Unleashing the Staffing Shark: Richard Rosner on Standing Out in Recruitment

Intro [00:00:00]:
Welcome to the elite recruiter podcast with your host, Benjamin Menna, where we focus on what it takes to win in the recruiting game. We cover it all from sales, marketing, mindset, money, leadership, and placements.

Benjamin Mena [00:00:18]:
You're gonna get done with this podcast episode and be ready to attack the day recruiting. But before we get started, we are less than a month away from Some of the best speakers in the recruiting industry helping you gear up to make 2024 your best year yet. So make sure to get your tickets. It's gonna be epic. And got a quick request. I think this is the 1st time I've done this, in about And we're at about a 120 something episodes. If you've loved some of the stories that you've heard on the Elite Recruiter podcast, can you leave A review on either Apple or Spotify, 5 stars and leave a review. That would be awesome.

Benjamin Mena [00:00:55]:
It would definitely help. And I just wanted to say thank you guys so much for Continuing to to listen in and continuing to implement some of the awesome things that you guys are learning from these amazing speakers. I am excited about this episode of the elite recruiter podcast. I have the 1, the only, The staffing shark with me today, Richard Rosner, to talk about a few things. 1, how to develop yourself To be the best game recruiter out there. Secondly, how do you create a brand that candidates gonna start coming to you? And third, He's launching something called Recruiter TV. So we're we'll talk about that towards the end, but, like, welcome to the podcast, Staffing Shark.

Richard Rosner  [00:01:41]:
Hey, Brother Ben. What's up, buddy?

Benjamin Mena [00:01:43]:
Doing good, man. Doing good. Happy you're here.

Richard Rosner  [00:01:45]:
Oh, man. I'm ready, man. Lots of good stuff going on in 2024. I just gotta tell you, man. It's an exciting freaking year.

Benjamin Mena [00:01:51]:
I you know, after last year, which, you know, a lot of recruiters, it was pure chaos last year. I think this year is gonna be the absolute best year for everybody.

Richard Rosner  [00:01:59]:
You know what? Can I tell you real quick? 23 was my best year ever in 10 years. Because guess what? Whenever everybody was panicking, guess what the shark was doing? Just hunt everything down. I love when it's panicked, so hopefully 24 is gonna be better. But for the shark, it's like, I love it, man. I think this year, with everything that's going on, we're gonna talk about everything, the AI and everything. It's coming at us so quick. And as you know, I'm hyped up all the time anyway, so this is great stuff.

Benjamin Mena [00:02:23]:
Well, before okay. 2 things. How'd you get into recruiting? And then after that, where the hell did the staffing shark come from?

Richard Rosner  [00:02:31]:
Okay. How long do you have? Okay. So Good stuff here. So, actually, I used to be a probation officer, believe it or not, for 10 years for the state of Pennsylvania. And one day, I'm gonna tell everybody out there, I just only quit, Ben. I just said, I'm out. Yeah. Take my vacation, went to Pittsburgh, and had no job for 3 weeks and landed in a staffing industry just like that.

Richard Rosner  [00:02:50]:
Somebody called me. Actually, it was a sales job for, like, insurance. And a guy liked me so much, and he's like, hey. Do you just wanna work for a staffing firm? Back in 2014, he's only been in a business for 10 years, and he said, do you want New York City half the time I'd have to tell me Pittsburgh. The room's paid for. I'll be your roommate. This older gentleman, and he's like, dude, just listen to me. Like Rocky Balboa, I swear to god.

Richard Rosner  [00:03:10]:
He's like, Kid, just listen to me for a year. You'll be a rock star. So I give him all the shout outs, man. So Wait. So that.

Benjamin Mena [00:03:16]:
Recruiting is your 2nd career. You were a probation officer. You just said f it. Quit your job.

Richard Rosner  [00:03:22]:
Yep.

Benjamin Mena [00:03:23]:
Found a recruiting job, like, when you were looking for somebody else, and you even lived with the guy too.

Richard Rosner  [00:03:28]:
We had a room in the back. Yep.

Benjamin Mena [00:03:30]:
So, like, talk about a complete, like, 3 60 life change into the recruiting world.

Richard Rosner  [00:03:35]:
It is. And you know what? I gotta tell everybody. Don't have a job, man. This is a lifestyle, man. I mean, I tell anybody, go back and do probation work, man. That's a job. Every day, get shot at, bid at, and stuff like that. But, no, this is so much Fun and, yeah, love it.

Richard Rosner  [00:03:48]:
10 years of just excitement, and the next 10 years are gonna be more exciting to eat.

Benjamin Mena [00:03:52]:
That is awesome. Okay. So, like, where'd this staffing shark come from?

Richard Rosner  [00:03:55]:
Oh, man. This is great. So okay. So I can't make this up. I'm sitting on the beach one day, and I'm like, you know, I used to be a wedding DJ, so I've done everything. And, Seriously, I've done everything. Wedding DJ, personal trainer, I'm still man, I don't stop, man. I just grab it all.

Richard Rosner  [00:04:09]:
You know? Like Gary v always says, just grab it all. So I'm like, okay. I'm Richard Rosser. I've been in the industry for about 6 years now. Worked at 3 different companies. You know? You know? And I'm like, something to build my brain. What's gonna make me different? I go to these conferences and people's like, hey, Richard. How you doing? I'm thinking, that's great, but that's not what I wanna be.

Richard Rosner  [00:04:28]:
I wanna be this person where it's like I can bring energy to everybody. And everybody thought that before, but I'm like so I'm sitting on a beach here one day, Merry Beach, ain't gonna lie. I'm sitting there and I'm just saying, okay. What can make me the next level? So first, I'm drinking a Landshark, of course. You know? So I'm sitting there. I can't make this up. So I'm sitting there, and I'm looking at the waves. And, you know, it's about 5 o'clock, and I'm thinking I need something to get me going.

Richard Rosner  [00:04:51]:
I'm thinking staffing, Staffing. And I looked, and I thought I seen a shark, but it was a wave. So I was like, staffing shark. Always in a hut, never sleeps and drink land shark beer. Oh, 5 minutes later, LLC. Here we are. 4 years later. Oh, And then I took to the next level.

Richard Rosner  [00:05:08]:
I said, you know what? I'm gonna make it like a Kenny Chesney with flip flops, medium shirt, shark necklace, And bring energy to everybody like Kenny does, you know, have that beat 5 for recruiting, and here I am.

Benjamin Mena [00:05:19]:
And first of all, if you've had not had the chance to meet the staffing shark, Ikea is a keynote speaker at all sorts of recruiting events. Like, he literally just, like you get done with listening to him, And you just walk away with just, like, so much energy, and you're ready just to attack the phones or attack the email.

Richard Rosner  [00:05:37]:
Hey. Thank you, Fat. You know what? It's not about that. I just want everybody to enjoy. I always say when you speak, this has been big tip I'm gonna get everybody. Don't go around and worry about yourself. Worry about the audience. I bring, like, the concert Added to when they get up, the end of the day, they wanna take pictures with me, have fun with it.

Richard Rosner  [00:05:53]:
They're like, holy cow, because we want them to get something out of it. You know? We could tell them all the info That we think was good, but then they ask questions. Get them involved.

Benjamin Mena [00:06:02]:
Good stuff. So okay. You you created the staffing chart to kinda, like, just set yourself apart. How many recruiters are there in the US? Was it 229,000

Richard Rosner  [00:06:10]:
Mhmm.

Benjamin Mena [00:06:10]:
Recruiters, 300,000 recruiters, and you had to create a brand to be different. And because of the brand, you've also had people coming to you. You know, like, talk about, first of all, building a brand and then building a brand that, like, where Candidates and clients come to you.

Richard Rosner  [00:06:25]:
Well, here's the thing is, you gotta think what you wanna be. So at the end of the day, it's not about, you know I'm not asking everybody to have energy like the shark or something like that. I have person I met towards, she's a redhead recruiter. So feed off what you like. It don't have to even be a key name, man. It could be just anything in general. But once you get it rolling, Put the taglines out there. As you can see the content we're gonna talk about on social media, I never say anything about hiring.

Richard Rosner  [00:06:48]:
I just put this entertainment, Excite, engage, employ is my motto. You know what I mean? And when you build that I mean, with QR codes everywhere, restaurants and bars, you go around here, they got, You know, get hired by the shark and the QR code goes right to my Facebook instead of my website. So guess what? I'm chatting with them on the way home. Stuff like that is gonna build your brand. Every time you're out, if at the restaurant or vacation, you're always on the hunt. We're not working. It's a lifestyle. And when you build that brand, they're gonna come to you.

Richard Rosner  [00:07:17]:
If you hear some of the voice mails I get, it's like, hey, Shark. You got another bite. Word of God, this happens every week. Like, They don't even know me, and they put energy in. And this is not even light industrial. This could be an engineer. This could be a nurse. Soon as they get on the phone with me, Even if they don't talk to me, they leave a voice mail, it's so high energy.

Richard Rosner  [00:07:33]:
I mean, seriously, one time I'm gonna do a blog on this, but that's the vibe that I give everybody is hope to get a job. You know? And if I can't find him a job, that's what a tagline is jobs for all, that's because I'll refer him to you, my friends on LinkedIn and stuff like that, and ask for nothing to return. So at the end of the day, you know, if I can't find you something, I'm gonna pass you off, and I think that's how you build a community of people that love you.

Benjamin Mena [00:07:55]:
Well, Well and real quick. You just mentioned one thing earlier. Like, you're talking about restaurants. You're talking about stuff like locally. And I've you know, you've done something with I've seen very few recruiters do is You've completely dominated your local market.

Richard Rosner  [00:08:09]:
Exactly. And you know what's funny? Go ahead. The place I'm in West Virginia here, I've only been here for two and a half years, and I took it Wait. What? Two and a half years, and I took this market over. I had to market in Pittsburgh. Now I went here with a contract down here two and a half years. There's 4 other staffing firms, and we have 80% of the market share. It mean that's just what I do is, like, I go in and I just go in like a shark.

Richard Rosner  [00:08:32]:
I mean, I'm everywhere all night long. If it's a chamber event or something like that, you know, and I love it because Here's the one key I'm gonna tell everybody. Everybody says, oh, you got a business card. I'm like, scam me right now. There's my QR codes. Boom. Is that a can you hand a shark? Yeah. There it is.

Richard Rosner  [00:08:46]:
So it's, Comical stuff like that will build your brand, and then guess what? The big thing I always say is social media. I mean, we have CRMs. As you probably heard me before, my CRM is my Facebook. Everybody I get hired is my Facebook friend. So then I can say happy birthday, Merry Christmas, Guess what? They refer all their friends too because everybody's friends of friends. So you build that database of 1500 people in, like, 2 years. I mean, it's amazing. I mean

Benjamin Mena [00:09:13]:
Okay. One more time. You 2 years ago, two and a half years ago, you moved from Pennsylvania, Pittsburgh

Richard Rosner  [00:09:19]:
To West Virginia.

Benjamin Mena [00:09:19]:
Yep. To West Virginia. So how many how many people did you know in in that in West Virginia in that area before you

Richard Rosner  [00:09:27]:
in the area, probably about 5 people.

Benjamin Mena [00:09:29]:
Okay. So you knew 5 people.

Richard Rosner  [00:09:30]:
Mhmm.

Benjamin Mena [00:09:31]:
You've already taken over the complete market, and everybody, like, knows you. You've completely, Like, I'm just gonna say this again. You've taken over that local market. For a recruiter that wants to do that and, like, 2 years is, like, an incredible Time to do that. How do you take over a local market? Like, what are the things that you're doing on a weekly basis that you've Pushed everybody out.

Richard Rosner  [00:09:53]:
And the big thing is content. You gotta put content out there they enjoy. As you can see, I put weather reports. I share everything in the community. Some people ready know much know me off the bat. If there's snow report, I'm going to snow report. So I think That's what we need to do. That stuff sitting behind a desk and just calling candidates, that's great, but you gotta get on the field.

Richard Rosner  [00:10:13]:
I always say on the streets, Podcasting is we're doing right now. I recommend everybody. You know that. In 2024, you should have a podcast. Everybody does. I mean, seriously, that's tough. Do short clips. But I think the big tip I can give everybody, it's not about you.

Richard Rosner  [00:10:26]:
If you see any of my videos, a lot of them, I have people in them. I have candidates in them. I have people in them. They need to have that. You need to have substance around you. Just talking about yourself all the time, about stories, that's not what it's about. It's about them. And when you think that way and you put wanna put them in a spotlight you know? Like like, the big thing is everybody gets hired by me to get the shark shake.

Richard Rosner  [00:10:46]:
You know, handshake with me. I posted on my site. They posted on theirs. There it is. These are simple things that I've talked over and over when I speak and a lot of people don't do, and they're like And then when they start going like shark, I'm getting so much leverage now that the other staffing firms are calling me saying, can you slow down? And I'm not gonna lie. I was I was at a I was at a restaurant. I gotta tell you this real quick Story. I'm in a restaurant about a year ago, and this girl looks over.

Richard Rosner  [00:11:08]:
She's with her fiance, and she's like, o m g. You're the shark, aren't you? My owner, my staffing firm said, when are you leaving town? I never met her before in my life. And then after she bought me a shop, we, like, laughed about it and stuff like that. She's like, you're everywhere. We can never figure out what you do it because you're everywhere, and I said, that's the key about it. Keeping all my, you know, competitors, which are not my competitors on the defense side.

Benjamin Mena [00:11:32]:
That is phenomenal. And it's it's the one thing I actually because I've I've followed the shark for a few years now on on Facebook, and I know a little LinkedIn content, like, A lot of people are sharing what they're doing and sharing their high higher success stories. And, at least, in my my space, I'd I'd barely see anybody. Welcome to government contracting. But the shark has a pitcher with almost every single person he hires. Every single like, it the

Richard Rosner  [00:11:59]:
way it feels like on

Benjamin Mena [00:12:00]:
a daily basis or, like, multiple times a week, he's just like, new hire, new hire, new hire, new hire, new hire.

Richard Rosner  [00:12:07]:
It is. And you know what's fun about it? It's excitement too. I'm gonna go take it to the next level. When I interview people, I got my flip flops on in the office, you know, my ripped jeans. Dude, I just bring that vibe to them. Hey. Come on in. And you know what? Right off the bat is the best thing I ever told, but I don't recruit you.

Richard Rosner  [00:12:21]:
When I recruit you, Guess what? You're just gonna get fell fall off. Guess what I am? Your job agent. I represent you. And when you say that you know how many phones I ask them? They have my name, shark, Job agent. That's what they put in there. So guess who they're gonna call every time they need a job. And then guess what? You wanna keep them in your life cycle the whole time. So if they quit jobs Or they rotate every 3 years, guess who they're calling again.

Richard Rosner  [00:12:42]:
You got that Okay. A continuing ocean of opportunity.

Benjamin Mena [00:12:46]:
So how do you manage, like, all this social media stuff With the work of recruiting

Richard Rosner  [00:12:50]:
There's a lot of different platforms out there. You know? You got, you know, you got, hero posts and all that stuff. So I always say, and I'm sure you do the same thing too, is Don't push everything out yourself. Set it up there. I got stuff ready for February already. So you know what I mean? So push that content out there. One thing I will say that I love to say right now, all the content is myself. I don't have anybody else doing it.

Richard Rosner  [00:13:11]:
So my feelings for the day are me. You know? I love AI. Some of the stuff in AI, if you've seen it now, You know, I'm doing, like, Terminator stuff and with music. People are responding to that. As long as you have your tagline at the end or your logo, they keep seeing it over and over again. You're building that brand, man, just like Nike. We don't buy because of the shoes. Air Jordans, we buy because of that name.

Richard Rosner  [00:13:30]:
You know? They could be the ugliest Air Jordans, but we're like, hey. We gotta get them. So if you can build that in recruiting, to build your name, that's it's all about.

Benjamin Mena [00:13:40]:
So and here's here's actually a kind of a a a fun question going about building your brand. You know, a lot of people are working at a company or working at a staffing agency, and they're afraid to, like, really just focus on their brand because of the business brand versus this. Like Ron, like, how do you navigate, like, working at a company while still building your own brand?

Richard Rosner  [00:14:00]:
You have to go in and, you know, the the company I work with, you know, what the contract is, actually, I say, hey. I'm building my brand, but my brand is gonna build your brand. Does that make sense? And I think A lot of companies, if I can tell you any tips out there, please let your recruiters and your sales reps build their brand too. Just don't box them out. That's why I do my other thing now because the big staffing firms, they're limited in the recruiters what they can do. On social media and everything, they're holding them back. Let them be to Tom Brady and throw it in the end zone. It's gonna be better to everybody at the end.

Benjamin Mena [00:14:30]:
I saw I think I saw this, like, 2 months ago. Somebody in of the Facebook groups talking about they were looking at a job opportunity, and the place that they were looking at, like, they wanted to control all their LinkedIn posts.

Richard Rosner  [00:14:41]:
Is that crazy? And know what? I used to work for a big staffing firm. Not gonna mention the name, you know, but in light industrial day to day labor, that's why I got silver in my hair. I joke about all the time. I mean, you do that day to day labor stuff. You do anything, but end of the day, I had all these ideas maybe 6 years ago. Guess what? Can't do it. Can't do it. You gotta get approved by marketing, which takes 2 weeks.

Richard Rosner  [00:14:59]:
I'm like, You know, and I'm thinking I'm going to build your brand and make you more money, which and then guess what? If you don't do that, most recruiters are gonna bounce. Now they want that creativity. They want you. I think a lot of companies, if we, wanna steer this way a little bit, like the leadership stuff, they don't talk to the recruiters much. The recruiters are your frontline. The sources of recruiters, everyone's on the phone. Every week, you should give their opinions. You know?

Benjamin Mena [00:15:23]:
Absolutely on that. Okay. So take a few steps back. You know, 2024 alright. I'd say 2022, a lot of recruiters, I don't wanna say this, but started learning bad habits. 2023 was a wake up call for many recruiters. And while you are on the attack, when you're working and developing yourself to make sure that you're a good recruiter, Like, you got work, you build content. Like, what are all the fundamentals, pillars that a recruiter needs to focus on to win in 2024?

Richard Rosner  [00:15:51]:
I think recruiters need to get you know, it it's social again. You know, we gotta get back to the the communication part. I think so many times we just post stuff on LinkedIn or Indeed, Post and pray. And that's not happening anymore because we need candidates, and we need sales too. So I think the big pillars when you go in, first off is, You know, you need to communicate with the the candidate. Second thing is the candidate and the recruiter are equal. You you can't talk down to them. You know? Without them, you don't have a job.

Richard Rosner  [00:16:18]:
Without them, they don't have a job. If you tell them that right off the bat, dude, there's that barrier you're breaking with anybody. And I think the thing is though, you have to learn the ATS system you're operating, You know, the AI, you have to do that in and out. When I go to these savvy firms and I help them out, the first thing is their ATSs, they're not using them, and they're using them about 10%. There's There's so many different things they don't know, and they've been in the industry for 5 years. I'm thinking, oh my god. Let me tweak this for you. And then the owner's like, well, we didn't know about that either.

Richard Rosner  [00:16:46]:
I'm thinking, In 2 weeks, I can change, like, or rescue. I can change any recruiter and make you a recruiter rescue, make you a celebrity again, seriously. And that's That's what I do. I go around now to staffing firms and just build that culture up. So the fundamentals about that, the ATS. And then I think the thing is, though, you have to organize yourself. I think too many people are just all over the board. They're just grabbing the 1st position.

Richard Rosner  [00:17:08]:
I think that whoever the manager is, you have to say you're gonna focus on these 5 opportunities, And they were to go something else or do a team effort. But I think there's too much chaos and everybody just grabbing the easy stuff, and then the the hard ones are left alone. And guess what? A client isn't getting called, an accountant's not getting called, and guess what? They're all upset. Mm-mm. Mm-mm.

Benjamin Mena [00:17:29]:
Now he definitely hits the points there.

Richard Rosner  [00:17:31]:
So

Benjamin Mena [00:17:31]:
oh, okay. So I feel like this is should be part of Staffing TV, recruiter rescue.

Richard Rosner  [00:17:37]:
It is.

Benjamin Mena [00:17:37]:
Are are you actually gonna be making episodes?

Richard Rosner  [00:17:39]:
I am working on something. Trust me. Yep. It's behind the scenes. This year is a lot of media stuff going on, but, yeah, because I think that's something We lack in our industry is, we just do the podcast scene and, you know, I'm bringing the energy to it, so we got some great things coming up. But, yeah, that recruiter rescue, I came up I was watching bar rescue about a year ago, and I was like, why don't we just do for crew rescue? I go in and just save the day in 3 weeks.

Benjamin Mena [00:18:01]:
Well and that kinda goes into I mean, it's that I've been trying to figure out is, you know, all these different industries have really mastered, video and mastered social media. Mhmm. Now when it comes to, like, recruiting, like, You know, I've I've this podcast. Like, people come and listen to the podcast. They watch the podcast. But how do you, like, really take things up a notch? And real quick, pause. I recommend everybody to have a podcast because it is gonna be the authentic voice in 2024 with verse like, when so much stuff is gonna be artificial intelligence. But, like, you see real estate.

Benjamin Mena [00:18:32]:
You see this. You see that. How do we level up our video content?

Richard Rosner  [00:18:37]:
I think the big thing is we just have to study the other industries. Netflix, Chick Fil A, the way they do it like, I'm gonna laugh at this, but real quick. Chick Fil A, their model, if you if you do that in recruiting and staffing, you're gonna crush it. What's the first thing they do? Chick fil A real quick. You meet a person. Right? Human connection. Oh, yeah. You go up to the drive through.

Richard Rosner  [00:18:54]:
Right? You don't do anywhere else. Is that great? And people keep coming back over and over again. They make it so easy. It's like that bull, and they're closed on Sundays too. So if you could use that format, Just bouncing around a little bit, but that's that Chick Fil A format I use all the time. But like Netflix and, you know, all the streaming services, that's what we have to do To up ourself in recruiting for the videos. I think the videos, I'm gonna be up blunt. I think some of them are horrible.

Richard Rosner  [00:19:19]:
I I think 60% of the content out there in staffing recruitings I got a 100 jobs. I see this all the time, and it bites. I just wanna call them up and say, hey. I have a 100 jobs. Come on down. We got we're gonna hire you today. And next week, we have a 150. In my eyes, I'm thinking, do you hire anybody yet? Because you just added 50 more.

Richard Rosner  [00:19:35]:
I mean, people don't want that or the postings of We have 60 jobs welder at this pain at you gotta make it creative, and you gotta make it short. You know, short videos are the way to go. You know? That 15, 22nd pop, you know, if it's a it's a race car going down the road that we could hire you for a mechanic, boom, and then at the end, boom, a blast of energy of your logo. That's gonna get you there. I mean, I think it's that creativity.

Benjamin Mena [00:19:59]:
Go. A quick 30 seconds. What tools are you using for short form videos that you can recommend for recruiters to use? Because, Like, video is tough.

Richard Rosner  [00:20:07]:
Oh, there's so many of them. You know what? I'll give you a list after this. I mean, I got, like, 8 of

Benjamin Mena [00:20:11]:
them.

Richard Rosner  [00:20:11]:
So, you know Yep. Nope.

Benjamin Mena [00:20:13]:
Yep. I'll I'll for the for the listeners, I'll I'll put that in the show notes. Mhmm. K.

Richard Rosner  [00:20:16]:
Yep. But there's a lot of cool ones out there. I mean, you could do, like, for Christmas or Saint Patty's Day or stuff like that. You gotta be creative. One thing else when you do content, follow the holidays. Valentine's Day is coming up. Hit it up with some good stuff there. You know, Super Bowl Should be posted during Super Bowl.

Richard Rosner  [00:20:31]:
Everybody's hit their phone during the holidays, and people's not posting. Super Bowl is Sunday. I would blow that up with content.

Benjamin Mena [00:20:37]:
And The one thing I also I I I mean, I ask you, this content, and we've we've asked it before. Mhmm. The content has turned into business for you. Like, you have seen real Financial results from the content you've been trading.

Richard Rosner  [00:20:50]:
100%. I mean, we're talking 300%.

Benjamin Mena [00:20:52]:
Yes. Oh, yeah. It's it's

Richard Rosner  [00:20:54]:
And it's the it's the creative content of me being, you know, with cartoon characters of myself and, you know, stuff like that. I'm I'm actually looking like, an action hero and stuff. That's What is engaging people? You get 1, 2 people engaged, and guess what? It goes viral to the next level for somebody else. And the reason I know this is because I asked everybody, how'd you find me? Like, dude, you're you're the crazy shark on a on a lot on on I wanna work with you because I feel the energy. That's first thing they say. And I said, what did you which video did you see? And I did a study on this of which ones they, you know, showed. So if it's me just doing something, you know, just a regular podcast, which I usually never do by myself, the algorithm and that stuff's not gonna go. But if I do something where I'm pouring down in the snow at 5 AM, they love it.

Benjamin Mena [00:21:35]:
Because I think that's one fear though a lot of recruiters have is, like, The amount of effort it takes to create content, like, where how am I gonna see the financial results? And, you know, using you as an example, you've done a good job taking over this town or this City in West Virginia. And, you know, it's mostly just because of the content, and there are so many content creators out there that are making nothing, but you've turned this into Financial rewards.

Richard Rosner  [00:21:59]:
100%. And sharing is caring. Here here I go. Right here. So here's another great one. So I go to restaurants. I do review. 20 seconds, maybe 2 minutes, you know, of, you know, their cookies or their coffee.

Richard Rosner  [00:22:11]:
Guess what? I post that. I did it during the holidays when I saw some blogs on that. Guess what they post it when they have 7,000 followers. They're gonna see you, your logo, And everything else, it's a win win. Well, so why would you go to every restaurant or a pub or a winery or any business in your area? That's true advertising for them.

Benjamin Mena [00:22:32]:
You're creating the content about your your life, but you're making sure that your logo is at the end of everything.

Richard Rosner  [00:22:37]:
Logos and everything. And my logo changes colors you can see. I mean, it'll be green for Saint Patty's Day, so, you know, I I keep it. People like that stuff. Different colors, different things coming in and out. You know? Ride the

Benjamin Mena [00:22:49]:
vibe. I think that's what, like, you're doing because, like, at least for me personally, like, I make a lot of, like it's very sector sectioned off, like, the elite recruiter podcast content, Like, some of the GovCon content. And I, like, I should have logo whether Elite Recruiter podcast or Select Smart Solutions

Intro [00:23:05]:
At the end

Benjamin Mena [00:23:06]:
of everything, I'm doing that. Even if it's going out to a wine bar or bouncing around France.

Richard Rosner  [00:23:10]:
Trust me. When I'm with my family, I put a picture out there, 7 shirts at the bottom. It's sort of this. It's like when they were going for the holidays in California, I was putting the logo out there because that's that's initiating that you're with your family. You know what I mean? We always wanna go back and building a brand. You know, they see you out there at Texas Roadhouse, wherever you're at. They're like, wow. He's a family person too.

Richard Rosner  [00:23:28]:
See? That's you got the fed on everything.

Benjamin Mena [00:23:31]:
Because I I think Gary v said it or a few other, like, content creators have said it, like, you know, you need to start sharing more about, like, your life.

Richard Rosner  [00:23:39]:
Exactly. But you include everybody in your life. I always say ocean of opportunity as I said earlier. That's what it is. It's an ocean opportunity for everybody. Businesses, Myself, I'm the core, and everybody else, I'm just gonna push you out there. And when you think like that to put everybody else in the spotlight, Dude, you're never recruiting again, really. Never even getting sales again.

Richard Rosner  [00:23:57]:
I mean, you they're just gonna come to you.

Benjamin Mena [00:24:00]:
Okay. So jumping back over to recruiter bar rescue.

Richard Rosner  [00:24:04]:
Yes. You like that?

Benjamin Mena [00:24:07]:
I I I like this. So you pick up a firm let's just say you meet a firm that's been either going backwards

Richard Rosner  [00:24:14]:
or has been stayed stagnant.

Benjamin Mena [00:24:15]:
We're the first 3 things that you're doing with that organization to help them turn everything around.

Richard Rosner  [00:24:21]:
I I think the first thing is when I walk in, and I did this in West Virginia. I walk in, and I see how it is. Cubic goals, get rid of them. You know? We we gotta bring the vibe. So first thing is, we're gonna have music. You go to Walmart. You go to Target. They play music, Ben.

Richard Rosner  [00:24:33]:
Why do they play that music? They don't play that for you to sing. They play for that so you'd be happy, smile so you can buy more stuff. Same thing. So that's it's a motion thing. So, actually, I have music playing there if it's country or if it's, you know, pitbull or whatever like that. Up a little notch, you wanna make it when they walk in, I'm like, holy cow. I throw a Pac Man machine and miss Pac Man machine because that's my favorite. You pick what you want.

Richard Rosner  [00:24:53]:
Hey. We got video games in there, maybe a, you know, ping pong table. You know, we keep it open. You know, bright lights. You know, there's no testing going on right off the bat. It's when you come in, you're gonna see a fresh whatever you want. At my desk, I have a lava lamp with a shark on it. You come in, like, what can I help you with? You know? It's like, Well, come on here.

Richard Rosner  [00:25:12]:
What do you want? I don't interview anybody. It's a beer chat, coffee chat. That gets me to the next level right there because That's what I'm talking about. You know? I'm talking about them. We're not gonna interview you right off the bat. There's no interview. You know, it's like if you're going on a day or something like that, it's the first time you meet somebody. Not gonna quiz them on everything, are you? So why would you just get them beat them? Right? Just get them meet and see what they want.

Richard Rosner  [00:25:33]:
It might not be a fit, but, you know, if they're not, that's okay. You can pass them off. And, nope, I get them hired. Hey. I'll pull a little shark out and drink with them. You only get 1 because 2 don't get a DUI. So but but but that's kind of funny too because they're like, dude, I've never Had this experience in my life. And I'm telling you, just the way I create this with the other recruiters that come in and are like, wow.

Richard Rosner  [00:25:53]:
This was stagnant. Now you come in, and, of course, we have fun with it too. I mean, we're throwing stress balls at each other during the day. We we have fun with this. That's what I'm saying. It's a lifestyle. So When I go to an office, I want everybody to be loved, felt like they they're the number one thing. I also quiz them about what do they like sourcing.

Richard Rosner  [00:26:10]:
I've Flip people from sourcing to sales because that's what they like better. It's like football. Like, I used to be a football coach too, so it's like plug and play. It's like, Where should you put that person? And it's amazing how these staffing firms like, well, we've never done that. We just have a boring meeting once a week. Oh, let's go through your recs. No. We're not doing that.

Richard Rosner  [00:26:27]:
We're gonna have it fun, and they do it during the worst time. They do, like, a Monday at 9 o'clock when it's like, dude, we should be hitting that pavement right now. Right? I mean yeah. And then another thing I always say is on Fridays. I mean, I hate to say this, but Fridays rotate. Friday at noon, you're done for the day. You know, you're still getting paid till 5 o'clock. Get out of here.

Richard Rosner  [00:26:44]:
You know? That's our culture, and that's what people love.

Benjamin Mena [00:26:48]:
So you you're changing the culture. Like, you're you're working on really changing the environment, and, know, there's plenty of studies out there, and they talk about the environment being, like, high producers. Like, are you doing ever anything when it comes to, like, the KPIs or the work ethic core the like, basics.

Richard Rosner  [00:27:04]:
Yes. The KPIs, we push that back a little bit, and I do like a BMI, body mass index, I call it, like, Now so it's, you know, it's a you know? Seriously, what is your lean muscle mass? You know? What is your lean energy here to get the, the candidates and stuff like that? So I have a formula for that, And it's a lot better. That KPI name, I ain't gonna freaking hate it. Everybody cringes on that. When they hear KPI, People feel like they're going to a principal's office. I talked to these recruiters like, my KPI, I didn't get it. You know, I didn't get what I needed to this month. I think we have to make them more relaxed.

Richard Rosner  [00:27:36]:
And 1 something else I like to do. I mean, this is a flipping of coin is why don't we just do a group effort for the commissions? You know? Everybody works together. You throw it in a pot. You know? You have that weakest link? It's like a team effort. That weakest link is gonna go and jump in and guarantee he's gonna be a rock star after a while, Or it can be eliminated, like the top 5 in basketball. They all play together, they win together. Right? Why would you have that? Why would you have just 1 superstar And 4 people struggle.

Benjamin Mena [00:28:01]:
So when you you're talking about kind of like a group commission, is it, like, everything's a group commission, or is it, like, There's still, like, personal commission and then part of its group commission.

Richard Rosner  [00:28:12]:
The contract work would be group commissions. But then if it's a direct hire, If that's on you. Yeah. That's a touchdown for yourself.

Benjamin Mena [00:28:18]:
Okay. Cool. Cool. So you're like you're really just coming in and completely changing things. And, like, I know

Richard Rosner  [00:28:23]:
It is. And I know I come in the 1st day, we meet. Gonna have I bring cases of beer with me. I'm like, hey. We're gonna drink right off the bat. It's good to go. We're gonna have fun with this. We're gonna go out to dinner.

Richard Rosner  [00:28:31]:
We're not gonna talk about anything the 1st time I get there. We're gonna have dinner, and we're gonna get to know you're get to know me, and I usually didn't know who I am already. And they're like, we're sick side you're here. So they're already they're buying into my system, and I think that's a big thing. You have to buy into the system. Yeah. If I had double digit growth for 10 years, I've been in staffing, then I'm I'm doing something right. You know? It's like it's not hard.

Richard Rosner  [00:28:51]:
This is a people person business. I really treat it like probation a little bit. It's like, you know, we are like a social worker for our candidates. And when you treat it like that, everything else is so simple.

Benjamin Mena [00:29:02]:
Okay. So you've like, just for backtracking for the listeners. So you've you've come in. You've completely changed the culture. You're you've Change it over the, like, the the way the structure of the how everything works. I know you're probably not using the word KPI, but, like, work ethic. How long does it take For this excitement and this change to really, like, see the financial results in the recruiter's pockets.

Richard Rosner  [00:29:24]:
I would say, realistically, we could do it in 2 months. Easy. Okay. Easy. 2 months. Yep.

Benjamin Mena [00:29:31]:
So you a a and this and the reason why I'm talking about this is because, like, 2023 for certain sectors has been Freaking horrible. Mhmm. Other sectors, it's been, you know, blockbuster. But, And I know it's hard to turn a bus or to turn a car to turn your organization, but you can have an organization Make it to complete 180 towards positive financial benefits in about 2 months.

Richard Rosner  [00:29:59]:
2 months to 3 months. And that's the mindset too. I mean, it's with me with them all the time, you know, and, you know, it's about praising people, placements and praising. You know? You get a placement. What do you do? You give a high five. I'm gonna lie. Dude, when I get a deal placement or if I'm closing a deal, I'm doing a Ray Lewis dance. I'm seriously, I'm gonna Trying to do a back flip.

Richard Rosner  [00:30:19]:
I mean, jumping over a chair, that's excitement I get. So when they see me do that right off the bat because usually when I go into these staffing firms, I'm like, I'm gonna control your, your business development. I'm gonna I'm gonna crush it. I mean, in 18 months, in West Virginia, I did 38 clients in 18 months. And that's doing everything else too. That's the platform's everything else. So if I can get 38 clients myself for a staffing firm in 18 months, Damn. Somebody had stolen us full time could do 40 or 50 if they use the my concept.

Benjamin Mena [00:30:45]:
Okay. So real quick. Pause. Then we'll jump into something else after this. So one of the things that you do for recruiting bar rescue, you also actually pound the phones there, get new clients, Pound and stuff.

Richard Rosner  [00:30:58]:
But you know what? You'll love this. Of all 38, met 1 in person. It was all over the phone. The my voice tone, how I talk to him off the bat. I don't even talk about staffing. I'm not I'm not selling bodies. That's another different, topic we talk about some other day. I'm here to just communicate with you, BS with you.

Richard Rosner  [00:31:15]:
First thing is, though, you see what staffing firms are in your area. The the real dip is you see what's in your area, then you just attack that. You know? You take take I mean, They post all the jobs there. You know what that is. They use all them. And guess what the first thing they always say. Here's my tip. I'm gonna tell everybody that works all the time.

Richard Rosner  [00:31:29]:
They're like, okay. Staffing firm gets the contract, and they never call me back because they don't wanna fill it. You know? It's like maybe it's a hard one, or if they do, they bounce around 3 recruiters. So service is number 1 thing. So guess what I do? I'm like, like, what? What makes you different? Here's my cell phone. You text me or call me on the weekend, Friday or Saturday night. Hey, Bobby. What's your football? Within 20 minutes, I'm gonna get back to you.

Richard Rosner  [00:31:52]:
Guess what? The hiring manager's sending it, and they'll send me a text. Yo, shark. Right back, they're like, damn, you were right. I think you got my personal phone number. When are we gonna get the contract? They'll say Monday morning in your mailbox. So stuff like that is people don't think of that, but that's the simple things that, you know, they they want. Service is the number one thing I hear out there everywhere. The service and staffing sucks.

Richard Rosner  [00:32:14]:
When we say ghosting, can it ghost? Recruiters ghost a lot too. Almost probably 50 more salespeople too.

Benjamin Mena [00:32:20]:
Okay. So before we go go further, is there anything else that you wanna share about recruiting bar rescue, developing yourself as a recruiter, and or branding yourself?

Richard Rosner  [00:32:30]:
I think the biggest thing I can just wrap it up with is just, if you're gonna brand yourself, you know, think outside the box. Think about the community first. Community brand is the most important thing. I mean, if you're nationwide, just take small steps And call yourself, you know, the influencer. You know? That's what I call myself. You know, a micro influencer recruiter. I think that's what we have to have in every branch, which, Now we could jump in that a little bit down the road. Instead of marketing, a marketing department, that's great to have a nationwide marketing department.

Richard Rosner  [00:32:58]:
But if you have somebody in your office That's a micro influencer recruiter. They actually recruit, but they also influence and do the marketing. Because what I see, and I get in there, I hate to say marketing company sometimes, They're here, and the recruiter's here. They're putting out content that's not even related to the Canada because they're in the marketing vibes. But when you get somebody down like us that we recruit every day, they're gonna tell you what the marketing part should be. Right? And you got Canva, and you got all this stuff now you can use. I mean, You could be a genius in no time.

Benjamin Mena [00:33:26]:
Awesome. And sidelining, you're also a keynote speaker at a lot of events nowadays.

Richard Rosner  [00:33:32]:
Yeah. Yeah. I know.

Benjamin Mena [00:33:34]:
As as a recruiter, how'd you get a keynote speaking?

Richard Rosner  [00:33:37]:
You know what? I've only been doing this for two and a half years, and I think I've done 38 gigs already. So, I don't know. I just thought if somebody come up for 1, and then, it just went like wildfire. You know? They see me at these events, and they're like, holy cow. And and it's so many different topics. I mean, just I think the biggest thing is, though, just, like, put yourself out there. If there's, if there's a opportunity for something, go for it. The first 3, no money at all.

Richard Rosner  [00:33:59]:
No money at all. I just went for free. I said, dude, did you pay for my airfare, my food, and my drinks? I'm there. So guess what? And then after you do a stellar appointment, they're like, Holy cow. You're fresh to the industry. We love this. And then you help people talk, and then before you know it, you're you're everywhere, staffing world, SIA, and all that good stuff. You know? And and I love everybody.

Richard Rosner  [00:34:17]:
I I don't think any speaker is bad because they all have good content. What makes me different is my I believe in my content. They believe in ours. We take a little bit from each other. We're all rock stars in the end. So if you're starting out, in this, I would definitely push yourself out there, man. Push your Self out there. Put your name out there as you're a speaker on LinkedIn.

Richard Rosner  [00:34:37]:
Even if it's a college, like a community college band or a high school. You know? Go to your old high school and speak. That starts it.

Benjamin Mena [00:34:44]:
Okay. K. Good to know, Faye. I know there's a few listeners that have, like, thought about doing a speaking event. So there you go. The the secret of the shark.

Richard Rosner  [00:34:51]:
It is. And then you know what? It's a hike too. When you get up on that stage, there's no fear, man. There's no fear, man. You're just like all you see is a sea of Happy people, and you're just just pumping and enjoying it. You know? But bring your own bring your own style. You know? Don't bring my style. Don't bring Vince's style.

Richard Rosner  [00:35:06]:
Bring your own style, And and the rest will be history. You'll you'll see so many different people reaching out to you for speaking gigs.

Benjamin Mena [00:35:11]:
Well, before we jump to the next part of the podcast, is there anything else you wanna share?

Richard Rosner  [00:35:15]:
No. I think we covered a lot on recruiting. I mean, if anybody needs help, you know who to call. Boom. I'm ready, man. I I'm ready for the next, challenging assignment, man. I'll be there.

Benjamin Mena [00:35:24]:
Oh, act actually recruit before we jump into the quick fire questions, Recruiter TV, what is the division of that?

Richard Rosner  [00:35:31]:
Okay. So there's something coming up. I'm not gonna say a lot about it, but in 2024, there's gonna be something that's gonna rock the staffing world. I have, probably about 7, peoples gonna be involved in this. Maybe yourself, if you like, but it's gonna be something that's gonna be Pretty badass. All I can say is it's something from the past that we're gonna bring up to the future, and it's gonna be awesome for the recruiting staffing industry. It's gonna be something we never seen 4, no. It's on another podcast something in the media world.

Richard Rosner  [00:36:00]:
That's all I have to say.

Benjamin Mena [00:36:02]:
Alright. And if you wanna keep track of this and Keep an eye on this. Make sure to follow the Staffing Shark. Alright. Ready for the quick fire questions.

Richard Rosner  [00:36:10]:
You got it, brother.

Benjamin Mena [00:36:12]:
What advice would you give to a brand new recruiter that's just getting started?

Richard Rosner  [00:36:17]:
Hey, would you insurance went to war. Alright. I definitely get a mentor. Seriously, get somebody that's in the industry that you really respect and stuff like that. You know, you can reach out to me, I'm sure yourself, And, just learn from them. Ask questions. 1st year ask. Everybody will give you all the answers, man.

Richard Rosner  [00:36:32]:
We love everybody.

Benjamin Mena [00:36:33]:
Awesome. And for the what about the experienced recruiters? Like, We'll say somebody like myself, almost 2 decades in the space. What would you say to these recruiters to continue to see success?

Richard Rosner  [00:36:45]:
I think, adapt with the sit situation, and learn from other people. We don't know everything. I mean, I don't know everything. I'm sure you don't either. You know? I I learn from everybody. Take a little bit from everybody, and then I put it in my ocean and swim away with it. So let me it's always gonna be a dark theory if you know that. But, no, that's Seriously, at the end of the day, it's all about just having fun with it, but, yeah, learn from I'm always learning.

Richard Rosner  [00:37:07]:
You know, you're learning all the time too. Gary v, if it's, you know, whoever it is, learn from all.

Benjamin Mena [00:37:12]:
I mean, one of the my favorite things about this podcast is going back and editing and, like, re relistening to, like, the the talk that I had with somebody. I'm like, oh, yeah. I'd I missed that part when I was, I'm I'm really focused on you, but going back, I'm actually relistening to everything again, and it's like, oh, I missed that. Like, oh my god. That's such a great tip. So has there been a book that has had a huge impact On your own personal, Chris.

Richard Rosner  [00:37:33]:
212. Okay. Great. If you get a chance, read it. It's only about a 100 pages long. I'm telling you, it's good. That on the back tells you all about it right there. Boom.

Richard Rosner  [00:37:43]:
That extra degree will take you to next level because at 212, water boils, steam, The steam will roll you right into the next level. I'm telling you, it's it's this book is so inspirational, and I've I've probably read about 4 times a year. So, get a chance, man, That one extra degree, take you to next level.

Benjamin Mena [00:38:00]:
What's your thoughts about artificial intelligence and the future of recruiting?

Richard Rosner  [00:38:04]:
Recruiting. Alrighty. Here we go on this. AI. Can I just say that that's like, I should get a tattoo AI? I I think every 5 minutes you know that. In emails, everything's AI. Everything. I mean, No.

Richard Rosner  [00:38:17]:
Even if you're a job born out, you're AI. You know? Everything's AI. I think I think the shark should just be AI too. Right? What the hell? You know? You you might as well put that on your podcast. You know? Podcast at the input AI. But, no, all joking aside, AI, it's incredible. So there's 2 different AIs, I always say. There's Artificial intelligence.

Richard Rosner  [00:38:35]:
Right? And there's actual interaction. You gotta put it both together. The actual interactions, you get on the phone and making the phone calls is still being a human. And you ought to force the a the other AIs know what we hear about all the time. But I think we have to embrace it. I mean, chat GBT, All that good stuff. Yes. I love it.

Richard Rosner  [00:38:52]:
I mean, it's it's great for the industry, but you have to keep your balance. I think right now in the industry, I'm gonna be honest with you, A lot of people are confused. These staffing firms are they don't know which one to pick. There's so much coming at them. You know, they got these consultants just throwing stuff at them so they can get commission. Be very careful. You don't need it all. I mean, 3 years ago, we had the tech stack.

Richard Rosner  [00:39:11]:
You don't even hear about tech stack anymore, do you? You know? Like, it's faded away. Right? It's like, shit. Okay. Now it's AI. So I just say embrace it. Get the key ones, Chat GbT. Use Chat GbT the right way. There's so much more than just putting Our job descriptions are the you know that you you talk about all the time.

Richard Rosner  [00:39:29]:
There's so many other avenues out there. There's so many other AI ones too. I can I'll shoot you a couple that I I prefer, but there's There are so many AI cheat sheets you can grab. Grab the ones that you feel like are a fit for you. Don't follow their I don't like to follow everybody else's. They're like, oh, this is the great I like that. That sleeper, it's like brand new that I can rock out with, you know, praise them. So just keep your eyes open for that.

Richard Rosner  [00:39:52]:
I think it's gonna be embrace everything. I think Staffing is so quick these days. It's amazing. I mean, everything's on the cell phone. I tell everybody, you better have a white label app right now, seriously. I mean, if you don't, you're in trouble.

Benjamin Mena [00:40:05]:
And for the listeners, what's a white label app?

Richard Rosner  [00:40:06]:
Oh, that's just an app, like just a Planet Fitness app. White label app has goes right to your website or whatever thing you have. They click on it. Boom. So the logo's on everything like that. You know, you got your product finish. You got whatever you do in Netflix, and then you got this. Boom.

Richard Rosner  [00:40:19]:
So they see it all the time. Their friends can see it. It goes right to you. They can apply for the job just like that on your phone. They don't have to use any computer, nothing like that, and stop the 3 steps on the the onboarding. One step does it all. Like Eminem said, you got 1 shot at that candidate. Don't mess it up.

Benjamin Mena [00:40:34]:
So what what we're talking about tech, do you actually have a favorite rec tech tool The used person chat gpt.

Richard Rosner  [00:40:40]:
Converse AI is my baby. I love Converse AI. The voice AI, I tell you what, that is the wave of the future. I'm doing a webinar with them, In about 3 weeks, they are amazing. I don't know if you've seen it or not, but it's, the voice AI 15 minute conversation. They can scrub your database. I mean, 2 o'clock in the morning, they could talk about it. You know? You get the you get the voice.

Richard Rosner  [00:40:59]:
You get the script. It's pretty damn close to almost a human being now. And, I think that's the wave of the future. I mean, because, You know, we can't be on our phones 247 at 3 o'clock in the morning. People are looking for jobs at 3 o'clock because half the people can't sleep anymore. Right? I mean, I got friends that look for jobs at 2 AM. There's I get emails. I don't know about you, man.

Richard Rosner  [00:41:16]:
I get emails at, like, 3 o'clock in the morning from people trying to sell me shit. I'm like,

Benjamin Mena [00:41:20]:
That's awesome.

Richard Rosner  [00:41:21]:
It it it is, but that's that's the way it is. But then at Converse AI, if you get a chance, the VoiceAI, I think that's gonna rock the world, probably one of the number one tech things for 2024.

Benjamin Mena [00:41:30]:
Cool. Awesome. Well, looking at your own story, Staffing Shark, what do you think has been a big Part of your own personal success.

Richard Rosner  [00:41:41]:
I think the biggest thing is just me being me. Me being me always just being upbeat. Success is having fulfillment every day. I mean, I'm I'm taking a a a thing out of, Tony Robbins. Seriously, it is fulfillment. Every day when I leave the office or at my home, I had fulfillment that day when I go to bed, and I think that's the thing is you never lose a contract. You never lose a candidate. You just didn't get them in the end.

Richard Rosner  [00:42:04]:
If you didn't ink it up, you didn't lose anything. There's still a chance. So I think that's the way we have to think.

Benjamin Mena [00:42:09]:
Okay. And, like, you're extremely authentic. You're full of energy. All these things. Let's go backwards, like, 12, 15 years when you were working in the, you know, in the system. Were you the this way then, or did you learn to become this now?

Richard Rosner  [00:42:30]:
I think, colleagues got me this way. Actually, I was quiet in high school. Believe it or not, I was a late bloomer, quiet as can be, but after I went to college no. When I was in the, in the probation, I felt like there was something else I needed to do. What it was a it was a job. Does that make sense? It wasn't a lifestyle.

Benjamin Mena [00:42:45]:
Okay.

Richard Rosner  [00:42:46]:
And, you know, and then when I broke down and got into the staffing, I always wanted to get into maybe after about 5 years In probation, I always said, how do you how do you start looking at resumes and stuff? But it's hard to get in because people's like, you gotta know somebody or something like that. And then Had the the call that day, so I'm so blessed where I'm at right now. Seriously, I I love it. I mean, this is so exciting to be on your show and everything else. And What we're gonna do in 2024, you know, everybody together, it's gonna be awesome.

Benjamin Mena [00:43:11]:
2024 is the year that we grow together.

Richard Rosner  [00:43:13]:
More at 24. That's why I slipped.

Benjamin Mena [00:43:16]:
I like that. I like that a lot. Well and this is gonna be I'm gonna ask this question twice. Yeah. So I'm gonna ask the recruiting side first, and then we'll ask for further back. Everything that you know now, You could have a beer with yourself at the very beginning of your recruiting career. What would you tell yourself?

Richard Rosner  [00:43:38]:
I think I would never I I thought oh, let me say. You know what? I would never expect To be where I'm at right now, I think that I I pitch myself sometimes and say, wow. I mean, I in the last 10 years, I knew I wanted this dream. Didn't know how long it was gonna take. I didn't know it was gonna take this only 10 years. I mean, seriously, it's to my level. It's I just love it. No.

Richard Rosner  [00:44:03]:
Seriously. So Starting day 1, I just wanna be the best. I think that's what it was when I went to New York. Then I go, I wanna be the best recruiter In in, you know, I'm very competitive, and I just wanna be the best. That's it. And then throughout the years, going to staffing firms where you learn the wrongs And then you learn the rights and makes me the best, that I can be right now because I've I've seen a lot of well, mention names, and we all worked for staffing firms where it's like, Wow. I can't believe we're doing this. Yeah.

Benjamin Mena [00:44:30]:
Awesome. Well and same same question. Like, you know, post college, You know, maybe before you started working for the probation system or maybe while you're at the pros patient system, everything that you know now, you had to be you have to be with yourself. What would you tell yourself?

Richard Rosner  [00:44:47]:
I just would tell myself, you know what? Embrace every day to the fullest. I mean, seriously, I have no regrets, And I and I think that's the biggest thing I tell everybody. You know? We're we're on this path together. The reason we connect and anything like that, I I think the biggest thing that we all have to realize at the end of the day that, you know, We're here for a short term, so just enjoy it. Embrace the staff and embrace the recruiting. That's about it. I mean, seriously, at the end of the day, if I had to sit down and drink a beer And look at the vision. My vision is right where I'm at right now.

Richard Rosner  [00:45:16]:
That is awesome.

Benjamin Mena [00:45:18]:
Well, before I let you go, is there anything else you wanna share with the listener?

Richard Rosner  [00:45:22]:
I think the big thing I can tell anybody out there in the staff and recruiting industry is to love what you do. There is gonna be stress, but you can push that away. Just remember at the end of the day, we're all here to support each other. That's the thing. You have a family here. Got myself reach out to me anytime you want. You know? You you got my number. I had just posted on LinkedIn just now, so it's out there for everybody to see again.

Richard Rosner  [00:45:43]:
But In a day, I think that's the biggest thing that I can tell anybody in the industry is we're all here to grow together. We're not gonna lose. We're not gonna win. We're just gonna be growing together.

Benjamin Mena [00:45:55]:
Oh, I got 1 last question before I let you go. Yeah. A lot of us fall into recruiting, And you're talking about loving what you do, like loving recruiting. I personally had to learn how to love recruiting. How does somebody out there learn to love this industry?

Richard Rosner  [00:46:15]:
Good question. So I think that For you to learn to love it, you gotta embrace it. You gotta embrace everything about it. The goods, The bads, the people yelling at you. You know? Every day is a different day, and that is something that you have to embrace. I mean, it's like a wave. We call it, you know, the staffing wave. It's gonna be a wave every day, up and down, but that roller coaster ride is so fun.

Richard Rosner  [00:46:38]:
It is. At the end of the day, it's gonna go high again. So I think at the end of the day, yeah, you have to embrace everything that we talk about, you know, and every can every moment. You know? And don't beat yourself up. Don't look in the mirror and say, I'm in a funk. Because once you get in that thing, guess what? Everything goes downhill. Have other people to pick you up, and that's what I I'm about is all picking people up all the time. Awesome.

Benjamin Mena [00:47:01]:
Well, Richard, thank you so much. And for the listeners, definitely make sure to follow the Staffing Shark whether it's on Facebook or LinkedIn. And, man, this guy has got some energy. And, it's probably one of the reasons why everybody keeps on calling him back to be a keynote speaker is because of the energy, The love, the and everything that he gives back to the to the community. And another he's one of the great examples of Out there how to build content and how to build content that actually has the actual ROI. So thank you guys for listening, and, let's grow together. What was what was your quote for 2024?

Richard Rosner  [00:47:41]:
More in 24.

Benjamin Mena [00:47:42]:
More in 24. Alright. Thank you, guys. Let's go let's make this happen.

Richard Rosner  [00:47:46]:
You got

Intro [00:47:46]:
it. Thanks for listening to this episode of the elite recruiter podcast with Benjamin Menna. If you enjoyed, hit