Welcome back to the Don’t Tell Me About Yourself podcast. We are at the Shaker booth in Las Vegas at Unleash America and we are sitting with I’m Omar Khateeb, CEO and founder of JobPixel. JobPixel, tell us more about JobPixel. So, we do video. Um so, we uh we’re an enterprise wide solution. Uh companies like Hilton, Cognizant use us to collect short form video content and images from their employees worldwide. Uh they collect that content, put it on their career page, job ads, social media, and everything you can imagine. We uh Victoria and I have always thought JobPixel was pretty cool because it puts some more responsibility on the companies to show them what it’s really like to work there. Absolutely. Yeah. Absolutely. >> Mic drop. Mic drop. >> 100% and I and I I think you’re you’re definitely correct about that because a lot of companies, unfortunately, are really missing the mark. Like they’re they’re not really jumping on, you know, TikTok, uh you know, uh even LinkedIn right now with their video. Video’s blowing up on on LinkedIn and so many companies are not taking advantage of that. I’m like, “People, this is free traffic that you do not have to pay for.” And that is actual true virality that actually helps you develop a brand and make people actually like you. >> Mm, I love it. And Victoria needs to share her favorite stat. Oh. Um Ooh, I love stats. Let’s do it. Um you’re so right. LinkedIn is blowing up and I agree with you. I also feel like for a lot of companies, LinkedIn is the safest entry point to video content. But, um TikTok is the number one search engine for people under 30. So, if you’re trying to appeal to job seekers, the next generation, um employees, if you’re not on TikTok, you’re making a mistake. I myself, I’m not under 30 and I still go to TikTok to search instead of Google. So, um I do love that and I love what you’re doing. There probably are a lot of misunderstandings about what you do though. Like people might misunderstand the video concept and what value it brings. So, I guess like what’s something that you feel like about your industry or your company and what you do that’s misunderstood? Um so, a lot of companies, they don’t know what video can do for them. Um mainly because and this is I’m not trying to offend anyone in the industry. HR and TA people are not marketers. Yes. So, they’re not trained um to understand conversion or, you know, time on site etc. All of these things are your, you know, your funnels. Yeah. >> understand these things and sometimes, you know, they rely on amazing people like Shaker, for example, to do that. And they’re the best in the business, period. But, a lot of leaders don’t know this because they just they don’t have that training. So, we have to sometimes do what I call the challenger sale. We have a conversation about their current situation and what they’re doing and we have to seriously educate them. Yeah. >> And tell them people, hello. This is a come-to-Jesus conversation. You need to start understanding what this does for you. Video content helps you convert better. And I always I actually try to simplify it. Um I’m from the Bay Area, so we have this concept of KISS, keep it simple, stupid. Right? And I always ask the question. I’ll ask you guys. Let’s just say you want to buy a rug for your house. Okay. And you have two websites, identical rug, same price. One website has just a photo of it, the other one has a a video of someone feeling it, touching it, and all that. Which one are you more willing to buy from? The yeah, the yeah. >> Why? Because it makes me feel like I’m experiencing it. I can start to envision what it would be like in my home. Yep. Exactly. 100%. Yeah. One thing I’m curious about that I feel might be an objection that you get, but you’ll tell me, is you ever run into them being like, “Our employees don’t want to be on camera. They don’t know what to do. It’s uncomfortable.” Like cuz I feel like that could be a hesitation of some people. So, 100%. Um so, a part of our strategy is that we don’t really go after anyone in, you know, SMB and mid-market. Okay. The reason for that is because the larger the employee pool you have, the more chances there are people already on TikTok and LinkedIn and other places that are doing this. Right. But then, I I create, you know, I I call it the herd mentality. If you start showcasing, you know, you know, let’s just create a company. I don’t know. Alchemy Labs or whatever it is. You know, Alchemy finds out that they have 10 people that are already doing TikTok, but they had no idea. But then they just found out. >> Right. Their coworkers are going to get jealous. Mhm. And they’re going to want to be wanting to do it more. Sure. So, you actually build it up over a long period of time. Like, we don’t see our max adoption in JobPixel on month one. It usually happens six months in, after people have already seen it. Oh my god, Right. >> this person this person is doing I want to do it, too. And then the other thing is, how do you leverage the technology of today to make people, you know, be better content creators? And I’ll talk a little bit about that in a bit. Yeah. >> Hopefully that answers your question. >> No, it does. It’s It’s really great. And how do you help companies to understand the value of it? Like, are there specific metrics that you’re like, we’re starting here, Yep. and six months later when people actually start adopting it, >> Yep. here’s what success looks like. I have a healthcare client uh that’s been with us for three or four years. Uh, after launching with JobPixel for the first year, they saved $700,000 on staffing costs. Because they used used to have to go to an agency, a staffing agency, to fill some of the positions. Yeah. They started doing TikTok content and it and uh LinkedIn content that went viral, and uh they end up just driving really great traffic in their geography, and they don’t need to use a staffing firm anymore. Mhm. And they pay us a fraction of Sure. >> I mean, straight up cash money savings. >> And I’m very happy to see that. Yeah. >> Yeah. >> you I mean, you show them exactly what happens, you know. A job description with a video versus one without is going to get more traffic, it’s going to get more clicks, it’s going to get more conversion, you’re going to have more time on site, etc. Yeah, I’m I’m so glad that you’re doing something like this cuz it’s just so needed, you know? So needed. Um what’s one thing talent leaders need to know in the year ahead? Um your job is in serious risk Mhm. if you do not innovate and get with the times. I always make this joke of like if you ever want to be successful in this industry, you look at what became successful in the consumer marketing world and just replicate it here again. That is music to my ears. I’ve literally been shouting that to a lot of the people that, you know, we are unique as influencers in this HR space. Like people are not used to working with us and I’m like, but look at all the companies, consumer brands, and their success they’ve seen with promoting their video content or online. Like what are you If you’re not doing it, you’re going to be behind. So, I’m with you. >> 100% and then you know, when the the whole trend of day in the life happened in the 2019 and 2020, some people got fired Yeah. for doing it. And I’m like, people, what are you doing? We have the You guys heard the story of Sherwin-Williams, the the paints company, the guy I think his name is Mike, correct me if I’m wrong. So, he was posting on TikTok mixing putting the bucket putting the yellow and the green Isn’t that so satisfying to see? Okay? He would post these videos, they get two, three million likes, which is 10, 15 million views. I opened SimilarWeb at that time and I looked at the traffic for Sherwin-Williams career site. Every single time this guy posts, it shoots up through hell. Did How much did they pay for this? Zero. >> Yeah. Well, hopefully he hopefully Mike or whatever his >> Yeah, they fired him. Hopefully he got paid though for TikTok, I guess. Yeah, they fired him. And then I think Wendy’s or some other brand ended up hiring him to come in, which is smart. But why would you do this? But now finally we’re getting there and this is what I’m telling tel leaders like go for it. Do it. Have some guardrails, no problem. Sure. But you got to have content. You got to have people talk about you. I always do this thing of like, you know, pick Chick-fil-A or McDonald’s. Chick-fil-A. Mhm. Absolutely. Well, it’s just important to have young kids. It’s always McDonald’s. I know I would I would pick Chick-fil-A. You you of course. All right. Why Chick-fil-A? Chicken is really good. All right. Yeah. The mascot’s cute. Um don’t forget about shakes. I mean that’s my jam, but I could eat a Chick-fil-A shake. Yeah. And they’re also well known for my pleasure. My pleasure. That is true. Yeah. And they do a lot of events at their like local my local Chick-fil-A is always doing events and partnerships. Like they just had the Milwaukee Brewers sausages in there. They do a story time. Like they are great at advertising, marketing, and having events and stuff that I think McDonald’s never does. And that’s how you feel as a consumer. Right. You already have your feelings about the brands. Yeah. Now imagine you want to work there. I know. For 8 hours a day 5 days a week. That changes a lot. >> Yeah. Like your willingness to accept the same exact job flipping burgers, let’s just call that. >> Yeah. For for 15 bucks an hour here and there, your decision is going to end up becoming which brand do I like more? Yeah. Exactly. And that only can be developed through authentic content and actually empowering your employees, not choking them in and putting them in a in a hole. Yeah. >> work. Yeah. Oh, just well said. >> Mic drop. Mic drop. I can’t I’ll drop this. Yeah, don’t don’t drop that. I mean it is a nice mic. Um what where can people find you? Um I’m on LinkedIn a lot. Exactly. You guys have me so We love it. I post a lot. Uh so Omar Khateeb at uh Job Pixel, you’ll find me. Uh send me a message. I love to talk, clearly. Um I love video, clearly. And um yeah, so over there. I’m on LinkedIn all the time. >> Yeah, highly recommend people check you out cuz it’s it’s great fun content and it’s so necessary for where the business is going. So we really appreciate it and I hope you enjoy the rest of the conference. >> Thank you. >> Thank you. >> Amazing.
