Innovative Recruiting Practices with Ellie Dailey

Ellie Dailey is founder & CEO of an innovative online recruiting platform, which allows job seekers to record an online video introduction as part of a shareable profile, including a resume. She’s been a recruiter all over the world, from the UK to the Middle East, to Asia and now Silicon Valley for nearly 20 years, allowing her to gain expertise in a variety of recruiting environments, including banking, sovereign wealth funds, tech and finance.

Sponsors & Partners

Innovative Recruiting Practices

Ellie is founder & CEO of an innovative online recruiting platform, which allows job seekers to record an online video introduction as part of a shareable profile, including a resume.

She’s been a recruiter all over the world, from the UK to the Middle East, to Asia and now Silicon Valley for nearly 20 years, allowing her to gain expertise in a variety of recruiting environments, including banking, sovereign wealth funds, tech and finance.

Continue the Conversation

Testimonials

Transcript

Announcer:

Are you ready for an open discussion with the best of the best and the best of what's next? Welcome to the Tony DUrso Show. Join in on a great conversation today with some of the world's great influencers as they showcase great advice and techniques that made them the game changers they are today. Now here's Tony DUrso.

Tony:

Welcome. I'm your host, Tony DUrso. I interview some of the most successful people in the world, and I thank you for joining us. In just a moment, we have an elite entrepreneur join us who provides insights and guidance you can use to move along your vision path. This show is dedicated to helping you turn your vision into reality, and we are the number one show on www.voiceamerica.com. Also, check us out on Apple at www.tonydurso.com/apple, and please leave a five-star review. The show is free to you and a nice review helps support us and you get my eternal thanks. That's priceless! Guys, if you're in charge of hiring, boost your job post and get the best people - fast. For a limited time, get $75 credit at www.indeed.com/durso. More details just ahead on this with a lot more info on them, so please stay tuned. Today's show is about innovative recruiting practices with Ellie Dailey. Let's see what we can learn today. At the end of this interview, I'll give you a summary recap of what we went over, so stay tuned for that. Ellie Dailey is founder & CEO of an innovative online recruiting platform, which allows job seekers to record an online video introduction as part of a shareable profile, including a resume. Here we go. Hi Ellie. Welcome to the Tony DUrso Show. So glad to have you on with us today.

Ellie:

Thank you so much for having me, Tony. I'm really happy to be here.

Tony:

The honor is mine. I'm looking forward to talking about your very unique and innovative recruiting practices. We have a good entrepreneur and small business, midsize business audience here. We do have people in the corporate world. I think this is a topic that is going to be interesting to all of my audience, but before we get into that, Ellie, let's follow your journey to success. How did it all start for you? What's your backstory?

Ellie:

Well, thank you for asking. I have been in the recruiting industry for a long time, couple of decades, and working all over the world, recruiting from large investment banks down to startups and spent a couple of years with Visa. And so I've done a lot of recruiting in different places and seen a lot of different ways to recruit. About two years ago, I was working for a company out of Michigan and I was in the Bay Area, and trying to do things remotely as a recruiter is difficult enough. I wondered how can I get candidates to just introduce themselves to me? So I don't have to kind of scroll through resumes and schedule phone screens and go back and forth. I kind of came up with this idea to use video after 20 years of frustration with the resume, and we can go into more of that, but recruiting is a fun and different way to live, and I'm really glad that it's reinventing itself.

Tony:

Well, one thing that interests me Ellie is you've been all over the world. Born in Singapore. You're British, you worked in Dubai, you worked in Italy. Yea, molto bene. You've worked all over and you've done different things. What got you into recruiting?

Ellie:

Excellent question! I think you could possibly ask any recruiter that, and I've only met one who grew up wanting to be a recruiter. The rest of us sort of fall into it, because usually it appeals to people people who aren't quite sure what they want to do and they enjoy business. They enjoy talking to people, they enjoy problem solving, and that kind of was me. I actually went into an agency in London and a friend of mine worked there and I said get a job. I'm just back from Italy where I was teaching English and I needed a job in London but he was like, I only recruit accountants and bankers, but you can come and work here. And I was like, what's that? And so then I got my first job in recruiting and it shut me out for the last however many years. There's never a dull moment, let's put it that way. Every day is different.

Tony:

Very interesting. We're going to find out more about that and for your current success, you're the founder of your own company. You do very good with your innovative recruiting practice. How did that vision come about for your current success?

Ellie:

For Intro30? So Intro30 is one of the three businesses that I run currently, which is a platform for candidates to introduce themselves with a 30 second video. As a corporate recruiter, the average amount of applications you get per job is around 250. I once put a job ad out and I got 400 applications in two hours. It's a competitive market, let's put it that way, and from a recruitment perspective, from a recruiter's perspective, there's a lot of resumes to read. But ultimately as a recruiter and most of us are these people, we enjoy interviewing. We like to meet people and it's all about the human interaction that leads to a successful placement or a successful job interview. And ultimately, what we're trying to do is build teams of humans to work together successfully, and in order to do that, you need to meet each other. You need to get to know each other and you need to facilitate the beginning of beautiful relationships. So in order to do that, it needs that human interaction and what the resume does and what the first 40% of the recruitment process is, is effectively just resume shuffling and people applying to jobs and the recruiter going through a database of applicants. So that's how I kind of thought if we can just speed this up so I can meet people right away, that's what I wanted to do and to reinvent resume. Video is everywhere. There's over a billion people on TikTok already, and billions and billions of Snapchat videos are sent every day. I call it the TikTok generation, people who are way more comfortable recording themselves on video than they are writing a resume. I go around universities and schools, and I always do a show of hands as to how many of you would rather record your video resume than write one, and 9 out of 10 people put their hands up. So, from my generation and yours Tony, perhaps we're a little more nervous recording ourselves, but certainly I built this for graduates so that they could differentiate themselves one from the other when they have the same resume. It's the one way they can separate themselves.

Tony:

Ellie, that just blows my mind. I once did a testimonial for someone who wanted it on video. And it was like, I want to say 60 seconds, maybe a minute and a half and it took me four hours to record it. So it blows my mind that anybody would want to do this. It's just like you've got to be joking me. It took four hours just to record that, and I'm not even joking. I think I'm being kind with the time, but anyways, we're going to move on. I don't know a thing. I don't know TikTok, so I'm with that generation cause I'm thinking TikTok is a clock or something to do with the time, but …

Ellie:

It's a whole movement.

Tony:

I don't know a thing about that. I don't know very much, but ...

Ellie:

I'm not on there either. I've just had moments, but that's a lot of people. Last we heard, they had 800 million and now there's over a billion people on it. That's ridiculous, isn't it?

Tony:

I'm thinking of all the man hours people have spent to record 250 to 400 videos for the job application, and then all the man hours you've got to partake to listen and watch and view all those. It's inordinate. That's so much work. How do you get through hundreds and hundreds of videos where somebody is applying for a job?

Ellie:

Well, I mean, you've got to go through hundreds and hundreds of resumes and the average time a recruiter spends per resume is six seconds. You get your first impression from somebody in seven seconds. You can gauge credibility, competence and trustworthiness within that time, supposedly

Tony:

So that's why I didn't get my last job? They only spent six seconds on my resume?

Ellie:

Well, yeah. I mean, if they did anything. The amount of resumes that just sits in the abyss. The reality is that 30 seconds is short enough. It's too long for somebody who's not doing a good job and you're bored in 30 seconds, and it's long enough for somebody who's articulate, energetic, enthusiastic, well presented and who sounds fun and has a good energy about them. You want to learn more. You get a really good first impression from that. We're doing a bit of a promo at the moment to compare the same candidate with two 30 second videos. One that's dreadful and one that's great to prove that it's not the actual candidate, it's how they present themselves, because 55% of the message is interpreted through visual stimulus. So we express ourselves, our first impression, all of it comes across. When you see the face, you see the body language, you see the gestures, you see their smile and what lights up their eyes, and that is what makes them human. It's so much more fun than keyword searching a resume or reading through their job experience. That's really boring, whereas watching people say hi, that's very fun.

Tony:

This is the Tony DUrso Show where you can learn from the wisdom and success of others to help you move on your vision path. Just ahead the chat continues about innovative recruiting practices with Ellie Dailey, but first it's time for us to take a short break. See you back here in just a moment.

Tony:

We were all blindsided by 2020. Businesses like yours are adapting as best they can, including how you hire. If you're in charge of hiring during this dramatic change, Indeed® is here to help. Indeed® is the number one job site in the world because Indeed gets you the best people - fast. Indeed they do. Unlike other sites, Indeed® gives you full control and payment flexibility over your hiring. You only pay for what you need. You can pause your account at any time, and there are no long-term contracts. Plus, Indeed® provides powerful tools to make your search that much easier. Yes, indeed they do, like sponsor jobs which are shown to be three and a half times more likely to result in a hire. With 73% of online job seekers visiting Indeed each month, Indeed® is going to get you the important hire you need, just like they have for over 3 million businesses. Right now, Indeed® is offering our listeners a free $75 credit to boost your job post, which means more quality candidates will see it - fast. Try Indeed® out with a free $75 credit at www.indeed.com/durso. This is their best offer available anywhere. Go right now to www.indeed.com/durso. Terms and conditions apply. Offer valid through September 30. www.indeed.com/durso. All right, guys. Check it out, sign up and tell me how much you love it.

Announcer:

You're listening to the Tony DUrso Show with special VIP guests. We'd love to hear from you via email. Be sure to send questions and comments to Tony@tonydurso.com. Now back to Tony and his guest.

Tony:

Ellie:

I'm all about the candidates. I have been a candidate so many times, and it's very frustrating, and 9 out of 10 candidates have a poor experience when they're looking for a job. It can be very demoralizing and frustrating to be looking for a job, especially when it's a competitive market and you're not one of those few who gets constantly hit on on LinkedIn for new opportunities, and you're needing to find work and nobody's responding. Nobody's listening to you and you're not being invited into an interview. So I wanted to solve their problems, and for me, it's all about empowering the candidate to introduce themselves before they have to wait for an interview or an invitation to an interview, and then they can introduce. I want them to be empowered to be themselves, to sort of be seen and heard before anyone else really. That's what gets me up in the morning.

Tony:

We're talking about innovative recruiting practices with Ellie Dailey, and if you've ever applied for a job and didn't get asked for an interview or didn't get approved for the job, you probably will find the answers in this interview. I've already found out and figured out why I've never gotten my last job, which I'm actually very grateful for because I just went into podcasting, so that worked out great. So there's always a reason. Ellie, let's get into your vision path and dig into this. I think probably one of the first things I'd like to know is what are the advantages of including an intro video along with the job application, as well as perhaps any disadvantages?

Ellie:

Excellent questions again. 85% of hiring managers welcome video resumes, but only 17% have ever seen one, according to bolt.com. I love that quote and those statistics, cause it really shows there's an appetite on both sides, having said 9 out of 10 hands go up when I described this product. On the other hand, 85% of the hiring managers would welcome this if somebody sent them to me. Now as a hiring manager, I don't want to see a hastily scrambled together YouTube video that someone puts. When we first built it - actually, that's a side story - but when we first built this, I was quite concerned about candidate privacy and I wanted to keep everything on the website and you could upload a video instead of recording it on the website like you do now. So people were uploading some very interesting things, and I think that the sort of discipline and uniformity of just having that 30 second onscreen record from your phone or record from your web cam 30 seconds, and it cuts you off, so you can't go on and on. It's just 30 seconds. It's a huge amount of discipline for the candidates. For me when I was doing it I was like, what do I want to say? How do I want to say it? What do I need to get into this 30 seconds? And it's a discipline that's quite a good exercise as a candidate. What do you really want to convey? So as an example, one of the best candidates we had, he's a real estate candidate and his video was standing right next to his real estate license that was framed on the wall, and he was incredibly articulate and energetic about it and clearly passionate about what he wanted to do. And that came across and he got snapped up right away, and that is what we're looking for. That kind of intelligence and common sense to go, this is who I am. I'm going to make a real impact and so it's really useful. To get back to your question, it's really beneficial for people who have to perform or to present in their jobs, so it's excellent for salespeople. Anybody who has any kind of customer facing role and who needs to be in front of people on a daily basis, they need to be able to articulate themselves. They need to be confident enough to get on camera and to be succinct enough to present their ideas clearly and quickly, and it's an excellent medium for them. It's not possibly quite so important when your job isn't customer facing or people facing, so it's not necessary perhaps to have a video. If you're hugely technological and technical, then it's all about the resume. It's all about the technical skills. But even then again, the majority of hiring managers will rate attitude as twice as important as technical skill, because you can't teach that. You can teach technical skills if it's not on your resume and it's PHP or something, we can teach you that. But having a smile on your face every time you come to work, having that energy level that's high, having that ability to be friendly and to be empathetic and respectful, that you can't teach.

Tony:

Ellie, this is very interesting. Your company, your site actually records that intro video for the person. It's just on and off and gives them 30 seconds. Is that my understanding of it so far?

Ellie:

That's correct. We have.

Tony:

Okay, cause if you ask me to do it, it'd be a couple hours.

Ellie:

And again, that's why I didn't want people to have to overthink it or worry too much about it. Often people say, do you give them scripts? Do you give them tests? And I say no. The point is that they are just saying hi. They're really literally just saying, hi, my name is.... This is what I'm interested in and it's just 30 seconds, but it's part of a three page professional profile that they create on Intro30 when they register. So they can upload their resume. It's in word and PDF so it's downloadable and keyword searchable so the recruiters can still search for PHP, if that's what you're looking for. But then yes, the third page is they press record and off they go.

Tony:

I got it. And have we gone over all the various disadvantages?

Ellie:

It's the candidates. It's all up to them. You know, what's the disadvantage of a resume? I mean, there's all sorts of disadvantages to the recruitment processes right now, and I think that there's a lot of scope for innovation and improvement, but really it's down to the candidates and the recruiters.

Tony:

Let me switch it around. Let me zone in myself. I'm hiring. I put out a job application. Hey help me with my podcast. I'm looking for an assistant and I've got 250... you're saying the average is 250? I get 250.

Ellie:

That's for a corporate.100 for like for a regular job.

Tony:

All right. I get 100 resumes with 100 videos, and so now I've got to go through each one. Well, there's no point in doing a keyword search because I'm asking people for hey, I need a podcast assistant in the studio. So I guess I could keyword things that I didn't ask for. If a person is good at customer service or sales or being a people person.

Ellie:

Well, let's take it back a second. What are you looking for in this assistant?

Tony:

I don't know. I'm just kind of making up so I can understand the value of your company and how you work and why that's so important to people that are hiring. So all of the entrepreneurs and business owners in the audience, corporate executives in the audience that are hiring and they want to use your service. I'm trying to walk them in and it's probably a poor example. Maybe you have a better example.

Ellie:

No, no. It's a great example. A great example.

Tony:

Of what it makes sense in their mind, in their brain so to speak of, okay, I put this thing out. Hey, I got lucky. 150 people applied.

Ellie:

Yeah, that's a good problem to have

Tony:

Now I've got 150 resumes, 150 videos.

Ellie:

That's brilliant. I mean, we're still on a sort of 50%, hit rate, let's be honest. People who would submit their resume, they don't always record their video, but there's always two problems in recruitment. There's either too many candidates or there are too few. So having a hundred resumes is a great start. But I think the journey that a recruiter or we'll call you the hiring manager, you are looking for someone to fill your team and you have a very good idea of what it is that you want and you recognize talent when you see it. You can see somebody and you can say that looks like someone I want to have on my team. I like the energy. I like their vibe. Now, if they have ... say for example, for your job, they have to have ... I don't know, it's squad cast we're recording and they need to have some experience with that. So you can therefore have a quick look through some resumes, and if anyone doesn't have that, they can immediately be put to one side, and then you have a slightly smaller pile of videos to watch. But what's great about the 30 second video is once you have your pile of 100 people which you have whittled down say to 10 people who have squad cast experience, you can watch those 10 videos, 30 seconds each, no worries at all. And you've also skipped the whole step of let's say, oh, I like the look of that resume. Let's schedule phone screen, which is the next time consuming administrative scheduling tasks that you'll have to do. If you go through 100 resumes and you whittle them down to 10, then you have to schedule 10 phone screens, and then you have to conduct those 10 phone screens. You then have to whittle that down to say three people that you're going to meet face to face, and then you're going to choose from those three people. Now you've already met 10 people face to face. You've already got 10 first impressions, so you are much better equipped to spend longer interviewing maybe 10 people on the phone with a first impression. When I was recruiting for some sales people to help me out, I wouldn't speak to anybody who didn't record their video, and it was such a change from my 18 other years of recruiting where it just was that process I just described and I'd have these phone calls. I mean, I had a phone screen with someone who's eating a sandwich once. There really are some strange things and it takes a long time to schedule them, whereas once I'd seen these candidates record their videos and I could see them and I could meet them and I've got that 30 second first impression, I pick up the phone, I feel like I already know you. Thank you for recording your video. It was great to meet you already. I feel like I know you, and then the conversation flows in a much more natural and much more rewarding way than I've seen your resume. Tell me a bit about yourself. It's one step ahead and you've absolutely jumped probably a good few hours’ worth of administrating the scheduling of the phone screen.

Tony:

Do you like to zone in sometimes on a good story that just takes you away from the world? We all need that sometimes, right? Here's a good book recommendation for you. I'm announcing a book that I've worked on for years with my coauthor SKR, and the title is Imen of Atlantis. The Pursuit is the first book, volume one. It's a trilogy. We've spent years on this. It's been a labor of love. The first book is now available at www.tonydurso.com/books, and the second book is following in another week or so. It's a fiction story of what happened in Atlantis once upon a time, and there are multiple storylines that merge and converge together. Some of the key players are Bomo, Roni of Imen-Hera, Crown Prince Eyvind, Raidon, Prince Korin, and it involves the main kingdoms of Carron, Carthinia and a plot against Bodon. You would think this has to do with contemporary times, but it was never written for that purpose. This first book is about the love of money - especially gold - and what people and rulers will do to get as much as they can. What is the Imen? Who are they? Once a powerful race, the Imen captured and dominated every nation and territory on the four land masses of Atlantis until none were left. War was a form of sport and no one presented a challenge great enough for them. It wasn't until they reached the final conquest when the Divine Intervention personified as a messenger was sent by the Creator to offer an ultimatum. The Imen were given a choice to set down their weapons forever in exchange for the gifts of healing and regain their spiritual powers. Most accepted this ultimatum, and those who refused perished as predicted. The abilities of the Imen? Well, you'll have to read the books and see what they can do. They can do some things that are beyond amazing and beyond our reality. Go to www.tonydurso.com/books and get The Pursuit. I think it's going to leave you breathless. Thanks, and happy reading.

Announcer:

You're listening to the Tony DUrso Show with special VIP guests. We'd love to hear from you via email. Be sure to send questions and comments to Tony@tonydurso.com. Now back to Tony and his guest.

Tony:

All right, we're back on the Tony DUrso Show where you can learn from the wisdom and success of others to help you move on your vision path. Let's see what we can learn today. Today's show is about innovative recruiting practices with Ellie Dailey. At the end of this interview, I'll give you a summary of what I got out of this, and I'll share some pointers with you. Stay tuned for that. Join me on Twitter @TonyDurso and get in on the fun. You can message me there too. That's @TonyDurso on Twitter. All right. And now back to the chat with Ellie. That's a very interesting way you put the process. I think the last time I've hired anyone was in sales maybe a couple decades ago, and I would generally get 20, 30, 40 resumes easily when I put out an ad easily, and you spend hours going through it, but I like what you're saying. If I set aside and only look at those that were willing to put in that video, that makes it a little bit easier and it gives me less choices, but that it is more quality choices and then I can schedule on the next thing. So that in itself, if the person's not willing to put the video and the video is available, they're already cutting themselves out of the whole process so why even bother applying? Now those looking for a job, what kind of mistakes do they make? What are some of the biggest mistakes that they make that you see in the videos or in the resumes?

Ellie:

Well, one guy recorded his video at the airport, so there were lots of people walking behind him, which is very distracting, but bless him. I admire his efficiency, I guess combining multiple tasks. I would say negativity. Don't be negative. Don't look down and mumble and talk like that. Don't talk too quickly. That's something I do. I talk far too fast. I think normal common sense around good lighting, nothing distracting or pornographic behind you on the wall, basic common sense around not any background noise. It's 30 seconds,

Tony:

Ellie, when a person records the video, they have course have the option to look it over before they submit and publish. Is that correct?

Ellie:

Correct. So you get as many chances as you like, but don't spend four hours on it.

Tony:

Don't ask Tony to do it, though I've gotten better. I've gotten better. Oh, we won't go there. That's why you don't see a lot of videos of me on YouTube. It takes so long to make.

Ellie:

Well, nobody's perfect. I think there's an element of people being perfectionist about it. It's okay. We're all human. We're all doing what I'm doing now. I get a mumble and stumble and you say, um and uh.

Tony:

Excuse me, Ellie, please speak clearly. You're from England, and sometimes that Brit accent comes through. So pace yourself. Now I'm going to flip it. I'm going to flip the questioning around. We talked about the person who is seeking the job, what kind of mistakes they made. Now let's flip it around for the hiring manager. When they're looking for a candidate, what kind of mistakes do they make?

Ellie:

The usual mistakes that any hiring manager would make. I mean, it's not an exact science. Recruiting is very instinctive. It's very imperfect just by its nature. It's not an exact science. People recruit for different reasons and they're looking for different things. I think the weirdest job I ever had to fill was .... it was so long ago. I have filled hundreds and hundreds of jobs and talked to thousands and thousands of candidates, and I think that hiring managers just need people yesterday. If you've got a job to fill and you finally got budget for it and you're finally allowed to recruit, the urgency can often outweigh the sort of calm, rational approach to good, solid, rounded recruitment process. So I think that the recruiters will have different pressures. The hiring managers will have different pressures and sometimes they don't take the time to really interview the candidate. And again, this is because if you've got those hundred candidates and you need to schedule all these interviews and give everybody a chance, it takes a lot of time. The average time to fill is about three months which has really long, by which point the candidate that you had at the beginning has probably found another job and you needed that person three months ago. So there's an urgency. So I think being more thoughtful and mindful perhaps about what you're looking for, why you're looking for it and really drilling down, perhaps on the job description to look at the inclusivity that you could possibly add to it. I work with a company that analyzes job descriptions to ensure that they are inclusive, as inclusive as possible to enable more people to apply and not be scared off as women apply for jobs when they can do 90% of it, whereas men apply for jobs when they can do about 40% of it. So you need to be very aware of how you are positioning and articulating the opportunity and what the job actually entails, and then really being thoughtful about who you approach about it. And then doing a lot of interviews I think is good, and psychometric testing is really useful, and just being mindful about recruiting, rather than I need people yesterday.

Tony:

I got you. Ellie, I've asked for the biggest mistakes that both sides could make, and now I'm going to flip it back. Here's the setting. I want a job. There's someone in this audience, they want a job. Maybe they need a job to kickstart better what they're doing as an entrepreneur or they are in the corporate world, but they want a job. They really want to make it. What can we learn from you so that when we apply for that next job, we have a higher percentage of someone looking at it, wanting it and bringing us in for, I guess they still call it the second interview or the next interview? How can we get that job? What's the best that we can do?

Ellie:

There are many things you can do. I don't believe in changing your resume for the job. As I said 100, 250 people are also applying for this job. You need to be applying for 100 to 250 jobs. That is how many jobs you need to be looking at, and it's the ratio of success. Having said that, say of the 100 jobs you apply for, there is say 10 that you really, really want. You need to follow up with those 10 jobs. You need to keep a note to them and then you find the people who are recruiting on LinkedIn and you reach out and say, I think I'm really qualified for this job because X, Y, Z. I think I can solve your problem. What's in it for you? This is what's in it for you, Mr. Recruiter. I'm qualified because of this, this, this. I did this in this company that's similar to your company. Link the two things, but don't change your resume each time. Change your approach and find the person who needs you yesterday. Find the hiring manager. The recruiter is probably working on 20 to 30 jobs at any one time. I heard someone recently, the recruiters were working on 75 jobs at any one time. Now those poor people, it just filling jobs, right? If they are smaller environments, the chances are they have fewer jobs. They have more chance to really get to know the candidates, and therefore you need to go to the recruiter. But if that's not true, if it's a big company, I would find the hiring manager who runs that particular department. Say, you're an accountant. Look for the CFO or the couple of people underneath the CFO. Find out who's hurting. Whose problem can you solve? And then dig down onto that.

Tony:

Interesting. So, these recruiters don't mind? I mean, you've sent in your application. They don't mind if you email them or you find out where they're on LinkedIn. They don't additional correspondence? Go ahead.

Ellie:

Don't stalk them and be sensitive. They have a lot on their plate.

Tony:

Where they live, don't meet them at the Starbucks.

Ellie:

What a small world! Don't stalk them.

Tony:

Here's a little toy for your child. It's getting creepy. Sorry, folks.

Ellie:

It's getting creepy.

Tony:

We don't stalk, but that's a great question. We want this job, Ellie. We want it. How far can we go?

Ellie:

Tell them why you want it and really drill down as to why they should pick you. What's in it for them? As with sales, what's in it for them? How to kind of really think about the problem that you're solving and only you can solve it. Why is it only you that can solve that problem? And then if you present that solution, then they're more likely to listen, but it has to be specific. That's why you don't change your resume cause that's general, but the specifics of your experience can really benefit them. Explain to them how.

Tony:

And I begin to see the video reason cause when I have applied for a job before, the piece of paper doesn't talk. The resume doesn't say anything. How could somebody know that I could run that company and three others instead of this particular job I'm looking for it? They wouldn't know that from my resume. So that video is so key. Now for those that are doing the video, as opposed to those that don't. Perhaps you know the better question, but is there a big change in the quality of hires as a result of that?

Ellie:

Yes, I can speak from experience and there's been some good connections made to the system. I mean, 1 in 4 Americans changes jobs every year, so the tenure, the average tenure of people, especially in sales is pretty low. and I think, yes, this helps, but ultimately this is just the beginning and we don't charge recruitment fees like placement fees. We're just a subscription model so we don't track what happens after the interview. We just track when they get hits basically and they match and they're interviewed. I can't speak to how it's changed the longevity. I should, and that's something that when we get a bit more data we can dive into, but ultimately our aim is the introduction. It's Intro30.

Tony:

As you just heard in the prior commercial, some of you authors out there, you know what it's like to take a long time to write a book and put it out, and how happy and proud you are to produce such a work of art. And you really want other people to experience that joy and that knowledge or that story that you provide. Well, that's how it is with myself and my coauthor SKR about our new book, Imen of Atlantis Volume one: The Pursuit, and you'll see it at www.tonydurso.com/imen. I'm going to read a short little section of it. "They were thought to dwell in the forest, but their world remained secretly hidden from everyone. Unbeknownst to the hunters, an ancient civilization existed beneath the forest floor. This was the magical world of Imen-Hera, a subterranean land bustling with life. It was home to the Imen, who were magical beings. Still, they were not truly magicians per se. Instead, they possessed great spiritual powers. The Imen were also known to possess the gift of healing and magical potions, and were rarely seen by anyone. They were summoned from Imen-Hera by signals, sent below to their world by unique trees. The trees communicated by signals when any injured being - man, animal or bird - was sensed in the forest. It was the duty of the Imen to aid those in need of help. They were bound to this duty as penance for their once evil ways in the past, having long abandoned them in exchange for a chance to redeem themselves and eventually rejoined the Creator." What happens next is what happens when the extreme love of gold begins to enter the picture. I hope you check it out. It's a good book. Volume one is The Pursuit. Volume two coming shortly after that is called Dark Horizons. You'll find it at www.tonydurso.com/imen. Happy reading.

Announcer:

You're listening to the Tony DUrso Show with special VIP guests. We'd love to hear from you via email. Be sure to send questions and comments to Tony@tonydurso.com. Now back to Tony and his guest.

Tony:

Well, in this industry, we've got technology here. We've got your phone screens; we've got your video introduction. What else is happening down the road technologically that you see is impacting in this recruitment industry?

Ellie:

Oh, excellent question. So as I said, I work for that company where there's all sorts of ways in which we can increase diversity and inclusion, and I love that because one of the things that I don't like about the recruitment innovations is when they kind of redact resumes and kind of, I call it decapitate the candidate by taking away their name or their agenda or the age or whatever it is that they can't help cause it's fact, in order to sort of eliminate bias. I go the other way. I'm like, give me all the information you can. Let me show you as much information about myself as I can in order for you to make the right decision. So I kind of veer towards that. And one of the greatest ways I think of eliminating discrimination or an increasing diversity, inclusion and tolerance and open-mindedness is by identifying your recruitment practices a bit like what I had discussed earlier. Let's open this job up. Let's see, can we have this remote? Could we do this part time? Could we do this job sharing? Could we do this, follow the sun? Could we have people around the world doing it? How can we make this job a lot more inclusive just by its very nature? And I think once companies start to really look at what they're recruiting and why and how, they can really identify, okay. There seems to be too many blips along the road for people who need to work remotely because they've got families, they've got this or they've got that. That comes from the companies rather than the candidates. So that's a really nice development. I like that. Also, with scheduling with chatbots, there's all sorts of pool companies that can eliminate a lot of scheduling administration time through bots. But as a candidate, I don't want to talk to a bot. I want to talk to a human. So that's one nice little innovation, but it can't replace the recruitment person. ATSs are always innovating. There's always kind of a brand-new shiny database that can solve all our recruitment processes. Ultimately though, the most successful recruitment teams I've seen and the one in particular stands out, the recruitment team was 10% of the whole company. So, 1 in 10 people in this company were recruiters, which I think is fantastic. So much of their energy and their budget went towards the recruitment team to give them all the tools and the support they needed to really hire the best people. And that I think is just humans rather than any technology.

Tony:

Ellie, what are you looking to accomplish in the next few years?

Ellie:

Well, my lofty vision and mission is to reinvent the resume. I think it's just a matter of time before video resumes become mainstream, and I want Intro30 to be the go-to place to create a professional and sharable resume and profile that includes the resume and a video resume. I think we haven't innovated that since DaVinci invented the resume in the 1500s, so it's time. So that is my lofty goal and ambition.

Tony:

I didn't know DaVinci invented that. How very interesting! Okay, so that and the scissors. I know he did the scissors.

Ellie:

Yeah. He's a lefty as well. I don't know why he invented right-handed scissors.

Tony:

There you go! Ellie, are there any personal habits that you see that contribute to your vision success? You've created a great company. What are some of those habits that you see are very important to success?

Ellie:

Meditation, yoga, exercise. Those three things. I try and do all three every day, but fail miserably most of the time. I do at least one and try and do at least one definitely exercise and meditation every day. It's either yoga or the other one, but there's three have kind of turned my life around and I highly recommend them.

Tony:

That is so strong that it leads to your success. If you do one of those every day, you feel it keeps you on your vision and it keeps you ahead in your company towards success.

Ellie:

Absolutely. Yeah. And grounded and yeah, not a headless chicken.

Tony:

I like that. Alright. And you've mentioned several things that I want to check. If there's any other great resources that you'd love to share with our audience success squad.

Ellie:

Well, I'm just about to launch - I'm not sure if I'm allowed to plug a new business, but it's not really a business, it's more of a service - where we are partnering with a language coach to help because of other languages, English language learners with their job search. So that's coming out in March and that is going to include videos about how to put your resume together, questions to ask in interviews, how to answer those questions, questions all sorts of situations at work, dealing with HR, having difficult conversations, how to write business emails, all of that. It's really exciting. And we're putting all the content together now, and that will be released in March. So it's really aiming to help people who don't speak English as their first language.

Tony:

Go ahead please. Where would someone find out more information about that?

Ellie:

That's called www.jobprepglobal.com

Tony:

Very good. Once again, we talked about innovative recruiting practices with Ellie Dailey. She's the founder and CEO of an innovative online recruiting platform, Intro30. Ellie, thank you so much. You've given us a lot of information. I really hope it helps those seeking a job as well as those hiring for jobs. I hope that this helps them in people getting hired and getting better hires for what they need.

Ellie:

Brilliant, and good luck to everybody looking for a job. It's fun.

Tony:

Hey fellow entrepreneurs. Thanks for hanging out with me while I featured an elite entrepreneur who took her vision to reality. I hope this was as inspiring for you as it was for me to do this interview. I learned some good, innovative recruiting practices with some great ideas I'm going to chat about in a second. The insights are so valuable. So how did you like this interview? Innovative recruiting practices with Ellie Dailey. After recruiting all over the world, Ellie learned how to cut to the chase when recruiting anyone. And she worked out the fastest way for a recruiter to get the right candidate - and fast. If you ever think of getting the job again, or if you ever think of hiring anyone now or in the future, you'll want to really study this and check out how Ellie does it. Did you know that most recruiters on the average only spend six seconds on a resume? And she says, you get your first impression from someone in seven seconds. That's not much time if you are very qualified for the job you're applying for, is it? And supposedly a recruiter can gauge if the person is credible and trustworthy in that amount of time. Quite astounding! It's a new world of video resumes, which makes it more fun for the recruiter, and so I believe helps you get the best person for your business. With so many people applying for a job, I can sympathize that it's demoralizing in a way to compete with so many people wanting that job. For anyone looking to get a job, you can use this interview and listen again and pull out all the nuggets. Spend the time needed to make a great video on you, and this makes it a lot more work for the company hiring as well. I like how Ellie has innovated on this to get the best person the fastest for the company. If you're hiring, there's no doubt you need to get a good company to help you make the hire because you'll be inundated with applications if you try it yourself. I'm speaking to you entrepreneurs and solopreneurs out there. If you've ever hired someone yourself, then be prepared to be overloaded and inundated with requests, phone calls and emails. I hired many years ago when I worked in corporate and the applications back then were a lot of work. I can't imagine how busy it would be today and trying to hire yourself. We can learn a lot from the example she gives of the real estate agent who did a great exuberant video standing next to his license. That says a lot, and he got hired right away. Did you know that attitude rates twice as much as technical skills? Remember that when hiring or when looking for a job yourself. That's key. There's so much more I got out of this interview. What did you get? I'd love to know how you use this information to help you in your business or career. All right, guys, now grab hold of your vision. Decide you're either going to start something great or take it to the next level. You have to decide first. It always starts with a decision and you can get my Vision Map to help you along the process. The eBook is at www.tonydurso.com/books, and you can pick up the audio version and the training class too. Highly recommended! I created my empire in just a few years. That's all it took. I had the Vision Map as my guide. You can do it too. Let's help you move on your journey to success. And once again, also check us out at www.tonydurso.com/apple, and while you're there on Apple, how about a five-star review? Thanks guys. And remember just take action. Success awaits those who persevere and remain steadfast despite the odds. Sow good seeds, do good deeds and join me on the next episode of the Tony DUrso Show.

Announcer:

We hope you've enjoyed this week's edition of the Tony DUrso Show with his key influencers. Be sure to tune in again next Friday at 5:00 PM Eastern time, 2:00 PM. Pacific time on the Voice America Influencers channel.