Latest / The Steve Harvey Morning Show / Level Playing Field: The importance of Diversity Equity and Inclusion.

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Level Playing Field: The importance of Diversity Equity and Inclusion. · The Steve Harvey Morning Show

• 0:05
  Speaker 1: Welcome to the show.
• 0:06
  Speaker 2: I am Rashaan McDonald, the host of money Making Conversations Masterclass,
• 0:10
  Speaker 2: where we encourage people to stop reading other people's success
• 0:13
  Speaker 2: stories and start planning their own. Listen up as I
• 0:17
  Speaker 2: interview entrepreneurs from around the country, talk to celebrities and
• 0:21
  Speaker 2: ask them how they are running their companies, and speak
• 0:23
  Speaker 2: with god profits who are making a difference in their
• 0:26
  Speaker 2: local communities. Now, sit back and listen as we unlock
• 0:29
  Speaker 2: the secrets to their success on Money Making Conversations Masterclass. Hi,
• 0:35
  Speaker 2: I am Rashan McDonald, host of weekly Money Making Conversation
• 0:38
  Speaker 2: master Class.
• 0:39
  Speaker 1: Show.
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  Speaker 2: The interviews and information that this show provides off for everyone.
• 0:42
  Speaker 2: It's time to stop reading other people's success stories and
• 0:45
  Speaker 2: start living your own. I'm here to help you reach
• 0:48
  Speaker 2: your American dream. Let's keep listening. My guest today is
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  Speaker 2: the founder and president of the Roster Group, a nationally recognized,
• 0:55
  Speaker 2: certified black owned professional staffing firm. They provide diverse top
• 0:59
  Speaker 2: talent for both the public and private sector. Please welcome
• 1:02
  Speaker 2: the Money Making Conversation Masterclass. Ken Tumpton, How you doing, sir?
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  Speaker 3: How are you doing Miss McDonald? How's it going?
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  Speaker 1: Really greatly? Good?
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  Speaker 3: Now?
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  Speaker 2: Founder and president of the Roster Group. Please give us
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  Speaker 2: some background on that company.
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  Speaker 3: Yeah, the Roster Group actually started back in two thousand
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  Speaker 3: and one. We're an executive search and professional staffing company.
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  Speaker 3: We've been in business since two thousand and one. The
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  Speaker 3: company actually recruits senior love executives. In addition to working
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  Speaker 3: in staffing, we recruit physicians, nervous ancillary staff in the
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  Speaker 3: healthcare space within the federal government as well. And then
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  Speaker 3: we also have commercial you know, business as well. So
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  Speaker 3: we're basically a company that specialized in various different things.
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  Speaker 3: On the executive search side where boutique executive search, and
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  Speaker 3: then on a staff I think sign we do the
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  Speaker 3: staffing in the healthcare space as well.
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  Speaker 2: Now nationally correct, nationally correct when you said the word recruit. Now,
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  Speaker 2: how does an individual who has a resume or job
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  Speaker 2: skill set that you are looking for get in touch
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  Speaker 2: with you?
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  Speaker 3: Yeah, so various different ways. I mean, you know, of
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  Speaker 3: course website, you can always go to our website and
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  Speaker 3: upload your resume and we'll put that information into our database.
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  Speaker 3: One of the things with Worcester is that you know,
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  Speaker 3: we're we're not a your typical staffing company, so it's
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  Speaker 3: not like you can walk in off the street and
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  Speaker 3: basically kind of we'll put you in the database and
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  Speaker 3: what have you. A lot of the positions that we
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  Speaker 3: work on are more so seasoned positions. And what I
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  Speaker 3: mean by that is is that the positions are you know,
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  Speaker 3: you know, so for an example, if you're a physician,
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  Speaker 3: you know you got to have you know, you've got
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  Speaker 3: to be certified in different clinical skill sets and things
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  Speaker 3: about nature. And then on the executive search side, you
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  Speaker 3: know a lot of our clients look for seasoned professionals,
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  Speaker 3: so you know, roughly about seven to eight, maybe ten
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  Speaker 3: years out and what have you. So but you know, Royster,
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  Speaker 3: we partnered with a lot of different other you know, companies,
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  Speaker 3: diverse companies at that, whether they be minority owned or
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  Speaker 3: you know, woman own or what have you. And we're
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  Speaker 3: constantly you know, sharing you know, profiles, resumes with those
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  Speaker 3: individuals that I think would be a good fit for
• 3:34
  Speaker 3: other companies and positions that other companies are working on.
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  Speaker 2: So let me get just straight. We're watching you in
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  Speaker 2: the executive search and do your staff and healthcare correct?
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  Speaker 3: Correct?
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  Speaker 1: Cool?
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  Speaker 2: Now let's look at the executive for search part of it. Yeah, Now,
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  Speaker 2: when you say executive, we talk about C c suite.
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  Speaker 3: Yeah, so we work at the C suite all the
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  Speaker 3: way down to the director level. So so for an example,
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  Speaker 3: you know companies we we've worked with, you know, home Depot,
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  Speaker 3: we worked with Burke Pharmaceuticals, We work with Advisor and
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  Speaker 3: some of the other you know, different companies that that
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  Speaker 3: are out there. And these positions basically are more more
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  Speaker 3: so at the VP, you know, direct the VP or
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  Speaker 3: C level type positions. So you know, more, more, more
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  Speaker 3: season like I mentioned to you, more, you know, more season,
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  Speaker 3: more experience. They managed a portfolio of individuals, whether it
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  Speaker 3: be one hundred to a thousand individuals up to you know,
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  Speaker 3: like I said that that particular skill set with the
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  Speaker 3: management of people, but then also a portfolio whether it
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  Speaker 3: be you know, a ten million dollar portfolio all the
• 4:49
  Speaker 3: way up to fifty million dollar.
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  Speaker 2: So let me ask you at the Roster Group, Okay,
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  Speaker 2: because I'm a stand on the executive right now, because
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  Speaker 2: now I'm going to get to the staff and in
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  Speaker 2: the healthcare.
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  Speaker 1: Yeah, I'm an individual.
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  Speaker 2: How I find your company and how do I feel
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  Speaker 2: the company has the value of the potential to create
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  Speaker 2: place in it for me? In that suite because you
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  Speaker 2: said all the way up to director, all the way
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  Speaker 2: up to the VP level, right.
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  Speaker 3: Yeah, So so let me explain So executive search and
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  Speaker 3: I think a lot of individuals sort of don't understand
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  Speaker 3: how executives work. We are what they call a retain
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  Speaker 3: executive search firm. So we work for the client. Right,
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  Speaker 3: So the client will come to us and say, hey,
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  Speaker 3: can or Royster, we want you to find us a
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  Speaker 3: VP of HR. Okay, we we put everything together, whether
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  Speaker 3: it be a pipeline of candidates that we've worked with
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  Speaker 3: in the past, or we will you know, kind of
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  Speaker 3: put a marketing campaign together to go out and find
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  Speaker 3: that VP of HR, you know, for for the particular client.
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  Speaker 3: There is another side of search. It's called contingency, right.
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  Speaker 3: Contingency search is where a company will work with a
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  Speaker 3: c in they will only get paid once they make
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  Speaker 3: a placement. Right, so there's no skin in the game
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  Speaker 3: with the client being in contingency. Now, you know, contingency
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  Speaker 3: is great work and great business. However, Royster, we work
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  Speaker 3: strategically with our clients because they give you know, the
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  Speaker 3: fees are paid up front to some extent, so we
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  Speaker 3: build you know, in certain categories like a third, thirty
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  Speaker 3: and a third and they pay us, you know, based
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  Speaker 3: on the types of candidates that we provide.
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  Speaker 1: Okay, cool, now that's great.
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  Speaker 2: Now let's slide over to the staff and the healthcare
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  Speaker 2: where I'm sure a lot of my call is not
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  Speaker 2: saying we don't have a lot of the people who
• 6:41
  Speaker 2: listening to my show wouldn't fall under the executive level.
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  Speaker 2: But like my sister in law, she's a nurse. Yeah,
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  Speaker 2: and so being in that healthcare field and have a
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  Speaker 2: number of friends in that healthcare field, talk about how
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  Speaker 2: does one find out about Russia other than the website
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  Speaker 2: that like, she's based in Houston, Texas, yep, and you
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  Speaker 2: are national staffing from Yeah, how could she take advantage
• 7:07
  Speaker 2: of what the services that your company offer.
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  Speaker 3: Yeah. So we we advertise constantly the company basically, like
• 7:15
  Speaker 3: I said, you know, one particular aspect of it, we're
• 7:18
  Speaker 3: have a you know, our website basically advertised all the
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  Speaker 3: positions that were all the positions, Yeah, all the positions
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  Speaker 3: that we're recruiting for Royce. We participated in a lot
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  Speaker 3: of different conferences, you know, so exhibit at different conferences
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  Speaker 3: and things of that nature, whether it be antesthesiology, conference
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  Speaker 3: all the way down to occupational health conference or what
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  Speaker 3: have you. So we're tend all of these different conferences.
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  Speaker 3: And then also it's word of mouth. You know. We
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  Speaker 3: we've i would say, since you know, we've been in
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  Speaker 3: healthcare for about fifteen plus years, and so we have
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  Speaker 3: a lot of friends of the firm and basically we
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  Speaker 3: get a lot of referrals just from people that you know,
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  Speaker 3: that we've worked with in the past.
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  Speaker 1: Now, let me ask you the Kain, what are some
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  Speaker 1: of the hot jobs?
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  Speaker 2: You know, if they're all popular jobs, you know that
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  Speaker 2: everybody's trying to get or somebody's trying to hire.
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  Speaker 1: And I'm not saying they don't.
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  Speaker 2: Everybody is employable, but there are some hot ticket jobs
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  Speaker 2: that you want to keep on your roster because you
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  Speaker 2: get the calls on these jobs live.
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  Speaker 4: All is known.
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  Speaker 3: Yeah, health care is always going to be hot. I
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  Speaker 3: don't I don't care, you know, I wouldn't tell you that,
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  Speaker 3: but yeah, And and the reason for that is because
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  Speaker 3: our population is getting older, right, the population baby boomers
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  Speaker 3: are retiring, They're getting older, and so they're going to
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  Speaker 3: need that support services to help them get by. I mean,
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  Speaker 3: just like you and I who had older parents and
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  Speaker 3: we've helped them. You know that that service. We can't
• 8:47
  Speaker 3: do everything right, and so we're going to so the
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  Speaker 3: support services and health care is going to be huge.
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  Speaker 3: I think they say there's a National Institute of Health
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  Speaker 3: said it best a diverse calls for a diverse health
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  Speaker 3: care health care force. That's why the portions of efforts
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  Speaker 3: and is dedicated in the health care sectum, meaning that
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  Speaker 3: you know, regardless of skin color, where you come from,
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  Speaker 3: what have you. You know, there's we're gonna need those
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  Speaker 3: services to help. Uh. You know, as our population get older,
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  Speaker 3: you know, medical schools aren't putting out physicians like they
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  Speaker 3: used to. Nursing is still tough. A lot of our
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  Speaker 3: nursing nurses have got burned out in healthcare. And so
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  Speaker 3: we are now looking at, you know, a shortage in
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  Speaker 3: healthcare across the board.
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  Speaker 2: Let me there's this because I was I was interviewing
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  Speaker 2: in person about a year ago and I said, growing up,
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  Speaker 2: I said, where did all these old people come from?
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  Speaker 2: You know, because you know you know what I'm saying.
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  Speaker 2: See all these old people, you know, you know, we
• 9:57
  Speaker 2: just they just went away. And so now as we
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  Speaker 2: grow older and we plan for retirement, we forget to
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  Speaker 2: plan for our parents' lifestyle, right, So, and that starts
• 10:10
  Speaker 2: eating the way into the budget. And so when you
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  Speaker 2: talk about that age group that we have to take
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  Speaker 2: care of, that's what you're talking about, right, Absolutely, there's
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  Speaker 2: an age group that we didn't see thirty years ago
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  Speaker 2: that now is living a life into eighties and nineties
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  Speaker 2: comfortably like a president. Jimmy Carter just celebrated his one
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  Speaker 2: hundred birthday.
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  Speaker 3: Okay, yeah, absolutely, you know it was interesting. So a
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  Speaker 3: lot of and I know this is a bit morbid,
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  Speaker 3: but you know, I'm starting to understand realize that as
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  Speaker 3: we get older and older, could be you know, seventy
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  Speaker 3: five plus and have you right, you know, that's when
• 10:50
  Speaker 3: you start tapping into retirement and things of that nature.
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  Speaker 3: But seventy five, it's sort of kind of that age
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  Speaker 3: where I think that there's that it's that benchmark where
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  Speaker 3: we are old, right, you know. And and I look
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  Speaker 3: at it like this. You know, I grew up in
• 11:07
  Speaker 3: government housing, so my parents were extremely young. They you know,
• 11:12
  Speaker 3: they they grew up with four Yankee boys in government
• 11:16
  Speaker 3: housing growing up. I think my mom she was seventeen
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  Speaker 3: when she had my brother, my dad was eighteen, so
• 11:21
  Speaker 3: we grew up with our parents. So my parents are
• 11:24
  Speaker 3: you know, unfortunately my mom passed, but but my dad
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  Speaker 3: is still you know, he's in the seventies.
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  Speaker 1: Kicking yeah, right, barbecue.
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  Speaker 3: So so I think that honestly, you know, when we
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  Speaker 3: consider old, it's it's you know, I look at it,
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  Speaker 3: and of course I'm thinking, okay, man, I'm like, well,
• 11:44
  Speaker 3: my parents used to be when you know, back in
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  Speaker 3: the day.
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  Speaker 1: But you don't look like your parents. That's the whole key.
• 11:49
  Speaker 1: That's the whole key.
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  Speaker 4: I go.
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  Speaker 1: I mean my dad, now I was I remember my
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  Speaker 1: dad at this age. He didn't look like be at
• 11:55
  Speaker 1: this age, right, right, right, Because we.
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  Speaker 2: Have a different sense of consciousness, you know, have care awareness,
• 12:01
  Speaker 2: you know, we you know, like like I got a
• 12:03
  Speaker 2: blood pressure machine now, you know, I check my blood
• 12:05
  Speaker 2: presure myself.
• 12:06
  Speaker 1: I'll have to go to the doc. You know, I got.
• 12:07
  Speaker 2: A bluetooth to my phone, so I know now. But
• 12:10
  Speaker 2: you know, when you talk about healthcare, you talk about
• 12:13
  Speaker 2: your business that you're developing. One thing that popped out
• 12:15
  Speaker 2: to me was the word certified Black owned Professional staff
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  Speaker 2: can company. Why is it important that you in part
• 12:23
  Speaker 2: of your bio part of your resume, you're saying that
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  Speaker 2: you're a certified Black owned professional staff firm.
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  Speaker 3: Well, so I'm gonna be I'm gonna be very transparent
• 12:31
  Speaker 3: with you. You know, when as a minority business they
• 12:36
  Speaker 3: tell you that you got to get certified, you got
• 12:38
  Speaker 3: to get a certified because what typically happens is that
• 12:41
  Speaker 3: the companies want to capture that spin for for minority
• 12:47
  Speaker 3: owned businesses. I'll be honest with Unfortunately, I hate that
• 12:55
  Speaker 3: that sort of kind of tack line because I don't
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  Speaker 3: think I need to be certified to key right. The
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  Speaker 3: reason why we get certified is because it gives us
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  Speaker 3: the license to hunt right businesses, you know Fortune five
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  Speaker 3: hundred company businesses. They want to make sure that you know,
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  Speaker 3: we're capable or that we have the capacity to do
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  Speaker 3: business with them. And I could see that because some
• 13:21
  Speaker 3: businesses that don't have that capacity that once they get
• 13:25
  Speaker 3: the contract, then you know it's it's to some extent,
• 13:29
  Speaker 3: it's very easy to get the contract, but it's pretty
• 13:32
  Speaker 3: hard to execute on the contract, right, So you've got
• 13:35
  Speaker 3: to keep the business. And so people are in trusting,
• 13:38
  Speaker 3: you know, minority owned businesses to do the work and
• 13:40
  Speaker 3: what have you. Unfortunately, we have to be we have
• 13:43
  Speaker 3: to get that stamp of approval, you know through all
• 13:47
  Speaker 3: of these different organizations like NMSDC or E Bank or
• 13:52
  Speaker 3: the l g B t Q certifications. Will have to
• 13:55
  Speaker 3: say that hey we can do you know, we can't,
• 13:59
  Speaker 3: we can't compete and we can't do the work. My
• 14:02
  Speaker 3: take is that I don't mind being certified as the
• 14:05
  Speaker 3: black owned businesses, but I just don't want that to
• 14:08
  Speaker 3: be my you know, sort of kind of you know
• 14:11
  Speaker 3: when I walk into the door, Hey I'm minority own,
• 14:14
  Speaker 3: give me work. That ain't gonna happen, right, But but
• 14:18
  Speaker 3: it does give you some kind of legitimacy in that
• 14:21
  Speaker 3: capacity to say, hey, if you give us this work,
• 14:24
  Speaker 3: we can do the work without any hesitation or without
• 14:30
  Speaker 3: any risk.
• 14:31
  Speaker 2: Okay, here's the quick question I want to ask, because see,
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  Speaker 2: I am a black certified or African American certified more
• 14:38
  Speaker 2: in the company with the jard of Minority Supplier Development Council,
• 14:42
  Speaker 2: which is a feeling of the National Minorities Subler Development Council.
• 14:45
  Speaker 2: And what people don't realize is that you know, they're
• 14:48
  Speaker 2: big companies out there, they're the white corporations that they
• 14:52
  Speaker 2: got all the business. Yeah, I cannot get in front
• 14:56
  Speaker 2: of I can't get in front of them because they
• 14:58
  Speaker 2: already got their business. So what some of these certifications
• 15:02
  Speaker 2: allow us to do at least allow these companies that
• 15:05
  Speaker 2: have these relationship with these powerful firms to listen to me,
• 15:09
  Speaker 2: listen to my story, hear my story, and I have
• 15:14
  Speaker 2: to make my story so compelling that it said. You know,
• 15:18
  Speaker 2: I'm glad you're sitting in front of me, and it's
• 15:21
  Speaker 2: it's called business relationship, and people don't understand it. Just
• 15:24
  Speaker 2: like you, I don't want to be a minority owned company.
• 15:26
  Speaker 2: But if that's going to allow me to have a
• 15:28
  Speaker 2: conversation with a company that would not listen to me
• 15:32
  Speaker 2: because they already got the relationship with a company because
• 15:35
  Speaker 2: it's a fortune five hundred in my case is marketing
• 15:38
  Speaker 2: and branding, so in your case is staff and you
• 15:41
  Speaker 2: know they are supercharged staffing agencies out there that could
• 15:44
  Speaker 2: crush you because they are so big. If you the
• 15:47
  Speaker 2: certification that a lot of people are really under attack
• 15:51
  Speaker 2: and talking about you know, doing us favors and talking
• 15:54
  Speaker 2: about that's not fair.
• 15:55
  Speaker 1: What if I was white?
• 15:56
  Speaker 2: That's not fair to us because we're not saying that,
• 15:59
  Speaker 2: we're asking for any favors. We're just trying to get
• 16:02
  Speaker 2: introduced in that environment.
• 16:03
  Speaker 1: Am I wrong? In Stan? Those kids?
• 16:05
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• 16:09
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• 16:33
  Speaker 3: No, you're not, you're not because I mean, you know,
• 16:35
  Speaker 3: we want we want to share at the table, right
• 16:39
  Speaker 3: and so I think that, you know, being certified gives
• 16:43
  Speaker 3: us that that relationship. Now, these organizations like NMSCC, GMSDC,
• 16:47
  Speaker 3: WE banking, some of these other organizations, what they do
• 16:52
  Speaker 3: is give us that entree, right otherwise that we wouldn't have,
• 16:55
  Speaker 3: we wouldn't have, we wouldn't have had. As you know,
• 16:59
  Speaker 3: miss McDonald, you know, these organizations are under attack right now,
• 17:03
  Speaker 3: and so I I am a bit concerned about, you know,
• 17:08
  Speaker 3: the future of minority businesses and where we're you know,
• 17:11
  Speaker 3: and and where are where are we going to be
• 17:13
  Speaker 3: you know, putting our stake in the ground. Due to
• 17:17
  Speaker 3: the fact that these organizations due to the fact that
• 17:19
  Speaker 3: these organizations are under attack. But to your point, you know, they,
• 17:24
  Speaker 3: you know, these certifying bodies definitely gives us that that
• 17:29
  Speaker 3: seat at the table otherwise that we wouldn't have gotten.
• 17:33
  Speaker 3: And so I do agree with you on that. I mean,
• 17:35
  Speaker 3: I believe in the certification process. I endorse it. I
• 17:39
  Speaker 3: tell you know, businesses that I mentor Hey, first thing
• 17:43
  Speaker 3: you need to do is go get certified, because if
• 17:45
  Speaker 3: you're trying to knock on the door of a you
• 17:48
  Speaker 3: know of an IBM or in the video or what
• 17:50
  Speaker 3: have you, first to say, are you certified? Right? Exactly right,
• 17:54
  Speaker 3: you know, unfortunately fortunately unfortunately right. But but but these
• 17:59
  Speaker 3: organizations definitely because you know, one of the things that
• 18:02
  Speaker 3: they do allow us to do is we get the
• 18:05
  Speaker 3: names of their supplied diversity managers and their staff and
• 18:09
  Speaker 3: what have you. And these supplied diversities individuals are advocates
• 18:13
  Speaker 3: for what we do as business minority business owners. So
• 18:17
  Speaker 3: you know, so we get those names, they interest introduce
• 18:20
  Speaker 3: us to you know, their clients that they support within
• 18:23
  Speaker 3: their organizations, and hopefully, you know, it lands into opportunities,
• 18:28
  Speaker 3: you know, for minority business owners.
• 18:31
  Speaker 2: I'm talking to Candies the founding president of the Roster Group,
• 18:34
  Speaker 2: a nationally recognized, certified black owned professional staffing firm. They
• 18:38
  Speaker 2: provide the verse top talent for both the public and
• 18:40
  Speaker 2: private sectors executive search, as well as in the healthcare
• 18:44
  Speaker 2: staffing area. Well, the thing that I wanted to bring
• 18:47
  Speaker 2: up before we move on for this is that these
• 18:49
  Speaker 2: organizations they do like business matchmaking. They'll put us in
• 18:54
  Speaker 2: a position we have to upload all our information to
• 18:56
  Speaker 2: the portal and then we can sit down and talk
• 18:59
  Speaker 2: to companies we may not. I might talk to American Express,
• 19:02
  Speaker 2: I might talk to Chase, I might talk to Cole
• 19:05
  Speaker 2: Coming I would never talk to. And the reason the
• 19:07
  Speaker 2: power of certification helps us is that we've been vetted.
• 19:11
  Speaker 2: Just like Kin said, we've been vetted. They want to
• 19:13
  Speaker 2: know how many years you've been in business. They even
• 19:16
  Speaker 2: ask you to upload your tax returns. So it is
• 19:19
  Speaker 2: really a vetted situation. So when you sit down, it
• 19:23
  Speaker 2: also tells you a lot about your business, how serious
• 19:26
  Speaker 2: you are about your business, how serious you are about
• 19:28
  Speaker 2: your planning process. And that's why I just really wanted
• 19:31
  Speaker 2: to when I saw an opportunity to bring Ken on
• 19:34
  Speaker 2: the show, I wanted to tap into his background as
• 19:37
  Speaker 2: an executive search person, his background as a person who
• 19:41
  Speaker 2: is providing staffing nationally now not just locally, but naturally
• 19:45
  Speaker 2: at the Roster Group. But ken the bottom line, why
• 19:48
  Speaker 2: did you start this company?
• 19:50
  Speaker 3: So? I started Royster honestly, I mean, and it was
• 19:53
  Speaker 3: it was. It was unfortunate. I'll be honest with you.
• 19:56
  Speaker 3: You know, my background was in pharmaceutical sales. Worked for
• 20:00
  Speaker 3: pharmaceuticals as a sales guy for four years and then
• 20:04
  Speaker 3: I was six years, and then I was in HR
• 20:06
  Speaker 3: for four and then I went to work for a
• 20:10
  Speaker 3: executive search firm called corn Fierry. And you know, of
• 20:13
  Speaker 3: course we recruited you know, C level people, what have you.
• 20:17
  Speaker 3: What happened was the tech bubble bursts. Right when that
• 20:22
  Speaker 3: tech bubble burds it, basically the phone stopped ringing. Right.
• 20:27
  Speaker 3: One of the things that I was I noticed when
• 20:31
  Speaker 3: I was in executive search working for you know this
• 20:35
  Speaker 3: this firm, was when I didn't see enough diversity on
• 20:40
  Speaker 3: the senior level executive searches that we worked on. So,
• 20:43
  Speaker 3: for an example, we were working on a senior VP
• 20:48
  Speaker 3: of sales and there were no women and no people
• 20:54
  Speaker 3: of color. For probably, I want to say, at that time,
• 20:58
  Speaker 3: that total comp was probably about close to two million,
• 21:02
  Speaker 3: and they and I just didn't see any any people
• 21:06
  Speaker 3: of color. And so what happened to me in every
• 21:10
  Speaker 3: search that I worked on, I made it a point
• 21:14
  Speaker 3: that I was going to have a woman or a
• 21:16
  Speaker 3: person of color on each search that I did. With
• 21:19
  Speaker 3: that corn and corn and I'll be honest, they're not discriminatory.
• 21:23
  Speaker 3: It's just that, you know, it's very tough trying to
• 21:25
  Speaker 3: find you know, these uh sometimes trying to find these
• 21:29
  Speaker 3: executive search professionals. So when the tech bubble bursts, I said,
• 21:33
  Speaker 3: you know what, let me take a packet and then
• 21:36
  Speaker 3: let me start my own firm and let me start
• 21:38
  Speaker 3: concentrating in diversity search. And that's how I got my
• 21:42
  Speaker 3: impetus just this uh into executive search and staffing. And
• 21:47
  Speaker 3: and it was due to the economy, which is.
• 21:51
  Speaker 1: How do you shift? How do you shift in bad times?
• 21:54
  Speaker 2: And that's what you were saying, right, pivoted, Yeah, right,
• 21:56
  Speaker 2: you didn't throw up your hands.
• 21:58
  Speaker 3: Yeah, I just knew I had that that determination, that
• 22:01
  Speaker 3: grit to say, you know what, I can do this,
• 22:05
  Speaker 3: and you know and currently right now, I was, you know,
• 22:08
  Speaker 3: a Small Business Person of the Year last year for
• 22:10
  Speaker 3: the state of Georgia. I've won several awards. You know,
• 22:14
  Speaker 3: Roycester now is we're twenty plus million dollar firm. We
• 22:18
  Speaker 3: do a lot of work on the federal side as well,
• 22:20
  Speaker 3: and so I've learned a lot. You know, I've had
• 22:23
  Speaker 3: some bruises, don't get me wrong, but for the most part.
• 22:27
  Speaker 1: You're Birmingham, Alabama.
• 22:30
  Speaker 3: You know I'm Birmingham. You know.
• 22:34
  Speaker 1: You's in.
• 22:38
  Speaker 2: You know, so like you said, you know you started
• 22:42
  Speaker 2: the company, what was that business model?
• 22:44
  Speaker 1: You know, what was that business model?
• 22:46
  Speaker 2: When you're sitting down, I want I want my listeners
• 22:49
  Speaker 2: and my viewers to understand that. You know, whenever you
• 22:51
  Speaker 2: sit down with an idea, there has to be a
• 22:55
  Speaker 2: business structure to go along with it. Like you said,
• 22:58
  Speaker 2: I wanted to make sure I had this these type
• 23:00
  Speaker 2: of people around me. A mistake I made, you know
• 23:03
  Speaker 2: that I didn't have the right people. You know, I
• 23:05
  Speaker 2: hired my friends instead of applying for the right people
• 23:09
  Speaker 2: to do the job I wanted to do. I thought
• 23:10
  Speaker 2: they could just learn it. To talk about that business model.
• 23:13
  Speaker 3: You know, my business model, I would tell you that
• 23:17
  Speaker 3: it was bootstrap and you know, it was a desk
• 23:22
  Speaker 3: in my basement and a phone and you know, and
• 23:26
  Speaker 3: trying to put names and numbers into the database. Right.
• 23:29
  Speaker 3: One of the things that that model that I start
• 23:32
  Speaker 3: learning early on was if I would have done it
• 23:37
  Speaker 3: completely different, I would have found a mentor, right, because
• 23:42
  Speaker 3: I would have it would have prevented me from those
• 23:45
  Speaker 3: those bruises you know that you go through. I mean,
• 23:49
  Speaker 3: you know, starting as a business owners, you don't know
• 23:51
  Speaker 3: the type of you know, insurances that you're going to need.
• 23:55
  Speaker 3: You don't know, you know, the type of technologlogy you're
• 24:00
  Speaker 3: going to need, the registrations and things of that nature.
• 24:05
  Speaker 3: A mentor will give you that information for free, right,
• 24:10
  Speaker 3: you know. I I utilize S B A A lot,
• 24:14
  Speaker 3: I mean going through I mean I took their you know,
• 24:19
  Speaker 3: different capacity building classes and things of that nature, and
• 24:22
  Speaker 3: so it helped me to understand how to set up
• 24:26
  Speaker 3: that model and not you know, and not make mistakes.
• 24:30
  Speaker 3: I mean, don't get me wrong, I made a ton
• 24:32
  Speaker 3: of mistakes, but that model from S B A and
• 24:36
  Speaker 3: Score and some some people that I brought in that
• 24:40
  Speaker 3: I trusted helped me kind of get over those hurdles.
• 24:44
  Speaker 3: And so, but having those people around you and sometimes
• 24:47
  Speaker 3: you don't have to pay them. Sometimes they're just give
• 24:50
  Speaker 3: it to you for free, and and and there's nothing
• 24:53
  Speaker 3: wrong for asking for information, right, But but relationship absolutely,
• 24:58
  Speaker 3: it's all about relationship. And so if you were thinking
• 25:02
  Speaker 3: about going out on business on your own, just think
• 25:05
  Speaker 3: about having somebody that you can call and trust. I'm
• 25:08
  Speaker 3: a part of all these different CEO groups like EO
• 25:12
  Speaker 3: pure groups and things of that nature. Those are the people,
• 25:16
  Speaker 3: those are the types of organizations that I would join.
• 25:19
  Speaker 2: Now here's a as we close out, you know, I'm
• 25:22
  Speaker 2: talking to Can the Roster groups. He's a boy from
• 25:25
  Speaker 2: the south Birmingham. You can't get the most south in Birmingham.
• 25:29
  Speaker 2: That's Ricky Smiley country.
• 25:34
  Speaker 1: You know. The thing about it is that when.
• 25:36
  Speaker 2: We look at mistakes or eras and resumes and presentations,
• 25:41
  Speaker 2: you've seen it all that you said you founded this company,
• 25:44
  Speaker 2: you know over two decades you've been out there doing
• 25:46
  Speaker 2: it as an executive, doing the executive search process. Let's
• 25:50
  Speaker 2: start there some of the mistakes that people should avoid, you.
• 25:55
  Speaker 3: Know, so you know the recruiters look at resume is
• 26:00
  Speaker 3: extremely quick, right, I mean I can look at a
• 26:04
  Speaker 3: resume or a CV like in I'd say five seconds
• 26:08
  Speaker 3: and know that this person is not going to be
• 26:10
  Speaker 3: a fit. You know. One of the things that I
• 26:14
  Speaker 3: think that a lot of candidates typically don't do is
• 26:19
  Speaker 3: really put a whole lot of meat within their resume
• 26:23
  Speaker 3: really kind of justify their existence for that position. Right.
• 26:27
  Speaker 3: And so if candidates could put more meat on their resumes,
• 26:31
  Speaker 3: now things are different, right. I mean, you've got all
• 26:33
  Speaker 3: of these different platforms now that you can upload your
• 26:36
  Speaker 3: resume they shredded, We go in and they take a
• 26:38
  Speaker 3: look and download and things of that nature. But a
• 26:41
  Speaker 3: lot of people don't know that when when they're shredding
• 26:45
  Speaker 3: that resume for us to take a look at, they're
• 26:48
  Speaker 3: looking at key words, you know, specifically for the position
• 26:52
  Speaker 3: that you're applying for. So, if you're applying for a
• 26:54
  Speaker 3: position that you think that you would be a fit for,
• 26:57
  Speaker 3: read that job description, right, Read the job description. Make
• 27:01
  Speaker 3: sure that you got those key phrases, those keywords in there,
• 27:05
  Speaker 3: so that you know, if we're saying, if we pull
• 27:07
  Speaker 3: down you know, like five candidates or six candidates, ten candidates,
• 27:11
  Speaker 3: whatever the number is, your resume would be part of
• 27:15
  Speaker 3: that batch, right. And so put the effort, put the
• 27:19
  Speaker 3: time into writing your your resume and your CV.
• 27:23
  Speaker 2: So basically saying resumes a SEO driven to keyword, you.
• 27:30
  Speaker 3: Know, and it's unfortunate, right, I mean, you.
• 27:32
  Speaker 2: Know, you know well I would say it's unfortunately. That's
• 27:34
  Speaker 2: why you're on the show. Listen to the money made
• 27:36
  Speaker 2: conversation master that you get hits on how to win.
• 27:39
  Speaker 4: You know, the resume to that you knew, and sure
• 27:44
  Speaker 4: enough they passing on in an interview these days, ain't
• 27:47
  Speaker 4: it doesn't happen that way, you go, you got to
• 27:49
  Speaker 4: put it into the database.
• 27:51
  Speaker 1: I'm not saying my sister in law looking for a job.
• 27:55
  Speaker 1: She beat me up not talking about it. I'm not
• 27:57
  Speaker 1: looking for a job.
• 27:58
  Speaker 2: But how does she avoid making mistakes if she came
• 28:02
  Speaker 2: to your company and put the wrong things and saying,
• 28:05
  Speaker 2: what were some hints some clues?
• 28:07
  Speaker 3: You know? Recruiters, you know, executive search and recruiters take
• 28:12
  Speaker 3: your call, right, I mean, don't get me wrong. They're
• 28:14
  Speaker 3: not going to call you back like you know, like
• 28:16
  Speaker 3: over in twenty you know, ten hours or twenty four
• 28:18
  Speaker 3: what have you. But they will return your call if
• 28:22
  Speaker 3: you if you are you know, if they're a viable candidate, right,
• 28:25
  Speaker 3: and so call the recruiter and say, hey, listen, I'm
• 28:28
  Speaker 3: thinking of I'm looking at this particular opportunity. You know, here,
• 28:31
  Speaker 3: here are my skill sets. How do I apply for?
• 28:34
  Speaker 3: And how what what are you looking for? And how
• 28:36
  Speaker 3: do I upload this resume so that you know it
• 28:40
  Speaker 3: you can pull it or your client and take a
• 28:42
  Speaker 3: look at it, so you know, call the call the
• 28:44
  Speaker 3: recruiter if you know, if you have a entree into
• 28:48
  Speaker 3: the company that you're interested in applying for, you know,
• 28:51
  Speaker 3: send the resume directly to that hire manager or to
• 28:54
  Speaker 3: that HR, that HR department, right and also upload the resume.
• 28:59
  Speaker 3: So do you know, do a double duty. I mean
• 29:03
  Speaker 3: with that, get your hustled. Yeah, the more you can
• 29:06
  Speaker 3: put it, the more you can put your resume out
• 29:08
  Speaker 3: there to those people that you're organizations that you're targeting,
• 29:12
  Speaker 3: the better.
• 29:13
  Speaker 1: Awesome. I'll tell you something again, This is awesome. Now, well,
• 29:16
  Speaker 1: this is enjoyable.
• 29:17
  Speaker 2: Now I want to invite you into some of our
• 29:21
  Speaker 2: other platform But again, thank you for coming on Money
• 29:23
  Speaker 2: Making Conversation master class.
• 29:25
  Speaker 1: You've educated me, educated my audience.
• 29:27
  Speaker 2: And guess what he hiring hiring the brother's hiring black
• 29:32
  Speaker 2: certify hiring. Okay, again, thank you Ken for coming on
• 29:35
  Speaker 2: Money Making Conversations master Class.
• 29:37
  Speaker 3: All right, Miss McDonald, you take care, sir, take care appreciation.
• 29:40
  Speaker 3: All right.
• 29:41
  Speaker 2: This has been another edition of Money Making Conversation Master
• 29:44
  Speaker 2: Class hosted by me, Rashaun McDonald. Thank you to our
• 29:47
  Speaker 2: guests on the show today and thank you listening to
• 29:50
  Speaker 2: the audience now. If you want to listen to any
• 29:52
  Speaker 2: episode I want to be a guest on the show,
• 29:54
  Speaker 2: visit Moneymaking Conversations dot com. Our social media handle is
• 29:58
  Speaker 2: money Making Conversations. Join us next week and remember to
• 30:02
  Speaker 2: always leave with your gifts.
• 30:03
  Speaker 1: Keep winning.