.
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Yeah, I mean he's digging deep for us.
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I know you're like you're like you're like Brian.
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I learned a lot from you, man.
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Did you see the Barbie movie?
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No, I read it and they're like they're like.
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Oh no, no, no, no, mr Hoidey Toidey, mr, I Read English Things.
00:15:24.855 --> 00:15:27.235
Ok, nobody reads a script to Barbie.
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OK, and so prior to the call we were I mean prior to the conversation we were also having a conversation about Colin Trevorrow's script for Dula Fates for Star Wars, which Ryan was like oh, another Star Wars conversation.
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Well, let's screw that, you know.
00:15:40.655 --> 00:15:48.073
Yeah, so as we're talking, taking on the evil empire of the economic headwinds, that's a Star Wars reference.
00:15:48.073 --> 00:15:50.552
It wasn't taken from Ashoka.
00:15:52.498 --> 00:15:53.080
No spoilers.
00:15:53.301 --> 00:15:53.822
No spoilers.
00:15:53.822 --> 00:15:54.634
No spoilers alert.
00:15:54.634 --> 00:16:03.856
We've talked a lot about Ryan and we've talked a lot about Brenton and we've talked about some of the things that you see coming down the pipeline.
00:16:03.856 --> 00:16:07.159
What's one big vision that you've got for 2024?
00:16:07.159 --> 00:16:09.894
That's really going to unlock and unleash what you're doing at Paychecks.
00:16:11.672 --> 00:16:20.312
I believe some of our partnerships that we are really leveraging and rolling into are going to be Sorry.
00:16:20.312 --> 00:16:21.260
Something was flying.
00:16:21.282 --> 00:16:21.907
There's a fly.
00:16:21.907 --> 00:16:22.230
We've named it.
00:16:22.230 --> 00:16:23.775
It has been here all day.
00:16:23.836 --> 00:16:26.110
Yeah we, there's a little nady fly.
00:16:26.210 --> 00:16:27.419
and then there's a fly, fly.
00:16:27.419 --> 00:16:28.690
Yeah, can't get it away.
00:16:28.789 --> 00:16:37.750
Anyway, sorry, I'm really excited about what 24 will bring because, as our HR consultants begin to, they haven't heard about this yet.
00:16:37.750 --> 00:16:41.543
So please don't publish this until like no, I'm just, but we're good.
00:16:41.562 --> 00:16:43.214
Chelsea says we're good Chelsea says you're good.
00:16:43.214 --> 00:16:44.587
Chelsea's on the podcast.
00:16:44.607 --> 00:16:51.070
Now I want to handle her too, I know right, that's not her last name, though, oh that's funny.
00:16:51.169 --> 00:16:51.673
That was good.
00:16:51.673 --> 00:16:53.835
But anyway we got a room shot.
00:16:54.830 --> 00:16:55.657
That was so quick.
00:16:56.269 --> 00:16:56.873
We got one.
00:16:58.230 --> 00:17:00.438
I told you I have a six-year-old and kindergarten three.
00:17:00.438 --> 00:17:04.785
My dad jokes aren't usually on point, but I have been honing the skills.
00:17:04.806 --> 00:17:06.093
OK, so wait a minute, I'll give you a dad joke.
00:17:06.093 --> 00:17:10.017
Right, this was on another podcast, it was on her own, boolean Bruce.
00:17:10.017 --> 00:17:17.742
They were like tell us, your dad joke Is what did the pink panther say when he stepped on an ant?
00:17:22.075 --> 00:17:23.636
I hope he'd be polite and say sorry.
00:17:23.636 --> 00:17:26.079
So I'm Dead, ant, dead, ant, dead, ant, dead, ant, dead, ant, dead, ant, dead, ant.
00:17:26.181 --> 00:17:28.282
Dead, ant, dead, ant, dead, ant, dead, ant, dead, ant, dead, ant.
00:17:28.282 --> 00:17:29.384
That's actually good.
00:17:29.384 --> 00:17:30.586
Yeah, you like that.
00:17:30.730 --> 00:17:31.472
I like that one.
00:17:31.472 --> 00:17:33.077
I'll give you credit for that.
00:17:33.117 --> 00:17:33.439
That's good.
00:17:33.439 --> 00:17:35.483
Maddie thinks that's the funniest thing in the world.
00:17:35.483 --> 00:17:36.289
I'll be like dead ant.
00:17:36.289 --> 00:17:37.333
She's like dead ant, dead ant.
00:17:37.333 --> 00:17:37.432
So.
00:17:40.151 --> 00:17:41.015
What is one thing?
00:17:41.015 --> 00:17:43.156
No, we got to get you out of here.
00:17:43.156 --> 00:17:44.012
You got other.
00:17:44.273 --> 00:17:44.957
You got the sphere.
00:17:45.029 --> 00:17:47.011
Fancy interviews to do what?
00:17:47.011 --> 00:17:52.020
What is one thing you're not seeing here that you want to see?
00:17:52.020 --> 00:17:56.777
Boom, and we stumped Jim Schneider on that one too.
00:17:56.777 --> 00:17:59.854
Yeah, he got the cricket sound.
00:18:02.599 --> 00:18:05.826
Yeah, you can keep playing those crickets while I think no.
00:18:07.618 --> 00:18:08.583
You can pass it to Chelsea.
00:18:09.878 --> 00:18:11.307
No, I wouldn't do that to her.
00:18:11.307 --> 00:18:12.275
You put me on the spot.
00:18:12.275 --> 00:18:19.838
I should sit under the hot heat lamp that you're directing my face Something that should be here.
00:18:19.858 --> 00:18:20.220
That's right.
00:18:20.220 --> 00:18:21.784
Come on the show and get tortured by.
00:18:21.844 --> 00:18:23.086
Ryan Ding, ding, ding, ding ding.
00:18:23.086 --> 00:18:25.182
It's a basic question with something.
00:18:25.182 --> 00:18:26.820
No, it's a solid question.
00:18:26.820 --> 00:18:28.838
What do you see out here?
00:18:28.838 --> 00:18:31.484
That's just completely BS.
00:18:31.484 --> 00:18:33.740
You can name companies?
00:18:34.435 --> 00:18:36.182
No, not, unless I'm getting a referral fee.
00:18:36.375 --> 00:18:37.378
I'm not going to do that.
00:18:37.378 --> 00:18:41.481
I guess, BS stands for buying signal Go ahead sir?
00:18:42.355 --> 00:18:52.869
No, I think, as everyone ramps up for AI and, like I said, I love it, but isn't there more that we can be talking about?
00:18:52.869 --> 00:18:54.440
Isn't there other things?
00:18:56.498 --> 00:18:58.664
I'm talking about internal mobility in an organization.
00:18:59.315 --> 00:19:02.124
A lot of AI companies are saying that they have the silver.
00:19:02.124 --> 00:19:04.603
I don't want to say bullet, because that's whatever.
00:19:05.737 --> 00:19:06.599
Brought to you by Coors Light.
00:19:08.317 --> 00:19:10.265
Yes, but they're saying that AI will help with that.
00:19:10.265 --> 00:19:15.707
I'm not saying it won't, but when did we lose having a conversation with someone?
00:19:15.707 --> 00:19:17.520
Just ask hey, what do you want to do?
00:19:17.520 --> 00:19:21.244
Where do you see yourself in two months, three years?
00:19:21.244 --> 00:19:30.664
It's something that, as HR professionals, we always talk about exit interviews, and I'm sure you've had guests on here that talk about stay interviews.
00:19:31.435 --> 00:19:40.106
If you haven't, it's a really it sounds okay, we have not had anybody talk about either of those topics, not today or ever.
00:19:40.126 --> 00:19:42.760
Stay interview you want to talk about the stay interview.
00:19:42.760 --> 00:19:45.742
It's essentially the exit interview before they exit.
00:19:45.742 --> 00:19:55.295
It's like Ryan, we really value you and the effort you put into here, which, if you stop right there, most employers aren't telling their employees that right.
00:19:55.295 --> 00:20:03.541
We've seen studies that two-thirds of employees who left never got a compliment or a thank you from their employer in the last like what?
00:20:03.541 --> 00:20:04.084
90 days.
00:20:04.084 --> 00:20:07.904
Usually they start to feel devalued.
00:20:07.904 --> 00:20:18.345
Anyway, the stay interview is essentially saying we really like you, what do you want or how can we help you continue to grow so that you stay happy here?
00:20:18.345 --> 00:20:23.800
It's just sitting down and having a conversation, like AI can do.
00:20:23.800 --> 00:20:54.288
They can't do that, but like in day I'm using yeah right, it's a bot, whatever and so it's just at the end of the day, we need to get back to the basics, and I'm not saying companies aren't doing these, but if we're continually going to rely on technology, software or hardware to take our jobs, gosh, this is awful to take away what we should be doing as a leader, like that's on us.
00:20:55.137 --> 00:20:57.144
So I like this concept of the stay interview.
00:20:57.144 --> 00:21:10.295
One of the things that I think is really important to organizations today is to turn retention into the new recruiting, and I don't think that you can do that effectively if you're not doing what you propose.
00:21:10.295 --> 00:21:11.982
Like I took a note on the phone.
00:21:11.982 --> 00:21:12.988
I'm going to look into this.
00:21:12.988 --> 00:21:14.295
I'm going to study this a little bit deeper.
00:21:14.295 --> 00:21:16.182
Yeah, that's really hot.
00:21:16.536 --> 00:21:19.164
Yeah, well, I'll be happy to come back and continue the conversation.
00:21:19.655 --> 00:21:21.122
I might have to do my own research too, though.
00:21:21.122 --> 00:21:22.921
Okay, that's fantastic, Fantastic.
00:21:22.921 --> 00:21:26.423
So we'll get you and Chelsea on the next.
00:21:26.423 --> 00:21:26.924
I hope so.
00:21:27.655 --> 00:21:34.125
Are we going to do this next one on site, like in Cancun or something Like a rubah bahamas come?
00:21:34.227 --> 00:21:35.191
on pretty mama.
00:21:35.432 --> 00:21:36.977
Don't hate the idea, Don't you go?
00:21:37.397 --> 00:21:42.948
baby, why don't we go to Nicaragua Now?
00:21:42.948 --> 00:21:47.285
About the next event that we're going to be podcasting at I'm not sure where we're going to be doing it live again.
00:21:47.285 --> 00:21:52.047
It's something that we look forward to because, like you talked about human connection right.
00:21:52.047 --> 00:22:05.275
Like I think that the reason that people are having technology replace the retention interview conversation or the internal mobility conversation is because we've lost the art of going to lunch with our boss or our team.
00:22:05.275 --> 00:22:07.255
Oh, yeah, okay, I'm getting looks.
00:22:07.255 --> 00:22:08.845
Well, I'm with you there.
00:22:08.865 --> 00:22:15.234
I don't know if it's an art, like it definitely is, but I mean I'm happily still working from home.
00:22:15.234 --> 00:22:24.275
I actually like work under the stairs, the sand spiders, but close enough to Harry Potter that you know I get the joke all the time and like, so I'm going.
00:22:25.345 --> 00:22:26.295
You and I are the same person.
00:22:26.295 --> 00:22:34.209
Like no Ryan, tell him where was my desk for the longest time in the house before we built the office.
00:22:35.412 --> 00:22:35.894
In the kitchen.
00:22:36.894 --> 00:22:38.710
No, I was in the hallway between the kitchen and the.
00:22:38.710 --> 00:22:39.901
Oh, yeah, yeah.
00:22:40.009 --> 00:22:54.519
So, yeah, we're good, we got this, but anyway, like you know, so I would love to go out to lunch with my boss but, like you know, he's in upstate New York right, so that's a little bit trickier.
00:22:54.519 --> 00:23:02.101
Thankfully he decided to join me out here at HR Tech, so I did get to grab that, but, like a lot of people need to have that opportunity.
00:23:02.101 --> 00:23:07.402
I think one thing that gets missed is like sometimes this like happy hour after work, get together.
00:23:07.402 --> 00:23:19.298
That really puts a stress on a lot and at least 50%, 75% of the workforce who have little kids or have other, you know, care taking responsibilities or they're just not able to step away.
00:23:19.298 --> 00:23:23.140
So now we're, now we're like building on this whole.
00:23:23.140 --> 00:23:27.201
If you're virtual, you're not getting that face time with the boss or the boss's boss.
00:23:27.201 --> 00:23:28.315
Sometimes that is.
00:23:29.009 --> 00:23:31.337
There's concerns around that limiting career growth.
00:23:31.690 --> 00:23:45.840
But then if you have these extra curricular activities that are fun, that provide the bonding experience, but someone's not able to be there because they have to go, you know, pick up a kid from school or make dinner or get them ready for bed, right, like the things that you do if you're not able to go out and participate.
00:23:45.840 --> 00:23:51.792
And often that burden is carried by the female, like our female coworkers, but it's not so.
00:23:51.792 --> 00:23:54.401
It's once again like these little things.
00:23:54.401 --> 00:23:58.109
I don't want to use the term microaggression because it's not that, but it's like a little.
00:23:58.150 --> 00:24:00.115
No, but it's something similar to it.
00:24:00.175 --> 00:24:14.849
I know it's a very yeah, and so like there are these things that we need to be really thinking of and working through and just be like, let's grab a breakfast right or grab, but like, if you're still in a work-from-home environment, what does that look like?
00:24:14.849 --> 00:24:17.839
And a gift card, you know, to Grubhub isn't going to do the trick.
00:24:17.839 --> 00:24:19.395
It's nice, but it's not the same.
00:24:20.211 --> 00:24:26.056
Well, when I was at AWS, we would do 1.30 occasionally right, and that means 9.30 AM right.
00:24:27.589 --> 00:24:45.375
I don't work for AWS anymore so I can go ahead and tell you sure you know like I would sit down and you know, but we would do that and we would get together and we'd have a virtual happy hour around the Zoom, around the chime call, because that's what we used at AWS.
00:24:45.375 --> 00:25:11.058
I think there's value in that but, like you, do bring up a very strong and contrapositive to this about happy hours and where people are in their life cycle and the generations we have in the workplace and how we have to communicate to them differently and, if you will, maybe even have a different value proposition to them about their future, with the organization to really engage with them at scale.
00:25:11.058 --> 00:25:14.090
I would agree Cool.
00:25:15.013 --> 00:25:15.695
Right, what you got.
00:25:15.695 --> 00:25:16.659
I got nothing.
00:25:16.659 --> 00:25:18.236
Man, this has been a good conversation.
00:25:18.630 --> 00:25:27.837
It would have been the only thing that would have made this conversation better and she's laughing at me because she knows that I'm If Chelsea was on the podcast.
00:25:27.837 --> 00:25:31.376
All right, brenton, thank you so much.
00:25:31.376 --> 00:25:32.310
Real quick.
00:25:32.310 --> 00:25:44.878
I do want to ask you just one question before we go If there was one thing that we could cover or uncover about you and about your team at Paychex the question that we failed to ask you what's the question and what's the answer?
00:25:46.910 --> 00:25:51.442
I think the question is probably how are the consultants, what we call HR business partners?
00:25:51.442 --> 00:25:55.779
But how are they making their clients' lives easier?
00:25:55.779 --> 00:26:19.221
And the answer would be they are sitting down with them, connecting with them, working through their processes, understanding their culture, understanding their pain points and then providing a plan that addresses those and this is where my role comes in and understanding how the data are influencing those ultimate decisions.
00:26:19.782 --> 00:26:20.750
That's awesome, Brenton.
00:26:20.750 --> 00:26:22.155
Thank you for making time for us today.
00:26:22.155 --> 00:26:29.630
Ryan and Brian, we are out of here, we are brought to you by Olio at their podcasting booth and we are joined by the lovely and talented Chelsea.
00:26:29.630 --> 00:26:30.191
Thanks so much.