Behind the Mic w/ Jody Considine
September 18, 2020
The Dragging Up team get the insights on how to fail in, or successfully find and apply for jobs in safety and the trades.
Our special guest Jody Considine, provided much needed information for those that are looking to work, and how to improve their chances.
[00:00:00] spk_0: jacking up six point. I think this show is brought to you by safety. Oh, what do you get when you
[00:00:11] spk_2: bring together safety professionals from Alaska, Montana? In East Tennessee, you get a podcast whether twang hosted by Alan Woffard, J. R. Kitchens and Betty Stout dragging up six 0.0, is on the air wherever you go on the Internet dragging up 6.0,
[00:00:30] spk_0: is there with you dragging up 6.0 dot com it This show is brought to you by Safety FM
Allen" Our goal today we're lucky enough to have the team together and interview Jodi Considine. Jodi is actually a recruiter with the systematic business consulting I've known her for a couple of years since I've worked with CNC Mill, right, in Greeneville Tennessee. And so we're gonna get with Jodi today and ask her a few questions. The safety hand hands actually want to know about why it's so difficult toe give jobs out in the field to be found by recruiters and to be found by people in the trades betting before we get started. Is there anything that you'd like to ask Jodi since you just got on with us, and we know you're actually out on its site right now.
[00:01:17] spk_0: I'm just excited to hear what she has to say about the resumes because I've been job hunting and it has taken May. I couldn't tell you how many resumes that I've submitted before. You know, I've only had a couple of call back, so I'm sure she'll probably cover all that while we talked to her instead. So I'm kind of excited to see what she has to say.
[00:01:35] spk_1: How about yourself?
[00:01:36] spk_2: Yeah, we're talking earlier, before we went on the air, that about the bill of points that if you put Bill points on your resume, depending on the software that they run the resumes through at the company you're applying to that it will kick it back. Is that Is that a fact?
[00:01:53] spk_0: Some of the platforms they're now moving over to accept pdf files so that what they say is, you know, if you can send it as a word document, it really depends on the bullet. Sometimes it will accept the bullet. Sometimes it will not. Um, having a clean resume is probably the key. Um, you know, But it really depends. Some systems will kick it back out, and some won't. I mean, it's really it, Z. There's no rhyme or reason. Sometimes
[00:02:18] spk_1: we just want to go over some of the ground rules. One Absolutely. Nobody has khakis on correct everybody, not just vertical motion. Okay, if you need a potty break, please just say I need to step away and refresh my drink. If you need a new drink, please just say I need to step away of Mother Nature's on call waiting. But going
[00:02:37] spk_2: back in there button and the button overhead button, we can push.
[00:02:40] spk_1: Well, we forgot to say he pads out for everybody. I'm Betty. If you need Thio. I'm just gonna, um you better because of course, we gotta have ah, technical issue with every show. But, Betty, if you need anything on, please just holler at us. E feel bad clicking on her, clicking her off. I wish I could do this for my wife when she's mad. She's probably gonna hear about it anyways. Eso going into this, Jodi One of the reasons that we wanted to have a recruiter A lot of things that Betty Jr myself have seen, you know, applying for jobs ourselves. But right now we're Kobe 19. There are literally hundreds of thousands of people out of work, uh, in part due to lost jobs. And so they're trying to prepare to find their next stage in life there. Next, location for jobs and networking. So before we get to the resume and the who and the how and the why, what is the best way with your background for personnel to find jobs that match what they already have?
[00:03:42] spk_0: You know, LinkedIn is always a great way. Um, it's a great way to network. Just make sure that you're connecting yourself with the right people. Um, there's a Brazilian recruiters out there. Um, so that's that's one of the things. Indeed, Um, we use indeed a lot, but it's not our only go to you have the platforms like Zip recruiter, actually have a friend of mine, and I can give you more info on that. Uh, another time, too, is she has a higher. Now it's higher roads. Um, it's a new application that she's got out. Um, which keeps your info private. So even if you were in a company and you're looking for something outside of that company. It keeps your resume private until you want it to be seen. So I mean, there's all those platforms I think linked in there because there's so many you're gonna get to your decision makers pretty quick on LinkedIn. That's probably one of the best ways. I mean, that's how I found you, Alan and Super Stock to you For what? A year? It really depends. But there's so many platforms out there, I would say linked in indeed, definitely Zip recruiter. A lot of people are going back into Monster CareerBuilder, so just putting yourself out there on every possible platform is really the way to go.
[00:04:49] spk_1: Do you think Monster is still a good platform? And I ask this because, ah, lot of the complaints that would actually come on Facebook linked in another locations. They would apply for jobs. But we're constantly getting invitations to apply for insurance positions, things completely out of their career, path or background.
[00:05:07] spk_0: It depends. I use Monster. Um, it is kind of it's older, so you don't see as many people using it as they used to, but I use it when I'm looking for people. I'll go into monster. It's really preference and what people feel comfortable with using. But that's I mean, that's what I still use it once in a while. I've gotten some good people from there. I mean, it really depends. Zip Recruiter is, um is, you know, kind of newer, um, that people are using a lot now, too. But it's it's really just putting your name out there connecting with the right people. Get yourself into groups on linked in. Make sure you use those hashtags and that's what that's what gets people seen
[00:05:44] spk_1: when you're talking about hashtags that resumes are
[00:05:48] spk_0: linked in LinkedIn. Twitter is another one. Instagram I mean, all those social media outlets just putting yourself out there. And like I said, connecting with the right people is
[00:05:58] spk_1: key. Betty, is there anything that you want to ask as it relates to you know, some of these, uh, websites or programs for personnel toe apply on
[00:06:08] spk_0: what you're talking about. Hashtags is what what particular hashtags or you are the best ones to use? Is there a particular ones? It depends, you know, whatever your background. So if it's you know, safety, it would be safety jobs. It would be safety, like for me when I when I do things when I'm looking for companies to work with, I always use a hashtag for manufacturing, construction, engineering on Ben. When I'm looking for people, I will put hiring now or now hiring you could do hashtag looking for work, things like that. There's there's a bunch of different groups out there that will pull people into those categories. So it really depends on your background, what you're looking for and even some key words from your resume that you could put those in his hashtags as well. Okay, is it taboo to reach out to a recruiter? So if you find a recruiter that recruits for the company that you're trying to get into, is it bad manners to reach out to them on Linked in and no. And that's that's kind of the beauty of LinkedIn is that when you're connected with people, gives you that option to message them, and it's kind of a Hey, I saw your profile, and this is what I'm looking for. Would you be able to help me, or do you happen to have the contact information of somebody else I could speak with. Now, of course, you're gonna get the people that go. Well, it's online. You can apply online, and it's so you're gonna find a wide range of people. Some will be receptive to your message, and some won't. But it's It's just kind of it's okay to do that. I mean, that's what it's there for.
[00:07:33] spk_2: That's good. No, that's good. Yeah, no doubt about it. That's good to know.
[00:07:38] spk_1: So, Jodi, let's let's say you get a large group and I'm just gonna specifically throughout safety right now because we're dealing with a lot of safeties. Is there a way for them to find re sources such as yourself? I mean, I know LinkedIn's a great asset, but what is a great way for people looking for job first approach? The job scene? Is it getting a professional resume? Does it depend on where they're applying? What would you say is the first step? Is it their location? Maybe. What should people consider before they just go job searching?
[00:08:12] spk_0: You need to have a clean resume, whatever, you know, position you're looking for kind of tailor it to that. Make sure you have a clean resume. There's a lot of people out there like myself. People reach out to me. I don't charge to reformat resumes, especially now. Now is the time to help people when we can. So if there's people out there who will kind of create or recreate resumes for free, if you can't find those people, then you go out and you get somebody who's going to do your resume for you. Just make sure it's clean. That's first and foremost, because anybody that you connect with and you speak with is going to ask for your resume. I know when people contact me. Hey, I'm looking for such and such a job. Can you help me? First thing I say is, Hey, could you send me over your resume? That's the first thing connecting even people. If you're looking at a certain company, you're trying to get yourself into a certain company, connect with as many people as you can from that company. Even people in a similar job that you're looking for within that company connect with them. Hey, do you know who I could speak? Thio, Here's my resume. This is what I'm looking for. So just really. I mean, Priority one is definitely getting your resume in order and knowing what you want. You know, I get some people who say, Hey, I'm looking for this position. They send me the resume And then I talked to him. Hey, what are you looking for a while? I'm really not sure yet. Kind of have your priorities straight. Have your goal and objective. This is where I wanna be. This is what I want and be really clear about that.
[00:09:28] spk_1: And if they're redoing a resume, let's say they've been out of the trade for a little. Well, how far back should a person have? Because with people like Jr myself where you know, we were in the military in the seventies, the eighties and stuff like that, should they go back that far? Is there a time limit or a certain progression that they should have
[00:09:48] spk_0: 10 years, 10 years? You know, basically, what they want to see is 10 years back. And then from that point, anything beyond that. What they'll do is when you get called for an interview or a phone call or screening, they'll get that other information for us. For example, what we do is 10 years. We look at the 1st 10 years, and then anything beyond that, we will put in our notes to send over to a hiring manager. Now, as far as your military background, I would put that under a skill or another work experience. It's always good to let people see that you do have that military background. A lot of companies are looking specifically for people that have a military background. It's always good to make sure that that's on your resume and at some point,
[00:10:27] spk_1: okay. Appreciate that. Yeah,
[00:10:30] spk_2: I sure do. Thank you very much, Mr uh, beautiful. Yeah, that would be the B. B s. Er, sorry about that. I do have a question. Jodi, I know when you are looking back and you really can't. Probably if you take notes, everything would be easier to find as in dates, times, month. But if you're not sure, is it really important to get it right on? Uh, pinpointed? I know it's a lot of recruiters will call and say, Hey, one to this gentleman Worked there. Who was he? Very good. Uh uh. Did he take a lot of time off is it? Is it really that important? And I know the answer before I ask it to get the dates spot on.
[00:11:13] spk_0: You want to try to get the dates is close to what you remember for your starting and ending date now. I mean, I've dealt with so many people who have said I just can't remember And it's, you know, as close as you can. You definitely don't want to see a lot of gaps in a resume. If you see six months gap, you're like Okay, well, what were you doing during that time? A lot of recruiters, a lot of hiring managers. Companies will go through that resume. And if they see gaps without even understanding or knowing why they'll put it aside. So it's important, Thio, get it as close as you possibly can, just from what you remember. But not everybody can do that. Just think, Sure,
[00:11:47] spk_2: just watch out for the gaps and maybe maybe put in unemployment or retirement.
[00:11:53] spk_0: Yeah, you want it and a lot of times to you'll see with you. Find a lot of people who are on contract work. Of course, when you have contract work, you're going to see a year here a year here. Um, And then it looks like you're one of those job hoppers. You know what it means? Sometimes it's OK to put put in parentheses. Contract. So when I'm looking through it, I go. Okay, They were working on contracts. So this is why they only had a year's time here that they're just getting their foot in the door, getting their training and then leaving
[00:12:21] spk_2: right? Or seasonal or something like
[00:12:23] spk_0: that. Exactly. Exactly.
[00:12:24] spk_1: E. I got a question for your brother. So when you were, you know, working specifically in the music industry and stuff like that to putting down the various radio stations or the fact that you were grand old Opry or anything like that was had a hindrance for you with some organizations, maybe because they're genre was like rock and roll or classical
[00:12:46] spk_2: Well, as a Z, Jodi was mentioning its's that staying power and not being a job hopper, which in radio was pretty much a job. Hopper, if you work for a company and and they lay you off or something like that, I mean, that's not a job, hopper, but I don't know I Some were year somewhere six years. Some were even less orm. Or if if you're not precise and what you do radio people don't really care where you worked. It's how you were working. What knowledge you have is faras satellite programming, training a team, a true full fledged team member. If you're not a team member, they don't want you. If you're one of these people where I'm the greatest. If it wasn't for me, this radio station shut down, which is a lie on the radio, said, You keep going forever and ever. But those are egotistical members on. Of course, it's all about egos when you're in radio. But But if you're me, me, me, they don't want you because there's no, um, me and team, I guess there really is. But it's backwards.
[00:13:48] spk_1: Okay, well, let's try the different question on this Betty would have. Your experience has been. Have you used a recruiter in the pastor, have used a job sourcing before Thio, get out into the field that you're currently
[00:14:05] spk_0: here? Recently, I've used length in, and indeed, E did put on linked in like looking for job opportunities that was only visible for recruiters, but I never had a recruiter actually reach out and try to place me anywhere. Um, and I have contacted recruiters to lengthen before with no response. Um, I mean, it's probably and I just talked to another safety professional here on this site, and he said that he's turned in 78 resumes and he's gotten one call back. Um, you know, and it's it's just I don't know if the market out there is just that hard. But I always tried to look at the job posting and then make sure that I changed my resume or my cover letter Thio to put in whatever of those keywords were key phrases that they had listed on on their job posting to try toe, hopefully make my reason. They kind of match and stand out. But I got I got to where I was sending in so many. I just got to where I just quit doing that on. I was just like just seeing it and yeah, it kind of got frustrated because I kept trying to tailor my resume and everything. It was time consuming. It was like I'm just gonna put it out there And if they called me great and only thing that I would change in my cover letter would be, you know, a job title. But the job number I was applying for, but everything else I just left, you know, the way it waas. Um, but it was time consuming. It's frustrating because you would never even get a call back or, uh, you know, returned email or Hey, we're sorry. You know what? You get that auto rejection email from the system. Yeah, but you never knew why. It's like I would just wish somebody would call and tell me. Hey, you know, your resume sucks or something. You know, What do I need to change and how can I make it better? But that feedback was never out there.
[00:16:12] spk_1: I've heard it's mostly algorithms. Is the reason for kickbacks?
[00:16:17] spk_0: Yes, True. Talked about the job hopping. That was gonna be one of my questions, because the field that we're in, especially for the hands, right, uh, or the craft guys, you know, they might work through four places a year, and some is, you know, just the job being did or something they just drugged up somewhere else. has more money.
[00:16:40] spk_1: She said drug
[00:16:41] spk_0: e just always wondered if that I don't know if that hurts them as much as it hurts. No us on the professional side, when we're looking for for new positions and things, but because there are, you know, they're all the time going to different projects.
[00:17:00] spk_1: So, Jodi, does that make a big difference? Depending on the industry, like and construction? Where they looked at that is some positive because they've got a variety of backgrounds with companies and, uh, you know, different types of sites and projects or with a hinder him.
[00:17:15] spk_0: No. I mean, it depends on the industry. I mean, obviously, you know, when you're looking at construction, you know that it's you're gonna see a lot of different projects. You're gonna see a you know, a lot of different work. Um, so it really doesn't hurt you, you know, because it z just the nature of the beast. You know, that's what happens. Um, so, you know, I don't see that as asserting you. I mean, sadly, you're gonna find recruiters out there who will take your resume. Um, hey, I'll get back to you. Never get back to you. Um you know, it's kind of what sets us apart, Where A small group and that we take our time. Thio, um, get back to people with feedback, you know? Hey, this the reason why, you know, they didn't go any further with your resume, is it? You know, you didn't have exactly what they were looking for, and this was what they were looking for. Eso You know it, zed, that you get a lot of people that will take your resume, but don't give you that feedback to help you get better or to, you know, progress you towards your next job. So it's it's sad that z kind of white, you know, recruiters get the bad name, you know, because it's just everybody's like, Oh, well, there's no communication. They don't follow up. They don't way have a We come from a military background, um, you know, as recruiters. So, you know, we wanna make sure that our communication is top notch and we get back to people. I mean, our goal at the end of the day is to make sure that people or where they belong in the best career. So, you know, that's that's what we really focus on is giving feedback. Um, a lot of times companies we work with don't give us the right feet, but, you know, they'll just say no, not a match. Well, that's not good enough for us. You know, if they're not a good match, I need to know why. You know, So I can relay that that back to the candidate and let them know. Hey, this is what was missing, you know? So we know that we're not going to continue to target that same position or a similar position. We've got a kind of adjust fire. So,
[00:19:11] spk_1: George, you had something on that brother?
[00:19:13] spk_2: Yes, sir, I I remember when I worked for CFS eye out on Shemya, where you were at a swell. I was logistics manager. So my job was to interview People are kind of like a recruiter, but not, but not really. But if I would get a resume, if I would talk to somebody and do an interview and I thought, man, that this this guy really knows his stuff on and, you know, just by the way they talk or their language, uh, that, you know that They're a good worker because, you know, you called and you checked on him. And but now that resume in your notes go to Ah, higher. Higher up is you were saying, Jodi, but I know that it's that that if there's something wrong with the resume that that I can see and I'll tell them and I'll send it back to them or they'll redo it and send it back to me and, uh and then I'll send it on. And nine times out of 10 when they get hired, they turned out to be just as they said, Ah, great worker. And, uh, just a great person.
[00:20:11] spk_0: So Jodi has a follow
[00:20:12] spk_1: up. I'm sorry. Just doesn't follow before you answer that. You know, Jr and Betty have both brought this up. Is there something when you look at the cover sheet of, ah, resume that just jumps out at you says hold on, let me take him into the read this or is there something missing where you guys said I'm gonna look at this later. Is there something Azul? Get ready Answer Jr. Speak to Jr's statement. Is there something that would help them improve on that whether class or some kind of template to use so that they can write a good resume to get your attention.
[00:20:44] spk_0: Yeah, I mean, definitely you want your resume to look clean. You know, when we look at a resume and it's mean, it's just word after word after word. I mean, if it's just too busy, it gets overlooked. You know, I had one candidate who had a seven page resume, and I was like, Dude, this is I mean, you know, my nightly reading, you know? So you just want to make sure that your you're keeping it clean. It looks nice in order. And make sure there's no spelling errors.
[00:21:11] spk_1: You know where Betty was saying she would have to redo a resume and had keywords or different words. Is that Is that Mawr that we're having to do that because of the algorithms on the computerized stuff? Or is it that that's exactly what you're looking for? Oh, you know, I so 14,001 or, you know, construction, uh, safety, professional, something like that.
[00:21:34] spk_0: Yeah. I mean, it depends on what you're if you're applying for safety manager. Of course, they want to see safety manager somewhere in your resume, you know? But there's a the way that we kind of approach things is, you know, a resume is kind of a quick snapshot of your background, and we always encourage hiring managers higher ups to call somebody, call him and talk to him. It's gonna take you 20 minutes to get on the phone, talk to somebody because so often you're gonna find that their experience is far more extensive than what they can put on a resume. Talking to somebody is going to give you a better picture as to what they can do and what they can't dio than your resume does. I mean, sometimes you have to change those keywords. But like Betty had said to in a cover letter, if you're writing a cover letter, you can really adjust that to to fit whatever job you're really applying for. So there's a couple ways to go about it and kind of jr. What you were talking about is, you know, it's the same thing. If I talked to somebody and they say, Hey, you know, I've had such and such amount of years, and this is what I did here and this is what I did there. And I'll say, Well, I don't see this on your resume. Do me a favor, go back. Let's let's put that in your resume Because that's going to be a key factor that this hiring manager is looking for. I get people who will send me there. Indeed, resume. I'm like, Well, I can't send them and indeed resume eso. And so a lot of times, you know, I'll say to people, Hey, go back, Send me an updated resume. There's times to where they say, Well, you know, I don't know how to do that. That's when I'll say Okay, no problem. I have your indeed, I'm going to reformat it for you and I'll get it back to you. So if you have a good recruiter, somebody who is really looking out for your best interest, if I tell somebody hey, send me an updated resume, I will probably wait forever for it to get back to me. So because I know it is, I mean, you know, in some indeed resume is believe it or not. Don't look too bad, and others are horrible.
[00:23:23] spk_1: Using Lina's reference point for
[00:23:26] spk_0: No, I I say nothing. Um eso It's just you know you have Thio has to look nice, you know, especially if you're there's a lot of people that go, um, and apply in person. Wanna present the best resume that you can in person. You just always want to make sure that it looks good. It's neat. It's clean hits on the key points that what they need for that job, you know? So it's it's tough, It's tough right now. I mean, there's a lot of people out of work, you know? I put something up on linked in that I was looking for a safety manager and I got I think 17 resumes last night. So it's Some of them were good and some of them were horrible, you know? So what I'll do is I go back to those people. I'll say, Hey, listen, you know, this might not be the best position for you. This might not work for you, but here's what we need to dio to fix this resume up. So for the next person, you send it to their they're gonna be ready to go with you.
[00:24:16] spk_1: Got a question for you if you had unlimited funds and I'm talking unlimited funds. Where would you go with Bruce Jenner? Toe lunch?
[00:24:25] spk_0: Oh, come on now. I wouldn't go toe lunch with Bruce Jenner.
[00:24:29] spk_1: Why not? He's an Olympic athlete. Yes, We're just trying to get your mind off the questions.
[00:24:37] spk_0: I don't know. You're making me hungry.
[00:24:40] spk_1: Uh, dad. Uh, OK. Eso Jody, What would you say? Because we talked about We're going to get back to this. Uh, but what would you say? After a long day of review and resumes and trying to help hundreds and thousands of people get toe work and helping companies and organizations find people, what do you find is one of the best ways for you to reduce stress outside of going on dates with random Olympians.
[00:25:08] spk_0: Let's see, I have a six year old. So he is very Hey, is my He is my stress relief. He Well, he is because of it sometimes, but anyway, um yeah, that's what I That's what I do. I just kind of unwind with him. And like I said, I'm homeschooling him for kindergarten. I used to teach I taught for 12 years, so it's kind of like getting back Thio another one of my happy places. So I get to do that with him and just take timeto unwind and and have fun. So
[00:25:40] spk_2: Jodi are human. You're human. No doubt about it.
[00:25:43] spk_0: I have a good time with him.
[00:25:44] spk_1: Betty, what have you been doing lately? I noticed that this weekend you went horse riding and you know, it was actually a lot bigger than that little tiny thing I broke the back on. So what are you doing lately for stress relief for stress?
[00:25:57] spk_0: Well, that Sunday we did go horseback riding, and that's probably all I've had time to do. So that's that's pretty awesome to be out in the woods and the wilderness and just kind of relaxing.
[00:26:09] spk_1: Did you get stung by anything or touch any type of poisonous plants or anything to make it more interesting?
[00:26:14] spk_0: Well, we did go through trails that was kind of grown up, so we we kind of went early morning. So we knocked down a lot of spiderwebs with spiders, like to the face. It was luckily, you know, screaming like a goal. The horses, Anyway, they didn't throw anybody offer or anything, so we managed, but that's what I That's what I did.
[00:26:38] spk_1: Well, Gerald, what did you do this weekend de stress and get your mind off?
[00:26:43] spk_2: I went down. I went down to Kmart and road, one of them ponies out front. So, uh, e 20 bucks, $20. A quarter of the time I was my
[00:26:54] spk_0: heil Silver away.
[00:26:57] spk_2: I was had a mask on and everything. I scared a lot of people got arrested twice, But other than that, that's no, I believe my myself,
[00:27:05] spk_1: brother. They're not joking. Clothing is not optional. I mean, you know,
[00:27:09] spk_2: I know, but I got in trouble.
[00:27:12] spk_1: Jar Godiva riding through the streets of Kmart. Elevate Kmart was closed. So sad. So, Jody, you were talking about, you know, again with getting the resumes, uh, making sure that they're clean. What do you see as a professional recruiter? What is in the highest demand right now for the company? You know that where you may just I don't know how maney your servicing, but with systematic business consulting, what would you say is the biggest thing you personally are recruiting or trying to stop these days?
[00:27:46] spk_0: Crane technicians also maintenance technicians. That's a big one. We have a couple operations, plant managers. A lot of companies did a lot of restructuring during co vid, and some of those top people left moved on when they restructured. So now that they're coming back around, we're seeing a lot of that reopening. But a lot of technician positions are definitely on our list.
[00:28:07] spk_1: Are these contract or you attempt Ohio? How's that working now?
[00:28:11] spk_0: Permanent permanent placement. So what we do is we place people on a permanent basis, and then we offer the companies that we work with. We offer them guarantees. So if candidate leaves or is let go within, say, 60 to 90 days, whatever it may be for the terms we replace it no cost. So that's kind of where we get through that. A lot of people say, Oh, we're looking for, you know, temp to hire, and it's like, Well, you hire him direct, and then if they leave within that 90 day time period will replace him at no cost. So we're looking for people who are looking for that long term career, not just that stepping stone that we kind of talked about before,
[00:28:46] spk_1: and we're most of these jobs located, if we can ask, is along the Eastern Seaboard, predominantly in Kentucky
[00:28:52] spk_0: way we cover nationwide and into Canada. But we're seeing a lot. Ohio, South Carolina, North Carolina, Georgia. That's really where, where the most. I think the most of the need is is in that probably the Southeast.
[00:29:11] spk_1: And when these people put in for these positions and this is just help, because there's a lot of safety people out there concerned because they may be in a college program right now or they're not at a certain level, are you seeing a lot where their won college graduates for position? You may be like, I don't understand the need for a master's degree. You know, for this level, do you see anything we're training or education may just be an add on where it's not really something that's gonna help that career path? Or do you have somebody just say this is what we require?
[00:29:43] spk_0: There's it depends. There's some companies that say, you know, bachelor's degree master's preferred. But then there's some that say, we want experience for people who have experienced because in most times that tends to be the best experiences that hands on. I've been doing it for 15 years. But then there's also a couple companies that we work with that are are looking to get those people fresh out of college, you know, for more of a junior position. So it really depends, you know, on each company, some companies, they say that they need to have a bachelor's degree in order for them to be able to promote internally. So it really depends a company that we're working with now. They were looking for production supervisor, and they said, We really need somebody that has a bachelor's degree because we want to be able to promote them internally and move them up the chain. You know, another company we're working with is they're looking for engineers, so they need to have, you know, bachelors and engineering. Yeah, so I mean, it really depends. But some companies, you know, on the construction side, they're looking for experience over a degree a lot of times.
[00:30:43] spk_1: And, Betty, currently, where you're at and with your position and safety and with you having a degree and you know, various certifications, uh, lately when you've been job searching, if you've been doing it lately. Are you seeing more desire for certifications by, uh, you know, um, advanced program or B C. S p. Something like that. Are you seeing where they're want? Mawr College education?
[00:31:08] spk_0: Most of what I've seen have been kind of both They've listed bachelor's degree in a safety related field and, like a S P or CSP. Ah, lot of them I've seen lately, actually just said the not They didn't reference a SP. They just referenced the CSP. Um, I applied anyway, of course, but, uh but, yeah, that it's kind of been
[00:31:33] spk_1: about hopes
[00:31:34] spk_0: and way kind of joked about this earlier today where we've seen people like recruiters or, uh, companies posting jobs for master's degree with CSP. And they want to start you out at $18 an hour. Exactly. What is that exactly? Yeah, exactly. They wanna have, you know, all this experience, but they want to pay you nothing. So, e I mean, those are the companies that you stay away from, that's for sure, because it just shows that there's there's not a lot of value on on the employees, and that's just gonna get worse.
[00:32:07] spk_2: You there?
[00:32:08] spk_1: Yeah, Brother e went to them. You betting as I was putting that duct tape over her icon e lost my thing. But when I
[00:32:18] spk_0: was one of those potty breaks
[00:32:20] spk_1: No, no, no, I'm working. They got those new denim pull ups. They're really comfortable. But, jr, I'm supposed to wash him, Okay? I thought they were self friendship, but for you in the music industry and communications and working with bands, Uh, is there a certification out there for you guys other than maybe a sound engineer, e I remember back in the day you'd see these ads from come of radio announcer, you know, And and then Pee Wee came out and did a great, you
[00:32:50] spk_2: know. No, you just just they were having the paper bags. No, there's, uh There's no certificate. There used to be. They used to be Oriana. Ever see license to be a radio broadcasters. So you got to be an engineer to work on the equipment as well. And then there was a radio telephone license you had toe have, and now there's no certification needed at all. I mean, it's nice if you you gotta know your stuff and stay 2020 seconds ahead of yourself, 20 minutes ahead of yourself. But no, uh, and answer your question, sir. You do not need any certification the best way. If anybody is out there that wants to be in safety radio, there's no such thing. But if you want to be in radio, then you would just get a job. Like, I don't know. Probably, uh, in sports where you run the board or sports, something like that would be the best way to do it. But no, sir, no, no certification needed. No more questions, your Honor. Allen, You doing the duct tape thing again?
[00:33:46] spk_1: No, I just I wasn't sure. So, Jodi, real quick. What's your sign? Astrological? Because we were trying to see your c. So Jodi and I world the world are you bipolar schizophrenic sons of And I mean that in the best way. Uh, eso you know, before we close off. You know, I just wanted to recap Jodi. So you want us to have claim resumes, be persisting, contacting you feel that linked in and indeed a great resource is Zip Recruiter has its balances. But, you know, as people coming out of Post Cove it. Two things I wanted to ask and follow up, you know, as a lot of safety. And a lot of hands were asking about this. Is it best practice? Because a lot of people are concerned about this and I have seen on LinkedIn. People are, uh, saying I'm not going to do this when you know a job is coming to closure and you start putting your feelers out, you know, and saying you're available. It is a should. People take advantage of that, hide that I'm looking for work or just be open and direct about it because it za huge conversation right now where other safeties you're trying to find jobs because where they're doing, feel in. But they say, you know, just private to recruiters or recruiters. Look at that and say, Yeah, if you don't want your boss know there's something, you know, sketchy, going on the background.
[00:35:06] spk_0: No, I mean, we know that, you know, if you're if you're working right now, you know you don't wanna a lot of people know that you're looking, you know, if that's the case, I mean, there's some of that type I don't care, you know, I'm out there and they know I am. I know. I don't look at it like that. I look at okay, you have a job. You're trying to keep that job secure the moment. But you're aware that you need to start looking. You know, you need to be proactive and taking a look at what you know, so e mean for me. And I know for our company, if they say, you know, uh, they don't know that I'm I'm looking. I understand, You know, it would be, You know, some people just can't put that out there like, Hey, you know, I'm looking and their company could say, Well, if you're looking, then you know, take a hike now you might as well go. You know, sometimes you just have to protect yourself like that. And, you know, if anybody looks at that the wrong way, then they they've never been in that situation. So they have to take that into account.
[00:35:58] spk_1: Wasn't followed to this because this has been happening to me quite frequently lately. People are saying, Hey, should you know when I do my references, Should I let him know that I'm going for this employer that position, you know, so that they can, uh, say yeah, you know, for a company like, here's this, he's a great fit, stuff like that. The question is, as it sounds when they're applying for a job and they actually use a personal reference, should they be given the recruiter just their phone number or an email? I and they're concerned about this because there is actually a breach on one of the websites where people give it. And because there were not the applicant, all this reference information got sold. You know, it's like, Oh, this person's not applicant. We don't have a Social Security numbers, so they sold that information. So when someone's gonna put in reference information, should they provide one of the other? Is that as critical as it sounds, which your experiences with
[00:36:51] spk_0: that I have people? It depends, Really. I've had people, you know, they put in their phone numbers and it's people that you know they verified with. Hey, can I use your name as a reference, you know, on the resume? Never put a reference on there. I always put you know, you always could say references available if they need it just because you know your resumes air going through so many hands. So you just kind of keep that as references air available. But I've I've had people give me phone numbers. I've had people give me email addresses, company names, purse, the person within the company. So it really depends. It depends on what you just always have to make sure that the reference that you're giving is aware that you're giving their name and number or their email.
[00:37:31] spk_1: Gereb. Yeah, baby, before we close out, you guys have any additional follow up questions that you'd like to ask?
[00:37:38] spk_2: Yes, I've had this issue for a while, and, uh, when I worked for it's about certification. When I worked for Dell gin, they were subsidiary a floor, which is a big safety corporation. Have a big college and whatnot. Eso the really the only certification that I have is, uh oh. I went Thio HFCs safety manager training for one day, maybe two days. And I'm also have hazmat, and, uh, and the harmonization. And what else is there? I think OSHA reporting, you know, 2301 and 300. I have experience. I have matter of fact, I have a lot of experience and a great safety record for for all my safety positions, but because there's no certification, I don't get squat. I don't get anything. I get no call back and get No, no. Um, no. I think I get this. Generic notification went well. We've checked out your resume, and although you have great, uh, contacts, we have chosen another, uh, person for the job. And that's what I get. And I understand certification shows that you have the experience that you have to know how, like like when they hire out of college because of the certification, is it not as important? And you mentioned this earlier about the experience and and the track record, Um, does that not matter that much, or or or does it?
[00:39:10] spk_0: You know, it depends again, you know, some companies are looking to have somebody that's certified in certain areas. Other people are going to look at your experience ago. Okay, well, you know, this is something they've They've been doing this for a long time, and so, you know, it really depends. And that kind of goes back to the degrees, you know, Some will say We want experience over degree. Some are going to say We want to see that you've been certified So it really depends. I mean, it's it's a tough game, you Noah's faras knowing What do I need to have, you know? But that's why I always push with the people that we work with the hiring managers call somebody. You know, don't just use your decision off of, um, off of the paper and, you know, and I think that's that's where good recruiters are, really could be a help. Um, to people is that, you know, we push that on our end, where you really can't as a candidate say, Hey, just call me. You know, I could tell you what I could do. You know, it depends. Some some companies, they're you know, they have to have. They have to see those certifications because it's mandated by the company and the way that their corporate office or something may work. So it depends on the company. Thank
[00:40:21] spk_2: you,
[00:40:21] spk_1: Betty. What about you? You have anything for Jodi? Any questions or comments with your experiences?
[00:40:27] spk_0: I just had a question about, like early early applicants, is there like a window. If you see a job has been posted for three months, should you just not waste your time? No. I mean, definitely apply. It depends. Sometimes you're gonna find that the jobs have been open. They just haven't found the right people. Um, but then at the same time, you could see some of these job boards, even on LinkedIn. Um, indeed, they're gonna be old jobs that either they filled internally and they just never took the posting down. It never hurts to apply to him, even if they've been there trying to connect with a recruiter or seeing if you could find some information. You know, if it says, you know, you look for a recruiter, that's within that company, and that's where Lincoln comes into play could say, Okay, I'm looking at X y Z company, and I know that this is a new internal recruiter for X y Z company, you know, connect with them on linked in and say, Hey, I noticed that you had this position listed. It's been there for a little bit, and I wanted to see if this was still open. I'm interested. So you just you just got to keep networking and find your way in. That was all I had. Alan.
[00:41:29] spk_1: Jodi, we appreciate your time, Betty and J r. I appreciate you all taking your lunch breaks toe come out and help us with this. So, you know, Jody, this is a lot of great information. I know there's a lot of people stressed out right now with jobs and locating and the potential for relocating. Are there any last words that you'd like to give? You know, for those who are out there hunting down there Perfect fit.
[00:41:53] spk_0: Now, just keep trying. Like I said, make sure that that resumes looking good and reach out to people. Even Facebook. Thio has some groups out there that will help you reformat your resumes. Just network. Connect yourself with as many groups and as many people. LinkedIn is a great tool. Of course you're gonna find, you know, if you read through my posts, you're gonna find I have my sections on LinkedIn fails where I get my the offers of love and marriage through linked in here. So yeah, you just gotta weed through the bad people and just connect with as many people as you can within your field. Find the good recruiters, you know? I know that's hard to dio. There's a lot out there that are just chasing the dollar. But then there's also others out there like myself and my company, where we actually want to see the best people get the best job. So just keep pushing.
[00:42:40] spk_1: Alright, Jodi, we appreciate it. Thank you again for taking time to talk with us today. And the guy's if you're looking for Jodi Good again. Toe Lincoln. And it's Jodie Constantine. C O N s I d. I any Jody. Thank you very much.
[00:42:56] spk_0: You're very welcome. Thank you guys.
[00:42:58] spk_2: Thanks, Jody.
[00:42:58] spk_0: Alright, Have a good one. The views and
[00:43:00] spk_3: opinions expressed on this podcast are those of the host and its guests and do not necessarily reflect the official policy or position of the company. Examples of analysis discussed within this podcast are only examples. It should not be utilized in the real world as the only solution available as they are based only on very limited and dated open source information. Assumptions made within this analysis are not reflective of the position of the company. No part of this podcast, maybe reproduced, stored in a retrieval system or transmitted in any form or by any means mechanical, electronic recording or otherwise, without prior written permission of the creator of the podcast, Jay Allen.
[00:00:11] spk_2: bring together safety professionals from Alaska, Montana? In East Tennessee, you get a podcast whether twang hosted by Alan Woffard, J. R. Kitchens and Betty Stout dragging up six 0.0, is on the air wherever you go on the Internet dragging up 6.0,
[00:00:30] spk_0: is there with you dragging up 6.0 dot com it This show is brought to you by Safety FM
Allen" Our goal today we're lucky enough to have the team together and interview Jodi Considine. Jodi is actually a recruiter with the systematic business consulting I've known her for a couple of years since I've worked with CNC Mill, right, in Greeneville Tennessee. And so we're gonna get with Jodi today and ask her a few questions. The safety hand hands actually want to know about why it's so difficult toe give jobs out in the field to be found by recruiters and to be found by people in the trades betting before we get started. Is there anything that you'd like to ask Jodi since you just got on with us, and we know you're actually out on its site right now.
[00:01:17] spk_0: I'm just excited to hear what she has to say about the resumes because I've been job hunting and it has taken May. I couldn't tell you how many resumes that I've submitted before. You know, I've only had a couple of call back, so I'm sure she'll probably cover all that while we talked to her instead. So I'm kind of excited to see what she has to say.
[00:01:35] spk_1: How about yourself?
[00:01:36] spk_2: Yeah, we're talking earlier, before we went on the air, that about the bill of points that if you put Bill points on your resume, depending on the software that they run the resumes through at the company you're applying to that it will kick it back. Is that Is that a fact?
[00:01:53] spk_0: Some of the platforms they're now moving over to accept pdf files so that what they say is, you know, if you can send it as a word document, it really depends on the bullet. Sometimes it will accept the bullet. Sometimes it will not. Um, having a clean resume is probably the key. Um, you know, But it really depends. Some systems will kick it back out, and some won't. I mean, it's really it, Z. There's no rhyme or reason. Sometimes
[00:02:18] spk_1: we just want to go over some of the ground rules. One Absolutely. Nobody has khakis on correct everybody, not just vertical motion. Okay, if you need a potty break, please just say I need to step away and refresh my drink. If you need a new drink, please just say I need to step away of Mother Nature's on call waiting. But going
[00:02:37] spk_2: back in there button and the button overhead button, we can push.
[00:02:40] spk_1: Well, we forgot to say he pads out for everybody. I'm Betty. If you need Thio. I'm just gonna, um you better because of course, we gotta have ah, technical issue with every show. But, Betty, if you need anything on, please just holler at us. E feel bad clicking on her, clicking her off. I wish I could do this for my wife when she's mad. She's probably gonna hear about it anyways. Eso going into this, Jodi One of the reasons that we wanted to have a recruiter A lot of things that Betty Jr myself have seen, you know, applying for jobs ourselves. But right now we're Kobe 19. There are literally hundreds of thousands of people out of work, uh, in part due to lost jobs. And so they're trying to prepare to find their next stage in life there. Next, location for jobs and networking. So before we get to the resume and the who and the how and the why, what is the best way with your background for personnel to find jobs that match what they already have?
[00:03:42] spk_0: You know, LinkedIn is always a great way. Um, it's a great way to network. Just make sure that you're connecting yourself with the right people. Um, there's a Brazilian recruiters out there. Um, so that's that's one of the things. Indeed, Um, we use indeed a lot, but it's not our only go to you have the platforms like Zip recruiter, actually have a friend of mine, and I can give you more info on that. Uh, another time, too, is she has a higher. Now it's higher roads. Um, it's a new application that she's got out. Um, which keeps your info private. So even if you were in a company and you're looking for something outside of that company. It keeps your resume private until you want it to be seen. So I mean, there's all those platforms I think linked in there because there's so many you're gonna get to your decision makers pretty quick on LinkedIn. That's probably one of the best ways. I mean, that's how I found you, Alan and Super Stock to you For what? A year? It really depends. But there's so many platforms out there, I would say linked in indeed, definitely Zip recruiter. A lot of people are going back into Monster CareerBuilder, so just putting yourself out there on every possible platform is really the way to go.
[00:04:49] spk_1: Do you think Monster is still a good platform? And I ask this because, ah, lot of the complaints that would actually come on Facebook linked in another locations. They would apply for jobs. But we're constantly getting invitations to apply for insurance positions, things completely out of their career, path or background.
[00:05:07] spk_0: It depends. I use Monster. Um, it is kind of it's older, so you don't see as many people using it as they used to, but I use it when I'm looking for people. I'll go into monster. It's really preference and what people feel comfortable with using. But that's I mean, that's what I still use it once in a while. I've gotten some good people from there. I mean, it really depends. Zip Recruiter is, um is, you know, kind of newer, um, that people are using a lot now, too. But it's it's really just putting your name out there connecting with the right people. Get yourself into groups on linked in. Make sure you use those hashtags and that's what that's what gets people seen
[00:05:44] spk_1: when you're talking about hashtags that resumes are
[00:05:48] spk_0: linked in LinkedIn. Twitter is another one. Instagram I mean, all those social media outlets just putting yourself out there. And like I said, connecting with the right people is
[00:05:58] spk_1: key. Betty, is there anything that you want to ask as it relates to you know, some of these, uh, websites or programs for personnel toe apply on
[00:06:08] spk_0: what you're talking about. Hashtags is what what particular hashtags or you are the best ones to use? Is there a particular ones? It depends, you know, whatever your background. So if it's you know, safety, it would be safety jobs. It would be safety, like for me when I when I do things when I'm looking for companies to work with, I always use a hashtag for manufacturing, construction, engineering on Ben. When I'm looking for people, I will put hiring now or now hiring you could do hashtag looking for work, things like that. There's there's a bunch of different groups out there that will pull people into those categories. So it really depends on your background, what you're looking for and even some key words from your resume that you could put those in his hashtags as well. Okay, is it taboo to reach out to a recruiter? So if you find a recruiter that recruits for the company that you're trying to get into, is it bad manners to reach out to them on Linked in and no. And that's that's kind of the beauty of LinkedIn is that when you're connected with people, gives you that option to message them, and it's kind of a Hey, I saw your profile, and this is what I'm looking for. Would you be able to help me, or do you happen to have the contact information of somebody else I could speak with. Now, of course, you're gonna get the people that go. Well, it's online. You can apply online, and it's so you're gonna find a wide range of people. Some will be receptive to your message, and some won't. But it's It's just kind of it's okay to do that. I mean, that's what it's there for.
[00:07:33] spk_2: That's good. No, that's good. Yeah, no doubt about it. That's good to know.
[00:07:38] spk_1: So, Jodi, let's let's say you get a large group and I'm just gonna specifically throughout safety right now because we're dealing with a lot of safeties. Is there a way for them to find re sources such as yourself? I mean, I know LinkedIn's a great asset, but what is a great way for people looking for job first approach? The job scene? Is it getting a professional resume? Does it depend on where they're applying? What would you say is the first step? Is it their location? Maybe. What should people consider before they just go job searching?
[00:08:12] spk_0: You need to have a clean resume, whatever, you know, position you're looking for kind of tailor it to that. Make sure you have a clean resume. There's a lot of people out there like myself. People reach out to me. I don't charge to reformat resumes, especially now. Now is the time to help people when we can. So if there's people out there who will kind of create or recreate resumes for free, if you can't find those people, then you go out and you get somebody who's going to do your resume for you. Just make sure it's clean. That's first and foremost, because anybody that you connect with and you speak with is going to ask for your resume. I know when people contact me. Hey, I'm looking for such and such a job. Can you help me? First thing I say is, Hey, could you send me over your resume? That's the first thing connecting even people. If you're looking at a certain company, you're trying to get yourself into a certain company, connect with as many people as you can from that company. Even people in a similar job that you're looking for within that company connect with them. Hey, do you know who I could speak? Thio, Here's my resume. This is what I'm looking for. So just really. I mean, Priority one is definitely getting your resume in order and knowing what you want. You know, I get some people who say, Hey, I'm looking for this position. They send me the resume And then I talked to him. Hey, what are you looking for a while? I'm really not sure yet. Kind of have your priorities straight. Have your goal and objective. This is where I wanna be. This is what I want and be really clear about that.
[00:09:28] spk_1: And if they're redoing a resume, let's say they've been out of the trade for a little. Well, how far back should a person have? Because with people like Jr myself where you know, we were in the military in the seventies, the eighties and stuff like that, should they go back that far? Is there a time limit or a certain progression that they should have
[00:09:48] spk_0: 10 years, 10 years? You know, basically, what they want to see is 10 years back. And then from that point, anything beyond that. What they'll do is when you get called for an interview or a phone call or screening, they'll get that other information for us. For example, what we do is 10 years. We look at the 1st 10 years, and then anything beyond that, we will put in our notes to send over to a hiring manager. Now, as far as your military background, I would put that under a skill or another work experience. It's always good to let people see that you do have that military background. A lot of companies are looking specifically for people that have a military background. It's always good to make sure that that's on your resume and at some point,
[00:10:27] spk_1: okay. Appreciate that. Yeah,
[00:10:30] spk_2: I sure do. Thank you very much, Mr uh, beautiful. Yeah, that would be the B. B s. Er, sorry about that. I do have a question. Jodi, I know when you are looking back and you really can't. Probably if you take notes, everything would be easier to find as in dates, times, month. But if you're not sure, is it really important to get it right on? Uh, pinpointed? I know it's a lot of recruiters will call and say, Hey, one to this gentleman Worked there. Who was he? Very good. Uh uh. Did he take a lot of time off is it? Is it really that important? And I know the answer before I ask it to get the dates spot on.
[00:11:13] spk_0: You want to try to get the dates is close to what you remember for your starting and ending date now. I mean, I've dealt with so many people who have said I just can't remember And it's, you know, as close as you can. You definitely don't want to see a lot of gaps in a resume. If you see six months gap, you're like Okay, well, what were you doing during that time? A lot of recruiters, a lot of hiring managers. Companies will go through that resume. And if they see gaps without even understanding or knowing why they'll put it aside. So it's important, Thio, get it as close as you possibly can, just from what you remember. But not everybody can do that. Just think, Sure,
[00:11:47] spk_2: just watch out for the gaps and maybe maybe put in unemployment or retirement.
[00:11:53] spk_0: Yeah, you want it and a lot of times to you'll see with you. Find a lot of people who are on contract work. Of course, when you have contract work, you're going to see a year here a year here. Um, And then it looks like you're one of those job hoppers. You know what it means? Sometimes it's OK to put put in parentheses. Contract. So when I'm looking through it, I go. Okay, They were working on contracts. So this is why they only had a year's time here that they're just getting their foot in the door, getting their training and then leaving
[00:12:21] spk_2: right? Or seasonal or something like
[00:12:23] spk_0: that. Exactly. Exactly.
[00:12:24] spk_1: E. I got a question for your brother. So when you were, you know, working specifically in the music industry and stuff like that to putting down the various radio stations or the fact that you were grand old Opry or anything like that was had a hindrance for you with some organizations, maybe because they're genre was like rock and roll or classical
[00:12:46] spk_2: Well, as a Z, Jodi was mentioning its's that staying power and not being a job hopper, which in radio was pretty much a job. Hopper, if you work for a company and and they lay you off or something like that, I mean, that's not a job, hopper, but I don't know I Some were year somewhere six years. Some were even less orm. Or if if you're not precise and what you do radio people don't really care where you worked. It's how you were working. What knowledge you have is faras satellite programming, training a team, a true full fledged team member. If you're not a team member, they don't want you. If you're one of these people where I'm the greatest. If it wasn't for me, this radio station shut down, which is a lie on the radio, said, You keep going forever and ever. But those are egotistical members on. Of course, it's all about egos when you're in radio. But But if you're me, me, me, they don't want you because there's no, um, me and team, I guess there really is. But it's backwards.
[00:13:48] spk_1: Okay, well, let's try the different question on this Betty would have. Your experience has been. Have you used a recruiter in the pastor, have used a job sourcing before Thio, get out into the field that you're currently
[00:14:05] spk_0: here? Recently, I've used length in, and indeed, E did put on linked in like looking for job opportunities that was only visible for recruiters, but I never had a recruiter actually reach out and try to place me anywhere. Um, and I have contacted recruiters to lengthen before with no response. Um, I mean, it's probably and I just talked to another safety professional here on this site, and he said that he's turned in 78 resumes and he's gotten one call back. Um, you know, and it's it's just I don't know if the market out there is just that hard. But I always tried to look at the job posting and then make sure that I changed my resume or my cover letter Thio to put in whatever of those keywords were key phrases that they had listed on on their job posting to try toe, hopefully make my reason. They kind of match and stand out. But I got I got to where I was sending in so many. I just got to where I just quit doing that on. I was just like just seeing it and yeah, it kind of got frustrated because I kept trying to tailor my resume and everything. It was time consuming. It was like I'm just gonna put it out there And if they called me great and only thing that I would change in my cover letter would be, you know, a job title. But the job number I was applying for, but everything else I just left, you know, the way it waas. Um, but it was time consuming. It's frustrating because you would never even get a call back or, uh, you know, returned email or Hey, we're sorry. You know what? You get that auto rejection email from the system. Yeah, but you never knew why. It's like I would just wish somebody would call and tell me. Hey, you know, your resume sucks or something. You know, What do I need to change and how can I make it better? But that feedback was never out there.
[00:16:12] spk_1: I've heard it's mostly algorithms. Is the reason for kickbacks?
[00:16:17] spk_0: Yes, True. Talked about the job hopping. That was gonna be one of my questions, because the field that we're in, especially for the hands, right, uh, or the craft guys, you know, they might work through four places a year, and some is, you know, just the job being did or something they just drugged up somewhere else. has more money.
[00:16:40] spk_1: She said drug
[00:16:41] spk_0: e just always wondered if that I don't know if that hurts them as much as it hurts. No us on the professional side, when we're looking for for new positions and things, but because there are, you know, they're all the time going to different projects.
[00:17:00] spk_1: So, Jodi, does that make a big difference? Depending on the industry, like and construction? Where they looked at that is some positive because they've got a variety of backgrounds with companies and, uh, you know, different types of sites and projects or with a hinder him.
[00:17:15] spk_0: No. I mean, it depends on the industry. I mean, obviously, you know, when you're looking at construction, you know that it's you're gonna see a lot of different projects. You're gonna see a you know, a lot of different work. Um, so it really doesn't hurt you, you know, because it z just the nature of the beast. You know, that's what happens. Um, so, you know, I don't see that as asserting you. I mean, sadly, you're gonna find recruiters out there who will take your resume. Um, hey, I'll get back to you. Never get back to you. Um you know, it's kind of what sets us apart, Where A small group and that we take our time. Thio, um, get back to people with feedback, you know? Hey, this the reason why, you know, they didn't go any further with your resume, is it? You know, you didn't have exactly what they were looking for, and this was what they were looking for. Eso You know it, zed, that you get a lot of people that will take your resume, but don't give you that feedback to help you get better or to, you know, progress you towards your next job. So it's it's sad that z kind of white, you know, recruiters get the bad name, you know, because it's just everybody's like, Oh, well, there's no communication. They don't follow up. They don't way have a We come from a military background, um, you know, as recruiters. So, you know, we wanna make sure that our communication is top notch and we get back to people. I mean, our goal at the end of the day is to make sure that people or where they belong in the best career. So, you know, that's that's what we really focus on is giving feedback. Um, a lot of times companies we work with don't give us the right feet, but, you know, they'll just say no, not a match. Well, that's not good enough for us. You know, if they're not a good match, I need to know why. You know, So I can relay that that back to the candidate and let them know. Hey, this is what was missing, you know? So we know that we're not going to continue to target that same position or a similar position. We've got a kind of adjust fire. So,
[00:19:11] spk_1: George, you had something on that brother?
[00:19:13] spk_2: Yes, sir, I I remember when I worked for CFS eye out on Shemya, where you were at a swell. I was logistics manager. So my job was to interview People are kind of like a recruiter, but not, but not really. But if I would get a resume, if I would talk to somebody and do an interview and I thought, man, that this this guy really knows his stuff on and, you know, just by the way they talk or their language, uh, that, you know that They're a good worker because, you know, you called and you checked on him. And but now that resume in your notes go to Ah, higher. Higher up is you were saying, Jodi, but I know that it's that that if there's something wrong with the resume that that I can see and I'll tell them and I'll send it back to them or they'll redo it and send it back to me and, uh and then I'll send it on. And nine times out of 10 when they get hired, they turned out to be just as they said, Ah, great worker. And, uh, just a great person.
[00:20:11] spk_0: So Jodi has a follow
[00:20:12] spk_1: up. I'm sorry. Just doesn't follow before you answer that. You know, Jr and Betty have both brought this up. Is there something when you look at the cover sheet of, ah, resume that just jumps out at you says hold on, let me take him into the read this or is there something missing where you guys said I'm gonna look at this later. Is there something Azul? Get ready Answer Jr. Speak to Jr's statement. Is there something that would help them improve on that whether class or some kind of template to use so that they can write a good resume to get your attention.
[00:20:44] spk_0: Yeah, I mean, definitely you want your resume to look clean. You know, when we look at a resume and it's mean, it's just word after word after word. I mean, if it's just too busy, it gets overlooked. You know, I had one candidate who had a seven page resume, and I was like, Dude, this is I mean, you know, my nightly reading, you know? So you just want to make sure that your you're keeping it clean. It looks nice in order. And make sure there's no spelling errors.
[00:21:11] spk_1: You know where Betty was saying she would have to redo a resume and had keywords or different words. Is that Is that Mawr that we're having to do that because of the algorithms on the computerized stuff? Or is it that that's exactly what you're looking for? Oh, you know, I so 14,001 or, you know, construction, uh, safety, professional, something like that.
[00:21:34] spk_0: Yeah. I mean, it depends on what you're if you're applying for safety manager. Of course, they want to see safety manager somewhere in your resume, you know? But there's a the way that we kind of approach things is, you know, a resume is kind of a quick snapshot of your background, and we always encourage hiring managers higher ups to call somebody, call him and talk to him. It's gonna take you 20 minutes to get on the phone, talk to somebody because so often you're gonna find that their experience is far more extensive than what they can put on a resume. Talking to somebody is going to give you a better picture as to what they can do and what they can't dio than your resume does. I mean, sometimes you have to change those keywords. But like Betty had said to in a cover letter, if you're writing a cover letter, you can really adjust that to to fit whatever job you're really applying for. So there's a couple ways to go about it and kind of jr. What you were talking about is, you know, it's the same thing. If I talked to somebody and they say, Hey, you know, I've had such and such amount of years, and this is what I did here and this is what I did there. And I'll say, Well, I don't see this on your resume. Do me a favor, go back. Let's let's put that in your resume Because that's going to be a key factor that this hiring manager is looking for. I get people who will send me there. Indeed, resume. I'm like, Well, I can't send them and indeed resume eso. And so a lot of times, you know, I'll say to people, Hey, go back, Send me an updated resume. There's times to where they say, Well, you know, I don't know how to do that. That's when I'll say Okay, no problem. I have your indeed, I'm going to reformat it for you and I'll get it back to you. So if you have a good recruiter, somebody who is really looking out for your best interest, if I tell somebody hey, send me an updated resume, I will probably wait forever for it to get back to me. So because I know it is, I mean, you know, in some indeed resume is believe it or not. Don't look too bad, and others are horrible.
[00:23:23] spk_1: Using Lina's reference point for
[00:23:26] spk_0: No, I I say nothing. Um eso It's just you know you have Thio has to look nice, you know, especially if you're there's a lot of people that go, um, and apply in person. Wanna present the best resume that you can in person. You just always want to make sure that it looks good. It's neat. It's clean hits on the key points that what they need for that job, you know? So it's it's tough, It's tough right now. I mean, there's a lot of people out of work, you know? I put something up on linked in that I was looking for a safety manager and I got I think 17 resumes last night. So it's Some of them were good and some of them were horrible, you know? So what I'll do is I go back to those people. I'll say, Hey, listen, you know, this might not be the best position for you. This might not work for you, but here's what we need to dio to fix this resume up. So for the next person, you send it to their they're gonna be ready to go with you.
[00:24:16] spk_1: Got a question for you if you had unlimited funds and I'm talking unlimited funds. Where would you go with Bruce Jenner? Toe lunch?
[00:24:25] spk_0: Oh, come on now. I wouldn't go toe lunch with Bruce Jenner.
[00:24:29] spk_1: Why not? He's an Olympic athlete. Yes, We're just trying to get your mind off the questions.
[00:24:37] spk_0: I don't know. You're making me hungry.
[00:24:40] spk_1: Uh, dad. Uh, OK. Eso Jody, What would you say? Because we talked about We're going to get back to this. Uh, but what would you say? After a long day of review and resumes and trying to help hundreds and thousands of people get toe work and helping companies and organizations find people, what do you find is one of the best ways for you to reduce stress outside of going on dates with random Olympians.
[00:25:08] spk_0: Let's see, I have a six year old. So he is very Hey, is my He is my stress relief. He Well, he is because of it sometimes, but anyway, um yeah, that's what I That's what I do. I just kind of unwind with him. And like I said, I'm homeschooling him for kindergarten. I used to teach I taught for 12 years, so it's kind of like getting back Thio another one of my happy places. So I get to do that with him and just take timeto unwind and and have fun. So
[00:25:40] spk_2: Jodi are human. You're human. No doubt about it.
[00:25:43] spk_0: I have a good time with him.
[00:25:44] spk_1: Betty, what have you been doing lately? I noticed that this weekend you went horse riding and you know, it was actually a lot bigger than that little tiny thing I broke the back on. So what are you doing lately for stress relief for stress?
[00:25:57] spk_0: Well, that Sunday we did go horseback riding, and that's probably all I've had time to do. So that's that's pretty awesome to be out in the woods and the wilderness and just kind of relaxing.
[00:26:09] spk_1: Did you get stung by anything or touch any type of poisonous plants or anything to make it more interesting?
[00:26:14] spk_0: Well, we did go through trails that was kind of grown up, so we we kind of went early morning. So we knocked down a lot of spiderwebs with spiders, like to the face. It was luckily, you know, screaming like a goal. The horses, Anyway, they didn't throw anybody offer or anything, so we managed, but that's what I That's what I did.
[00:26:38] spk_1: Well, Gerald, what did you do this weekend de stress and get your mind off?
[00:26:43] spk_2: I went down. I went down to Kmart and road, one of them ponies out front. So, uh, e 20 bucks, $20. A quarter of the time I was my
[00:26:54] spk_0: heil Silver away.
[00:26:57] spk_2: I was had a mask on and everything. I scared a lot of people got arrested twice, But other than that, that's no, I believe my myself,
[00:27:05] spk_1: brother. They're not joking. Clothing is not optional. I mean, you know,
[00:27:09] spk_2: I know, but I got in trouble.
[00:27:12] spk_1: Jar Godiva riding through the streets of Kmart. Elevate Kmart was closed. So sad. So, Jody, you were talking about, you know, again with getting the resumes, uh, making sure that they're clean. What do you see as a professional recruiter? What is in the highest demand right now for the company? You know that where you may just I don't know how maney your servicing, but with systematic business consulting, what would you say is the biggest thing you personally are recruiting or trying to stop these days?
[00:27:46] spk_0: Crane technicians also maintenance technicians. That's a big one. We have a couple operations, plant managers. A lot of companies did a lot of restructuring during co vid, and some of those top people left moved on when they restructured. So now that they're coming back around, we're seeing a lot of that reopening. But a lot of technician positions are definitely on our list.
[00:28:07] spk_1: Are these contract or you attempt Ohio? How's that working now?
[00:28:11] spk_0: Permanent permanent placement. So what we do is we place people on a permanent basis, and then we offer the companies that we work with. We offer them guarantees. So if candidate leaves or is let go within, say, 60 to 90 days, whatever it may be for the terms we replace it no cost. So that's kind of where we get through that. A lot of people say, Oh, we're looking for, you know, temp to hire, and it's like, Well, you hire him direct, and then if they leave within that 90 day time period will replace him at no cost. So we're looking for people who are looking for that long term career, not just that stepping stone that we kind of talked about before,
[00:28:46] spk_1: and we're most of these jobs located, if we can ask, is along the Eastern Seaboard, predominantly in Kentucky
[00:28:52] spk_0: way we cover nationwide and into Canada. But we're seeing a lot. Ohio, South Carolina, North Carolina, Georgia. That's really where, where the most. I think the most of the need is is in that probably the Southeast.
[00:29:11] spk_1: And when these people put in for these positions and this is just help, because there's a lot of safety people out there concerned because they may be in a college program right now or they're not at a certain level, are you seeing a lot where their won college graduates for position? You may be like, I don't understand the need for a master's degree. You know, for this level, do you see anything we're training or education may just be an add on where it's not really something that's gonna help that career path? Or do you have somebody just say this is what we require?
[00:29:43] spk_0: There's it depends. There's some companies that say, you know, bachelor's degree master's preferred. But then there's some that say, we want experience for people who have experienced because in most times that tends to be the best experiences that hands on. I've been doing it for 15 years. But then there's also a couple companies that we work with that are are looking to get those people fresh out of college, you know, for more of a junior position. So it really depends, you know, on each company, some companies, they say that they need to have a bachelor's degree in order for them to be able to promote internally. So it really depends a company that we're working with now. They were looking for production supervisor, and they said, We really need somebody that has a bachelor's degree because we want to be able to promote them internally and move them up the chain. You know, another company we're working with is they're looking for engineers, so they need to have, you know, bachelors and engineering. Yeah, so I mean, it really depends. But some companies, you know, on the construction side, they're looking for experience over a degree a lot of times.
[00:30:43] spk_1: And, Betty, currently, where you're at and with your position and safety and with you having a degree and you know, various certifications, uh, lately when you've been job searching, if you've been doing it lately. Are you seeing more desire for certifications by, uh, you know, um, advanced program or B C. S p. Something like that. Are you seeing where they're want? Mawr College education?
[00:31:08] spk_0: Most of what I've seen have been kind of both They've listed bachelor's degree in a safety related field and, like a S P or CSP. Ah, lot of them I've seen lately, actually just said the not They didn't reference a SP. They just referenced the CSP. Um, I applied anyway, of course, but, uh but, yeah, that it's kind of been
[00:31:33] spk_1: about hopes
[00:31:34] spk_0: and way kind of joked about this earlier today where we've seen people like recruiters or, uh, companies posting jobs for master's degree with CSP. And they want to start you out at $18 an hour. Exactly. What is that exactly? Yeah, exactly. They wanna have, you know, all this experience, but they want to pay you nothing. So, e I mean, those are the companies that you stay away from, that's for sure, because it just shows that there's there's not a lot of value on on the employees, and that's just gonna get worse.
[00:32:07] spk_2: You there?
[00:32:08] spk_1: Yeah, Brother e went to them. You betting as I was putting that duct tape over her icon e lost my thing. But when I
[00:32:18] spk_0: was one of those potty breaks
[00:32:20] spk_1: No, no, no, I'm working. They got those new denim pull ups. They're really comfortable. But, jr, I'm supposed to wash him, Okay? I thought they were self friendship, but for you in the music industry and communications and working with bands, Uh, is there a certification out there for you guys other than maybe a sound engineer, e I remember back in the day you'd see these ads from come of radio announcer, you know, And and then Pee Wee came out and did a great, you
[00:32:50] spk_2: know. No, you just just they were having the paper bags. No, there's, uh There's no certificate. There used to be. They used to be Oriana. Ever see license to be a radio broadcasters. So you got to be an engineer to work on the equipment as well. And then there was a radio telephone license you had toe have, and now there's no certification needed at all. I mean, it's nice if you you gotta know your stuff and stay 2020 seconds ahead of yourself, 20 minutes ahead of yourself. But no, uh, and answer your question, sir. You do not need any certification the best way. If anybody is out there that wants to be in safety radio, there's no such thing. But if you want to be in radio, then you would just get a job. Like, I don't know. Probably, uh, in sports where you run the board or sports, something like that would be the best way to do it. But no, sir, no, no certification needed. No more questions, your Honor. Allen, You doing the duct tape thing again?
[00:33:46] spk_1: No, I just I wasn't sure. So, Jodi, real quick. What's your sign? Astrological? Because we were trying to see your c. So Jodi and I world the world are you bipolar schizophrenic sons of And I mean that in the best way. Uh, eso you know, before we close off. You know, I just wanted to recap Jodi. So you want us to have claim resumes, be persisting, contacting you feel that linked in and indeed a great resource is Zip Recruiter has its balances. But, you know, as people coming out of Post Cove it. Two things I wanted to ask and follow up, you know, as a lot of safety. And a lot of hands were asking about this. Is it best practice? Because a lot of people are concerned about this and I have seen on LinkedIn. People are, uh, saying I'm not going to do this when you know a job is coming to closure and you start putting your feelers out, you know, and saying you're available. It is a should. People take advantage of that, hide that I'm looking for work or just be open and direct about it because it za huge conversation right now where other safeties you're trying to find jobs because where they're doing, feel in. But they say, you know, just private to recruiters or recruiters. Look at that and say, Yeah, if you don't want your boss know there's something, you know, sketchy, going on the background.
[00:35:06] spk_0: No, I mean, we know that, you know, if you're if you're working right now, you know you don't wanna a lot of people know that you're looking, you know, if that's the case, I mean, there's some of that type I don't care, you know, I'm out there and they know I am. I know. I don't look at it like that. I look at okay, you have a job. You're trying to keep that job secure the moment. But you're aware that you need to start looking. You know, you need to be proactive and taking a look at what you know, so e mean for me. And I know for our company, if they say, you know, uh, they don't know that I'm I'm looking. I understand, You know, it would be, You know, some people just can't put that out there like, Hey, you know, I'm looking and their company could say, Well, if you're looking, then you know, take a hike now you might as well go. You know, sometimes you just have to protect yourself like that. And, you know, if anybody looks at that the wrong way, then they they've never been in that situation. So they have to take that into account.
[00:35:58] spk_1: Wasn't followed to this because this has been happening to me quite frequently lately. People are saying, Hey, should you know when I do my references, Should I let him know that I'm going for this employer that position, you know, so that they can, uh, say yeah, you know, for a company like, here's this, he's a great fit, stuff like that. The question is, as it sounds when they're applying for a job and they actually use a personal reference, should they be given the recruiter just their phone number or an email? I and they're concerned about this because there is actually a breach on one of the websites where people give it. And because there were not the applicant, all this reference information got sold. You know, it's like, Oh, this person's not applicant. We don't have a Social Security numbers, so they sold that information. So when someone's gonna put in reference information, should they provide one of the other? Is that as critical as it sounds, which your experiences with
[00:36:51] spk_0: that I have people? It depends, Really. I've had people, you know, they put in their phone numbers and it's people that you know they verified with. Hey, can I use your name as a reference, you know, on the resume? Never put a reference on there. I always put you know, you always could say references available if they need it just because you know your resumes air going through so many hands. So you just kind of keep that as references air available. But I've I've had people give me phone numbers. I've had people give me email addresses, company names, purse, the person within the company. So it really depends. It depends on what you just always have to make sure that the reference that you're giving is aware that you're giving their name and number or their email.
[00:37:31] spk_1: Gereb. Yeah, baby, before we close out, you guys have any additional follow up questions that you'd like to ask?
[00:37:38] spk_2: Yes, I've had this issue for a while, and, uh, when I worked for it's about certification. When I worked for Dell gin, they were subsidiary a floor, which is a big safety corporation. Have a big college and whatnot. Eso the really the only certification that I have is, uh oh. I went Thio HFCs safety manager training for one day, maybe two days. And I'm also have hazmat, and, uh, and the harmonization. And what else is there? I think OSHA reporting, you know, 2301 and 300. I have experience. I have matter of fact, I have a lot of experience and a great safety record for for all my safety positions, but because there's no certification, I don't get squat. I don't get anything. I get no call back and get No, no. Um, no. I think I get this. Generic notification went well. We've checked out your resume, and although you have great, uh, contacts, we have chosen another, uh, person for the job. And that's what I get. And I understand certification shows that you have the experience that you have to know how, like like when they hire out of college because of the certification, is it not as important? And you mentioned this earlier about the experience and and the track record, Um, does that not matter that much, or or or does it?
[00:39:10] spk_0: You know, it depends again, you know, some companies are looking to have somebody that's certified in certain areas. Other people are going to look at your experience ago. Okay, well, you know, this is something they've They've been doing this for a long time, and so, you know, it really depends. And that kind of goes back to the degrees, you know, Some will say We want experience over degree. Some are going to say We want to see that you've been certified So it really depends. I mean, it's it's a tough game, you Noah's faras knowing What do I need to have, you know? But that's why I always push with the people that we work with the hiring managers call somebody. You know, don't just use your decision off of, um, off of the paper and, you know, and I think that's that's where good recruiters are, really could be a help. Um, to people is that, you know, we push that on our end, where you really can't as a candidate say, Hey, just call me. You know, I could tell you what I could do. You know, it depends. Some some companies, they're you know, they have to have. They have to see those certifications because it's mandated by the company and the way that their corporate office or something may work. So it depends on the company. Thank
[00:40:21] spk_2: you,
[00:40:21] spk_1: Betty. What about you? You have anything for Jodi? Any questions or comments with your experiences?
[00:40:27] spk_0: I just had a question about, like early early applicants, is there like a window. If you see a job has been posted for three months, should you just not waste your time? No. I mean, definitely apply. It depends. Sometimes you're gonna find that the jobs have been open. They just haven't found the right people. Um, but then at the same time, you could see some of these job boards, even on LinkedIn. Um, indeed, they're gonna be old jobs that either they filled internally and they just never took the posting down. It never hurts to apply to him, even if they've been there trying to connect with a recruiter or seeing if you could find some information. You know, if it says, you know, you look for a recruiter, that's within that company, and that's where Lincoln comes into play could say, Okay, I'm looking at X y Z company, and I know that this is a new internal recruiter for X y Z company, you know, connect with them on linked in and say, Hey, I noticed that you had this position listed. It's been there for a little bit, and I wanted to see if this was still open. I'm interested. So you just you just got to keep networking and find your way in. That was all I had. Alan.
[00:41:29] spk_1: Jodi, we appreciate your time, Betty and J r. I appreciate you all taking your lunch breaks toe come out and help us with this. So, you know, Jody, this is a lot of great information. I know there's a lot of people stressed out right now with jobs and locating and the potential for relocating. Are there any last words that you'd like to give? You know, for those who are out there hunting down there Perfect fit.
[00:41:53] spk_0: Now, just keep trying. Like I said, make sure that that resumes looking good and reach out to people. Even Facebook. Thio has some groups out there that will help you reformat your resumes. Just network. Connect yourself with as many groups and as many people. LinkedIn is a great tool. Of course you're gonna find, you know, if you read through my posts, you're gonna find I have my sections on LinkedIn fails where I get my the offers of love and marriage through linked in here. So yeah, you just gotta weed through the bad people and just connect with as many people as you can within your field. Find the good recruiters, you know? I know that's hard to dio. There's a lot out there that are just chasing the dollar. But then there's also others out there like myself and my company, where we actually want to see the best people get the best job. So just keep pushing.
[00:42:40] spk_1: Alright, Jodi, we appreciate it. Thank you again for taking time to talk with us today. And the guy's if you're looking for Jodi Good again. Toe Lincoln. And it's Jodie Constantine. C O N s I d. I any Jody. Thank you very much.
[00:42:56] spk_0: You're very welcome. Thank you guys.
[00:42:58] spk_2: Thanks, Jody.
[00:42:58] spk_0: Alright, Have a good one. The views and
[00:43:00] spk_3: opinions expressed on this podcast are those of the host and its guests and do not necessarily reflect the official policy or position of the company. Examples of analysis discussed within this podcast are only examples. It should not be utilized in the real world as the only solution available as they are based only on very limited and dated open source information. Assumptions made within this analysis are not reflective of the position of the company. No part of this podcast, maybe reproduced, stored in a retrieval system or transmitted in any form or by any means mechanical, electronic recording or otherwise, without prior written permission of the creator of the podcast, Jay Allen.