Episode Overview

Ultra-Staff EDGE welcomes Kelli Schutrop, CEO and Founder of Thoughtful Resound, as she discusses how to become a thought leader for lead generation, the value of consultative selling, and executing a personal brand that has the best curb appeal.

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Episode Transcript:

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

Hello, staffing people, and welcome to the Staffing Buzz Network. I am Bob Pettke. I am your host of the Staffing Buzz Network. And I am also the Chief Sales Officer here for Ultra-Staff EDGE. And like I say every time, but I want to remind you for those of you that are coming back, we are a full service front office and back office ATM solution.

And we’ve got a lot of folks that are interested in checking us out for that. But that’s really not why we’re here today. We’re here to present to you another episode of the Staffing Buzz Network to give ourselves an opportunity to share with you some valuable information from some key industry experts.

And So we want to make sure that we do that. Did I say ATS and CRM? I want to make sure I said that last time I said ATM and CRM, and that’s a, we don’t have an ATM machine. So we are ATS and CRM solution, an applicant tracking system. With that said, I want to get right into it today. And I want to bring [00:01:00] on our guest Kelly Shutrop.

Kelly. I want to welcome you a first and foremost to the Staffing Buzz Network. How are you?

Kelly Schutrop: I’m doing well. Thanks for having me, Bob.

Bob Pettke (Host): We’re so glad you’re here. And just a little bit about Kelly. So she is the CEO and founder of Thoughtful Resound. And this is a company and an organization that she had Launched last year.

And so Kelly, as we get right into it, I want to talk, or I’m going to have you talk a little bit about your organization and what led you to get to the point of where you’re at and what are the things that you’re doing?

Kelly Schutrop: Sure. Great question. So my background spans about 15 years in marketing and sales.

And the vast majority of time I’ve spent within the B2B professional services space, most near and dear, the staffing and search space. The first portion of that career was really building marketing from the ground up for a number of executive search, consulting, staffing firms, and then switching into a consultative [00:02:00] mindset and doing it through the lens that I had adopted for the From marketing, which is really that lens of thought leadership.

And so when I went to launch my company, it was really based on seeing a need in the space and just hearing from multiple people. One of two scenarios, either I’ve got a sales team, right? I’ve got recruiters, I’ve got salespeople and it’s all boots on the ground. It’s all very outbound and it’s tiring and it maybe isn’t working as well as it used to.

And we’re trying to figure out if there’s ways that we can help them develop their own personal brands. Not in a cheesy, I just want a brand way, but in a way that they actually add value to their audience and educate them and share the insights that they’ve gained over years in a way that attracts inbound conversations.

So that was one scenario. The other scenario is. We’re doing marketing. I’ve always done marketing. People know the brand, but how can we translate that into more of an authentic approach? And just throughout my career, I’ve seen millions closed and so many inbound conversations, quality inbound conversations [00:03:00] come from really sharing thought leadership.

So I launched thoughtful, resound Bob, like you mentioned last year with the intention of helping to elevate other B2B professional service based companies. Again, a lot of my clients are in this staffing and search space. to really help them unlock those additional revenue streams. So I do fractional consulting for a select number of clients where I step in, establish a strategy and help them see that through.

But then I also offer more strategic projects and initiatives like hosting workshops for key leaders and for sales teams and putting together strategies. I digress. It’s a lot of fun getting to. This new, it’s not even that it’s new, but just like a really authentic way of approaching consultative selling through that lens of thought leadership, or as I say, thought leadership activation.

Bob Pettke (Host): Okay. And we’re going to talk a little bit about that consultative selling. I’m, big proponent of that. And I’ve seen it, in action. I wanna talk a little bit more, for folks that are listening in right now that are in the staffing community, ’cause you’ve talked [00:04:00] about a transformation and an evolution of your own personal career to get you to the point where you are now with your new organization.

I’m gonna have you talk a little bit more. You talked about it a bit already, but I want you to talk a little bit more about. Some of those things in the staffing realm that you did and how it prepared you. What were some of the things that you’ve learned about either the industry, the professionals anything and everything?

What were some of those things, that you utilized to build a foundation to where you are today?

Kelly Schutrop: Sure. That’s a great question too. So there’s two thoughts that come to mind. One is my time managing marketing in house for companies in the staffing industry. So typically when you’re in a role like that, you’re reporting to a visionary, right?

A CEO oftentimes, depending on the company size, right? And there’s a whole team of really talented recruiters. So if you’re talking direct hire search recruiters, it’s full desk. If you’re talking that Consulting or staffing side, it’s a split desk. We’ve got people focused just on the candidates or just on the business development.

Regardless, [00:05:00] everybody’s got KPIs, everybody has commission. They’re all really trying to get great conversations in the door, make placements, get people out billing all of the things. And unfortunately our industry has garnered this reputation of being a commodity where a lot of times clients and candidates say, I could work with anyone.

to find this job. I could work with anyone to find this candidate. And the biggest selling point we’ll call it for most staffing and search firms is we know the right people. We know great companies. We know great candidates. We’re really fast. We value relationships. Excuse me. And in valuing those relationships, it helps us be the best partner.

The unfortunate piece is that sounds the same on everybody’s website, right? Like Phil’s health care, staffing, it staff, right? Whatever it might be. And so dialing it back When I was managing marketing in house, something that we decided to do is unlock that expertise of the key [00:06:00] leaders. And yes, people knew the brand.

Yes. People knew that these different divisions existed, but did people know the individual sales person or the sales leader? And so starting to stand up what I call hubs of influence. Around each of those people really drove results. So having them guest contribute blog to an association or having them join committees or boards or establishing events that were almost round table in nature where you could attract and invite ideal clients or ideal candidates.

So on one hand, I saw that. really work well in driving inbound conversations for people who had desks themselves. And then pivot, I switched to the other side of the table the executive search and consulting firm that I was with. We launched a digital marketing agency that specialized in the staffing industry, and it’s called parka.

And there’s a number of firms that are in this space and have been in the space for A decade, two decades. And so it was a [00:07:00] brand new name to the market. And again, me having come out of the background of marketing, I didn’t want to be seen as a commodity. And the idea of cold calling just didn’t feel rewarding authentic to me at all.

And so I started hosting fireside chats. So I said, I’m going to interview current clients. I’m going to interview people that I’m talking to interview people who are essentially referral partners about topics that I know Our clients, our prospective clients care about, and they’re navigating right now.

And I’m going to educate. I’m just going to share the knowledge really. And so what that enabled me to do is take these moments that I would consider to be aha moments that I was having in one on one sales conversations and pump them out ahead of. The conversation. And so it created this system where 95 percent of our conversations were inbound.

And, in a series of a few years, partnered with over 150 companies and the vast majority of them found us just because of things that, that I was sharing. [00:08:00] And so to recap that into a synopsis what prepared me to help other companies and why I’m passionate, as you can tell about this topic is it not only From a business standpoint, generated revenue, because yes, if you’re in a company, there’s only so much time in the day and your company only cares about the things you’re doing.

If it’s generating revenue and you’re doing good, like as black and white as it can be. But you also want it to be. worthwhile and impactful because if you do things the right way, the money will come. And it’s a very small industry. And so reputation matters and how you treat people matters.

And so it just prepared me in this mindset of really abundance instead of scarcity. So it wasn’t this, Oh shoot, where’s the next deal coming from? It was I have, at that point, over a decade of experience in this space, and there’s things that I can share with people and it’s helping them. And where that consultative selling piece comes into play is whether I was in a conversation with someone and I knew we could help them, [00:09:00] or I knew we couldn’t, I still wanted to leave them better off.

After the conversation than when they started it. And if I could point them to a different party or person or company that could solve their need then it would benefit them. And it always comes back. Like you don’t do it with that intent, but it does. And that’s really my philosophy and mindset of educate your audience, give away the knowledge, help people.

And in turn, when they have a need for what you do, they will think of you.

Bob Pettke (Host): it sounds to me like, you of someone’s career or wh to a certain industry. You’ve worked in staffing other things as well. Yourself to be, for thoughtful, resound to be in that position, that space in place to to do what you’re doing today. So I’m going to change gears just a little bit. I want to dive into some different things. And again, I talked about the consultative selling, but, one of the things that I’ve seen here recently in the staffing community, Is first and foremost there’s so many verticals, right?

A lot of our end users are they do [00:10:00] temp to hire. We have direct hire. And from my time that I spent, 16 plus years in the staffing industry, I’ve seen some companies that, you know, first and foremost, they thrive and survive. With traditional temp staffing but they’re finding a value or they’re identifying an opportunity to do some executive search positions.

Maybe with these same companies that they already have an established relationship with.

Now, one of the things that I’ve seen, and I’d be interested to get your take on it, is, oftentimes, and I don’t know if maybe it’s a fish out of water or, you know what, I’m not gonna lead the witness on this one.

I’m interested in your opinion is. A lot of times these same companies that have people that are out trying to drive traditional staffing, maybe you know that they’re trying to put forklift operators, pickers, packers, sorters, assembly, sometimes they’ll put, for lack of a better word, that burden to also try to forge relationships.

To drive [00:11:00] the executive search. So that’s a lot of information. So my question to you is, what have you seen people that are doing that day-to-day? It’s really a grind to try to get that traditional staffing. Yeah. Have you seen a lot of success for them or have you seen, obviously anybody who’s skilled, there’s always exceptions, every rule, but have you seen more success?

When somebody has dedicated and working in familiar with that on that?

Kelly Schutrop: Yeah, you question because most com start with one and want t naturally staffing has th ongoing revenue where the about billing, the more t And then search or direct hire provides the spikes of revenue. And then in the opposite sense obviously if you’re focused on search first, you’ve got those, but you want the continuity.

So it’s very common for companies to start with one and add the [00:12:00] other. And to answer your question, I think there’s a lot of value in having dedicated resources separate. And. There’s a couple reasons for that. One is just the, we’ll call it the brain split, right? Like the brain power you have and the time you have in a week to focus on an audience that you’re essentially trying to sell to.

So whether you are. Attracting the candidates or you’re trying to attract the clients. There’s only so much time in the day, for your outreach. And, as I would advocate for the thought leadership you’re building, where you’re spending time in the community just being a part of those conversations.

If you are looking to get in touch with a certain type of position or role and you get put in or I should say you get tasked with your desk focused on something completely different. You’re now nurturing two very different populations of potential business relationships. And so not only just from a brain split standpoint, I think it would be an advantage to have separate also [00:13:00] just from skillset.

It is a very different type of role typically where, yes you’re. Your day laborers or even weekly picker packers, things like that. It’s, it is, it’s all our industry. There’s a lot of hard work behind every single role. But that’s like a moment by moment. Someone didn’t show up sometimes, right?

Like we have an hour to get someone new here. Where is. Whereas in the search world, that could be a three to six month process. If you’re talking retained C suite, it could be a year process. And so it’s a very different sales cycle on the client side. It’s also very different. We’ll call it sales cycle on the candidate side.

So I do think there’s advantage. I’ve seen companies. Approach it where in the early days, they’ve got people split, but pretty quickly as they can hire someone else in that space. But again, to me, a lot of it comes down to like, where are you established as an expert? And if you’re known as the best light industrial staffing recruiter, It’s going to be really difficult to say, but I’m [00:14:00] also the best person at placing CFOs.

That’s just not to say that person’s skillset couldn’t translate, but it’s it’s a bit conflicting when you’re trying to convey that message.

Bob Pettke (Host): Yeah. I would tend to agree with you on that one. It’s a different sales cycle. It’s a different skillset. It’s different language, right?

It’s You speak different languages. Again, whatever your national language is that you’re speaking to go to market is this one thing, but the way that you would approach somebody who’s maybe a shift supervisor is going to be entirely different than somebody who’s, maybe you’re trying to put some type of an engineer or a plant manager.

It’s a different conversation. So I’m right there with you on that. So I appreciate that. And again, recognizing that the staffing buzz network goes coast to coast, we’re around the world and I don’t even know how many languages we’re in. I’m going to guess one for sure, there is translatable services and I digress and joke about that.

But yeah, so this is a good message for anybody and everybody. And I’m thinking right now, [00:15:00] that particular message is a really a nice message for companies that are trying to figure out, you know, maybe they’ve had some success with the temp and temp to hire in the light industrial stuff.

And they’re trying to make that decision like, where do I go? Where do I allocate my money? Do I put that, responsibility on the people that are on the front lines or do I make an investment and have those folks sell? I think that your input and your wisdom is why. So I appreciate that.

I wanna move forward ’cause, there’s different ways that people go to market and, one of the things that. Some people rely on and, I don’t want to say dinosaurs, but this was, there was a guy named Neil Rackham who wrote a book about spin selling. And, he was there was a time and space in place where that worked, but the way the shift in technology works and it give you an idea just to catch you up with that.

Cause I want to make a direct correlation between that and consultative or consultative selling. With spin selling. No, that was, it was very transactional and that’s where if somebody was going to market and trying to sell they were looking at [00:16:00] working on a certain methodology and all very important questions, but they were leading with and relying on this.

They were looking in four different categories, they were trying to figure out what the situation was, which I think we do no matter what we’re doing and trying to sell, identifying the problem, looking at implication. I got that out right and looking for the needs pay off and being able to tie things and relate it to that. All very for a lack of a better word transactional but I think a different philosophy when it comes to consultative selling.

I know this is a big a part of who you are and how you run your business. Talk to me a little bit about how you would define going to market in a selling capacity as a consultative seller.

Kelly Schutrop: Sure. Sure. It’s interesting because anytime you’re selling for a company, you have your own company’s best interest in mind and the client potential on the other side of the call, the meeting.

They know [00:17:00] that. By default, it’s difficult to be consultative unless you are truly agnostic. I think about someone like Lauren B. Jones with Leap Consulting Solutions, right? If you’re not familiar with her, she advises staffing companies on tech stacks and then helps them roll out that implementation and the adoption and the awareness and all the pieces.

And she’s agnostic to different texts, right? She’s truly trying to find that. Whereas most companies, you are advocating for your brand being the right one to support your client’s needs. So in my mind, if that’s the position you’re in, which I would imagine most people listening to this show are to me, it’s that mindset going back to thinking about it through the sense of abundance for scarcity.

If you get into a conversation, it is very likely that someone is even hearing. Your dialogue, because they have some sort of a need, right? Unless you’re meeting them for two seconds at a happy hour and they don’t know who you are, if they’re sitting down and they’ve got time on their calendar to meet with you, they’re probably thinking about their hiring challenges, so they’re [00:18:00] probably trying to find a solution.

And if you can approach it through the lens of I really actually want to know what you’re going through so that I can help you problem solve. And if we’re the best fit, great, wonderful. If we’re not, it’s okay. So to me consultative selling is okay or puts you in a position of being okay to walk away.

From the opportunity instead of a strong arm it, if it’s not quite the right thing. Something else to keep in mind is that educational piece. So in my mind, sales conversations should be about taking the insights that you’ve gained from other types of companies like them and helping to share, here’s the question.

Here’s the pain points. Here’s the challenges that are typically seen. And I don’t know if you’re familiar with the challenger model. So the challenger model almost reverse engineers. It doesn’t lead with here’s our benefits. Here’s our advantages. This is why you should hire us. This is how many years of experience, how many candidates we can get in front of you.

Those are all valuable pieces, but the potential. [00:19:00] prospect doesn’t necessarily care about those yet. They care about solving the challenge that they have in front of them. So the challenger model, which has been around for years and years essentially states, you go into the conversation to identify what is what is the challenge?

How have you tried to solve it in the past? Here’s how we’re seeing other people solve it dialogue through that. And by the way, That’s how we solve it too. And so walking them through up to that opportunity to say, yes, you are the company I need to work with on that. At the end of the day, ultimately having a mindset of generosity and educating the client and being okay to walk away.

It also, it creates for a better partnership down the road. Because then it, it helps you lean into, these are the things that we’re actually really good at. And these are the things that we don’t specialize in. And then they can trust that when they engage you, which hopefully they do that they know that you can stand behind your word of what you’re selling to them.

Bob Pettke (Host): Yeah. When I think of that approach, I also. Think of a another modern day spokesperson just for a [00:20:00] philosophy to go to business operations market. I think of Simon Sinek and how he sells from the inside out. Figuring out what the why is. For for whoever it is might be, and working from that way.

And again, I think that goes hand in hand more with a consultative selling and I compared spin and not to knock spin by any means, but, there’s, there’s a time and place and space, for the market and the way things have transpired, I’m always falling back on the fact that people will buy and partner with people they like and people they trust and in doing that, I often will tell my team, when I was in the staffing world recently and now even here with ultra staff edge is just a client or potential client is measuring us up to see if we’re the right fit to see if we’re going to be the square peg in the square hole, That we are empowered to do the same thing and to your point, be able to walk away right when it’s not a match for the greater good, first [00:21:00] and foremost for that potential client.

Now, we don’t wanna ramp something down their throat. We wanna make sure we’re the right fit, doing the right work at the right time. So I’m loving what you’re putting down here today and I think it’s going to be very valuable and a refresher and anything, any of these things that we talked about, it’s like you are, I never invented any of this, but it’s just a refocus and a shift on, on what are the things that makes the world go round.

And so I love the the concept in your dedication and your, in your real understanding of what consultative selling really is.

Kelly Schutrop: And it’s funny because I think most people would say that when they find themselves in the boat of a lot of opportunity coming their way, it becomes a whole lot easier to be a consultative seller because you don’t feel desperate to close the deal.

And so if you can adopt that mindset, even in seasons where you do not have All the conversations flowing in, it’s still going to be to your advantage because now to your point, the client the company on the other side will have a better experience if you’re not desperate to close the [00:22:00] deal. But so will you, because then you’re in theory, not bringing on client partners that are not a fit for your team to deliver on.

Bob Pettke (Host): Absolutely. Changing gears again a little bit. And this is based on, I was looking at some of your information and getting prepared for our session here today. And, one of the questions I have because, we have a lot of entrepreneurs that are listening and they might work in that executive space.

Some of them might work in that temp to hire space, Let’s look at this because I think the message that I’m hoping that we can deliver is going to be transferable to all. But, if you’re looking at leaders in an organization and leaders that want to drive growth, what are some things as far as hands on expertise that they can add to their team to make that work?

Kelly Schutrop: Sure. And to clarify the question that they could train their existing team on or what can they do to bring opportunities into the company regardless?

Bob Pettke (Host): I’m going to say both really. And you’re going to get a chance to take that which direction [00:23:00] you feel fit for the greater good of the folks that are listening.

Kelly Schutrop: Sure. Definitely. It is fascinating to me. that most people I talk to when I do workshops or engage with a company that has a sales team, every company has salespeople, whether it’s the founder leading the sales process or a whole organizational structure doing sales. When you say thought leadership, or when you say we want to build you up as a trusted expert, most people would be like, I don’t know.

I don’t know that I’m an expert in anything. But I would argue that if you spent a number of years in your space doing what you do, You are positioned to add value to your prospective clients. And so whether you are a C suite, not in a sales function, but you are obviously representing the brand or you are a boots on the ground sales person or somewhere in between, right?

Like regardless of what that looks like, I would say it’s really important to take a step back and think about your last number of conversations you’ve had with current clients, prospective clients, excuse me, [00:24:00] one second.

Bob Pettke (Host): Absolutely. I’m going to take that chance myself here.

Kelly Schutrop: Perfect. For anybody who wants a drink of water, you go ahead.

Bob Pettke (Host): Yeah.

Kelly Schutrop: So I’d say it’s really important to take a step back and think about conversations that you’ve had with prospective and current clients that unlocked insights for them. Like things that to you seem like a complete no brainer because you’ve seen it go wrong. Or go right a million times. And when you tell them it’s exactly what they needed to hear.

So I would start with, okay what is that kind of library of topics that tend to come up? Okay, great. Let’s say you have an expertise in that. And even if you’re in a sales function and you do not have background, In this industry, which happens all the time, right? And so you can’t say I’ve got 10 years or 20 years of experience in the space.

Can you curate information that’s currently being shared by non competitors? So if there’s associations organizations, [00:25:00] other peer type Organizations that are selling into the same space, but not the same exact thing you are that they’re sharing information that’s really beneficial to your audience that you can then take digest and give them credit, but say, Hey, these are some of the trends that are going on in the market, like start there and think about those areas of insight that you can provide to your audience.

And then it’s a matter of we’ll call it the vehicle. How do you get that message out? I’m a big proponent. We could have a whole conversation about this another time about LinkedIn and how you can build that leadership there and add value there. But also things like attending conferences or speaking or starting a podcast or hosting insights videos where you just hop on camera yourself for two minutes once a week and talk about things.

There’s a lot of different ways to start building. building that expertise in a way again, that drives opportunities to you from people that you didn’t even know had a need for the service you offer.

Bob Pettke (Host): Oh, great. And I was, [00:26:00] I’m going to give a little teaser and maybe we’ll have to have you on at another time, a little bit later in the year.

You mentioned LinkedIn and I’m going to ask this real Basic question. Talk to us about the importance of having a good LinkedIn brand.

Kelly Schutrop: So it’s all going to come down to who your audience is. So I’m going to make the assumption in this answer that the people you want to get in front of are on LinkedIn.

If they’re not, it serves a different purpose for you. Maybe it’s for your own career progression only. But let’s say you’re trying to sell or recruit people that spend time on LinkedIn. It is your business. billboard. I, it’s funny. I was doing a workshop yesterday and I used this analogy of if every single house on your block looked the same and they were all for sale same inside, same everything.

The price point was the same, literally no difference. And you had better curb appeal. Who’s going to get the house showing, right? Who, whose house are they going to walk into first? It’s not to say that they couldn’t have a [00:27:00] great home with the other options but whose home are they going to pop into first and explore that?

It’s going to be yours. And so your LinkedIn profile at a minimum is your. Your it’s your opportunity for curb appeal. So again, when you’re having those aha moments and most sales people I talk to in the staffing industry and recruiters, there’s no challenge. Once they’re on a call with someone, if you work for a good company and you’re good at what you do, what I consistently hear is I just need at bats.

Once I’m in the conversation, it’s golden. I don’t get it every time, but like I’m positioned really well to. Make sure they know what we do and usually it results in us partnering. So usually that isn’t the challenge. It’s more like getting into the conversation in the first place, getting more of those.

And so I think your LinkedIn profile positions you to tell the story that you want. So not only, your cover photo, your, profile picture, your tagline, your about section. What does it say about you? But also, what are you posting? Even if you post once a week, you are in a complete top category in [00:28:00] LinkedIn for consistency.

And then you can start showing up in front of your ideal and prospective audience in a way that, again, you don’t even know who’s seeing you and what kind of insights that they’re gaining from you so that when they have a need, they can not only reach out to you, or if you’re reaching out to them proactively, I can’t tell you how many times I’ve had people say, Oh yeah, I’ve been following you for years.

And I feel flattered and, it feels bizarre to me, but it’s true, right? That happens. And there’s people that I have known air quotes for years on LinkedIn, and I have never once met them in person, but I know them well because of the content or like connections that we’ve had over the years.

So anyway, I just think it’s a really big opportunity to have people know, your personality, know how you can help them before you even Met them sometimes.

Bob Pettke (Host): So we’re running up to a conclusion here today. I’ve got one more for you, one more question, one more nugget to share with staffing people all around the globe.

[00:29:00] We’re in, we’re in the middle. We’re starting to get towards the end of the first quarter of 2024, if there was one. Or two pieces of information that you could share with people that are trying to drive business and it could be in the executive search realm or any realm for that matter.

If you could give them one bit of information or advice that they could look back a year from now and say, I never thought of it until I heard it from Kelly. And I’m glad I did it. What would it be?

Kelly Schutrop: I would say that one piece of advice would be, think about your ideal audience. Who are you trying to get in front of?

Then think about where do they already spend time? What are they a member of? What associations or organizations do they listen to the webinars of? Do they attend conferences? Where do they show up and get involved in those spaces because most often those groups are nonprofits and [00:30:00] they are thrilled to have volunteers.

And so if you can join a committee, sometimes it’s an hour a month, right? Like it is not necessarily always a big lift, but let me just give you an example. Let’s say you’re trying to get in front of this audience. They all are part of this association and you say, huh, look at that. According to the website, they’re looking for someone to join their membership committee.

And I joined their membership committee. All of a sudden, oh darn, I have to meet every single person that joins the association. And I will say it’s not intended to be a sales pitch for you. Absolutely not. The intention is for you to onboard them into this great association. But by default, you are going to introduce yourself, tell them what you do, even if it’s a sentence and you can start building that relationship.

And that’s a much softer approach. To a potential future sales conversation and then an outbound cold call. And I will also say it adds immense benefit to the industry. You’re a part of, because again, a lot of this is volunteer run. And [00:31:00] so if you can get involved at that, that like ground level, you’re meeting great people, you’re helping an association.

And it also then bonus opens up the opportunity for that association to know who you are. So when they look to fill their. monthly webinar cadence and you say, Hey, I’ve got a topic. Here is a sentence and a paragraph, no more effort needed on your end yet. Would this be something you think our audience would be interested?

Cause I am hearing a lot of people talk about it, right? Like it’s much more likely that association is going to say, yes, we would love for you to come and do that. And so that can start to snowball what I’d consider to be. creating a hub of influence around yourself, where you’ve got expertise that you’re sharing with your audience, but it’s not only dependent on your own number of followers or your own email list within your company.

You now have a different group advocating your name because what you’re sharing is important. Benefits their audience.

Bob Pettke (Host): Great piece of information. And again, the takeaway we have is it’s all about building that network. And when [00:32:00] you have an opportunity to do it, we both talked about, people buy from people they like and people they trust, but in order for them to like you and trust you, they gotta get to know you.

And part of that is building that relationship. So that’s great. Hey, as we conclude, is there anything, that you want to share or is there any way if people wanted to talk more to you how they can get in touch with you?

Kelly Schutrop: Yeah. I spend a lot of time on LinkedIn as you can imagine. It’s just been my space for a very long time that I’ve enjoyed.

So you can always reach out to me on LinkedIn. My website is thoughtful, resound. com. Of course you can find that on LinkedIn, but the reality is if you’re curious about how to activate this for yourself or your company I try to practice what I preach and share insights there that you can just follow along and see some low hanging fruit best practices, but of course, always happy to hop into a conversation and chat about how you can activate that for your own team internally.

Bob Pettke (Host): Perfect. And we’ll share that information in our links and so on. So people will have access to you. Kelly Shutrop, thank you for being here. Just a [00:33:00] wealth of information and I’m sure that the listeners of the Staffing Buzz Network are going to greatly appreciate it. And yeah, we hope to have you on again.

So thanks so much for being here.

Kelly Schutrop: Perfect. Thanks for having me, Bob.

Bob Pettke (Host): You bet. So there you have a lot of really on point information as far as going to market, talking about consultative selling, talking that you’re making sure that you have the right people in the right seat, driving your business, all very important pieces of your business and making sure that you have those things strategically set up so you can go to market.

With that said. Just a couple of different things I wanted to say is so our ultra staff edge, our automated business design group, we’re going to be at temp net and that’s going to be March 21st and 22nd. We’re going to be there. That’s going to be in Napa. at the Napa Marriott.

So I will be there that time. So if you’re a member of TempNet, you want to stop by and say [00:34:00] hi, that’d be great. And then the following week we’re going to be at the SIA conference at the ARIA. In Las Vegas, and that’s a 3 25 through 3 27. So I’ll have myself here and our director of marketing.

Jennifer will be there. Terry from our organization. One of the leaders here will be there as well. And We’d love for you to come on in and talk to us. That’s what we do. We provide solutions for staffing companies. And yes, we have a very robust tool our ultra staff edge tool, which is that ATS CRM solution.

And we’d like to talk to you about it. A lot of people are interested and we’ve got a lot of folks that are getting on board. And so we’d like to, have you maybe participate in the demo. So with that said, until next time, thanks for being on the Staffing Buzz [00:35:00] Network.