0:00

Hi.

0:00

I am Rashan McDonald host the weekly Money

0:03

Making Conversation Masterclass show. The

0:05

interviews and information that this show provides

0:07

off for everyone. It's time to stop reading

0:09

other people's success stories and start living

0:11

your own. I'm here to help you reach your

0:13

American dream. Let's keep listening. My

0:16

guest today is the founder and president of the Roster

0:18

Group, a nationally recognized, certified

0:21

black owned professional staffing firm. They

0:23

provide the verse top talent for both the public

0:26

and private sector. Please welcome the Money

0:28

Making Conversation Masterclass. Ken

0:30

Tumpton. How are you doing, sir?

0:32

How you doing, Miss McDonald?

0:33

How's it going really greatly? Good?

0:35

Now? Founder and president of the Roster

0:37

Group, Please give us some background on that

0:39

company.

0:40

Yeah, the Roster Group actually

0:42

started back in two thousand and one. We're

0:45

an executive search and professional staffing

0:47

company. We've been in

0:49

business since

0:52

two thousand and one. The company

0:55

actually recruits senior

0:57

love executives. In addition to working

0:59

in staff, we

1:01

recruit physicians, nervous ancillary

1:04

staff in the healthcare space

1:07

within the federal government as well. And

1:09

then we also have commercial you

1:12

know, business as well. So we're

1:15

we're basically a company

1:17

that specialized in

1:20

various different things. On the executive search

1:22

side where boutique executive search. And

1:24

then on the staffing side, we do

1:27

the staffing in the healthcare space

1:29

as well.

1:30

Now nationally correct, nationally

1:33

correct when you said the word recruit. Now,

1:35

how does an individual who has

1:38

a resume or job skill set

1:40

that you are looking for get in touch

1:42

with you?

1:43

Yeah, so various different ways.

1:45

I mean, you know, of course website, you

1:47

can always go to our website and upload

1:50

your resume and we'll put that information into

1:52

our database. One

1:54

of the things with Royster is

1:56

that you know, we're We're

1:58

not a your typical staffing companies,

2:01

So it's not like you can walk in off the street

2:03

and and and basically kind of we'll

2:05

put you in the database and what have you. A

2:07

lot of the positions that we uh

2:09

work on are more so seasoned

2:12

positions. And what I mean by that is is

2:14

that the positions are you

2:16

know, you know, so for an example, if you're a physician,

2:19

you know you got to have you know, you've got to

2:21

be certified in different clinical

2:24

skill sets and things of that nature. And

2:26

then on the executive search side, you

2:29

know a lot of our clients look for seasoned

2:31

professionals, so you know, roughly about

2:33

seven to eight, maybe ten years

2:36

out and what have you. So, but

2:39

you know, Royster, we partner with

2:41

a lot of different other you

2:43

know companies, diverse companies at

2:45

that, whether they be minority owned or

2:49

you know, woman own or what have you. And

2:51

we're constantly you know, sharing

2:54

you know, profiles, resumes with those individuals

2:57

that I think would be a good fit

2:59

for other companies and uh, positions

3:02

that other companies are working on.

3:03

So let me get just straight. We're watching you in an executive

3:05

search and do your staff and healthcare

3:08

correct?

3:08

Correct?

3:09

Cool? Now let's look at the executive search

3:11

part of it.

3:12

Yeah.

3:12

Now, when you say executive, we talk about C C

3:15

suite.

3:15

Yeah, So we work at the C suite all the

3:17

way down to the director level. So

3:21

so for an example, you

3:23

know companies we we've worked with,

3:26

you know, home Depot, We've worked with Burke

3:29

Pharmaceuticals, we work with Pvisor and

3:31

some of the other you know, different companies

3:34

that that are out there. And

3:37

these positions basically are

3:39

more more so at the VP you

3:42

know, director VP or C level

3:45

type positions, so you

3:47

know, more more more season like

3:49

I mentioned to you more you know, more

3:51

season, more

3:53

experience. They manage a

3:56

portfolio of individuals, whether

3:58

it be one hundred to a

4:01

thousand individuals up to you

4:04

know, like I said, that particular

4:07

skill set with the management of people, but then

4:09

also a portfolio, whether it

4:11

be you know, a ten million dollar portfolio

4:14

all the way up to fifty million dollar for So, let.

4:16

Me ask you this can at the Roster group,

4:18

okay, because I'm a stand on the executive

4:20

right now, because now I'm going to get to the staff and in

4:22

the healthcare.

4:23

Yeah, I'm an individual.

4:25

How do I find your company and how do I

4:27

feel the company has the value of

4:29

the potential to create placing it for me in

4:32

that suite because you said all the way up

4:34

to director, all the way up to the VP level,

4:36

right.

4:37

Yeah, So let me explain So executive

4:39

search and I think a lot of individuals sort of don't

4:42

understand how executives work.

4:45

We are what they call a retain executive

4:48

search firm. So we work for the

4:50

client. Right, So the client

4:52

will come to us and

4:54

say, hey, can or Royster,

4:57

we want you to find us a VP of HR.

5:00

We we put everything together,

5:02

whether it be a pipeline of candidates that we've

5:05

worked with in the past, or

5:07

we will you know, kind

5:09

of put a marketing campaign together to go out

5:11

and find that VP of HR, you

5:13

know, for for the particular client. There

5:16

is another side of search. It's

5:18

called contingency, right. Contingency

5:22

search is where a company

5:24

will work with a client they

5:26

will only get paid once

5:28

they make a placement. Right,

5:31

so there's no skin in the game

5:33

with the client being in contingency.

5:36

Now, you know, contingency is

5:38

great work and great business. However,

5:41

Royster, we work strategically

5:44

with our clients because they give

5:46

you know, the fees are paid upfront to

5:48

some extent. So we build you know,

5:51

in certain categories like a third,

5:53

thirty and a third, and they pay us,

5:56

you know, based on the types

5:58

of candidates that we provide.

6:00

Okay, cool, now that's great.

6:01

Now let's slide over to the staff in the healthcare

6:03

where I'm sure a lot of my call is not saying

6:05

we don't have a lot of the people who listening to my

6:08

show wouldn't fall under the executive

6:10

level.

6:11

But like my sister in law, she's.

6:12

A nurse and so been

6:15

in that healthcare field and have a number of friends in

6:17

that healthcare field, talk about

6:20

how does one find out

6:22

about Russia other than the website

6:24

that like, she's based in Houston, Texas

6:27

and you are national staffing from how

6:30

could she take advantage of what

6:32

the services that your company offer.

6:35

Yeah, so we we advertise

6:37

constantly the company basically,

6:40

like I said, you know, one particular aspect

6:42

of it, we're have a you

6:44

know, our website basically advertised

6:46

all the positions that were all the positions okay,

6:48

yeah, all the positions that we're recruiting for

6:52

Royce. We participated in a lot of different

6:55

conferences, you know, so at

6:57

different conferences and things of that nature, whether

6:59

it be antithesiology conference

7:02

all the way down to occupational health

7:04

conference or what have you. So we're ten all of

7:06

these different conferences. And then also

7:08

it's word of mouth. You know, we've

7:11

i would say since ye know, we've

7:13

been in healthcare for about fifteen

7:16

plus years, and so we have a lot of

7:18

friends of the firm and basically

7:21

we get a lot of referrals just from people

7:23

that you know, that we've worked with in the past.

7:25

Now that makes you the kaim What are some of the hot

7:27

jobs you know, if they're all popular

7:30

jobs. You know that everybody's trying to get

7:32

or somebody's trying to hire.

7:34

And I'm not saying they don't.

7:36

Everybody is employable, but

7:38

there are some hot ticket jobs that you want to keep

7:40

on your roster because you get the calls on these

7:42

jobs live audience known.

7:44

Yeah, healthcare is always going to

7:46

be hot. I don't care,

7:48

you know, I wouldn't tell you, but yeah,

7:51

And the reason for that is because our population

7:53

is getting older, right, the

7:56

population baby boomers are retiring,

7:58

they're getting older, and so they're going to need that

8:00

support services, uh to help

8:02

them get by. I mean, just like you and I

8:05

who had older parents and

8:07

we've helped them. You know

8:10

that that service. We can't do

8:12

everything right, and so we're

8:14

going to So the support services in

8:16

health care is going to be huge. I

8:18

think they say there's

8:21

a a National Institute

8:23

of Health said it best a diverse nation

8:25

calls for a diverse health care health

8:27

care force. That's why

8:29

the portions of efforts and is

8:31

dedicated in the healthcare secretum,

8:34

meaning that you know, regardless

8:37

of skin color, where you come

8:39

from, what have you, you know, there's

8:42

we're gonna need those services

8:44

to help. Uh. You know, as

8:46

our population get older, you

8:48

know, medical schools aren't putting out physicians

8:52

like they used to. Nursing is

8:54

still tough. A lot of our nursing nurses

8:57

have got burned out in healthcare,

8:59

and so we are now looking

9:02

at, you know, a shortage in healthcare across

9:04

the board.

9:05

Let me there's here this because I was I

9:08

was interviewing the person about a year ago and

9:10

I said, growing up, I

9:12

said, where did all these old people come from?

9:15

You know, because you.

9:15

Know, you know what I'm saying, King, we were growing

9:18

up, we see all

9:20

these old people, you know, you

9:22

know, we just they just went away. And so

9:25

now as we grow older and

9:27

we plan for retirement, we forget

9:30

to plan for our parents' lifestyle,

9:34

right, So, and that starts eating the way into

9:36

the budget. And so when you talk about that

9:39

age group that we have to take care

9:41

of, that's what you're talking about, right. Absolutely,

9:44

there's an age group that we didn't see thirty

9:46

years ago that now is living a life into

9:49

eighties and nineties comfortably. Like President

9:52

Jimmy Carter just celebrated his one hundred birthday.

9:55

Okay, yeah, absolutely, you know it

9:57

was interesting. So a lot of and

10:00

I know this is a bit morbid, but you

10:02

know, I'm starting to

10:04

understand. I realized that as

10:07

we get older and older, could be

10:09

you know, seventy five plus

10:11

and have you right, you

10:14

know, that's when you start

10:16

tapping into retirement and things of that

10:18

nature. But seventy five is

10:20

sort of kind of that that age where I

10:22

think that there's that it's that benchmark

10:25

where we are old, right,

10:27

right, So you

10:29

know, and and I look at it like this. You

10:32

know, I grew up in government housing, so my parents

10:34

were extremely young. They

10:37

you know, they they grew up with

10:39

four Yankee boys in government

10:41

housing growing up. I think my mom she

10:44

was seventeen when she had my brother. My dad

10:46

was eighteen. So we grew up with our parents.

10:48

So my parents are you know, unfortunately my mom passed,

10:50

but my dad is still

10:53

you know, he's in his seventies.

10:55

Yeah, right, eating

10:58

barbecue.

11:00

So so I think that honestly,

11:02

you know, when when we consider old,

11:04

it's it's you know, I look at it, and of

11:07

course I'm thinking, okay, man, I'm

11:09

like, well, my parents used to be when with

11:11

with you know, back in the day, but you.

11:12

Don't look like your parents. That's the whole key.

11:15

That's the whole key. I go, I mean my

11:17

dad, now I was I remember my dad at this age.

11:19

He didn't look like me at this age because

11:22

we have a different sense of consciousness, you

11:24

know, and health care awareness, you

11:26

know. We you know, like like I got

11:28

a blood pressure machine now, you know, I check my blood

11:30

pressure myself.

11:31

I'll have to go to the doc.

11:32

You know.

11:32

I got a.

11:33

Bluetooth to my phone, so I know now.

11:36

But you know, when you talk about the healthcare, you talk

11:38

about your business that you're developing. One

11:40

thing that popped out to me was the word certified

11:43

Black owned Professional staff can

11:45

company. Why is it important that you

11:48

in part of your bio, part of your

11:50

resume, you're saying that you're a certified Black

11:52

owned professional staff firm.

11:54

Well, so I'm gonna be I'm gonna be very

11:56

transparent with you. You know, when as

11:59

a minority business is they

12:01

tell you that you got to get certified, You've got to get

12:03

certified because what typically

12:05

happens is that the companies want

12:07

to capture that spin for

12:11

for minority owned businesses. I'll

12:15

be honest with Unfortunately, I

12:20

hate that that sort of kind of tack line

12:22

because I don't think I need to be

12:24

certified to compete. Right. The

12:27

reason why we get certified is because

12:30

it gives us the license to hunt right

12:33

businesses, you know, Fortune five

12:36

hundred company businesses. They want to

12:38

make sure that you know, we're capable

12:40

or that we have the capacity to do

12:43

business with them. And I

12:45

could see that because some businesses

12:47

that don't have that capacity,

12:50

once they get the contract, then you know,

12:52

it's it's to some extent, it's

12:54

very easy to get the contract, but it's

12:57

pretty hard to execute on the contract.

12:59

Right, you got to keep the business.

13:01

And so people are in trusting

13:03

you know, minority owned businesses to do the work

13:05

and what have you. Unfortunately, we

13:08

have to be we have to get that stamp

13:10

of approval, you know, through all of these

13:13

different organizations like NMSDC

13:15

or E Bank or the

13:18

l g B t Q certifications, and will

13:20

have to say that hey we can do

13:23

you know, we can we can't compete

13:25

and we can't do the work. My

13:28

take is that I don't mind

13:30

being certified as the black owned businesses, but

13:32

I just don't want that to be my you

13:34

know, sort of kind of you know, when I walk

13:37

into the door, Hey, I'm minority own give

13:39

me work that ain't gonna happen, right, but

13:42

but but it does give you some kind

13:44

of legitimacy and that

13:47

capacity to say, hey, if you

13:49

give us this work, we can do the work

13:52

with without any hesitation or

13:55

without any risk.

13:57

Okay, here's the quick question I want to ask,

13:59

because see, I am a black certified

14:01

or African American certified more in

14:03

the company with the Jordan Minorities Supplier

14:05

Development Council, which is a

14:08

feeling of the National Minority Supplier Development

14:10

Council. And what people don't realize

14:12

is that you know, they're big companies

14:14

out there. They're the white corporations that

14:17

they got all the business

14:20

I cannot get in front of. I

14:22

can't get in front of them because they already got their business.

14:25

And so what some of these certifications

14:27

allow us to do at least allow these

14:30

companies that have these relationship

14:32

with these powerful firms to

14:34

listen to me, listen to.

14:35

My story, hear my story,

14:38

and I have.

14:39

To make my story so compelling that it

14:42

said, you know some I'm glad

14:44

you're sitting in front of me. And it's it's

14:46

called business relationship. And people don't understand

14:48

it just like you. I don't want to be a minority

14:51

owned company, But if that's going to allow

14:53

me to have a conversation with a company that

14:55

would not listen to me because they

14:57

already got the relationship with the company because

15:00

it's a fortune five hundred in

15:02

my case is marketing and branding, so

15:05

in your case is staffing. You know, they are super

15:08

charged staffing agencies out there that could crush.

15:10

You because they are so big.

15:12

If you the certification that a lot

15:14

of people are really under attack and

15:16

talking about, you know, doing us favors

15:19

and talking about that's not fair.

15:20

What if I was white?

15:21

That's not fair to us because we're not

15:24

saying that we're asking for any favors. We're

15:26

just trying to get introduced in

15:28

that environment.

15:29

Am I wrong? In santos Kens.

15:31

Please don't go anywhere. We'll

15:33

be right back with more money Making Conversations

15:35

Masterclass. Welcome

15:42

back to the Money Making Conversations Masterclass

15:45

hosted by Rashaan McDonald. Money

15:47

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15:49

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15:59

No you're not, because I mean, you know, we

16:01

we want, we want to chair at the

16:03

table, right and so I think

16:05

that you know, being certified gives

16:08

us that that relationship. Now, these organizations

16:11

like n M, s c C, GMSDC, WE

16:13

banking, some of these other organizations,

16:16

what they do is give us that entree,

16:19

right otherwise that we wouldn't have We

16:21

wouldn't have U we wouldn't have had As

16:23

you know, miss McDonald, you know, these

16:26

organizations are under attack right now,

16:28

and so I

16:30

I am a bit concerned

16:33

about, you know, the future of minority businesses

16:35

and where we're you know, and and where are

16:38

where are we going to be you know, putting our stake

16:40

in the ground, uh, due to the fact

16:42

that these organizations, due to the fact these organizations

16:45

are under attack. But to your point,

16:48

you know, they, you know, these

16:50

certifying bodies definitely

16:53

gives us that that seat at the table.

16:56

Otherwise that we wouldn't have gotten. And

16:58

so I do agree with you on that. I

17:00

mean, I believe in the certification

17:03

process. I endorse it. I

17:05

tell you know, businesses that I mentor

17:07

Hey, first thing you need to do is go get certified,

17:10

because if you're trying to knock on the door

17:12

of a you know of an IBM or

17:15

in the video or what have you. First to

17:17

say, are you certified? Right?

17:19

Exactly right?

17:20

You know, unfortunately fortunately or unfortunately

17:23

right. But but but these

17:25

organizations definitely because you know, one

17:27

of the things that they do allow

17:29

us to do is we get the names of their

17:31

supplied diversity managers and their

17:33

staff and what have you. And these supplied

17:36

diversities individuals are advocates

17:38

for what we do as business

17:40

minority business owners. So, you

17:42

know, so we get those names, they interest

17:45

introduce us to you know, their their

17:47

clients that they support within their organizations,

17:50

and hopefully you know, it lands

17:52

into opportunities, you know, for for

17:54

for minority business owners.

17:56

I'm telling the Candies the founding president of the Roster

17:58

Group, a nationally recognized, certified

18:01

black owned professional staffing firm. They

18:03

provide the verse top talent for both the public

18:05

and private sectors executive search

18:08

as well as in the healthcare staffing

18:10

area. Well, the thing I wanted to

18:12

bring up before we move on for this is that these

18:15

organizations they do like business matchmaking.

18:18

They'll put us in the position we have to upload

18:21

all our information to the portal and

18:23

then we can sit down and talk to companies

18:25

we may not. Might talk to American Express,

18:27

I might talk to Chase. I might talk to Cole

18:30

Coming I would never talk to And

18:32

the reason the power of certification helps

18:34

us is that we've been vetted. Just

18:37

like Ken said, we've been vetted. They want to know

18:39

how many years you've been in business. They even

18:41

ask you to upload your tax returns.

18:44

So it is really a vetted

18:46

situation. So when you sit down, it

18:48

also tells you a lot about your business,

18:51

how serious you are about your business, how serious

18:53

you are all about your planning process.

18:55

And that's why I just really wanted to.

18:57

When I saw an opportunity to bring Ken on the

18:59

show, I wanted to tap into his

19:02

background as an executive search person,

19:04

his background as a person who is providing

19:07

staffing nationally now not just locally,

19:09

but naturally at the Roster

19:11

Group. But again, the bottom line, why

19:13

did you start this company?

19:16

So I started Royster honestly,

19:18

I mean, and it was it was it was unfortunate.

19:21

I'll be honest with you. You know, my

19:23

background was in pharmaceutical sales. I worked

19:25

for pharmaceuticals as a sales

19:27

guy for four years and then

19:29

I was six years, and then I was in HR

19:32

for four and then I went to work for a

19:35

executive search firm called Corn Fiery

19:38

and you know, of course we recruited you know,

19:40

C level people, what have you. What

19:43

happened was the tech

19:45

bubble bursts. Right when

19:47

that tech bubble burds it,

19:49

basically the phone stopped ringing. Right.

19:53

One of the things that I was

19:56

I noticed when I was in executive search

19:58

working for you know this

20:00

this firm, was when I

20:03

didn't see enough diversity

20:05

on these senior level executive searches

20:07

that we worked on. So, for an example, we

20:10

were working on a senior

20:13

VP of sales and

20:16

there were no women and

20:19

no people of color for

20:21

probably I want to say at that time that total

20:24

comp was probably about close to

20:26

two million, and they

20:29

and I just didn't see any any people

20:31

of color. And so what

20:34

happened to me and every search

20:36

that I worked on, I made it a point

20:39

that I was going to have a woman or a

20:41

person of color on each search that

20:43

I did with that Corn and Corn

20:46

and I'll be honest, they're not discriminatory.

20:48

It's just that, you know, it's very tough

20:50

trying to find you know, these

20:52

uh, sometimes trying to find these executive

20:55

search professionals. So when

20:57

the tech bubble bursts, I said, you know

20:59

what, let me take a packet and

21:01

then let me start my own firm and let me

21:03

start concentrating in diversity search.

21:06

And that's how I got my impetus

21:08

just this uh into executive

21:11

search and staffing. And

21:12

and it was due to the economy.

21:14

Right, which is always how

21:17

do you shift? How do you shifting bad times?

21:19

And that's what you were saying, right, Yeah,

21:22

you didn't throw up your hands.

21:23

Yeah, I just knew I had that

21:25

that determination, that grit to

21:27

say, you know what, I can do this,

21:31

and you know, and currently right now, I was,

21:33

you know, a Small business Person of the Year last

21:35

year for the state of Georgia. I've

21:38

won several awards, you know Roycester

21:40

now is we're twenty plus million dollar

21:42

firm. We do a lot of work on the federal

21:45

side as well, and so I've learned a

21:47

lot. You know, I've had some bruises,

21:49

don't get me wrong, but for

21:52

the most part.

21:53

You're Birmingham, Alabama.

21:54

Boy, you know, I'm

21:56

birminghamy you know.

22:00

Am come on in, you

22:03

know, So like you said, you know, you

22:07

started a company. What was that business

22:09

model? You know, what was that business model?

22:11

When you're sitting down, I want I want my

22:14

listeners and my viewers to understand that.

22:16

You know, whenever you sit down with an idea,

22:19

there has to be a business structure

22:22

to go along with it. Like you said, I wanted to make

22:24

sure I had this type of these type of people around

22:26

me. A mistake I made, you know that

22:28

I didn't have the right people. You know, I

22:30

hired my friends instead of applying

22:33

for the right people to do the job

22:35

I wanted to do. I thought they could just learn it. To

22:37

talk about that business model.

22:39

You know, my business model, I will

22:41

tell you that it was bootstrap

22:43

and and you know it

22:46

was a desk in my basement and a

22:49

phone and you know, and

22:51

trying to put names and numbers into

22:53

the database.

22:54

Right.

22:55

One of the things that that model

22:57

that I start learning early on us.

23:01

If I would have done it completely different,

23:03

I would have found a mentor right,

23:06

because I would have it

23:09

would have prevented me from those those bruises

23:12

you know that you go through. I mean, you know, starting

23:15

as a business owners, you don't know the type

23:17

of you know, insurances

23:20

that you're going to need. You don't know, you

23:22

know, the type

23:24

of technology you're going to need, the

23:27

registrations and things of that nature. A

23:31

mentor will give you that

23:33

information for free, right,

23:36

you know. I utilize

23:38

SBA a lot, I mean, going

23:41

through I mean I took their you know,

23:44

different capacity building classes

23:46

and things of that nature. And so it helped

23:49

me to understand how to set

23:51

up that model and not you

23:54

know, and not make mistakes. I mean, don't get me wrong,

23:56

I made a ton of mistakes, but that

23:59

model from s B A

24:01

and SCORE and some some people

24:03

that I brought in that I trusted

24:06

helped me kind of get over those hurdles.

24:09

And so, but having those people around

24:11

you, and sometimes you don't have to pay them.

24:14

Sometimes they just give it to

24:16

you for free. And and and there's

24:18

nothing wrong for asking information,

24:20

right But but relationship,

24:23

absolutely, it's all about relationship.

24:25

And so if if you were thinking

24:27

about going out on business on your own,

24:30

just think about having somebody that

24:32

you can call and trust. I'm a part of all

24:35

these different CEO groups like EO

24:37

UH, pure groups and things of that nature. Those

24:40

are the people, those are the types

24:42

of organizations that I would join.

24:45

Now here's a as we close out. You know, I'm

24:47

talking to Can the Ruster group. He's

24:50

a He's a boy from the South Birmingham.

24:53

You can't get the mos south in Birmingham. That's Ricky

24:55

Smiley country. You

24:59

know that they about it is that when we

25:01

look at mistakes or eras

25:04

and resumes and presentations.

25:07

You've seen it all that you said, and you founded

25:09

this company.

25:10

You know, over two decades you've been out there doing

25:12

it as an executive,

25:14

doing the executive search process. Let's start

25:16

there some of the mistakes that people

25:18

should avoid, you

25:20

know.

25:21

So you know, the

25:23

recruiters look at resumes

25:26

extremely quick, right, I mean

25:28

I can look at a resume or

25:30

a CV like in i'd say

25:33

five seconds and know that this person is

25:35

not going to be a fit.

25:36

You know.

25:38

One of the things that I think that a

25:41

lot of candidates typically

25:44

don't do is really put a whole lot

25:46

of meat within their resume really

25:49

kind of justify their existence for that position.

25:52

Right, And so if

25:54

candidates could put more meat

25:56

on their resumes, now things are different, right, I

25:58

Mean you've got all of these different platforms

26:00

now that you can upload your resume. They shredded.

26:03

We go in and they take a look and download and things

26:05

of that nature. But a lot of people

26:07

don't know that. When when they're

26:10

shredding that resume for

26:12

us to take a look at, they're looking

26:14

at key words, you know, specifically

26:16

for the position that you're applying for. So

26:18

if you're applying for a position that you think

26:21

that you would be a fit for, read that

26:23

job description, right, Read the

26:25

job description. Make sure that you got

26:27

those key phrases, those keywords

26:29

in there, so that you know, if

26:32

we're saying, if we pull down you

26:34

know, like five candidates or six candidates,

26:36

ten candidates, whatever the number is, your

26:38

resume would be part of that

26:41

batch, right, and so put

26:44

the effort, put the time into writing

26:46

your your resume and your CV.

26:48

So basically saying resume

26:50

is an SEO driven to okay, keywords

26:54

words.

26:55

You know, And it's unfortunate, right, I mean you know

26:58

you know well I would.

26:59

Say it's unfortunate.

27:00

While you're on the show, listen to the money

27:02

Made Conversations Master, you get hints on how

27:04

to win you know, you know you

27:06

in.

27:06

The resume to rights that you knew,

27:09

and sure enough they passing on in

27:11

an interview these days, that ain't it? Doesn't happen

27:13

that way you go. You got to put it

27:15

into the database.

27:16

I'm not saying my sister in law looking for a

27:18

job. She beat

27:20

me up not talking about it. I'm not looking

27:22

for a job.

27:23

But how does she avoid

27:26

making mistakes if she came to your company and

27:29

put the wrong things and saying what

27:32

some hints, some clues?

27:33

So you know, recruiters, you know,

27:35

executive search and recruiters take your

27:37

call, right, I mean, don't get me wrong. They're not going

27:39

to call you back like you know, like over

27:42

in twenty you know, ten hours or twenty four what

27:44

have you. But they will return your call

27:47

if you if you are you know, if they're

27:49

a viable candidate, right, And so call

27:52

a recruiter and say, hey, listen, I'm thinking of I'm looking

27:54

at this particular opportunity. You

27:56

know, here here my skill sets. How

27:58

do I apply for and how and what

28:01

are you looking for? And how I upload this resume

28:03

so that you know you

28:05

can pull it or your client and take a look at it.

28:07

So you know, call the call the recruiter if

28:10

you know, if you have a entree

28:13

into the company that you're interested in applying

28:15

for, you know, send the resume directly

28:18

to that hiring manager or to that

28:20

HR, that HR department,

28:22

right and also upload the resume.

28:25

So do you know do a

28:27

double duty I mean wrong with that.

28:29

Get your hustle.

28:30

Yeah, the more you can put it, the more you can

28:32

put your resume out there to those

28:35

people that you're organizations

28:37

that you're targeting.

28:38

The better awesome, I tell

28:40

you them again, this is awesome. Now, well, this

28:42

is enjoyable. Now I

28:45

want to invite you to some other platform.

28:47

But again, thank you for coming on Money Making Conversation

28:49

Master Class. You've educated me, educated

28:52

my audience and gives what he hiring

28:54

hiring the brother's hiring black

28:57

certified hiring. Okay, you

29:00

can for coming on Money Making Conversations Masterclass.

29:02

All right, Miss mcdonild you take care, sir, take care

29:04

appreciation. All right.

29:06

This has been another edition of Money Making Conversation

29:09

Masterclass hosted by me Rushaun

29:11

McDonald. Thank you to our guests on the show

29:13

today and thank you for listening

29:15

to the audience. Now, if you want to listen to any

29:17

episode I want to be a guest on the show,

29:20

visit Moneymakingconversations dot

29:22

com. Our social media handle is money

29:24

Making conversation. Join us next week

29:26

and remember to always leave with your gifts.

29:29

Keep winning,