The Future of Hiring - No Resume Needed | Ben Rubenstein | TEDxYouth@Austin

So the workforce of the

future

will be very different and that

future

is now. You know in the past what your

resume

said and maybe some of your experience was instrumental in getting a job, but in the future it will be your personality and who you are. Is that essential to landing your next position? Previously, older generations had a career, a profession, usually in one company for their entire lives. I know our family members like that and I know a lot of people like that too, now a lot of people have said a profession, you know. to several companies, maybe that company is very loyal to them or maybe that company is not and they move to different companies, maybe the employee is trying different things in their career, but usually it is the same profession, but the future will be the technology. changes very, very quickly, the future will be that you will have multiple professions throughout your career, whether with one company or with several companies, and that is why employers like us look for people not necessarily with what they did in the past, but who they are and what they can do in the future, so we do some things right there at Yodel.

We hired 1,500 people at Tap City. We had 800 people in the company before we sold. We have 1,800 people in the organization. I've met so many different people in their careers and I think I've narrowed it down to three traits that are necessary to be successful and we look for these three traits when we hire people and these are three critical traits that we believe are hardworking. I'll need in the future, so the first thing is the ability of the coach, the ability of the coach is not desire and just saying yes, I would like some coaching, I would like feedback, but rather the ability to take that feedback and implement it. , really, really, a quick question.

My previous company leader used to say that feedback is a gift and I have a gift for you and I love how we positioned it correctly. I think a lot of people think that feedback is a scary thing. Correct feedback is someone telling me what I'm doing. It's wrong and I don't want it, but if you turn that around and really think that it's the opposite, it's true that feedback is a gift that someone is giving me, it's a gift that someone is giving me and I shouldn't just appreciate it. , but you should listen. And you should ask for more and find ways to implement it.

A perfect teacher of mine once said cash flow over ego and I loved how he said that too. You know, a lot of people have big egos and maybe have a lot of experience in something, but if you can be humble and check it out and say you know what I would like to learn, I would like to learn more, that will be fundamental for the workers of the future because they will have to learn more. and then you have to learn more, much faster and in my company today we call our managers trainers and we really see them as personal trainers, you know, if you go to the gym and maybe you go to a gym alone, he will get stronger, will he get stronger?

TRUE? You go alone, if you go with a friend, we will get much stronger faster, because you have that accountability partner, someone who will hold you up and make sure you are doing the right thing, but if you go with a personal trainer it is someone who gets paid. to make you better this is someone whose job is to push you and try harder to get you to do things you couldn't or didn't think you could do before and that's why we are looking for employees who want a personal trainer who want to be pushed into areas they didn't think they could do before meeting my high school football coach and I played football in high school.

I was faster back then. Say the day he stops yelling at you is when you should be worried and I took it seriously because he was yelling at us because he was telling us what to do it means he cared and when if he didn't say anything that's when he should be afraid so the workers of the future, as we will have many different jobs and many different roles and many different professions, they will need to be able to learn quickly and be excited to receive feedback to develop their careers. The second one is work ethic, so I talked about coachability, the ability to learn very, very quickly in an internalized work ethic that quickly is critical to be able to move quickly, especially if we're going to be in a lot of different jobs.

There is a great book. What is called talent is overrated and I love this story because it talks about all these different people who were surpassing their craft at their craft and most of the time it wasn't the most talented person, it was the person who worked the hardest. The person who put in the most hours is another book by Malcolm Gladwell called The Outliers and he talks about the definition of an expert and an expert is someone who has done something for 10,000 hours, so we are looking for people who can reach those 10,000. hours as quickly as possible and you could put in those hours in that short period of time.

There's another great story in that book about the Canadian national hockey team that's a really interesting story about this group of people who are on that team and who had an unfair situation. advantage and there was a big reason why they were there and others weren't and a lot of that was the work and the opportunities they had, so they looked at the Canadian national hockey team and they looked at each of their birthdays. person on the team and all but one and there are 20 people on this team were born between the months of January and March, so that's really strange, how is that possible?

Is there something about being born in the first trimester that makes you better at hockey is it because it was cold when you were born, isn't it always cold in Canada and what should it matter? So they looked at these kids and said, well, all the little kids in hockey for the most part, hey Doc, in Canada they play hockey. at a young age, they played against the four-year-old group, the five-year-old group, the six-year-old, or the seven-year-old, and the deadline for these groups is December 31, so they found that writing, say , in a six-year-old team if You were born in December, where you are much closer in age to a five-year-old and, by bone, in January or the beginning of the year you are much bigger and older and closer to a seven year old boy, and so because this physical difference at this early age was just luck, the boys who were born earlier in the year because they were older got more time and ice and because they spent more time in the ice, they got more practice and because they got more they practiced well, then they played on better teams and because they planned better teams, they played against better competitors and they got better training and that snowballed throughout their career, so That didn't mean the national team players weren't phenomenally talented athletes, but they had a competitive advantage early in life that others didn't, so we're looking for people who are willing to put in the extra hours to gain that competitive advantage and become that atypical case.

One of my favorite basketball players. all time was Kobe Bryant and I love this quote he said: I wanted you to know that no matter how hard you work, I'm willing to work harder than you. Kobe was known for being first in the gym every day and last in the gym every day, he talked all the time about work ethic and wood at work, everyone on his team and every other team clearly taught that Kobe was incredibly talented, but it was that work ethic that got him where he got. It's today and since in the future you know more, we will have different roles, you will have to work harder to become that expert and who will be that expert first, so I think there are really two groups of people, who think that potential is predetermined who think well, that person is more talented than me or others who see that effort is the path to mastery and putting in that extra effort will get us there, so we talk about coach ability, we talk about work ethic and probably, by far the most important. what we look for when we hire people is attitude now attitude is not just walking around being happy the right attitude is being comfortable failing the right attitude is when failure happens you see it as a stepping stone to success and you lean towards that baseball player from Hall of Fame One of my favorite baseball players was Ted Williams, who said that baseball is the only field of endeavor in which a man can succeed three times out of ten and be considered a good player, so in baseball, if you hit 300 well, you are a great hitter. means you got hits three out of ten times, that means you missed seven out of ten times or 70% of the time, so you could be one of the best hitters in baseball and miss 70% of the time, that's a lot fail and you have to do it.

Get comfortable with many of those failures and you will be fine and have a short memory and continue to overcome many of those failures. In my company we have many people who are on the phone doing telephone sales and in telephone sales. Maybe we make more than a hundred dials in a day and our best people make twenty sales in a month, which is maybe one sale a day, so if you're one of the best people in the company, for every hundred dials you make , you will make a sale. that means you failed 99% of the time, that's a lot of failure to handle, so how do you make sure that you're comfortable with that, that you're happy with that failure?

There's a great book called The Happiness Advantage and in this book they talk about why some people are happy wearing white or why some people aren't and it's about this guy who is, uh, he was a young man from Waco who didn't. He had a lot of money growing up and he wanted one thing in life and that was to go to Harvard and he works so hard every day to make sure he can be there and he sacrificed so much that he said, look, all I need to be successful is to go to Harvard. and you post this and all I have to do is be successful and I'll be happy and he works and works and works and finally gets into Harvard it's like I'm dying.

I'm not so happy and he comes to Harvard. Well at least this will be a place with so many happy people because they all have success and they all make it and they all feel miserable, they say I just don't understand it, so he dedicates himself to studying happiness and he discovered through all his research on people successful that it was not success that led to happiness, but that. happiness led to success and of all the successful people he met, they were the first to be happy and had that positive attitude first, and that's something you know, when we think about the people we're looking to hire, we need people with that positive attitude You can deal with a lot of those failures because if you're going to have a lot of jobs and a lot of roles in the future, you're going to need to be able to deal with a lot of failures, so when we talk about building and rebuilding your career, that's right.

It's not about building your

resume

, it's about building who you are and how you can adapt and how you can work, being coachable, not just asking for feedback, but being able to implement that feedback quickly, your work ethic, getting to those 10,000 hours. faster than anyone else and most importantly the attitude of accepting failure, wanting failure to be able to get closer to success, thank you very much