Tackling Job Market Challenges with Automation and Strategy with Nesanel Moeller

we interviewed somebody we liked them a lot and we were going to make them an offer then a random recruiting company gave us a resume that this person's resume we hire the person a month after the person starts working for us we get a bill welcome to the let's talk business podcast a project of the PEX group gain valuable actionable ideas from the world's top Business Leaders to help you take the next step in your business journey and now here is your host Manny Hoffman coming to you from the PEX headquarters in Brooklyn New York this is is the podcast for No Nonsense advice to help you learn grow and lead today I'm so excited to welcome our guest Nano Müller nanel has extensive experience in operations and management consulting specializing in driving business growth at the penguin group he led the establishment of a recruiting department to Source top tier Talent facilitating numerous successful placements and significantly enhancing client performance his current Venture is purple stairs an Innovative recruiting platform in our episode today we delve into the world of recruiting and career enhancement he shares insights into the challenges of job hunting building a job Marketplace platform and the balance between attracting candidates and companies theel discusses the importance of systemizing onboarding processes emphasizing the need for Clear roles in contribution within a team we also talk about the current job market overpaying for talent and the impact of Automation and streamlining on the recruiting industry this is so much more only on the Leto business podcast let's get right to our conversation with nasan Muller now I have a question to you I know you have suggestions about different guests on the show I want to hear from you email me directly at podcast pesg group.com and now to our conversation with naso Müller nasel thank you so much for joining me on the let's talk business podcast my pleasure thanks for having me so today we have a I think it's a first uh we're going to be speaking about a topic that uh I don't think maybe once or twice we we touched on but we didn't dedicate a episode focusing on recruiting and career enhancement and so on and so forth there's a product that you've been involved with uh I know there's other partners as well that caught my eye I saw you know from the marketing obviously great marketing around the product and and I started looking into the product and understand what's problem it's solving and so on and so forth so and I figured it's a great topic to have a conversation about so for our listeners that don't know about you tell us a little bit about your backstory a little bit about um what you've been doing and what you and and what got you to this space and ultimately um about the product itself got it okay so uh we we we have been working on this now for um almost two years so there's a there's a lot of back story to what happened there and and uh just to give a little bit of background before that on on on who I am and what I do and how I came into this to begin with so I actually have originally went for a degree in social work I'm a master in social work I no longer have a license I never actually practiced um when I started off uh working I I was working for an agency and realized that there were a lot of operational things that I can get done there um so I I right away kind of shifted into operations and in that role I did a lot of uh recruiting interviewing tons of people every day and got an act for the people aspect of figuring out you know how the processes work and who's a good fit for doing whatever it is that needed to get done so from there I kind of basically fully transitioned into operations and the various roles that I had I was involved in recruiting as well in 2020 actually during the uh during the pandemic I met Maurice and we decided to start working together Maurice Stein and uh we started working together and at that point he had a recruiting firm called Hawk staff and uh we had first started working together just on the uh Consulting side I myself do a business processes and and and software implementations for companies off the-shelf software and uh and then we eventually brought everything under the umbrella of the penguin group and we started doing recruiting uh in the penguin group as well we did that for a while we had a lot of recruiters that were working for us and there was a lot uh that we learned along the way as we started as we were doing the the recruiting and and as you know seeing the shift in the industry as time was going on was a very fascinating thing to watch because aside from the fact that it's cyclical but because there were such interesting times to do recruiting through the pandemic the what was going on then and what happened in between and then what's happening now there's just a lot of very interesting things that some some things have happened in the past but some things you know it's just very very interesting Dynamics which we'll get into soon uh but that's basically my my backstory and how I got into recruiting to be with got it so so let's talk about recruiting because um Once Upon a Time somebody was looking for an employee they would put some ads they would put print ads and then eventually um digital ads and they would have the interviewing process I think um recruiting agencies were around for a long time I could say years ago we still we already used recruiting agencies let's say when we needed a specialty skill such as a senior graphic designer or anybody in that space instead of just putting an ad and getting all kinds of resumés we would give it to a recruiter to go out and head hunt us somebody and usually they were very successful in finding people let's say for us they were trying to do it on their own freelance and they were trying to get clients on their own and convincing them maybe you know there is a place to join an agency and we're pretty successful in finding great talent I guess when when Co hit um I think what what what I saw on the market is a huge huge influx of people looking for additional employees and people were fighting for the same employees and what ended up happening is a ton of recruiting came into the space and a lot of a lot of recruiters were fighting for the same resumés so what have you seen from that space that was like a stepping stone of this is not working there needs to be a better way so the interesting thing is that you were saying as far as you know Niche jobs that people were looking for with recruiters those actually tend to have more success because you're you the the the companies know exactly what they're looking for and you know aside from what you're looking for you know who you're looking for right so that makes the the search much much easier much more targeted and it's it's much easier to communicate back and forth between you know in that company and recruit a relationship what had definitely happened during during the pandemic is that people were just hiring and hiring there was an influx of cash and people were hiring and and actually overpaying because they needed to get people that didn't exist because there were a lot of people that weren't working while the people that were working there there was just a shortage of people that that that were going to fill the jobs that companies were just growing and growing and needed to fill these these positions so what happened what happened since then is that the reality has kind of set in so first of all aside from the fact that we're we're in a recession now where there's a lot of um it's an interesting recession because it's not like you can pinpoint one particular industry but there's definitely people people feeling it definitely a tightness a tightness in the in in a bunch of the different sectors of business correct but it's affecting everything but but before we even got there I think that reality set in a little bit to the sense where people started realizing that they're that the people that they're paying are not providing the value what they're paying for and I think also there's been such a tremendous shift into going into automating and streamlining things that that people also realize like I don't have to pay sell on this amount of money in order to get these things done I can automate that so when you put that together with the recession where people have to cut budgets you put that in together with actually right now which is very interesting because people are you know it's the end of the season right so people are coming uh after the school year there's a there's going to be a lot of entry-level candidates coming in so in previous years entry level candidates were demanding you know $30 an hour you know whatever it was that they felt they can come in and just make you know right off the bat because oh what do you mean that's what the market is um the reality is is that they're getting offers that people are getting five years ago and they're going to have to take them because that's what's available and the what I think is going to happen here is that companies are going to start hiring some of those people and letting go some of the people that are overpaid even more than they've been letting go already so that way they can catch up on on on their budgets and the people who who have been getting those High salaries for now for technically no reason really are going to are going to be faced with a harsh reality because they're going to go into the market and say say well I was making this I should be making the same or more but the reality is they were overpaid and they're going to they're going to see as much as like a 30% decrease in in what they were making so that's just a little bit of the dynamic and what the shift has been in in the in the market now when you take that into account people are trying to save money so recruiting is a very very expensive service to pay for right um sure you know depending on who you're using for it um you know between 15 and 25% of the of the the first year salary or whether it's a lower level position and people are charging a flat rate of $5,000 or some whatever it may be it's a very expensive proposition aside from that there is a lot of open positions and these are the hardest positions to fill that are just very general I need someone to come and do something good for my company a lot of companies don't have job descriptions they don't really know exactly what they're looking for or they're looking for somebody who's just anybody so when you're looking for that well what who who do I find for such role and who who's going to want to come to me for such a role like that and that's where you really need to be a recruiter to to find the right person and get a sense of what the what the right fit is from both sides and that's where um a lot of the recruiters who came into Play Over the pandemic where they didn't have to necessarily do all of that and now they do now all of a sudden it's changing well how how do how do I do this type of recruiting so that's one aspect of of why recruiting has has gotten more more difficult on top of that there's there's been a lot of um there's been a lot of different things happening within the recruiting industry in in in our in our Market that has affected how people view recruiters and how people deal with recruiters so there's been instances of a lack of clarity communication just people throwing resumés um that's been a complaint you know that I've heard a lot there's also been some complaints of dishonesty because in in some aspects like you know someone someone's interviewing somebody and sometimes they're playing both sides of the coin so they're telling the candidate they want this so that the candidate agrees and then they're telling the company the candidate wants that so it actually happened to me once when I was working with a recruiter and they promised the company some whatever what they wanted to hear and they promised you what I wanted to hear so that we both said yes they got their fee and and I got into a position that that I probably should not have gotten into but that so but that that's something that happened other things are also affecting how companies you recruiting Because I'll give you a story that actually happened to to us and it was very interesting to hear this and see it firsthand as somebody who was still doing recruiting at the time and the payment group has shut down the recruiting department as of now but this was back when we were still doing recruiting we were hiring for for a a position and we just put out feelers out there you know looking for somebody to fill a role and uh and we started getting resumes from different people and we interviewed somebody we liked them a lot and we were going to make them an offer then a random recruiting company gave us a resume th this person's resumee and we weren't in contract with them they were not our recruiting company like there was no agreement in place we had already interviewed the person they sent us their assum we didn't think anything of it whatever it is we hire the person a month after the person starts working for us we get a bill for tens of thousands of dollars and uh you know you have to pay this bill and I I don't even know who you are like I never even spoke to you I never have a kind of conversation with you I never signed an agreement with you and I'm getting a bill so I that was a very very um you know big Awakening for me to what other people are seeing right because as a recruiter coming dealing with companies and they're they're treating me a certain way because I was doing recruiting I was wondering like where's this coming from and then I'm thinking to myself if this is what they're experiencing I I I hear it I hear where they're coming from it's a it's a it was a very big Awakening for me so tell us more about uh purple theer so um obviously um what we want to discuss today is the platform that uh you've been building with other partners so what problem is purple stairs solving what is purple stairs what is the product what is the offering and then what problem is it solving okay so purple stairs is a a a website where we solve Point pain points from the recruiting industry that we saw on both sides both from the recruiting perspective and from the company's perspective when they're dealing with recruiters as well as from the candidates perspective so starting from the candidates perspective first of all what it is is that somebody can go on the website and they can uh they can upload their resume and then it helps them fill in a profile um automatically based on what's in their resume it fills a profile for them and creates a profile that companies are then going to be able to see uh their information now first of all just the backstory on the on on that in itself when you're developing software it's very hard to know in the beginning exactly you know what you're designing and what you're developing what what how much development is going to be involved what it's going to cost and just to highlight that so we originally when we were starting to build a software we said you know really when people are going to come to the website the first people are going to come are going to be candidates and they're going to have to fill in a lot of information we should make it as easy as possible let's build a resume parser right like indeed has or you know these other companies you dropping the resume fills everything in and we decide you know what it's going to be too complicated to develop we're going to skip it for now we'll revisit it later we fast forward to when we actually are about to launch and we're like we really need to do something about this we can't launch without a resume parser and when we started chat GPT didn't exist and once it did we're like wait instead of building a parser why don't we integrate a chat GPT into the website and let it do the parsing for us and see how that works so what technically would have been six to n months of development and tons of money took five days and it was done wow so just a little bit of background there so now people come to the website they can upload the resume and it it parses everything for them they can review it and then the key here is they get to go next to every piece of information and they get to choose whether or not companies that are looking at their profiles on the website actually get to see that information so if there's something they feel is too identifying or or you will give away who they are then they then they can choose to make that private now if if somebody comes to the website and they want to um and they don't care about being private because because most of the time people who are looking to be private are people that um is sometimes higher level or people currently in positions that don't want their their employer to know that they're looking so they can have a completely open profile it's up to them but but basically um it's up to the candidates to choose what what they show once they have a profile uh whatever they chose to show is going to go up on the website and then the employers get to see and search for these candidates so on the employer side companies have to uh create a profile they also have to fill in information it's not just the candidates that have to fill in information the reason is is because we want the candidates to know who they're talking we want them to know who's requesting their information so a company will will fill in the information and then request to request access to an account and then we have to look into them and then approve the account so we make sure that they're a legit company and we know who they are once they get approved then they can start searching on the website for um for different candidates and we have different filters that they can set up to see what they're looking for when they see someone that's a potential fit they click request on mask and then the candidate gets an email saying a company's interested you the candidate can then see the company's profile and then either allow or deny the request for their information if they if they deny it they disappear from the company's search if they approve it the company gets their contact information so that's the process and what it is and just one thing I just want to uh mention so the the company's process the the one of the pain points of companies is is is that search is going to be that search of figuring out what they're looking for so we're actually releasing very soon um it's in beta right now so it's going to be released very soon is companies will actually be able to click and insert a job description and if they don't have one they can say help me create one the website will ask them a few questions and generate a job description for them based off of that it will automatically set the filters for them and then on top of that once they click search they can adjust it before they click search they once they click search the website will actually suggest and rate cand will rate the candidates and how well the candidate fits the job description that they gave it so you don't have to do that but it's going to it's going to help people find the people that are the right fit for their specific job so so let me ask you some followup questions just again and and because I don't know a lot about the pro the the this the platform so forgive me for asking those questions but let's say if somebody doesn't want to go with the traditional way of of a recruiter like what is the key benefits of your platform versus uh any job site uh you know there's job site websites out there now that will have looking for this position looking for that position or employees from both side of the yes there are websites even within the community but even if you go out of the community there's there you mentioned before indeed or others like what what sets this apart as far as is it geared towards um the specific Jewish Community or it's open platform for and for like what what would you say sets it apart say you know nothing like this existed that we needed this platform so right now it is it is uh targeting the fir Community um and there was nothing in the fir Community where it's strictly candidates and it's a database of candidates for companies to go and access you're searching for a new for for somebody for a new role go back on there and look again and you look through the candidates and there's new candidates constantly coming on every single day we didn't launch for companies until we had that until we had enough candidates constantly coming in now from from you know there the answer to that question is there's a little bit from the candidate side a little bit to from the employer side on what's different and what the need was and what role it's filling from the candidate side it it was very difficult for people especially now there's so many candidates there are so many candidates out there before we had the pay shut down the recruiting department and we launched purle stairs we were getting sometimes 60 candidates a day and what do you do with that right like the the we can't possibly interview that many people every single day and really really get to know them you're not getting back to them so they're people that are that are submitting their resumes and they're not hearing anything and they're actually very hurt like I've heard it from from candidates they're very hurt like they they're finally looking for a job they're reaching out to recruiters and because they're not maybe on the lower level of of expertise nobody's even responding to them correct and and and and and then I don't blame recruiters for it because it's really it's not physically possible possible it's it's just not so then from the candidates perspective is that you're you're stuck in the in the hands of the recruiter because you can't get your resume in front of in front of companies unless the recruiter happens to put your resume forward because they they thought of you so we completely take that out of the picture because now candidates can get their rums directly in front of companies without needing to hope that someone else is putting in front of them now in order to get your resume in front of somebody in the past you either had to go through a recruiter like we were just describing or find the company's job board and start submitting your resume to a specific job now that is you know something that potentially people can still do that's not that you know purple stairs is not taking the place of that but it's not the regular job boards the problem with that companies had from that perspective is that in order for people to know about them they have to do their own advertising whereas here we're doing advertising and we're drawing new candidates every day and then companies have tool of candidates to pick from instead of needing to constantly advertise every time they have a role this also means that as candidates are coming in even when you're not advertising you're still getting new candidates coming in and then when you're ready to look for a new role the candidates are already there you don't have to like start advertising and start start Fielding resumes going back to the candidate side there are a lot of people that were in that were in jobs and unfortunately they they feel stuck they feel like I'm at a dead end I'm not making I'm not making ends meet um so how do I get there that's a a lot of people have this question because they're they really can't afford they they're living month to month at best and they can't afford it so like what's the end game over here I'm this is the way I'm going to live the rest of my life where will I actually at some point get a job that's going to pay me enough to pay my bills because what's the point of working if if I'm going to just be in debt anyway so there's a lot of that going on where people are feeling that and they want to see what am I getting my value or is there a way I can increase my value or is there someone out there that's actually am I getting under underpaid and is there someone willing to actually pay me what I'm worth so that allows people who are currently in a position where they where for the most part if if a company finds out somebody's looking for a job they let them go so this allows people to put feelers out there and see if if there's even something to think about and then to know uh where they stand and that's a very important thing a lot of people even even if they're okay and they're happy technically in their job they don't know where they stand and they're constant unhappy themselves because they don't know am I getting underpaid am I undervalued or am I valued correctly and am I getting paid when I'm supposed to be getting paid so that that's a very important thing got it so so let's let's let me dive deeper on this conversation because I think this this the point that you just mentioned is a very important Point um and I think I I want to address it from both both both sides of the coin um one is some people feel they're underpaid basically because they maybe spoke to someone locally and they they probably lied of how much they making they say wait a minute you're making this amount of money and why am I at this job so long and I'm not making that money that's one part and the other part is what we've seen as you mentioned before when Co hit there was a A desperate need for hiring and people were overpaying significantly overpaying you know um at PEX we had a couple of people they were you know um offered significantly a lot more money that they used to make over here here and I'm still friends with them I said you know what take it if somebody's offering you that that much more money like I'm not holding you hostage over here you you got to do what's best for you and your family but some of them are not lost their job since and they're now back to the work job force and looking for a job and so on and so forth so I guess my question to you is a what are you doing on on on the platform but even just from your experience being a recruiter your what are you telling this guy that calls you up and says you know what I'm making x amount of dollars this is my job I've been with the company for x amount of years is this the maximum I could get in the past recruiters will constantly think you could probably get more you could probably because they needed the good resumes they needed those good candidates in the market they can you know what I could get you for sure another 20 30% of what you're doing now or get your hybrid U you know setup versus being in the you know in the office every day like what could you share on that to for people to know what's realistic what's not realistic so I think the most important thing is to be honest because the people are notoriously bad at at evaluating themselves everybody's very good at evaluating others and seeing how others are but when it comes to yourself there there are blinders on and it's natural so it's very important for people to to really hear from somebody of what where they where they actually stand so telling somebody that you could get them increase value it it's a it's a very very bad thing to say to them because it really can hurt hurt people very very badly because the second someone hears that they're unhappy where they are where they were technically happy until now and then and then they go to go to work miserable every day to a point where they're going to fail at their job because they're miserable and then it becomes a self-fulfilling prophecy where then they get let go because they're no longer performing so I've seen this happen time and time again so it's very important to really be realistic and and true with people to tell them this is what you're worth this is what you could potentially get on the market and then to actually if they get more than that great but but don't overshoot them because then then you're you're just ruining they're they're going to be upset they're not going to be happy when when the reality sets in uh but it's definitely a very difficult situation and I think that just being sympathetic to some of these people who are who are going through this right now because somebody who got a job coming coming out of the uh you know coming out of Seminary or coming out of college or high school um you know five years ago four or five years ago and to get a certain salary and then now for reality to set in where they're they can get so much less and that's what they're going to be stuck with it's a very hard thing to swallow because even though technically you can explain it from a from a technical standpoint that yes things are worth less now we're in a recession but people don't think that way people think I'm worth less now right and that's that's what's difficult for people for people to hear so when people have the opportunity to get themselves in front of in front of any company that is that is looking for for for candidates you're not I think that the thing that that's very difficult for people to have to constantly follow up with somebody you know did you s resume to anyone are any companies looking at it whereas instead you're in control of your resume and then you know that it's up there and you're doing everything that you need to to be in front of in front of companies and that that takes away that need of feeling you know that that I'm being ignored it does it solve the the aspect of then if you don't hear from employers that maybe you feel like maybe there's something wrong with my resume or something wrong with my experience no I don't think that we can solve that right now but but it does take a lot of that pressure off one of the things when whenever somebody builds a Marketplace well let's even think go back to the times when Uber launched in order to be successful they needed to have Riders but they also need to have drivers if the if the if the ratio is off then obviously every company has their ratio at the end of the day it's not effective how are you working towards that to make sure that the balance between businesses employers and employees and resumees uh the ratio is there in order to make sure that there's enough of a big pool that this candid that it's worth um using the platform right so I'll tell you what we did whether or not we did was perfect is is is uh Up For Debate and and opinion but this is what we did and what our thought process was so this is very much the kind of a situation of the chicken or the egg right like exactly you're saying with with Uber you got to have both right away so what we did was we first we first um advertised and marketed to towards candidates the reason being is that it's free for candidates so there's really nothing for them to lose so you go you create your profile there you set it you forget it and that's it it's done and in doing that we got we got hundreds of candidates to sign up for for the website and create profiles on the website once we had a few hundred candidates on the website at that point we started marketing to companies who are always constantly looking and for the price that we're charging for a company of $300 a month that you can spend more than that in just one classified today so to pay that amount and you have access to hundreds of candidates instantly it became worth their while at that point to sign up so now at this point we have we have quite a few uh paying paying companies that are that are constantly searching website and the way it works is anytime there's new candidates they get they get notified right away so they know to go on the website to look at the new candidates and this way we kind of had a little bit of both and at this point we have over 1300 probably close to 14400 rums at this point so there's a lot to look through no matter what the is there's a lot of candidates to look through and uh and as we grow the value is just going to just going to be more and more but the people who are really going to find Value the companies that are going to really find Value are companies that are constantly hiring because if you're constantly hiring instead of needing to put out it a classified every other day you pay one flat fee you have access to candidates companies that are looking to hire once a year and they're looking for something very Niche it's not necessarily the right fit for them unless they want to just have access to the pool of candidates for a month you know something like that but what are you doing in order to make sure um um to make sure let's say that the information stays relevant let's say if a candidate found a new job they're taking off their Prof they're taking off their resumes and stuff like that so we do have uh a feature for putting a a a profile to sleep so if a candidate if somebody finds a job they can go on and and they can put their their profile to sleep they can also delete their profile if they want to and then we are in touch with our employers to find out whether or not they they have found hires on the website and if and and how things are going um and if people are inactive for a certain period of time for both sides from the employers and from the candidates we follow up to to make sure that they're still relevant and if not to put their their accounts to sleep is there any um you know piece of the technology take you after the initial introduction between the two um parties like on the actual negotiation or uh swapping information or is it just basically just to identify those candidates that's where it ends correct that right now that's where ends there could be down the road Integrations with with the software programs that people are using for their HR payroll and things like that to bring the candidates information in but right now that's s got it I want to speak uh the last few minutes about obviously um You're Building technically a new company you have your recruiting background and I've spoken to the other partners as well there's money investing you know investment that goes into a technology business what would you say is the you know the surprising factors uh that Came Upon in the Journey of building a a software assas business the interesting thing is is that we we do have a you know investors involved um but the the people that we had involved in the partners in the project were people who do software and know software for a living and what we did was we first planned out what the process would look like and everything that we wanted the the website to have then we took that we translated that into an actual design and then from there translated that into into development the only thing that really which I think in every software project turns out that way is that the development takes longer than what you initially expect it to but I think that anybody doing this kind of project you have to figure that that's going to happen but the the key thing with this is to really figure out your process First Once you figure out your process on what the website or software is going to do what buttons is it going to have like literally everything you got to think think of through pretend like you're actually clicking through the software and try to think of all the different things that are going to happen and then the base Your Design off of that once you do that then getting feedback from external people and and really trying to figure out did you miss anything when they look at the website do they look at it differently than the way you thought that they would look at it and doing that kind of research before you actually start development so that way you you end up when you start the development you're not redoing things uh you know a whole bunch of times over as you're developing but that's that I think is the most important thing how do you how do you go about U different partners in this business and delegating the different responsibilities making sure that that you don't over overlap on on on skills and responsibilities it's a good question so in our case it was very easy because um we have we have someone who does software and we have somebody who does marketing we have somebody who does um operations so we each contributed our specific thing and we all know exactly where our lines are because that's what we brought to the table and that's why we're involved in the project I think it's very important for whoever is involved to really know coming in what their role is and why it's their role and what the value is that they're bringing to the table and then to stick with it because ultimately ultimately that's what's going to get things forward the fastest whereas otherwise you can just keep spinning in circles but I think that worked out very very nicely mhm outside of your recruiting experience um how much did your experience in systems processes and Automation and everything that that you do on that side help you with your role in purple stairs it absolutely helped because I because I help businesses develop processes so I was very familiar with the process of understanding what a workflow would look like and how it would actually present itself and and how to how to design it but in a way that translates into software so that way we're like oh we can probably leverage that that kind of feature or create that and and do this and knowing where software is going and where where things are headed to come up with with the new features that we're going to be releasing as well so it definitely it definitely helped I think the next the next step touched about it before is that what I see uh what I hear from business owners and from new employees in different companies that there's a long way to go on the small business side of developing systems and processes for onboarding a new a new employee to the team I'll give you an example we have a whole system internally that we use for our own team for on boarding um and one of the examples I use is at one day I sent out an email to my whole team a couple of years ago and it said what is the three or four things that you that took you a few weeks to find out in the company once you and you joined and believe it or not the weirdest things come up but it's still important like if my phone doesn't work who I'm going to if there's no Forks in the kitchen do I do I do I reported to someone who's in charge of of you know of U if I want PTO I have my direct report but or it goes to HR you know stuff like that so now we have a system outside of obviously core values and getting them acquainted with the culture and everything that like a few days in you'll get an email like it's called like like odds and ends or something like that and here's a bunch of things that might be helpful to know so it's not like a formatt thing but it's very helpful you know I remember once somebody told me that there was basically a couple of weeks past to something and the wife his wife didn't get a paycheck it was the first paycheck and he met the the her the owner of that company in in the street and he says is everything working out and he says yeah everything's working out are you sure says of course everything she's pretty good for the few first few weeks why didn't she get a paycheck so oh I forgot to tell her it's every second week and she started like just just about when so so she didn't have yet a full cycle for payroll nobody just they took it for granted it's every second week but guess what you hired a new person you didn't give them the basic information like how pay set so a lot of that could be today automated could be put into practice but it's so important you know it's so important so I I definitely encourage you to to build out some of those training or some of those basic information that that the employer needs to say what's our training process how long is an onboarding PR whatever it is and that was going to force the the you know the employers to be a little bit more syst systemized when it comes to the information they need to share with the candidate and I think it's it's only a matter of time before people realize how much money it saves them because like even in the story that you just mentioned that employee went about the first two weeks and their experience in the first two weeks as this employer had had was a negative experience instead of a positive one and it could have just as easily been positive yeah I'll share with you even more even more than that like I'll give you a real life story at PX um once upon a time we you know all of a sudden the candidate and we need a computer day before we remind ourselves we need a computer and now we're paying overnight shipping yeah versus uh in our in in a new process like not new it's it's a couple of years now but as soon as somebody gets hired an email will go out to it to have a conversation with the direct report to see what technolog what what they need in order to to be set up properly what does it take it's set up once and and we're not taking away the human element yeah those two people have to talk to each other but nobody has to now remember to speak to it like there's an email in your inbox saying that talk to each other two weeks before that person you know most people when they get hired there's usually a week or two or whatever like till they get started but of course you save so much money if you're organized and it's the first impression for the employee how many times you would speak to a candidate and they say you know I showed up in the hallway I didn't know and then all of a sudden I'm waiting four hours because the person that hired me didn't show up and I you know it's it's a very awkward feeling as well so you give them you know if I'm not in the office you're going to be meeting XYZ this person will meet with you first second and so much of that could be it doesn't have to be down to the to the te and to the minute so you don't have to be that that that systemized but just the basics right so I think the the thing that that that people the push back I get the most with that is is is taking away the human element like you just said and I think that people don't realize is that you're not taking away the human element the there's no human element involved in your candidate coming in and needing to to fill out their name in 20 different places their first time coming into the office 100% the example I use is that we have a system in place where we take the the employees birthday anniversary date um once they start and then I get an automatic email um from that the day off okay and the same was with the university not because I want to automate the process and take away the human element to remind me to go over to say um happy University it's 5 years you've been with the company it's three years you've been with the company so you're using Automation and processes to support the human element not to take to to take away the human element I think that's the confusion that a lot of people have correct very cool very cool so I I guess it's a it's a new platform when did it launch so we launched for candidates in the end of December oh cool so it's it's been a half a year now yes uh so how could people find out more about it what's the URL so the URL is purpl stairs.com and and uh both both for for candidates and employers they can both create accounts by just going to that that website got it for the link resources mentioned this episode check out the show notes at www.pg.com podcast let's close with a four rapid fire questions are you ready I'm ready number one a book that changed your life uh profit first great book number two by the way for our listeners profet first is by Mike mallwitz we had him on the show go back and listen to the episode we have a guy that told me a couple of months ago that he saved 50 something thousand by following Prophet first a person that never saved the dollar in his life so go back and read that number two a piece of advice you got that you never forget um to to take a step back before making decisions and slow down before making decisions number three anything you wish you could go back and do differently maybe maybe going for a different degree in in school I mean I do use my social work degree in doing what I do but but uh after completely transitioning away and not using it at all you know maybe doing something else last and final question what's still on your bucket list to achieve to grow the companies that we're you know that I'm working working on and to to see them become successful Nice N thank you so much for joining us I know your time is valuable that is why in the name of our listeners we forever be grateful for sharing some of your time with us today it's been a blast same here thank you so much my [Music] pleasure now that's my conversation with Nana Müller might take away from this one number one focus on honesty and realistic evaluation when advising individuals on the potential for increase value in their job market promoting trust and credibility within the recruiting industry number two Implement systemizing onboarding processes to ensure a positive employee experience and facilitate a smooth transition for new hires ultimately contributing to higher employee retention number three maintain a balance between Automation and personalizing interaction and recruiting processes to efficiently handle a large volume of candidates while preserving the human element in the hiring process number four take a step back and carefully assess decisions before making them to minimize potential setbacks and ensure strategic well-informed choices when building and expanding companies and last number five learn from successful business principles such as those found in profit first by Mike mallwitz to optimize Financial strategies and saving what in a growing business venture and that's a wrap for today's episode of the let's look business podcast I hope you enjoy the Practical non-nonsense advice that our guest shared if you found value on listening I would be so grateful if you could share the episode with your friends and if you could give the show a five star rating on Apple podcast or whever platform you listen subscribe to the show and get notified every time we publish a new episode The let's talk business podcast is a Pex group original produ ction until next time make it a great day [Music]