Scaling UP! H2O

68 Transcript

The following transcript is provided by YouTube. Mistakes are present. To hear the podcast episode, click HERE.

0:08.0

0:12.5

Welcome to Scaling UP! the podcast for
water treaters by water treaters where

0:12.5

0:16.5

we’re Scaling UP! on knowledge so we
don’t Scaling UP! our systems

0:16.5

0:22.8

Hello Scaling UP! Nation, Trace Blackmore
here your host for Scaling UP! H2O. Folks

0:22.8

0:31.4

it’s a brand new year 2019 where did
2018 go well today we’re going to be

0:31.4

0:38.3

talking about an issue that if you are
in business in any business you have had

0:38.3

0:44.7

this issue and of course the issue is
where do you find the right people to

0:44.7

0:51.4

help you grow your company in fact that
is a question that I personally am

0:51.4

0:57.7

dealing with right now so as a business
owner as a water treatment company

0:57.7

1:05.1

business owner what is somebody like me
to do when I want to find new water

1:05.1

1:11.3

treatment professionals to hire to train
to bring in to part of my company’s

1:11.3

1:17.4

culture well there’s a whole bunch of
things that we can do we can use social

1:17.4

1:22.8

media we can start posting things at
local colleges we can go to job fairs at

1:22.8

1:29.8

colleges we can use different services
that cater just to the job market like

1:29.8

1:35.4

monster and indeed and I’m sure there
are dozens of things that I am leaving

1:35.4

1:39.9

out one of the things that I didn’t
mention we are actually going to talk

1:39.9

1:47.4

about today and that is using a service
to help someone like me maybe somebody

1:47.4

1:53.4

like you find talent in the water
treatment industry now many of the

1:53.4

1:58.5

listeners out there might have had
experience with using what I like to

1:58.5

2:02.7

call a headhunter and there are lots of
different terms for that but we’re gonna

2:02.7

2:07.6

use the term headhunter so I’ve asked
the question when I meet with water

2:07.6

2:12.3

treatment business owners what are some
of the experiences that you’ve had with

2:12.3

2:18.3

headhunters and I have tried to make
some questions to try to educate not

2:18.3

2:23.3

only myself but the Scaling UP! nation
on what it’s like to work with somebody

2:23.3

2:28.5

who’s out there looking to bring
somebody new to your company so folks I

2:28.5

2:34.2

hope you enjoy my interview with Jay
Squires my lab partner today is chase

2:34.2

2:39.9

Squires of Spencer Ogden chase how are
you today Tracy I am doing absolutely

2:39.9

2:44.6

fantastic how are you this morning
I am doing very well I want to thank you

2:44.6

2:50.4

for coming on Scaling UP! H2O
and I know that the audience has a bunch

2:50.4

2:54.4

of questions for you I know I have a
bunch of questions but I wanted to start

2:54.4

2:58.1

out with asking you to tell the
Scaling UP! Nation a little bit about

2:58.1

3:04.8

yourself sure well yeah I work for a
company called Spencer Ogden what we do

3:04.8

3:10.1

is pretty much specific to the
industrial power and energy staffing

3:10.1

3:15.9

world I actually specifically focus in
the water and wastewater and kind of

3:15.9

3:20.0

part of that environmental space but you
know obviously within the water

3:20.0

3:25.7

treatment industry quite the the growing
nation you know when it comes to it and

3:25.7

3:29.8

that’s kind of what I do work with
clients on a on a regular basis to help

3:29.8

3:35.7

fill their needs when it comes to either
project hiring solutions on the back

3:35.7

3:40.2

side of you know working with the
executive level professionals trying to

3:40.2

3:44.2

bring in you know the top talent for
them and trying to help them grow their

3:44.2

3:48.6

business as strategically as possible
now the term that I’m familiar with and

3:48.6

3:51.5

I don’t know if this is a pejorative or
not so I’m just gonna say it is

3:51.5

3:58.1

headhunter is that an appropriate term
not necessarily because it is a part of

3:58.1

4:05.4

my job so let’s talk about your job what
is the day-to-day of your job so I guess

4:05.4

4:10.5

it starts with actually getting
clientele I’m consistently and

4:10.5

4:15.6

constantly on the phone reaching out to
new corporations new companies whether

4:15.6

4:21.4

they be startups or whether they be you
know 50 years in the making to try and

4:21.4

4:26.2

understand what they’re struggling with
when it comes to hiring needs so working

4:26.2

4:30.4

with you know companies that need water
treatment operators on the backside of

4:30.4

4:35.1

needing project managers but going
through the entirety of

4:35.1

4:38.5

what I like to call the project
lifecycle you know all the way from the

4:38.5

4:44.1

design phase to the onm phase of
whatever it may be and that’s what I do

4:44.1

4:50.2

on a regular basis is understand what
struggles these companies have and then

4:50.2

4:56.5

strategically finding an avenue or a way
to get around those barriers and help

4:56.5

5:02.1

fill the void for them so needing
personnel on a large basis whether you

5:02.1

5:06.7

need you know kind of 15 to a hundred
individuals over the course of you know

5:06.7

5:11.7

a time frame for the for their needs
specifically you know that’s what I’m

5:11.7

5:15.5

trying to figure out and that’s where
I’m working with my team to

5:15.5

5:20.1

strategically implement hiring
strategies around that now I’m actually

5:20.1

5:24.6

right now looking for two individuals to
join our team are we too small to work

5:24.6

5:29.6

with you no not at all you know working
with companies of all sizes actually

5:29.6

5:35.4

creates quite a bit of I guess
creativity from my perspective you know

5:35.4

5:40.0

I I do work with some some very small
companies I mean just about 50 to 60

5:40.0

5:47.1

employees around the nation and helping
them with one or two needs on an

5:47.1

5:52.1

as-needed basis so you work with anybody
who has a need anybody who is looking to

5:52.1

5:57.5

add talent to their businesses certainly
of course you know from I guess a

5:57.5

6:02.1

business standpoint you know I am trying
to work you know specifically with

6:02.1

6:07.2

medium to larger size companies because
of the you know the volume of needs that

6:07.2

6:11.4

they have but when it comes to these
smaller conglomerates it might be a very

6:11.4

6:17.8

specific need that you know only a team
like ours can kind of help staff for if

6:17.8

6:22.2

that makes sense I think it is let’s go
in you mentioned that you help people

6:22.2

6:26.5

with problems that they’re having I will
tell you the problem that we are having

6:26.5

6:32.2

is finding the right people to join our
team and when I say right people I mean

6:32.2

6:37.0

people that are going to fit into our
culture moreover people that are going

6:37.0

6:41.3

to help enhance our culture and we look
at things in order to make sure that the

6:41.3

6:45.9

person is a right fit to our culture
with do they live our core values are

6:45.9

6:48.8

they motivated to learn will they get
their certified water

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6:53.6

Technologist all of those things and I
got to tell you it is extremely

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6:59.8

difficult we are having such a hard time
finding the right two individuals that

6:59.8

7:03.0

want to come work for Blackmore
enterprises and and who wouldn’t want to

7:03.0

7:08.5

come work for Trace Blackmore right but
we are having such an issue with this so

7:08.5

7:15.0

why is it so hard to find the right
people well I think that’s a tough

7:15.0

7:20.3

question to answer trace because there’s
there’s quite a bit that you look for in

7:20.3

7:24.0

a candidate and there’s quite a bit that
they’re gonna look for in a new company

7:24.0

7:28.6

to work with when it comes to obviously
that the technical abilities in a

7:28.6

7:33.0

position sure that’s kind of black and
white on paper can they do this job

7:33.0

7:39.2

technically or not when it comes to
company culture it’s a matter of is this

7:39.2

7:46.0

candidate looking for the same I guess
goals and do they have the same

7:46.0

7:51.0

ambitions that your company is
experiencing or that your company is

7:51.0

7:55.9

kind of driving towards so when it comes
to it a company culture is quite a hard

7:55.9

8:01.5

one to tackle because everyone’s kind of
looking for something different I will

8:01.5

8:05.4

tell you of an experience that just
recently happened I think we do really

8:05.4

8:10.0

well in the process of interviewing and
making sure that we find the right

8:10.0

8:13.7

person and again our right person to
somebody that adds to our culture and

8:13.7

8:17.7

then we try to align them in the right
seat meaning that they’re doing the

8:17.7

8:22.6

right job an individual that we had we
thought we did this superb ly well he

8:22.6

8:26.7

was doing very well we have a training
program here that is second to none it

8:26.7

8:31.9

absolutely will train somebody to get
their CWT and beyond he was doing very

8:31.9

8:36.7

well with that of course he only lasted
for three weeks everything was going

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8:39.0

great he told us everything was going
great

8:39.0

8:44.4

then we came back from a holiday weekend
and he said you know what this job isn’t

8:44.4

8:47.6

for me
and I’m thinking what could we have done

8:47.6

8:51.6

better and I really don’t know what the
answer with that what advice would you

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8:58.6

give me well I’d say one thing’s for
certain employees really want to love

8:58.6

9:01.8

their job and they want to love the
company they’re working with

9:01.8

9:06.6

obviously that’s just not always the
case sometimes they they really kind of

9:06.6

9:11.3

just want to understand that what
they’re doing is valued and it truly

9:11.3

9:16.5

does matter in quite a few different
avenues for what we would almost think

9:16.5

9:20.8

you know kind of call him employee
happiness an employee happiness is is

9:20.8

9:25.4

one thing I can touch on quite a bit
because I think we’ve all been in a

9:25.4

9:29.9

position where as much as we want to
love the company it’s difficult because

9:29.9

9:34.4

there are certain things that can
attribute to the negative beliefs or

9:34.4

9:38.0

negative views you have on you know
individuals at the company or the

9:38.0

9:43.0

company itself for this instant trace I
I think it’s one of those things where

9:43.0

9:47.0

maybe you could have asked some more
questions to this individual to

9:47.0

9:52.2

understand you know if something was
wrong from you know they’re outside of

9:52.2

9:55.5

work standpoint or maybe something was
wrong with what they were currently

9:55.5

9:59.9

doing for you in that position there’s
there’s quite a few questions maybe you

9:59.9

10:02.9

could have brought up to kind of
understand more of what they were

10:02.9

10:05.2

dealing with and then tried to work
around that

10:05.2

10:10.9

that’s definitely great advice in my
mind I really felt that I did that and

10:10.9

10:15.4

when we asked him what was going on he
said I just can’t see myself doing this

10:15.4

10:20.3

job and the question I have for you is
what can we do differently part of our

10:20.3

10:24.7

interview process is we have people do a
ride-along with us so they know exactly

10:24.7

10:29.2

what our job is because you know water
treatment is so niche when you get into

10:29.2

10:33.2

it even if people think they know what
they’re doing they may not know exactly

10:33.2

10:37.5

what they’re going to be doing so we
make sure that they come on board

10:37.5

10:42.0

knowing exactly what the expectations
are and what they are going to be doing

10:42.0

10:47.3

even after that and he said yes this is
exactly what I want to do he said no

10:47.3

10:49.6

this is not what I want to do three
weeks later

10:49.6

10:56.1

hey yeah there’s times when you can’t do
much tracing and hey this is maybe one

10:56.1

11:00.3

of those instances where you know he
figured something out or she figured

11:00.3

11:05.0

something out in her head and realized
well maybe I was you know eager to get

11:05.0

11:09.4

in this position now that I’m there
maybe this isn’t the best fit for me so

11:09.4

11:13.1

maybe there’s nothing you could have
actually done it could have just been

11:13.1

11:17.5

set in stone in their head
that this isn’t for me and there was no

11:17.5

11:21.7

turning back from there and I’ve had
that happen before too so it’s it’s one

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11:25.5

of those things that it’s it’s not
necessarily controllable from from your

11:25.5

11:29.5

aspect you know what I mean well I
appreciate the therapy session I feel

11:29.5

11:33.3

like I should be sitting down or laying
down on a couch right now but I will

11:33.3

11:38.0

tell you I’m the visionary of our
company and my number one thing is to

11:38.0

11:41.8

make sure that our culture is a place
that people love to work for that people

11:41.8

11:46.2

look forward to coming in every day and
when whenever I lose a team member

11:46.2

11:50.4

especially somebody that I really
thought had everything that they needed

11:50.4

11:54.7

to be successful it just really really
upsets me so I appreciate your counsel

11:54.7

12:00.8

through that let me ask you what are
some of the mediums that water treatment

12:00.8

12:05.7

companies are using to at least get
their message out there that they have a

12:05.7

12:08.5

position that they’re looking to fill on
their team

12:08.5

12:16.3

honestly companies are utilizing every
aspect of the media outlets and the

12:16.3

12:21.1

social networks you know you talk about
LinkedIn and you know I think we all

12:21.1

12:25.8

know that’s a household name at this
point but companies are posting on their

12:25.8

12:31.0

company LinkedIn pages you know
highlighting hey we have a number of job

12:31.0

12:35.4

openings and you know at the same time
the actual hiring managers themselves

12:35.4

12:40.4

are posting that same thing then of
course you look at the you know company

12:40.4

12:45.2

bulletin boards and you know that will
have every open position that they you

12:45.2

12:49.8

know could possibly need filling you
know around the world so it’s one of

12:49.8

12:54.0

those things where you know we can get
into the you know American Water Works

12:54.0

12:59.1

Association job board that you know
companies will have postings on there as

12:59.1

13:03.5

well but it’s it’s a matter of these
companies are utilizing every aspect to

13:03.5

13:08.2

let you know hey we’re hiring does
anybody use the newspaper anymore I

13:08.2

13:11.5

remember when I first started in this
industry when my dad would advertise

13:11.5

13:15.9

that he was looking for help it was the
newspaper does anybody do that I can’t

13:15.9

13:19.9

tell you the last time I picked up a
newspaper because I can get it online

13:19.9

13:24.7

yeah right right and then of course
their services out there like monster

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13:27.5

indeed are you seen a lot of companies
use those

13:27.5

13:32.3

of course yeah I mean you’ll see
companies will have literally every

13:32.3

13:38.2

media outlet utilized to their benefit
and that’ll be linked in indeed zip

13:38.2

13:43.0

recruiter and then you can even go to
the the local or more government you

13:43.0

13:47.2

know job boards and companies will post
through their if they have a municipal

13:47.2

13:52.1

project going on so they’re they’re
utilizing everything they absolutely can

13:52.1

13:58.5

and sometimes that’s still not enough I
will say that my favorite way to find

13:58.5

14:02.5

somebody new is when somebody comes to
me and says you know I’ve got this water

14:02.5

14:05.6

treater
that used to work for me their wife got

14:05.6

14:10.8

repositioned down in the Atlanta area
and you really need to interview this

14:10.8

14:14.0

guy I love it when people come to me
like that and that doesn’t happen very

14:14.0

14:19.2

often well that’s that’s sad to hear
believe it or not it it actually it

14:19.2

14:23.8

helps me quite a bit I mean I think you
and I can both talk on you know

14:23.8

14:30.1

referrals trace as being easily the kind
of number one trusted you know source to

14:30.1

14:36.7

find another potentially relevant or you
know technically inclined individual to

14:36.7

14:41.2

fill a void yeah and that’s our favorite
way of course to get sales when a

14:41.2

14:46.3

current customer refers us to a new
customer or a prospect and says hey

14:46.3

14:50.1

Blackmer enterprises was able to help us
with this issue i’ve heard you had a

14:50.1

14:54.7

similar issue i bet they can help you
out so of course that’s our favorite way

14:54.7

15:00.0

to find new talent as well we had a
conversation before we started recording

15:00.0

15:05.7

that the water treatment industry is
growing so obviously new people are

15:05.7

15:09.2

coming into the industry how are they
finding their way in

15:09.2

15:15.1

that’s a great question trace and
obviously with all of the different

15:15.1

15:21.5

programs and kind of avenues you can
take in college or in university are

15:21.5

15:26.4

allowing a lot of individuals to kind of
come out of college with this you know

15:26.4

15:31.4

more or less perception of a specific
niche in the industry that they can try

15:31.4

15:37.3

and tackle and just really try and get
into that space and once they’re in

15:37.3

15:41.1

realistically it’s it’s a matter of time
until they just kind of make

15:41.1

15:49.4

they’re way up into a industry leader
role I will say that there is a lack of

15:49.4

15:54.6

actual water and wastewater treatment
operators and I think the reason for

15:54.6

16:00.8

that is we had a big boom in the early
2000s you know when the government kind

16:00.8

16:05.9

of released this you know kind of Water
Association push and a lot of

16:05.9

16:10.1

individuals were signing up for these
programs to become a licensed operator

16:10.1

16:14.7

and that that’s shifted quite a bit you
know now we’re looking at individuals

16:14.7

16:19.3

coming out of college to be you know
more or less project managers for water

16:19.3

16:24.9

and wastewater infrastructure projects
so it’s becoming very specific and at

16:24.9

16:29.5

some points there’s you know way more
jobs open than there are actual people

16:29.5

16:33.4

to fill them and on the backside –
there’s there’s quite a number of

16:33.4

16:37.0

individuals that are looking for
specific positions and they’re just not

16:37.0

16:42.6

there chase one of the things that I
personally do is I’m working with the

16:42.6

16:46.7

Georgia Gwinnett college which is a
college very close to our office and

16:46.7

16:51.3

they have an environmental science
degree program and water treatment fits

16:51.3

16:56.4

so well within that degree and when I
talk to other water treatment company

16:56.4

17:00.7

owners I find that more and more other
people have that environmental science

17:00.7

17:06.3

degree so that seems to lend itself very
well to our industry are there other

17:06.3

17:12.1

degrees that you feel work better than
others I wouldn’t necessarily say work

17:12.1

17:17.4

better than others but you know I can I
could certainly rattle off how these you

17:17.4

17:22.0

know some of these different degrees
will line you up into really a great

17:22.0

17:26.3

career path in the water or space
obviously you brought up you know

17:26.3

17:31.1

environmental engineering degrees well
you know that can completely coexist

17:31.1

17:35.4

with you know individuals studying
Chemical Engineering or you know you

17:35.4

17:40.6

look at electrical engineers at the same
point they they can all focus you know

17:40.6

17:44.2

whether it be their concentration or
whether it be just their time in general

17:44.2

17:50.2

on water related either pieces of
equipment or water related subjects you

17:50.2

17:54.9

know within what they’re looking to
obtain as an actual degree so

17:54.9

17:59.5

I think Chemical Engineering is one of
those degrees where you will see a lot

17:59.5

18:04.5

of benefit because obviously in the
water space it’s it’s constantly doing

18:04.5

18:09.9

pH testing and making sure the you know
chemical batches and doses are you know

18:09.9

18:14.8

pretty much to the teeth because of how
you know how specific you have to be

18:14.8

18:18.5

when it comes to that so I think
Chemical Engineering is one of those

18:18.5

18:22.9

that is is really going to take off but
you look at some of these other degrees

18:22.9

18:27.2

and they’re they’re quite you know
coexistent if you will I mentioned this

18:27.2

18:31.2

earlier when we spoke on the last
question but you’ve got some data that

18:31.2

18:35.2

proves that the water treatment industry
is growing can you share that with a

18:35.2

18:40.2

Scaling UP! Nation yeah certainly Trace so
I do quite a bit of case studies for

18:40.2

18:46.0

some my clientele at the moment and you
know taking quite a bit of data from the

18:46.0

18:49.9

different projects that are going on
around the world and especially here in

18:49.9

18:56.5

the US the water industry in its
entirety is still growing at about 10 to

18:56.5

19:00.6

12 percent year-on-year
and this is coming along with projects

19:00.6

19:03.7

and the different companies that are
really kind of making a name for

19:03.7

19:09.4

themselves at the moment to where we’re
looking at another 19 percent worth a

19:09.4

19:14.2

growth going into 2022 and that’s right
around the corner trace so I’m curious

19:14.2

19:19.8

as far as other industries go is that
tremendous is that average where does

19:19.8

19:25.1

that actually lie so at the moment yes
that is tremendous and I think the

19:25.1

19:31.0

reason why it is I guess so massive
right now is because of what we’re

19:31.0

19:35.0

dealing with let’s you know just talk
about California for a second the amount

19:35.0

19:38.9

of wildfires that are going on well
that’s not just you know you know

19:38.9

19:43.4

sporadic as much as we truly wish it was
you know that is coming with you know

19:43.4

19:48.1

drought and a lot of the government in
California has implemented is

19:48.1

19:53.3

immediately along the lines of you know
how we’re disposing of you know

19:53.3

19:58.4

contaminated water so it’s one of those
things where we are looking at you know

19:58.4

20:04.7

all the different ways to generate clean
water for citizens and individuals in

20:04.7

20:08.6

you know more difficult places to to get
that

20:08.6

20:15.0

and it’s becoming I guess a worldwide
phenomenon how truly you know big the

20:15.0

20:19.6

water industry is going to become well
as somebody that is so deeply entrenched

20:19.6

20:24.5

in the water treatment industry I am
very happy to hear what you are

20:24.5

20:29.8

reporting to the Scaling UP! Nation I bet
I bet well let’s ask the opposite of the

20:29.8

20:33.1

earlier question so we were talking
about why do people get into the water

20:33.1

20:37.8

treatment industry why do people leave
the water treatment industry so that’s a

20:37.8

20:41.1

great question
Trace and I think that kind of coexists

20:41.1

20:46.8

with you know how you find good people I
think individuals in the early stages of

20:46.8

20:52.9

their career are going to be willing to
jump to new companies and try and

20:52.9

20:57.8

explore in new positions because they’re
just trying to ultimately understand

20:57.8

21:02.7

more and I think that kind of correlates
with you know the the opposite of that

21:02.7

21:07.3

with you know older individuals that you
know are potentially coming from having

21:07.3

21:13.6

a 20 plus year career already and just
looking to ultimately maintain and kind

21:13.6

21:18.1

of go with the flow in a steady position
on the back side of that I think you

21:18.1

21:22.2

know when it comes to individuals
looking to leave their current employers

21:22.2

21:27.6

right now it’s one of those things where
employee happiness is it again I’m going

21:27.6

21:32.7

to bring that up it’s so important you
know if an employer isn’t asking their

21:32.7

21:38.3

their employees you know what actually
makes them happy and what you know what

21:38.3

21:42.0

at work makes them happy you know if
it’s something that they’re doing on a

21:42.0

21:46.1

regular basis that just completely you
know throws them off well that’s that’s

21:46.1

21:49.5

something you probably want to talk with
them about to understand how you can

21:49.5

21:54.5

work around that and turn it into more
of a you know positive I guess work

21:54.5

22:00.2

environment ultimately well let me ask
what is the top advice that you could

22:00.2

22:04.5

give to the Scaling UP! Nation especially
the water treatment owners out there the

22:04.5

22:09.5

company owners how they can make a happy
work environment I think one thing’s for

22:09.5

22:16.0

sure make sure that you are paying these
individuals what they deserve to be paid

22:16.0

22:21.7

if that’s one thing that you’re worried
about is not paying properly that’s

22:21.7

22:24.0

that’s one
that’s going to really kind of bite you

22:24.0

22:28.5

in the tail when it comes down to it
because that’s when these individuals

22:28.5

22:32.6

are willing to make a jump to a new
employer because they just don’t feel

22:32.6

22:35.9

that they’re they’re getting paid what
they deserve and I mean that comes to

22:35.9

22:41.5

you know three four five thousand
dollars more on a on a salary or over

22:41.5

22:45.2

the course of the year and that’s really
not that much money so on the backside

22:45.2

22:48.9

of that we look at employee happiness
again and it’s one of those things where

22:48.9

22:53.1

you just want to make sure that you can
include you know your employees in

22:53.1

22:57.3

conversation you know whether that be
this do you know through management and

22:57.3

23:01.1

you know new working order you know so
all these things kind of play together

23:01.1

23:07.0

to really create what you brought up
earlier that unique culture in a company

23:07.0

23:11.3

where you feel like everyone can you
know kind of chip in and really kind of

23:11.3

23:14.8

provide that work environment that is
like we know we’re all on the same page

23:14.8

23:20.1

well that’s definitely appreciated by
this company owner my number one goal is

23:20.1

23:24.6

to make our culture the biggest thing
over everything else every quarter we

23:24.6

23:27.8

get together as a team we go do
something we’ve done things like mystery

23:27.8

23:32.8

rooms we’ve gone out to eat just I want
to make sure that it is a place where

23:32.8

23:38.1

people enjoy coming to and also every
quarter we do something called quarterly

23:38.1

23:43.6

conversations and this is where their
direct line of supervision will ask them

23:43.6

23:47.5

questions about how things are going you
know where do they see themselves going

23:47.5

23:50.8

more importantly what goals are they
working on and how can we help them

23:50.8

23:55.7

achieve those goals making sure we’re
all on the same page and when I conduct

23:55.7

24:01.7

these meetings my favorite question to
ask is the inverse of the question that

24:01.7

24:06.4

we all ask when somebody puts in their
notice which is the the question

24:06.4

24:09.6

somebody puts in their notice and we say
well what can we do to make you stay

24:09.6

24:13.5

well during these quarterly
conversations my favorite question is

24:13.5

24:18.2

what would have to happen here for you
to want to leave and now we can fix it I

24:18.2

24:22.5

love it I mean that’s that’s something
that every company should start

24:22.5

24:27.2

implementing you know if you if you
create this environment where every

24:27.2

24:31.0

single person’s voice can be heard well
that’s a great environment that’s

24:31.0

24:34.2

something I would want to be a part of
so well I appreciate all this

24:34.2

24:39.3

information I know this is very
for the Scaling UP! Nation and you and I

24:39.3

24:43.0

were talking before we started recording
about the association of Water

24:43.0

24:46.3

Technologies I’m very involved with the
association of Water Technologies and I

24:46.3

24:51.0

got the privilege of actually speaking
three times at this year’s past annual

24:51.0

24:55.4

convention so one of the things that
came up and one of the things I was

24:55.4

25:00.4

asked to do was moderate a panel of
Millennial’s in the water treatment

25:00.4

25:06.5

community and I started that off and it
went very well but I started it off

25:06.5

25:12.6

asking everybody in the audience to give
me describing terms that would describe

25:12.6

25:18.2

Millennials and it was not kind there
were some very negative terms that came

25:18.2

25:24.4

up and why why do we have that mindset
about the people that are now entering

25:24.4

25:30.0

the workforce and I guess my question
really is right now as an employer we’re

25:30.0

25:34.6

hiring over all the generations we’ve
got the Millennials we got the Gen Xers

25:34.6

25:40.7

we’ve got the baby boomers so do we need
to look at hiring them differently do we

25:40.7

25:45.6

need to approach them differently do
they have different qualities I hate to

25:45.6

25:49.5

pigeonhole people but what do we need to
know about that well that’s interesting

25:49.5

25:54.2

you bring that up trace because there’s
actually you know some some studies out

25:54.2

26:01.0

there that that talk about people being
afraid of Millennials because of what we

26:01.0

26:06.3

have been brought up in and that’s you
know the new the new technology in this

26:06.3

26:10.8

whole era of everything being online
which you know I think we can all

26:10.8

26:15.3

understand not everyone is still used to
that so it gets to a point where

26:15.3

26:20.1

Millennials are kind of a I guess a
monster of their own you know they are

26:20.1

26:25.0

looking for specifics when it comes to
positions and I think it’s funny because

26:25.0

26:30.2

there’s actually a statistic I read
somewhere when it comes to Millennials I

26:30.2

26:36.2

think 70% out of 2,000 Millennials that
were done in a survey said that they

26:36.2

26:41.5

would quit a job if it lacked high
performance and didn’t have fast

26:41.5

26:47.1

technology I think that’s quite unique
no I agree I definitely agree and I’ll

26:47.1

26:49.9

also let you know of a conversation that
took

26:49.9

26:54.4

place during the seminar that I just
mentioned there was a gentleman that was

26:54.4

26:59.6

well seasoned in the water treatment
industry and he was sharing all his

26:59.6

27:03.3

gripes that he had with every millennial
on the planet and of course there were

27:03.3

27:07.4

five Millennials sitting up on the stage
getting ready to answer him but his

27:07.4

27:12.2

issue was they were always on their
phone and he would ask them a question

27:12.2

27:16.5

and they would get their phone out and
in his day he would go back and he would

27:16.5

27:22.8

research it and ask people and go get a
book and the panel said well technology

27:22.8

27:28.4

allows us to access this information
instantly so you know we now can at

27:28.4

27:32.6

least have a baseline of the question
you asked us and now we can get back to

27:32.6

27:36.9

you quickly and that allows us more time
to research we’re doing the same thing

27:36.9

27:41.1

that you’ve always done we’re just
taking advantage of the technology so

27:41.1

27:45.4

it’s not necessarily lazy it’s just
different and I think that really stems

27:45.4

27:49.8

to most of the problem when people think
they’re on their phones all the time or

27:49.8

27:53.3

they are lazy or they can’t walk away
from their phones normally they’re being

27:53.3

27:57.6

pretty productive on those phones I
think that’s such a great point well

27:57.6

28:01.6

honestly if if you’re on your phone and
you’re not willing to answer someone’s

28:01.6

28:05.8

question sure that’s just a little
disrespectful but when it comes down to

28:05.8

28:10.3

it you know talking about Millennials
specifically and I guess what they can

28:10.3

28:14.0

actually bring to the table you know
look at all the water treatment plants

28:14.0

28:19.0

right now almost everything is automated
and where are all these you know

28:19.0

28:23.5

automation engineers and where are these
you know kind of PLC control specialists

28:23.5

28:28.3

coming from they’re coming from just a
you know kind of few three to five years

28:28.3

28:32.9

experience after perfecting you know
this this automation software’s and the

28:32.9

28:37.7

actual you know pieces of equipment to
where we do need them you know and it’s

28:37.7

28:41.2

gonna be one of those things that we’re
gonna continue to need you know these

28:41.2

28:47.1

individuals more and more as technology
advances and as this you know automation

28:47.1

28:52.2

specifically you know continues to you
know to gain popularity and and really

28:52.2

28:56.6

kind of take a step forward when it
comes to these plant operations so what

28:56.6

29:01.7

advice would you give somebody like me
to make sure that people of the younger

29:01.7

29:05.7

generation are getting what they
need when they come to work for black

29:05.7

29:11.2

minor prizes that’s really gonna be up
to the questions you’re asking Trace I

29:11.2

29:15.7

mean if you’re asking every question
Under the Sun around what makes them

29:15.7

29:21.1

happy what they’re looking for in a
position whether that be specific to how

29:21.1

29:25.7

many hours they’re working what their
pay is but that could also fall in line

29:25.7

29:29.7

with you know the vacation time that
they might be looking to obtain it’s

29:29.7

29:36.2

always gonna wrap around the big picture
and if you can make certain you know

29:36.2

29:42.0

pegs fit in the the square hole well
that’s gonna be your goal do you have a

29:42.0

29:47.5

process that you would recommend to the
Scale it UP Nation for how they should

29:47.5

29:51.3

hire they should conduct so many
interviews or they should do a phone

29:51.3

29:53.8

screening before they bring somebody in
anything like that

29:53.8

30:00.3

I can’t specifically talk around process
because it is gonna be different for a

30:00.3

30:05.0

variety of different positions we talk
about a water treatment operator I think

30:05.0

30:10.0

two interviews a you know over the phone
and then an in-person should suffice you

30:10.0

30:13.7

should realize that you know that
individual is going to be you know a

30:13.7

30:18.1

good hard worker for you you should
understand their technical abilities on

30:18.1

30:23.5

the backside you know company culture
isn’t probably necessarily top of their

30:23.5

30:27.6

list for what they’re truly looking for
at that point you look at a Sales

30:27.6

30:32.8

Professional maybe you know a territory
sales manager for ro or NF Systems

30:32.8

30:36.3

whatever it may be they’re probably
going to want to you know be more

30:36.3

30:40.2

heavily involved in the culture and you
know understanding around that portion

30:40.2

30:44.7

to where I guess that the process for
that sure it might be a little longer

30:44.7

30:48.1

because you do want to make sure that
they fit the company culture and that

30:48.1

30:53.0

their goals and ambitions line up with
the values of that company were there

30:53.0

30:57.5

any practices that you’ve seen you don’t
have to mention any names that we’re

30:57.5

31:02.1

just horrible during the interview
process that you can warn people not to

31:02.1

31:07.7

repeat I will certainly say it is the
utmost importance to make sure you are

31:07.7

31:12.8

in a quiet place with good cell
reception I will tell you there’s

31:12.8

31:16.7

there’s been instances where I’ve heard
the interview was

31:16.7

31:21.9

absolutely terrible and the cell
reception was you know I mean wretched

31:21.9

31:25.9

to the point where it was every other
word you could hear and from there you

31:25.9

31:30.2

know my grade a candidate didn’t get the
position and that was all just because

31:30.2

31:34.5

you know traveling on the the country
roads great advice and people might not

31:34.5

31:37.5

think about that I think you know it’s a
phone interview I can take that at

31:37.5

31:41.6

anytime wherever I am but maybe you
can’t depending on the reception

31:41.6

31:46.5

certainly and on the back side to trace
you know if you’re showing up to an

31:46.5

31:50.1

interview obviously make sure you have
what you need and you look professional

31:50.1

31:55.1

you know I can’t stress that enough if
you show up to an interview in jeans and

31:55.1

32:00.2

a button-down you know flannel the other
guy wearing a suit yeah he’s probably

32:00.2

32:03.7

just gonna look a little bit better for
the position and that’s just common

32:03.7

32:08.7

sense and I think we all know that well
you would think so but it is amazing

32:08.7

32:13.7

what candidates have come into our
office wearing so I appreciate you

32:13.7

32:17.2

saying that and that as an employer that
definitely means something to me if you

32:17.2

32:20.3

think enough to take care of yourself
you’re gonna take care of the company

32:20.3

32:25.4

and our clients so let’s get back to
talking about your job specifically and

32:25.4

32:27.8

I’m gonna use the term again I know you
don’t like it headhunter but I think

32:27.8

32:32.4

everybody understands what that means so
forgive me so let’s look at both sides

32:32.4

32:37.8

of that so why should somebody like
myself as an employer use your services

32:37.8

32:43.3

and why should somebody as a water
treatment professional use your services

32:43.3

32:49.5

well what’s cool about the company I
work for specifically Spencer Ogden is

32:49.5

32:57.0

we’ve narrowed our focus down to you
know specific verticals in an industry

32:57.0

33:02.6

obviously I’ve I’ve run a lot of our
water treatment practices and when it

33:02.6

33:06.5

comes to it I have different team
members that specifically focus on

33:06.5

33:11.3

different verticals in our space whether
that be the commissioning portion

33:11.3

33:15.9

whether that be the design portion
whether that be the O&M portion so we

33:15.9

33:21.3

actually specifically focus on those
different positions within those you

33:21.3

33:26.2

know those verticals and then even
further pieces of equipment in those

33:26.2

33:30.4

verticals all right
so specifically what

33:30.4

33:36.7

I get from using an agency like yours
versus using monster or indeed or

33:36.7

33:42.3

LinkedIn so certainly posting on job
boards is is one thing and you’ll have

33:42.3

33:46.3

individuals apply to those positions
through those job boards but they might

33:46.3

33:50.0

not be exactly what you’re looking for
that’s when you’re reaching out to a you

33:50.0

33:52.8

know a company like ours and a specialty
team like ours

33:52.8

33:57.5

to where we will actually kind of go
back into what you’re saying headhunting

33:57.5

34:03.0

approach to where we will find the exact
person you’re looking for whether it be

34:03.0

34:07.7

around their specific you know equipment
experience whether it be around just

34:07.7

34:12.4

their their general experience with
certain companies so taking that

34:12.4

34:17.3

approach is really kind of getting into
the niche market that we’re actually in

34:17.3

34:22.7

and finding the very hard-to-find
individuals and pull them you know from

34:22.7

34:26.6

their current employers what are some of
the things that you do to make sure

34:26.6

34:31.0

you’re aligning the candidate up with
the right company that’s a great

34:31.0

34:36.0

question and I think that stems back to
I think what you’ve been dealing with

34:36.0

34:42.1

Tracy at Blackmore Enterprises we are
asking questions to these potential

34:42.1

34:47.5

candidates around what their core
interests are if I’m talking to an

34:47.5

34:52.1

individual for you know a potential
Operations role I’m gonna try and

34:52.1

34:57.5

understand what actual you know
equipment and what interests in certain

34:57.5

35:03.1

equipment this individual has to where
if it’s a good fit for what a client I

35:03.1

35:08.3

have is looking for well that’s perfect
then we can go more into the cultural

35:08.3

35:13.4

aspect then we can go more into the you
know the monetary value aspect and it’s

35:13.4

35:17.9

one of those things where you find I
guess a specific interest that they have

35:17.9

35:23.1

and if it lines up with what you know a
client’s looking for that’s a perfect

35:23.1

35:28.2

fit in my eyes well let me get down to a
question that might be a little

35:28.2

35:33.1

uncomfortable but I’m gonna ask it
anyway so in working with employers I’m

35:33.1

35:38.7

sure they love it when you find new
talent for them but I’m also sure that

35:38.7

35:44.2

they do not like it at all when you pull
talent from them I’m going to kind of

35:44.2

35:46.9

answer
that question for you I think we’ve

35:46.9

35:50.5

talked about it at the top of this show
if the cultures right if they feel

35:50.5

35:55.5

they’re being compensated correctly it’s
highly unlikely that that person will

35:55.5

36:00.7

want to leave an environment that they
love being in but I can hear people

36:00.7

36:04.3

listening to this show definitely people
that I’ve met in the Association water

36:04.3

36:08.4

technology saying I don’t like
individuals like yourself because they

36:08.4

36:11.7

always poach my people what do you say
to them

36:11.7

36:17.7

sorry no it’s it’s one of those things
where you know the I can’t work with

36:17.7

36:22.0

every company that’s out there but the
companies that I you know I do work with

36:22.0

36:28.8

I will certainly you know never approach
employees at those companies to go work

36:28.8

36:31.6

for another client of mine
you know there’s certain terms and

36:31.6

36:36.5

conditions in place where you know you
know personally that would never happen

36:36.5

36:41.5

from my point of view but when it comes
to the the companies that I am

36:41.5

36:45.0

headhunting individuals out of you know
it’s one of those things where maybe I

36:45.0

36:48.5

did try to work with them in the past
but you know something just didn’t work

36:48.5

36:53.4

out so it’s one of those things though
where you have to look at the the big

36:53.4

36:58.0

picture everyone eventually is going to
work for multiple companies I mean

36:58.0

37:01.4

there’s only a select amount of
individuals that stay with one company

37:01.4

37:06.6

for their entire professional career one
of the individuals that I have in mind

37:06.6

37:10.9

specifically was sharing an instance
that they had where they were working

37:10.9

37:16.1

with a firm and the new team member just
turned out great they were with them for

37:16.1

37:21.5

about three and a half years and then
that person the individual went to a new

37:21.5

37:25.1

placement firm and he of course was
looking to drum up business and he

37:25.1

37:31.0

called that employee and placed him in
another location is is that something

37:31.0

37:35.0

people should expect was that that the
contract wasn’t written correctly what’s

37:35.0

37:37.6

going on there

37:38.8

37:44.2

oh I’m not sure about that one Trace
that’s an interesting scenario but I I

37:44.2

37:48.9

think that kind of lines up with
individuals networks you know how people

37:48.9

37:54.7

connect on a regular basis you know the
way you and I connect a trace the the

37:54.7

37:58.5

way I connect with you know other
candidates if you become really close

37:58.5

38:02.9

with someone and you leave you know a
great company to go work for another

38:02.9

38:07.6

company wouldn’t you want to have your
you’re kind of you know partner in crime

38:07.6

38:12.8

with you you know I I would say yes but
it’s one of those things where that’s

38:12.8

38:19.2

that’s kind of tough all right well fair
enough I will tell you that amongst

38:19.2

38:24.5

water treatment owners those are some of
the fears that they have in working with

38:24.5

38:28.8

individuals like yourself see I I don’t
think that’s necessarily the case in a

38:28.8

38:33.7

lot of you know a lot of aspects my
approach is always trying to fill a void

38:33.7

38:39.2

for a client the individuals I’m
reaching out to are you know good fits

38:39.2

38:43.0

for either the experience they’re
looking for or the equipment knowledge

38:43.0

38:47.2

they have to where I’m not actually kind
of thinking of where they’re coming from

38:47.2

38:51.8

I’m just thinking of how they will be
you know a long-term asset for the

38:51.8

38:56.2

company I’m working with fair enough
well I appreciate you addressing that

38:56.2

39:01.5

I’m sure that people are listening have
that question or similar questions so I

39:01.5

39:05.8

do appreciate you tackling that with me
I did want to ask you what’s the

39:05.8

39:10.1

difference with working with somebody
like yourself versus a temporary agency

39:10.1

39:15.7

so I think it’s funny you bring that up
trace so we actually do operate a

39:15.7

39:20.8

temporary business and you know more or
less the direct hire business which I’m

39:20.8

39:25.3

sure is what most of us are all familiar
with so what we do on the temporary side

39:25.3

39:29.2

of things is kind of what I mentioned
earlier trace and that’s you know

39:29.2

39:35.2

tackling projects high-volume needs you
know around you know we’ll just say an

39:35.2

39:39.6

operations and maintenance service
contract if a client’s taking over a

39:39.6

39:44.0

facility they’re going to need you know
15 individuals good amount of water

39:44.0

39:47.5

treatment operators and maintenance
technicians that’s when we’re going to

39:47.5

39:52.2

take that that temporary approach and
provide them with truly a temper

39:52.2

39:56.5

servus all right well that definitely
clears that up a bit

39:56.5

40:02.0

now the question everybody wants to know
how do you get paid that’s that’s a good

40:02.0

40:06.4

question when it comes down to it I
think you know everyone these days has

40:06.4

40:11.9

has a salary but you know certainly
gaining you know additional profit from

40:11.9

40:16.7

the different styles of placements I do
with clientele

40:16.7

40:21.6

you know big small medium whatever it
may be you know you’re just getting a

40:21.6

40:25.8

little bit more on top every time you
work with you know new clients and help

40:25.8

40:32.4

them fill new voids so for instance you
and I start working together you help us

40:32.4

40:37.3

place one of the positions that we are
currently looking to fill what is the

40:37.3

40:41.2

expectation that you would get paid from
us and I’m speaking very general now

40:41.2

40:45.4

what would we pay you instead of paying
the employee and you would pay the

40:45.4

40:49.5

employee would we pay you a percentage
of what we would be paying the employee

40:49.5

40:54.1

what does that look like a lot of times
that’s how everyone actually operates

40:54.1

40:59.8

around you know working with staffing
agencies is you know a percentage of the

40:59.8

41:05.0

employees you know annual salary and you
know what we would perceive is is a

41:05.0

41:10.7

small percentage of that so that’s
ultimately in the big picture how that

41:10.7

41:14.6

always works you know with all the
different agencies when it comes down to

41:14.6

41:19.6

you know the temporary side of things
it’s nearly the exact same scenario but

41:19.6

41:25.3

you know break it into an hourly rate so
you know we’ll do a percentage on top of

41:25.3

41:30.6

that hourly rate to obviously generate
some type of profit and you know over

41:30.6

41:37.5

the course of a certain timeframe that
will that will end so let’s play out

41:37.5

41:42.4

that scenario even further let’s say you
did a superb job finding the right

41:42.4

41:47.9

candidate and that person leaves after a
certain amount of time is there any

41:47.9

41:52.9

guarantee so what we actually do provide
you know more or less like a sliding

41:52.9

41:58.5

refund so you know if individuals not
working out for you and you you feel

41:58.5

42:02.5

that it’s you know kind of getting to
the point where you just need to let

42:02.5

42:07.4

them go and that’s a month after well
certainly what we’d really want to do

42:07.4

42:11.7

for you is is find someone to replace
that individual you know that’s where we

42:11.7

42:17.2

become specialists I think is the the
really the foundation of this because if

42:17.2

42:21.9

we can’t provide you with another
individual then you know that’s really

42:21.9

42:25.7

one of those things where this is just
kind of a one and done deal you know

42:25.7

42:29.6

that’s not the approach that we’re
taking the approach we’re taking is you

42:29.6

42:33.9

know we’ll make sure that we find you
the best individual whether the first

42:33.9

42:38.4

one works or not you know we will we
will make sure that one sticks and one

42:38.4

42:42.8

is exactly what you’re looking for and
I’m imagining as we’re going through

42:42.8

42:46.9

this process you’re learning more and
more and more about who and what we’re

42:46.9

42:51.5

looking for and that just makes your job
easier pretty much and I think that goes

42:51.5

42:56.0

with you know as time goes on we’re
consistently learning more and more

42:56.0

43:00.5

about each other in what you know each
other’s interests are and you know what

43:00.5

43:04.7

you’re looking for versus what you know
a group of candidates might be looking

43:04.7

43:09.1

for and then figuring out how we can
strategically you know take different

43:09.1

43:13.9

approaches to really get to what you
know what you’re really looking for and

43:13.9

43:18.6

that’s the end goal you know to get the
perfect candidate to really serve as you

43:18.6

43:22.9

know long term asset in a position that
you’re trying to fill well what are some

43:22.9

43:27.7

of the realistic now I say realistic
expectations that you and I should go to

43:27.7

43:31.4

halves and then sometimes there’s not
realistic expectations out there sure

43:31.4

43:35.8

but now what should I have as an
employer what should you have as the

43:35.8

43:40.8

person that’s finding the person to
place so we have all the tools we need

43:40.8

43:46.7

to find you the best talent what we
usually ask you know from from the

43:46.7

43:50.9

client side of things from from your
point of view Trace is you know we want

43:50.9

43:56.3

your openness your honesty you know when
it comes to setting up interviews you

43:56.3

44:00.5

know how can we get the I guess the the
proper feedback from you

44:00.5

44:04.6

what’s that timeframe gonna look like
and how can we move forward and set up

44:04.6

44:09.3

the next round of interviews so what I
always like to do is establish you know

44:09.3

44:14.3

a very strict process with someone like
yourself Trace to understand what your

44:14.3

44:18.4

schedule is looking like going into the
holiday season and how we can work

44:18.4

44:23.5

the different barriers to make sure that
we fill you know an open position for

44:23.5

44:26.9

you in exactly the timeframe that you’re
looking to get that done

44:26.9

44:31.2

chase I’m sure you have better customers
than others and I’m not going to ask you

44:31.2

44:37.2

to name names but what are some of the
characteristics of the best customers

44:37.2

44:43.5

that you work with that somebody who’s
listening today can copy can emulate and

44:43.5

44:49.9

have a great relationship like that
customer honestly Tracy I think it comes

44:49.9

44:57.0

down to the trust factor if I can trust
a client with the the candidates I’m

44:57.0

45:01.2

sending over you know knowing that they
will provide me with you know immediate

45:01.2

45:06.2

feedback and then coming from you know a
direct line manager to then immediately

45:06.2

45:10.0

you know set up first round second round
interviews it’s one of those things

45:10.0

45:15.4

where working around tight timeframes
and deadlines is one of those things

45:15.4

45:20.3

that I experience quite often and I
can’t stress enough how much of a burden

45:20.3

45:27.0

it is to go a week without knowing how a
candidate did in his interview and it’s

45:27.0

45:31.3

one of those things where I go back to
to kind of deadlines and in timeframes

45:31.3

45:36.1

because a lot of my business operates
around that and so that’s that’s one

45:36.1

45:40.2

thing I can certainly say you know makes
great customers from from my point of

45:40.2

45:45.7

view is being open transparent and kind
of quick on the trigger for you know

45:45.7

45:50.2

understanding each other’s you know
needs really that’s great advice for us

45:50.2

45:53.1

to set up those expectations with
somebody like yourself that we’re

45:53.1

45:58.0

working with now for myself let’s say I
was interviewing multiple agencies

45:58.0

46:02.0

what’s a red flag that I should look for
and I’m sure you’ve heard some stories

46:02.0

46:06.4

well I I think that can go back to what
we were talking about earlier trace I

46:06.4

46:10.9

mean if you’re working with a company
and they’re you know one of your best

46:10.9

46:15.3

customers but then again you are
reaching out to some of their lower

46:15.3

46:20.2

level employees to try and have them
work for another customer that should be

46:20.2

46:24.2

an immediate red flag this is someone
that’s you know not taking my business

46:24.2

46:29.5

seriously they’re trying to you know
approach my internal employees and you

46:29.5

46:32.6

know have them work with another
customer of theirs

46:32.6

46:36.5

that was certainly raised some red flags
for me I think another one would

46:36.5

46:45.1

certainly be the the lack of feedback as
well if if one thing is happening on

46:45.1

46:49.0

your side and you’re trying to get
feedback from you know myself when it

46:49.0

46:54.1

comes to candidates we’re potentially
providing for interviews and I take a

46:54.1

46:58.7

week to do so well what’s taking so long
this is this is what you’re supposed to

46:58.7

47:05.0

do for me so are there any statistics
that are out there we’re using somebody

47:05.0

47:10.5

like yourself versus myself as the
employer just going online using word of

47:10.5

47:14.7

mouth all the things that we spoke about
earlier that there is a better success

47:14.7

47:20.6

rate using one or the other I would
certainly say the success rate can kind

47:20.6

47:27.4

of vary if you know someone applies to
your position your job posting on indeed

47:27.4

47:31.3

and they happen to be you know the best
fit well there you just found your

47:31.3

47:36.5

golden ticket on the backside of you
know really difficult positions to fill

47:36.5

47:40.4

you know that’s one thing I experience
quite often with with clientele I work

47:40.4

47:46.1

with is the positions that they’re
trying to fill are very niche you know

47:46.1

47:51.4

it might be needing equipment experience
on a piece of equipment that was just

47:51.4

47:56.5

recently released within the last two
years those individuals are not going to

47:56.5

48:00.1

be applying to those jobs those are
individuals that you’re gonna hire

48:00.1

48:04.8

someone like us to pretty much go and
find those individuals for you what is

48:04.8

48:10.9

the one takeaway you want the Scaling UP!
Nation to get from this interview I I

48:10.9

48:16.6

certainly think that you know as an
employer and you know as employees of a

48:16.6

48:22.4

great company continue to open up the
barriers and you know don’t you know

48:22.4

48:27.4

don’t keep people kind of you know stuck
in their corner in a position give

48:27.4

48:33.2

people room to grow I consistently see
you know lack of companies promoting

48:33.2

48:37.7

from within and I think that’s one thing
we need to you know really kind of go

48:37.7

48:42.3

back to because you’ve spent so long
training them because you’ve spent so

48:42.3

48:46.2

long you know helping them grow why
aren’t you putting them forward

48:46.2

48:49.5

for you know a supervisor role why
aren’t you putting them forward for you

48:49.5

48:54.1

know a management position when it opens
up I I think this you know growing from

48:54.1

48:58.4

within you know culture needs to come
back and it needs to make a big impact

48:58.4

49:03.2

excellent well I really appreciate you
coming on Scaling UP! I know you’ve

49:03.2

49:07.9

cleared up a lot of questions that I had
I know you’ve cleared up questions for

49:07.9

49:10.9

the Scaling UP! Nation as well but I do
have a couple of lightning round

49:10.9

49:14.3

questions for you if you can hang around
a little bit longer sure hit me with

49:14.3

49:19.9

them all right so my first one and the
nation hopefully you know as well that I

49:19.9

49:25.0

am a huge Back to the Future fan so you
and I are getting into the DeLorean we

49:25.0

49:30.3

are setting the time circuits back to
the very first day you started in this

49:30.3

49:35.1

career what have you learned now that
you would give advice to yourself on

49:35.1

49:38.4

your very first day I would say
resilience

49:38.4

49:43.6

is one of those things I honestly I
should have started out with you know at

49:43.6

49:47.8

you know tenfold I mean it’s it’s one of
those things where clients don’t always

49:47.8

49:52.9

want to work with you know a team like
ours but at the same time you know we we

49:52.9

49:57.2

continue to understand more and more
about what they need to a point where we

49:57.2

50:01.5

actually fully understand what you’re
struggling with to where we can actually

50:01.5

50:06.4

be you know the best resource for those
needs all right what’s the last book

50:06.4

50:12.3

that you’ve read ooh that’s a tough
question I read so many articles I

50:12.3

50:17.2

haven’t picked up a book in a while all
right what’s the last article you’ve

50:17.2

50:21.5

read um the last article I read was
actually about jobs in the water

50:21.5

50:26.8

treatment industry it’s by Barbara
falkenroth and you could I’m sure you

50:26.8

50:30.9

could find it online but it is literally
titled jobs in the water treatment

50:30.9

50:35.7

industry it’s just a few you know
industry statistics about you know

50:35.7

50:41.3

operations engineers and how you know
training is you know really implemented

50:41.3

50:45.6

and you know the University and college
settings to help these individuals grow

50:45.6

50:50.9

into really a great career path in the
water space very cool I’ll make sure to

50:50.9

50:56.6

put a link to that on my show notes page
so when they make a movie about you who

50:56.6

51:01.0

plays you
oh I’m gonna have to go with Jason

51:01.0

51:06.5

Statham alright fair enough
action hero guy and then my final

51:06.5

51:10.3

question for you you now have the
ability to speak with anybody throughout

51:10.3

51:14.6

history who would it be with and why it
would absolutely have to be Martin

51:14.6

51:19.4

Luther King jr. I’ve been asked this
question once before and it really took

51:19.4

51:24.9

me a while to think about it and someone
as powerful as he is when it just comes

51:24.9

51:30.3

to you know that the way he portrays
himself and his beliefs I I think is

51:30.3

51:36.5

just absolutely amazing to watch and it
gives me chills to think you know hey if

51:36.5

51:40.8

I could have lunch with this guy manihot
that’d be amazing that’s a great answer

51:40.8

51:46.4

chase thanks so much for coming on the
program and answering so many questions

51:46.4

51:51.2

around hiring new individuals Trace thank
you so much for having me it’s been an

51:51.2

51:56.9

absolute pleasure folks as I mentioned
on the top end I have never used a

51:56.9

52:01.7

headhunting service but I gotta tell you
I like chase he seems like a very

52:01.7

52:08.0

upstanding guy and I really enjoyed my
interview with him it’s my hope that

52:08.0

52:12.7

everybody out there and the Scaling UP!
Nation has learned something at the very

52:12.7

52:17.4

least you’ve come away with some
questions that you can ask a headhunting

52:17.4

52:22.7

professional on how you can engage in
finding new talent for your company

52:22.7

52:29.7

somebody once told me that hiring is the
same exact word as Scaling and what they

52:29.7

52:34.0

meant by that they meant if everything
was working perfectly in your company

52:34.0

52:40.1

you were going to multiply that out
however the inverse is also true so if

52:40.1

52:46.1

there is an issue with our company if
there is a particular area that we have

52:46.1

52:54.0

not resolved yet and it is an issue that
is only going to be multiplied when you

52:54.0

52:59.4

hire somebody because we are increasing
the lines of communication and whatever

52:59.4

53:05.3

that issue is it will multiply tenfold
for probably every employee that you

53:05.3

53:10.4

hire so it is imperative that you have
whatever position

53:10.4

53:15.6

that you are hiring for completely
ironed out all your policies and

53:15.6

53:21.6

procedures so that way everybody is
starting on the right foot and you can

53:21.6

53:27.7

only have success that way of course
that’s so much easier said than done one

53:27.7

53:30.7

of the things that I like to do when I’m
working with some of my consulting

53:30.7

53:35.7

clients is look at the various job
titles that they have throughout their

53:35.7

53:41.7

company make sure that everybody
understands not only the owner but

53:41.7

53:48.0

everybody in the company understands why
each one of those jobs is important what

53:48.0

53:53.7

the roles of each of those people that
fill the seats of those jobs and make

53:53.7

53:59.1

sure that there is proper training and
documentation so those people are set up

53:59.1

54:05.9

for success so if you who are thinking
about hiring somebody and you know that

54:05.9

54:12.3

there is an issue in your company I ask
you to try to solve that issue before

54:12.3

54:17.9

you bring somebody else into that issue
they’re not going to enjoy it you’re not

54:17.9

54:20.6

going to enjoy it
but if you can iron that out you’re

54:20.6

54:25.0

gonna find the right person hopefully
and then they’re gonna be at the right

54:25.0

54:31.4

company in the right seat because you
have all of the right ingredients laid

54:31.4

54:36.2

out for them folks I want to thank the
Scaling UP! Nation because I’ve received

54:36.2

54:41.4

a lot of questions around how do you
find new people in the water treatment

54:41.4

54:46.7

industry or specifically for your
company so this episode specifically is

54:46.7

54:52.5

coming right from the Scaling UP! Nation
if there is a topic that you want to

54:52.5

54:59.6

hear about please go to https://scalinguph2o.com/ let me know what that topic is and I

54:59.6

55:05.2

will be sure to get that on a later
episode folks thanks so much for

55:05.2

55:18.4

listening to Scaling UP! I can’t wait to
come to you next week on Scaling UP! H2O

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