Chris Hoyt, CXR
I do think that it does make a difference. Like everybody kind of locks those budgets up or tightens up the belts a little because you you get people that hit the hit the news and do those The sky is falling reports like we’ve got a recession coming and then about the time we all calm down and we get a little hopeful some other CEO crawls out of the woodwork and says the sky is falling again. It’s not this quarter. It’s next quarter. Just kidding.

Larry Nash, EY 0:24
Right? Well, I guess if you could truly predict all that you’d you’d make a lot of money and have one reliable source. But unfortunately, we don’t.

Chris Hoyt, CXR 0:36
Yeah, that’s not the business. I’m in. Oh, that’s funny. Gerry. I see. You missed the memo today. Free to show the dress code. It’s branded polo day.

Gerry Crispin, CXR 0:46
Sorry. Sorry about that.

Chris Hoyt, CXR 0:48
Sorry. I should have said it earlier. I apologize. Larry and I switched sweatshirts a minute ago right before we were live.

Larry Nash, EY 0:54
Yeah, I’ll send yours in the mail Gerry.

Chris Hoyt, CXR 0:58
Gerry has a million polos.

Gerry Crispin, CXR 1:03
I need to know a couple more of those CareerXroads shirts, that’s what I need.

Chris Hoyt, CXR 1:08
We should have some maybe we should do the new colors. There we go. The old red black and white but we should do the new colors. Yeah. All right. Well, we’re gonna we’re gonna talk about some fraud today. Are you ready to dive in? Larry? I’m ready. All right, let’s let’s get going.

CXR Announcer 1:22
Welcome to the CXR channel, our premier podcast for Talent Acquisition and Talent Management. listen in as the CXR community discusses a wide range of topics focused on attracting engaging and retaining the best talent. We’re glad you’re here.

Chris Hoyt, CXR 1:52
All right, everybody, welcome to another I can’t I just got a pop up that said I should join somebody else’s podcast show that just started streaming, how dare they? How dare they broadcast at the same time as we do. I want to welcome everybody to the recruiting community podcast, we do this weekly, where we bring in ta leaders, practitioners from the space, friends and work family to talk about what’s keeping them up at night. And what they’re working on. This is a live live stream today. So we encourage you to join us we’re streaming on on the YouTube, the Facebook, the Twitter, the LinkedIn, you can find it at CXR.works/podcast. If you happen to be on a channel that’s got a chat window, we’re going to encourage you to go ahead and drop a question in there, drop your LinkedIn profile there, do a little bit of networking schmoozing, tell us this things even working, and people are seeing what we’re talking about. But we encourage you to join in with our guests today. We do often do a little little overlay on the screen, little bottom third there to throw your question up. So pay attention to your grammar. You don’t want to embarrass yourself, your mom might call and be upset and all that good stuff. So with me today as my co host partner in crime and my spirit animal is Mr. Crispin. Mr. Crispin.

Gerry Crispin, CXR 3:02
I’m just fine. How about you?

Chris Hoyt, CXR 3:03
Good. It’s good to see you today, Gerry?

Gerry Crispin, CXR 3:05
Yeah.

Chris Hoyt, CXR 3:06
So one thing I want to share before we bring in Larry, we’ve done a shift recently on on the CXR platform on our community platform. And we’ve made a big, big shift in sort of how the content of the platform gets gets developed, or excuse me gets delivered, and pushed out to members. And I have to say, in my humble, but correct opinion, it’s kind of on fire.

Gerry Crispin, CXR 3:31
It not only is but I really was engaged this weekend.

Chris Hoyt, CXR 3:37
I want to put it on the screen. But it can’t because we have a mainstream imagine, if you will, a CXR version of sort of what your LinkedIn home screen looks like. So it’s kind of looks like that. If you haven’t seen it yet, and it’s a feed in the middle of the activity in the community, we have 4000 members and alumni that are in this thing. And what I’m going to do, I’ve got I have the screen up today. So the landing page today. So if you are logged in member, if you are alumni, you’re going to see a particular view, if you’re a corporate member, you’re going to see a particular view. I mean, so so all the permissions are sort of set up. So it’s a little bit differently. But let me just share some of the conversation topics that are happening right now. And Gerry can chime in on these. So and I’m just gonna go down. So for the in the alumni group, we have a video we’re talking about the AI dilemma. So there’s a couple of podcasts and things that are shared in there because AI is obviously going to destroy the world. But there’s some stuff shared in there. There is a post for corporate members where there’s a discussion taking place for H2B visas. For those that program there. J I saw you jumped in on that. There’s a great thread on yellow versus gem. So we’ve got some folks going back and forth. This is in our corporate group talking about the comparison of those CRM systems and what’s going on with that. That’s a fun conversation we’re watching there’s a performance metrics piece for corporate members, internal mobility timelines blew up. Last week, that’s a topic that was posted in the corporate member threads. A new one in corporate was clawback ownership of sign on bonuses. So if you happen to be, if you haven’t been logged in and you’re checking that out, be sure that you, you give that a look. referral bonuses for diversity hires has reemerged. So that was actually a content that was actually I think about a year ago and has come back. And folks are talking about that. We have the importance of feedback, early career pipeline and manufacturing industries and operations, conversation, high volume recruiting, that has come in for corporate chat GPT megathread is in there. Now. We got people sharing what they’re using, from a prompting standpoint.

Gerry Crispin, CXR 5:49
We have enough I can’t get through it.

Chris Hoyt, CXR 5:51
It’s on fire. That’s what I’m saying. C2C companies posting as candidates on indeed, that works well today with Larry, we’re gonna bring him in and talk a little bit about that some fraud aspects anyway, if you haven’t seen it, go check it out. It’s sex started works once once you’re logged in. And we think you’re going to like it, you can easily post a question in the community. And it’s just just a wonderful update. It’s great to see everybody Leaning, leaning back into the platform online. It’s good stuff. All right. So with that, we’re going to bring in our superstar of the hour. There he is, Mr. Larry Nash, Larry, how are you?

Larry Nash, EY 6:28
Hey, good day, Chris. And Gerry, great to be here.

Chris Hoyt, CXR 6:32
Good to see you, sir. And, uh, Larry, for those who maybe don’t know who Larry Nash is, you want to kind of give us that escalator pitch of who you are. Give us a little bit of your background. I mean, we can look up on LinkedIn and see EY for 20 years. Arthur Andersen for 12 years like we get that but give us a little bit of meat on the bone. About who is Larry and why should we be listening to you today?

Yeah, that’s a deep question, Chris, who?

Larry Nash, EY 6:58
Yeah. Well, So yeah, I’ve been at EY for 20 years, I have the privilege of leading our US and America’s Talent Acquisition team, which has been a true honor. We have a incredibly gifted team of recruiters and we have the privilege of selling the EY brand and selling a great amount of opportunities for people. I’ve been, I guess, maybe One fun fact you mentioned I was at Arthur Andersen before EY. And prior to Arthur Andersen, I was at Price Waterhouse. So I’ve spent my whole 30 Plus career in professional services. Chris and Gerry. So I’m either very consistent or boring. I don’t know depending on who you ask. But being a professional services, there’s such a great deal of energy and innovation and I love being in this industry for so long. I live in Pittsburgh, Pennsylvania, originally from the New York area and have three beautiful young daughters who as a shared with you earlier, I am their favorite chauffeur these days where ever they want to go.

Chris Hoyt, CXR 8:05
Uber, daddy, that’s what you are. Or lift Daddy would lift any be better than Uber, daddy?

Larry Nash, EY 8:13
Yeah, depends on the day. Maybe

Chris Hoyt, CXR 8:16
That might be I might be. So quick shout out Tanisha. And Carrie, good morning. I think we threw that up when we were coming in up on the screen. But good morning to you, too. Thanks for joining the show and saying hello. So Larry, we’re going to talk about recruiting fraud. And so I have to say when I hear the phrase recruiting fraud, I think fraudulent recruiter. But that’s not it’s not actually the topic today, right? We’re talking? Well, we it could be it could kind of be actually when you think about how the equation works. But can you can you tell us what that means you because you had a post on LinkedIn. And we reached out because we think this this comes up from time to time and has been accelerating. So you want to kind of give us your take on the sort of the lay of the land for this.

Larry Nash, EY 8:58
Yeah. And by no means am I an expert on on recruitment fraud, whether it’s how to do it or how to avoid it. But I did a post because we’ve been seeing such an increase of job seekers coming to us with complaints about fictitious jobs that they were offered at EY that obviously weren’t real jobs. And they were communicating with who they thought were real people who worked at EY. And the schemes, you know, can be very elaborate from what looks like real text messages to video interviews, to obviously offer letter so we were concerned because the number of people coming to us has increased and as I and my team have done some more research it’s it is pretty extraordinary what the increase has been so since 2019 We’ve seen a 100% increase in the number of fraud cases that are reported. Like there’s a lot more that aren’t reported. So to give you an idea about almost 30,000, jobs, scams were reported the Federal Trade Commission last year average loss to visual of $2,000. So it’s incredible, right, if you’re victum.

Chris Hoyt, CXR 10:31
So that’s that. I think that’s staggering. Larry, like 30,000. But can you talk a little bit about like, how on earth? Right, how on earth? Am I losing any money? As a candidate? Like what? What’s happening on that, that front? What should candidates be aware of?

Larry Nash, EY 10:45
Yeah, yeah. So this is the this is really what compelled me to write a post about this, Chris is, here are job seekers who are in a variety of personal circumstances, maybe they’ve been out of work for a while, or they need to make more money, whatever the circumstances, but they get contacted or respond to this ad, and they think it’s legitimate. And then often what is happening is, well, then please, I need you to provide personal information, I need you to provide your bank account, your social security number, I need you to lay out money for a computer, and we’ll reimburse you. So some of these things, because the offer letter and the processes seem legitimate people, you know, unfortunately, are falling for. And I think that’s, it’s horrible. And when that when they start to see that maybe was a fraud. And let’s say it was for a EY job, that’s when we start hearing about it. And, you know, there’s nothing we could do other than help them, you know, report it to the FTC, the Better Business Bureau, even the FBI has a center that investigate some of these sophisticated crimes. So the more to me, Chris, and Gerry, the more we can educate job seekers, you know, and inform them of the due diligence they could do of the of the red flags that mean, that may be there, then they could avoid this, obviously, avoid the financial loss and any other just heartbreaking aspect that can come out of a job they thought they were going to have.

Chris Hoyt, CXR 12:33
So Oh, go ahead Gerry,

Gerry Crispin, CXR 12:36
Yeah, I was gonna say so. First of all, I didn’t realize the scale was that high. So that’s, that surprises me. And I’m going oh, well, I like being surprised in some respects. And other cases, I’m going, Oh, my God, that’s a bad surprise. Do you then look at how I can on my website, inform candidates that if if and then a wide, doesn’t ask for money in any respect that any step of the way, we never ask for your Social Security demo till after you’re hired and on board or, you know, those kinds of things, because there still are companies that do in fact, ask for your social security number as part of their application, which I think is awful. But But I think we all need to be able to put that information or more of putting that information on our websites.

Larry Nash, EY 13:34
Gerry, you’re exactly right. So as we started to see this increase, we we once when, as as it was happening, we’d be putting more posts on LinkedIn, just spread it out to the network. And then, a few months ago, we’ve added some education for job seekers and explains all the things what what is it? How can you avoid it? If you think you’re a victim of it, here’s places to report it. And here’s what we add that you Why do and don’t do. And as we researched the wording, I mean, if you just Google recruitment frauds, and look, there’s so many organizations who are putting that on their website, which is terrific. So I do think it’s happening more and more and and if an organization doesn’t yet have it on, I do think, as you’re suggesting, it’s a really good idea to

Gerry Crispin, CXR 14:28
Well, I think we have a responsibility to tell our members as well. And obviously this conversation is will be helpful in doing that. So that’s great.

Chris Hoyt, CXR 14:37
It seems to me, it’s just another audience for what what we have just grown accustomed to and that’s email like the email phishing scams, right? We now know if we get something in our email, because we’ve been conditioned for years and years and years. If we get something on our email that says go here to pay your bill, we know to just not click on that but go directly in what most of us know. There. directly in our browser. And we expect that for bank, right for bank information and for you know, things that are tied directly to us financially, I think a lot of people still don’t expect that for employment. Like, it’s almost like a different channel on your brain, the dial is just a little bit to the left, and you’re not expecting to be conned for a job.

Larry Nash, EY 15:20
Well, it’s a great analogy, Chris. And that’s why you can be diligent, right? If if the what I’ve seen in unpacking some of the instances we’ve seen is, it’ll say our name, and I’ll even have our brand and logo. But it’s from a personal email address, not the company email address. So that’s a red flag, for any phishing scheme. That’s where we can be diligent. If you’re not applying directly to the company website. Right, and somebody sent you a link, I think that’s another red flag, right? Every company has their jobs posted on their website. So if you’re unsure, look at their website for it. Unfortunately, they do make these these jobs can make it out to job boards, right? It’s hard to police everything. So at times, Chris, they may think this looks legitimate, it’s on, you know, this job board. But it doesn’t take them to the company site, it takes them somewhere else. So you got to be if sometimes if it looks too good, feels too good, maybe ought to check a little bit more on it.

Gerry Crispin, CXR 16:34
And they are becoming much more sophisticated, I would suspect that these personal notes that you’ve looked at probably look a lot better than they might have three or four years ago where, you know, they don’t articulate very well. Now, now that you know, punctuation is done well, the the argument is made clearly and all of those kinds of things. So I’ve noticed a significant increase in the scams that come my way. And apparently, I get a few of them myself. It’s not just for jobs.

Larry Nash, EY 17:06
No, it’s not. And yeah, this sophisticated. And oftentimes, they’re saying they’re a legitimate employee of your company. So if you look up that person’s name, you will see them, but it’s not necessarily that person that that is reaching out. So you’ve you’ve got to pay close attention to this. And Gerry, I don’t have enough research to see, like, where is it more commonly occurring? Because I don’t, I think it more it’s occurring more in remote work, jobs at times width. Also may be more on the administrative level. But those are just the ones I’ve seen, it really could be in any job category,

Gerry Crispin, CXR 17:52
Your global, so obviously, you would see them across a big geographic range in terms of how they’re being done. I think that’s an issue I do think we I’ve seen a lot at the, at lower levels. They don’t make as much money. So it may not be $2000 bucks. But I remember in one of the previous efforts, a number of hotels, for example, were there were people showing up expecting to start that day at a given hotel. And and they had they had bought something I don’t know something that related to clothes or whatever that would be available for them when they got there. And so they were coming in expect to be on boarded. And and the numbers were pretty large. And so there’s I think it’s it’s where the scams think they’re getting the most bang for their buck, in terms of how they’re setting it up. And obviously they are getting more sophisticated.

Chris Hoyt, CXR 18:59
And they’re and I think they’re different kinds of scams, too. So when So earlier I said fraudulent recruiter. So as a reminder, we’re we have a live chat. So if you’ve got a fun story, or horror story that you want to drop in there, drop it in there, but we just got so people not know who’s an alumni member of ours wrote him that about five weeks ago, this is this is him, I reported to indeed, that I had reached out to a candidate on their platform, but instead of receiving reply from the candidate, an agency reached out to me asking if I was open to see to see opportunities for that role. And so when he reached out to indeed he said nothing came of it. I said basically, they said they would quote log it and that that was the their actual suggestion was, you know, don’t don’t talk to that third party recruiter. But we’re also seeing, I guess, in a desperate time, you’ve got folks in sort of trying to play the system on that and also and work some sort of deal with the organization to hire the talent.

Larry Nash, EY 19:56
Yeah. Yeah. And Chris, you mentioned early You’re about AI chat, GPT, right that those tools that capabilities are only going to make it more sophisticated. So it’s going to require, I think, a greater deal of due diligence on the job seekers part, to make sure they’re looking at the email address, obviously, avoid any upfront financial payments, check it out, check out if an If a name is used, really call into the company to see if that person works there, and just have, have your guard up a little bit more. So you don’t get taken in by by this,

Gerry Crispin, CXR 20:37
That email address hit me. Just about a month ago, I’m active with my college professional, you know, the Alumni Association. So from a professional point of view, I’m doing some work on some projects. And the head of the Alumni Association sent me a note saying that we wanted to do something to improve our ability to support veterans, who are alumni. And what I would I hit up a project and I said, Well, I’ll talk about it, you know, let me know what you need. So I responded immediately not thinking anything, it sounded really, you know, appropriate. And, and I, when I got back, was this, this thing that? Why don’t I take out from Wegmans and Walmart and Target various debit cards or whatever the hell it was? And then and then send, send this person, the head of the Alumni Association, the the numbers, so that we could we could help the veterans have gone? That sounds stupid, what? What in God’s name? Are you asking me to do? What I’m thinking, and then I looked at the at the email address, and it clearly was some kind of weird shit. And I’m going, oh, you know, it was, in a way, it’s embarrassing. But then then I sent a note to him, that the actual head of the Alumni Association, I said, I don’t know how they’re doing this. But you need to look into this. Because there’s a lot of volunteers who are my age out there. And and I may be slow, but their summer, any age,

Chris Hoyt, CXR 22:26
Just moving quickly through their emails. Here’s one, we’ve got one in chat. I have not heard of this yet. This just came up. We’re not getting whoever you are. Apologize is not actually showing me your name. It says there were a lot of scams last year with links that were taking over your LinkedIn recruiter, had someone take over on accident and send over 200 in mails. Wow, that’s so they are getting a little or sure they did. But they are actually getting, like pretty, pretty advanced.

Larry Nash, EY 22:56
Yeah, Gerry, going back to your point. Right. So looking at the email, right, that’s an easy thing to see if it’s if it’s not the company email address. But it many organizations will offer training on how to spot phishing and things that are not right. But not everybody has access to that. That’s what’s hard. So a lot, again, a lot of these things look really legitimate. So the the FTC has a section on their website called job scams, and it has a lot of information on what they are types of it, and things to do to avoid it. So if you don’t have access to some of this learning on how to spot it, that’s a great resource to use. Cool.

Chris Hoyt, CXR 23:44
I’ll pull this up. It is kind of an interesting. Well, yeah. Why would it be an easy URL to paste in anyway, just just Google FTC.jobscams, US third link down? That comes up. But Larry does pose the same challenge that when when I was a practitioner, and we would have waves of this command, your your hands are kind of tied, because you only control the property, the real estate that you can control? So you can put a notice on your website, which is what we did. I think that’s kind of futile. You know, what that’s going to do is catch some complainers that come in, and it does draw message that you take it seriously but I don’t know that that. I don’t know that that actually curtails any of that activity. I mean, do you do you think active is something else you could be doing as an organization? All of us?

Larry Nash, EY 24:31
Yeah, I think things like this now. This, this podcast is probably going more to the TA space so not to the job seekers who really need that education. Chris, but I think the more we as a community can educate candidates and job seekers on the fact that this is out there and what they can do to avoid it or spot it, I think is something we all have responsibility for so. So podcasts like this help posts like this help messaging about the FTC stuff helps. But yeah, I don’t think it’s it’s there’s no simple way that you’re going to stop this.

Gerry Crispin, CXR 25:14
Yeah, it’s not gonna be simple. But it just it occurs to me that collectively we as employers, let’s say, so the E, whys of the world, the Amazons of the world, whatever, should also be trying to influence where you post. So for example, you know, there you’re writing checks to a number of Indeeds and other organizations and, and some of these scams are because of posts that may be fraudulently put on to other job boards, if you will, that’s how the candidates are seeing them, they’ve got to be seeing them somewhere. So if I’m, if I’m a scam artist, I’m going to try to manipulate my ability to get my posts out there. And then when when stuff comes back, that’s when I’m dealing with that. So it seems we should be influencing collectively, our partners, if you will, to, to do some of that, that work as well. And I suspect there is some, there are some job boards that are offering some of those things.

Larry Nash, EY 26:21
Yeah. And I do I do think, indeed, LinkedIn, all of them certainly are in the know, because they’re hearing a lot of these complaints. And and I think they are reviewing their processes. But it’s it’s it’s hard to be perfect in this space. But I think, Gerry, they’re, they’re swimming in the boat with us on this.

Gerry Crispin, CXR 26:41
Yeah. And it looks like we have in the chat operation about what indeed is doing, which is great.

Chris Hoyt, CXR 26:48
Yeah. Pete Pete came back full disclosure, good to see if he came back. So quick update on the profiles on Indeed, they did escalate it recently. They’re investigating how to prevent this, as we’ve now had a number of our sources report, the same type of C2C response, as he experienced, also says many times, hold on, it jumped off my screen. There we go. Experience. We’ve identified three company agencies who’ve been involved who are taking their employees who are W2d with them and posting them on indeed. Fascinating to try. Yeah, interesting. Take that post on Monday to try to market their contractors really, really frustrating. Yeah, there’s another one and another one in here. One more, I’ll just share one of the companies I’ve been almost scammed by, I caught simply by a missing letter in the email address. Another sent me their banking information for me to pay my credit card debt as a benefit to me as a new employee, I refused the money, she literally got upset with me.

Larry Nash, EY 27:50
How dare you not fall for my fraud?

Chris Hoyt, CXR 27:56
For those for those who are listening, not watching, we do have the FTC. FTC job scams info, I put the URL up consumer.ftc.gov/articles/job-scams. Now that really ugly URL, has me thinking I wonder if there were a collaborative sort of a concerted effort by employers to just tackle from an SEO standpoint, and all create a scam page that refers people back to FTC, or some sort of disclaimer paid? Like, like on a front to just sort of tackle that? I don’t I don’t know how you can optimize it. So candidates would find it more easily. But that I mean, again, is it is it futile, because we don’t we don’t control the real estate we don’t control? I don’t know.

Larry Nash, EY 28:43
Chris, I don’t think there’s any bit bad ideas here. I don’t know the answer. I just know. Right what can we do? What can we control? And we can control making this more known and being out there talking about it? And what to do and what how to avoid it.

Chris Hoyt, CXR 29:01
Cool. Well, look, we applaud you are you are a champion in the space, Larry. And we really applaud you sort of leaning in on this and helping to raise awareness. I think it’s great. We’ll post in the members of alumni forums, if anybody’s got some ideas on the topic. I think I think Pete has started that in the thread. So we can of course add to that I think it would be fun for the the industry to stand something up. I just the pessimist in me wonders, like how can we make a difference other than, you know, yelling into the abyss, hope and hoping everybody hears.

Gerry Crispin, CXR 29:33
I think it’s important, though, for all of us to realize that the the problem be it may be periodic in terms of it’s up and down, but but at various points. It’s pretty substantial. In terms of what’s happening out there. So I, I, you know, I applaud the fact that periodically, we need to discuss it. Yeah,

Chris Hoyt, CXR 29:55
Yeah, yeah. Good. Call it by Carrie. We’ve got one more I’ll share two we worked with legal regularly was scammed at CVS. Always encourage candidate to report if they had any doubt good call up Carrie. I mean putting something as a reminder that you know, this is an official email. If in doubt, click here. Like if you don’t see this statement on any of our communications could be fraud. I mean that we got another one. From Monique, good to see you and hear Monique greetings all another concern working with early talent and university students. For internships, many were scammed with application process because they were unaware, we created a presentation to partner with the career services office for them. That’s great.

Gerry Crispin, CXR 30:35
Obviously should be aware of some of those chaussure

Chris Hoyt, CXR 30:40
good stuff. All right. Well, look, I want to wrap there because we I mean, we promise These are usually gonna be about 20 minutes, I want to share a couple events that are coming up that Gerry and I are going to be at. Larry won’t hang out with us don’t go I’m not going to kick into the greenroom yet. So hang out with us and hear about upcoming events. Okay, so we’ll just do April really quickly. I want to remind everybody, Gerry and I will be at unleash America, I’ve pulled it up on the screen, April 26 and 27th. That’s at the Caesars forum. It’s in Las Vegas. This is one of our favorite event. Well, I’ll speak for myself, hear you speak for yourself. This is one of my favorite events, Mark Coleman and that team just does an amazing job. With this. They just it’s really been fun to sort of see them evolve the last number of years. And then of course, the pandemic just turned everything upside down. And they’re back. So this will be a fun one. I have a panel on ta transformation that I am super excited about. We’ve got some some powerhouses on that panel. Gerry, I think you are helping with some judging, I think yeah, for the for the startup.

Gerry Crispin, CXR 31:41
Yep, yeah, we’re gonna take a look at a few technology tools.

Chris Hoyt, CXR 31:45
All right, good stuff. It’s a sweet spot. It’s a sweet spot for you. And if you’re going to be at that June, I’d like to invite you, if you’re listener to the CXR, we’re doing a cocktail thing. On Tuesday night, nothing fancy couple of hours, open bar, come and join us. So you can find that you can find all that the events and the details on that and RSVP for the for the invite only event. You can do that out at CXR.works. Additionally, in May, I’m just jump ahead a little bit. We have the Empower HR talent acquisition event that’s in Phoenix that’s by hr.com. We’re excited about that. We’re going to be facilitating a number of roundtables. And if I’m going to tell you, I was just going through about a dozen or so roundtables, some of the topics that are kind of interesting to me that we’re going to be facilitating how to minimize dependency on LinkedIn. We’re not supposed to say that chat GPT and showed how to use chat GTP to personalize the candidate experience. There were three more that stood out how to build internal mobility programs that is a hot one within the CXR community that keeps coming back sourcing rules of engagement, which was a fun thread. I think we had about 30 responses on the thread. We did a complete hour dedicated to that online last week, I’m sure that’s going to come back with a follow up. And then recruiting function efficiencies, a lot of people right now trying to reinvent some of these strategies as we sort of find our new norms. So I’m telling you, there are dozens of these roundtable topics. If you’re interested in maybe co facilitating or helping with just one of those roundtables and you want to join us on a phoenix. Let Gerry and I know we might have a hook up for you, we might be able to help you out. Come out and chime in on those tables. Gerry, am I missing anything?

Gerry Crispin, CXR 33:28
Thank you got it. Oh, yes. I’m taking a dozen folks to Israel in two weeks.

Chris Hoyt, CXR 33:34
There it is.

Gerry Crispin, CXR 33:37
And it’s already set, you know, so you can’t kind of join it at this point. But 12 CHR OHS and TA leaders are going to just we do this every year, different country. Same issue. We want to see university professors, students, the government and meet with employers to find out how they engage in that country. And I’m always it’s always a great learning, stepping outside the box and then going oh my god, I can’t believe they do this here. You know, that kind of thing.

Chris Hoyt, CXR 34:11
Well, you’ve done Cuba, Japan. Is

Gerry Crispin, CXR 34:15
India, China, Brazil. Czech Republic Hungary? Yeah. Been a lot of places.

Chris Hoyt, CXR 34:23
Yeah, we need to get one of your hats should be a Carmen Sandiego hat.

Gerry Crispin, CXR 34:27
I just I just love the idea of stepping outside the box in these different countries and realizing that culture defines recruiting in many respects.

Chris Hoyt, CXR 34:38
Yeah. 100% Well, and I love the idea that the Japan trip with you. life changing for me really, really well. It sounds dramatic, but it was and to literally go and live in the homes of some farmers. Some got to completely embed yourself in the culture and then the next day go talk to 50 graduate students who are or, or this concept of lifetime employment? Like a highlight if you haven’t, if you haven’t, it’s probably too late to go to Israel with Gerry, but you need to talk to Gerry about

Gerry Crispin, CXR 35:08
next year, pick another country. I don’t know, Ireland or Vietnam.

Chris Hoyt, CXR 35:14
Vietnam. Okay. All right. I think we can go to Ireland. Anyway, we should have fun with that. One last call out, we’ll let everybody go. We have may 22 24th. We have our in person operations meeting, we’re going to open up that meeting. You know, normally, these are members only, we’re going to open it up for three alumni members. So if you’re an alumni member, and you would like to come to the talent operations meeting, and obviously you’re still enrolled, we’re not looking for a retiree, we’re not looking for somebody necessarily who’s on the hunt. But we’re looking for somebody who’s still in the space still do the work, or recently still in the space doing the work. And you think that you should be one of those three folks, we’re gonna pull into those closed door session, let us know it’s May 22 24th. We’re gonna be a Trane Technologies headquarters. I’m super excited about that. You know where to reach us. It’s just at CXR.works. All right, Larry, any any anything you want to take us out with?

Larry Nash, EY 36:03
No, just Chris and Gerry, I really appreciate you creating this forum and continuing to raise awareness. I really enjoyed the conversation and and some of the examples that we saw on the chat and Jerry, want to wish you a wonderful trip to Israel. And that sounds really exciting. Look forward to the debrief.

Gerry Crispin, CXR 36:22
You got it.

Chris Hoyt, CXR 36:23
Good stuff. Well, thanks for joining us. So you’re like I said, You are a kingdom of men. Keep pushing this and if you’ve got updates, let us know. We’ll be sure to share them with the community at large. Okay, we’ll do good stuff, everybody. We’ll see you next week. Okay, so

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