Career Confessions of Gen Z – Every Day Is the Weekend

Over the past couple of years, I’ve observed a number of situations where past generations viewed the working habits of current generations (Gen Y and Z) with a level of angst, dare I say spite, specifically when considering “hours spent in the office”. This isn’t new, in fact there is almost a comedic undertone to the inherent daily misunderstandings resulting from the coexistence of Baby Boomers, Gen X, Y, and Z all working together in the same place.

I feel this specific case boils down to a noticeable disconnect in how Gen Z and many millennial’s “work for the weekend” compared to the generations that have preceded them.

To Baby Boomers and Gen X (probably some of you in Gen Y too) — there was a time when 9am – 5pm mattered. Coming in early and working late certainly got you further ahead than punching a time clock piously, but a standardization of the work day mattered. There was a time when clocking out at 5pm meant that you were unplugged. Each day was one day closer to Friday night and a few days of mostly uninterrupted freedom.

Then email arrived and cell phones became more prominent… you can see where this is going.

It’s not that a standardized work day doesn’t matter now, it just matters less. It matters less because the weekend matters less. It matters less because time has changed. Information is processed and transmitted quicker, tasks get accomplished quicker, conversations are completed through different mediums, and being present can get you further.

Check this out:

I can wake up and have a quick discussion at 7am with a colleague via text, phone, slack, or a number of other platforms. Then, I can work out, take some spiritual time, eat breakfast, and be ready to go for my 9am (did I mention that I used a 7 minute workout app?).

I can be present in meetings and play catch up all morning while also quickly staying on top of my social feeds. I go out for lunch around noon simply because I have the time to do so. I jump back in around 1pm, catch up on more tasks and handle my meetings until around 4pm.

Feeling tired, I swing through a coffee shop. I decide to read a few books for the next hour or so.

I swing home to take care of my dog and while he’s eating I realize it’s probably a good time to eat my dinner too. I’m done with dinner around 7pm. For the next hour or so I catch up on a few outstanding work items, of which I’m not the least bit concerned on timeline because I forgot to mention, I was keeping tabs and taking care of “quick hit” items from my phone while reading at the coffee shop.

From 8pm – 10pm I exclusively work on my stuff. I’ve been getting into real estate investment on the side, so I need to plan out some next steps. I lazily watch TV until around 11pm and go to sleep. I wake up around 6:30am the next day to do something similar. I get 7 hours of sleep (variably), and I am getting just as much, arguably more, completed as the 9-5er.

This is a huge reality now.

Obviously not everyone’s day is like this. I’d be remiss if I didn’t mention that many of my current teammates, all of us which are in a rather progressive company, don’t necessarily have the freedom to be remote. It’s all in perspective, but adjustments can be made.

I feel that days like this are perpetuated by my generation’s ability to multitask and briskly cross back and forth on the line of personal and work time, not only as a result of technology, but an increased exposure and utilization of that technology.

I’m not damning the office environment and saying a total remote workforce is the future, but flexibility is, and it’s destroying 9am – 5pm.

It also isn’t completely accurate to say that the concept of the 9-5 work week and the weekend doesn’t matter at all. But now, there are so many ways to productively enjoy each day as much as professionals enjoy the weekend. Ultimately, we can plug in and answer a few emails on the weekend, but we can also take a few extra hours here and there during the 9-5 while also remaining plugged in.

Monday, Tuesday, Saturday… they’re all just another day.

Quintin Meek a talent consultant at Pillar Technology (part of Accenture Industry X.0). Also an active member of Detroit’s startup and tech community. Every day is something new and challenging, and I am learning more than ever before. I’m finding that I’ve become a lifelong student, and I’m excited to see how that continues to shape the road ahead.




Career Confessions of Gen Z: Are We Too Busy For Fun?

A few weeks back I came across a video of a guy that put a giant ball pit downtown New York City to see if people were too busy to have fun. On that same day, I had a conversation with my fiance about how I always have a million things on my mind at once. None of which are ever fun things. It’s more like a chore list that constantly runs through my mind.

To say the least, I am constantly stressed and feel like I am moving a million miles an hour without time to breathe. What stresses me out the most, is that I don’t have time for me. I don’t have time for fun. And I’m only 22! Is this how the rest of my adult life is supposed be?

My fiance asked me what things I want to do aside from completing things on my chore list. What do I want to do for me?

It made me think. There are a lot of things that I would love to do. I can’t remember the last time I did something for myself or even spent decent quality time with my family.

And why?

Because I am always to “busy”. Busy prioritizing the needs of everyone and everything except for myself. It brought me to question why we as humans get so caught up in all of these other things and forget about ourselves. Do we really not have five minutes out of our day for ourselves? Five minutes for fun?

I’m sure that I am not the first person to ever get caught up trying to keep up with the speed of life and as a result let my own enjoyment fall off the wagon.

The question is, how can we bring that enjoyment, the fun, back into our lives?

It’s really up to us to prioritize it. We are responsible for our lives and how we run them. For people like myself, we need to start saying no to things that can wait and start putting fun first. We need to say, “yes,” to that vacation we so badly need. “Yes” to drinks after work. “Yes” to catching up with friends. Work and house chores will still be there tomorrow.

I am not saying throw all of our responsibilities out the window and run wild. I just mean we need to do something for our own enjoyment every once and a while.

It’s also up to employers to encourage their employees to unplug and have a healthy life outside of work. Below 10 things that employers can do to help employees prioritize themselves without feeling major guilt.

  1. Don’t allow employees to have their work email on their phones.
  2. Don’t call employees or expect them to respond to emails after hours or on their days off.
  3. Require that employees leave the office for at least half of their lunch hour.
  4. Offer work from home days.
  5. Offer flexible work hours.
  6. Make the workday shorter by a half an hour.
  7. Don’t require employees to take PTO for appointments.
  8. Have fun at work. Throw office potlucks, cookouts, or go for a group walk.
  9. Have team outings.
  10. Don’t let that ping pong table in the office get dusty. Encourage employees to take at least 10 minutes out of their day to play a game and give their brain a break to recharge.

Ask yourself, are you too busy to have fun? If the answer is yes, it may be time to re-think your priorities.

Hallie Priest is a digital marketer for HRU Technical Resources, a leading engineering and IT staffing firm based in Lansing, MI, using her skills to create content to serve all involved in the job seeking/hiring process. When she is not strategizing campaigns, going over analytics, or talking about her dog you can find her at the nearest coffee shop fueling her creativity. Connect with her on LinkedIn:

Career Confessions of Gen Z: An Interview with Johnny Campbell of Social Talent

A few weeks ago I had the opportunity to speak with, and conduct a short interview with, the CEO and Co-Founder of SocialTalent, Johnny Campbell. SocialTalent is an online training platform where recruiters, sourcers, and recruitment marketers alike can become true business partners by way of bite-sized videos.

I’m a daily-user and huge advocate of SocialTalent, so I reached out to Johnny the second I found out that he was a featured speaker at SHRM Talent this year. I got to watch his presentation twice, and both times, I looked around the room as people scrambled to record every word and capture every slide he presented.

This was initially going to be Q&A type of interview and as time went on, I realized I just wanted to hear what he wanted to share with me, about anything. I left the conversation with both a profound sense of inspiration, along with a better understanding of my own mind.

(Answers are paraphrased but reflect exact responses. Direct quotes will be in quotations.)

1. How did SocialTalent come about?

Answer: SocialTalent was made by design but became by accident. Believe it or not, it started as a hedge. About a year in, we were doing things differently and we knew it was effective. It was just a matter of time ‘til everyone started doing it. We were amongst the first in the space and we were faced with the question, “Is this actually scalable, or do we teach people how to do it?”. SocialTalent would give in-person presentations and at a conference someone said it should be digital.

2. How do you partner with the best of the best for SocialTalent content?

Answer: I’ve always had a knack for patterns. I was figuring all of this out and felt the need to share, so I started blogging. I had eyes on my content early on, which led to meeting with guys like Dean Da Costa, Bill Boorman, and others. We have a sort of “Spotify-model”, in that we have the space for the most knowledgeable people in our space to share their ideas digitally. So there are royalties that come with that – it works great.

3. How do you decide what’s important? And how do you stay on top of producing new and relevant content?

Answer: We test EVERYTHING. We also ask our customers for suggestion on what our platform is missing. We do mapping exercises that layout everything about the recruiting process and then decide how we can make an impact in each of those steps.

4. How do you show the impact of sourcing matter to a very traditional recruiting team?

Answer: The reality is, leadership doesn’t care about the technical work you can do as a sourcer – despite how impressive it really is. It all boils down to the unexpected insights and presentation of your data. How can you present your data to make it matter to leadership, a hiring manager, recruitment marketers, etc? Don’t share the process, share the answers.

5. (BONUS) Does Bill Boorman really always wear a hat?


Answer: I have not seen Bill without a hat in 9 years – at conferences, meetings, everywhere. He has an array of them too!

Although the purpose of this interview was to learn more about the coming of SocialTalent, we were able to have a casual conversation. The highlight of the conversation you may ask? It was when Johnny, mid-sentence, said the following:

“You’ve got the best name in the world for a sourcer… like the best [expletive] name!”

It’s safe to say I’ll be keeping my eye out for the next moves from Mr. Campbell and the SocialTalent team. For those who have yet to check out SocialTalent for yourself or your teams, you oughta hop on the platform, or else you’re missing out!

Hunter Casperson — Self-proclaimed “Sourcing Nerd” — Is from Southern California, where he spent lots of time outdoors and in turn, loves nature. Hunter attended UC Berkeley where he studied Math & Psychology for three years before joining Quicken. His all-time favorite thing to do is beat-box, where he has consecutively ranked amongst the Top 10 in the United States over the past 3 years (under the name Huntybeats)!

Career Confessions from Gen Z: Welcome to the Workforce!

Within the next month, several college students will be graduating and entering the workforce. This post is targeted towards you.

First of all, if you’re about to graduate and haven’t found a job yet, don’t freak out. It’s hard to land a full-time position before you graduate. Many businesses are looking to get employees in right away and may be turned off by the fact that you can’t start until after graduation. If you find a good company and they really want you, they will hold the job for you.

Landing your first full-time position after graduation is also difficult because you don’t have much experience yet. However, you are graduating at a great time. The economy is good, and companies are short on employees.

Secondly, working a full-time job is so much different than college. You’ve been in school for at least the last 15 years, but sitting at a desk for eight plus hours a day is very different.

While you were in school you sat in class most of the day and then came home to do homework at night. When you start out in an entry-level job, you will probably not have to bring work home every night or on the weekends. Sure, this may happen occasionally, but it won’t be as constant as homework was in school.

With this being said, you will probably have more free time in the evenings, but being at work all day is mentally, physically, and emotionally exhausting so you may not be up for doing much with your additional free time.

I consider myself an extrovert, but by the end of the day I don’t want to interact with people anymore because that is what I spent the last eight hours doing.  When you are at work you have to constantly be “on” because the phone will ring, or someone could walk into your office at any point and you need to be prepared.

While in school you were also always surrounded by people your age.  This is not the case when you first enter the workforce. Since our generation is just entering the workforce, finding coworkers our age is few and far between.

All of my coworkers are married and have kids, but I’ve gotten used to hearing stories about their kids and enjoy it. Having friends at work is great, but it’s also important to have friends outside of work too in order to separate yourself from work sometimes.

For those of you about to graduate from college, congratulations!  Welcome to the real world. It is time to start “adulting!”

Mallory Armbrustmacher graduated from Grand Valley State University in 2017 with a BA in Human Resource Management. She is an HR Generalist with the State of Michigan, Talent and Economic Development Department Human Resource Office, where she coordinates ADA Reasonable Accommodations and Ergonomic Assessments. In addition, she takes the lead on various special projects, conducts new employee orientations, processes payroll, and assists in labor relations, classifications, and selection. She is currently studying for the SHRM-CP exam, but also loves spending time with her family and friends, playing games, and cooking.

Career Confessions of Gen Z: Three Golden Culture Rules During Organisational Growth

During periods of growth in your organisation, maintaining your corporate culture and values can be one of the most challenging, yet rewarding, obstacles you could hurdle.

Watching a business take off in front you can be an awe-inspiring. As companies grow, lots of things start happening. If you’re building or reinforcing a water-tight corporate culture, it can be hard to know where you should be focusing your energy and time.

If you can do the following three things you’ll be setting yourself up for the next level.


This first rule is quite simple: acknowledge this is a long-term play. During times of growth it may be difficult to scale your investment into corporate culture. The ultimate corporate financial performance that comes from company values and culture done right can be a tempting revenue stream to dip into and misallocate elsewhere.

You have to stay disciplined (especially in the early days) and understand that your foundational culture and values are what got you to where you are. With the right scaling of investment with growth, it’s what will continue to take you to the next level.


The second rule of maintaining company culture during periods of growth is being at peace with the unavoidable changes that take place. If you’re anything like me, and you’re proud of your company culture, you’ll be trying your damned hardest to maintain it.

You’ll want to preserve those same values and feelings that came with being smaller. Your natural instinct will for sure be to impart your passion for the culture into every employee on the books.

However, if you can’t accept that not everyone is going to love it as much as you do, day in and day out, you’ll be fighting an uphill battle. Work with, not against, the idea that your employees will never love it as much as you do. Take your satisfaction from those who love it 80% or 60% or even just a fraction as much as you do and you’ll be winning.


If you’re at the helm, don’t try to maintain your corporate culture by yourself. There will be times when it’s better to let your team to step up. Identify a small number of influential leaders who are most aligned and invested in the cultural vision.

By allowing these ambassadors to build the culture and also engage with their peers autonomously, changing faces aren’t left behind and instead become catalysts for positive evolution.

There’s so many different routes your organisation can take, but if you work with these three golden rules you can make great things happen.

Josh Milton-Edwards is a fledgling HR professional mad about all things culture, engagement and wellbeing. I work for an award winning best-practice culture department based in the UK. Soaking up every last bit of the experience before completing my HRM degree in 2019/20. Aiming high and can’t wait to see what more opportunities arise for the taking!

Career Confessions of Gen Z – The Bass Player

Have you seen the movie Almost Famous? It’s a great movie but I’ve always struggled with watching the movie’s fictitious band, Stillwater, head towards disaster as they come to grips with fame.

The infighting of the band members is unnerving. The guitarist has a charisma that sets him apart from his band mates, and the lead singer is pissed that he isn’t recognized as the “front man”. There are a few other members of the band as well, but they don’t matter in the grand scheme. Long-term success of the band hinges on the tumultuous relationship between the guitarist and singer.

A while ago, I had the fortune of meeting three impressive individuals at a conference. These individuals are positioned incredibly well to bring a much needed, and very disruptive, product to an industry. They had great chemistry as a team and gave a well-polished elevator pitch as a three piece.

As I watched them woo a string of investors, I was trying to figure out the characteristics that made this team particularly impressive. Then, it hit me as I was having a sidebar with two of the members.

We were talking about the role each member played. In the midst of the explanation, one of the members excitedly blurted out that they were like the bass player of the “band”. The other member contested, saying that it was in fact themself that played the role of bass player. Some friendly jabs were thrown, and that’s when it hit me.

This band of innovators will continue be successful together because they were arguing about which member was the bass player. Not because they didn’t want to be the bass player, but because they were humble enough to each feel and understand that the bass player played as integral a role as the front person.

Seriously, who the hell wants to be the bass player?

Don’t get me wrong, I love all things music, and as a result, tremendously respect the role of the bass player.

If you’d like to geek out with me for a moment – a few favs among so many others include: John Paul Jones, Flea, Krist Novoselic, Sting, anything relative to reggae or jazz – but I digress. Bass players drive the song, and nothing can replace an iconic bass line.

Despite this, I’d argue we don’t always recognize them. As it translates into business, we often overlook the value individuals bring to the collaborative process of a project. Even if we tell ourselves we’re team players, and for most part exemplify it, it’s easy to slip into the trap of putting our own progress and recognition before team success.

All of this to say, it just wasn’t the case in what I experienced at the conference. I continued to watch this band take down question after question from investors. They had the upper hand.

Just like a break in the concert where each band member is highlighted and shows off their chops with a solo, each member took the leading role when it was their time during the Q&A, and then quietly slipped back into a supporting role as the next member rose to the occasion.

No Stillwater fate for these guys. I can’t wait to see what they do in the coming months. How about yourself – are you content being the bass player for your “band”?

Quintin Meek a talent consultant at Pillar Technology (part of Accenture Industry X.0). Also an active member of Detroit’s startup and tech community. Every day is something new and challenging, and I am learning more than ever before. I’m finding that I’ve become a lifelong student, and I’m excited to see how that continues to shape the road ahead.

Career Confessions of Gen Z: 3 Tips for Starting a New Job — The Intern Addition


While these may be the words to an iconic and catchy song — you’re welcome if it’s now stuck in your head — they are also words of wisdom for a college student or new grad about to start an internship or entry-level job. So, let’s take a piece out of Vanilla Ice’s lyrical genius and apply it to some real life advice.


If you’re anything like me, starting anything new can be extremely overwhelming. Be sure to stop, take a breath, and know that it will take time to adjust. Don’t try to rush yourself. Allow yourself some grace and your transition will be much smoother than if you put ten tons of unneeded pressure on yourself.


You’re in your new job and you want to impress the big cheeses. What’s a great way to do this?

By demonstrating all you learned from those college group projects.

Show that you know how to be a productive team player, that you’re willing to share your ideas, and that you’ll make the effort to work well with your new co-workers. Your ability to collaborate successfully will stand out more than a 4.0 GPA, I promise.


I have saved the best for last. This tip is the most important:

If you cannot listen actively, you will not advance nor impress. Just like your mom used to say, “There is a reason you have two ears and one mouth”. When you start your new job you will have to take in a great deal of information.

It’s important that you be an active listener. Take notes, ask for clarification, and don’t be too prideful to ask for help. Active listeners are some of the most valuable employees. While I am no expert — or famous rapper — by any means, I do work on these things each and every day that I come into work.

These tips will help you transition smoothly, impress the big cheeses, and demonstrate your value as the incredible employee you are!

*Though I don’t know if Vanilla Ice took these tips, he is worth $18 million, so he’s doing something right.

Elena Moeller is currently junior at the St. Edward’s University and Intern of all trades for Proactive Talent in Austin, Texas. Being born and raised in Minnesota I grew up playing hockey, riding snowmobiles, and fishing. One thing you should know about me is that I have never been labeled as shy — I live for getting to know new people and learning new things. This has enabled me to travel the world, become fluent in Spanish, and live in Milan, Italy where I learned a bit of Italian! I find I am happiest at work when I am able to spark my creativity and create something that is useful for our company but is also an entertaining read.

Career Confessions of Gen Z: Make Your Data Work For You

When you think about the top companies in the world, what are the first companies that come to mind?

I would bet that Google was one of the first companies that popped in your mind.

I am positive that HR professionals around the world are trying to figure out the formula to building such a great workplace environment for employees. After reading the book, Work Rules: Insights from Inside Google That Will Transform How You Live and Lead by Laszlo Block, I learned that one of the keys to Google’s continued success is metrics.

Every new initiative or process that they introduce to employees is calculated and analyzed to determine how successful it was. They often use a small sample group to test and get feedback on the new idea.

The problem with most companies is that when they introduce something new, they don’t have a strategy as to how they will determine the program’s success. Companies are basing the success of initiatives purely on opinion.

In 2016, fewer than a third of all projects were successfully completed on time and budget over the course of the year (Capterra). Here are a few tips to using metrics to properly gage the success of a project:

Set Clear Goals and Objectives

What are we trying to accomplish with this project that is measurable? What benefit will this project bring to involved stakeholders? What is our budget and time frame for this project?

These are all simple questions that should render the data that you need to measure the success of the initiative.

For some companies, there may be historical data from the past that you can use to compare a new project in terms of success. This can be helpful for looking at what was done in the past and how it can be improved upon.

However, not every company has been around long enough to use historical data. These companies can use data from other companies who have done something similar as a benchmark. No need to reinvent the wheel if you don’t have to.

Get Feedback From Those Involved

Getting the proper feedback from the people involved in a project is essential for improving on that project in the future. How else are you going to know what employees like and what they don’t like? Come up with a creative way to get honest, useful responses.

Make Sure it Aligns with the Company Strategy

I’ve seen companies come up with great ideas that are successful as soon as they are implemented. The only problem is that the project does not fall in line with the vision and values of the company. Whether that project has success or not, you must consider what message you are sending to your employees.

Not everybody likes dealing with numbers, I know, but numbers can be very beneficial if used properly. I’ll leave you with a quote by the musical genius Jay Z:

“Men lie, women lie, but numbers don’t lie”

Jonathan Sutherlin is a human resource professional with experience in the engineering and automotive industry. Currently going for his Master’s in Organizational Change Leadership in a hybrid program at Western Michigan University. He is very passionate about reading, philanthropy, basketball, and fitness. You can connect with Jonathan on LinkedIn or through email at When Jonathan is not at work trying to impact lives, you can either catch him in the gym or nose deep in a good book!

Career Confessions of Gen Z: Busting Common Misconceptions

Tim Sackett released a tweet last week about a Gen Z coworker not knowing what Kinko’s was. That coworker was me — GUILTY!

I have to admit, maybe my lack of awareness of Kinko’s is due to my age, or maybe it’s due to the fact that I grew up in a very small, rural town and the closest office supplies/copy center was a Staples a few towns over. Regardless, the tweet got a lot of traction and the comments were super funny. Many of them however, took shots at Gen Z showcasing some common misconceptions of the generation .

Below are a few comments that stood out to me that I thought I would address so that employers of Gen Z’s have a better understanding of them and can refrain from making the same misconceptions.

“Ok so where’s the new cool place to get copies made? What are all the cool kids doing?”


“Did you ask your GenZ to fax a copy, too? 🤣

Honestly, If you asked me to fax something today I would probably ask for a refresher on how to fax something or I would have to google it. Truth be told, I’ve only faxed something twice in my life and I was doing it for a teacher back in grade school my Freshman year — This was in 2010.

Like the saying goes, “If you don’t use it, you lose it”. The reality is that we haven’t had to grow up faxing things. To us, faxing is basically an archaic way of sending documents.

“I’m surprised your co-worker didn’t just Google “Kinkos””

Gen Z’s love to Google. It’s a fast and easy way to get information. So yes, we Google the heck out of everything to get immediate answers.

“And then you can rent a movie at Blockbuster”

Sometimes people forget that the oldest of the Gen Z’s are in their 20’s and do remember a time with Blockbuster, VHS, no flat-screen computers or TV’s, and the rareness of cell phones. 

Technology was advancing at an incredible speed when the oldest of us were growing up. A phone one day looked nothing like a phone a year later nor had the same capabilities. The same goes for music devices, computers, TVs, ect.

“Someone asked me how to make a copy today, same deal. I told her that was half of my work as an intern and asked her to take an educated guess.”

Honestly, I don’t make copies very often. In grade school, you don’t need to make copies for anything and most high school students work in food or retail service not in an office setting where copies are typically made. I can’t even remember a time in college when I really needed to make copies. However, making copies is not rocket science by any means and I hope all Gen Z’s are capable of this.

“Just redirect my existence to/dev/null … smh… I knew what a Kresge’s was when I was a kid, even thought they hadn’t existed for years. Where the F are their parents talking about life before those self-absorbed kids were brought into this world.”

This is probably the one comment that made my eyes roll. Self-absorbed is a term that I often hear regarding Gen Z and I here’s why it’s so wrong:

Sure, we might be a little self-absorbed but truthfully what human isn’t? In reality, Generation Z is the most diverse, globally aware, environmentally friendly, and social justice oriented than any of the previous generations. So while yes, we all at times act for our own interest, this generation is also advocating for the greater good of all and is cleaning up messes of previous generations.

With All That Said

The point of this wasn’t to defend myself or Generation Z against these comments but rather to use them as examples to give employers a deeper understanding of us and our upbringing. We all grew up in different times, developed different mindsets, and all come from different backgrounds and experiences.

The fact that the workforce is so multi-generational is awesome! There is much diversity between the generations and even within them. As everyone should know by now, a diverse workforce is the best workforce.

And while yes, Gen Z’s are young, naive, and technology dependent we shouldn’t be punished or made to feel stupid for the lack of certain knowledge that to others is so well-known and understood. Though I got frustrated at times, I didn’t make my grandma feel stupid when I was teaching her how to text. I was patient and encouraging. 

Employers should embrace and learn from the differences of each generation and be eager and patient to teach them new skills and spread knowledge, no matter how simple those things might seem.

Hallie Priest is a digital marketer for HRU Technical Resources, a leading engineering, and IT staffing firm based in Lansing, MI, using her skills to create content to serve all involved in the job seeking/hiring process. When she is not strategizing campaigns, going over analytics, or talking about her dog you can find her at the nearest coffee shop fueling her creativity. Connect with her on LinkedIn:


Career Confessions of Gen Z | The Power of Seeing – B-roll!


Hello everyone!

Thank you for joining me on this Gen Z journey. In the last episode, I talked about what verbal and spoken content can do for your recruiting methods, but I think it’s just one side of things to simply hear what a job is like. It takes it to a whole other level when you can visually capture what the processes of a job are like. So follow me into the world of b-roll!

(Don’t worry, I’ll explain it all in the video) 😉

Skyler Baty is a Videographer and Video Editor for SkillScout and lives in the Detroit Metro Area in Michigan. Skyler loves doing video work and helping organizations with their video projects. Connect with him, he’s a genius with this stuff!