HHH_Stormy Jones
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[00:00:00]
Nicole Hammond: Hello and welcome to another amazing episode of Hiring Happy Hour. I'm your host, Nicole Hammond, and well, today's guest, she has just really stuck with me. I've thought about her ever since our first conversation, uh, mainly because of her perspective on technology, but I won't spoil it. I'll [00:01:00] let her share more there.
She is an experienced HR business partner with deep expertise in full cycle, high volume hiring across direct and indirect labor roles. She is known for building strong, thoughtful connections with both candidates and hiring managers, and I can attest to this. She currently works at a global manufacturing company that specializes in high temperature.
Material and equipment for the aluminum and glass industry where she has helped transform a clunky process, which probably resonates with a lot of you to a streamline, more efficient way to manage candidates and candidate flow. Please welcome HR Business Partner Recruitment at Pyrotech Stormy Jones.
Stormy Jones: Thank
Nicole Hammond: Hi,
stormy.
Stormy Jones: What a wonderful introduction. If I could have that every morning when I start work, I'd be so happy.
Nicole Hammond: I mean, we can find a way to make that part of your alarm. Uh, that was a tongue twister [00:02:00] for me, but I, we can make it happen with today's technology. Oh. So happy to have you here and I am really excited for us to continue our conversation. I'm being honest when I say that you really stuck with me because I just love your perspective on technology.
You are so real and, and we'll get into that. We'll get into that today, uh, naturally, but. I wanna start with the first question I ask all of my guests, and that is, what has been your hiring happy hour? And for those that don't know what that means, basically we are looking for all of our amazing guests to describe a moment in their career, a moment in time with their talent acquisition career where they.
Felt proud where they would wanna pat themselves on the back for something that they have accomplished or that their team's accomplished, or just a milestone that they've reached. So Stormy, please share with us what has been your hiring happy hour.
Stormy Jones: Um, gosh, I think, um, [00:03:00] uh, you know, I've been in hr, um, for 20 plus years, probably longer than that, and I think my happy hour is when we kind of went from decentralized recruiting to centralized recruiting, and I found out that this is my, this is my thing. Um, I enjoy the, um. I enjoy the relationship building that I get with my hiring managers. I enjoy meeting new people and talking to them and learning about their story. Um, it truly is my, after so many years of work, this is my, this is my jam. This is my jam.
Nicole Hammond: I love it. I love a good jam. Um, and I love hearing that because that is something that I think a lot of listeners can attest to, right? Going from decentralization to centralization is not an easy feat. And. Fact, vice versa is not an easy feat. Um, so tell me what is the secret to your [00:04:00] jam?
Stormy Jones: I think it is truly forming those relationships. I think it's not only talking to the hiring manager and understanding kind of what their need is, what they're looking for in their next great. Team member, but it's also understanding their teams, you know, and, how everybody kind of fits together. so I enjoy traveling to all of my facilities. not only interacting with the hiring manager, but again, interacting with their teams and learning about them. I think it helps, build that, cohesiveness, and really strengthens, you know, like maybe they're weak in one area. So maybe when I'm talking to people, I can maybe focus on that weakness and, kind of well round them.
Nicole Hammond: That's so thoughtful of you, I think. Think a lot of people in today's world are working remotely as, as you and I are, but there is also this opportunity to get that face-to-face [00:05:00] time and truly understand the environment that you're hiring for and the people. Um, something that I love that you shared was the thoughtfulness around this team component, right?
Not just making it about the right fit for the role, but how they work effectively together in that department, in that location. Um. Share with me more about what you look for in those candidates or how you identify them, how you are helping hiring managers, which by the way, we've spoken and they just adore the method to your madness.
Stormy Jones: Um, I think, um, getting to know the team, um, uh, not seeing what necessarily is on the job description, but kind of the things that are not in the job description, um, people's values. Um. You know what? What's important to them? Because we're not only interviewing the candidate, right? They need to understand that they're interviewing us and the [00:06:00] team as well.
Nicole Hammond: Yeah. Yeah, it's so true. Um, and it feels like that moment when you find that spark, when you know, you know, right. Like we started talking about it almost in relation to dating, which we hear in this space quite often. It is very similar when you know, you know, uh, so tell me about a time, and there's gonna be both sides to this coin.
Of where you have that spark, you remember where you found that person for that right role that just clicked and where they are today. And then tell me about that opposite time where it was what I would call a bad date.
Stormy Jones: Goodness. A spark I can think of. Um, one individual, I won't mention any names, um, but she will know who she is if she hears this. uh, we were. Talking, um, about a role, um, and just conversationally, um, talking about the importance of that, um, [00:07:00] collaboration across departments. It's, you know, at Pyrotech here, we don't just work within one silo.
We are touching a lot of different people in a lot of different areas. the phrase that she gave me, it was like. Let me write her name down. Let me put it in an envelope. 'cause this is the person that he is going to hire because she got it. She just got it. And it was just from having a conversation back and forth. Um, uh, on, um. Skillset, uh, what worked for her, what didn't work for her in the workplace? Um, asking about their ideal work environment, because that's a, that's a huge thing, right? Um,
Nicole Hammond: A hundred.
Stormy Jones: And, and it was, I put her name in an envelope and lo and behold, that is the individual that the hiring manager hired, best hire of that year.
Best hire, hands
Nicole Hammond: Oh, and where is she now?
Stormy Jones: Um, currently still with us, um, currently one of [00:08:00] my most favorite people. Um, I have a lot of favorite people at Pirate Tech though, so I really, it's hard for me to say that, but, um, somebody who, when I do go to the office, I make sure that I check in with all the time, and just I hear fabulous things about her and it's like, we did it.
We, this is we did, worked. That, that meant everything to me.
Nicole Hammond: I love that you're gonna get a lot of people after this that are like, stormy. Am I on that favorite list?
Stormy Jones: was
Nicole Hammond: Am I that too? That too, yes. Yes, yes.
Stormy Jones: She'll know. Um, and so Will, so will her manager for sure. Um, and I think maybe one that, that didn't go well is maybe where, um, uh, we ended up not hiring, um, values didn't align. Um. You know, people can talk the talk and they can say what you think. You know, they, they can say things that, that they think you want to hear. Um, but at the end of the day, [00:09:00] if the values don't align, really is, is not going to be a good fit. Um, and it was obvious from about 15 minutes into the conversation that those values were never going to align. That individual would never be happy with our style of, um, organization. Um, and, uh, it's nice to catch that early than go through the whole onboarding stage and learn it, learn it later.
Nicole Hammond: Sure, sure. Oh man. I've been in one of those interviews where 10 minutes in you're like, this is not the right match. But you have to practice your kindness as I teach children and just be mindful of that time and make it still something that is an opportunity for both of you to have a good conversation.
Right. At the end of the day, you can't be rude.
Stormy Jones: Well, and, and even a negative interview, you always learn something fascinating about somebody. Um, and there I always try and look at one positive, even if it's a, if, if, if it's a [00:10:00] negative, excuse me.
Nicole Hammond: I love that. I love that. I'm a, I'm a glass half full kind of gal too. I'm a glass half full. So we've talked about the humanized side of hiring and I know that this is near and dear to your heart. I wanna hear your point of view on technology.
Stormy Jones: Well, we've talked about this, before, but, I am a human touch person. I know there's lots of tools out there. There's ai, there's, matching scores. There's, you know, all of these technology items. I am old school. I like the human connection. I think AI and technology has a place in the world, but not in the recruitment.
live, face-to-face, getting to know somebody. I wanna use it to help make my tasks easier, but I wanna talk to somebody.
Nicole Hammond: Yep. So tell me, if we were to look at kind of the point of hello to [00:11:00] hire, where do you find are the most important moments for that human touch? Right, because the reality is, is we're all using technology to. Your point or helping it to provide us efficiency, do the mundane tasks that we need support with.
Um, but what's most important that you found along that hiring process where we really need to stop and get that face-to-face time.
Stormy Jones: Hello. I would just
Nicole Hammond: Okay.
Stormy Jones: Hello. Um, I, you know, we don't use a receptionist anymore. We used to, we used to have a receptionist. I can't remember how long it's been, but now it's the automated phone line. Um, I still to this day get excited when I call someplace and a actual human answers, so I do like the fact that some of our candidates say, I'm really surprised I got to talk to a recruiter on my first interaction. with Pyrotek usually it's just been going, you know, I answer questions on the screening and then I, never know if I get [00:12:00] pushed through or not. I always know where I stand, and to me, that is the most important part of the process.
Nicole Hammond: Oh, I love that. And I'm always about a first impression, right? First impression is the most important. I tell my kids that, you know, eye contact, say Please thank you, all the things. But I think that also reflects back on the brand of Pyrotek right? That is a differentiator, if I'm being honest. In today's world, with high volume especially, we are seeing that automation, kind of that, dwindling down to top of funnel is all happening up front.
So that, hello, that face-to-face is not necessarily there anymore, and. I think generationally we can see where some are okay with this unexpected and others may not be. Um, one thing that I love when I look for hiring in hiring as a hiring manager is that personalization, right? I also am big on face-to-face.
I will say that my perspective is more during the interview time. I want that face to [00:13:00] face. Uh, but I'm the hiring manager, so that makes sense. But I love. A good cover letter or a note to a manager, and this has been for me, small but mighty component that I take the time to go through because one, it means it's not a bot.
Two, it means that they've truly taken the time to learn your business, learn about the opportunity, and tell a little bit about them that you may not get from a resume or a LinkedIn profile. Do you do anything like this upfront? Stormy.
Stormy Jones: So, uh, you know, we get cover letters, um, we get cover emails. Um, I, I will say very few and far between, especially when it comes to the direct labor. We don't get a lot. I think what impresses me most is after the conversation, when we get a note afterwards and then I'm like, oh goodness, they really are invested in this.
Right? They took the time to, even if it's a sentence. Thank you for your time. [00:14:00] many times I get, after I talked with you on the phone, stormy, I went back and looked at some of those YouTube videos that you told me to look at. and it makes me even more excited about the job. To me that is, it says everything.
It says that I did my job right. It says that I explained Pyrotek and, so I like those. I do like the cover letters, especially if they're changing industry. It tells me the why they're looking. and, you know, hey, I know I don't have this necessary, industry experience, but I'm looking to make a change in my career and learn new skill sets.
To me that says they're thoughtful in thinking about, what they wanna do next in their career.
Nicole Hammond: That's exciting. Do you find that that happens quite often these days, or is it Few and far between?
Stormy Jones: and far between. Few and far
Nicole Hammond: Yeah.
Stormy Jones: It's
Nicole Hammond: Yeah. Yeah, we're hearing though a lot, um, as we look at AI and skills matching, et cetera, [00:15:00] that, that companies are wanting those resources, right? They're wanting those people that might have that skillset that can feed across roles that we never thought they would be qualified for.
Um, and that's kind of exciting. I think that there is a lot of opportunity out there to balance kind of the human touch with. Tools, but I wanna talk a little bit more about future state, future state of pyrotech, future state of you in your role, what do you see as the problems to solve in the near future or possibly in the, in the upcoming year?
I.
Stormy Jones: Um, I, think we focus again on AI and technology in our roles. Um, and I'll be honest, my, my coworker, um, Erica, she's fabulous. Um, but I'll tell you, she's younger than me. She embraces technology much better than me. so I kind of say, okay, Erica, this. This involves a little bit more [00:16:00] tech. So how about you tackle this?
Show me how, and we'll move forward. Um, but I think, um, uh, we have to learn a way to blend the two of tech and human interaction. Um, uh, I just think we have to learn how to blend those two, how it's done yet. I don't know how you blend those. Well, um, we're still learning that as we, as we move along.
Nicole Hammond: Yeah, I like the yin and the yang though, right? Like you balance each other out. Um, we're seeing a lot in organizations that there is. Really almost like a 50 50 split with individuals, recruiters, hiring managers that like old school, right? I wanna go through the resumes, I wanna look at all the detail, um, and where others are.
Yep. Automate that, shortlist that for me. Give me all the tools, give me a chat bot, give me ai. Um, and to your point, I [00:17:00] think software in itself needs to be able to support both of those audiences to be successful in the future state. Uh. I think the other piece to this, and this is a favorite of mine, is change management.
How do we ensure the adoption for both of those audiences? Right? Um, I know that technology is not your favorite, and again, I love that about you because human touch is the most important piece. Um, but how do you get audiences that sit on both sides of that to adopt?
Stormy Jones: Um, so I think I'll backtrack just a fuzz. Um, a pyrotech has, um, enjoys. A very strong, um, uh, years of service, uh, tenureship, uh, with their employees. I mean, if you look at our leadership team, I think you can count, uh, up to a hundred years. They, they've been
Nicole Hammond: Wow.
Stormy Jones: Um, we have sales managers that have been with us for 40 years.
They like to see the resume. [00:18:00] They like to see the old school. They like to see the, um, uh, the, maybe the. The willingness to go that extra step to write that letter. I have other individuals who are, you know, newer into their career. They're like, stormy, just give me the, the top six. Right? So it's really, I think again, it goes back to forming those relationships with your hiring manager and understanding what the, how they want to hire. Their team member. Um, so, you know, that's why it's so important to build those relationships, have those weekly calls with them, and do touch bases, understand their teams. Um, uh, and that's how it works for me and that's how it works with pyrotech. And, and we are very lucky with a very good tenureship with our team members.
Nicole Hammond: That's incredible. That is incredible. But it validates the situation. Right. And I, [00:19:00] I appreciate that about you and your team. In knowing who you're working with is important and knowing what they need, uh, is, is fascinating. All right, we are going to fast forward five years, stormy. Uh, where, where do we see you?
Where do we see you? Where do we see everything around pyrotech?
Stormy Jones: By God, I better be retired in five years.
Nicole Hammond: Okay. You heard it here, folks. This is goal setting. Oh,
Stormy Jones: Luckily, my boss already knows that. So.
Nicole Hammond: that you have clarity and transparency with your boss.
Stormy Jones: I think in five years where you see me e even if I am working, um, uh, I, I think truly I would probably stay on the little more older school with that human touch. Um, staying with those hiring managers, that that's kind of what they, what they [00:20:00] prefer. Again, enveloping, um, AI and technology to make my job easier.
Not necessarily harder, but still keep that, um, uh, human touch in, into everything. Um, again, a beach and a umbrella. Cocktails fine with me in five years.
Nicole Hammond: I mean, hiring happy hour, you went there, we're gonna go there. What would be the cocktail of choice?
Stormy Jones: Oh, mm, boy. Uh, you know, good cold beer, uh, always, always works for me. Craft beer craft. Yes.
Nicole Hammond: I am hearing like a Jimmy Buffet song in my head right now.
Stormy Jones: yes.
Nicole Hammond: I love it. I love it. Do you know I saw him a month before he passed, so I feel very fortunate. Uh, so all right, last question because. I didn't ask you this earlier, but I am curious, there is a lot going on in the world of AI where it is almost like an agent that you are speaking with a agentic interview.
[00:21:00] Imagine a world, whether it's at the interview point or when you get an offer. Um, how do we feel about this? Uh, would you consider that humanizing. AI or what do you think about if it were someone that was almost human-like having a conversation with you, responding to what you're saying, leading into the next question and all on the backend, you are getting assessed.
Stormy Jones: Oh, it scares me. It's a little intimidating, I think. if they can make it happen, I'm all for it. it is a little intimidating in my brain, if that were to happen. again, I love giving offers to people and hearing the excitement in their voice. Some people they don't get excited about that.
But, I, know our hiring managers get to give those, offers in person and they love hearing the excitement in the candidate's voice.
Nicole Hammond: Yeah, I mean, it's a motivator, [00:22:00] right? Like another chapter of that first impression, you give an offer. They're excited about onboarding. They're excited about their first day. Perhaps their performance and effectiveness from day one is higher because of that. Small but huge. Impactful moment. I'm with you.
I'm with you. I am also excited about the agent. I've seen some, our product team is so innovative and we've seen a lot of just visualization of what the future could look like, and they are so creative, uh, and so thoughtful with this. But at the same time, I don't think they're far off from what reality will look like.
Uh, so it's very exciting. It's very exciting. But I think. Doing it in a, uh, managed manner is, is important.
Stormy Jones: Well, I think I love that about our ATS system. Smartrecruiters right? Is, they are looking to do a blend of both technology, keeping it real, and keeping it real as possible, without overrunning, [00:23:00] the robots, I guess maybe pushing
that so which is such, a refreshing. tool me
Nicole Hammond: Yeah, yeah, yeah. Cheers to that. I, I'll pay you later. No, just kidding.
Stormy Jones: I'm, I'm a smart Recruiters fan, have been since we implemented them back in 2019, um, um, and very grateful for their partnership. Um, they've made my job easy. They've made my job very easy.
Nicole Hammond: You are wonderful, stormy, because I think you provide a different but honest perspective that everyone needs. Everyone needs. It's a good balance. It's a good balance. Um, we're gonna switch gears. We've heard a lot from you about just career perspective on technology, the human side of hiring. I wanna learn about you.
Um, what drives Stormy to be as thoughtful and engaging and get that spark, uh, with [00:24:00] her candidates that she hires? Tell us more.
Stormy Jones: Well, you know, I am a fourth generation wheat farmer, um, not weed wheat farmer.
Nicole Hammond: The beer not the other. Got it.
Stormy Jones: Um, and, you know, uh, farmer work ethic. Um, so I am driven, uh, to do a good job, um, show up. Be reliable, be dedicated, um, and, uh, be an advocate for those that I'm working with. Um, and that truly is what, what drives me, um, every single day. People say all the time, how do you do this? We could never do what you do. Not a day in my life. I mean, we always have those mundane moments in our, in our jobs every day. But I have not once, since I've taken this job in recruiting at Pyrotech, I have not once gotten up and said, Ugh, I don't want to talk to somebody. 'cause I think at that point in time, that's when I have to say, it's time to hang up the hat.
[00:25:00] But um, really I'm just driven by good old farm work ethic, I think.
Nicole Hammond: Oh, I love that. And are you an only child as well? Did we talk about this?
Stormy Jones: I am an only child, so it, it tends to, um, in my eyes, I think I formed deeper connections with people. Um, just 'cause I didn't have that when I was growing up.
Nicole Hammond: The reason I asked is I'm an only child too, and my mother was gone a lot and so she pawned me off on wonderful families. And you know, you look back and think. Wow. All of that socialization and now I can, you know, talk and work with anybody. Huh? Who knew there was a connection, but I think the hard work ethic too.
Probably the hardest on yourself compared to anybody else, right?
Stormy Jones: Absolutely. And I, I don't need a lot of fluff and I'm fairly direct. Um, uh, much a lot of people don't like that, but.
Nicole Hammond: I think it's better that way. So stormy, you and I only children, we got this. It's very similar.
Stormy Jones: [00:26:00] absolutely.
Nicole Hammond: Interesting. All right. Uh, so we are going to play a little game, um, this or that, have you heard of it?
Stormy Jones: I have
Nicole Hammond: Okay. So I'm going to give you two options. You can choose one. Yes, you can choose both, but I would love a little more, uh, explanation as we go through these.
All right? First one, resume or LinkedIn profile.
Stormy Jones: Resume old
Nicole Hammond: Okay. Yeah. Back to the old school, but so cool. Alright. I, I pretty sure I know the answer to this, but AI or no? Ai.
Stormy Jones: No ai
Nicole Hammond: Okay.
Stormy Jones: only for like tasks, right? Note taking. Oh my gosh. If I could have an AI note taker, I'd be in heaven.
Nicole Hammond: They have so many, so many. Erica, it was Erica, right? That's your yin or yang. All right, Erica, if you're listening, please find her a note taker. There's about a thousand. We're gonna get you one. We're gonna get you one. [00:27:00] Um, and guess what? There is also AI that can help make plans. So would you rather have AI help you with your meals, restaurants, or travel plans?
Stormy Jones: Oh my meals. That has got to be the worst chore on the planet to figure out what you have to eat every single day, week long.
Nicole Hammond: Did you ever play the game with friends where you were like, okay, if in the order of these four, which would you choose a chef, someone to clean your house, a masseuse or a personal trainer? It's like, which, which one do you want in what order?
Stormy Jones: probably, um, all of the above,
Nicole Hammond: Right. Right.
Stormy Jones: Particular order.
Nicole Hammond: Yeah. It depends on the day.
Stormy Jones: Yes.
Nicole Hammond: I love it. I love it. I'm with you. I am, uh, it depends on the day, but yes to all. Okay. Back to our this or that. Find me or find you.
Stormy Jones: Oh, find, you. I mean, I think that's what a recruiter does, right? Find you. [00:28:00] I, I'm gonna go digging.
Nicole Hammond: Yeah. Yeah. I,
I think today's world. Nope. Nope. Got it. Noted. Noted. We are PC here. Friendly family. Um, I think in today's world though, there is so much that's coming in from a high volume perspective, right? Like people are really looking for roles, they're looking for the right role. So do you find that you have a lot of jobs where you have to go find them?
Stormy Jones: Yes, many we're a very interesting, um, innovative entrepreneurial company. Um, and I'm probably gonna get in trouble for saying this, but we have a lot of purple squirrels. Um, and so it really, we do have to spend a lot of time on job boards in LinkedIn and, and doing some digging that way. Yes.
Nicole Hammond: Okay, good for you. Good old hunter. Um, automated interviewer. Live human. Hmm.
Stormy Jones: We know that. Live human.
Nicole Hammond: Yes. There's gotta be a song [00:29:00] to go with this, right? There's gotta be a song to go with this. Okay? I love this one. Reward or recognition.
Stormy Jones: Oof. This is a tough one for me. Um, And if you're talking about me personally, um, none of the above. But if you're talking about me recognizing in others doing a good job, I think that's probably better off I don't, this is a very hard thing for me because, um, I've never done anything like this before.
Um, so I, I, I would say rewarding and recognizing others.
Nicole Hammond: You are doing great, stormy, um, good manager or fun job.
Stormy Jones: Oh, fun job. I can manage my manager. That's not a problem.
Nicole Hammond: I hope you're listening. Um, four day work week or work remote.
Stormy Jones: Yes,
Nicole Hammond: And I heard, I heard and
Stormy Jones: yes. Both. All of the above. [00:30:00] Yes,
Nicole Hammond: okay.
Stormy Jones: The above.
Nicole Hammond: Good manager. You heard that too? Uh, okay. Beach or mountains?
Stormy Jones: Oh gosh. Um, mountains with a stream.
Nicole Hammond: Okay. Mountains with a stream. Would your cocktail or drink of choice change up there?
Stormy Jones: No.
Nicole Hammond: Okay. Alright. Um, so we are wrapping up, but I wanna see if there's anyone you mentioned, uh, recognition that you wanna give praise to, thanks to, um, don't worry. I'm sure you will forget some, but they are all your favorite. We heard it earlier.
Stormy Jones: Yes.
Nicole Hammond: Who, anyone you wanna just recognize in this moment?
Stormy Jones: Oh gosh. Um, I, I have to say probably, uh, of course Erica, she's my co-partner. Um, I, I couldn't do my job without her. I couldn't, I couldn't, you know, I could call her at the drop of Hack, can you please do this screen? Something's come up. Um, but also, [00:31:00] um, our director, Whitney, um, implemented smart recruiters together. and the minute we implemented smart recruiters, she went on a maternity leave for. Four months, I think, and left me high and dry. And you know what? It worked out just fine. But her and I went through a whole lot and, um, she just gave me the reigns, um, to make the centralized recruitment process, um, what it is today.
Um, and I, I owe a great deal for her to have the trust and the faith in me to do that. Um, and again, I just can't. Say high enough regards to Erica because I couldn't do my job or partner with somebody, um, unless I had had her by my side.
Nicole Hammond: Aw, I'm getting all the warm and fuzzies and having these hiring happy hour moments daily. I love this. I love this. Um, stormy, thank you. I know this is your first time on a podcast and I [00:32:00] appreciate you being brave. I. You being so what I would call swimming upstream against what many are loving about technology.
You find that human touch as the most important and I value that. Um, I can't wait to see you at an event and give you a hug in real life.
Stormy Jones: absolutely.
Nicole Hammond: folks, I hope you enjoyed today. You can find out more about. Stormy on her LinkedIn profile. You can also find out more about the amazing organization that she recruits for Pyrotech and know that you will get a kind personal hello.
Uh, but thank you,
thank you to our audience. Uh, if you learn something today or laughed or you know, just had a aha moment, um, please tell someone about it. Please tell someone about this hiring happy hour that we are sharing with others. Um, and thank you again, stormy. It has been such a delight, uh, and I am so thankful for you.
Stormy Jones: It is been my pleasure, Nicole. You [00:33:00] made it really simple and um, uh, I'm looking forward to listening to your other podcasts. Thank you
so much.
Nicole Hammond: thank you.