Future of Staffing and the Workforce as We Know It
Adam Gellert serial entrepreneur and lifer in the staffing industry joins me for a very enlighten conversation about the future of staffing and the workforce as we know it. Adam now the Founder and CEO of HireHippo and The Linkus Group Inc. permanent placement firms that take a different approach to hiring individuals. As he has moved through his career, he saw gaps in the market and have shifted to fill those gaps. Now offering a network of top talent of passive candidates, eliminating resume reviews and focusing on skills and culture. Join this amazing conversation with a forward-thinking entrepreneur.
HR professionals, business owners and operations at all levels are struggling to figure out what needs to change. Our system has been shocked practices have been questioned, and conversations are finally happening. We all know there has been a huge shift in what people want. inclusion and diversity are common phrases. But often misunderstood generations are coming together more than ever on what's important. Mental health has been brought to the forefront of everyone's mind. Let's humanize these conversations. Let's talk about what's important for employees to be successful in life and at their job and how companies can create an environment to allow them to do both because successful people will make up a successful workforce. I'm Leighann lovely. Let's get this conversation started.
Leighann Lovely 01:09
Adam Gellert is on a mission to build the greatest marketplace of pre vetted diverse high potential candidates and companies, reshaping the job application process with candidate experience and helping companies hire their most passionate teammates from one to 250. He eats, sleeps and breathes recruitment. He can talk for hours about anything to do with growth of an organization from a people standpoint, attraction, retention, culture fit alignment and best practices in the modern world. He's an entrepreneur at heart currently on a mission to reshape recruitment and change the candidate experience. Founder and CEO at hire hippo, a hiring marketplace connecting pre vetted high potential diverse candidates and companies based on mutual interest like a dating app and saying goodbye to resumes. He noticed a gap in the industry as a founder of Linksys group, a recruitment firm supporting startups and SMBs in Canada and US. His typical clients is under 50 people. He started the company with the intent to disrupt the recruitment industry. And they are doing just that he has a fantastic team. And they work very hard to build championship teams for their clients that can sustain a winning outlook again and again since 2002. He has been instrumental in building teams both at the corporate and recruitment agency levels. He is known for building strong relationships with clients as an honest, driven and progressive individual with major organizations across Canada and the United States. With a passion for delivering cost savings and efficient business results. He took the next step in offering clients an alternative to traditional hiring. He's active in the tech startup and small business community co created the talent help list co created the disrupt HR Vaughn and previous chair, hR p a PD dinner committee, their leading KPI, it's their reoccurring clients a testament to the value they bring. I am very excited to talk to Adam, a serial entrepreneur. Adam, welcome. I am excited to talk with you today. Thank you for joining me.
Adam Gellert 03:36
Thank you very much for having me. Appreciate being here.
Leighann Lovely 03:40
Yeah. So why don't you start off and, you know, tell everybody a little bit, you know, a little background about who you are and what you do.
Adam Gellert 03:48
Yeah, so I'm Adam Gellert, the founder of the linkage group, and higher tempo. Essentially, I run both a high touch recruiting agency as well as a recruitment technology that we will, that we believe will change the face of how people get hired and how companies hire their high performers. Essentially, what the tech does is works with SMBs and startups that go from one to 250 people on getting quick access to exclusive high potential pre vetted talent without having to worry about recruiting the recruiting process, they can skip the entire recruitment process and go straight to interview because we do all that upfront work for them with the technology so that's what I'm doing now also involved, co founded the talent helpless, which was a COVID layoff list. It was like the first of its kind that I'm aware of anyways, and disrupt HR Vaughn, which is global HR disrupt, disrupt as a global HR brand. So I'm just obsessed and very involved in the recruitment process that I have been for the last two decades, essentially. You know, we can talk about anything to do with attraction, hiring, retention, and that's just a bit about me.
Leighann Lovely 05:20
Awesome. Yeah, you are. You're a serial entrepreneur, you've been in the industry of staffing in one way or another for the last two decades. That is, that's amazing. So, you know, I say that, once you're in the staffing industry, you're either a lifer, or you run like how the other way after a couple of years because you can't handle the stress. So you're clearly a lifer in the staffing industry, which is, which is awesome, because it's, it definitely grabs hold of you, doesn't it?
Adam Gellert 05:53
Oh, yeah. I like pain. I like pain.
Leighann Lovely 05:58
Right? That's that? Yep. Absolutely.
Adam Gellert 06:01
Yeah, I find that like, you know, just based on, you know, what you said, I It's so true, right? Like most people, it's the, you know, industry that most people just I don't like it when, you know, people won't not necessarily don't like but you know, a lot of people say Hey, should I get into recruiting because I like people or like connecting people. And it's not just, you know, it's very surface level expectation of the industry and the role, it's extremely hard. You know, it can be life sucking at times that can be very thankless, and you just have to have a like, really big passion for developing really strong connections in, in the work environment, making sure that it's a long term game with long term people. And that, you know, essentially, like you can, you can, you know, roll with very hard scenarios and, you know, still love connecting people that can accelerate their career and companies that can, you know, hire their top performers that go on to really, really great things. That's the key. It's a business strategy over a people strategy.
Leighann Lovely 07:16
So tell me about Linksys because you said that this is a tech, it's technology connecting people. What type of recruitment is this? Is it? Is it on the general labor? Is it high level individuals explain what that app or that technology does?
Adam Gellert 07:37
Yeah, that's, that's a fair question. So Linkous is our high touch agency, where we focus primarily on senior director level and executive searches for SMBs for small, medium sized businesses and startups looking to, to go from sort of bootstrap to Series B. So we focus on the small business market, mainly, talent that's interested in startups, the roles that we work on are, are very diverse, we always say that, like, you know, we'll be as selective as, as, as our clients. And the main thing is that the role has to be hard to fill as to be very niche, right? Like if the, if our clients can do it on their own, we're just not, it's just, you know, we kind of let them do it on their own and say, Hey, like, you know, we're gonna scour the market and make sure that you get the best person which comes back to like, what I wanted to create when I started this, which was, you know, we run basically on one KPI which is repeat business, I found that a lot of other agencies and why I kind of wanted to almost, you know, quit the space was it was very much, you know, throwing spaghetti at the wall. That's a term that a lot of companies use that they're like, this is why we don't like working with recruiters. It was very, like, quantity over quality. I mean, you know, it's to no recruiters fault necessarily, it's people are drip are incentivized by these like high quality high quantity you know, outreaches so, you know, our focus is just really like high quality engagements and repeat business and then we do we created after about, you know, five years of being in business, what we found is that a lot of our customers graduated from us so they would hire you know, engineers, sales and, you know, Customer Success staff or their, you know, do CTO and once they hit about 50 people, they would start bringing in recruiters right because they would say hey, you know, we're getting to this size we've got you know, a lot more money we're invulnerable sleazy for for these niche roles, but we're gonna use recruiters and then to the recruiters all the time and they would say, you know, hey, we're using like LinkedIn. And we're using like other tools that are out there. And Dede was not driving back great quality results, they are that quantity game, right. So a lot of time is spent going through applications, and sitting in unfit interviews. And it's a poor waste of not only recruiter that wants to excel in their career, I mean, you want to be having great conversations. And so what we wanted to do is create a very niche, you know, marketplace of high potential pre vetted, exclusive talent, where they could post a role to the people that they actually want to interview, not the whole world. And that's how hired hippo came to be. And so we've do the same industry, you know, full time, sales, marketing, customer success. In the app, we don't focus on tech, actually. So it's more non tech roles, customer facing roles on the text on on our on our app, and that sort of long story short,
Leighann Lovely 11:09
right? So do the the, do the candidates come to you? Or are you out there sourcing them? And then introducing them to your app?
Adam Gellert 11:21
Yeah, great question. So we, like a recruiting agency, we go after high potential passive talent, right? And we say to them, like, look, we're going to identify what's really important to you in terms of your next salary, your you know, how close are you to your house? Or is it remote in office hybrid? You know, what are the alignment factors that are super important for you to be successful, happy and stay at a job for a really long time, we have a 95% retention rate of candidates that stay here and beyond, just within the app, where companies and candidates are connecting directly to each other. And it's because we do that due diligence into alignment and weighed certain questions and answers together to form like a really good match. And so we do go out and, you know, market to and, and, and talk to candidates, and most of the candidates that we talked to are not actively looking for new role, they're not going to apply through LinkedIn. And indeed, they may or may not answer a LinkedIn request, they may or may not get a referral. You know, they're, they're, you know, content, but they're open to potentially a new opportunity, maybe not now, maybe down the line. And so we have sort of, like that recruiter pool available to our customers
Leighann Lovely 12:50
interesting. And that's, you know, you get to a certain level of your career, where, you know, you're you are happy, but there's certain you max out, you hit the ceiling, right, where, you know, I've been now at this company for 10 years, you at a certain level, and there are certain individuals who they really that that's like the time limit of you expect them to be at this company for 10 years, they've done everything they can possibly do. So that's a perfect place for them to be able to say, Okay, now I've, I've fixed all the problems at this company. Now, I'm basically just kind of sitting here doing and at a certain level, you know, those individuals then move on to fix the next company. And you see that sometimes in CEOs CFOs, you know, those high level C suite type, you know, positions, or whether that be a, you know, a director of sales who their, their specific, I guess, role is to go in and fix the sales department and get them up and operating. And then they move on to another role where they go in and they specialize in fixing. And that would be like, the perfect type of app for them. Because yeah, hey, I'm not ready to move now. But I might be ready in two or three years. And if those are really niche, or really high level positions, I would want my information out there so that I'm constantly like, hey, if I am a match to a company that could be looking and then another one to two years, then yeah, look at my information and tell me if I'm the could be, you know, it's it's it's great transparency on both sides. But it's also letting people know, like, here's here's the thing, I don't I don't want to put my resume on indeed or those other places because I don't want to get slammed and and I recently went through this where all of a sudden, I'm getting slammed with all these people who are like, Hey, are you looking for a job here? Are you looking for a job? And I got like 30 requests for jobs that one I would never in a million years be interested in and to wear and not to sound like I'm boasting about myself. We're way beneath me. Again, you smile. But yeah, that I mean, it sounds like it's a great, a great app, a great way to connect people of a certain skill level or a certain position with companies who are looking for very specific people.
Adam Gellert 15:22
Yeah, that's exactly it. I mean, you hit so many great points there. You know, jobs are really just business problems that need to be solved. And like you said, sometimes you are in to solve that. No one project or, you know, you did so well, that, and you keep doing so well, that you kind of, you know, put yourself out of out of a role and a lot of people approach us in those in those scenarios that want to start looking before or, you know, the company is about to exit. You know, there's there's hundreds of scenarios, right, it all comes down to alignment. And like Reed Hoffman from LinkedIn says it's about a tour of duty. Right. So, you know, we, I do talk a lot about like you do three years, like, it depends on the environment, what's happening, right, like, there's so many intangibles, but, you know, three years would be a good time to, you know, have the ability to make some really good impact. You could be at a place for 1015 years and continue to grow. But it's, that's not always the case. Right? So I mean, most people change jobs every 18 months, was like the last stat that I read, right? And so what we find is that there's a lot of great people that, you know, are, you know, open and ready, and the pain for them is that they have to go look on job boards, they have to look at applying, and then they have to like, you know, message the hiring manager on LinkedIn to stand out or get a referral. And now everybody's doing that, right. So that's just not the best way to stand out. Because everyone's messaging, the hiring manager, everyone's sending, you know, a cake with your name on it, right? Like it's not, it's not something completely different than then, you know, when you were the first or second person to do that. So what we find is that look, recruitment, the recruitment process sucks for both companies and candidates. It's a very lengthy time consuming process for candidates, and you could make the wrong career choice or career trajectory. Because you're not thinking about, you know, do I want to be five minutes goes to my house, do I want to be remote? Do I want to be in office and hear other people on the phone? Because that's where I'm at, in my current life? Maybe? You know, maybe I just had a kid and I want to be at home like, there. Everyone's different, right? No, two people are the same. No two work environments are exactly the same. And we found that by just digging in, this is like, 20 years worth of research on, you know, what's a really high quality match, and we don't get it right 100% of the time, but we like to think we get it right close to that. Right. So figuring out what motivates candidates to make a career move, are they making the right decision and just show them those roles, will eliminate all a lot of the pain that you talked about? Which is, you know, I might have to always consistently think about my next career move. What if there was this product that was thinking about that for me? And I don't have to talk to 100 recruiters, I don't have to wait till it's too late. That kind of thing.
Leighann Lovely 18:31
Right? Right. And that's, and that is the problem, when you do get to a certain level that if all of a sudden you don't have a job, it takes time, because there are not, you know, like a, like a general laborer position, when you've got 30 positions open down the street, there, there's not that many sea level positions that that are right for you just waiting for you to step into. I mean, there's a finite amount. And I have worked and I'm sure you've worked with, when, you know, all of the sudden you see, you know, a CEO, or a director of change management or some weird, weird role, that you're like, Okay, what exactly do you do? That person will sometimes end up unemployed for months, a year. I have, I'm working with somebody who has been unemployed now for a year and a half. Because he's, he just doesn't want to relocate again. And right now, where he's located, there aren't any positions that suit him. Especially at his 140k salary.
Adam Gellert 19:50
Yeah. So yeah, I mean, here's the thing that I'm you know, I'm gonna say that, you know, I don't think everyone's gonna be happy with like, people. We really shouldn't be out of a job, and it's not their fault, it's that we haven't set people up for success. So I don't want to put the blame on anyone and I, you know, feel awful when someone has been knocked down, you know, hundreds of times for a year and a half, that's like the worst thing that I would ever want to see. And this is what keeps me in recruiting because, you know, I really believe that everyone should wake up fulfilled in, you know, when they go to work and fulfilled when they go home at the end of the day and happy with what they're doing, but employed in something and not have to, you know, try and find a job for a year and a half. But you know, you're you're right, again, it's, it's, there are more jobs than there are people, right. And so, there, we just haven't put people in a position to be able to, you know, change career paths at the right time and the right angle, right. I don't think enough employers let people go and flourish when they need to, like some of the I know, a lot of people don't like firing and letting people go, but it's about being a very savant leader. And, you know, really being empathetic and understanding where people are in their career and where they could go are foreseeing that, you know, maybe this particular industry or this nice industry is, you know, going to be super tough, we're going to be oversaturated, right. And so, think all the way from the education system to, you know, recruiting and beyond. And, you know, how we, you know, are empathetic in terms of outplacement, like, we need to help people get and figure out early, you know, if they're in the right position to do the right roles, and then, you know, kind of be set on that proper trajectory. So I could go on to more detail, but that's sort of like the broad scope.
Leighann Lovely 21:59
Right. So let's shift gears here for a second. Like we mentioned, you've been, you've been a founder, a co founder of multiple businesses, like you mentioned, through that process, you've obviously learned, you know, a ton, I'm gonna guess, you know, from the first business that you, you know, helped found or founded. Something like that. I'm gonna guess that you have learned a great deal. And obviously, the economy has changed so much over I mean, going through 2000, you know, AIDS going through the pandemic, what, what has been, other than the demand for a change in candidate experience? What has been the the glaring, you know, like, red light blinking in your face of like, this really needs to change?
Adam Gellert 23:02
Yeah, definitely, we've been sort of like rocked the last several years. Right. So I mean, I started my company after recruiting for another company, in the 2008 financial crisis, right. And so, there's a lot that I've kind of, like learned by essentially just being sort of like crazy, determined. And, you know, following my passion and skill combination, it can't just be passionate. It can't just be skill, right? Because you are going to face adversity. And you need to figure out how to continue on, I think, guilt, that's sort of important when people are thinking about those career choices over the last few years. I think the more obvious ones are remote work, flexible work schedules, and like getting more away from the hustle culture. Right. But I think, what's happened, and I think what's happened, that's good. And it kind of ties into my comment about being able to get employed and into a place where you feel fulfilled at the end of the day. And I think that it's less obvious, maybe becoming more obvious, is the idea that we're going to move into this multi career system. have been talking about this for a few years, but I think it's becoming more and more obvious that you know, what we consider maybe side hustles people that have multiple income streams, is kind of the future, right? So, you know, the obvious scenario is Uber, an Uber driver, and working at a tech company, right. But I, you know, that makes people think, oh, this person must work 60 hours a week or 80 hours a week, right? But what I really see is like with the introduction of AI, you can actually be a lot more productive and efficient in your job and You know, if you become sort of, you know, irreplaceable in the fact that you're like the master of your, your job or your function and solving that business problem of where you're working, that you will be able, you'll be able to be a lot more efficient. And you know, two days, three days a week, right, which is why we're seeing these things. And if you want to increase your, you know, ability to make money, it could be doing Uber driving, you'd still stick to that, like 40 hours a week, or whatever it is, or content creation, or, you know, helping at a, you know, food bank or, you know, hospital or, you know, hospice care, whatever it is, right. There's just so many opportunities, I think, to work, and I don't think income is going to come from one place, I think that'll be very unlikely to happen.
Leighann Lovely 25:57
And do you think that's, that's a cultural shift? Or do you think it's a generational thing?
Adam Gellert 26:08
I think it's a bit of both. I also think it's a fact of survival, survival, it's like things just cost more, you know, when we used to, so the most obvious example that I think is that, you know, the generation before you said, generational, so the generation before us, you know, was in their job for life, right, and they don't understand why you would go follow your passion or follow your, you know, a different career path, right. And we lived in this sort of, like, unknown is that a good play? Is that not a good play, and, right now, there are no 40 year jobs left, or will be in the future, it's unlikely, because things change so fast that, you know, even founders, for example, right, you might be a good founder to take it from concept and assumption and Bootstrap to a million dollars, but you're not the right person, take it from a million to 10 million, because you don't have that experience. And so you have to step away. And so it's not just, you know, the, you know, what we might consider other roles, it's like roles across the board, right? Even athletes, right, you're just at a certain stage, and that's what you're good for that position you play. So you know, from, from this big shift in how we work in work tech, and the whole scale up of AI in our industry, it's just a matter of, you know, how we have to re think and reimagine what work looks like, and how we spend our day, you you
Leighann Lovely 27:41
said something so, so absolutely brilliant, right there. Because it's a concept that is so hard for so many individuals to wrap their head around. And you made reference to, you know, as a founder, as a founder, you may be really good at starting up organizations and taking that from, you know, zero to a million, and you talk to, you know, again, go hire a coach, they'll teach you how to take it from a million beyond Well, that may not be what you're capable of doing. That meant, and you said, as if one of you may have to step away and sell it or handed off, right. And the concept that it's so hard for some of the and I'm not picking on because again, you're not you weren't picking on like the older school, the the older generation, they got a job, they stayed at that job. It was that was what they did. That was that was their mentality. And the concept that they struggle with is you can have a great person, but if that great person doesn't have the right seat on the bus, it no matter what you try to tell them to do, it's not going to work, right? It just they're not, they're not going to be able to wrap their head around, like how do I do this? Because their mindset, their passion, their, you know, knowledge, their technical ability falls within a different realm. And that is, I think, why we, as a society now see so many people doing the, okay, I'm going to stay here for five years. You see this in the hospitality industry. And I did not know this until I actually had interviewed somebody who who was from the hospitality industry. They see a lot of turnover they see it especially in the higher up because they come in, they create their concept of here's what's really going to make this hotel, this brand of the hotel, great. They go in, they implement all of their changes. They're there for you know, a finite period of time they move on, and they go to the next one and they implement what works or what they have historically seen work. And there's plenty of industries out there that do that. And that's why we see people come and go in industries, which didn't happen in the past. But that's the way the world works now versus 4060 years ago, where things weren't changing, like you mentioned, technology is changing so much, that in order for companies to keep up and I know I talk with my hands This is Audio Only, anyways. Technology is changing so much that accompany has to have the person that's leading it understand where that technology is. And sometimes that means that changing that person every five years, who is aware of what that technology, what that economical environment looks like, in order for that company to continue to thrive and make that company continue to grow and work. And I think that it's necessary in our environment where, like I said, 4060 years ago, it wasn't, because while we still had changes happening, technology was not nearly as an again, manufacturing, I come from much more of a manufacturing, staffing. You know, we still to this day, talk about while manufacturing is so far behind. Even today, even on the practices that they do, you know, in a lot of the things, you know, you still walk in and they're still in this is just, you know, example, while they're still taking all hand notes, they're still you know, what, they're machines, everything is still on paper, why do you have these big stacks of paper that explain the job that you're working on? Why don't you have iPads or, or something that connects to your, you know, your systems, your ERP systems? It's like, how are you not to that point yet? But you know, and then you ask the leaders, and they're like, Well wouldn't work for us? And it's like, well, have you tried? Have you looked into the systems, or just, it would not work here, and then you you talk to the person and they're like, Well, I've been at this company for 45 years, it wouldn't work here. We'll get some fresh blood in here. And I guarantee somebody who is, you know, young, hungry to make their mark would figure out a way to make it work.
Adam Gellert 32:41
Yeah, absolutely. And, you know, to that point, like, also don't feel like it's, you know, a lot of people's faults, like things just didn't change fast, right? Previously, so they didn't have to change and people hate, you know, standing up in front of a crowd, but they all say change, too, right? So, you know, if there's something that they believe to be working, they won't change or don't see, right. So it's like, it's not even like individuals, like there are so many examples of this happening with like, you know, some of the smartest people in the world, right, so like, you know, Blockbuster, like, they just didn't see that change, they didn't do it. You know, that wasn't the person operating the manufacturer to build the DVDs or, you know, do the graphic design, it's, it's really hard to understand what is happening in the future. But I think there are two things that the next generation really needs to focus on its financial independence and financial, like education and understanding. And, you know, what, where careers are headed and where careers are going and how you can kind of make an impact because it was okay to work, you know, a job for so many years before, because there were only so many jobs rolling so many options, you couldn't go, you know, work remotely from your house in Canada, and then do a job in the states you couldn't, there weren't as many coffee shops, there was like five, right? So you couldn't go learn from a different set of leaders or a different set of peoples or get benefits from a company like Starbucks, there just weren't those choices. And because choices and options, there's, you know, all pretty well endless at this point. Which, you know, I think the most important thing for coaches to do is to help people kind of help identify, you know, where could you, you know, excel in another area, instead of being sort of like one of many, you're kind of like a master of one and figuring out how you go through that. Those those kinds of paths to get there. So, yeah, it's just it's a it's I think it's just that the fluctuation and the speed at which things change. Right, like so. Yeah, just trying to come up with a new kid. Like, for example, maybe I'll come back to it but
Leighann Lovely 34:58
ya know, I mean, that was write that. And I completely agree, but here, I'm gonna throw this, I'm gonna throw you for a loop now on something because as we talk about the younger generation and educating themselves, and that kind of thing I want to ask you, you know, again, this is going to kind of throw you for a loop on everything now, because we've now we've now learned, you know, that, you know, the experience, the, the understanding of that, within going into these jobs, we've, we've started to understand more and more that the cultural fit within organizations as well the important and that person, you know, we, right, we've started to get that culture, and a person fitting into their environment, and it can look a wild, lot wildly different. And you when you said education, and educating themselves, it sparked something in me, do you? Maybe you know, what I'm gonna ask, do you think that companies are finally starting to understand that having a degree specific and this excludes some industries, obviously, you cannot be a doctor without a going to medical school, you can't be an accountant, or a CPA, if you don't go and get your CPE can't be a lawyer, blah, blah, you get it? But do you think that more industries have come to understand that experience, hands on experience is equivalent to educational experience, and that culture fit is more important than experience because you can train for skills?
Adam Gellert 36:38
100% 100% 100% 100% it's, you know, attitude over skills, its experiences, you know, it takes 10,000 plus hours to be any good and even close to good at something. So, you know, I tell young people, they're like, oh, what should I do? Where should I start, just try doing things and do so many things that, you know, assault, go solve problems and figure it out and feel like, what, what are you like, really the best app because people are coming to you, if you're the best at something, and you're experienced at it. I mean, even doctors, you know, once they get the job, and they've hit a certain level of experience, they don't go back to them and say, hey, you know, you graduated top of your class, they go no, like, I want to work with the surgeon that did 1000 heart surgeries, not this one surgeon that, you know, went to Harvard. Right. So it doesn't even, you know, yeah, school is required for obviously, certain jobs, but, you know, most of them are required and talking about the speed at which things move. I mean, there's so many ways to get educated for free, right now, if you have access to a laptop, and, you know, internet, which a lot of people also don't have, which, you know, I really believe in, in charities that, you know, help people get laptops and access to internet, because that's, that's where education, you know, it's access, right. And for diversity, and, you know, pay parity, it's like getting that access, right. So, but, but, you know, going off a little bit, but I think that, you know, the most important thing is to just really, like educate yourself on what you like, and keep trying new things, right. So
Leighann Lovely 38:28
well, in today's world, you can go into coffee shops, and have free internet. Excuse me, you can go into, you know, here in I know, in, you know, in most in most of the states, I'm not 100% sure about Canada, but any public library has computers that you can now go in and utilize their computers to free at free and have internet access. So I mean, there is an any Workforce Development Company, you know, place so there are, you know, kiosks that you can go into a workforce development, and those are, you know, government run here in the United States where you can ask for assistance to get free internet access, you just have to want to do it and have the time. So they don't I mean, it's, it's really are you willing to put in the time, so there is a million free different places that you can go to get access? And then I mean, there is LinkedIn offers, you know, free webinars and courses and I mean, there is 1,000,001 different ways that you can now educate yourself
Adam Gellert 39:47
for free Yeah, yeah, absolutely. And you know, one of the funny things is like, you know, in job description, they say, Hey, this is this is required. I mean, there are these these these things that are required that anyone can get caught. have access to and actually really get really, really good at. You know, one example is going in a sales role as example HubSpot is, you know, a customer relationship management platform, it's probably the one of the most popular in the world other than Salesforce. And so, you know, it's funny to me, how many times founders or hiring managers asked me hey, like, we won't talk to somebody, unless they have experience with HubSpot. I mean, you give somebody a crash course. And then in a day and an hour and have them be amazing. And the candidates also are, you know, if you are seeing these jobs, and you're saying, Oh, I don't have experience with that, I mean, you could pretty much get experience with anything by just going and asking going to a company and saying, Hey, like, I'd really like to learn about this. HubSpot has, you know, the biggest amount of videos and blogs on how to use their product, if you reached out to them and said, Hey, I want to get a job, you know, we're using your product is required. Can you help me with this? I'm sure they would say yes. Right. So it's just about creating those, and pushing those opportunities for what you want. So if you, you know, are in a role right now, where you're feeling stuck, because you don't have experience with something else that's required. You know, as long as it's not a degree, and it doesn't cost you money, and there are certain barriers to entry. Of course, like, there are certain, you know, I don't want to say that there are limitations at all. But, you know, for the most part, you know, with those things, you could get educated on that. Right,
Leighann Lovely 41:27
right. Yeah, absolutely. I mean, there's, there's so much available to, to individuals out there now. And I, I'm gonna go back to a point that you made earlier that, that there are more jobs than there are people, which means that anybody who is not working right now, and I mean, they shouldn't be, but the system that we have in place is broken. And it makes it hard for people to get hired. So individuals, like you, who are attempting to create systems, you know, are the ones who are really, you know, the, the pioneers in this in this industry, right, trying to find a way to make the candidate experience positive, and make the make it easier for the company to, you know, allow the proper resumes to come across their desk, you know, to just view the ones that are right for their role. I mean, so let me ask you this, when you started in this industry, did you think that you were going to end up two decades in?
Adam Gellert 43:02
No, definitely not. I didn't even know where recruiting was. Right. So someone, you know, offered me a job. And I was like, What the heck is recruiting? And they said, you know, you, you get paid to, you know, match a person with a company, right? I was like, Oh, this sounds interesting. Do you think I'll be good at it? And they said, Yeah, so somebody had to give me that opportunity. Right. They knew they'd worked with me previously. So they knew that I had a good attitude. Good. Great. I showed up. I care, right. So like, what I typically look for is trust, attitude, passion. I think that's kind of like the core of any role doesn't matter what it is where it is, you know, or anything, right. And, and so yeah, I mean, just to answer your question, simply, I don't, I didn't know. But I just became obsessed with, you know, solving this problem, and just continuing to do better and continuing to be curious and think about things. And ask questions. And, you know, I don't have all the answers still, right. Like, I still learn from a lot of people like you and other people, right? have, you know, different scenarios that come up? And I think that that's what makes this industry and an industry that you care about? So interesting, right? So, but it could be applied to anything, you know, skilled trades, anything, getting curious, you know, you could you know, you could create a house or you could create a whole residential community. Like, there's just so many different options, right, so
Leighann Lovely 44:35
awesome. So I'm gonna ask you the question of the season. What do you think will go down in the history books from what the world has experienced over the last three years?
Adam Gellert 44:47
Yeah, I think like, my mind goes to that one thing that I talked about before, which is the double career system. I think that's where people will say, Okay, this is What changed, most people had one job, one sort of like residents, and now people are going and having multiple, because I just think that that's the way that the world is moving towards. And, you know, and what's required. And I think the flexibility of get a technology is going to be able to do most of what you can do, which should essentially free up a lot of time, you're going to have time to pursue a passion project, a skills project, money making project. So that that's what I think
Leighann Lovely 45:38
that's awesome. And I agree. I think the world was snapped awake. I just I feel like that. As much as we were all divided, and, you know, stuck at home, I feel like everybody woke up and started talking, and started communicating in a way that they never had before. More so than, you know, people were like, well, I'm me, I started a new relationship with my own brother that I had never had before. I started talking to him more. But he lives in Seattle, because all of the sudden I'm like, Oh, my God, I can zoom with him and his family. So I feel like the world was snapped awake. And unfortunately, a lot of things came to light that were not so positive and positive. A lot of mental health issues. And a lot of the world was snapped awake. And people found hobbies, they found passion projects, they found that kind of stuff. So if somebody wanted to reach out to you, how would they go about doing that?
Adam Gellert 46:43
Yeah, thanks so much. I think LinkedIn is is, you know, is the best place if you want to follow me there connect with me there. So it's Adam Geller, and I run Linkous group and the hired hippo. And so that would be like the number one place. I mean, obviously, I'm on all the other socials just about to release a personal site, recruiter adam.com. So those two places would be ideal.
Leighann Lovely 47:12
Excellent. And that'll be in the show notes. So if you want to reach out to Adam, you can check the show notes for his LinkedIn, or for his personal site that will, will listen on there as well. So Adam, thank you so much for joining me and having this conversation. It's been an absolute pleasure, pleasure and some really great insight and great information.
Adam Gellert 47:33
Awesome. Thanks very much for having me. This was a lot of fun. So thank you.
Leighann Lovely 47:38
Thank you again for listening to Let's Talk HR. I appreciate your time and support without you the audience this would not be possible. So don't forget that if you enjoyed this episode, to follow us, like us or share us. Have a wonderful day.