Episode Overview:

In this episode of the Staffing Buzz Network, host Bob Pettke welcomes the one and only Richard Rosner, widely known as “The Staffing Shark.” Bob kicks off by congratulating Richard on his nomination for the Staffing Leaders to Watch in 2024 award, setting the stage for an energetic discussion.

Richard shares his unconventional entry into staffing and why the industry’s “lifestyle” keeps him engaged. He delves into significant changes in staffing since 2014, highlighting the shift towards automation and the resurgence of human connection. Richard offers invaluable insights on driving business, building genuine relationships, and leveraging social media to attract candidates and clients. The episode culminates with Richard’s bold predictions for 2024, emphasizing the critical role of voice AI and a strong social media presence for staffing firms.

Listen to the Episode:

Episode Transcript:

Bob Pettke: [00:00:00] Coming to you from the Ultra-Staff Studios in Chicago. Welcome to the Staffing Buzz Network with your host, Bob Pettke.

Hello everybody, and welcome back to the Staffing Buzz Network. I am Bob Pettke. The chief sales officer here for Ultra-Staff EDGE. We are a full-service front office, back office, ATS, CRM software solution for staffing companies all over the country. And we’re here today and this is our fourth time out to present the Staffing Buzz Network, which is an opportunity for us to share some vital information as it relates to the industry that we’re all in and have grown to know and love.

And we were having valuable content and valuable speakers on here and guests. I’m gonna get right to it because today. I’m excited to announce our guest and our guest [00:01:00] today. You may know him as the staffing Shark, but I think his birth-given name is Richard Rosner.

Richard, how you doing, man? Hey, Bobby, pretty good brother. Hey, I am so glad to have you here. And before I even dive into some content that we’ve got to discuss today, I want to welcome you here and I want to congratulate you on your nomination to the Staffing Leaders to Watch in 2024 award.

Thanks

Richard Rosner: buddy. Hey, you know what? It’s not about me. It’s about you guys. I would never had that award or that nominee without people like yourself support me, man.

Bob Pettke: Okay, so that’s super cool. But here, I’m going to give you a chance to talk about it a little bit. Can you tell us what is it about your nomination?

How do you get chosen? And what does this mean for you?

Richard Rosner: It’s actually your peers. You have so many peers that will nominate you, and they actually have to talk about you have some of your accomplishments the last past year. And then they do a screening process, and they see if they get you in the nomination.

And then next week, they select [00:02:00] the, I believe, the top 100. And then we go from there. I won it in 2022. So we’ll see what happens this year.

Bob Pettke: All right. So you’re a repeat, for lack of a better word, offender or member perhaps. Yeah, exactly. Sure. How do people, people who know you and love you, how do they vote for this?

Richard Rosner: Just get on the link there. It’s on LinkedIn. It’s on Facebook. There’s a link right there, or you can go to World Staffing Summit, and now you’ll see my name there. There’s links everywhere, and I can share it in the comments, too.

Bob Pettke: No, that’d be great. Yeah. And we wish you the best of luck and yeah, tremendous.

Thanks. Absolutely. As we get started, and I like to ask these questions, just about everybody I’ve had on such a close-knit community in staffing, right? A fraternal order: I’m interested to know how did you get started in staffing?

Richard Rosner: It’s a great story, how long do you have? Seriously? I used to be a probation [00:03:00] officer for 10 years, Bob, you know, for the state of Pennsylvania. I just, I’m gonna tell you, straight up, one day I just said, “I’m done.” And I got up and packed my stuff up, and I decided to move to Pittsburgh and had the sales recruiter that called me out and said, “Hey, do you want to sell like voiceover IP phone systems met with them?”

And he’s like dude, kid, I love you. And it’s almost like a Rocky Balboa story. He’s like would you rather go to New York City? And help me in staffing and ride the subway system for a year? And he’s like in his 60s. He said, “You listen to everything I say, and you’ll be a rockstar.” This is in 2014, 10 years later, here I am.

Bob Pettke: No, it’s funny. And we’re four for four. I’ve asked this question with everybody that I know that’s been in staffing, and nobody ever came out of school, came out of high school and said, you know what? I wanna grow up and be a recruiter, or I wanna go up and sell [00:04:00] staffing. Again, people are recognizing your skills, and they, you went for something totally different, and that’s what I’m saying is oftentimes, you don’t choose staffing.

Staffing somehow, some way chooses you again, four for four. We’re going to have to keep that statistic and see how that transpires. So you’ve been in this since 2014, a lot of ups and downs, a lot of changes since you’ve got in Shark, tell us what’s kept you in the industry.

Richard Rosner: Lifestyle.

I’m going to tell you straight up. This is not a job. This is a lifestyle. I eat and sleep it for the last 10 years. I cannot pick anything else when it picked me; I was embracing and said, this is where I’m going to finish my career at, in staffing. I just freaking love it. Every day is so much fun.

If you’ve seen some of the content I put out there during the holidays, I’m out there at the wineries. I’m recruiting everybody there to get jobs with me. They’re my network. So it’s I go to five different places. I get 70 different people on my LinkedIn now. So, I never stop on the hunt.

It’s all about having fun, Bob.

Bob Pettke: Yeah, no, I’m with you. And [00:05:00] again, it’s not for everybody. It’ll get you out if you can’t handle it. And it is, it’s definitely. There is a lifestyle, and it takes a unique person. When you talk to somebody who’s been in it for more than a few minutes, you know that you’re dealing with a quality type person who has the right work ethic and knows what it takes to get things done.

Again, talking a little about that, as we start to go more into some of the content for today, 2014, you come in, you come into a certain world that doesn’t look anything like it does today. Obvious things have happened, right? As far as COVID and really, I’m just trying to get further and further beyond that as we move our way in that direction, but tell me, what are some significant things that you’ve noticed from that time, 2014, to how we go about our business to today?

Richard Rosner: I think it’s big on automation. I think the human connection, we lost that in 2014, we used human connection more and more. I think we lost that, and then now we’re getting it back. So that’s a big change. [00:06:00]

Bob Pettke: Okay. In your role in staffing, You’re driving business. And you’ve, I’m sure you’ve done some recruiting and things of that nature.

Why would you say that people in your career buy from you?

Richard Rosner: It’s me. It’s the high energy, the trust. I don’t talk about staffing or jobs to anybody in the beginning, the first two minutes. It’s a coffee chat or beer chat. That is what I tell every recruiter. Don’t pressure nobody. Let’s just keep it real.

Bob Pettke: No, I think that’s a big part of it, right?

And it’s that whole relationship. It’s that whole not selling to anybody. And it’s, at the end of the day, who do people really buy from? People buy from people they like. And people that they trust. And I don’t know if there’s any better way than to just build a real, genuine, common rapport with somebody, to get you to that level, because, you’re going to get to a point where you’re going to be competing with somebody else in all things equal.

If your service offerings and your pricing and [00:07:00] everything and anything else that goes with it is equal, it’s going to be the individual behind it. And it’s usually what it’s what gets the whole thing started, from the get-go is having that tremendous relationship. We’ve both been in this industry now for some time. You’re 10-plus years, and I’m 16-plus years myself.

Social media, such a big deal right now. What are some things that you are seeing from that you think that the staffing community could benefit from, or what are some things they should be doing to drive their business?

Richard Rosner: So, how long do you have? Once again, here we go.

Social media and staffing. It’s not where it needs to be. I think you need to follow everybody else’s steps. Our industry is so behind when it comes to that because, I’m going to be honest with you Bob, so many people live on LinkedIn. I always say LinkedIn is great, but there’s other platforms. I use everyone: the X, Instagram, TikTok, you name it, Meetup.

I’m on like 15 different platforms. Guess what? Of all them [00:08:00] platforms, that’s where my Canada base comes from. It doesn’t come from just one source. And I think in our industry, we rely on it just one or two, but they don’t know what content’s about. That’s the thing that I love and thrive on is content.

You can’t put an ad out there and saying, I have 10 jobs. Come and visit me. That shit doesn’t work anymore. I’m going to tell you anymore. It’s about being creative. I do weather reports on Facebook. I’m getting so many applicants and just leverage from that sitting out there in the cold and talking for 30 seconds as a meteorologist having fun with slipping aside in the snow, that stuff with your logo on it, people love that stuff.

Be creative.

Bob Pettke: You bring up a good point because. You started to talk about these other things and how you get candidates. So you’re not just the staffing Shark. You’re forever the Shark from this point forward in sickness and in health. With that said, there’s other things.

This is not just what you do. The staffing Shark goes to work and does other things in the industry. Talk to us about that a little bit. We talked about it offline. I think people want to know.

Richard Rosner: It’s all about the [00:09:00] community. I always say that the big thing for me is if you want to generate business, And what you do, I tap into the community.

So I’ll go into a coffee shop, I’ll interview them, try their coffee, put my logo on it, share, guess what they shared on their site for, I got 50,000 people looking at me, the whole community knows who I am seriously above you come down here in West Virginia, Pennsylvania, people just roll up to me and say, Hey, Shark, nobody cares about my real name.

That’s when you start building your brand. Because I tell anybody out there, Nike and the rest of them, do they buy the shoe, or do they buy the brand? It’s all about the swoosh. If you can have that brand and staffing, you’re set for life.

Bob Pettke: Yeah. With that said, are you, tell me about when you’re interacting with staffing people, maybe they bring you in, or maybe, I don’t know, are you ever doing any kind of consulting work with them?

Talk about that.

Richard Rosner: Yeah. It’s called a recruiter rescue. So it’s almost like the bar rescue, but it’s a recruiter rescue. I know you’re screaming, yell and cuss. We get in there the first night, we go out for some food. I’m there for a week. I build a [00:10:00] culture with them. So here’s what happens is when you go into a staffing firm, some of the people in sales might hate their job, but they’re just in it.

Some people recruiting might hate their job and want to be in sales. I plug and play just like a football coach and find the best position for him. And then you know what? I feed them out. There’s no scripts. We don’t do scripts anymore and stuff like that. Talking to this client, are you asking for a referral?

You don’t have to even ask for money; just ask them for their family, and they’ll send them to you. So I think in the week that I’m there and then continuously for the next six months, it’s all about building that culture, going in and transforming the whole thing. One thing I love to say is you come in, I want to get a Pac-Man machine.

I want to get some loud music playing. I tell people that we want to build a culture here, not cubicles. Get rid of all that stuff. Open airspace, let’s have some fun with it, and the candidates will come. And guess what? When the candidates come, they’re gonna go home and talk to their friends. Before you know it, you’re gonna have this whole group of fan base in your area that loves you.

Bob Pettke: These [00:11:00] things Shark that you’re mentioning. The fact that you’re rolling up your sleeves. You’re out there in the in the field in the trenches, right? Because that’s what it is. It’s, it’s, there’s some warfare. And again, I don’t mean to placate to the word warfare and downplay that, but nevertheless, it’s a battle.

And I think that’s what brings even more credibility. To your podcast, not only are you somebody who’s been removed and doesn’t do staffing anymore, come Monday, there’s a good chance you’re sitting up in an office with somebody and talking strategy, and that goes a long way with that in mind I want to talk about the podcast, and I want to talk about.

How did you get started with it?

Richard Rosner: Just one day, I decided I want to be something different about four years ago. So I jumped in before the big crazes right now. And I wanted to spread everybody else’s knowledge out there. If you notice anything I do on mind, Bob, it’s not about me. It’s about them.

It’s about putting everybody else out there. And I’m pretty much one of the only people in recruiting that [00:12:00] actually is on the other side. That’s doing a podcast and not like pushing any product or anything. I just want to sample everybody’s stuff and push it out there for them. And it’s been a blast for the last four years.

We’re on 91 episodes with the recruiters, no limits. We got so much other stuff going on that we can talk about a little bit if you want. I’m taking this to the next level, this media, because I have a vision of what the industry should be like, and we’re just getting into it with the podcasting, which I always say every staffing firm should have some kind of live content out there every day or every week, at least.

Bob Pettke: No, we’re out here in part. The reason why we’re here on the Staffing Buzz Network is saw what you did, and it’s a good, it’s a good concept. And really, although we are an ATS CRM company, we’ve got folks here that have, dozens and dozens of years in the industry.

And if we can help our clients in some way, shape, or form by having folks like you on, or anybody else. Or if new people are curious, yeah, that, that is our spot, right? We’d love to be able to entertain those [00:13:00] things, but yeah, you did talk about, you’ve got some other content and some other things that you’re working on.

And this is your platform, man. You’re probably used to being on this side of it. So I’m going to time it’s weird. Yeah. And your answers are shorter than I would expect, but I think it’s because you’re on this side of it. I’m all good, but talk about some of the content, some of the things that you’ve got coming up.

Richard Rosner: So some of the stuff I got going on is a little bit of a media stuff. I don’t want to really get into it a lot, but we’re going to have a lot more lives. That’s all I have to say because I thrive on live staffing is live. We should do everything live. That’s just me. That’s where I got my trademark at is I don’t record anything.

I do everything freaking live. So if you go to the bathroom, get up and go. But the content I’m bringing is going to be exciting. Some of the different podcasts we’re going to be bringing on the media channel is actually going to be untapped, which we’re going to tap into like smaller staffing firms that never get their name out there.

I’m going on the streets to find you all. So it’s going to be exciting. We’re going to go and talk to customers, [00:14:00] clients on the street. There’s going to be more interactive. On the streets instead of the studio, but it’s going to take off. And I can’t wait. We got so many supporters right now and sponsorships that I’m excited to launch it this spring.

Bob Pettke: So something different, in addition to your podcast, in addition to your other stuff. So you’re talking about another offering. Am I reading that right?

Richard Rosner: 100%. And guess what? It’s all for everybody else. Everybody else is going to enjoy this. Everybody’s welcome on it. So this is not about me.

This is about everybody else. So everybody else is going to get involved in this, Bob, which is exciting. Even yourself, man.

Bob Pettke: No, I’m yeah, I know what you’re saying. Looking forward to it. I’ll keep it at that. Who’s your target audience on these podcasts?

Richard Rosner: I think my audience is pretty much anybody as a recruiter or staffing owner or technology.

I do reviews with technology, just like yourself. I bring them on. I want to get a teaser. I want to get the audience to get pumped up about it. Pretty much my audience is the HR. It’s a wide [00:15:00] spectrum of people in the staff and recruiting HR industry. There’s not just one little segment.

We’re going to talk about the recruiters. We’re going to go and hit everybody on different shows. And I take a poll. So, I have a lot of different people asking for this content. So, I’m trying to produce as much creative content for them. As I can.

Bob Pettke: You’re talking to people every day, every week.

Richard Rosner: Oh, every day, brother. Every day.

Bob Pettke: And we’ve talked about it. If staffing were easy, anybody could do it. It’s not, and it takes a unique person. What are some of the things you’re seeing today currently? Where are people being challenged or have a struggle? What are some of the common things that, no matter who you talk to at some point, it might come up as far as a challenge?

Richard Rosner: I think the big thing is

Recruiting in sales right now. We’ll start with recruiting. I don’t think the recruiters that I talk to and deal with, they know how to recruit anymore. And I’m going to be frank about that. They’re so used to the job boards or after the pandemic. It was so easy.

Just the fish are there. Just go grab them all. Now, [00:16:00] you actually have to have a conversation. You actually have to do homework. You actually have to recruit them, which I say you’re to laugh at this. I don’t recruit anybody. I’m your job agent. I represent you. And when you say that simple word like that, I represent you.

Bob, you won’t believe how many people in their phone. I look at it. It says Shark recruit job agent. And then even on voicemails, I was like, Shark, you get another bite. I never met this person. This could be an engineer, a nurse or light industrial. See, so they see the vibe of me on social platforms. And then they threw that vibe right back at me.

So I’m hooking them right in. I think that’s what the recruiters have to do in 2024. Just calling up and saying, I have a job for you, and I’m going to force you to take that job is not cutting it. One thing that I see on the streets that I’ll give everybody is service. I’m not going to say any names, but we have five staffing firms right around me, and every one of them, every candidate I talk to says I call them, but they don’t answer their phones.

They don’t service me. There’s a number one downfall. So, if you can change that in 2024, you’re going to rock it out. [00:17:00]

Bob Pettke: Yeah. The day of recruiters and the term we used to use is—they were order takers, right? And they had an inventory of people, a plethora, a pool of candidates that they could go ahead.

And if they didn’t have one that would work out, there was somebody else in line to do it. With that unemployment rate, the participation rate is, I think we’re at like 62 percent participation rate. So there are folks right now that aren’t working. However, they’re doing it.

Richard Rosner: I think people would like to know, so we’re working with a smaller, segmented group of people that are looking for jobs, and servicing them and showing them that they’re valuable. And not treating them like a piece of meat. As somebody with a personality is somebody who’s got a heart and showing them that you care and you have compassion for them.

Bob Pettke: Yeah. These are good things.

Richard Rosner: What it comes down to real quick, Bob, is tapping into social media with them. Every person that gets hired by me, 98 percent are on my Facebook or LinkedIn friend. Bottom line, there’s my database right there [00:18:00] after five years of 1500 people. I tell everybody, if I can give you any tip, add them to your Facebook.

And so many people, Bob, I’m going to tell you this. My Facebook is my personal—I don’t want that. Dude, we’re in the people business. I’m going to tell you. Open that up to everybody and tell me what happens next year. I guarantee you’re going to have a big smile on your face.

Bob Pettke: Shark. What about people? You mentioned on the recruiting side—what about people that are trying to drive new business but they’re having a hard time landing clients?

What are you seeing? Are there some other reasons for that?

Richard Rosner: I don’t think they’re looking at the right places. First off, you have five staffing firms around you. Look at their job boards, hunt them down because they are easy, low-hanging fruit. Most of the time here, I go back to every staffing firm that’s in there, and I go in and say, I’m the Shark.

Can I help you out? They actually said, can you service me? And I’m like, can I service you shit? Yeah, I can service you. And they’re like, how can you? I say, here’s my cell phone number. Call me on a Friday, Saturday, Sunday—text me. And if I text you back within [00:19:00] five minutes, let’s sign a contract. Did a 10 times last year.

People say, “Dude, you respond back on the weekends.” Oh yeah. Simple things like that. I think associations I’m involved in the manufacturing association in my area. Guess how many staffing firms are in there? Myself, that’s it. Yeah. I’m not shooting bullets. Boom. Right there. I’m pulling everybody. I think the big thing of getting on the list and the Zoom info and all that stuff, that’s great. But help everybody else is doing the same thing.

Tap into the things around you, the resources, and I’m telling you, sales is so easy. I did 38 clients in 18 months. And only one in person, all over the phone. So, if anybody ever needs help with sales, I’m your man. I can get it done for you, but I think at the end of the day, you can’t just call them up and say, “Hey, I got staffing for you.”

You got to go deeper than that. You got to bring a reason why they should work with you.

Bob Pettke: You’d mentioned early on about scripts, a thing of the past, right? And personality and relationships are [00:20:00] part of that. How or what do you do when you work with somebody? And that’s all they know.

How do you break that down for them to get them to understand? It’s a new world order when it comes to driving business. How do you tell someone their baby’s ugly? In other words, and let them know that they’re doing things the wrong way. What’s your message on that?

Richard Rosner: I think it’s lead by example.

So, anytime I go in, I’m doing the sales basically in the beginning. I’m doing the recruiting sometimes. I’m on the phone with them. I can never script anything, Bob, whatever comes out my mouth; I don’t even know what I’m going to say the next five seconds. So it’s like, how would I script something? And they’re like, their tone of voice changes.

I said, your voice has to go up, down, just like a singer. Bring it up and down with the harmony. And they’re like, Wow. I never thought of it that way. I said, people on the other line, they’re looking for a job. So they’re stressed out, entertaining with your voice and they can hear that passion in your voice.

The script, you’re just monotone one level because you just want to get through the whole [00:21:00] thing. You’re thinking too much instead of just going with the flow, and it works 99 percent of the time.

Bob Pettke: So let me ask you this.

Richard Rosner: Yeah.

Bob Pettke: See, you see your call on. 10 clients, right? And there’s a conversion rate where it takes you X amount of touches before they’ll even entertain.

Maybe a discovery session. What are you seeing as far as your hit rate to getting a meeting to somebody as opposed, like out of 10, what do you think is a good success rate to have a discovery meeting with somebody?

Richard Rosner: I would say five, five to seven touches. Here’s what I always say.

The best thing is to take a day and build your own list. I build all my own lists. I’m like the playbook. My playbook is my playbook. When you call a company, guess what? If that admin’s in the beginning, they’re going to give you the key person. They’re going to give you the, and ask for the email.

Don’t be scared to ask for the direct, all that stuff. You thought that down, you get 20 companies. If you can’t close 10 of them in six months, you’re doing something wrong, and they’re using staffing go [00:22:00] after the low-hanging fruit. And then go for the ones that never use staffing or didn’t get burnt, and you can tell them why you’re better, and it works all the time these simple things that we’re not using anymore. I’m going back to the basic books, just like the Bill Belichick.

I call it, and boom, it’s rocking out, man.

Bob Pettke: How do you stay organized while you’re doing all this?

Richard Rosner: Oh, how did I know five laptops gone and all that stuff? No. I have everything in different lanes. I have five different tablets. I still write stuff down. I put stuff online. I have different multiple levels.

I know when I go into my day. That I’m disciplined to do the same things I do with the gym, the food, everything like that. That’s how I organize my day. Naturally in staffing, our days go up and down. We’re riding away because once we think it’s going to go smooth, something might happen. Somebody might get injured or something like that.

That’s okay. You just regroup yourself. But I think as long as you have fulfillment every day, here we go. Motivational stuff. I keep talking about fulfill your fulfillment every day. [00:23:00] The next day, you get up and start again. If I can give any tips out to anybody out there, seriously, there’s no; you never lose an order.

You never lose a cannon. You can just refocus. Oh, I didn’t get that contract till you ink that up. You didn’t lose anything. Everybody’s like, “Oh, I lost that,” till they say blank. You’re still in the game. And I’ve had that before. I’m not using them. Guess what? That’s okay. And I’m like, why are you gonna push at me?

Here’s my information. Guess what? Five months later, them other two staffing firms didn’t work out. Shark. We’re ready for you. I’m embracing with open arms. Here we go.

Bob Pettke: Nice. Instead of having all these laptops open, I’ve got a tool called Ultra-Staff EDGE. You need to talk to you about. It keeps you on task.

It’s a great CRM. It even has a daily planner. We could talk about that offline, but yeah, so that’s a good example of just staying on task because you can do all this great stuff, but if you don’t know what you’re going to do next and when you’re going to do it, you’re in trouble.

Richard Rosner: Exactly. And follow up on all your emails. I’m following up at eight o’clock, nine o’clock, and I, even with yourself, I always say that even if it’s [00:24:00] a LinkedIn follow-up with people because if you let it go longer and longer, they’re going to lose interest.

Bob Pettke: Yeah, no doubt about that.

I’m going to switch gears a little bit, heading into a conclusion here, but I’m interested to know. So let’s take a moment in time. We’re in January of 2024, and we’ve got the whole world ahead of us, and we’ve got an election year, and there’s just so many things going on in our world.

But the true constant is the fact that people make things, people move things and they’re gonna need people to fill those jobs. With that being said, I’m gonna ask you for maybe a crystal ball or a forecast of some sort. But what are like one or two things, two ideas two nuggets or pieces of information that you can share with our Staffing Buzz Network community today that a year later they’re going to go back and say, man, I want to thank the Shark because he was right and [00:25:00] we did these things this information was vital, and we’re better for it.

So this is kind of a chance to put on your forecasting. It might be just two pieces of information at most that you think is gonna help our community perform better this year.

Richard Rosner: One is, and this is no endorsement, but I think voice AI is big. In 2024, for you to scrub your database, I don’t care if you’re in healthcare, light, or industrial; I know converse AI is out there, there’s other ones, too. But I think a voice AI, if you’re ever going to use, invest in anything right now, That thing for 15 to 20 minutes.

We’ll talk at four o’clock in the morning. Yes, there is people looking for jobs at 4 AM. Trust me. So instead of your office closed till eight o’clock in the morning, you can get the script. They can do everything there. It’s amazing. I’m telling you that is the wave of the future for 2024. Second one, you know what, it’s [00:26:00] social media.

You got to be on media. You got to show your face over and over again. And I’m the firm believer of this a hundred percent. Many times, I get on a call or something like that. And like Shark, I see you everywhere. If I can be everywhere and only create the staffing Shark in four years and be like, and people in other countries know who I am, you can do the same thing.

You don’t have to do it at a magnetized level like me, but you got to be on social media. You got to be on all platforms. You got to know how to organize that. There’s so many different programs out there that can send you to stuff. Bob, I got stuff ready for St. Patty’s day. I just hit a button.

It goes, but you got to be out there on social media. And I think that’s the biggest thing is a lot of staffing firms are still behind times. They’re still like, Oh, do I want to really do this? You got to. If you don’t, you’re gonna get lost and behind.

Bob Pettke: Yeah, no, our marketing person here, our director, Jennifer Rosenmeier, she just published an article this week on AI and how you better get used to it, you better get used to the term, the definition and [00:27:00] everything in between.

And so folks, you can find that on our LinkedIn page, but it’s well worth the read. And it’s just just double-clicking on your comment on that. I think both of those are really. I can, we can even plan a year from today to get together and see how somebody maybe implemented that, how it changed their business.

Cause it will, there’s no doubt about it. But yeah, man, Hey, this was great. And I’m hoping we can do this again. I know you and I are talking about to doing some other things collectively with some other folks. Everyone be on the lookout for that, a little collaboration, something to get excited about.

And yeah. What else you got in parting? Anything you want to add or share or point anybody to any direction at all? Cause we want to make sure you got a chance to. It’s not everyday you get a chance to plug yourself. This is your shot.

Richard Rosner: Plug myself. I think I do it every day, but no, all jokes on the side.

If you guys ever need any help, recruit a rescue, there’s other programs from trainings to coming on my podcast, just anything in general. You can find me LinkedIn, everything’s at [00:28:00] Staffing Shark. Just find me on there. Reach out to me, just type in, Hey Shark. I want to chat with you. I’ll mentor you anything on that end.

I’m all about helping everybody like I always do, and we’re all a team at the end. I think that’s the biggest thing, but if I can give any tips on 2024, don’t give up. It’s gonna be a freaking wave. We’re gonna ride this surfboard together, man. It’s gonna be fun. It’s gonna be exciting. Yeah, you might fall off. Just get back on, and guess what?

You always have the Shark. There, my hands out to you. Grab it, and let’s embrace it and have some fun this year.

Bob Pettke: Hey, man, I appreciate you until next time. Thanks for being part of the Staffing Buzz Network today.

Richard Rosner: Welcome, brother. Take care, man. See y’all later.

Bob Pettke: There you have it. Richard Rosner, the Staffing Shark, and a nominee for one of the top people in 2024.

So make sure you look at his LinkedIn page and vote for him. With that said, I just want to thank everybody who’s been listening. We’re getting good feedback from folks that are tuning in. And just make sure that you’re [00:29:00] sharing this information with your staffing friends, have them join us on whatever their favorite platform might be. You can get to our links through YouTube.

We’re on LinkedIn. These are all great places and spaces to find us. And as far as, and I talked a little bit about it in our episode here, learning more about Ultra-Staff EDGE, our ATS CRM software solution, take me up on this offer. We can do a demonstration, show you how it looks and you can get my contact information on our exit page here as we end our show.

But find me, call me and let’s talk. So, until next time, everybody, thanks for being on the Staffing Buzz Network with me.