Aly Finkle of SelectOne - Getting Started, Fit and Alignment and Video Communication - Episode 24

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Aly Finkle, Director of Delivery and Client Success at SelectOne, is the interviewee in the latest episode of the Smarter Business Podcast. In this episode, Aly and Neil discuss the impact of Covid-19, getting started with video podcasts, how fit and alignment matter more when hiring versus their resume, and gaining better video communication skills by watching yourself on camera. 

Here is SelectOne website: https://www.selectonellc.com/

Here is our new vidwheel Creator Network product that also comes up - https://vidwheel.com/creator-network/

If you like what you hear, please subscribe wherever you are taking in this podcast, and please leave a comment - we are always looking for feedback and it can help people find the show.

Our goal with this podcast to deliver high-quality, actionable tips and advice from business leaders. Advice that will help you succeed. Oh yeah and that video bent - we are going beyond the typical business tips, we are going to explore the use of video with these business leaders too, from marketing to sales, to internal communications - how they use it and how it impacts their businesses. Thanks for tuning in. 

Transcript

<begin subtitles>
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(upbeat instrumental music)

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- Hello, welcome to this episode

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of the "Smarter Business Podcast,"

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business advice with a video bent.

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This podcast is set up for folks

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that want to use video in their business.

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And my guest today, is
Aly Finkle from SelectOne.

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Hi, Aly.

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- Hi, Neil, thanks for having me.

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- Yeah, thank you for being on.

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Aly, I am going to start off

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by just asking you to kinda intro

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yourself and SelectOne.

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- Sure, so I'm a partner at SelectOne

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and kind of oversee delivery,

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making sure that we provide
an exceptional experience

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for our clients.

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SelectOne is a local recruiting firm

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where we find hard to find talent

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for our partner organizations.

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- That's excellent.

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I was gonna ask you to boil down

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what SelectOne does into one sentence,

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but you beat me to it.

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The hard to find talent.
- We are expert recruiters

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who can go out and find those people

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maybe not necessarily looking for a job,

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to help them explore new opportunities

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and make an impact at an organization, so.

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- Just as a follow up on
that, do you find that like,

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I don't know statistically if
you'd have this number ready,

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but like how many of the
folks that are great finds

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like great placements
are looking for a new job

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versus maybe not?

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- So I'd say more than not,

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we find those passive
candidates out there.

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Not to say that there aren't
exceptional candidates

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who are actively looking,

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but more often than not,

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we're going to find those people

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that maybe hadn't thought
about switching careers.

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And we try to get them engaged

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and present them with an opportunity

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that excites them and gets them thinking.

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- Excellent, well, that's interesting.

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I've owned my own business for a while.

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I haven't been in the job hunt I guess,

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but I always think of, you
know, Monster and Indeed,

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and like people going through a million,

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you know, job postings.

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How is, you know, kind of
utilizing a recruitment firm

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a much better way of doing it?

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And I showed my age there
when I said Monster didn't I?

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Do people still use it?

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- Yeah, I think Monster
is still in the mix.

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But the Indeeds the
LinkedIns of the worlds

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are definitely the primary,
I'd say, job boards these days.

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But I mean, using a recruiter

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you can eliminate kind of

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just how broad, and
unstructured, and unfocused,

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you know, lack of specificity you get

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when you just post a job and hope,

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you know, candidates come to you.

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What we offer is

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the expertise in really
understanding your culture,

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understanding what success looks like,

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understanding why you need this position.

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And then going out and
specifically matching up

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not only like skill set,
background, experience,

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but personality traits
and behavioral traits

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that we know are gonna
result in alignment.

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'Cause we know, and I'm
sure this can, you know,

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this resonates with a lot of people,

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when you are aligned with your job,

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you're just gonna be more engaged,

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you're gonna be more productive.

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You're gonna probably stay longer.

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But if you're in a position
where you're mismatched

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from not only a skills perspective,

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but just personality fit,

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probably gonna be looking
for something new.

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So I think while you can
get a high volume of resumes

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on these job boards,

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you're really gonna miss
out on finding that fit

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and that's where SelectOne comes in.

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You know, it's a much more tailored,

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customized process when
you work with a recruiter.

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- Excellent, yeah.

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And the, I would imagine, personality

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and whatever else we'd put there,

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that trumps overall kind of skill set,

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and education requirements,
and stuff like that.

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- Yeah, and I think a
lot of hiring managers

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and business owners and, you know,

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functional department managers
are starting to prioritize

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personality and behavior over,

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you know, hardcore skill set.

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You know, a lot of positions

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if you're a CPA, you
need to have, you know,

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your CPA license and you
need to have the skill set.

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But,

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job fit is so such a
better indicator of success

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and longevity in a position

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than just matching, you know,

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apples to apples when it comes to,

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do they have this skill set?

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Because that culture
piece is so important.

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Now that there's an
emphasis on like training

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and organizational development,

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hiring managers are starting to understand

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that maybe we can train
some of these skills,

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but it's really hard to train, you know,

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someone's critical thinking skills

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or it's really hard to train

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someone's communication or assertiveness.

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And so we've really tried
to hone and understand

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what traits make someone successful

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and how can we find those
traits in a specific candidate,

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versus saying, "This person
needs five years of experience."

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'Cause that's not indicative to success,

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necessarily, you know, in most
positions, I mean, I believe.

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And I think that's the way that HR

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and talent acquisition
is starting to move.

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- Yeah, yeah, absolutely.

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And I guess my next,
it's not much of a segue,

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but the next thing we were gonna touch on

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is recruitment

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in kind of COVID,

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that's been going on
this last little while.

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I dunno, how has it affected it?

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Like were some of those meetings

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and, you know, getting to know

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people's personalities and
behavior types and all that,

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was that face-to-face
or was that all digital

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and you can do the same stuff?

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How different is it?

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- Yeah, no, it's a good question.

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And talent acquisition,
hiring, recruitment

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is all heavily impacted by,
and we talked about this,

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larger macro economic issues.

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So as you can imagine,

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at the beginning of COVID
and this whole crisis,

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when companies had to
prioritize employee safety,

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the transition to working remote,

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hiring became, you know,
less of a priority.

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It got put on the back burner,

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and that affects our
business tremendously.

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Fortunately, we work
with a lot of businesses

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that were forced to stay in
production, stay in business,

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and they saw no change in their business.

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And in fact, they saw an
uptick in business demands

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and as a result needed people.

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So we worked with those organizations.

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But we are impacted by larger,

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broader economic issues.

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So, you know, at the end of 2019,

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when it was the lowest
unemployment, you know,

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in 50 years, companies
were coming to us saying,

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"We need help finding talent."

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And so our business

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was really booming.

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So we've, you know, we've steadied out

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over the last couple of months here

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as companies have gotten more comfortable

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with their new working dynamics.

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And we operated a lot over the phone,

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video to begin with.

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We didn't necessarily work
with people in our backyard

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where we went and met with them in person.

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But for those that did,

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that opportunity was
completely eliminated.

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So we've just pivoted to
holding more Zoom meetings.

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And I will say that it's
actually, in some instances,

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even when we were working
with local companies

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and we didn't meet them in person,

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the whole transition to Zoom

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and adoption and acceptance of Zoom

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has allowed me to meet people

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I maybe never really would have anyway,

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because we were just used
to doing it over video.

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So I think that was kind of
a cool, unexpected benefit

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of this whole transition as well.

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So people, more generally, are
getting much more comfortable

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with jumping on video.

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And when you're in the people business,

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it's awesome to have the opportunity

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to be able to see someone in
person as I air quote that, so.

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- Yeah, yeah, well, thank you.

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The audio listeners will
appreciate that, yeah.

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I mean,

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this whole transition has normalized

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a lot of like things, right?

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Like, so it sounds like
it's maybe accelerated

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that all digital version,

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everybody, even locally.

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Like we, you know...

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I haven't had an in-person meeting

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in quite some time, right?

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Even if somebody is down the street,

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we're on the Zoom meeting.

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And it comes with its
benefits and its drawbacks,

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but it's good to be able to
adapt to like that, right?

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And continue to do what
your business does.

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- And I think one of the
other things I wanna mention,

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which might be obvious,

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is now in terms of just
the hiring landscape

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has now broadened beyond your
regional like city limits.

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And companies now have
this enormous opportunity,

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whether or not they embrace it,

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but they truly have this
enormous opportunity

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to consider talent that
may have been unattainable,

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because they weren't
in their local market.

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And the collective embracing of video

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has allowed them to do that.

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Because companies are now more comfortable

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with the fact that you can be productive,

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even if you're not
sitting in an office seat.

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So I just think access
to high quality talent

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has been an enormous benefit
of this whole transition.

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That companies that were, you know,

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once steadfast in that belief
you had to be in your office

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are now like, "Oh, if there's
a really good engineer in,

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you know, Pasadena and I'm
sitting here in Buffalo,

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like of course I can consider that

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when I never normally would have."

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So that's really cool.

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- Yeah, yeah, that's a great thing.

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I mean, ultimately should be a great thing

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for everybody, right?

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Like people are gonna be able to find jobs

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that fit their interests better.

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Businesses are gonna be able to

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widen the net to catch the
right person for a position.

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- Yeah, yeah, I agree.

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I think I'm excited to see

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where that mindset takes businesses.

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'Cause I do think that is a massive shift

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that was overdue to begin with.

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And this absolutely just
flipped that dynamic virtually,

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you know, over the course of a few months.

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- Excellent, and kind of
on that same wavelength,

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I'd like to talk about one
way that you're starting

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to reach out a little beyond
the borders of Buffalo.

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Which is, recently, we invited SelectOne

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into the vidwheel Creator Network.

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And that was around taking
over a video podcast

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that you guys have been doing.

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And I guess, I don't know.

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Do you wanna tell the
listeners and watchers

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what "The Business of People" is?

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- Sure, yep, so "The Business of People"

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is we call it a conversation
series with business leaders,

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hiring managers, about
really just that, people.

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What they've been doing over the course

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of the last couple of months

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to really prioritize their people.

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Whether that means
adjusting hiring practices,

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what they're doing to
ensure that their employees

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are engaged and feel connected to,

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how they optimize communication
with their people.

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We wanted to take the
opportunity to still be involved

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in the collective conversation around

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why people are your most important asset.

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And having lost the
opportunity to meet in person,

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we wanted to make sure that
still that we were talking

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with and understanding what our partners

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and other companies are doing to,

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again, prioritize people
as they go through

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this massive stage of transition.

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- Yeah, and it's a great series.

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You've got a lot of great conversations

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there with other folks,
you know, from yeah,

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from client businesses, I think.

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And then maybe some outside ones

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that it's definitely worth checking out.

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- Yeah, I'll say that
we've long been encouraged

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by the marketing minds of the
world that we've worked with

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that video is the next kind
of wave of where it's at.

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We did try that, and I
think rather effectively,

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that whole content marketing
strategy of really writing,

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contributing from a content perspective.

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And it kinda took this
whole crisis to force me

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to jump out of my comfort zone

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and, you know, get in
front of video and try

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to take advantage of this new
kind of marketing strategy.

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And so that's where, you know,

00:13:06:14 00:13:10:13
partnering with you come in
and it's been a great way

00:13:10:13 00:13:13:14
to connect with people in a different way.

00:13:13:14 00:13:16:03
Because who wants to read another article?

00:13:16:03 00:13:17:00
- Yeah, yes.

00:13:18:10 00:13:20:02
Yeah, there is a lot of them out there.

00:13:20:02 00:13:21:13
- There's just so much content, you know?

00:13:21:13 00:13:24:10
So we're doing what we can
to like offer valuable,

00:13:24:10 00:13:27:07
digestible insights

00:13:29:07 00:13:32:05
that can help people understand
what others are doing.

00:13:32:05 00:13:34:07
'Cause I think as we
all sit alone at home,

00:13:34:07 00:13:36:01
sometimes I know I do, I wonder like,

00:13:36:01 00:13:37:12
"What are other people doing?"

00:13:37:12 00:13:39:09
So that was kind of the impetus

00:13:39:09 00:13:43:10
and thought process behind the project.

00:13:43:10 00:13:45:09
- Right, and yeah,

00:13:45:09 00:13:48:16
a look for other folks, right?

00:13:48:16 00:13:51:07
Who haven't, I don't know,

00:13:51:07 00:13:55:03
a lot of people didn't quite
know which direction to go.

00:13:55:03 00:13:57:02
So yeah, it's been good.

00:13:57:02 00:13:58:20
It's been a great series.

00:13:58:20 00:14:01:12
So do you wanna tell the
story of the podcast a little?

00:14:01:12 00:14:05:01
Like how did you kinda decide
to get started with it?

00:14:06:15 00:14:08:18
And what's worked, you know?

00:14:08:18 00:14:10:09
- Yeah, quite honestly,

00:14:11:12 00:14:13:15
the other partners at my company said,

00:14:13:15 00:14:16:17
"You have to do this, you should."

00:14:16:17 00:14:20:06
No, I think they tapped
me because I'm the most,

00:14:20:06 00:14:21:19
I'd say extroverted

00:14:21:19 00:14:26:11
and crave human interaction.

00:14:26:11 00:14:30:01
And so, and I'm also
very community oriented,

00:14:30:01 00:14:31:21
and I enjoy networking.

00:14:31:21 00:14:34:03
So I seemed like a logical person

00:14:34:03 00:14:36:08
to kind of initiate this.

00:14:37:18 00:14:42:06
We despite my innate desire

00:14:42:06 00:14:43:24
and obsession with planning,

00:14:43:24 00:14:47:03
I was almost forced to
just like throw that away.

00:14:47:03 00:14:50:06
And I remember Kevin Kerl,

00:14:50:06 00:14:52:12
our CEO of SelectOne, just challenged me.

00:14:52:12 00:14:54:07
He said, "Just go for it.

00:14:54:07 00:14:57:09
Like what's the risk? Just try it."

00:14:57:09 00:15:01:11
And I guess like the, and this
is like broader, you know,

00:15:01:11 00:15:04:07
concept of like, just
who cares if you fail,

00:15:04:07 00:15:05:18
just figure it out and pivot.

00:15:05:18 00:15:07:04
And I think I just embraced it.

00:15:07:04 00:15:10:02
It was during like this
enormous transition

00:15:10:02 00:15:10:22
and change anyway,

00:15:10:22 00:15:13:02
that it felt a little bit more comfortable

00:15:13:02 00:15:14:20
to just try something

00:15:16:11 00:15:20:01
versus the more, very deliberate,

00:15:20:01 00:15:21:09
intentional, planned approach

00:15:21:09 00:15:26:04
that typically drives my existence.

00:15:27:21 00:15:32:09
So I tried it with one
of our marketing guys.

00:15:32:09 00:15:34:20
We had worked with another organization

00:15:34:20 00:15:35:24
that helped us with marketing.

00:15:35:24 00:15:38:02
And I said, "Let's just jump on and talk."

00:15:38:02 00:15:40:23
And then my next episode
was with someone internally.

00:15:40:23 00:15:43:13
So I got more comfortable with video.

00:15:43:13 00:15:44:20
And honestly it was working on like,

00:15:44:20 00:15:46:09
"Where do I look at the screen?"

00:15:46:09 00:15:48:01
And "Shoot, I have to remember

00:15:48:01 00:15:51:02
to stop talking and to actually listen."

00:15:52:13 00:15:54:24
And it's evolved from there, I suppose.

00:15:54:24 00:15:57:06
I've tried to learn a little
bit from each episode.

00:15:57:06 00:16:00:08
I mean, what's worse than
listening and watching yourself?

00:16:00:08 00:16:04:01
I don't think really anything,
but you learn so much.

00:16:04:01 00:16:06:13
- Yes, yeah, well, yeah.

00:16:06:13 00:16:07:09
A couple of points on that.

00:16:07:09 00:16:10:24
It is super important to
watch yourself, right?

00:16:10:24 00:16:12:12
After you record something

00:16:12:12 00:16:14:19
or have one of these conversations.

00:16:14:19 00:16:19:02
But also,

00:16:19:02 00:16:21:03
that is something that
we like really embrace

00:16:21:03 00:16:24:21
in the Creator Network that we
always say, "Ship it," right?

00:16:24:21 00:16:27:11
Your first one's never gonna be your best,

00:16:27:11 00:16:29:15
video or anything else,

00:16:29:15 00:16:32:15
like pick your medium pick your project.

00:16:33:19 00:16:37:23
You almost have to set a baseline

00:16:37:23 00:16:41:06
and then try to kind of
incrementally improve from there.

00:16:42:03 00:16:44:18
And that's always the advice I give,

00:16:44:18 00:16:47:15
because that first one
is the hardest, right?

00:16:47:15 00:16:50:11
I think there's no doubt there.

00:16:50:11 00:16:54:06
- Yep, yeah, no, it just,
honestly, it's so cliche.

00:16:54:06 00:16:57:12
It sounds so lame, but it's
getting started is the hardest.

00:16:57:12 00:17:00:02
Like, I didn't even know that Zoom

00:17:00:02 00:17:03:01
had a recording capability
before I tried doing this.

00:17:03:01 00:17:07:09
Like that's how little I knew
about video and recording.

00:17:07:09 00:17:09:05
And it was just getting started

00:17:09:05 00:17:13:16
and not really caring so much
about the perfect outcome.

00:17:14:20 00:17:16:19
- Excellent, that's the way to go.

00:17:16:19 00:17:19:05
I am going to ask you

00:17:19:05 00:17:23:05
the one kind of question

00:17:23:05 00:17:25:04
that links all these podcasts together.

00:17:26:12 00:17:30:09
And that is what is one
thing that you have done

00:17:30:09 00:17:34:07
to make your business or
client's business smarter?

00:17:34:07 00:17:37:13
- Yeah, I mean, so the one smartest thing

00:17:37:13 00:17:40:17
that we've helped our
clients do is really been

00:17:43:05 00:17:47:18
very, very intentional about the belief

00:17:47:18 00:17:50:25
that fit and alignment matter.

00:17:50:25 00:17:54:11
So at SelectOne, we just are
so committed to this belief

00:17:54:11 00:17:56:16
and we have different actually processes

00:17:56:16 00:17:59:18
and aspects of our recruiting process

00:17:59:18 00:18:01:19
that ensure we take
this into consideration,

00:18:01:19 00:18:05:05
that you can't just hire

00:18:05:05 00:18:07:02
based on a resume.

00:18:07:02 00:18:09:23
There is an entire process
that goes into ensuring

00:18:09:23 00:18:13:02
that you find that
game-changing, impactful talent.

00:18:13:02 00:18:16:06
And a lot of that is seeing fit.

00:18:16:06 00:18:18:14
And we are committed
to helping our clients

00:18:18:14 00:18:22:02
understand the value of hiring for fit

00:18:22:02 00:18:24:14
versus just hiring

00:18:24:14 00:18:27:18
because a resume looks looks okay.

00:18:29:19 00:18:33:06
- Yeah, hiring for fit
can play such a huge role.

00:18:33:06 00:18:37:08
So yeah, I think that's
a great smartest thing.

00:18:37:08 00:18:40:17
And that kind of ends
the official questions

00:18:40:17 00:18:42:23
that we do on this podcast.

00:18:42:23 00:18:46:01
But what I like to do on the podcast

00:18:46:01 00:18:51:01
and any other interview that I
do is ask just an open-ended,

00:18:51:02 00:18:54:22
is there anything that we
were talking about that maybe,

00:18:56:12 00:18:58:14
you know, it shook something loose,

00:18:58:14 00:18:59:14
made you think of something?

00:18:59:14 00:19:01:20
A lot of people have come up with books

00:19:01:20 00:19:03:09
that they wanted to talk about,

00:19:03:09 00:19:07:23
software tied to their
business, mentality of business.

00:19:09:12 00:19:12:13
Open-ended, do you have
anything else to add?

00:19:13:11 00:19:16:14
- Well, I guess this whole exercise,

00:19:16:14 00:19:19:17
staying true to the
theme of our partnership

00:19:19:17 00:19:20:19
in this conversation,

00:19:20:19 00:19:24:11
in terms of there's I have personally

00:19:24:11 00:19:27:13
learned so much about how I communicate

00:19:28:15 00:19:31:14
in terms of body language, hands,

00:19:31:14 00:19:33:21
how I look, how I listen,

00:19:33:21 00:19:36:21
which is something that
I've been really working on,

00:19:36:21 00:19:39:03
by watching yourself on video.

00:19:39:03 00:19:42:04
And truly this is the way
of the world moving forward,

00:19:42:04 00:19:44:20
whether or not we all go
back to an office or not.

00:19:44:20 00:19:47:14
Like there has been
universal broad adoption

00:19:47:14 00:19:50:11
of video interaction.

00:19:50:11 00:19:54:04
And it just made me a
more intentional, I think,

00:19:54:04 00:19:57:04
conversationalist,
communicator, and listener

00:19:57:04 00:19:59:11
by watching myself.

00:20:00:07 00:20:04:11
And I just encourage people to do it,

00:20:04:11 00:20:06:10
as awkward, as uncomfortable as it is.

00:20:06:10 00:20:08:03
I don't really do it enough to be honest.

00:20:08:03 00:20:08:24
But...

00:20:10:10 00:20:11:10
- Does it ever make you think

00:20:11:10 00:20:15:05
that you maybe were making weird
faces in meetings and stuff

00:20:15:05 00:20:16:20
back before the pandemic, you know?

00:20:16:20 00:20:18:06
- Yeah.

00:20:18:06 00:20:20:12
- Yeah, that's what I
always think of, right?

00:20:21:20 00:20:23:14
- Well, and we've talked
about this too, Neil,

00:20:23:14 00:20:26:20
it's the ums and the rights,

00:20:26:20 00:20:30:01
and those useless, fluffy qualifiers.

00:20:30:01 00:20:33:04
Like if I would just learn to pause

00:20:34:11 00:20:37:09
and embrace that silence,

00:20:37:09 00:20:40:05
it'd probably be a more
effective conversation

00:20:40:05 00:20:43:17
versus me like aggressively nodding,

00:20:43:17 00:20:46:24
or just saying yeah,

00:20:46:24 00:20:50:12
just trying to be more thoughtful
about my communication.

00:20:52:04 00:20:53:08
- Yeah, yeah.

00:20:54:20 00:20:59:14
I love that for an open-ended
answer or a comment.

00:20:59:14 00:21:04:02
Like that is such a big
part of video communication.

00:21:04:02 00:21:06:18
It is really a big part
of all communication.

00:21:06:18 00:21:09:14
But when you have it recorded,

00:21:09:14 00:21:11:24
you can go back and look again.

00:21:11:24 00:21:16:09
And I, you know, on this podcast,

00:21:16:09 00:21:19:14
I definitely have had the
experience of going back,

00:21:20:22 00:21:24:02
seeing some stuff that
maybe I didn't, you know,

00:21:24:02 00:21:26:11
try to remember not to do that next time.

00:21:26:11 00:21:30:17
And yeah, thinking back to the meetings

00:21:30:17 00:21:32:21
where maybe I made weird faces

00:21:32:21 00:21:36:19
or said goofy stuff, because
of exactly what you're saying,

00:21:36:19 00:21:40:17
you gotta take that time
and you gotta, you know,

00:21:42:17 00:21:44:02
I don't know, think
about what you're doing,

00:21:44:02 00:21:45:11
be intentional about it.

00:21:45:11 00:21:47:18
And I think that's really
where it comes down to.

00:21:47:18 00:21:48:18
- I mean, there's a reason

00:21:48:18 00:21:50:11
that high performing sales teams

00:21:50:11 00:21:53:16
like make each other
listen to sales calls.

00:21:53:16 00:21:57:08
And like all of the
best professional teams,

00:21:57:08 00:22:00:02
collegiate teams, like to
spend hours watching video,

00:22:00:02 00:22:03:05
'cause there's a lot to be
learned from watching yourself

00:22:04:03 00:22:06:25
and absorbing what you can do differently.

00:22:06:25 00:22:09:03
I mean, I'm someone that just really loves

00:22:09:03 00:22:12:07
like that professional just
development type thing.

00:22:12:07 00:22:15:10
And you can do that on your
own now just watching yourself,

00:22:15:10 00:22:20:10
which is equally cringe-worthy
and equally beneficial.

00:22:20:23 00:22:21:19
- Yeah, yeah, well,

00:22:21:19 00:22:24:18
that's what we'll focus
on, the benefit of it.

00:22:24:18 00:22:25:20
Well, thank you.

00:22:25:20 00:22:27:19
Thank you very much, Aly,

00:22:27:19 00:22:31:14
for being on the "Smarter
Business Podcast."

00:22:31:14 00:22:34:23
If anyone has enjoyed what
they heard here today,

00:22:34:23 00:22:36:16
please go ahead and subscribe.

00:22:36:16 00:22:41:16
And, Aly, I've taken to waving
as we end these things now,

00:22:41:25 00:22:43:22
because we can't shake hands

00:22:43:22 00:22:46:10
like we used to back
before the Zoom days, so.

00:22:46:10 00:22:47:12
- Yeah, no, great.

00:22:47:12 00:22:49:02
Well, thanks, Neil, it was a pleasure.

00:22:49:02 00:22:49:23
I always enjoy chatting.
- Yeah,

00:22:49:23 00:22:51:06
thank you for being on.

00:22:51:06 00:22:52:19
Great insights, thanks, Aly.

00:22:52:19 00:22:56:10
(upbeat instrumental music)

<end subtitles>