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Welcome to the Bringing the Human Back to Human Resources
podcast. I'm Tracy Chernoff, and I've
spent my entire professional career in HR.
Each week, we'll explore the delicate balance between people
and business with the aim to reconnect the two and create
meaningful outcomes. Listen in as I share my own
experiences, challenge the status quo, and chat with guests
from various industries about our mission to bring the human
back to human resources. Hi everyone, Welcome back to the
bringing the human back to human resources podcast.
Thank you so much for being here for another week.
Don't forget to write, review and subscribe wherever you're
catching this episode. And by the way, this week is
very is allowing us to talk about a very similar
conversation that we've had more recently around AI and
recruiting and all of that. And it's really a very important
topic to jump into, which is why we're going to continue to look
at how AI impacts recruiting and where the human touch is so
important within the recruiting space and the process.
So in order to talk about that, I've brought on another esteemed
guest, Jen Han, who is the founder and CEO of J Recruiting
Services, a boutique recruiting firm that partners with leading
retail brands across the US to deliver top tier talent.
Jen is also the host of a brand new podcast, Cast Candid with
Candidates, which is now available on all podcast
streaming platforms, so catch it.
Jen's professional journey began as a district manager for a top
ten global retailer, where she successfully LED operations
teams for five years. She later transitioned into
sales leadership roles before finding her true calling in
recruiting. And it didn't take long for Jen
to realize she had discovered her zone of genius.
In 2017, Jen founded Jay Recruiting Services to serve the
industry she knows and loves, retail.
A self-proclaimed retail nerd, which I totally subscribed to as
well, She created the firm to deliver tailored recruiting
solutions that align with her clients unique needs.
So today as CEO, Jen leads her team in placing top talent and
roles across store operations, warehouse leadership, and
executive positions for major retail brands across the nation.
Her team's mission is clear, deliver exceptional results that
encourage both clients and candidates to expect more from
external recruiters. Jen's commitment to empowering
others and connecting great people to great opportunities is
at the heart of everything she does.
Jen, welcome to the podcast. Thank you, Tracy.
I love listening into that. I'm like, wow, that's a lot of
things going on there. If someone asks me about myself,
it's hard to get it all into one quick bio, but I love it.
Thanks for having us. It is.
My gosh, of course. It's such a pleasure.
And for those of us who have had years of experience and retail,
it's one of those things that you kind of never leave, even if
you like leave the more operational side of things and
you're not in store, you are always kind of connected to it.
Even in my job today, like I'm still connected or adjacent to
retail. And so I can really appreciate
that that background of yours has catapulted you into this
career that you've created for yourself within recruiting.
So. Yeah.
I think you never see the shopping experience the same
whether you were in HR or operations.
And certainly if anyone that has ever had any role in store
operations in retail, there's just a little bit of a, there's
something about us, right? Yes, productivity and
efficiency, A different lens. I think that we see the world
through and we certainly stay connected.
We tend to find each other in groups for sure.
It's true it's true and I mean, to go back to how I started off
this podcast episode, I talked a little bit about AI and
recruiting in the human touch. This is something that I know is
important to you. We talked about this offline,
but when you think about the, you know, the advent of AI and
how it's become embedded in so many of our practices between HR
and recruiting, are there ways that you use AI that really
allow you to scale your business and improve your candidate's
experiences as well as your client's experiences while also
keeping the human element to what you do?
Yes, yes, definitely. I am.
And we are as an organization, a huge proponent of the technology
we can use to make our world a little bit easier.
And before I go into answering your question directly about how
we use AI today or where we find it really successful in the
recruiting process. I want to caveat with something
that I, I know you've probably talked about before, but to me,
the introduction of AI at such scale that we've seen over the
past, let's say 18 months, two years, the most important part
about that introduction of AI is having a strategic human paired
with it. So if it is a, I'm going to use
a recruiter as an example. If you have a recruiter that
doesn't truly understand the business, the mission, the open
role, the way that open role collaborates across the
business, if they don't understand more than simply the
job description, like, hey, I read that job description, I
think I get it. If they're not strategic in the
way they approach recruiting, then AI is probably not the
right tool for them, if that makes sense, right.
Because I think what happens with AI and with automation in
general is it's it's really exciting to all of us.
It seems like it could be a cost savings.
It seems like it could create a ton of efficiency.
And it can, but it does need to be operated and supervised by
the right strategic recruiter. And so my best advice to anyone
exploring AI is make sure you have the right people in the
seats that you feel really confident about.
And what's cool is when you think about an investment from a
business standpoint, you can have fewer recruiters, pay them
better, bring them in at a higher level and supplement with
AI. So that's my first caveat,
Tracy, something I'm just very passionate about and on our team
is so important to me. We hire our recruiters from the
industry, from operations roles. They have led teams before,
they've run P and LS before. And then we have our AI
solutions and an admin team that comes in to support them.
But I think it's our big differentiator is that strategic
human paired with the AI and the automation and the admin, if
that makes sense. It does.
I think it makes a lot of sense and it's really smart because
when you think about like a language driven AI tool like
Chachi PT for example, everything is based on the
prompt that you're inputting, like you're the answer.
The output that you get is fully dependent on how great of a
question you're asking it and how clear your question is.
And of course the some when we think about recruiting AI tools
to your point, when you have someone who potentially isn't
strategic or doesn't have the experience to necessarily think
through the strategy behind hiring, especially for
particular roles, then you run a similar risk where the output is
only as great as the input and you could be missing out on a
whole lot of productivity, a whole lot of excellent
candidates. And this is also a big kind of
caveat to AI tools is how they are established.
Because if you set up an AI tool to just run everything with no
human interaction, then you really are missing out.
And this is where we've seen, you know, concerns around
discrimination because of AI tools not having that human
who's looking out for those things.
And so I think your point is really well made.
Yeah, yeah. So where we use AI in our
process are the areas of the job description that are not the
best use of my strategic recruiters time, right.
So things like my strategic recruiter is doing the phone
interview and end up 30 minute phone interview, getting to the
the details of not just that person's resume, but their
leadership style and their ability to impact KPIs, things
like that, right. That takes a strategic human to
listen and respond and have that discernment of whether or not it
fits our client. But after that, if they took the
good notes and they were the intelligent human that did the
converse or had that conversation, when we're
creating an executive summary for our clients, we can take
those notes and say, please create an executive summary
using this structure. And it cuts my recruiters time
down in half at least, maybe even more than half in creating
that summary. But we also have a very strict
rule on we never copy paste send, right?
So in Rai platforms and it's, it's got to be the data has to
be protected, right? So in that platform we might
say, hey, here's my notes. Can you create an executive
summary? But then we are always going
back through and saying like, Nope, that isn't true.
Like just because you read my note that way doesn't mean this
candidate actually said that. So there's like a, a second set
of eyes. But before, just like any human,
right, you've got a busy day, you've got back-to-back
interviews. Jumping in and doing those
executive summaries could have been a pretty daunting task and
having AI in place to help us get them moving and then just
having our recruiters edit from there, that is really helpful in
in quicker results for our clients.
We don't have to wait until tomorrow morning when we have a
break in our schedule to get that executive summary done.
We can kind of automate and move forward quicker there.
It's also really helpful in creating compelling messages,
right? So one of our big things is we
don't post and pray. We go out and we get in front of
candidates. If we did post and pray, we
wouldn't be successful because the clients we work with are
large enough that they're already doing that.
They're looking to us for something different.
So we really have to be, again, strategic.
And what is our compelling message?
If I'm reaching out to John, who is AVP of Operations in the
retails, I'm sorry, in the restaurant space and we want to
move them into retail or distribution or CPG.
What is our compelling message? What do we know is happening in
the restaurant space that we could bring up that we could
mention, hey, it's different over here.
But again, that takes a strategic recruiter, right?
Ask the right questions and then AI can help us.
They could say like here, here are some things you could pull
out. Here's an example of a message
and we can edit from there. So it's certainly saving US
time. It's helping us produce quicker
results for our clients, but it's not replacing at all.
Having the right recruiter in the right seat.
Right. And something that's really
important that you said is that it's, it's AI is doing the work
that you don't want your strategic recruiter spending
time on. Yes.
You don't want them really wasting their time on things
that pull their hours away from the strategic work.
That is so much more of an investment and time well spent.
And I think for any of our jobs, even when we think back to our
retail careers, it's like if we had a tool that could take some
of the mundane or maybe a more admin sides of things and manage
that for us. While we could focus our efforts
and attention on things that were more of an investment of
our time and and had more of an ROI for the business or
whomever. It just makes sense.
So I think this is a really good tactical example of how to use
an embed AI into a process. And I'm sure that there are
listeners out there who are either in recruiting or have
thought about getting into recruiting potentially even as a
first step into HR, which is very common.
And I shared with I just did another recording.
The recording is going to come out after our episode, but this
particular guest and I talked about how, you know, they're, I,
I tend to get a lot of messages from people who have a bit of
fear around AI replacing them in the workforce, especially on HR
admin sides of, of the business and recruiting coordinators and,
and maybe more junior level roles.
But I, I still think that when we think about all of the
feedback that you've just shared and all of the insight, there
are places where those jobs will benefit from having AI take
over. And yet there's still going to
be a need because of the importance of having the the
interaction from human to human. Of course, my advice to anyone
that has that fear over, oh, I would like to get into this, but
is AI going to take over? Is, is making sure you know your
job description and you know the ways that you can show up and
bring more, deliver more than a robot could, right?
That's how we should all be showing up to work, right.
So anyone that is already approaching it with a strategic
lens, or if you haven't been, but you're like, wow, I should
start thinking deeper. We call it ownership, right?
Do you have ownership over your work?
If you have ownership over your work, you're thinking much
deeper than AI can. Yeah.
The other thing I would really suggest is dive into it,
especially if you're younger in your career.
Dive in, become the expert on AI tools and how we can utilize
them to be more productive because that's going to put you
in a position of power in your career and, and a position of
strength and growing and saying, hey, here's where I think AI
could really help us. Here's how long term it could
benefit the business, the candidate and the team.
Because if you're taking away those mundane tasks, it does
help with the culture and the retention, right?
No recruiter that I've ever met really loves those little
mundane tasks. And like you said, we all have
them. But how, how are we all owning
our roles in a way that we're looking at that regularly?
Like, where could I spend my time better focused on moving
the needle for this organization?
And where could I delegate? But this delegation thing now is
not just for leaders, it's for anyone.
Executors also can be delegated because we're delegating to
systems and to AI tools, right? Rather than I think there's no
leader I've ever met that would sit down in a performance review
and be not be impressed if someone came to the table with,
hey, here's what I'm doing today, here's what I see we
could add tool wise, and here's how it would increase my
efficiency, right? They'd be like you're promoted.
They're like talking more about that.
Right. Exactly.
Yeah. Finally, I don't have to talk
about this with some. They're just telling me.
Yeah, it's true. And actually, it's kind of
inspired me to think of almost like a flipped perspective on
this too that maybe people can use as they advocate for
themselves in recruiting roles, which is that we know, first of
all, I help people with their resumes and LinkedIn.
This is like part of my business and I'm asked often, well, could
I just use ChatGPT for my resume?
Could I just use AI to create this?
And at the same, on the same token, we see people who are
their advertisements for this who are and like Tik Toks and
reels where people are using AI during interviews in an effort
to ace their interviews. And so I would say that the, the
way that people in recruiting can advocate for themselves is
to say, well, AI is not going to be able to identify when someone
has not actually gained that experience or that, you know,
it's this is all AI generated. Like it's a human that's going
to be able to dig in and really use a strategic mind.
To your point, how the the person on the other side of this
process really thinks through strategically how to ask the
right questions and understand what someone's true experience
is. And to kind of close the loop on
the whole, like can't Jaci to create my resume like no,
because is that even really your experience?
You don't. To me, it's like very risky to
just totally delegate all of your experience and all of your
knowledge to a system that could be spitting out the same thing
for someone else with the same job title.
So I don't know if you have thoughts on that.
Yeah, I think it commoditizes you as an individual, right?
Because if you're going to ChatGPT and saying build me a
resume, so is 90% of the population and maybe not today,
but as we transition and as different generations come
through, right. But if you're the one that
showed up differently, that's going to get you that next round
of interview or that that position, because you can
actually speak passionately to what's sitting on that piece of
paper that's going to stand out instead of yes, those are the
the things that ChatGPT pulled from my previous job
descriptions, right? So again, I think it could be a
tool like can ChatGPT give you a good structure or format?
Sure, of course it can. That can, it can give you a
format for anything. But if you want to stand out,
which is what we're all looking to do when we're applying for
roles, you can't show up like everyone else that asked Chachi
PT to write it. That's what we are noticing
right, is the individuals that show up with a different level
of energy and passion. They're the people who really
stand out. And you can tell if it's
regurgitated information or if it's a true story.
But but to your point, not a robot might not be able to tell
that, right? The human discernment, in my
opinion, is going to be incredibly important in the
recruiting of the future. Again, I think we can possibly
do more with less. We can hire top tier recruiters
and have 7 instead of having a team of 15 average recruiters.
So I do think it's because those seven can do so much more with
the tools we have at our disposal today.
So again, in any position I would suggest like make sure
you're showing up and standing out in the right ways and taking
full ownership. And I don't think their roles
are are at jeopardy of being replaced by a robot.
Yeah, totally. I agree.
And I, I, I do think that this, it's, it's really requiring the
human interaction as more and more people, I almost want to
say like civilians, but people like, on the outside of like
the, you know, like the, the back end, like the company
process. So like the, the candidates in
this situation, they, you know, they, they want to get the job.
They're going to use any tool that they can to get the job.
There's no harm in that. But I wonder.
If there are any guard rails that you have in place or that
even your clients have in place in the event that they have
projects that they give to their candidates as a way to assess
their, their readiness. Like to prevent not maybe it's
not to prevent the use of AI tools, but to to ensure that
it's not all that and that there really is competence.
Yeah, a couple, a couple of things.
So there's the candidate, there's the interview itself,
right? Where again, the person leading
that interview should not just be running through a script.
They should be listening and digging deeper.
So if ChatGPT told them to say, I don't know, a specific answer
to a leadership question, and then you say, tell me more about
that, where did you get, you know, where'd you get that
information and who fixed it? And how did you see the gap?
The more and more you're asking, and this is a real time
conversation. I mean, ChatGPT isn't going to
keep up, right? So it's our job in the interview
process to dig deeper. Also, there's always that in
person interview, not always, I guess in remote environments,
maybe there is not. But in most cases with our
clients, we start with a phone, maybe they do a first round
virtual. But those in person interviews,
you got to show up as yourself. And I don't know of any glasses
yet, right, that are trickling secretly showing some ChatGPT
answers. But I think that's helpful in
the interview process. Now, to your point about
assessments or work samples, things like that, this is a
really interesting topic right now because some HR teams are
asking, they have assessments or written samples or things that
they're asking candidates for. And it's a big topic of, of
trying to figure out, do we want to allow them to use AI tools?
Because in the work environment we might allow them to use AI
tools. I don't have an answer to that
because I think it depends on your, your personal like our
clients, like their culture, their expectations.
I know we have one client that did in Excel like a it was a
highly analytical role and she made her own little assessment
and she actually logged on virtually.
It was only with a few top candidates, so she had the
capacity to do this, But she's logging on virtually and
watching them complete that assessment instead of saying,
Hey, you know, here's the spreadsheet.
Give me some analysis and some findings, right?
She's actually watching. And she said going into that,
she said, I don't care if they did a ton of work on YouTube and
Google and asked ChatGPT how to prepare for this.
That doesn't bother me because I would expect an employee to do
that right, to be resourceful. But I do want to know that
they're actually doing the work themselves and it isn't a friend
or a, you know, some, some type of technology doing it for them.
So I think there are a lot of different ways people are
exploring this. But again, if I'm a candidate
and I'm allowed to use AI, the way my answer and my result is
going to stand out is if I put my personal touch on it, I still
need to be using my strategic mind to change the way that
shows up. Copy paste is not going to get
you the job. Totally.
It's I'm glad that you kind of brought it full circle to the
standing out piece because I think that is definitely still
something that we can dig into. Because to your point, with all
of what you just shared, to kind of close the loop on that, it
makes sense to spend time observing when someone is
completing an assessment versus this, you know, just handing it
off if there is like a concern from the employer around how AI
tools are used, I suppose. But it is an interesting
question. Like if, you know, it's
something that we expect employees to use, then where is
the line for candidates? However, that said, I think
again in coming back to the standing out, when we think
about even just the listeners who may or may not be in
recruiting may or may not be like in their HR careers, like
fully established, they are also candidates sometimes.
And so they you know that I know that the market is quite tough
for our industries and they are probably also thinking of ways
that they can stand out as recruiters, as HR leaders and
you know how they they kind of propel their careers forward.
So one of the things that you said was allowing them their
personal touch to kind of come through.
What does that look like when you look at a resume and you
maybe you're looking at 2:00 and 1:00 stands out versus the
other? Are there certain things that
you generally see as being unique?
Yeah, I'll speak to resumes and then I'll speak to conversations
as well. I think they both work together
pretty nicely. But when it comes to a resume
and making it your own, I mean, I know some people love a photo
on a resume, some people hate a photo on a resume.
There's all of this. It's all subjective in that way.
Personally, and at and at Jay recruiting, what we're looking
for is someone that's clear about what they want next.
So a clear objective. I don't know if that's like gone
to the wayside or if that's cool to say anymore because I feel
like it's always been a thing. But at the top of that resume,
having a clear objective and making sure it sounds like you.
So I do see a lot of those objectives that either a robot
wrote it or they've had the same one for 20 years or they just
asked like what's a good objective on a resume and they
put that down right. That objective should be very
clear. I'm looking for my next
opportunity in marketing. I thrive in an environment where
I can lead a team that needs to be held accountable, creating
systems for efficiency, whatever that might be.
Maybe, you know, you want to be in a certain industry, like
making that objective really clear because it's the first
thing on the resume. It's something we pay attention
to and I think it can be personality.
The rest of your resume, there might not be a ton of
personality, but that objective there can.
And then the other thing that I, again, this might be old news,
but that I think so many people are missing on their resumes are
any type of KP is measurable data impact on the business.
So you in your example, you were talking about people from HR,
sometimes HRI would say, sometimes I would say
traditionally HR was not all about metrics.
They didn't measure as much as we do today inside of HR.
Even in recruiting when we talked to potential clients,
talking about metrics is something new, right?
You know, what's the response rate?
How long are they sitting and sent a client?
How did you improve that? Maybe there was a cost savings
because you implemented a new technology.
Numbers and specifics are so important on a resume because if
it's just a recap of what your job was, that doesn't matter as
much as how you showed up in that job, which I think is
really where the metrics and the specifics come into play.
And I would say the same for conversations.
Energy is huge we you would not believe Tracy or maybe you would
the amount of really really talented people talented in
their resume exactly what the client is looking for that gets
turned down because the client says you know perfect
experienced had good examples didn't feel any energy and I'm
not sure if they're. Interested.
Yeah, it's like a long run
interview 3 show up with your energy.
And I don't know if it's nerves or if it's just we're turning
into robots, but you got to stand out by having that energy
and that passion. And then again, have it on your
resume, but be able to speak to specifics.
The amount of leaders that can't speak to specifics about the
last time they had to coach an employee or develop an employee.
And they're just like, well, I'm a servant leader.
So I talked to them and they're one-on-one.
That's not an answer I'm looking for.
What was the gap? How did you find the gap?
How did you work with that individual to get them over that
hump? Like those specifics are so
necessary because we need to be able to visualize them in this
new role and we can't if they say the same thing everyone else
is saying and there's there's nothing below surface level.
Yeah, absolutely. I think you've provided really
helpful advice when it comes to this ability to share what
impact you've had in your careers.
Like even without energy, well, obviously we know that you need
that. But if someone isn't able to
articulate what they've actually had an impact on, you're not
going to believe that they've done those things effectively
anyway, because how can you not? This is like something that I
talk about on the podcast a lot that to be a really successful
HR leader today, tomorrow in the future, you have to be able to
present your business and you have to have business acumen,
not only for the organization that you're in, but also the the
department and not having an eye on metrics and reporting and
actual measurability on the efforts that you've made.
Even if it's something qualitative like like I could
think about, you know, someone who runs onboarding sessions,
you can find a metric in that. How many people attend an
onboarding session every quarter, every month, every
year? How many people have it?
Like what is the measure or the impact on their experience
throughout their career from strong onboarding?
Like there's so much from every qualitative effort, there is a
quantitative measure. So I, I, I agree with you that
there is so much personability that comes from that and also
uniqueness because that also demonstrates someone's ability
to achieve in that future role that they're interviewing for.
And I think also just to kind of fully close the loop on your
resume advice to the objective. I don't think that that's old
news. Sometimes it shows up as like
an, an executive summary or whatever.
And I agree with you. It's like I've seen really good
objectives or summaries that are high level, but give you a taste
of what that person is like in in the workplace and what they
bring to the table. And I've seen, unfortunately,
objectives that haven't been updated.
And it's like, well, are you actually looking to land your
next gig? Because you like, no one's going
to care about your resume more than you.
So if you spell your name wrong or your objective is like boring
like what's going on here? Yeah, or you give us the wrong
e-mail address. We get that a lot.
And I'm like, well, we took you out of the process because you
didn't respond for seven days. And we're looking for a
professional that's responsive and engaged.
And they're like, oh, that was the wrong e-mail address.
And I mean, we have to update our resumes with the e-mail
address. Totally.
The simple things matter. The simple things matter and I,
I think that there was this big like push for very like graphic
heavy resumes for a little while because of Canva and because of
AI tools also. And now people are realizing
that those things can also remove them from a process
inadvertently if there isn't a human looking at their resume.
Like if AI tools are the only ones sorting through resumes,
then they're not going to actually be able to gather
information or translate information from the resume into
data points. Like if someone has something in
a table or a graphic, it's not going to be read by those AI
tools. So it's interesting how with the
advent of AI and recruiting and HR, we've seen a push for a lot
of new ways of doing things. And then also it's, it's allowed
us to see some of the areas where we need to go back to
basics. Yeah.
I will, I will give a quick example just about having, you
know, bringing the human back to HR that you just made me think
of with that resume example from the flip side, from the employer
standpoint. So what they typically say is we
need an ATS friendly resume, right?
And that means take all the fun stuff out of it.
But in our, in our case, I was talking to a candidate, she was
at the C-Suite level. So a very professional and
experienced candidate, very busy too, right?
She has a busy life and she was reached out to proactively from
a recruiting team. It wasn't ours.
And they reached out to her saying we would love to chat.
Well, then they, they had a long conversation, said she'd be a
fantastic candidate, but didn't give her much about the role
because it was confidential. And the next step was please
change your resume into an ATS friendly resume and we'll send
you to the client. Well, if I'm sitting in that
seat, we would not do that. I would be talking to the client
and I would say, look, she's fantastic.
We we're grabbing her. This is proactive outreach.
I can definitely get an ATS friendly resume, but I can't ask
her to be doing something before we're able to even tell her
who's the client? Does she even want this role?
Again, these are executive level roles where nobody has 30
minutes in their schedule. She has to create that and now
we're asking her to do homework before we'll connect her to the
opportunity which she. Might not even be interested.
In right, I think that candidate centric candidate experience,
you have to have a human in here making these decisions, right.
We also see from our clients and our clients are really
sophisticated. They have large recruiting
teams. They do a great job.
We also see a lot of cases where we talked to a candidate that we
went out and found. We think they're a great fit for
the role. We talked to an internal
recruiter and find out that they were, they applied and they were
automatically turned down. And it's because of some
something right in the automation.
And we're we have the relationships with our clients
to say, listen, I understand like they were turned down by
your automated system, but we've already completed a 30 minute
interview. We can see the alignment and we
have so many wins in our team meetings where we say, because
we advocated and influenced that client, they now have the
perfect person. And also that candidate made it
through the process where they would have had a bad taste in
their mouth if we weren't able to step in and support and and
kind of what we say is enhanced, right?
We come alongside those internal teams that maybe don't have
capacity to do what we do and offer that like white glove
experience. So that candidate experience is
top notch and you're getting first right of refusal on top
talent as an organization if you have that experience.
Right, right. No, that's so helpful.
I'm glad that you brought it back around because it's a
really important perspective actually to have.
And it's helpful for listeners who maybe do work with external
recruiters and aren't getting that it's, it's something for
them to think about that, you know, they can get that in, in,
in a recruiting firm or an agency that will help place top
candidates. I mean, I've certainly worked
with external recruiters, like globally outside of North
America where they were just feeding us candidates and it's
like, well, we could, we could do that.
That's not what we're looking for.
And then you eventually find, you know, the right firm that
really meets your needs in those areas.
So I think that's a really important perspective to keep in
mind. Yes, Yeah.
Well, thank you so much for all of this conversation around
leveraging AI and not working in fear and really embracing it,
but also keeping the human hand on things.
And so I would love to ask you where the listeners can connect
with you if they're interested in learning more or connecting
with you about, you know, recruiting.
Yeah, absolutely. So you can find us primarily on
LinkedIn because we are AB to B recruiting firm.
So we don't do a whole lot in the cool channels like
Instagram, TikTok. So you can find me just my name,
Jen Hahn, the company page, that's where most of our social
and announcements and job opportunities come from.
That's J recruiting services. And then also as you mentioned
in the bio, we're just we have just freshly launched our
podcast called Candid with candidates.
It's very much geared towards this type of advice really, but
not advice from me as a recruiter because I don't have
all of it. I interview top executives from
in and around the retail space, so retail, wholesale
distribution, CPG, about how they made it and what they think
it was that made them stand out or how they went through a
specific transition and what advice, what candid advice they
have for candidates. And what we say is you actually
said it earlier, Tracy, everyone is a candidate.
It's not just for people that are actively applying to roles.
If you're in corporate America, you're constantly in an
interview. Every meeting you go to, every
presentation you go to, that's your opportunity to show the
world what you bring to the table.
And that's an interview. So we're really excited about
those conversations and they can definitely find us on any
streaming platforms candid with candidates.
Amazing. We'll have everything linked to
in the show notes so everyone can very easily just click
around and get connected and listen to your podcast.
So congratulations, by the way, on the launch of your podcast.
Very exciting. It's been very fun.
Yes, it's always, it's always a blast, lots of work, but always
a blast and always rewarding too for those who listen.
So kudos to you and thank you again for joining my podcast.
I appreciate it. Thank you, It was an honor.
Thank you. It was super fun, easy to talk
to. That's why you've been so
successful, because you make the conversation very genuine.
So it was fun to be here. Well, hey, you're welcome back
anytime. Hey, just before you go, don't
forget to subscribe to the show so that you are the first to
hear when an episode drops each week and maybe leave a five star
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Plus, if you have someone in mind who would really enjoy this
episode, make sure you share it with them.
Thank you so much for tuning in and I'll see you next week.