Talk Talent To Me
Abode CEO & Co-Founder Ben Siegel
Talk Talent to Me is a podcast featuring talent leaders in recruiting. The episode features Ben Siegel, founder of Abode, who shares his background and experience that led him to start his company. The episode explores the importance of skills and relationships for early talent positions, transparency and engagement with Gen Z, supporting early talent, and strategies for engaging and retaining Gen Z talent.
Skills and Relationships Matter
Companies are shifting their focus from prestigious education to skills when hiring for various roles. Gen Z job seekers value transparency, connections, respect, and expectations in their careers.
Transparency and Engagement are Key
Gen Z values honesty and transparency in the recruiting process. Recruiters should engage consistently and provide clear communication to avoid doubts and ghosting from early career talent.
Supporting Early Talent
Companies should act as early career consultants, providing guidance on practical matters and supporting the development of skills. Clear communication of dress code expectations and working hours is important.
Engaging and Retaining Gen Z Talent
The company featured in the episode helps employers engage and retain Gen Z talent by building community, setting expectations, and providing relevant content. Involving mentors, managers, and peers is crucial for building relationships with new hires.
- Skills and Relationships for Early Talent Positions
- Transparency and Engagement with Gen Z
- Supporting Early Talent
- Engaging and Retaining Gen Z Talent
00:06 - 06:31
- Talk Talent to Me is a podcast featuring talent leaders in recruiting.
- The host aims to understand the themes of someone's life and how they make decisions.
- The guest on this episode is Ben Siegel, founder of Abode.
- Ben shares his background and experience that led him to start his company.
- He started a lawn mowing company in college which eventually turned into a consulting firm helping big companies navigate COVID.
- They learned from these employers that there was a need for better communication with interns and new hires.
- This led them to start Abode, which focuses on improving communication with new hires post-graduation.
- The lawn mowing company served as a way for people to network and connect with potential employers.
- It wasn't just about where the interns went to school, but also their skills and work ethic that mattered.
- Relationships played an important role in hiring early talent positions.
Skills and Relationships for Early Talent Positions
06:04 - 12:16
- Companies are focused on connecting with candidates based on skills rather than prestigious education.
- Various roles, such as sales, software engineering, marketing, and finance, are being hired for by customers.
- Gen Z job seekers value transparency, connections, respect, and expectations in their careers.
- They want to know who they will be working with and have a clear understanding of what to expect from the company.
- Gen Z is not afraid to voice their opinions and seek better work environments if needed.
- Successful companies engage Gen Z by recognizing their unique needs and delivering transparency, community building, and honesty in the recruiting process.
Transparency and Engagement with Gen Z
11:49 - 17:33
- Transparency, respect, and expectations are important to Gen Z when considering a company.
- Gen Z values honesty and transparency in the recruiting process, especially in a virtual environment.
- Recruiters who have been thoughtful and transparent in their approach don't need to completely change their strategies for Gen Z.
- Gen Z grew up knowing that work is a two-way street and they expect value from their employers.
- Companies often make the mistake of thinking their job is done once someone signs an offer letter, but early career talent requires ongoing engagement.
- Early career talent wants to know who they will be working with and understand more about their job after signing an offer.
- Lack of consistent engagement can lead to doubts and drive early career talent to look elsewhere for opportunities.
- Companies that fail to engage consistently may experience ghosting or renegs from candidates.
- Long gaps between offer letters and start dates can cause early career talent to question if the job is real or if they are being heard by the company.
- Lack of response or delayed responses to basic questions can also contribute to doubts among early career talent.
- When there is no loyalty or trust built with recruiters, it becomes easy for early career talent to choose other opportunities instead.
Supporting Early Talent
17:17 - 23:19
- Early talent often lacks knowledge about basic things when entering the workforce, such as finding a place to live or getting a laptop.
- Companies should act as early career consultants and provide guidance on practical matters like public transit passes and parking.
- Early talent needs support in developing skills and becoming successful employees.
- Companies that proactively answer questions and provide guidance have lower renegs and turnover rates.
- Dress code expectations should be communicated clearly to avoid discord between early talent and company culture.
- Working hours should be set as an expectation for early talent, as they may face pressure from family members who don't understand the demands of certain industries.
- Parents contacting companies on behalf of their children is inappropriate, and employers should empower their employees to handle these conversations themselves.
- Recruiters use the tool to engage and retain Gen Z talent from offer acceptance through full-time employment.
Engaging and Retaining Gen Z Talent
22:57 - 26:56
- The company helps companies engage and retain Gen Z talent from the time they sign their offer until they're fully ramped up in their role as a full-time employee.
- They assist with building community, setting expectations, and sharing engaging content to prepare employees for work.
- Using analytics, they create a risk score to identify employees at risk of churning and advise employers on how to address the situation.
- The company focuses on recommending content that is more appealing to Gen Z, such as shorter newsletters and information on housing guides, finding roommates, parking, and dress code.
- Building a strong community is crucial for engaging and retaining early-stage talent.
- Employers should involve mentors, managers, and peers in building relationships with new hires before their first day.