Want to attract the BEST and BRIGHTEST to your team?

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TRANSCRIPT

If you want that talent, you have to be flexible with work

from home. And mean, a lot of hospitality organizations like

to revert back to the old ways.

It may not. It may never happen.

We think we see Google sort of going in that direction eventually.

They might have to go into the office or now there are some key players in there

that, you know, eventually they'll have to.

But it might not happen right theirself with these key players because

those key players are getting your team, they are getting your team.

I've seen people be hired in Salesforce,

Facebook, Google, from hospitals, from hotels. Right, right.

So you want to just align yourself with these big dogs

and make sure that their compensation is there too.

Wow. So like a story that just happened in your professional?

She was a nature professional, in property and in hotels and hospitality.

She pivoted to another industry doing recruiting. Right.

So it's just one function from many hacks to one function.

She received literally a 55,000 dollar pay

increase. Wow. I'm sorry.

And you're in nature, right?

We think there of the alignment would be there with pay, but

there are so many gaps, so you really.

The competitive landscape right now, it's really about wages

and about work from home flexibility, understanding there's other needs.

Also, don't expect 60 hours anymore.

Don't expect 60 hours if you can create a four day workweek

for a person or maybe, you know, whatever,

maybe a ten hour, four day workweek or just 40 work week in general, you know,

utilize creative methods to make them stay.

They will meet KPIs on a four-day work week, and that's the guarantee.

They'll be more focused, way more focused because they know

Friday they're right or just are just for you.

Yeah, yeah. It's funny.

You funny you mentioned the KPIs, because

when are we going to pivot from a task based job

where you're checking off the boxes of things that you should be doing

and go to an outcome based position, right?

Where where you work, the things that you do aren't

don't always correlate to an outcome because ultimately,

you know, especially and I'm talking specifically about sales.

If you're an owner or a GM, you're looking for more revenue.

Analysts say it's not a mystery, right?

So if my in even from my my agency staff,

if if my writers or my content creators are best performing

beach front with their toes in the sand and they're doing a better job

versus a nine to five position , I'm looking for the outcome.

I don't necessarily am looking for those because they're going to

adhere to those traditional tasks of checking off boxes.

So I'm I'm hoping that we pivot.

All industries are pivoting, pivoting

more towards that outcome based relationship

with their team and their employees. Hmm.

And you're right.

I mean, prime example I write best in the morning.

Don't don't ask me to write anything in the afternoon.

I write like this. It will never exist in the morning.

7:00 a.m. 8:00 a.m. Boom.

I will write up a storm and it's beautiful writing.

Yes, your point. I'll put, I'll put.

Yeah, that's a great point as well.

Mm-Hmm. Outcome based results versus just clocking in checking off the box.

There's no passion just knowing you have to deliver and then leave.

Book there, whatever.

Exactly. That's exactly right.

Well, hey, this has been fantastic, very enlightening.

And it was wonderful to meet and chat with you about about recruitment, and

I hope we can do it again sometime soon.

Yes, fun. Thank you so much for the time.

No doubt. Thanks.

Have a great rest of the day and weekend.

Me too, thank you, Corey.

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