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The Country Intelligence Report
Navigating the Job Market: A Recruiter's Perspective
What drives a person to shift from handling mortuary affairs in the Army to becoming a passionate recruiter? In this episode, we sit down with Antonio Gamble, our recruiting manager at CountryIntel, to uncover this compelling journey. Antonio recounts his early days in the military, where he started at the age of 19 and quickly rose to become a non-commissioned officer. He shares the pivotal moment when he was "voluntold" to transition into recruiting, his rigorous training at Fort Knox, and his educational pursuits in Florida. His passion for the recruitment field didn't wane—leading him to reclassify as a career recruiter and eventually join us at CountryIntel.
Our conversation with Antonio dives into the intricacies of the recruitment and onboarding process at CountryIntel. Learn why adaptability is key and how we efficiently conduct initial screenings, meet-and-greets, and final offers. Antonio also sheds light on the importance of diverse talent and the unique skill sets that candidates bring. He provides valuable insights into common interview pitfalls, such as candidates being overly modest, and the significance of reviewing social media profiles for a comprehensive understanding of potential hires.
The world of recruitment is rapidly changing, and Antonio shares his perspective on the impact of remote work on this dynamic landscape. Discover the economic and mental health benefits of working from home, and the hurdles faced in filling on-site roles. We explore the booming demand for roles in technology and healthcare, particularly for traveling nurses post-COVID. Antonio also highlights how modern technology, such as applicant tracking systems and virtual communication tools, is revolutionizing the recruiting process, making it more efficient and effective. Join us for a thought-provoking discussion on the future of recruiting and the evolving job market.
- Hosted by: Terrell Cummings & Devon Florczak
- www.countryintel.com
Hello and welcome to the Country Intelligence Report. We are your hosts, devin Floresak and Terrell Cummings, our recruiting manager, antonio Gamble, and he comes into us, as you know, a wealth of knowledge for recruiting. He's helped us so much on our recruiting efforts on our end how we transitioned into that space and, antonio, we're glad to hear man How's it going.
Speaker 3:Hey, I appreciate it. Thank you for having me on Everything's great, so kind of new to the podcast thing.
Speaker 2:But you know I was excited whenever you asked me to join, so thank you yeah we definitely appreciate you coming on and sharing your experience and your background and, speaking of, can you tell us a bit about your background and how you even got into recruiting?
Speaker 3:Sure. So recruiting experience it goes back to my childhood being in the Army. Actually, I joined the Army at the age of 19. Um, and I actually came into the army as a mortuary affairs so much different than, uh, you know, being in being in recruiting. But, uh, you know, from there, you know, I, uh, I was stationed at Fort Lee, Virginia, uh, Virginia, for a little while. It's Fort Gregg Adams now, but I was there. And during that time I was also working up at the Joint Martial Welfare Operations Center in Dover, Delaware, as an autopsy technician. And then I deployed to Canada, RFKF stand, and once I came back I was spending, I spent some time on the local response force and defense decontamination response force as well. This was probably, I would say, maybe three years in, close to three years in, you know, I was getting ready to become sergeant. So fast track pretty well in the army. And, um, once you become a sergeant, uh, which is your E5, and then, you know, once you become an NCO, so NCO is uh, E5 through E9.
Speaker 1:But anyway. Uh, what does MCO stand for?
Speaker 3:Sorry, I'm sorry, non-commissioned officer.
Speaker 3:Oh okay, nco. Okay. So you have your officers and then you have your non-commissioned officers. So I was Okay, nco. Once you hit the NCO ranks as part of a career progression, you want to get into a broadening assignment. And that's kind of where recruiting came into play.
Speaker 3:I felt like I've done a lot. I did a lot and I was able to progress pretty quickly in the army. So, you know, taking a step into something else and doing that broadening assignment and getting it knocked out early, you know, I felt like. You know it was a no brainer to do so. I actually it's funny how it happened really because I submitted a volunteer packet to become a recruiter in the Army. The day that I submitted it, the very next day, I get an email saying that the Army actually selected me to. They voluntold me to become a recruiter, so it was always going to happen. So it's a three-year assignment, you know, and I went to the Recruiting and recruiting and retention college in Fort Knox, kentucky. After I did that I was, I was stationed in here, where I am now in beautiful Florida. That's part of the reason why I moved back. But I got stationed here right, right, right up the road actually, and you know I did.
Speaker 3:I did three years during that time, right off the road actually, and you know I did three years During that time I was actually going to school for my bachelor's degree in management with a concentration in sports management.
Speaker 3:So as I grew in recruiting and I, you know, I started to do the job more, I started to take more of an interest in doing this as a career. So you know, I actually I was in my junior year in college and I changed my major. You know the concentration which it didn't really affect me. So it was good. It didn't extend the amount of time that I would have to, that it would take for me to do my bachelor's degree. So it really worked out. So I switched that and then ended up reclassing, which is a process of changing your job and signing a new contract for that job. I reclassed to a career recruiter which is a seven year old in the Army and then from there, you know, stuck to it, moved to Raleigh, north Carolina, and then I retired out of the Army and came on board with Country Intel and still no recruiting. So that brings me here.
Speaker 1:Yeah, how would you describe your initial process into joining the Army, and were you recruited into the Army when you were 19, or how did that go Sure?
Speaker 3:So I was recruited. However, it was always something that I wanted to do. So, you know, I danced around the idea of joining the military when I was in high school. I didn't actually join right out of high school. I went to college for a little bit and then, you know, I seen the army as an opportunity to provide me some career experience, while also, you know, I seen the Army as an opportunity to provide me some career experience, while also, you know, pursuing my education. So it was a goal that I always had, so partially, really, me going in and talking to the recruiter and then just staying in contact and keeping it in my mind.
Speaker 1:So I eventually just went ahead and did it, Gotcha. So did your university or college where you started at? Did they have an ROTC program or you just started exploring it without that sort of program?
Speaker 3:No, they did not, because initially I was going to college, I got a scholarship for sports marketing and media, marketing and media. So, um, you know, I, you know, I uh, that was my interest and yeah, so I, I danced around the idea of the military but I wasn't, you know, uh, considering rltc or anything like that no well, bring it back to when you started the recruiting thing that started your job as your current, no further to the army or whatnot.
Speaker 2:Come across more cases where it was like you, where you crossed your mind but you just haven't made the jump yet. Or is it more having to talk to kids that you know can't wait to graduate high school and really kind of talk them into the whole recruiting process and come in the military?
Speaker 3:Well, it's really a lot of both. We definitely do a lot of shaping, we do a lot of shaping operations and that's really just showing face in the schools, being proactive in the schools, not just in the high schools but also in the colleges, you know, and local colleges and universities as well, you know. So just really showing that face with the students there. And some of them, you know they will come up and they'll talk to us, even as a freshman in high school and you know, the longer you spend there, you know by the time they get to their senior year they've already decided that they want to make that decision. So you know, partially, I guess that's really you know you're kind of planning that nugget in their head that you know no-transcript operations is really more of a um, you know you're, you're doing your, your area canvassing.
Speaker 3:So in the world of, really in the world of marketing because recruiting aligns with marketing a lot uh, you want to get your brand out there and the more you are in a certain area of operation, you know it's big on increasing your market share. So you know we had to make sure that we were doing classroom presentations, you know having, you know setting up postings or even bringing in we would give the guidance counselors calendars or anywhere that we could put our brand in a school. Bringing in, we would give the guidance counselors calendars or anywhere that we could put our brand in a school. You know we try to embed ourselves there and then allow them to know more about the programs that we were, that we were offering as well, so that they could, you know, in turn discuss it with some of the students that you know they feel could potentially be a good fit for them.
Speaker 1:Yeah, yeah. And to me that that brings a home. At least when I was in high school, you know, whenever I'd go to a football game, you know there'd always be some sort of service there and they'd always have the pull up challenge or or whatever there to sort of challenge kids. Get a lot of going, so I'm assuming that that could be classified as shaping them yeah, yeah, we definitely did a lot of that, um, as well.
Speaker 3:So, you know, got a chance to go to some some pretty cool events, meet some, meet some uh, pretty cool people as well. You know, and in this area it's it's big on, big on sports, and I'm not too far from orlando either. So I remember just, you know, we would get famous baseball players that would come in to the office. Or you know, uh, the guy actually from uh, I don't know if you you're big into like monster trucks, but my son is, so he, he thought it was cool because I was showing him a picture of the uh, the guy that drove the uh, grave digger.
Speaker 3:Uh, you know he came into our office and, um, you know we got the opportunity. So they'll come in and you know they and we, we refer to them as uh, uh, vips, you know, and they're they're people of influence, they're influencers in the community. So they'll come in and, um, you know, they'll want us to come and assist with a different event that they might be having. So, um, we, we embed ourselves in the community in that way and that's, that's a big part of the shape and operations. They see the army all the time.
Speaker 2:You know, I would say, your experience as an army recruiter is translated into your position as recruiting manager for our company.
Speaker 3:I think it was definitely helpful. One of the biggest reasons is because recruiting in the Army it was a grind. You get less of people interested in you and more of you trying to finding gender commitment, constantly trying to just talk to them about things that they may have heard and they may need clarity on. So you know it's good and bad there. So I think really taking that initiative it's helped me to really grow as a recruiter in, in in with country Intel, because having that ability to be able to do that, you, you, you seek talent. You're not just you know, you don't just wait for it to come to you. You know how to talk to people. You know in in hopes that you know you can, you can land good talent good talent.
Speaker 1:So so yeah, as far as uh country intel's recruiting process, again, just kind of not that I want to go back to shaping, but I feel like that's a main difference between, you know, recruiting for the military versus recruiting for, you know, a private business.
Speaker 3:Yeah, and I mean you know I can, I can explain that too. You know, uh, just really the difference with the recruiting process for uh army. Then you know country intel as well. So the Army is definitely it's a longer process. It's a longer process to have someone to join the Army, for example.
Speaker 3:You know from the beginning, you know the initial. We do an initial interview with someone. You know this is just assuming this person is committed to join in the military. We do an initial interview with someone. You know this is just assuming this person is committed to to join in the military. We do an initial interview and that that's about an hour long. And then from there we would have them take a practice ASVAB test so that we can kind of determine what you know, what jobs they would qualify for. And then we would have to gather medical information, legal background information, you know about their, their law, and then you know build their application and packet and things like that as well. And from there you know they're going to, they're going down the maps to do a full body physical. You know working with the security investigators there. And also you know psychological evaluation, all of that type of stuff, depending that they passed that.
Speaker 3:Then from there they're able to enlist, they'll go in, they'll sign their contract for the job that they selected and then they'll go in and they'll swear into the military.
Speaker 3:And then after that they'll come back to us and there'll be what we call the delayed entry program, where, you know, we'll have to conduct an orientation and there'll be a future soldier where they'll come in, they'll do a future soldier training, fitness training, throughout, you know, throughout the week or however long, until they actually leave to go to basic training.
Speaker 3:And then from there, you know where we are, we are still in charge of them and we keep track of them up until the day that they actually should. The you know process with country intel you know we get, you know we get a candidate that's that's interested in a position. We, you know we we do a initial screening and then from there, you know, we set up the, the meet and greet. You know you both have had some some experiences with sitting on those as well. And then, you know you both have had some experiences with sitting on those as well. And then, you know, pinning, everything goes well from that point, you know, we extend the offer and then, you know, verify the plans and then it's on to the onboarding. So it's short, but both are, you know, efficient yeah.
Speaker 1:Yeah, and I think something that's you know we've been working on at least for streamlining our process here at Country Intel. I know we have full maps and we have, you know, things built out that helps keep our process rigorous and I'd like to think it was probably in part of you know your work and Charles' work too on. You know the recruiting and how we, you know first off recruit for other companies, but you know also recruit for our own company and you know, hire up people here. Yeah, well, I appreciate that.
Speaker 3:I mean, I think that, um, you know, there's some of the main things that that sets us aside and it makes us different.
Speaker 3:I think, uh, when me and me and Jeff spoke about the recruiting process and just his ideas, he told me that one of the first things he said was that, hey, I'm not married to anything, so let's make the changes that we need to to make it more effective and make it work, and that's kind of what we did. I think that the biggest thing for us is, you know, we have the approach, you know, with an, you know, an open-minded approach, and you know our company, we really, you know, we welcome diverse talent. You know that opens up doors for applicants to come in with whispering skills that we are open-minded to really evaluating because we want people to grow internally recruiting process. In that way, we're not just looking at the position description, we're looking at other other traits and other, uh other characteristics that this candidate may have that could potentially help to elevate us in different ways as well. And, uh, you know, so I think that that really, that really sets us aside and makes us different.
Speaker 1:What about, uh, when you're interviewing folks, um, what do you see is the most common mistakes that they make while you're interviewing them, and what sort of gives you either like a green light for them when they're being interviewed, or what sort of gives you a pause and a?
Speaker 3:red light. It's a lot, but really one of the biggest things is, you know, some candidates being just being too modest with their skills. I think that, you know, depending on who's interviewing them and I'll say depending on who's interviewing them, because you know we do a lot of interviews for clients as well, so they'll have to also go through a client interview process. But you know, so they'll have to also go through a client interview process. But, you know, depending on talking about industry professionals, you know some having 10 years of experience and that could be doing really just doing. You know doing one particular thing and they've done it well and they've been agile in it. But when you consistently do something, you know, explaining that to someone with a fresh perspective or who may not know of your job, explaining that to someone with a fresh perspective or who may not know of your job. You know, sometimes we kind of talk over those key factors that play into us being, uh, being great at our job. You know, um and and make us better.
Speaker 3:So, like I I give the example of uh I was talking to this one candidate and I was explaining that they were explaining to me about a system that they were using and then their company transitioned to a different system, and transition can be can have a major impact on an organization. So it's important to help to manage those transitions, especially whenever it's when you're talking about systems. You know you have to. Someone has to learn how to use that system. So if this person was able to transition to this system and then speak on how they were effectively able to grow and become more of a subject matter expert, that's what I want to hear.
Speaker 3:You know we switched over to the system. You know, I know it well. You know you got to brag about those types of things. It's time to. You know it's time to brag, you know, don't? You know don't boast, but at the same time, you know, don't be too modest, because those are, those are, those are big things. It shows me that you do, you adapt to transition and you're able to, you're willing to learn something new and not just stay stagnant.
Speaker 1:Yeah, that's interesting. What about in regards to things outside the interview process, like if you're ever reviewing resumes or you know for looking on LinkedIn? Are you ever looking for something specific in those outside of the interview?
Speaker 1:As far as you know, if we're filtering candidates for a position and we're taking a look at their LinkedIn or their socials, or we're taking a look at their resume that may or may not be public. Are there certain things that you look for and are there certain things that we filter out and say we're not too sure about that?
Speaker 3:Yeah, you know, honestly, when you're dealing with a clear talent, a lot of times, you know I do I do tend to look at, look at different, their different social medias as well. You know, I try to see where I can find them, you know, especially on LinkedIn. Linkedin is good for that because I want to know what their interests are outside of just what their particular job is. So a lot of times, you know, you can see different things that they're working on, different accomplishments that they're trying to make. Or you know their views and perspectives on different things concerning global awareness, which I, you know, their views and perspectives on different things concerning global awareness, which I, you know, I really like to dive into because it can give a, it can be a bigger, a better picture for a person.
Speaker 2:And Antonio, how has the the rise of local bill work affected the recruitment process in good and bad, and then otherwise?
Speaker 3:Well, I'll say this uh, the bad thing is that everybody you talk to, um, you know, uh, even land survey is obviously inside job, but you know they want to work remote. Um, so you know, you get a lot of people that are really willing to even take a pay cut in order to work remote, because I think that they see the benefit of how it can be helpful economically on the back end with cutting fuel costs for one, and then also even auto insurance, know, not putting so many miles on your car throughout the year. So I think that you know it's definitely made it difficult to try to get employees. You know when you're when you're recruiting for on site positions versus you know when you're when it's remote, you get, you could probably get like a bigger candidate pool to choose from. When it's remote, you get, you probably get like a bigger candidate pool to choose from. I think that, for the good, remote work is definitely beneficial for people who are intro introvert, who have an introvert personality. You know, a lot of times people are more effective when they're able to work in their own environment and they're able to work alone. It's it opens up a new opportunity. It opens up a new, a new and new opportunity to get the most, the most effectiveness, out of out of your, your, your workforce.
Speaker 3:I think about like 2020, when, you know, covid happened and then I really, I really don't believe that we there has been a rise in mental health issues, but I think that there has been more of an awareness of mental health issues and that's been treatment has been more readily available and welcomed.
Speaker 3:I think that you know working remotely can assist people who may be battling with different mental health conditions as well, and you know providing them time to autonomy to find treatment. And you know you don't, you don't have all of the office politics. You know, I like to say sometimes you know people put on their corporate face. You know what I mean. They come in, they put on their corporate face and you know some days you know different mean they come in, they put on their corporate face, and you know some days you know, with different mental health conditions, um, you know that's not always possible for everyone, not saying that that person is not a a good and capable, competent employee, um, but you know it, it helps that type of way, you know, yeah and uh, you know, remote work versus, uh, you know, in-person roles.
Speaker 1:Now, uh, back to what you said about weighing what sort of encompasses both.
Speaker 1:I do see that in some friends and other folks that are looking for jobs now, especially if they have offers from both a remote position versus a role that's in-person I feel like that is something they weigh. For example, if someone was offered a position that was remote but lesser pay than the job that requires going into the office, I've seen people breaking out the cost of going into the office. Like you said, you've got to make sure you have some sort of mode of transportation. You're car insured, got a piece of gas, um, you know, it might be a little bit more expensive. You know, being in the office, as far as you know, well, I mean, you can bring a lunch, but, um, you know co-workers, you guys, you know you guys might go out a lot. Um, you know stuff like that. I thought that's kind of interesting where I feel like now, if you're going to the office, the expectation might be that you know you'd be expecting, you know, higher compensation, you know, just for being required to go in the office. Oh, yeah.
Speaker 3:Oh yeah, definitely. I definitely agree. You know, just just thinking of now, you know when I was, when I was a, when I was an army recruiter, you know most of my meals was eaten out. You know and I mean that can also pose some you know some health risk as well. You know having to purchase lunch or you know you're bringing lunch, but mostly if you're not sitting in the office and you're out and about, then you're having to get lunch from somewhere and about then you're having to get lunch from somewhere.
Speaker 2:No, I definitely agree with there. Obviously, whether they get lunch or even work from home, they want to get a chance to go work out during lunch break and not feel bad about coming back to the office, then go back to the comfort of the home and be able to still do their job properly and not feel like, all right, I need to shower, I need to get completely cleaned up. Whatever they can come back and get done and you don't have to worry about the office side of it. I think that's helpful for them as well. In general, I know it's kind of a slight turn forward we've been talking about here, but have you seen that there are certain roles that are in high demand right now?
Speaker 3:Yeah, definitely, I think technology is huge, so you know more of those types of positions, you know with your software developers or cybersecurity, those are some of the bigger ones that are in demand right now. And then you know, of course, you know, I think healthcare is also, you know that one right. There is never going to slow down. It's always going to be a need for more healthcare professionals.
Speaker 1:Yeah, yeah, and I feel like you know we don't really dabble in healthcare too much, but just from you know friends and family that are in that field. Everyone knows about the traveling nurses industry. That's sort of blowing up right now, or has been blowing up since after COVID, which I find pretty interesting.
Speaker 2:As far as technology and tools are used. What role does technology play in modern-day recruiting, like? What role does technology play at modern day recruiting? Obviously you like to you know with we're going to work now, and everything like that, and communication wise. Like you know, people aren't always coming to an office for an interview, or they're not always coming to. Like you know a Panera or something like that you know. So, like, how, how's technology aiding in the recruiting process?
Speaker 3:Well, I mean, that's that's really a great question. Um, you know, and I it's funny because, you know, you think about, you know, I think about my grandparents and I'm like man, it must've been really difficult to, you know, navigate the job search process. You know, uh, having to, you know, to fill out, um, tons of applications and then just wait through that process, Uh, it even process, even as a recruiter, you know, just evaluating tons of applications. You know there definitely had to be some really good talent. That was probably left out.
Speaker 3:But I think, really, with applicant tracking systems and just being able to streamline the process and help to leverage the talent market with applicant tracking systems and ability to filter or to post your positions that you have available on multiple platforms through those applicant tracking systems, I think that that's definitely one of the most beneficial and once again, it speeds up the process. Definitely one of the most beneficial. And, you know, once again it speeds up the process. And then, like you said, you know, meeting at a Panera, versus now you know, we can, you know, hop on a Teams meeting and conduct an interview and get, you know, someone onboarded, even through Teams. So I think that, you know, technology has definitely played a huge role in assisting recruiters.
Speaker 1:Absolutely yeah. I feel like it's definitely sped up our process.
Speaker 3:And I assume that you know, even the military's process now is probably very robust. Oh yeah, well, you know, for the most part, you know, I have never, I've never, I have never, I've never. Well, I guess, during, during, during COVID, and you know we had to, we had to be in isolation, but really I think that I've never really had to, outside of that conducting interview. That wasn't either in the office or going to, going to office or going into, going into a home. So, um, for the most part, you kind of have to, uh, do it that way just because you have to collect documents and things like that as well when they come into the office.
Speaker 1:Yeah, so, yeah, it makes it really different as far as that goes, yeah, it makes sense, is there? Uh, you know, charlotte, and I can speak this too, but are there any specific tools or platforms that you find effective in recruiting um? I?
Speaker 3:think really, you know that's relative to the position, and me and Tyrell we go through it even with you as well. You know just being innovative and what we use and you know to find different candidates. But I think, yeah, I think it really depends on you know what the talent is you're looking for. You know, for example, if I'm looking for, you know, someone with a top secret clearance, you know I might want to look on clearance jobs. Or if you know you're recruiting for a GIS position, USA, gsl position, usa, uh, usa jobs is um, is is good for for that one, but um, some of the more known ones for uh, you know non-cleared, where you can find both uh is. You know uh, indeed, in LinkedIn as well, but then you have your, your, your local, and you know your, your local and your state uh job boards as well that that could that could be helpful.
Speaker 1:Yeah, and I, from at least working with some of the data that we're using for recruiting, I find it very similar now to, you know, if we had a traditional business. You know recruiting is almost like, you know, cold calling, you know businesses to see if you, you know you want to work with them or not. You know, we, we kind of do the same thing with individuals and I don't think we're very afraid to reach out to anyone and say I know you have a current position, but we have this one open here and we think that you might be interested in that.
Speaker 2:So those are the best candidates and thrive at the right opportunities. So that can definitely be the case there. So I know we've been going. I think we've hit our time right now. I know we could definitely talk a little bit more about this and generally, honestly, we might bring you back on and do more of a deep dive into kind of like maybe country intel's processes and really how that's definitely different from like what you did in the military and kind of how we're going about the recruiting landscape, you know on the political side and on the government-tactical-DOD side of things. So we appreciate you coming out, we look forward to you coming back and I hope everybody enjoyed this episode of the Country Intelligence Report and so we'll talk to you all soon.
Speaker 1:Thank you for listening to the Country Intelligence Report. Please like and subscribe to stay up with the latest developments to the show. For more information about the Country Intelligence Group, please visit our website at wwwcountryintelcom. We can also be found on multiple social media platforms with the username at countryintel.
