S5 E36 | Recruiting Community: Choctaw Nation’s Dromgoole and Colwell talk High Volume

Rob Dromgoole, head of talent at Choctaw Nation, joins Hoyt with staffing director Amber Colwell to talk about high volume recruitment during (and after) the pandemic

S5 E36 | Recruiting Community: Choctaw Nation’s Dromgoole and Colwell talk High Volume

Rob Dromgoole, head of talent at Choctaw Nation, joins Hoyt with staffing director Amber Colwell to talk about high volume recruitment during (and after) the pandemic

Chris Hoyt, CXR 
No wait a minute, what I just heard was wait wait wait what I. We’re live, by the way, but I just heard was Matt Charney is going to do the dance. That’s what I just heard

Rob Dromgoole, Choctaw Nation of Oklahoma 0:11
Stealing partners dance. He might, he might indeed.

Gerry Crispin, CXR 0:15
I definitely need to be there because I’m going to record that.

Chris Hoyt, CXR 0:18
I am clearing my calendar. I am I am flying in this. You have just changed my entire October. That’s that’ll be that’s Nashville for anybody who wants to watch Matt dance. Is that what’s going on?

Gerry Crispin, CXR 0:34

Chris Hoyt, CXR 0:36
I can’t wait.

Gerry Crispin 0:39
I may be willing as well. So we’ll see.

Chris Hoyt, CXR 0:43
Do we have do we get a tribal headdress for Gerry? He needs a hat of some sort. And I think

Amber Colwell, Choctaw Nation of OK 0:48
You have to earn the headdress

Gerry Crispin 0:50
Yeah see I’m willing to do that but it could take some time.

Chris Hoyt, CXR 0:58
Yeah, well, he’ll put in the work,

Amber Colwell, Choctaw Nation of OK 1:01
And of course, you know, you’re always festive in your hats already. We don’t want to take away from that. Just bring your own.

Gerry Crispin, CXR 1:08
Okay, fair.

Chris Hoyt, CXR 1:10
Oh, Rob. She’s good. She’s real good. All right, you guys ready to start?

Rob Dromgoole, Choctaw Nation of Oklahoma 1:16
We are ready.

Chris Hoyt, CXR 1:17
Okay, here we go.

CXR Announcer 1:19
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Chris Hoyt, CXR 1:48
All right, everybody, hello from the basement of CareerXroads. Okay, if you’re watching, you can see we’re not in the basement, but we are dialed in on behalf of the CXR community. This is for those who don’t know, a nearly 30 year old community of TA professionals from literally around the world, who work in organizations that hire an average of between 2000 to 200,000 people a year each now at CXR, we connect those members and we’re at over 5000 leaders and practitioners. We connect them every single week in our forums, online workshops, virtual roundtables, live meetings, leadership summits, all kinds of good stuff. Now, in fact, we’ve got a leadership meeting, coming up here in Chicago, Illinois, in just a few weeks. If you’re interested in checking out those details. And what we have in store, I think we got a wellness program. On the agenda coaching discussions, we have a labor market economist that’s coming in some show and tell from some pretty impressive brands, that kind of thing. You can find more at CXR. At works slash events. If you hang out till the end, and you know you want to, I’ll walk you through that page. Today’s show is actually streaming live on Vimeo, YouTube, Twitter, Facebook, LinkedIn, and of course, the CXR.works/podcasts where you can also find an entire archive of our show and those transcripts and search and sift through those. Now. Additionally, you’ll see what’s ahead after today’s show, and of course, you can get those calendars blocked accordingly. So you can dial in and join live now. One of the benefits of joining us live is our chat. So please don’t be shy. If you’ve got any questions or comments about the show and you’re here with us live today. Just add it to the chat will call you out we’ll get you included in the show that you can also use that chat as a great way to drop in your LinkedIn profile to connect with our guests and other listeners. So settle in, crank up that treadmill or top off that coffee because for the next 20 minutes, we’re going to be chatting about an interesting topic and challenging area of recruiting in our space high volume and some of the lessons learned and some of the innovations seen over the last few challenging years now. Who better to chat with us but our industry friends and CXR members head of recruiting for America’s third largest Native American tribe, Choctaw Nation of Oklahoma, and a member of his team and the main ingredient to his secret sauce of recruiting success his director of staffing at Choctaw Nation. With that, why don’t you please welcome Rob Dromgoole And there you go Amber Colwell. How are you guys?

Rob Dromgoole, Choctaw Nation of Oklahoma 4:14
I think you call that outright. She’s definitely the secret ingredient.

Chris Hoyt, CXR 4:18
Secret sauce to success. Well, you know,

Rob Dromgoole, Choctaw Nation of Oklahoma 4:20
We’ve got an awesome discussion about high volume recruiting and it’s amazing talent theater because none of this would have happened if it wasn’t for what she’s done.

Chris Hoyt, CXR 4:28
I love it. I love the accolades. Okay, so we have another secret sauce of success here. Also joining us today is Mr. Crispin. Hello, Gerry.

Rob Dromgoole, Choctaw Nation of Oklahoma 4:42
We always love to have a Gerry and Chris. I know we’ve been CXR. Members, I want to say I’ve been a member for like 20 years. So it’s likely to talk with both of you.

Chris Hoyt, CXR 4:55
Well, it’s good. So well let’s do this really quick. Before we jump in. I’m gonna ask that Rob, you and Amber each give sort of what we’d like to call an escalator pitch over who each of you are. And I think we start with the Amber. And she can sort of give us a quick introduction. So Amber just give us kind of like a who is Amber, where does Amber come from? Why should we be listening to Amber today? And then you can just pass the baton over to Rob. How’s that?

Amber Colwell, Choctaw Nation of OK 5:19
Okay, so my name is Amber Colwell. As you said, I’m the director of staffing here at the dragon casino and it. I started in the casino, and I’ve worked for Choctaw Nation for over 10 years. I am a tribal member. And everything I know has been high volume up until Rob came to be our senior director. And he’s really introduced more of our sourcing, headhunting type positions.

Chris Hoyt, CXR 5:45
Okay, and Rob how about yourself.

Rob Dromgoole, Choctaw Nation of Oklahoma 5:47
So my name is Rob Dromgoole. I’ve been recruiting for about 2627 years. Predominantly, I got an MBA in business Army veteran. And my specialty throughout most of my career has been kind of the sniping, or how to fill out the hard to fill positions. And so in pairing with someone like Amber, who is an expert in high volume, art disparity in diversity of backgrounds, has really appeared well, and we have a team of roughly 40 plus recruiters right now, and the end of the fiscal year is in a few days. And we’ve already had about 8000 hires and 11,000 offers. And so we’ve had a good year.

Chris Hoyt, CXR 6:32
Wow, that’s no joke. Well, Rob, thanks for your service. Appreciate you, brother. Thank you. So let you to have to have talked a little bit about what sort of looting we’re going to talk high volume. But let me ask you, I want to because I think and I mentioned this, I think in the greenroom earlier, I think that there were a couple of topics of recruiting that really floated to the top in regards to public discussions or with regards to you know, real focus of attention. I think, you know, college recruiting was one of those as an easy example, right, but I think high volume, while high volume didn’t necessarily stop for a lot of us. For some of us, it got even more crazy during the pandemic. So I think that it warrants a little bit of a spotlight. And I would love to hear what each of you kind of feel like is your biggest lesson learned of really pushing an increase in volume through up through a pandemic, like we like we had the last couple of years? Like what what would you say your big takeaways were?

Rob Dromgoole, Choctaw Nation of Oklahoma 7:29
Let me set the stage for Amber. And she can fill in as much of the details as we want. But keep in mind for us, one of our recruiting managers, Chris said IT and she might be watching. She has locked on date of when the pandemic started, which I think was on March 18, was the actual date where we closed our casino doors for the first time. And I believe we we were only closed for a few months in May, we opened everything up again. So we were a lot of the work world was completely shut down and everyone was working from home. Whereas our tribe made the leadership decision where we were going to open up our 23 casinos in three resorts back up to the world a short two and a half months later. So that recruiting burden fell on Amber here as well as Tanya for our remote regions. And they did a bang up job. So let me what do you, would you? How would you answer that question?

Amber Colwell, Choctaw Nation of OK 8:20
Yeah. So I think Chris, I think you’re exactly right. All of the focus was put on virtual and all the different ways to adapt when working from home and things like that. But everything we were doing was still in person. So one of the things we really had to learn to communicate, which we’ve never had to before was what precautions we were taking what was in it for them, which is always top of mind when you’re doing high volume recruiting. And really, every everything was trying to sell us virtual job fairs, virtual, pretty much everything. And we just had to put a lot of effort into making sure that we executed things as safely as possible. But we still had in person job fairs through the pandemic, we would keep everything distance, we had to have extra people there to you know, wipe everything down, sanitize it in between candidates, but people still wanted to be out and wanted to be around others. So they were actually huge successes for us.

Rob Dromgoole, Choctaw Nation of Oklahoma 9:19
And what we found just from a high level business perspective, since places like Las Vegas were shut down. They basically flocked to our casinos and resorts. So for them they actually had record revenue and profits.

Chris Hoyt, CXR 9:34
That was my question for you Rob like that it almost that push to almost open is almost a differentiator for you at that time, right for people still looking to work still looking to meet in person.

Rob Dromgoole, Choctaw Nation of Oklahoma 9:43
We from an employment standpoint, and we don’t talk about a lot because I think the Choctaw culture kind of by nature is very humble. But they made a decision not to lay a single person off and they paid you know, our housekeepers or cooks for the about the two months where we were shut down, everyone still had, everyone’s still got paid, everyone’s still got their full money. And which was great, because when they decided to open the doors, everyone was still there. And we didn’t lose that many. There wasn’t a huge I mean, there was some but I don’t think we lost a huge percentage of workers due to a fear of wanting to come back,

Amber Colwell, Choctaw Nation of OK 10:20
I think, no, it was primarily, you know, if they didn’t wasn’t able to get their kids in a daycare and school wasn’t back in session, things like that were more of a factor than them just not wanting to return. You know, when they did decide to keep everyone paid, you know, we have a lot of tipped positions. And they made the decision to pay them more than their base rate, because their base rate is lower because they received tips. But when we were closed, they made the decision to pay them a higher hourly wage, and then help them also file for any supplemental unemployment, if they weren’t up to what they were receiving before.

Chris Hoyt, CXR 10:59
And Amber, I would imagine that that is something that in your communications, or the marketing of those roles, you really, really amp up the messaging around?

Amber Colwell, Choctaw Nation of OK 11:08
Yes, I definitely think that, especially in these entry level roles, people are looking for stability, you know, they need something that can support their lives that they can count on. And that’s what we can offer. And that’s definitely a huge selling point for us.

Chris Hoyt, CXR 11:21
And how is that looking now, as we’re coming out of right, this this pandemic piece of it? Are you shifting your messaging a little bit? Or is it is it more of the same for you guys?

Rob Dromgoole, Choctaw Nation of Oklahoma 11:32
You know, I think that’s a fair question. We, I would say it’s, for us, the pandemic was only like two or three months. The, you know, so we’ve been kind of going full board, but we we are seeing some market changes, you know, high volume for us, in my opinion, at least the data that I see is still our largest pain point. So despite, despite the talk at a big level about a pending recession, or macro economic waves, for us, it’s still a very tight labor market. And we are struggling to fill the the high, the high volume positions. I mean, it’s still full board COVID.

Amber Colwell, Choctaw Nation of OK 12:19
But it is interesting. And I think our message has shifted some to a lot of candidates. And it seems crazy, but it’s almost like pandemic is is so far in the past, even though it really isn’t. So that selling that point of everyone’s kept, you know, where she’s still being paid and still guaranteed their position when they came back is almost not as big of a selling point. And this moment as it was previously.

Chris Hoyt, CXR 12:46

Rob Dromgoole, Choctaw Nation of Oklahoma 12:47
Yeah, the candidates today or, you know, what we’re fighting, we’ve had, like a challenge that we’ve had that I’ve seen a recent shift is, we’ve had candidates that would previously might be open to commuting, say 30 or 40 minutes. And because the cost of gas is rising as an example, they’re like, well, it’s not, it’s not worth it, for me to commute that far. Because as an executive,

Gerry Crispin 13:12
Uniquely, you’re in a, I don’t want to say isolated you will, but you are out in, in not in an urban area. When I look at your pictures that you post, I mean, they’re beautiful, and they are fabulous. And I think they actually are the kind of thing that attract and engage people who don’t want to be in an urban environment. But it’s also I mean, some of your success is also dependent upon your ability to bring your customers in. And and obviously, throughout all of this, you still had a steady flow of your customers coming in, because otherwise you wouldn’t need all those people to serve them.

Rob Dromgoole, Choctaw Nation of Oklahoma 13:55
No and I want to say kudos and shout out to anyone in our marketing. They partner with some of our idol like TRG as an example and others probably others but they have done a fantastic job of marketing and selling our consumer brand to like the Dallas communities are Fort Smith, Arkansas, and they are world class at getting our consumer brand out to the people who want to come to the casinos and and that consumer branding has certainly helped. We’ve been the beneficiaries of that on on the recruiting funds. So we are very grateful for for their success.

Chris Hoyt, CXR 14:35
Yeah, it seems to me Rob, you’d almost describe your target hiring demographic as hypersensitive to put like political and economical environments.

Rob Dromgoole, Choctaw Nation of Oklahoma 14:47
I don’t know it’s already what do you say for high volume because I mean for us the high volume volume is the is our you know there. In ampere correct me if I’m wrong here, but they’re just looking at how much you get to pay me by the hour. Do you know what benefits am I going to get? I don’t know that they’re thinking that

Amber Colwell, Choctaw Nation of OK 15:06
Well, and that becomes a difficult conversation for anyone that’s trying to make changes at their company to get the people with the ability to make those decisions to understand the mindset of, they just want a job that they can live off of, and be happy to go to, and you know, what other benefits can they receive from it. And that’s really all it boils down to.

Rob Dromgoole, Choctaw Nation of Oklahoma 15:29
And one of the things I’m ampere taught me that I did not know, for example. And so if you in recruiting land might not know this either, Indeed, still has the number one market share for a job board. But their number one search parameter is not job titles, candidates primary search is they go into the field, and they just search on what jobs are open in that community. And that’s it. They’re not searching by job type. That’s the primary search. So those entry level are literally just sorting the jobs by how much they pay.

Chris Hoyt, CXR 16:00
Give me work.

Rob Dromgoole, Choctaw Nation of Oklahoma 16:01
That’s how they apply. So

Amber Colwell, Choctaw Nation of OK 16:04
it’s a full time part time, you know, really schedule, things like that are really what made the difference to what decision what job they’re going to apply for.

Chris Hoyt, CXR 16:14
Yeah, and Rob, you mentioned, Indeed. So talk to us a little bit about the tech stack that Choctaw Nation uses for high volume did that change at all during the pandemic? Was there something new there?

Rob Dromgoole, Choctaw Nation of Oklahoma 16:26
We are changing now, I tell you, that was a recent apt changes. But at the time, where we leveraged, we leveraged a combination of indeed indeed sponsor jobs. We have a company called CallFire/easy text, which people might be familiar with that we used. And at the time, also Facebook Jobs was operational. But we are starting to see some shifts in the marketplace, indeed, is is made some strategic decisions that we have to kind of rethink how we’re going to recruit high volume wise with we’re in the process of working out. But what tools did I miss on that?

Amber Colwell, Choctaw Nation of OK 17:06
Text to apply text to apply is driven through Indeed currently. And with indeed, we had a resume search and sponsored jobs. Because high volume, it takes so much legwork? Because typically what so with the resume search when you message someone and message them through email, from Indeed to an email, and I would say a lot of people will sign up with an email they never check or they no longer have access to. So you really got to put the numbers out to actually get a response that’s going to hit your targets and hiring.

Chris Hoyt, CXR 17:41
And Amber was was texting new for Choctaw?

Amber Colwell, Choctaw Nation of OK 17:45
Yes, yes. So we used to have our, you would, you’d have your cell phone, and you could text one by one. But we when you’re doing high volume, you really need to be have the ability to do mass texting. So that’s why we started using Easy text, you can do it from your computer, you can upload a spreadsheet and text everybody all at once, or you can have one off conversation. So it really gave some flexibility. And we also started using Calendly. So that you know your cut and dried, they’re qualified, they’re reliable, or they’ve never worked for us before that, you know, you can go ahead and set up we can send them a link with multiple options. And they can schedule their own interview and it really save time. Because like I said, it is a lot of legwork from one hire to you have to double that and double that. And it just keeps going to where your original pool of applicants that you’re reaching out to is just huge.

Rob Dromgoole, Choctaw Nation of Oklahoma 18:34
And what I will say is one of the things that Amber taught me so as a old timer headhunter, I was always like, Hey, pick up the phone and cold call or do InMail? Or do email. What we found these high volume candidates do not risk. They don’t answer the phone. And a lot of them don’t have email. And really the only tool that worked was texting. I mean, that’s how they communicate. They don’t want to answer their phone. And in what email who uses email.

Amber Colwell, Choctaw Nation of OK 18:59
I would actually argue that even more of high volume or not high volume, hard to fill or high level positions. Now prefer a text to start the conversation as well. You noticed that we hire a lot of chefs and they’re always working always back of house. So calling them while they’re working, it’s hit or miss. And if you send them a text, you might get a response at 3am. But you got a response. And then you can set up when to actually dive into that conversation from there.

Chris Hoyt, CXR 19:29
Well, I think we’ve seen for at least a decade now really the the emergence of mobile and mainstream of texting for candidates and so it’s wonderful to see some organizations like Choctaw Nation be able to pick that up and really hit the ground running with it was It wasn’t an easy thing to adopt. I mean, how many of your recruiters are sitting there doing that doing the texting to the candidates?

Rob Dromgoole, Choctaw Nation of Oklahoma 19:50
I haven’t looked at the latest numbers. But I want to say we’ve sent almost 60,000 text messages this fiscal year when it’s all said and done. So in that 60,000 Has netted us to say 11,000 offers. And then we had about 8000 hires. So even though we offered 11,000, and only 8000 of those showed up, right, we lost, whatever that percentage is maybe 10%.

Chris Hoyt, CXR 20:14
But that open rate, Rob, and that goes, right. So just the funnel, that’s crazy compared to like old school email.

Rob Dromgoole, Choctaw Nation of Oklahoma 20:22
And we consider now in Jerry mentioned this, we are we’re in a candidate scarce environment. So we are not. Dallas is an hour and a half away, the entire state of Oklahoma has only 4 million people who live in it. Right? So the town that our largest resort is based in only has about 20,000 population. So we have to reach as many people as we can.

Gerry Crispin 20:50
You have to engage them to want to come there. You know, obviously, they haven’t been there. And obviously, and perhaps many of them had been as customers in some way, shape or form,

Rob Dromgoole, Choctaw Nation of Oklahoma 21:02
Not as many customers, but sometimes, yes, they’re gonna come and maybe watch a concert, maybe.

Gerry Crispin 21:09
So I’m really curious, have you started to look at the 3000? That didn’t show up?

Rob Dromgoole, Choctaw Nation of Oklahoma 21:19
That’s a good question. What do you what do you think? So we talked about what the? What makes up those 3000? Right? Because we offered them they didn’t come? Now some of them didn’t pass background. But what were some of the other things?

Amber Colwell, Choctaw Nation of OK 21:30
Yeah, so we have a few reasons why because ghosting is only one of the reasons it could be that they failed their drug screen, that they failed their background, things like that can also be the difference of an offer to a hire. But a good chunk of it is truly they just didn’t show up. And part of that is going to be your timing, you know, are you pushing them out a week before they come in to do paperwork, by then they’ve already started somewhere else, you have to move very quickly. And we actually have started to look into it and do do a report on what stuff they’re falling out of? Because you know, is it they did their paperwork? And they didn’t go to the first day? Or did they accept and never show up to pay for things like that? And then also, what distance did they live from, from the casino? And what positions are primarily falling out? So then we can kind of determine, you know, is it a trend because they live too far away? Is it a trend with this particular department, and maybe they’re not offering to the right people so we can talk to them about, you know, what their target demographic for that candidate really is.

Rob Dromgoole, Choctaw Nation of Oklahoma 22:34
And one of the things that Amber did that really reduced her posting rate is on her job fairs, what we started doing was actually offering on the spot. So they would interview with the hiring manager or even with the recruiter and her recruiters wouldn’t let we wouldn’t even have someone positioned at the door where we wouldn’t let the people exit the Event Center unless wanted to ensure that they had an offer or had a chance to interview so we must have like intercepting like, Oh, don’t leave that you interviewed and she got an offer. So she looked at the offer the people there on the spot. And the only restriction we had is just our onboarding limitations.

Chris Hoyt, CXR 23:12
So the no the no show the ghosting in the no show. No, that’s a big issue for a lot of people. Right as we went as we went through the height of the pandemic, and a lot of people complaining about the you know, that element of recruiting and I and I don’t mean to take away from it, but having done high volume in in rural, really rural areas. There’s an element of boomerang talent. So folks coming back, what did you have? Did you have a strategy? Rob and Amber around boomerangs or how you handled boomerangs that we’re coming back to to apply again?

Rob Dromgoole, Choctaw Nation of Oklahoma 23:41
Well, a good chunk of our candidates who apply have indeed worked for us before. So I don’t know what you think, is offhand,

Amber Colwell, Choctaw Nation of OK 23:51
I actually don’t know the pan. But it is pretty high that someone that’s worked for us before will come back to us, which I do think speaks to us as an organization that they want to come back. But also we do have those kind of repeat offenders that they continually leave and want to come back. So every time we have a rehire, we check, make sure that their termination was all in good terms, or it wasn’t anything serious. Make sure it’s the one that we want to bring back to the organization. And we started just informing our hiring managers, you know, if they’ve worked for us twice before we let the hiring manager know, so they can have that conversation. Okay, so you’ve worked for us twice, two months at a time each time. What’s different about this? What’s it what do I need to do to make you say, or what’s changed in your life to make you want to commit to this, and we just have that real conversation and, you know, kind of let each hiring manager make the decision from there.

Chris Hoyt, CXR 24:47
I think like ready for that’s pretty powerful.

Gerry Crispin 24:50
I love the transparency of that.

Rob Dromgoole, Choctaw Nation of Oklahoma 24:53
workforce have choices, right? So if they have a couple of bad days, they can literally go find something very easily You know, we find even for things like tax season, what we’ve seen during tax season is someone gets their tax return. And they’re gonna decide that you know what, I got a nice tax return from the IRS, I’m not going to work for a few weeks. So they’ll quit, and then the tax money will run out, and then they’ll come back.

Chris Hoyt, CXR 25:17
It’s always the opposite tax season comes around, and I panic, I’m not working enough.

Rob Dromgoole, Choctaw Nation of Oklahoma 25:23
We’re blessed with abundance. So the it’s the work volume workforce is a very different workforce.

Chris Hoyt, CXR 25:34
Yeah, for sure, for sure,

Rob Dromgoole, Choctaw Nation of Oklahoma 25:36
It’s in that, but we desperately need them, our operations would not be successful without they’re the backbone of all of our casinos and resorts. And we’re always striving for ways to look at how can we better retain that talent to HR to hrs credit, I want to give them a shout out because they’ve worked with us and partnering with our managers and doing nominal groups. I mean, Amber, and I were part of like talking with a collection of our housekeepers, and trying to understand why we might look for other employment. And one of the findings was, we didn’t have enough cleaning supplies, and our vacuum cleaners were broken.

Chris Hoyt, CXR 26:03

Rob Dromgoole, Choctaw Nation of Oklahoma 26:06
So I was like, we were like, You need to tell me that if you had more access to cleaning supplies and vacuum cleaners that worked that you’d be more inclined to stay? Oh, absolutely. That’s all I need. I just want a vacuum cleaner that works.

Yeah. So and but you know, HR helped us to do those types, a nominal increase with the various employee population.

Chris Hoyt, CXR 26:32
Rob, I will tell you, in my roughly 30 years of doing this, I have never seen such a guide on I mean, I’ve never seen anybody really carry the flag for their organization and their teams, the the way that we see you do it, we’re always we’re always championing your team, we’re always making sure that they get full visibility. I just think it speaks volumes to your leadership style.

Rob Dromgoole, Choctaw Nation of Oklahoma 26:56
Well, thank you. And, and I gotta be honest with you, one of the reasons why I like partnering with Amber is and I asked her some candid feedback and what she thought I could do better. And she’s just like, rah, you know, I think he needs to get out there. And because what we’re about all the money that we make, goes back to fund tribal services. And even we opened up this conversation with talking about our recruiting leadership team, or tribal members dancing@hr.com. With that, everything that we do here is about giving back to the tribe and to enable the tribe success. So all the money that our casinos make, it pays for the police force, it pays for tribal housing, it pays for food, it pays for the nine health care clinics. And I mean, there’s so many things. And to just to have the honor of being even though I am not a tribal member, however, about 70% of our recruiting team is to i Chief has told me personally, he’s like, Rob, we want to find people who are Choctaw spirit. Okay, I speak the language horribly, but to just try to they make me feel part of the family. So I try to be Choctaw in spirit and to try to be able to just enable with the tribes success in some small way. I feel like it’s we’re servant leaders. So I love watching people like Amber just just get out of the way and humor the tools in the budget she needs.

Chris Hoyt, CXR 28:27
It certainly shows Yeah, it certainly shows. Look, I we’re getting ready to wrap up. I do want to let’s draw a little more to let’s come back to full circle to the Matt Charney dance. Talk to me about October 10. You’re going to be in Nashville. For those those

Rob Dromgoole, Choctaw Nation of Oklahoma 28:41
October 5,

Chris Hoyt, CXR 28:42
Sorry, October 5,

Rob Dromgoole, Choctaw Nation of Oklahoma 28:44
We’re going to be at the hr.com Nashville event. And hr.com was kind enough to offer free registration if our tribal member recruiters would perform so we’re going to have seven tribal members pair with our cultural dance team. And they’re going to be in full regalia, jewelry, hats, the works and we’re going to perform that week the tribes perform.

Chris Hoyt, CXR 29:07
I got excited I was like Mat and Rob are dancing.

Rob Dromgoole, Choctaw Nation of Oklahoma 29:12
Choctaw culture. And but it’ll be an opportunity for the tribal members to showcase the Choctaw Nation of Oklahoma culture to the world. And it also gave the opportunity for our recruiting leaders for the first some of them the first time to put on traditional regalia and to get in touch with their culture. So it was kind of a win win.

Amber Colwell, Choctaw Nation of OK 29:30
Matt that will be involved if I can find him is Choctaw Nation is one of the few tribes that allow non tribal members to participate in their social dances. So one of the dances will be performing as a stealing partners dance, where we actually it starts out stealing other dancers and ends up with us stealing people from the crowd to participate as long as you know, the environment allows it. We’re not jumping up and off the stages but I so that we can get them involved in, I can participate in our social dances

Rob Dromgoole, Choctaw Nation of Oklahoma 30:03
And some of the recruiting leaders since they got volunteered for this, I’ve been told that I probably will get recruited highly likely that I’ll be stolen.

Chris Hoyt, CXR 30:11
You are getting voluntold. That’s what’s happening. You’re getting

Amber Colwell, Choctaw Nation of OK 30:16
.But it’s all good things.

Chris Hoyt, CXR 30:21
Here’s how we typically wrap up the show. I will I ask the guest if they were going to write a book about this topic. What would the title of that book be now Rob and Amber, you have co-authored this book together. What are the two of you is going to title the book, and why?

Rob Dromgoole, Choctaw Nation of Oklahoma 30:42
By the first thing that comes to mind, Amber, let her give her answers Face to Face Works. You know, I don’t know. I mean, I just think for us, we have to, we have to meet them. We’re serving our customers. You know, they have to be on site. The job for us, but I don’t know what else I would call it.

Amber Colwell, Choctaw Nation of OK 31:05
I would lean more towards The Art of Effective Hustling.

Rob Dromgoole, Choctaw Nation of Oklahoma 31:13
So the art of effective hustling because

Chris Hoyt, CXR 31:16
Ladies and gentlemen, we see once again why she’s here today so

Rob Dromgoole, Choctaw Nation of Oklahoma 31:22
And you know, Tammy the managers on our teams, I don’t know Sarah, Jessie, JC Casey Cresa. Kristen would never be successful.

Chris Hoyt, CXR 31:34
Okay, so Amber, you got the name? Who gets the first sign copy of your book?

Amber Colwell, Choctaw Nation of OK 31:39
Well, of course both of you.

Chris Hoyt, CXR 31:40
Yeah. JERRY That’s twice two shows in a row we get the

Rob Dromgoole, Choctaw Nation of Oklahoma 31:47
See together better. Much more effective at this.

Chris Hoyt, CXR 31:52
Oh my God, that’s fantastic. Anything we should know any, any, any way you want to send any of the listeners as as we kind of, as we wrap up here today?

Rob Dromgoole, Choctaw Nation of Oklahoma 32:00
No we’d just invite both of you to connect with us on LinkedIn if you want to learn in more detail. And of course you’re welcome to any of our casinos and resorts. We’d love to have you. I think the Juds are playing here in October soon. We’ve got other high end bands, you know that come on through here to Is it a four star resort? Right? She fills it all 4000 employees out there

Chris Hoyt, CXR 32:25
Can’t go wrong with that.

Amber Colwell, Choctaw Nation of OK 32:26
I’d like to add if you are a leader of a talent acquisition, for high volume, put some effort into keeping your team uplifted. You know, if you’ve got that many people ghosting all of your hard work and then it feels like very minimal results. You gotta keep them motivated and feeling appreciated.

Chris Hoyt, CXR 32:48
Yep, she’s not wrong. All right, Rob. Amber, thank you so much for your time, we really appreciate you making time to join us. We’re super appreciative of that. I’m gonna put you in the greenroom. Don’t go anywhere. We’re going to talk just a little bit you can hang out in there with Gerry, how’s that?

Rob Dromgoole, Choctaw Nation of Oklahoma 33:02
Oh, sounds good to me.

Chris Hoyt, CXR 33:04
Alright, I’ll put you both in there. Hang on one second, I just want to share a screen with a couple of folks here. If you’re still hanging in there with us as we wrap up. Just a reminder, I’m walking you through it. If it’s on if you’re watching us on video, you can see it. This is cxr.works/events you can see what’s up. That’s Rob’s pretty face. That’s today’s broadcast. Obviously, we’ve got upcoming, I’m just going to walk you through the remainder are coming up October, we’ve got our q3 community meeting for EMEA. That is right around the corner, we’re also doing a plus one, you don’t have to steal your partner just bring a partner. So even if they’re not a CXR member, we’re opening that up to you. So you can do that. Again, it is our q3 meeting. And I’ll scroll down a little bit you can see that September 28. So it’s right around the corner. Next week. Interestingly enough on the podcast show, we’ve got Ryan Betty he is from indeed and we’re going to talk about pay transparency, we got a lot of leaders who are asking, Why are our jobs showing pay ranges that are in our pay ranges. And Ryan’s gonna come in here and talk a little bit about that with us and why transparency is important there. We’re going to fall leadership meeting I mentioned earlier coming up October 10. That is going to be in Chicago. So check that out if you are a head of talent acquisition. And then on the following podcasts on October 11, we got some folks who have come from big ta organizations. And they’ve moved into starter into start up organizations a whole new set of TA leadership muscles, and they’re going to talk about what that looks and feels like to them moving from big organizations, for instance, like Nike, down to organizations that maybe have two recruiters on their team, and they’re gonna share how that’s different challenging. And then we’re welcoming back on October 20, Kat Kibben, KK is going to come on in and talk to you about what to do when candidates won’t apply to your jobs. And that’s a workshop coming up. And then lastly, for October or lastly on this, we’ve got a couple of things that will get added between now and then. But at the end of October just before Halloween, we’re going to talk about keys to optimizing your mind in our monthly lecture series on we’re excited about that neuroscience keys for optimized performance you’re not going to want to miss that And with that, I just want to tell everybody, thank you oh, so much for joining us today. And we will see you next week, where we’ll gosh, we’re just going to talk about all kinds of cool stuff. So until then, join us. We’ll see you online and CXR.works.

CXR Announcer 35:14
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