A Guide For Companies Hiring, and Candidates Applying, During The Pandemic
Recruiting talented candidates for hire can be an arduous process for companies during the best of times. The same could be said for the job search, which few candidates would describe as a walk in the park. There are many common missteps – both big and small - which can lead to a missed opportunity or an ill-placed union of employer and candidate.
How has the COVID-19 Pandemic impacted the recruiting process? What new factors must candidates consider, as they present themselves virtually or in person?
Join us on Tuesday, October 20th, when Bruce Hurwitz -- executive recruiter, career counselor, speechwriter and award-winning author -- will share his observations, along with tips for employee recruitment and for job application during COVID-19.
Tune in for this informative conversation at TalkRadio.nyc or watch the Facebook Livestream by clicking here.
We are introduced to Bruce Hurwitz as the guest on today’s show. Eric asks Bruce how long he has been in recruiting, speechwriting etc. and to give some background on his career. Bruce talks about how he differentiates himself by staying in touch with his candidates throughout the recruiting process. Eric mentions the extra personal touch being important with client and candidate relationships. They close this segment talking about any surprise upticks in hiring through the whole pandemic.
In this segment Eric opens up asking Bruce if he is giving any advice to companies from a recruiting perspective given the situation in 2020 with the pandemic. They further talk about how the process is faster now than it used to be with video interviews etc. and companies need to be efficient. They further discuss if there are any different, new or less questions in the recruitment process and whether anything has changed this year in the interview questions itself. They close this segment discussing whether from a recruiting perspective are there new traits employers look for in candidates during the pandemic.
They open this segment with Eric asking Bruce whether there could be false red flag traits during recruiting/interviewing especially during these pandemic times. Bruce tells some interesting stories around this topic and some of the interviews he’s had during these times.
In the final segment Eric and Bruce discuss some final red flags with interviews and recruiting during the pandemic and video interviews. Eric asks Bruce if he has any advice for candidates that are looking for jobs in these times. Bruce goes through 11 different pointers and advice for people looking for jobs.
00:00:38.010 --> 00:00:51.150 Eric Sarver, Esq.: Good evening. Welcome to employment law today here on talk radio NYC. I'm your host Erick solver from the Law Offices of Eric M solver. I'm an employment law and business law attorney.
00:00:51.630 --> 00:00:59.310 Eric Sarver, Esq.: And I'm very happy tonight to have with me a special guest friend and colleague of mine, Dr. Bruce Hurwitz Bruce. Welcome to the show.
00:01:00.300 --> 00:01:03.540 Bruce Hurwitz: It's my pleasure. Thank you for inviting me. I appreciate it.
00:01:03.870 --> 00:01:12.840 Eric Sarver, Esq.: Sure thing before we introduce Bruce and get into a bit of interesting conversation. I thought I just let people know a little bit about employment law today.
00:01:13.140 --> 00:01:24.150 Eric Sarver, Esq.: The main goals of the show. And what I'm doing. Each week with the show. And so the first goal of employment law today is to basically provide information and useful.
00:01:24.690 --> 00:01:38.430 Eric Sarver, Esq.: Useful laws updates and data around all the different regulations and statutes and laws that have to do with employment law for business owners and companies, particularly as it relates to hiring and firing.
00:01:38.940 --> 00:01:47.670 Eric Sarver, Esq.: In the time of the covert 19 pandemic, there are additional laws that have come out and different regulations and so part of the show is educational and informative.
00:01:48.120 --> 00:02:00.060 Eric Sarver, Esq.: And then the second goal. This show is to motivate and inspire business owners. During this time, lots of people if you run a business, whether you're a restaurant or a technology company.
00:02:00.420 --> 00:02:08.400 Eric Sarver, Esq.: There's a lot of anxiety in the air and there's a lot of concern and even confusion about what to do. And so I have guests each week.
00:02:08.820 --> 00:02:16.110 Eric Sarver, Esq.: who speak about issues related to employment law. And then I have also some future guests to talk about issues that are very
00:02:16.800 --> 00:02:36.960 Eric Sarver, Esq.: very relevant now during them pandemic, such as cyber security and setting up your workers virtually or video marketing or financial considerations to keep in mind during the pandemic. So just a little bit of a flavor of the show and our topic tonight, has to do with
00:02:38.100 --> 00:02:50.520 Eric Sarver, Esq.: And recruiting and hiring in the time of dynamic and before I introduce Bruce as my guest. I thought I just give a little, a little flavor of our topic tonight that Bruce and I will be discussing
00:02:51.900 --> 00:02:56.130 Eric Sarver, Esq.: As we all know, recruiting talented candidates and
00:02:57.270 --> 00:03:06.240 Eric Sarver, Esq.: People for hire. It can be, you know, quite a stressful or arduous process even in the best of times, I think that many companies can attest to that.
00:03:06.750 --> 00:03:13.770 Eric Sarver, Esq.: And on the candidate side certainly employees who are searching for work. I think very few would describe it as a walk in the park.
00:03:14.070 --> 00:03:23.430 Eric Sarver, Esq.: So that's even pre covert 19 and when you add on top of that some of the stressors and the changes that have come about in light of the pandemic.
00:03:23.940 --> 00:03:28.260 Eric Sarver, Esq.: There are all sorts of other factors to keep in mind. So I'm going to be speaking with
00:03:28.980 --> 00:03:38.430 Eric Sarver, Esq.: Bruce to her with today to talk about how the coven 19 pandemic has impacted recruiting what changes Bruce's seen in the industry.
00:03:38.850 --> 00:03:46.590 Eric Sarver, Esq.: How to go about the hiring process in a different light. And we'll ask them tips to those nervous employees looking for positions.
00:03:47.070 --> 00:03:58.440 Eric Sarver, Esq.: So that's a little bit of a teaser for our topic. And with that, I would love to introduce Bruce I just have a little bit of a statement to read that Bruce had sent over to me.
00:03:59.730 --> 00:04:07.770 Eric Sarver, Esq.: So Dr. Bruce Hurwitz is an executive recruiter. He's also a career counselor and a five star rated professional speech writer.
00:04:08.460 --> 00:04:14.160 Eric Sarver, Esq.: He has a company called her with strategic staffing. The mission of which is to promote the hiring of veterans.
00:04:14.790 --> 00:04:24.210 Eric Sarver, Esq.: Bruce is an internationally recognized expert in his field. In addition to national and local television appearances Bruce has been cited in over 700 articles.
00:04:24.540 --> 00:04:36.990 Eric Sarver, Esq.: Appearing in more than 500 publications across the United States and in some 30 countries his LinkedIn articles have been read over 410,000 times that I get that number. Correct. Bruce
00:04:37.380 --> 00:04:40.200 Eric Sarver, Esq.: Is correct. I thought I may have added a zero there.
00:04:40.200 --> 00:04:41.130 Bruce Hurwitz: No, no, no, no.
00:04:41.610 --> 00:04:54.750 Eric Sarver, Esq.: Okay. And then lastly, I want to include the fact that Bruce is also Amazon's number one best selling author of the book The 21st century job search. So with that, it's my pleasure to welcome you, once again, Bruce well
00:04:54.810 --> 00:04:55.380 Bruce Hurwitz: Thank you.
00:04:56.220 --> 00:05:04.830 Bruce Hurwitz: And then one thing I will add is that I am not an attorney, so no one should consider anything that I say as legal advice.
00:05:05.970 --> 00:05:11.850 Eric Sarver, Esq.: And that's part of my disclaimer. Usually the end of the show, but now we can save a little bit of time right there. Exactly.
00:05:12.330 --> 00:05:15.330 Bruce Hurwitz: Enough for you. Right. Right. Yes.
00:05:15.750 --> 00:05:16.980 Eric Sarver, Esq.: So everyone should
00:05:17.730 --> 00:05:18.420 Bruce Hurwitz: get in trouble.
00:05:18.900 --> 00:05:29.550 Eric Sarver, Esq.: Exactly. So I'll still have that disclaimer as well. But it's good that Bruce actually has that clarification. It was just here to provide his insights his observations his experience and his opinions.
00:05:29.970 --> 00:05:41.250 Eric Sarver, Esq.: So Bruce, if I may, launch into this with just a few can tell us a bit about yourself in terms of how long have you been in recruiting and career counseling and speech writing
00:05:42.990 --> 00:06:00.720 Bruce Hurwitz: Well I my background was nonprofit. I went to a recruiter who specialized in the nonprofit sector, and he offered me a job as a recruiter. So I went from the nonprofit to the for profit, trying to help nonprofits.
00:06:01.980 --> 00:06:11.790 Bruce Hurwitz: Huh. It was in 2003 and 2009 I decided to go out on my own. And as you said, I started a company, the mission being to promote the hiring of veterans.
00:06:14.850 --> 00:06:22.800 Bruce Hurwitz: In addition, because of the press coverage that I had received people were calling me asking for advice. So I added on career counseling.
00:06:24.000 --> 00:06:25.800 Bruce Hurwitz: Then about three years ago.
00:06:26.940 --> 00:06:28.350 Bruce Hurwitz: I literally fell ill.
00:06:29.550 --> 00:06:49.860 Bruce Hurwitz: And for a month. I couldn't work lost all my clients didn't blame them. Um, I was in no condition to that could really help myself, let alone to help anyone else. But then I needed a job. I needed to do something and someone told me about the website fiber.
00:06:51.570 --> 00:07:03.750 Bruce Hurwitz: And I went to fiver I signed up and all of a sudden I started getting scores of people interested in having me write speeches for them. So that's how the speech writing
00:07:04.830 --> 00:07:24.810 Bruce Hurwitz: came about. But what's nice about it is that the entire process makes me more empathetic to my clients to the career counseling clients into my candidates, because I've gotten from academia to nonprofit to for profit to being an entrepreneur.
00:07:26.520 --> 00:07:31.770 Bruce Hurwitz: And I know what it's like to be in trouble to not have a job.
00:07:32.940 --> 00:07:33.480 Eric Sarver, Esq.: Right.
00:07:33.600 --> 00:07:35.820 Bruce Hurwitz: And a lot of career counselors don't have that.
00:07:36.840 --> 00:07:46.470 Bruce Hurwitz: They can empathize. They can sympathize. But they can't empathize because you haven't been through it. You don't know and I had never been unemployed before. Hmm. I'd always had a job.
00:07:48.750 --> 00:07:52.440 Bruce Hurwitz: The one thing though about recruiting that I've always hated
00:07:53.910 --> 00:07:58.140 Bruce Hurwitz: Is that recruiters do not stay in touch with candidates once they don't need them anymore.
00:07:58.920 --> 00:07:59.370 Eric Sarver, Esq.: Right.
00:07:59.640 --> 00:08:10.200 Bruce Hurwitz: There are candidates and then they get rejected and then they don't bother calling them up and following through. So I always follow through with my candidates what differentiates me from everybody else.
00:08:10.500 --> 00:08:15.540 Bruce Hurwitz: And I let them know that they're rejected and I've done it hundreds of times I was telling this to a client just today.
00:08:16.440 --> 00:08:25.380 Bruce Hurwitz: It's worth taking a couple minutes, make the phone calls. And you know what, literally one time.
00:08:26.430 --> 00:08:27.060 Bruce Hurwitz: In
00:08:28.290 --> 00:08:36.060 Bruce Hurwitz: What 17 years. Someone was rude to me right. People usually say, I appreciate the phone call now they know
00:08:37.080 --> 00:08:37.500 Bruce Hurwitz: It's it
00:08:38.640 --> 00:08:45.060 Eric Sarver, Esq.: So I hear the answer to the other question I was going to ask you about the differentiating differentiating of yourself and I hear
00:08:45.330 --> 00:08:55.140 Eric Sarver, Esq.: Your own personal experience. Glad to hear you're on the men are you become an illness, by the way, but it's interesting how that definitely I think our life experiences can shape our
00:08:55.650 --> 00:09:01.860 Eric Sarver, Esq.: Interactions with our clients and I often will give us that level of empathy to go the extra mile.
00:09:02.550 --> 00:09:13.200 Eric Sarver, Esq.: I know, certainly I can speak from my experience, very early on with some law firms and there was one particular firm that just wasn't a good fit. And it. Let me see the
00:09:14.100 --> 00:09:20.070 Eric Sarver, Esq.: The situation that employees often find themselves in. And so when I went out on my own and 2001
00:09:20.460 --> 00:09:28.110 Eric Sarver, Esq.: I had the wealth of experience from that. And so when I had employee side clients explaining what they were going through. I could
00:09:28.710 --> 00:09:34.740 Eric Sarver, Esq.: Have an extra as you mentioned, empathy, and I think that's a really important thing to have. I think that's an important trait.
00:09:35.160 --> 00:09:49.770 Eric Sarver, Esq.: And it's good to know that you fall with your clients. I know I tend to do the same. I like to let people know even if their potential client and say it's not a good fit. I will go the extra mile. So good to hear that you are in that category.
00:09:50.490 --> 00:09:56.490 Bruce Hurwitz: It's right you misspoke. These are my clients. These are my candidates. Right.
00:09:56.580 --> 00:09:56.970 For you to
00:09:58.050 --> 00:10:00.240 Bruce Hurwitz: Walk with the clients, let them know what's going on.
00:10:00.420 --> 00:10:07.980 Bruce Hurwitz: But I also follow up with the candidates and as a matter of fact, I got a client through a candidate way rejected.
00:10:08.490 --> 00:10:25.200 Bruce Hurwitz: Because I was the only recruiter, who had called him to say I'm sorry, Eric, they've decided to go with somebody else you're a guy somebody's got a when someone's got to lose next time it'll be and he remembered that his boss asked him if he knew a recruiter sense to me.
00:10:26.700 --> 00:10:37.110 Eric Sarver, Esq.: Right. And for us, candidates that you're referring to our differing in my situation more to the extra mile clients but it's definitely a point I think worth making in terms of how your
00:10:37.590 --> 00:10:49.290 Eric Sarver, Esq.: How your company distinguish yourself from other recruiters out there you have that extra personal layer plus your experience, which I think we can get to as we go through some other topics and questions but
00:10:49.620 --> 00:10:59.670 Eric Sarver, Esq.: That's really good to know, including the fiber lead into your speech writing career. I wasn't sure I was aware of that. I need your speech writer but never knew how that came about. It's funny how those
00:11:00.150 --> 00:11:11.340 Eric Sarver, Esq.: Life situations can happen. And something I hope will inspire some listeners out there today if let's say they have a restaurant, for example, and they opened up in January. In February, and let's say
00:11:12.660 --> 00:11:24.960 Eric Sarver, Esq.: Force them to close my hope is that they'll learn from that experience and maybe even find a silver lining. And if I can have guests on my show that can help businesses get to that silver lining
00:11:25.800 --> 00:11:30.510 Eric Sarver, Esq.: Then that's a service, I'd be happy to play a part in small role that it might be
00:11:30.990 --> 00:11:42.720 Eric Sarver, Esq.: So, if I may. Bruce just talk about maybe some hiring trends and tips for employers seeking candidates during the pandemic, just to kind of get into that.
00:11:43.290 --> 00:11:50.640 Eric Sarver, Esq.: Topic for a moment. I was wondering, I know we've all read some. Well, no, no, we have, but I've read some gloomy job reports out there.
00:11:50.970 --> 00:11:58.110 Eric Sarver, Esq.: And some comments about looming recession getting worse or the shrinking workforce. We hear about unemployment numbers.
00:11:58.590 --> 00:12:16.860 Eric Sarver, Esq.: And so I wondered if you can perhaps shed some light for us. Have there been any surprise upticks in recruiting in any industries that you're aware of any for example sections that are actually hiring more these days that you've been getting calls for to on the recruiting side.
00:12:17.580 --> 00:12:19.110 Bruce Hurwitz: Yes, it
00:12:19.920 --> 00:12:21.840 Bruce Hurwitz: I think because of what we're doing right now.
00:12:22.500 --> 00:12:28.530 Bruce Hurwitz: right i mean it's it's as simple as that. You had mentioned it. I mentioned it a couple times cyber security.
00:12:29.190 --> 00:12:35.730 Bruce Hurwitz: Hmm, I have to put give this a little bit of illegal contacts. Again, not a lawyer.
00:12:38.160 --> 00:12:40.590 Bruce Hurwitz: I have something that I call the three pinups
00:12:42.570 --> 00:12:44.790 Bruce Hurwitz: You have and I did a little
00:12:46.500 --> 00:12:47.610 Bruce Hurwitz: Google search.
00:12:49.860 --> 00:12:57.900 Bruce Hurwitz: The first prenup is the marital or engagement prenup I did a Google search of
00:13:00.210 --> 00:13:05.550 Bruce Hurwitz: How I worded read what are the reasons for not signing a prenuptial agreement.
00:13:06.720 --> 00:13:10.110 Bruce Hurwitz: I got 10,900,000 hits
00:13:11.160 --> 00:13:18.480 Bruce Hurwitz: And virtually all by divorce attorneys huh wonder, was thing. I then did
00:13:20.010 --> 00:13:29.280 Bruce Hurwitz: What are the reasons to not sign a business partnership agreement and I got 1,470,000,000 hits
00:13:29.430 --> 00:13:40.410 Bruce Hurwitz: Hmm, and obviously I didn't look at all of them, but I couldn't find one person who had written one single article on why you wouldn't sign a business partnership.
00:13:41.820 --> 00:13:54.240 Bruce Hurwitz: And then, and here you come in. I did a search for why wouldn't you have an employee handbook 1,670,000,000 responses and nothing
00:13:55.560 --> 00:13:59.910 Bruce Hurwitz: The only one that said reasons why listed them was being sarcastic.
00:14:01.020 --> 00:14:06.690 Eric Sarver, Esq.: I would agree with you on that wholeheartedly. I'm a big fan of implant books I draft them and write them regularly for my
00:14:07.140 --> 00:14:12.120 Eric Sarver, Esq.: Companies and clients and we actually a write up upon our first commercial break.
00:14:12.930 --> 00:14:28.020 Eric Sarver, Esq.: But I think this is a great start for sure. I look forward to some future questions. So if everyone can stick around we'll be right back on employment law today. I'm Eric solver. My guest, Dr. Bruce Hurwitz her with strategic staffing and we'll be right back.
00:16:40.830 --> 00:16:54.270 Eric Sarver, Esq.: Welcome back to employment law today here and talk radio NYC. I'm Eric solder the law officer. I can solve employment law business law attorney here with my colleague, Dr. Bruce Hurwitz Bruce. Good to be back.
00:16:55.530 --> 00:17:03.660 Eric Sarver, Esq.: And I wanted to jump into this topic, you mentioned surprise uptake, or maybe not such a surprise in the tech field.
00:17:04.020 --> 00:17:20.820 Eric Sarver, Esq.: And so you're recruiting and you're speaking with companies. And what I'm wondering is, are there any new topics or any new advice or guidance that you're giving to companies from a recruiting perspective as they're going about the candidate search or the interview process.
00:17:22.020 --> 00:17:34.230 Bruce Hurwitz: Actually because of covert and the fact that all interviews are now done virtually video exactly what we're doing now. Yes, the process is a lot quicker.
00:17:36.390 --> 00:17:41.550 Bruce Hurwitz: You don't have to get in the car and drive somewhere. Go on the bus.
00:17:42.660 --> 00:17:51.300 Bruce Hurwitz: What used to take three hours for one hour interview now takes one hour because you walk from one room to do another room.
00:17:54.570 --> 00:17:56.400 Bruce Hurwitz: So you have to move quickly.
00:17:58.740 --> 00:18:09.270 Bruce Hurwitz: Mm hmm. Because otherwise you're gonna lose the candidate a candidate canal theoretically do five interviews today. It's not going to happen. But it could happen. Mm hmm.
00:18:10.470 --> 00:18:18.960 Bruce Hurwitz: And by the time you're having your meeting with him, showing the video to everybody in their brother can it's already gotten job.
00:18:20.040 --> 00:18:21.390 Bruce Hurwitz: So you have to move quickly.
00:18:23.250 --> 00:18:25.080 Bruce Hurwitz: Doesn't mean carelessly. It means quickly.
00:18:25.560 --> 00:18:25.920 Right.
00:18:27.150 --> 00:18:28.590 Eric Sarver, Esq.: quickly, efficiently.
00:18:28.890 --> 00:18:32.880 Bruce Hurwitz: So check references. You have to do your due diligence.
00:18:32.910 --> 00:18:35.220 Bruce Hurwitz: But you can't play games.
00:18:35.940 --> 00:18:49.980 Eric Sarver, Esq.: Right, I suppose that's an interesting answer that I didn't actually think about, but you're right that there are candidates. Now who can schedule five interviews in as much as a six hour period of they take a break between maybe to
00:18:49.980 --> 00:18:54.450 Eric Sarver, Esq.: Get a snack or use the restroom and they back in their computer. Whereas in the past it was
00:18:54.900 --> 00:19:02.880 Eric Sarver, Esq.: Somebody right to the office to shake hands and so forth. And then the trip back and so they had to get dressed up and then get dressed down again. So
00:19:03.210 --> 00:19:07.890 Eric Sarver, Esq.: I think that's an interesting, those, those little nuances. I think are something that
00:19:08.190 --> 00:19:16.380 Eric Sarver, Esq.: Companies might not recognize because they're used to doing business, the old way. So don't wait may have been okay well we had this candidate interview on Monday.
00:19:16.920 --> 00:19:28.380 Eric Sarver, Esq.: We're going to take our time and maybe get back to him on Thursday. What I hear you saying is that there's a little bit more of a necessity for a need for speed, but not carelessness, is that it
00:19:28.470 --> 00:19:29.970 Bruce Hurwitz: Yeah, it has to be efficient.
00:19:30.510 --> 00:19:38.310 Bruce Hurwitz: Right, you have to be efficient is a big believer in reference checking and yes I've received bad References
00:19:39.810 --> 00:19:41.880 Bruce Hurwitz: And you have to talk to the person
00:19:43.230 --> 00:19:50.910 Bruce Hurwitz: Because I can get up and say, Eric was a great employee or I can say, Eric was a great employee.
00:19:51.480 --> 00:20:01.020 Bruce Hurwitz: Huh. And now I know that you want that I wanted to be able to tell, Eric, I said you were a great employee.
00:20:02.100 --> 00:20:05.940 Bruce Hurwitz: The fact that my tone of voice, the second time around.
00:20:07.050 --> 00:20:11.520 Bruce Hurwitz: Set the opposite message that I don't have to tell you, you're right.
00:20:12.210 --> 00:20:14.550 Eric Sarver, Esq.: It's what you pick up in the live conversations that
00:20:14.550 --> 00:20:15.060 Bruce Hurwitz: You don't
00:20:15.390 --> 00:20:29.160 Eric Sarver, Esq.: Pick up on just somebody's email or a message or their, their resume or written letter recommendation or whatnot, which also brings me to a question. Bruce if i and this is interesting, with the disclaimer in place that Bruce is not an attorney, as he mentioned
00:20:30.990 --> 00:20:38.580 Eric Sarver, Esq.: What came to mind for me, one of the things I'm fielding lot of these days are questions from my clients who are companies.
00:20:38.880 --> 00:20:46.830 Eric Sarver, Esq.: About what they can and cannot ask during the hiring process around covert 19 around. For example, if somebody has a pre existing condition.
00:20:47.610 --> 00:20:55.170 Eric Sarver, Esq.: Which, of course, as we know, is off limits. If they have a disability that might make them more prone to coven or if they're in a certain age group.
00:20:55.500 --> 00:21:05.580 Eric Sarver, Esq.: I've had companies come to me and say, I want to make sure that I protect my work with over 60. So, can I ask the candidate how old they are. And the answer is no.
00:21:05.880 --> 00:21:15.180 Eric Sarver, Esq.: It can bring all kinds of age discrimination elements. If you don't give them the job. And so by my question to you do in that light is as a recruiter, are there certain
00:21:16.050 --> 00:21:28.230 Eric Sarver, Esq.: Certain perhaps either questions that are even more off the table. Now, or maybe even some new questions. Additional questions that you recommend that you use in the recruiting process, we can
00:21:28.470 --> 00:21:36.390 Bruce Hurwitz: Give you the answer you were kind enough to come on my podcast and I'm going to now give you the type of answer that I hate to get
00:21:37.320 --> 00:21:40.020 Bruce Hurwitz: I know it's coming. Oh yeah, very
00:21:40.560 --> 00:21:42.960 Bruce Hurwitz: Right, it's no difference, nothing is changed.
00:21:43.230 --> 00:21:50.670 Bruce Hurwitz: Now there are some new insights, for example, everyone as now our receptionist.
00:21:51.750 --> 00:21:52.320 Eric Sarver, Esq.: Hmm.
00:21:53.040 --> 00:22:07.260 Bruce Hurwitz: You pick up your phone and you say this is Eric savers law says, How can I help you, or you could say good morning. Thank you for calling. Eric saver Attorney at Law. I'll maybe of help.
00:22:07.770 --> 00:22:12.750 Eric Sarver, Esq.: And then I would count on the server, and then they would say, oh, sorry about that. I'm just joking. I'm kidding. But, but anyway.
00:22:13.170 --> 00:22:13.680 Bruce Hurwitz: Your name.
00:22:15.090 --> 00:22:18.450 Eric Sarver, Esq.: Happens all the time. No worries happens all the time. Just joking.
00:22:18.630 --> 00:22:19.200 Me.
00:22:20.250 --> 00:22:25.890 Bruce Hurwitz: Now, yes, throw me off. I probably did it to you. So we're even.
00:22:29.220 --> 00:22:36.900 Bruce Hurwitz: When you hear the candidates and how they pick up the phone, because now that's going to be your first interaction. So I'm going to be email.
00:22:37.320 --> 00:22:50.940 Bruce Hurwitz: And now you're going to be even more sensitive because you're calling up as you always would to set up a real interview, but now it's going to be a virtual interview, you're more cognizant of their telephone Man Huh.
00:22:51.960 --> 00:22:55.590 Bruce Hurwitz: So, you know, I've called people at nine o'clock and i know i woke them up.
00:22:56.820 --> 00:23:03.900 Bruce Hurwitz: That tells me something. But there's no new quiet or there's no new question. You can't ask
00:23:04.110 --> 00:23:10.170 Bruce Hurwitz: Her because there is there's no new protected class, to the best of my ability, best of my knowledge.
00:23:11.940 --> 00:23:22.050 Bruce Hurwitz: So no, there's nothing new in that regard. Except there's one question that I now ask for one job but it deals with the qualifications.
00:23:22.800 --> 00:23:37.050 Bruce Hurwitz: And it's not something that goes to disability. It goes to willingness, are you willing to go out into the field position in a field network engineer emphasis on field.
00:23:37.290 --> 00:23:48.810 Bruce Hurwitz: Right. Are you going to go out and meet with clients because there are jobs outside of the medical field. Well, you have to be in physical contact
00:23:49.440 --> 00:24:03.870 Bruce Hurwitz: With the client or with their equipment. Sure. And if you don't want to go, then you know I'm sorry you can't have the job you're fully qualified for it, except for the fact you're not willing to go up. It's not discrimination right not doing it because you're a fill in the blank.
00:24:04.200 --> 00:24:07.470 Bruce Hurwitz: Right, I'm rejecting you because you're not willing to do the job.
00:24:08.190 --> 00:24:16.380 Eric Sarver, Esq.: And I would agree with you in that point. Hundred percent. You've got there's no discrimination in terms of any protected class. It's one of the necessity necessary job.
00:24:16.890 --> 00:24:22.740 Eric Sarver, Esq.: Performance of the job function to duties as required is to be out in the field and so if the person
00:24:23.130 --> 00:24:36.420 Eric Sarver, Esq.: Now some people might on the interview, say, I can go out to the field. Some days than others, and they might ask for a reasonable accommodation request if they haven't presented instability and that can get into a whole other topic around
00:24:37.200 --> 00:24:48.000 Eric Sarver, Esq.: Should the employer given a combination. And that's more of a legal issue around undue hardship. That's, I think, really more of the Employment Lawyers realm. But to your point, I mean all the
00:24:48.480 --> 00:24:57.600 Eric Sarver, Esq.: Questions that you said are pretty much the same. The question you can ask, are still the ones you can ask about right someone's, age or sexual orientation or
00:24:58.410 --> 00:25:08.010 Eric Sarver, Esq.: And save that save have any other type of situation like turn health condition and you can't ask about and what I hear you saying is there are additional
00:25:08.550 --> 00:25:15.120 Eric Sarver, Esq.: I think what I'm hearing Bruce's that you're noticing that there are different queues to look for perhaps now with the pandemic.
00:25:15.510 --> 00:25:24.180 Eric Sarver, Esq.: Maybe do some of our lifestyle changes so calling somebody for example at 9am and noticing. Are they sharpen alert and awake or they
00:25:24.540 --> 00:25:33.810 Eric Sarver, Esq.: Kind of that groggy, you know, frog in the throat just woke up voice kind of answering the phone and it, you know, it brings me to another interesting point here that
00:25:34.980 --> 00:25:39.870 Eric Sarver, Esq.: Normally I think during a recruiting process, let's say, a vetting
00:25:40.620 --> 00:25:53.040 Eric Sarver, Esq.: From what I've seen, talking to colleagues minded recruiting that they often look for say certain red flags and they look for certain positive traits to look for like traits in a person
00:25:53.940 --> 00:26:05.250 Eric Sarver, Esq.: Or the social they personable. I'm just wondering, are there any additional traits you look for now recommend. Like, for example, the ability to be
00:26:05.910 --> 00:26:21.030 Eric Sarver, Esq.: Clear comfortable on video, which may not have been quite as important. Two years ago, but maybe now everything's been done virtually like is that an example today. Are there other other new traits that you recommend employers look for the pandemic.
00:26:21.480 --> 00:26:25.860 Bruce Hurwitz: prospectus just server that it was an excellent point. That is true.
00:26:28.170 --> 00:26:29.700 Bruce Hurwitz: But I have something else.
00:26:30.000 --> 00:26:30.330 Okay.
00:26:33.210 --> 00:26:35.910 Bruce Hurwitz: Yes, it's important, how they
00:26:38.340 --> 00:26:40.920 Bruce Hurwitz: They're on camera persona.
00:26:41.310 --> 00:26:51.180 Bruce Hurwitz: Huh, which won't be valid anymore. Once things get back to normal whatever that's going to be right, but
00:26:52.320 --> 00:27:00.810 Bruce Hurwitz: Can they set up their computer. Hmm. Are they comfortable with the technology. Mm hmm. Or are they panicking. Are they going from their
00:27:01.350 --> 00:27:12.240 Bruce Hurwitz: IPhone to their computer and back again and apologizing. I don't know why it's not working. It's a way to see how comfortable or uncomfortable. They are with the technology.
00:27:13.560 --> 00:27:14.790 Bruce Hurwitz: But there's something else.
00:27:15.300 --> 00:27:15.690 Hmm.
00:27:17.250 --> 00:27:30.540 Bruce Hurwitz: Whatever date it was March 1 April 1 they were laid off spent a long time, and they've done their best to try to find a job. They haven't been successful. None of this is their fault.
00:27:32.250 --> 00:27:34.140 Bruce Hurwitz: But what if they've been doing with their time.
00:27:35.640 --> 00:27:44.220 Bruce Hurwitz: Hmm. Have they been taking a course online. Have they been trying to get some sort of certification.
00:27:46.080 --> 00:27:59.970 Bruce Hurwitz: What have they been doing with their time. That's the question I like to ask. And if they say, I've just been applying for jobs that can be a red light because you want to have an employee.
00:28:01.230 --> 00:28:10.770 Bruce Hurwitz: Who, when they finish the task isn't going to play games on their cell phone, they're going to get up and they're going to be proactive and they're going to go to a colleague and say, how can I help you
00:28:11.520 --> 00:28:16.500 Bruce Hurwitz: Or they're going to tell the boss. I just finished everything. Uh, what's next on the agenda.
00:28:17.790 --> 00:28:21.300 Bruce Hurwitz: So if they're home and they're not employed.
00:28:22.770 --> 00:28:34.890 Bruce Hurwitz: And they're only looking for a job. They're not looking for jobs nine to five. What are they doing to improve themselves if they're not taking advantage of the time to improve themselves. That's my biggest red fine.
00:28:35.640 --> 00:28:40.440 Eric Sarver, Esq.: I think that's an excellent point for us, I think, and I think that even those that may be
00:28:41.400 --> 00:28:47.490 Eric Sarver, Esq.: You know, some of you may have looked at in the past of what people do between jobs. I think that it's especially important now.
00:28:47.970 --> 00:28:56.400 Eric Sarver, Esq.: To see in terms of someone's character in terms of someone's attitude and how they approach life because certainly people have been home with the pandemic.
00:28:56.940 --> 00:29:05.070 Eric Sarver, Esq.: There's the there are certainly online, like you mentioned courses they can take their as lot they can do. So I think I hear what you're saying there. It's a question of
00:29:05.520 --> 00:29:18.300 Eric Sarver, Esq.: What they did or what they didn't do can be very telling into as to, are they the creative type to meet adversity and to know how to say pivot towards a different direction or
00:29:18.660 --> 00:29:24.660 Eric Sarver, Esq.: So I think I if I hear you correctly, it's a matter of the red flag is if it's well I've just been sending out resumes every day.
00:29:25.020 --> 00:29:40.710 Eric Sarver, Esq.: And you're wondering why they haven't shown, maybe a realtor initiative, saying, Well, I've been home and I've had this time so I can pursue let's say instead of degree online or I can find a different course to take to enhance my skill set.
00:29:41.850 --> 00:29:54.090 Eric Sarver, Esq.: It's an interesting red flag. You know, we've got to take a break in a moment. But I think this topic of red flags is important because I think that I wonder if certain traits might
00:29:54.990 --> 00:30:03.900 Eric Sarver, Esq.: Have been a red bait almost give off like a false red flag reading and I'll come back to that question maybe be more specific, when we come back from commercial break. So
00:30:04.680 --> 00:30:14.910 Eric Sarver, Esq.: Stick around. Folks, it's I'm Eric solver from the last Eric. I'm sorry. Employment Law business law attorney. I'm here with executive recruiter career counselor, a career coach candidacy.
00:30:15.750 --> 00:30:23.760 Eric Sarver, Esq.: Author and speech writer get tongue tied there. Dr. Bruce her wisdom to change it legal staffing. Be right back.
00:30:31.290 --> 00:30:31.530 In
00:32:48.870 --> 00:33:04.770 Eric Sarver, Esq.: Welcome back to employment law today here on talk radio NYC. I'm your host Erick sovereign my guest, Dr Hurwitz and I want to make a quick correction that started with her wits from her wits strategic staffing think I may have misspoke. A moment ago. And then for
00:33:04.770 --> 00:33:05.820 Bruce Hurwitz: Cameras. All right.
00:33:05.940 --> 00:33:07.710 Eric Sarver, Esq.: So I just wanted to clear the air there and make
00:33:07.740 --> 00:33:10.140 Eric Sarver, Esq.: Sure. Everyone knows your company because I think you do a lot of good work.
00:33:10.620 --> 00:33:10.920 Bruce Hurwitz: Thank you.
00:33:11.610 --> 00:33:19.590 Eric Sarver, Esq.: You're welcome. My pleasure, sir. So it's speaking about this topic of advising and counseling or guiding your
00:33:20.880 --> 00:33:30.870 Eric Sarver, Esq.: Company's on the recruiting side, we talked about red flags little bit and talked about type of things to look for. I think what I was wondering about Bruce's
00:33:31.560 --> 00:33:44.220 Eric Sarver, Esq.: At from recruiters perspective. Do you see a couple of character traits that might give off almost like a false red flag reading and I can get maybe two quick examples, what I'm thinking.
00:33:44.910 --> 00:33:54.330 Eric Sarver, Esq.: Yeah, so I would love to hear your perspective. So, for example, say, an employee having a job interview in October 2019
00:33:54.930 --> 00:34:04.710 Eric Sarver, Esq.: In someone's office in person. And if that person sitting across the desk from the hiring employer and the candidates not making much eye contact, they're looking like this.
00:34:05.190 --> 00:34:12.360 Eric Sarver, Esq.: You might think that's a red flag person lacks certain social skills or activity and maybe they're shy or uncomfortable.
00:34:12.690 --> 00:34:27.420 Eric Sarver, Esq.: But let's say now fast forward October 2020 and same candidate on zoom might be wanting to look the recruiter in the eye or the employer hiring player in the eye and they're looking at them on the screen that the
00:34:28.650 --> 00:34:36.510 Eric Sarver, Esq.: Not the camera and maybe a second like example of a what I might wonder what might perhaps be a false red flag. Maybe I'm mistaken, but
00:34:37.500 --> 00:34:47.310 Eric Sarver, Esq.: Maybe it's different perspective might be, for example, let's say, let's say there was a Skype or zoom interview. Again, take it back time machines October 2019
00:34:47.760 --> 00:34:57.570 Eric Sarver, Esq.: And it's just done for convenience over Skype or zoom. I know if the person had, you know, two kids in the background arguing or running across the screen or whatnot.
00:34:57.990 --> 00:35:00.990 Eric Sarver, Esq.: You might wonder, that's a red flag. And why didn't they
00:35:01.620 --> 00:35:12.060 Eric Sarver, Esq.: Get you know the kids off to the park or babysitter. Aren't they shouldn't have kids be in school or but now with the kids might be home you know with zoom learning and maybe their schools not open. So maybe it's
00:35:12.810 --> 00:35:23.640 Eric Sarver, Esq.: Not much of a shock to the kids are so are these like these examples on maybe false red flag readings in the light of the covert pandemic, or their different perspective here I'm missing.
00:35:25.740 --> 00:35:33.900 Bruce Hurwitz: A lot answer it this way with with some real incidence term pre covert so your October 2019
00:35:34.530 --> 00:35:35.190 Eric Sarver, Esq.: Both of the day if
00:35:35.430 --> 00:35:46.500 Bruce Hurwitz: I'm interviewing a candidate. I don't remember what the specific job was at the most important quality was being detail oriented.
00:35:48.030 --> 00:35:53.460 Bruce Hurwitz: And this was a probably Skype interview. I don't think I used zoom at the time.
00:35:55.050 --> 00:35:57.150 Bruce Hurwitz: Matter of fact, I don't think zoom existed at the time.
00:35:59.790 --> 00:36:05.220 Bruce Hurwitz: We started off normal pleasantries. Everybody knows exactly how the interview began
00:36:06.330 --> 00:36:16.920 Bruce Hurwitz: And then I said, for this position, you must be detail oriented. Give me an example of a project he worked on which required you to be detailed
00:36:18.120 --> 00:36:19.890 Bruce Hurwitz: And then he started to speak.
00:36:21.510 --> 00:36:22.560 Bruce Hurwitz: Then I looked
00:36:23.760 --> 00:36:28.230 Bruce Hurwitz: At where he was, he was in his bedroom, nothing wrong with that.
00:36:29.250 --> 00:36:33.960 Bruce Hurwitz: The camera was facing his bed, nothing wrong with that.
00:36:35.130 --> 00:36:38.970 Bruce Hurwitz: Except for two things. One, he hadn't made the bed.
00:36:40.140 --> 00:36:47.700 Bruce Hurwitz: And to every picture on the wall was crooked. I don't mean it looks like a Christmas tree. I mean, everything was
00:36:49.380 --> 00:36:59.610 Bruce Hurwitz: There is no way on God's green earth that this guy could have convinced me that he was detail orient because no detail oriented person could stand having the crooked.
00:37:01.260 --> 00:37:07.380 Bruce Hurwitz: Pictures whatever on the wall and no detail oriented person doesn't make their bed.
00:37:08.490 --> 00:37:11.640 Bruce Hurwitz: Right. It didn't matter what he said it was what I saw.
00:37:12.900 --> 00:37:32.400 Bruce Hurwitz: Another time, I had an interview. Uh huh. And the door opens near the end of the interview, his little girl climbs on to the bed this bed was made and everything on the wall was perfectly straight little girl gets onto the bed and she's just watch
00:37:34.980 --> 00:37:42.600 Bruce Hurwitz: And we finished the interview, I asked as they always do. Do you have any questions, I answered as best I could, whatever questions you had
00:37:43.350 --> 00:37:57.840 Bruce Hurwitz: And I said, I have one final question for you. What is the name of your daughter's doc. And he looked at me and said, my daughter doesn't have a dog. Hmm. And I said, what, like this. So he turned around.
00:37:58.380 --> 00:38:01.650 Bruce Hurwitz: And he turns back. He's got a huge smile. If he goes when she kind of a nice
00:38:01.770 --> 00:38:03.360 Bruce Hurwitz: By minutes ago. It's not a problem.
00:38:04.440 --> 00:38:18.780 Bruce Hurwitz: And then instead of running out of the door, you know, she's three years old, since we're running out of the room. He came over to a father, holding her, Doc. He picked her up introduced us. And then he didn't say another word.
00:38:20.040 --> 00:38:31.980 Bruce Hurwitz: And I asked her, you know what her dog's name was and probably asked her what she wanted to be when she grows up and we had a nice conversation without any prompting at all from a phone.
00:38:34.620 --> 00:38:35.610 Bruce Hurwitz: Interview ended.
00:38:37.410 --> 00:38:44.310 Bruce Hurwitz: I submitted him and I'm known for telling my clients everything. The good, the bad, and the ugly.
00:38:44.550 --> 00:38:45.120 Eric Sarver, Esq.: Huh.
00:38:45.360 --> 00:38:59.460 Bruce Hurwitz: It also the cute and this was cute but I decided not to include said to myself, you know, it's not professional, it's got nothing to do with anything. It was well behaved. I mean, there's no red flag here, there's no problem. Sure.
00:39:00.600 --> 00:39:05.790 Bruce Hurwitz: It called me back and I said, Bruce. You know, he is a solid candidate but he's not a star.
00:39:07.020 --> 00:39:20.640 Bruce Hurwitz: As well, there was one thing that I didn't tell you they told the story. I said, you know, she was able to have a conversation without any prompting at all from her father, and she's three years old. I think that tells you something about, uh,
00:39:21.270 --> 00:39:21.810 Huh.
00:39:23.460 --> 00:39:31.140 Bruce Hurwitz: He got the interview because of his daughter and her Sestak I didn't get the job, but they like that they wanted to meet them.
00:39:32.490 --> 00:39:34.500 Eric Sarver, Esq.: So they didn't hire the daughter, they hired him or they get
00:39:34.680 --> 00:39:35.490 Eric Sarver, Esq.: Him rather
00:39:36.150 --> 00:39:41.100 Bruce Hurwitz: Than either, you know, they would have hired the daughter, but under age, you know you lawyers with you.
00:39:41.520 --> 00:39:44.910 Eric Sarver, Esq.: And show you how they did. Sure. Right.
00:39:45.060 --> 00:39:49.770 Bruce Hurwitz: Now, on the other hand. Yeah, when I have an interview now.
00:39:50.250 --> 00:39:50.670 Huh.
00:39:52.410 --> 00:40:00.780 Bruce Hurwitz: And the cell phone goes off and what was the first thing we did, or the last thing I did, and I think the first thing you did was to turn off the phone.
00:40:01.410 --> 00:40:12.690 Bruce Hurwitz: Right, right. You don't want to have to apologize. You know, if it's good to somebody's gonna call you. They're going to call you when you're on zoom interviewing for a job. Sure.
00:40:14.250 --> 00:40:17.670 Bruce Hurwitz: If you can't control your children.
00:40:19.560 --> 00:40:20.430 Bruce Hurwitz: Your spouse.
00:40:22.260 --> 00:40:35.220 Bruce Hurwitz: That can be a sign that if you can't control the people on your most intimate team are you able to control the people on your professional thing. It can be a red flag.
00:40:35.670 --> 00:40:40.470 Bruce Hurwitz: It's not necessarily a red flag. It's also how the person handles it right
00:40:40.800 --> 00:40:43.890 Bruce Hurwitz: If he gets upset, he says, I told them to be quiet.
00:40:45.180 --> 00:40:46.710 Bruce Hurwitz: Right, that's a bad sign.
00:40:47.910 --> 00:40:48.630 Bruce Hurwitz: And it's happened.
00:40:49.170 --> 00:40:56.400 Bruce Hurwitz: On the other hand, somebody else said, I apologize, something might be wrong. Would you mind if I get up and take a look.
00:40:56.850 --> 00:40:59.940 Bruce Hurwitz: Uh huh. Something was wrong. There's no problem.
00:41:01.380 --> 00:41:05.790 Bruce Hurwitz: He's a father first priority is child right. What's your
00:41:07.110 --> 00:41:08.520 Bruce Hurwitz: Problems with that right
00:41:09.930 --> 00:41:14.430 Bruce Hurwitz: The employer didn't have my client didn't have a problem, right, exactly what you should have done.
00:41:14.850 --> 00:41:19.950 Bruce Hurwitz: Mm hmm. So there are, but it also depends on where you're coming from.
00:41:20.730 --> 00:41:24.990 Eric Sarver, Esq.: Right here say something's bad, I can say it doesn't matter. It's fun.
00:41:25.770 --> 00:41:36.330 Eric Sarver, Esq.: Right. And it's interesting point too, because I think there are situations that might come up more frequently. Now, I mean any of us who have that say been on a networking or a business call
00:41:37.020 --> 00:41:45.810 Eric Sarver, Esq.: On zoom may have seen the child, you know, zoom bomb the three year old the background that comes in, but know what I hear you saying if I'm hearing correctly, is that
00:41:46.260 --> 00:41:54.750 Eric Sarver, Esq.: Even if these are unusual times and maybe some circumstances might be a bit more unusual like you know kids at home, and so forth.
00:41:55.080 --> 00:42:08.670 Eric Sarver, Esq.: That what what I hear, perhaps, maybe I'm hearing that you might look at how does that person handle situation. So for example, if they recognize. Hey, you know, I've been talking to you. Bruce for the last 40 minutes let's say, and they
00:42:09.540 --> 00:42:20.670 Eric Sarver, Esq.: Realize you know what I've been looking at you on the screen and I, I'm not at the camera because that's how I'm trained to look people in the I'm in my craft TechCrunch into account.
00:42:20.910 --> 00:42:25.680 Bruce Hurwitz: I get that. That one really doesn't bother me because I'm guilty of it too.
00:42:26.010 --> 00:42:31.650 Bruce Hurwitz: I know I'm supposed to be looking a little bit to the right of the of the white on the top of my computer.
00:42:32.040 --> 00:42:34.080 Bruce Hurwitz: But I'm looking at you. It's just natural.
00:42:34.440 --> 00:42:39.840 Bruce Hurwitz: Yeah, and you know, so if that's the reason you want to hire me. God bless. I don't want to work.
00:42:40.020 --> 00:42:40.410 Eric Sarver, Esq.: Right.
00:42:40.860 --> 00:42:42.030 Eric Sarver, Esq.: And I think that's what I was getting
00:42:42.390 --> 00:42:46.860 Bruce Hurwitz: Person cut, you know, I've been on zoom networking
00:42:48.000 --> 00:42:51.210 Bruce Hurwitz: Meetings and a child came in.
00:42:52.740 --> 00:42:54.180 Bruce Hurwitz: pushes the child either way.
00:42:54.570 --> 00:42:55.410 Eric Sarver, Esq.: Hmm. Wow.
00:42:55.950 --> 00:42:57.840 Bruce Hurwitz: No, I'm sorry. Right.
00:42:59.520 --> 00:43:02.220 Bruce Hurwitz: I don't have to do oh one on one.
00:43:02.280 --> 00:43:06.720 Bruce Hurwitz: With this guy now know everything. I want to know about him and I don't want to have anything to do with
00:43:07.440 --> 00:43:11.250 Eric Sarver, Esq.: It those little things that we look for. You know what I hearing you is
00:43:12.000 --> 00:43:20.070 Eric Sarver, Esq.: Attention to detail in terms of human beings, how they interact the subtle things like, for example, the person with the bedroom with the picture is crooked in the bed. Not need
00:43:20.460 --> 00:43:26.280 Eric Sarver, Esq.: And I think that's an important trait for anyone in recruiting. You know, it's funny when you said that about the person pushing the
00:43:26.730 --> 00:43:32.190 Eric Sarver, Esq.: Child out of the way, reminded me of before I was married. Back in the days of dating when, how would
00:43:32.670 --> 00:43:43.020 Eric Sarver, Esq.: You know, the woman, I'd meet their date treat the restaurant staff. Let's say if the waiter forgot something. Did, did that and I'm sure it applies to women who date men or or whoever day to remember
00:43:43.080 --> 00:43:50.460 Bruce Hurwitz: You also applies for employee for candidates who are taken to a restaurant with a boss.
00:43:50.550 --> 00:43:54.000 Bruce Hurwitz: Right and see how and that's exactly what they're looking for.
00:43:54.570 --> 00:43:59.970 Eric Sarver, Esq.: Right, and I think even though maybe there are less now candidates going out to lunch with their
00:44:00.660 --> 00:44:10.350 Eric Sarver, Esq.: Recruiters but there's definitely that so I hear that that interesting point that there is still, even if the circumstances change and the red flags. What I hear more about
00:44:10.830 --> 00:44:18.570 Eric Sarver, Esq.: How people respond to situations around them. What are the subtle cues you look for as an interesting point. I think it's something that
00:44:19.620 --> 00:44:27.990 Eric Sarver, Esq.: People out there and maybe let's say a company that's hiring, but maybe they don't perhaps have the resources yet to hire recruiter, maybe they'll be growing and they'll
00:44:29.190 --> 00:44:33.060 Eric Sarver, Esq.: Be, you know, reaching out to you in the future, or maybe they actually will recognize that
00:44:33.420 --> 00:44:44.070 Eric Sarver, Esq.: The cost of hiring a poor fit to be expensive to their business. So it's worth it to hire a recruiter, so I shouldn't really assume that a small company or business wouldn't use your services, but
00:44:44.490 --> 00:44:51.060 Eric Sarver, Esq.: Good to know that you're looking out for those things. We have another commercial break might have a time flies when we're having fun doesn't
00:44:51.060 --> 00:44:59.310 Eric Sarver, Esq.: It when we get back. I'd like to maybe explore a little bit of the candidate side of the equation. Maybe Bruce can talk about some of the
00:44:59.670 --> 00:45:12.300 Eric Sarver, Esq.: advice or guidance. He's giving too anxious candidates out there and maybe a message of hope. So stick around, folks. Again, American solver from the last Eric. I'm sorry. I'm here with Dr. Bruce Hurwitz
00:45:13.560 --> 00:45:20.700 Eric Sarver, Esq.: Recruiter career counselor and speech writer. We're here on talk radio NYC and employment law. Today we'll be right back.
00:45:23.880 --> 00:45:24.720 Eric Sarver, Esq.: talk radio
00:47:43.530 --> 00:47:56.130 Eric Sarver, Esq.: Take two Welcome back folks, I'm Eric solver from last year. I'm solver also host of this weekly show employment law today 5pm to 6pm on Tuesday evenings. I'm here again with Dr. Bruce Hurwitz
00:47:57.210 --> 00:48:06.510 Eric Sarver, Esq.: From her wits strategic staffing and we've been talking a bit about Bruce and I've been talking about the recruiting side of things, looking at
00:48:06.990 --> 00:48:12.630 Eric Sarver, Esq.: Red flags and looking at patterns and trends and what's come across to me is interesting enough, is that
00:48:13.140 --> 00:48:21.360 Eric Sarver, Esq.: A lot of things while I think may have changed in the pandemic, some of the basics fun I'm hearing almost stay the same terms of
00:48:21.780 --> 00:48:26.940 Eric Sarver, Esq.: Traits people have and how they manifest those traits terms of responsiveness to
00:48:27.360 --> 00:48:35.370 Eric Sarver, Esq.: Outside stressors or preparation or predictive preparation for an interview, which I think can be some very good news for
00:48:35.730 --> 00:48:44.700 Eric Sarver, Esq.: companies out there that might be wondering if it's a complete game changer when they're interviewing and then also heard us talk about some change of course that
00:48:45.120 --> 00:49:02.610 Eric Sarver, Esq.: For example, questions about whether an employee or rather a candidate is willing to go into the field. Is there an employee some of that may not have been such a hot topic on the radar and recruiting, say, a mere 10 months ago. Um, so with that note, I'd like to address the
00:49:02.910 --> 00:49:05.490 Bruce Hurwitz: Can I may interrupt you, just for a moment, please.
00:49:05.580 --> 00:49:12.270 Bruce Hurwitz: Oh, please. Yes, because there's another red flag that I thought of because what happened during the break. Okay. This is why
00:49:13.290 --> 00:49:14.220 Bruce Hurwitz: And a
00:49:15.570 --> 00:49:30.330 Bruce Hurwitz: An interview is also done live somewhere recorded some are not. And things go wrong. You get tongue tied. I miss pronounce your name you miss pronounce the name of my company or neither one of us started to sweat.
00:49:31.350 --> 00:49:51.120 Bruce Hurwitz: We're listening to the commercials and all of a sudden we both hear your voice and we have the same sort of facial reaction. You didn't go apoplectic I'm paying money to advertise. I'm not paying money to advertise on my own show. You say it's not, no one died.
00:49:52.230 --> 00:49:59.520 Bruce Hurwitz: It's real life you get tongue tied if the person starts obsessing over it, that's a red flag.
00:49:59.910 --> 00:50:01.770 Bruce Hurwitz: Hmm, I apologize for interrupting.
00:50:02.610 --> 00:50:10.830 Eric Sarver, Esq.: No, that's okay. Actually welcome and welcome interruption. I think it's a very good point to make, you know, one thing I found during the show is that
00:50:11.730 --> 00:50:22.560 Eric Sarver, Esq.: If something goes a little right. It's just, again, a sign of our just our, our humanity. You know that. We're human. We're no imperfect and I think you're absolutely right, you know, to be able to
00:50:23.820 --> 00:50:26.460 Eric Sarver, Esq.: You know, acknowledge something and keep it moving. Whether it's a
00:50:27.240 --> 00:50:42.150 Eric Sarver, Esq.: mute button that isn't working, or I know I think last week, a little bit of a microphone issue which I think thankfully has been a beta not been a problem tonight so far. Knock wood. So thank you. Bruce for that observation. And so with that,
00:50:43.230 --> 00:50:51.330 Eric Sarver, Esq.: Why don't we keep that tone GOING THAT SORT OF REASSURING tone, if you will. And can you speak to any of the potential candidates out there listening.
00:50:51.330 --> 00:51:00.930 Eric Sarver, Esq.: This evening to this show what what kind of advice might you give will kind of them hopeful message. Maybe if any to those that are looking for work during the pandemic.
00:51:01.920 --> 00:51:08.700 Bruce Hurwitz: I had originally 10 things I wanted to share. Now I have a weapon because you gave me
00:51:09.210 --> 00:51:25.020 Bruce Hurwitz: You said something that reminded me so I'm going to go through, if I may, all of them quickly. And you can decide what you want me to focus on the first is when I would call candidates to set up interviews I can't do it doing work.
00:51:26.370 --> 00:51:40.560 Bruce Hurwitz: Now, that's not a problem, they're at home, they may be working but they're working virtually so they can take the call and they can turn off their computer, turn off zoom with for their employer.
00:51:41.160 --> 00:51:49.140 Bruce Hurwitz: And have a zoom session with me and zoom interview with me. So that's one new thing that's to the benefit of the candidate.
00:51:50.130 --> 00:51:59.040 Bruce Hurwitz: The second thing is everybody's unemployment, it's not your fault, not going to be held against you. You don't have to worry about it. You got laid off. You weren't fired
00:51:59.430 --> 00:52:01.680 Bruce Hurwitz: Hmm. Next.
00:52:04.320 --> 00:52:13.110 Bruce Hurwitz: A lot of people lack confidence. I get a lot of career counseling clients who come to me even senior especially ironically senior level people
00:52:13.500 --> 00:52:34.530 Bruce Hurwitz: Who say their problem is they lack confidence going into an interview. Well, you can practice and now you could practice with a friend and have the friend asked questions and you that way. You know, you, the more you rehearse the better you become, the more confidence you have
00:52:36.930 --> 00:52:56.370 Bruce Hurwitz: Now one of the things that we can't do anymore is to shake hands and the handshake was always very important. It's the first tactile contact you have if you give someone a firm handshake, it sends the message of confidence if you give them a dead fish hand shake
00:52:57.660 --> 00:53:02.820 Bruce Hurwitz: Exact opposite or the one I really dislike is the fingertip handshake. Right.
00:53:04.410 --> 00:53:15.270 Bruce Hurwitz: October 2019, you could say I'm mature homophobe I don't like shaking hands. And for me, that's fine, right, religious, and I don't say can't. That's fine, no problem.
00:53:16.260 --> 00:53:25.950 Bruce Hurwitz: But you're going to shake hands shake hands. Now you can't shake hands, right, you can in a different way. You make sure you're one of the first on the zoom call
00:53:27.090 --> 00:53:29.370 Eric Sarver, Esq.: Your rival. Hmm.
00:53:30.420 --> 00:53:36.810 Bruce Hurwitz: Now, it doesn't matter, real life or zoom you gotta show up.
00:53:38.520 --> 00:53:57.510 Bruce Hurwitz: From my perspective, though it's a lot better when somebody stands me up and I'm in my office that when somebody sends me up. And I've gone all the way into Manhattan to meet with them. Sure. So it's aggravating but it's a lot less aggravate the background. We both have real backgrounds.
00:53:58.590 --> 00:54:09.660 Bruce Hurwitz: These are real books. That's a real wall. If you have a virtual background could be sending the saw signal that you're signing that you're hiding something.
00:54:10.800 --> 00:54:13.740 Bruce Hurwitz: Napster your mannerisms everything
00:54:15.960 --> 00:54:16.740 Bruce Hurwitz: Is magnified.
00:54:17.850 --> 00:54:19.260 Bruce Hurwitz: You've got to be careful.
00:54:20.280 --> 00:54:30.480 Bruce Hurwitz: What you're doing with your hands because it's not the same in real life. We spoke about your phone voice. You're now the receptionist. It's the same thing on the call.
00:54:34.050 --> 00:54:34.860 Bruce Hurwitz: What do you wear
00:54:36.450 --> 00:54:51.000 Bruce Hurwitz: Now I've had people come in come out with a tie. Women are always dressed professionally. Sometimes a guy I'll put on a tie and a jacket and I say, I know you're at home. Thank you for the effort. Make yourself comfortable.
00:54:52.920 --> 00:54:53.550 Bruce Hurwitz: Then
00:54:55.620 --> 00:55:00.870 Bruce Hurwitz: It also goes to confidence, you're on your home turf, you're not in the
00:55:02.730 --> 00:55:03.540 Bruce Hurwitz: Employers
00:55:04.770 --> 00:55:08.460 Bruce Hurwitz: Conference room so that should make you a little bit more relaxed.
00:55:10.140 --> 00:55:33.540 Bruce Hurwitz: What we talked about earlier. What are your children, your spouse doing, and does that speak to respect or lack of respect control lack of control. And finally, I've actually had a couple of career counseling clients who believe they were discriminated against because they were to attract
00:55:35.880 --> 00:55:46.800 Bruce Hurwitz: And now it doesn't matter because it doesn't matter how good looking, you are. It's always been. I'm sure it must happen to men but it's all for my case it's always happened with women.
00:55:48.960 --> 00:56:02.070 Bruce Hurwitz: There a flame and the mosques are always finding excuses to come around and some bosses know how to handle it and some don't. And some woman know how to handle it. It's something that's no longer a reality and
00:56:02.640 --> 00:56:03.780 Bruce Hurwitz: My 11 points.
00:56:04.860 --> 00:56:11.730 Eric Sarver, Esq.: Excellent point to make. We have about a minute to end. So I want to just give you a chance to actually like to share my screen.
00:56:11.970 --> 00:56:13.470 Eric Sarver, Esq.: And see if I
00:56:13.530 --> 00:56:20.430 Eric Sarver, Esq.: Get this correct here the right screen want to share your contact information with our audience. So one of the time to thank you so much for appearing tonight.
00:56:20.820 --> 00:56:28.290 Eric Sarver, Esq.: Those 11 points really think we're very spot on. I think it was a great takeaways for candidates and
00:56:28.620 --> 00:56:36.030 Eric Sarver, Esq.: If we had another half an hour. I would definitely get into a couple of those with you to further flesh them out and talk about them, but I think it's just
00:56:36.570 --> 00:56:53.820 Eric Sarver, Esq.: To leave off on that, on that note with those helpful resources, those tips, which again is not legal advice or tips are really helpful. So I want to thank you very much for appearing on the show. Now, but I'd like to do is like to share my screen. Can you all see my screen right now.
00:56:55.530 --> 00:56:56.160 Eric Sarver, Esq.: Does anybody see
00:56:57.360 --> 00:56:57.900 Eric Sarver, Esq.: There is a
00:56:58.290 --> 00:57:09.510 Eric Sarver, Esq.: PhD. Yep. Okay, so good. I did this correctly. Okay, great. Few sigh of relief there. So for those watching listening tonight, you can find us live on.
00:57:10.500 --> 00:57:18.300 Eric Sarver, Esq.: Talk to that and we NYC Facebook page or you can find us on the website WWW dot Twitter dot NYC.
00:57:18.720 --> 00:57:26.760 Eric Sarver, Esq.: Tune in weekly Tuesday nights 5pm to 6pm Eastern Standard Time. Once again, I was here tonight joined by my guest.
00:57:27.150 --> 00:57:32.970 Eric Sarver, Esq.: Bruce A Hurwitz and here's his information if you want to contact him President her with strategic staffing
00:57:33.720 --> 00:57:45.330 Eric Sarver, Esq.: His email address and phone and that will be part of the files now recorded so people can see it. Let me stop the screen share so I can just look Bruce in the eye and by that I mean look into the camera.
00:57:45.810 --> 00:57:50.100 Eric Sarver, Esq.: And say prison. A pleasure. Once again, thank you as always a pleasure.
00:57:50.700 --> 00:57:57.090 Bruce Hurwitz: Thank you for the You're most welcome. And I thank you. This has been my pleasure and I wish you the best of luck with the podcast.
00:57:57.480 --> 00:58:04.950 Eric Sarver, Esq.: Thank you. All right, and so we're going to be taking a break right now. Wrapping up to the next week at 5pm to you, employment law today.
00:58:05.430 --> 00:58:15.210 Eric Sarver, Esq.: And talk radio. The NYC once again America solver business loan employment law Attorney at Law Fs, Eric. I'm sorry if you have business law employment issues. I'm happy to help you.