Streamline Your HR Processes by Closing a Sell for HR

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today's podcast is brought to you by Eddie fine better candidates conduct more focused interviews and make data-driven hiring decisions hire Eddie higher faster hire smarter hire more learn more at Eddie calm now let's podcast welcome to this rep Salt Lake City my name is jarred Olson and I'm joined today with James Hadlock the founder of blue Novus and Jordan Bogart the president of payroll HR solutions how are you guys doing today hey hey doing great thank you fantastic games is a previous keynote presenter at disrupt HR Boise and Jordan previously spoke at disrupt HR Salt Lake City and the third event that we put on and I just kind of want to hear a little bit about as alumni for the disrupt crew what has your experience been like being part of this network and part of this group and the effort that we're trying to do to get the word out there about changing human resources James what was your experience like it in Boise so it was the very first event and I know that the founders were were obviously very excited I was very excited I had heard a lot about disrupt just in general but I didn't know what to expect I had never attended an event because it is it's fairly new in our area and it was a raging success I mean they had standing-room-only amazing content tons of innovators and just a just a energetic group that's awesome and Jordan everyone's gonna remember you because the Chewbacca costume man what so what's the love with Star Wars or is it is just Chewbacca or like tell us what made you think I know what I'm gonna do I'm gonna wear to Baca costume in this so I wouldn't say that I'm like a Star Wars nerd but my kids like my oldest is nine years old and he loves Star Wars so like ever since all the new ones have come out since he was probably four years old yeah we've gone to those together but I think that was just kind of putting two and two together with Solo coming out with Chewbacca yeah that was main reason and I like to you know present a different way and so you like to disrupt yeah exactly disrupt that's where I was looking for that's the word pansy welcome to stir up so we find great minds like this well one of the things that I want to talk about today we're gonna have people to see in this podcast that are trying to sell a service or a product or get in through human resources work with in in one fashion or another and my experience has been that HR historically are really bad purchasers they're not good at it because they they one don't understand how to communicate value to a CFO they feel very disconnected from the financials and they see a lot of threat some of the time with new products or services coming in that is for them and they feel more comfort in controlling everything their own and I want to discuss with both of you because you've got some really innovative approaches of how to get in with human resources and sell to them so I know HR thinks being sold to and there's no podcast is about how to sell to human resources right and we're disrupt and so we want to help the people that are trying to make it in impact there and I think you guys have done it in a great way that doesn't come across as quote-unquote Scelzi and so I would just like your opinions a little bit on why do you think HR is having such a difficult time purchasing and sharing that information and James the question for you I mean you've only been working with HR for five months now and in that short amount of time you have made a massive splash and impact in the industry make great connections how have you got in with HR so quickly and so well I think it goes back to really one of my core values and where I come from and that is is make it about the other person so a lot of times especially in the sales cycle you know it's all about I'm gonna show my benefits I'm going to show them how I'm going to change their life I'm gonna do and it's always III instead of youuuu and the moment that you can put yourself in their shoes and gain a better understanding about where they're coming from I think you're ahead of the game so an example of that is is you know if you're solving a problem for them instead of you talking about your product solving your problem for them just talk about you're solving a problem for them the product they're gonna ask you about the product they're gonna ask you about how they can integrate that and so number one is is make it about them number two is you've got to have something that's going to get their attention like it's it's it's gotta be something that brings tremendous value to them and whether that's if you have a commodity you've got to maybe deliver it in a different way or your service has got to be exemplary right and so it's it's about coming out and doing something that makes it easier for them and it makes it about them it makes their job easier so you know I don't ever it's so funny because people have told me for years you're one of the best sales guys in fact I'm part of a networking group and he's like you can sell my product better than I can I want you to come to some of my meetings and I'm like I what's funny is I don't see myself as a salesperson I see myself as a connector and a problem solver and I think that type of mindset is is what's provided me with so much success in integrating or at least getting inside to the HR world now something I would also love your insight on as a founder of several companies and CEO what preconceived notions did you have about human resources and as you created this new company that is primarily sold through HR what did you think coming in and what concerns did you have in working with HR when you were a CEO and now working with them from a different perspective so when I when I had a number of my companies I felt like because I like I mean I I run really fast when I launched something and I felt like they're gonna hamper us they're gonna slow us down it wasn't really in a light that was positive it was more it was more I'll they're here to mitigate risk they're here to probably keep me out of trouble but I don't even want to hear that stuff you know I just want to go go go and so I think a preconceived notion that I had was there necessary evil mm-hmm and that's what so many people think so Jordan you have had experience in HR how do we change that perception of in the HR industry of being a necessary evil so interesting question I kind of had an aha moment when James was speaking of how similar the two of us are and so I've been in sales my entire career but I've never been the type of sales rep that does like the dog-and-pony show I mean you know big things like that but I've kind of learned this as I've gotten older that my thing is how can I help you and I truly am a problem solver and so when I think of ways to benefit HR you know a task like payroll can be automated and there's many tools within payroll whether it's doing the HR or it's integrating their time at 10 solution that we can free up their time to truly have those people specialize in what they're the best at so what I've learned is like and I've even seen this happen multiple times is maybe they they're truly passion about HR because they want to help people there are actual true passions is doing something else whether it's for example playing spikeball exactly love me some spike all or maybe they just want to recruit because they want to help get jobs and so instead of doing those mundane tasks of being HR generalist and running payrolls and doing those tasks they could actually be out recruiting and bringing value to the company and helping them grow so so you have seen I'm assuming a lot of HR people view you as a threat for sure yeah my first experience in HR would have been probably ATP and so I started there like my first job out of college was back in 2009 and so with that a lot of the HR people thought that I was coming to replace them because payroll is a task that HR was responsible for and so we were an outsourced solution we could do it at a lower cost we could do a faster but that being said sometimes they would be intimidated to work with me because I thought I was trying to take their job yeah so how do you overcome that just by focusing on who what who there's person and what their actual interests and hobbies are or or how do you get past an administrative HR person who only sees their job valued as processing payroll and when they lose that they don't see the strategic future of HR so they see you as Irv as a risk so I would say it's all about the questions you ask them right and so if you ask them questions just about payroll you're gonna talk about just payroll right but if you open it up and ask about the company and how things are going and understanding different processes whether it's marketing or whether it's their accounting or whether it's understanding their true pair process from hired fire so when there are onboarding and clients - all the way - when they're terminating them performance reviews and stuff like that they're going to realize that they're not just a payroll person but there's so much more value than rank the table besides doing that processing that they can actually take on other tasks to help the company grow and bring an MRI in and it's much more valuable for us okay now something you said a little bit earlier Jordan that I have really respected about you is you are online I see you regularly on LinkedIn doing a post saying hey who needs something like who can I help and you reach out individually to certain people and see how you can assist them one do people take you up on that and then - what how has that helped you in this indirect sales model so let's say one yes people take me up on all the time what are some of the weirdest request people have sent you the weirdest request don't tell them mine I don't think I've had too many weird ones I would say a majority of them have been to help them get a job ok and so I've been able to place quite a few people I'm not a recruiter but I would say throughout my career if I've hired over 200 people and so with that being said I've gotten very good at understanding what people want to do and I've worked with so many different thousands of companies there's always someone that I can connect them to to it to find that job so I say that's the primary reason people reach out to me okay and it also helps you know when an HR person is leaving that they need someone to do payroll so that's how you kind of get into like this is the benefit of it as well but you're not leading with I want to take over your payroll no I'm a huge believer in karma so there's many signs that I'll go into a sales pitch and I'll ask my standard questions and get to know the company gets another individual and by the time I leave their payroll solution could be working the only reason they would switch is for a relationship yeah which happens and it's great night I love it but I may walk out and help them replace their accounting department or help them do something that they didn't want to do and two years down the road or six months down the road they're like oh look out Jordan came in and helped me because true want to benefit me as a person and as a company he didn't even take my payroll over but I should have my payroll screwed up last week by so-and-so I wonder it out Jordan again and that comes back to me so it's benefitting by doing that that's awesome James talk to us a little bit about what you're doing with into the blue TV I mean this is a really cool way focusing just on people right and helping them out as well so give us the thought process behind it the motivation and actually what that looks like yeah so into the blue TV is a passion project it's there's no end game there's no there's nothing to monetize with it for the last nine and a half ten years my wife and I facilitated a lot of groups and a lot of trainings around personal development and leadership and one of the things we've learned through that process is the power of inquiry and asking thought-provoking questions and why that is so relevant is when when you when you take people out of kind of the canned responses you know like hey how you doing today I'm good instead of those kind of pre you know the ones that we've just that we respond to without even thinking about it when you start to ask people really inquisitive kind of off-the-wall questions you take them or not they are deep questions that that's right and so so that's a little bit of the background that kind of was the precursor to into the blue and back in June you know I'm a busy guy I'm I've got a lot of trainings and speaking and consulting that I do around the country kids at home tons of kids at home we have six of our nine kids at home which is craziness at times all the time but I just I had this call it a nudge or intuition or gut feeling that I got to start showcasing people and and I've got one big message with this and you know there's certainly been a lot that's happened because I've started this project but it came out of just this pure nudge of wanting to follow that premonition of something I needed to do to give back to the world and the message is that one we're all connected and we all go through things we're not alone in going through those things and and we really do each and every one of us has access to tremendous wisdom that other people can learn and grow from and and so into the blue is a very short daily episode so I post a new episode every single day I committed to doing that for the next year and I interview people from literally all over the world and I have a system and I'm happy to share that system yes because it's as simple as it is understanding human nature and how these questions really work I've yet to have a bad interview I think I've posted over 150 interviews already this year and it's super simple I always ask the same first question which is kind of an icebreaker and gets them kind of out of their head which I've noticed works really well and then I always ask the same last question and it's a powerful last question but in the middle I've got two to three questions that I invite the guests to just pick a number between one and 50 and so it's super random it's super spontaneous for both of us so even I don't know where it's gonna go and the other thing I've learned is I don't have any rebuttal I typically will just say thank you but I leave it at I give them complete space to really just showcase them and man I've had people call me after I've interviewed them and and share with me the impact that it had on their personal life I've had people that have watched an episode that called me up or messaged me that said that it impacted their life I think there's this idea that you know gurus out there are the only ones that have access to this wisdom and it's just simply not true so here's what's been fascinating about into the blue TV I can go into a big company and they've heard of me really because of into the blue or or I can go somewhere and you know they have seen one of the videos and didn't know that it was me that was producing that and it has been just by default probably one of the best branding opportunities and again that's not Rick it was birth from and has nothing to your product either and it has nothing to do with I mean it's in it on average it takes me about an hour a day because I'm the only one touches it I do the interview I do the questions I do the editing and I do all the posting and I mean I repurpose stuff and it is I mean frankly it's one of my most favorite things to do yeah and it drives me purpose wise it gives me so much fulfillment and I'll share this because it's it's literally where I just came from so I don't know if you've heard of roots high school which is a charter school that is a farm that is fascinating to me when I when I when I talked with with the gentleman who started at with Tyler Bastian I was blown away and I was connected to him by it by someone we all know Aubrey Bates yep Aubrey is on their board and she's like youtube need to me and seriously within five minutes she I didn't I have no I'd never heard of this school before but within five minutes I had one of those those next nudges I'm like I need to come down and interview your students so I just got back from doing 19 interviews today Wow and and to hear voices of these youth that you know that this is supposedly a school for troubled youth and yet I'm just telling you right now I promise you you go watch those 19 when they're ready to come out whenever they come out you're gonna get something out of them it's gonna allow you to connect and so man we could do a whole podcast just on on what I've learned over the last six months with that project but it is it it is a mind-blowing project I've told this to many people and I'm in the job of development right human development and it might be one of the most important jobs that I have talking to people about who they are and asking probing questions it's the best and it's bill your brand at the same time rise crazy karma right I guess I hear any mention no one is still selling well here's I have recognized this if you want to know what James Havelock is about just go watch one of those 150 episodes or 200 episodes or whatever number were on now that's amazing genuine that's what I was about yeah yeah you were on one yeah it was things are gonna add by the way what number were you like I don't remember one 40s yes and finish around 150 a thing I loved it and I know I love getting to share all the little nuggets on my stories with it and I'm talking about your wife and by the way if you don't know this people he talks about how he is a tremendous salesman because of his being able to get his wife you totally that's right I don't know I don't know I still know she's okay so Jordan question for you is well about just selling something you've done a great job with is networking right not only how can I help you but you've created a lot of networking groups and I love if you could maybe explain that and is it a direct sells opportunity or is it just general good and good will and that leads to referrals as well great question so I mean I've been introduced to networking she's I don't even know how long ago whether it was my first be a night that I went to and stuff like that I wasn't a huge fan of kind of the formal networking and kind of like you were forced to give weeds and so about three years ago I was at a company and I knew I wasn't going to be there for a long term and so that means said I started networking and the way I did it is there wasn't a morning that wasn't by that I didn't take someone to breakfast there wasn't a lunch that went by that I didn't take someone to lunch and so I would take them and get to know them better so that I could kind of find out it was kind of selfish back then I was trying to figure out what I wanted to do that yeah but through that I developed so many amazing relationships and friendships through that that I started a networking group and this networking group is people that I've worked with for probably the past 10 15 years and I would consider them to be the best the best of what they do whether they're business owners or VPS of sales or you know chief marketing officers it doesn't really matter but I truly do consider them to be the best and so when we get together once a month we never talk about referring business back and forth we talk about what's happening in the market we talk about what's happening in our lives and we truly get to know each other and bounce ideas off each other and yes sometimes we will have someone present but it's something relative that's happening in the industry right now and so for example we had someone present on security back in August because it was a big threat multiple of our our companies and things that we were dealing with and that's where we you know started to factor authentication and doing things that we hadn't done before and a benefit is but does business happen absolutely because every time I walk into a meeting and one of the people that I network with their topic comes up when I'm asking my probing questions I introduced him to him and those those relationships just happen that's awesome okay so you've got a really cool story as well about selling something to a company and then instead just wanting to hire you tell that tell that story that's a good my secrets on the way I I get into businesses so I'm all about relationships and so if I want to get into Zima I would find you know four or five people that I'm connected to the note Jared and I would find a way to to connect with him right so I would say you know thing I know Thane really well I would take thang to lunch and during that conversation yes I wanted to go to lunch with Fame but at the same time I would say hey both of us or connect but Jared what's he like is he cool to work with tell me a little bit about him and I kind of get the dirt in the scope of who Jared truly was and if I feel like I didn't get enough information and how I could benefit Jared I'd go the next person that knew Jared and so anyways through that strategy three or four people would end up talking Darren say hey I went to lunch with Jordan you should talk to him he's awesome he's great at doing this or whatever it may be and so I think the story here you're asking about is there was a financial advisory firm and so I was newer to ADP I he'd been there probably more than a year and any time we heard a competitor's name we would we would target that person right oh they're outsourcing payroll they already believe in what we're doing they're just using their own company right and so this one firm I found like four people that I personally knew that worked there and so I took every single one of them to lunch as I did my networking thing and as I went to lunch with them I would bring up obviously what I was doing and we would talk about it and within three or four weeks the owner of the company reached out to me he's like I don't know what it is Jordan but I have to meet with you because I've had for my employees come talk to me and say that I need to work with you and so I'm like okay great we set the meeting I get there I sit down and the first thing the guy does is this plot a checkbook and I'm like what is this guy checkbook I'm here to to sell payroll that's my idea right but he pulled out his check but he's like how much commission you're gonna make me on this check I'm like I don't call her buck so he's like trying to write me out a check for $400 and I'm like no no no don't worry about I'm just here to see what I can do to help yo you know kind of thing but he's like I don't care about payroll I want to find out how you have for my people come talk to me and say that I need to work with you because I've never had that happen before and he end up trying to offer me a job but we're so good friends I didn't have working there obviously but I realized from that moment forward that that's the best way to do business it's amazing it's the same thing that happened with Under Armour trying to get Steph Curry so they wanted him as their primary sponsor and he wasn't interested in them because they were not a big name and so they targeted his teammates and just spit the crap out of them and something all this free stuff and step one day is like how do I get free stuff they said go to Under Armour and then he actually signed up his Under Armour's primary sponsor so it's a brilliant model that you guys are talking about here and and the best part is it's with all good intention it's not like you're actually trying to sell you're genuinely caring about people and how to help others and focusing on them and and karma Hobson happens and good things seem to come back from it so any other nuggets or pieces of advice that you would offer to people trying to sell to human resources I would say it's just exactly what James said don't focus on yourself right focus on the individual that you're meeting with find ways that you can truly benefit them I mean there's been times I'll go in and and sell a deal but I won't even sell ideal I will find out what they're truly striving with on that moment if it's not payroll yeah I want to get business and I want to get Commission check or make money over what I may be but I truly want to help them out and so there's been multiple times where I would help them out in a different situation whether was their marketing or getting him a new accounting process or whatever maybe and I know that comes back come back you mean it has multiple times whether it's six songs down the road and something gets messed up on perón like holy cow Jordan was awesome he truly came to help me out I'm gonna go move to his payroll company not to so I would say do what you can to benefit them and focus on what they're struggling with it's awesome when I was 18 or 19 years old I was reading I don't even remember the book but it was Zig Ziglar and I have remembered it to this day and it went something like if you will help enough other people get what they want you'll always get what you want and that is stuck with me as one of my primary foundational approaches to you know working with people yes do I want to be sustainable and have HAP deals come my way of course I do but the moment that I go out of my way to help them I mean let's face it building trust is what drives sales right whether they trust the product and they need that product or they trust you but when that all converges and and you're building trust because you're helping them get something that they need well if they're truly a qualified customer for you they're gonna come to you like you're gonna build trust equity with them and I think that's I think that's the most valuable currency we have is trust yeah and it's hard because there's a lot of sales rep and there's a lot of people that are genuine that I've run into and they'll do whatever it takes to give that commission check whether it's telling lies or over-promising and under-delivering but when you truly do everything you can to benefit that person and maybe it's not your product I promise you you're gonna get deals another way so that's awesome and so for all those HR people out there listening to this saying we hate it when we get sold to disrupt SLC we want salespeople to focus on helping you when you're being helped then you're not being sold - and you make good connections and then you can make more informed decisions so let's talk a little bit more about that information that we need to actually make a purchase James what you are doing in in blue Novus to change addiction recovery is a disrupter in the market will you talk to us a little bit about what your company is all about and how it's changing the human resource profession and benefits that are offered out there yeah let me be clear that's not what I set out to do yeah I think going back to what this whole thing has been about is I saw I saw a market that was being completely underserved and I just wanted to see if we could fix that problem so it wasn't even an HR focused deal it was literally just you know my wife and I were working with some treatment facilities addiction recovery rehab rehab centers if you know the 30-day 28-day whatever and one of the things that we noticed is how many times when a business person would call and was seeking for help for whatever their their struggles in addiction were the biggest fear they had is what is gonna happen to my job so so right off we knew that there was some confusion about what their situation was at work you know what am I gonna get fired what's gonna happen what's gonna happen if I disclose this and and that really stuck with us and so over the last couple of years we started to look at how could we address that better because you know we were familiar with EAP is an Employee Assistance Program we had heard about him but the more that we drilled down and we started to go out into the market and I was doing what you were doing Jordan I was taking a lot of HR people out to lunch because not that I wanted to pitch anybody I was actually trying to learn like I wanted to understand you know what do you do in this situation like what do you really do what do you say you do you know what are the solutions that are available out there and here's what we came to understand nobody and I mean nobody talks about addiction in the workplace it is it is bigot taboo topic is anything that I can think of how big is addiction in the workplace what kind of stats do so the stats are big right now we know that 23 million people in the United States that we know about struggle with addiction and I'm very confident in saying I think that numbers at least double that but there's at least half the people out there that argument reveal that right of all the people that struggle with addiction 77% of them have a job so do that math really quick that's you know that's over 15 million people right so I think the number 17 million so 17 million people that we know about that have a job or struggling with addiction and define addiction or you just talking drug and alcohol okay that's specifically substance abuse you know the numbers for other addictions whether its food or ography you know dot dot dot I don't have those numbers readily available even bigger massive yeah asset massive so so the one thing we discovered is that one it was taboo like companies had a hire and fire model so so I looked at dad and I'm like I wonder what the economics of that are and all of a sudden we started to do the math and we were starting to notice my gosh company's not addressing addiction because here's what I believe companies don't address addiction because they feel like well it's just gonna cost me more money or it's going to be more trouble and so I just I'm just gonna kind of sweep it under the rug and what we can quantify and this is based I mean we went to the Sherm websites we went to drug-free workplace websites so I'm getting all of this content in this information all these stats from this industry an industry that I wasn't in yeah right and what the math and the data tells us is that that it is costing you way more money to not address it than it would be if you were to address it in fact so much that you'd be better off as an HR director to pay cash out of your pocket to send someone to treatment if it actually works which led me to the second problem we wanted to solve so we wanted to solve not only reducing stigma and helping people in the workplace and addressing that more effectively but the other problem was from my industry itself and that was that if you do your research what you're going to discover is there's 15,000 treatment centers in the United States 15,000 and the success rates are single-digit less than 8% in fact some reports are four to six percent and when I looked at that I'm like one I'm embarrassed like what industry do you know that that is worth thirty five billion dollars has a four to six percent success rate it's crazy right so I didn't want to just help people in the workplace and make that a smoother transition I wanted to literally disrupt an entire industry and change it and make the industry more accountable because my own experience is the more accountable in the morning you track it you automatically will get better right would we agree with that yeah absolutely right yeah so we wanted to figure out a way to also kind of force an industry to be more accountable to the people that they were serving because what company wants to and this is why companies don't do it either what company wants to let you go for the next 30 days and go to a treatment center and then know that when you come back you're going to be struggling and you've got less than 10 percent success rate like what kind of an investment do you want to make in that yeah not very often it's not a great investment so we felt like we had to address both we had to fix both how it is addressed and looked at in the workplace and we also had to improve the success rates or at least improve the service and so what we've done is we have a simple we have a care number we have a phone number that is anonymous that is confidential we don't report to HR yet we become the professional hand holder so employees and their loved ones so it's not even tied necessarily directly to you know the number of employees you have it's it's actually for anyone that's type of your company in general it could be if remember so we provide that number so it's an off base number and that number is 1/8 to remember you know kind of like a 1-800 contacts we felt like the the easier we made it for people to connect with us the better so that was number one as we wanted to give them an outlet one of the things that I've learned is people won't call because they feel shame they feel like they're alone they feel like someone's going to report them to HR and their jobs gonna be in trouble so we tried to solve all of that by becoming that third party but the other piece and and what's so interesting is is and this was what surprises HR and I get this question 100% of the time when I share with them that that phone number is free for their company so we don't charge for that service okay so how does the billing happen and that's the question I get every single time so the way we are sustainable what this is not a non-profit it's how we solve the second problem we go and we vet out so we basically become a steward for your companies and we vet out the best of the best treatment facilities and we have a certification model so those treatment centers that want to be a part of that referral or that pool of and have access to all those employees they must go through a rigorous certification process no different than a five-star hotel would go through you know they have to they have to up their game they have to be better than everybody else and and the hope with that in tracking outcomes and making sure that their family program and their support system is in place better than anyone else in the country well the hope is is that when they return from that that stint in treatment that they have a better chance of success so we've we've we definitely turned the entire model upside down which is a huge risk by the way to this we don't know if it's if we're gonna actually pull it off but our sense is is they're gonna know that we are going to pull it off yet and the reason is is because so far up to this point we haven't had anyone this away like companies are coming to us left and right they love it and on the backend you know frankly it helps treatment centers it helps treatment centers to to to do a couple of things they get those connections right so they they they in some some and they're going to be held at this higher regard like it is an it is going to be an elite elite elite group of providers that even get access to to working in this care initiative that's amazing okay so brand-new benefit that no one is offering out there and now we can actually help people when they're struggling with addiction when they need help the most and it doesn't cost the employer or the employee anything that's right that's thank you for sharing that so Jordan payroll is something we all have to do in human resources it's been around for a very long time what are some of the trends or things that you're seeing that's changing the way payroll works and eliminating the need to do so much administrative payroll and HR work great questions I mean these are all the questions I asked myself when I started this company right I work for two big companies and with that being said I realized that there's three things that when it comes down to payroll the first thing is priced right you've got to have a fair price that's just it is what it is the second thing is technology there's there's a lot of great technologies out there I'm not gonna lie I mean whether it's the ATP's that paychecks the hard ones that Paylocity is where maybe there's a lot of great technologies out there that can accomplish your payroll needs right but the third and probably the most important one is the customer service and I think that's where it's primarily broken it's very difficult when something goes wrong and something always goes wrong with payroll whether it's the customers fault or it's our fault as a payroll company there's so many different moving pieces that things just happen and so it's all about how you get those things resolved in how you get them fixed right and so when it comes down to technology and customer service I think those are kind of the two key out of the three and so with technology let's start with that one the biggest thing that's trending right now is having one proprietary system or having multiple systems that API into one solution to make your life easier right and so if you have a lot of W to employees and 1099 employees and you have employees that are on salars employees that clock in and stuff like that that changes the way your the payroll and so having multiple systems to track first and foremost the employees to the HR s system but second to have a solution for like a time and attendance and really truly have a solution that's going to benefit them and not allow people to buddy punch or clock in and clock out when they're not at the office it's having those that type of technology and bring it into one solution that that makes that HR generals life so much easier but it's been interesting the the past years we've kind of developed in this company the things that I'm realizing as we work with the HR generalist is and then we kind of dive into the solutions and how we can benefit they don't really care about the payroll itself they don't particularly care maybe about time attends their solutions working for it but as we start to talk about how you hire employees all the way to how you fire them and how you're doing performance reviews and things that are kind of out of the norm for an HR journalist to do they're like well sure we're not focusing on those things right now and we're truly not we're focusing on making sure our employees get paid and so if you could take that away from me and I have to struggle out it I can focus on my employees and my retention which we are struggling with right now which I would say almost everyone striving with right now because people are jumping ship and moving jobs on a regular basis especially here in Utah with how well the market is doing I mean our our employment rates lower than 3% and so to help those HR generalist see what they can focus on above and beyond the mundane tasks of payroll and stuff like that and benefit admin things and then like that to have it in one system that kind of integrates and brings it all to one together they can focus on the things that they're struggling with and it makes their their job better and they're benefiting the company the same time so it's awesome interesting stuff coming out about that holistic software approach of just one one tool to take care of your HRAs 80s Ben admin like everything out there man that that needs some love right and and we're hoping to see more of those things come out well thank you guys so very much for your time just as a parting question I have for both of you I mean you're both running businesses that you have founded you're both helping other people on a regular basis or any networking group speaking you guys are all over the place any tips on how our suggestions on how to balance all of this specifically as it relates to focusing on the person because so many mundane tasks come up that we have to execute how do you make sure that the individual is always the priority during your very hectic days it's kind of a deep question yeah the question is we like the are you gonna be on the end of the blue next or is that gonna be one of the questions I'm making a note of it now I have a lot of different models and things like that but one of them is control what you can control right and so right now like we're sitting at my office and I've got my employees that I can hear in the background someone I know there's things going on I know it's like our busiest time of season but I can't control any of that right now right I need to be in the moment and I need to connect with Jared I need to connect with James I need to make sure this podcast is effective and then hopefully we can benefit the listeners on this but that's what kind of the thought that I put into it is you know control what you can control be in the moment put your distractions away and do everything it can to back to that person you know that sounds like mindfulness podcast about mindfulness nice I would add to that and I love one of the things that I think you can lose track of though too is you can become a professional networker and lose maybe some of which i think is beautiful you know I love networking and that's where I get most of my connections from is my network but I think a lot of times you can lose track of you know doing that one thing that you were setting out to do so so yeah it's great to have this big network but if you're not mindful know there's that word again if you're not mindful about what you're setting out to do you can kind of get lost in that as well and so I would I would really share with the listeners too to check yourself and I do that can I say I do that every single day I'd like to think I do but sometimes I I get caught up in whatever and so I think taking a moment of just stick stepping back for a minute and just assessing kind of where you're at because that's gonna change too I will say this in July and August of this last year I was networking like crazy because I didn't know anyone really in the HR space now that I built that Network now it's about executing and really deepening those relationships and and then and then also you know making yourself available so you can you can educate and then ultimately provide the services that you provide great advice thank you guys so very much for your time today thank you for disrupting this industry James we're so glad you're part of the industry so keep up the great work and thank you guys so much thank you thanks [Music]