The following transcript was taken from InSights, a staffing and recruiting podcast from Haley Marketing dedicated to providing quick-hitting takeaways on Digital Marketing and Recruitment Marketing. To listen to the episode, click play on the player above or visit the episode page [InSights] Are your phone systems killing your marketing and candidate experience?
Brad Bialy: Matt, you and I are both baseball fans. We’ve been following this closely for a while now. I actually posted on my LinkedIn a week or so ago to get some feedback from my connections. And I wanted to talk about that as well on today’s episode. But if you’re not following MLB closely, let’s break this down really quick.
Brad Bialy: Fernando Tatis Jr. has a 14-year contract with the San Diego Padres for $330 million with, an M. Matt, one of the largest contracts in baseball history. Before we get started about what it means for staffing, you’re a baseball fan. What does it mean for MLB?
Matt Lozar: Well, it gets into a company, a team, an employer, the San Diego Padres pay one of their younger employees essentially, right? One of the members of their organization at a very high market value early in their career.
Matt Lozar: And baseball is very unique where they obviously have a players union and they have a lot of set scales for their wage and compensation. But the Padres saw value in one of their top employees, basically one of their top players, and felt he deserved the compensation earlier in his career than was required.
Matt Lozar: So it’s great from a you’re a part of that union organization to get the compensation you probably deserve.
Brad Bialy: Hey, it’s great for the game. It’s great to watch. He’s fun to watch. And when you think about entertainment and sports in general, that’s what we’re all here for, right? I can’t hit a ball a mile, but I want to watch someone who can, and he’s fun to watch.
Brad Bialy: When we think about staffing and what it means for our industry, Matt you’re spot on. The Padres have all-star talent on their roster and they want to make sure he stays with their organization long-term.
Brad Bialy: And Matt, when we think about staffing and recruiting firms, I want to bring this full circle here. We’re hearing time and time again that the candidate well is running dry. People can’t find top talent in Buffalo, New York for their jobs, why? What’s going on?
Brad Bialy: And Matt, you and I on InSights, we continue to say maybe it’s time to lean more into that candidate database, lean more into who you’ve already placed. Matt, we’re consistently going back and looking for a new draft class. We’re constantly looking for A players. We’re even looking possibly for B players. Why not as an industry yes, continue doing that, but also lean into those associates who are on assignment who are doing very well? Who are your star employees and make sure that they’re re-engaged with you, make sure they’re redeployed with you, make sure that they stay with Brad staffing firm instead of going to your competitor down the road, Matt staffing firm. I drastically think we need to continue to do that. And I think that this example from baseball proves it. Pay your top talent. If you can’t pay them because yes, your client has a specific rate that they can pay and a bill rate. Well, then what benefits can you give them? What else can you do to make sure that they stay with you specifically?
Matt Lozar: It’s a great topic to think about because of how challenging it is. We’re even starting to see possibly the candidate well, the pipeline dry up even more with the stimulus checks going out. It seemed to have really shifted around March 12th or 13th. So that’s going to be something to play with. But with your top talent, when you have them placed on assignment on your payroll, you want to keep them obviously on your… We want to keep them on your team generating revenue. So what can you do to highlight them, keep them happy? Is it with benefits or pay like Brad says? Is it showcasing them on social media to maybe highlight other top performers? And another thing I thought about in prep for the show was when you send those performers to one of your clients, that’s a really good impression you’re making with that client. They could think, hey, Brad staffing agency is sending me top performers. Here’s more job orders. Share more employees with that top talent. How do you bring some more of that top talent to my company as a client?
Brad Bialy: It’s good on the candidate side too. If you’re showing off your top talent on a site like Facebook or LinkedIn or Twitter and you’re saying, look at our all-stars, look at these testimonials. Look at these great examples of individuals who are working with our staffing agency. Others are going to want to work for you. You think about generational talent like Tatis, or you think about another all-star player, new individuals who are coming up in the draft class are going to want to go to that team. They’re going to want to play in San Diego because they want to play with him. They want to be on a winning team. Matt, no one wants to come to Buffalo right now if you’re a hockey fan. You think about this young draft coming up, no one wants to play because there’s no talent there. Talent wants to go where talent already is. So showcase that on social, lean in to testimonials, lean in to reviews, lean in to showing off these individuals. Because as Matt’s saying, it’s going to get you more job orders, and it’s going to get you more candidates.
Brad Bialy: Matt, I posted this on my LinkedIn right after the contract was released and right after all the data came out. And Adrian Dominguez, COO at ROLINC Staffing, good friend of the program, a good friend of mine. Adrian, want to give you a quick shout-out here. Hope my Buffalo Bills still continue to absolutely smash your Cowboys this year. No hard feelings bud. Also the president of Colorado Staffing Association, a really good organization out there if you are in the Denver area or the surrounding area. He had a great take here. He said, “It takes so much more than compensation. It’s appreciation, coaching, mentoring, showing up for your employees when they’re struggling in their personal lives, and reminding them constantly of where they’re going with your team, because they’ll doubt it some days. And I think when you have great talent in staffing and recruiting, you need to constantly nurture that relationship.”
Individuals need to know that you’re there for them short-term and long-term. Yes, you’re giving somebody a job today, but what does that mean for their career tomorrow? What does that mean for their growth and development tomorrow? What are you doing to consistently nurture your candidates, your individuals, your associates that are on an assignment? Are you just transactional in having an individual come in, putting them on assignment, moving onto the next? Or are you building that relationship? Matt, I’m incredibly sports-driven right now. You know I’m obsessed with sports cards and I think that’s what’s got me into this whole sports mentality. But from a team standpoint, it makes total sense to me. We can’t consistently look for a new draft class when we have already placed all-star talent. Make sure that all-star talent stays with your organization and gets you additional all-star talent.
Matt Lozar: Yeah, turnover in the industry is very high. It’s over 100% on a pretty short-term basis. So the more you can keep that talent, great for your revenue, less work for your recruiters. And it continues to fill that pipeline because also as we know, referrals are one of the biggest, if not the biggest ways to bring new employees to your team, to your company. So what can you do to keep those top performers happy? And they can bring… Like Brad you said earlier in the segment, good talent wants to work with good talent. So what can you do to continue to keep that referral program going to bring in new employees when recruiting continues to be a struggle?
Brad Bialy: Matt, I think we exhausted this one. When we think about what this monstrous deal means for the staffing industry, it means that you need to nurture the relationship with your all-star associates. Make sure that they feel respected, that they feel that they’re being heard. That yes, they’re being compensated and yes, we understand that there are a lot of logistics that go into that in staffing and recruiting, totally understand. But what else could you be providing in the form of benefits?