[00:00:00] It’s time for Supply Chain Now Radio Broadcasting live from the Supply chain capital of the country. Atlanta, Georgia. Supply chain. Now radio spotlights the best in all things supply chain the people, the technologies, the best practices and the critical issues of the day. And now here are your hosts.

[00:00:29] All right. Good morning, Scott Luton here with you. Lively Supply Chain Now Radio. Welcome back to the show. In today’s show, we continue are Today manufacturing series. In fact, we’re really proud to be partnering with the Georgia manufacturing alliance Own, this popular series. We’ve got a lot of feedback on a lot of the folks that we’ve had on as well as are there. Their perspective shared their insights because it’s all about offering ideas, you know, best practices, leadership stories across the manufacturing industry. Today, we continue that tradition. We’ve got an outstanding story with a world class manufacturer based right here in our backyard. And in fact, Southwire is one of the world’s leading manufacturers of Warren cable tools, components and assemble solutions. Looking forward to sharing their story with our audience, as well as a variety of recruiting ideas and best practices. A lot of good stuff to come. Quick programming note. Like all of our series and Supply Chain Now Radio, you can find our replays on a variety of channels Apple podcasts, SoundCloud, Spotify, YouTube, wherever else you find your podcasts. As always, we’d love to have you subscribe. So go missing thing Supply Chain Now Radio is also brought to you by Veridian sponsors, including the Effective syndicate, Talentstream, Vector Global Logistics and Verusen and several leading organizations. Be sure to check out the show notes to learn more about our valuable sponsors. OK, so let’s welcome in my partner in crime today, Mr. jason moss, CEO of the Georgia manufacturing alliance. Jason, how you doing, man?

[00:01:53] Scott I’m doing great. What a week it has been.

[00:01:56] It’s been a while when we had a lot of a lot of good stuff go on. Well, we’re all excited. Towards the end of today’s session, we’re gonna talk all about the summit. That’s coming up. We’ve got a lot of interest around that between the keynotes and the sessions and the networking that’s available. You know, big event coming up on October 9. So we’re gonna get your update, STATE OF THE UNION Rod Joe manufacturing exact summit coming up. Okay. Well, we’ve got I’m really excited about the story we have here today. Kisha Jones, director of Recruiting Southwire. Good morning, Kisha.

[00:02:26] Morning, Scott. How are you?

[00:02:27] We’re doing fantastic and we’re doing better because you’re here. You got an hour prep conversation that a lot of times you always get a chance to connect on phone. But we had a chance to have a great. I got a sneak peek. A lot of what you gonna share today? Yes. And I’m excited because I know our audience is going to enjoy it as much as I did. I hope so. Yeah, I know. So I’m confident. So we’re glad that, you know, we kicked off this series and by extension kind of Supply Chain Now Radio to spotlight stories and insights and best practices that you’re gonna share. So it’s been a great week of broadcasting for us. And we’re gonna finish on a high note. So. So with all that said Kisha, as we always like to start, we want to kind of paint a picture for our audience of who they’re about to hear from. So tell us more about yourself.

[00:03:13] Okay. Well, I am. My name’s Kisha Jones and I’m currently the director of town acquisition at Southwire. I am. I would prefer myself as a Georgia peach, but I am a military brat. So I spent my childhood overseas. I grew up in Stuttgart, Germany, and eventually made my way here to Atlanta, where I call home. I’ve been here for quite some time and really enjoy it. Have two boys and a husband.

[00:03:43] And I love talent and love to talk talent. Kind of obsessed about it. Yes, very passionate. Absolutely.

[00:03:51] The thing when I hung up from our prep call, I was like, wow, you know, we’re after passion and we’re gonna have it spades today. So that’s probably so critical and helped. And where we’re going, dominance in a minute. But how just how tough it is to find in an on board and develop and retain talent. These days, if you don’t have passion, you’ve got at least one arm tied behind your back.

[00:04:12] Absolutely. Yeah. You have to you’ve got to love this. And I don’t know for me, how can you not? You’re helping people at the end of the day. You know, it’s you know, there’s a lot of art and science behind talent acquisition. But at the end of the day, you’re opening you’re giving people the opportunity to introduce themselves to the companies, giving them opportunities, love them. That’s that’s pretty cool to do.

[00:04:35] Yeah, very rewarding. Yeah. All right. So whenever you are not leading this war for talent, who is Southwire? Yeah. What we’re doing? What do you do in your spare time?

[00:04:44] Gosh, I play with my boys.

[00:04:46] I’m Netflix junkie. Oh, yeah? Yeah, it’s bad. Yeah, that’s bad. What’s your go to show right now? Gosh, right now. I just finished watching.

[00:04:57] I want to say unbelievable. Yes. And. That was a good things. Yeah, has a really good movie, it’s a true story as well. OK, so that kind of caught my attention for one weekend. Yeah.

[00:05:08] So we’ve been watching succession and I think that’s on the Amazon Prime side.

[00:05:13] Okay. And so if you’re looking for something else, a check out. Thought provoking and kind of it shows a different highfalutin lifestyle. Really? It’s nice to daydream, right? But yeah. Check that out if you got some time. Yeah. I’m not sure if they got your juggling this weekend. Okay. So let’s talk more about what we talked about, what you do. Director of talent acquisition at Southwire. So what does Southwire do?

[00:05:37] So Southwire, we are a wildcat cable manufacturer with a leading wire and cable manufacturer, but we also do other things and we have a couple different lines of business tools. Well, we sell tools and assemble products to electrical contractors in the construction space, but we also sell copper wire refinery products to other companies. Yeah. So the core of our business, Warren Cable Manufacturing, but other great innovations along the way along the lines of tools, assemble products and other equipment that services the electrical industry.

[00:06:14] And it seems like Southwire has been growing leaps and bounds. Yes, it has. Will forever. I think it started if I heard someone speak from Southwire longer program butcher the store. But once they started in the garage of the founder, specifically on the cable and from there. Sure. It now employs thousands of people here in Georgia and around the world.

[00:06:35] Yeah, absolutely. So we’re headed into 70 years next year of our doors being open and it all. In. Like you said, it all started with our owner, Roy Richards, just wanting to bring cable or bring power to his grandmother’s home and just supply and demand. Not not having enough cable. It speaks to his innovation because he said, okay, well, there’s something there that I can build on. And it started, you know, just what that small little thing that has impacted an entire community over 70 years sounds pretty. It’s pretty awesome story.

[00:07:09] How cool is that? Jenny pretty awesome. Yeah. Now, before it seems like when we’re kind of in the warm up conversation, you prior to your role at Southwire, it seems like you love your industry experience really has.

[00:07:23] What a great get for the Southwire team because you’ve got a history of fun, some power distribution.

[00:07:28] Yeah. So prior to Southwire I worked for power distribution company.

[00:07:32] What they really did, they erected cell phone towers throughout the U.S. and I worked for them for six years in the town space in recruiting. I left as a manager, a senior manager for them. But all I’ve ever really done is find talent. And that was that was a pretty good experience. I loved being a part of that, just keeping people connected. I was on one end of the business and then landed in the, you know, kind of the beginning stages, the manufacturing side that was so that was a nice transition and one that has been good for all parties.

[00:08:07] And yeah. And I’m looking forward to diving more into your your take on how you can be successful and effective in sourcing talent these days and onboarding that talent. Okay. So in your current role, talent acquisition, what where does how does how do you and Southwire define that? Because that’s become one of these. I hate to call it cliché, but you hear talent acquisition, so it’s such a prevalent term and Joe different organizations define a different ways for you. What what buckets are on your plate? Related to this.

[00:08:36] So it’s really focusing on the entire Canadian experience, not necessarily the recruiting piece. That’s a part of it. It starts with defining the story, the branding piece, understanding who we are, what we want to target, how we want to target, and the message that we want to deliver and then making the connections.

[00:08:55] How do we that what’s the best way to connect with people, how to get them interested in Southwire and how to get them in the door to really understand what we do and sell them on the opportunity. But after that, there’s an onboarding piece making sure that experience continues after we hire them and make sure that their understanding of the company, they’re part the part that they play in keeping them excited about working there. So, yeah. So that’s talent acquisition. That’s the entire piece, not just the Miura. I love that.

[00:09:29] I love that. Yeah. From what I understand, it’s pretty expensive to be able to identify talent, get him committed to come on board and then the onboarding piece. Yeah. But if you stop there, man. I mean, you know, you’re not getting it done. Right. You know, having not been able to bring people all long term. And one of the things that I keep hearing around around the state as we get talent, finding talent is tough. And there’s there’s several different buckets. There is one is is identifying the people that are that are available, but also growing up. A new talent that’s interested in coming to the manufacturing space. I keep saying, you know, we’ve got to make manufacturing sexy. That’s part of the reason why Jenny events as we do yeah. Is because we want to expose people to what manufacturing really is.

[00:10:10] Right. Yeah. Yeah. No. Yeah. You know, manufacturing. It isn’t. It’s tough. It was when we’re out at the universities, we had career fairs were out in the market. We don’t have a very from a brand perspective. We have a great brand. But it’s not a strong consumer brand like we. You don’t go to a shopping mall or you Southwire on Amazon, right?

[00:10:35] Absolutely.

[00:10:35] You you can you can’t Keith. Yes. Haven’t you sure. It’s available on Barr from Georgia? Yes, absolutely. Learn something new every day. I was about to say, well, we’re watching the unbelievable Netflix, but clearly you can’t order it on Amazon. Absolutely. Sorry. Interrupt.

[00:10:49] So you’re talking about from a consumer brand standpoint.

[00:10:52] Daryl the consumer brand standpoint. The point not everyone knows that Southwire name. Even though we are behind the walls of almost one in three homes in the U.S., we are everywhere. You just don’t see that low. Right. So there there’s some you know, people are like, okay, what do you what do you do? So you have to be able to tell that story in a few minutes that you have their attention to let them know that there is something there. We may not be Amazon or Google, but we do still do incredible things at the company. I struggled with that, too, because, you know, I you know, I was at my previous company for six years and I was like, OK, I don’t know about this. Again, I’ll check it out. Don’t know. And I actually sat in the parking lot of Southwire for 10 minutes and I got on my phone. I called my husband. I said, I don’t know, you know, I don’t know manufacturing. I don’t know about this. And he says, check it out. You know, he is. He was in the manufacturing space at the time. He says, not bad. Just go see. But the minute I walked in the door, from the time I met the person at the guardhouse, I knew it was home run. It’s the people that make the difference. Wow.

[00:11:59] And that for me, for GM a and the connection to GM, I terrify one of my one of my longtime buddies. He’s no longer with us. But he made the introduction when we were first setting up the summit. Over the years, I was looking for four speakers. That’s was like I want his high name, you know, high toddle and as big a brand name as we had in manufacturing in Georgia. And he came and brought and just with me here.

[00:12:25] But he he said he said, I got your speaker. And he is I want. Who is that? He said, Kathleen. Ed Jenny mind. Well, I never heard that. Oh, yeah. And he said and Southwire and I’d seen Southwire a few times, but I wasn’t engaged with Southwire. And he was like, no, no, no. He said, you good? He said, he is that she is. She is over H.R. H.R.. Yeah. For Southwire. He was. And. And I’m like, so you’re bringing me an H.R. person from a company that I’m not real familiar with the brand. He’s like, trust me, you know, fine. She got almost a home run home brand. Then a song day. Yeah. One of the most impactful. I mean, my wife still talks about Jenny and she’s like, if I go to Sherkin where I’m going Southwire because I just love it. Yeah, well, you know, her and her impact in the community through sharing the Southwire message. Right. She freakin nailed it. I loved that engagement. And that again to this day. I mean, when I went out, when I look back over all the speakers that we’ve had and all the presentations, the one I get the most feedback from is Kathleen. Yeah. And that started a really neat relationship with CMA. Wow. And Southwire and but but again, it was based around passionate people. Yes. Understood industry and are doing things about it, trying to make it better now. Is talking about it. Right. May take it action and do. Yes.

[00:13:47] That. Yes. Sometimes she shared as part of a keynote that we’ve referenced probably no shortage of not short of a thousand times. You can’t miss this capping edge. Some folks can’t let you be lazy if you’re not listening. You mentioned that you can’t begin to tackle the talent gap until you tackle the gender gap. Absolutely. And that is absolutely the truth. Yeah. And what about job at my journey is I’ve tried to wrap my head more and and I’ve gotten better educated on the on gender gap and some other challenges we haven’t getting in maximizing diversity within all industries. That was a that was a powerful early keynote for me. That kind of smacked me upside the set when I saw the head and say, hey, did you do some homework? Right. So we still get a lot of feedback on that was, what, three years ago?

[00:14:35] It was three years ago. That was I believe that was like my second or third day at work.

[00:14:40] And I’m telling you. Yeah, I’m glad I was invited to it. Because you were there, too. I was there and I was like, oh, yes, yes, yes. This manufacturer thing might work out after. Yes, I work out after. Because if she can be bold enough to say that. Oh, and push people to be disruptive.

[00:14:58] I’m in the right place and I love that. That is awesome.

[00:15:02] True, Ambassador, one that gets like kindred spirits. Not here at a table here. Okay, so let’s stop more into talent. So I’m really eager to share a lot of what I garnered from our conversation with our audience. I think you’re going to find it really helpful based on some of the things that you’ve done, some things you are doing, and we know how talent, talents, keeping everybody up at night, even the folks, the employers of choice and the talent magnets that exist much like Southwire still you got to stay on your game and then get better by the hour, it seems, in this area. Yeah. All right. So. So first off, though, we want to kind of set the table a little bit. So tell us more about the current state of economy and kind of what we’re up against.

[00:15:44] So, yeah, that’s an interesting question because, you know, you always hear, oh, we’re in a talent war, we’re in a talent war. And, you know, at one point I bought into that. But one day I woke up and I was like, are you really in the talent war or are we just not? Are you using that as a crutch? You know, we’re not pushing ourselves to do things differently because you can’t say that you’re in a talent war. But on the other side of it, you say, oh, well, I only want people within a 20 mile radius of this location and you have to go to this school and this school and this school. Are you really in a talent war or is it self-induced? You know, you gotta you gotta ask yourself that. We’ve got to start questioning assumptions. Right. Question your assumptions and also be, you know, be OK and be open to doing things differently. There are talent pools out there. You know, we’re 4 percent unemployment. But are we really in 4 percent unemployment? Because what the U.S. government does is they bucket part time and gig economy people in that same percentage. So there’s people out there parked that are working part time and on gigs, that is contract status that would be open to the full time if given the opportunity. So we have to factor in those folks. There’s people who are recent graduates that may not get opportunities that we should look at. There’s veterans that may not get opportunities that we should look at. There’s disabled folks who need opportunities that we don’t often look at. We got to stretch ourselves to be open and to develop people. We need to invest in developing take responsibility. I think corporations have to take responsibility of making it a priority to develop people that we can’t open up those pools. So, yeah, we can say we’re in a talent war, but are we really right?

[00:17:34] So let’s touch on the veteran piece for a session with something that we’re very passionate about here. This week we had two veterans, combat veterans. One was a Marine, one was an army that were deployed in in both Iraq and Afghanistan to bleep develop PTSD and his significant PTSD. In fact, one of them and this is this is our new openness, this be published next few days. One of them was being prescribed anti-depressants while in combat zones, which is that s first time out. Wow. Maybe I’ll just oblivious and naïve. But so anyway that both of these gentlemen came back, they struggled with the demons they get. They but they get back on their feet. And these are now strong community leaders that are helping other military members with, you know, work through their PTSD. And to be fair. PTSD goes far beyond the military. Plenty of folks still suffer from PTSD for other reasons. But when I when I just kind of heard you talk about how we’ve got to really change our challenge, our assumptions and really get creative and not not not, you know, look for some from this school and this check, check, check here and check here. We’ve got to sit down and evaluate and really get to know people. Right. And not be scared to lean in, understand where they’re coming from. Right.

[00:18:57] Look beyond the resume aid, you know? Yeah. Understand? Yeah. It’s that especially the military. So the military, when they when they first come out, you know, they have a whole different language, a whole different dynamic, whole different community. And their resumes don’t often translate very well. Right. Over the years, I’ve seen it get a little bit better. But we also have we often have that disconnect because we as civilians don’t necessarily understand what they’ve done.

[00:19:24] Jenny, I need your professional opinion. Sure. Okay. So if you got my resumé, huh?

[00:19:30] When I got out Air Force. Yes, I loaded bombs on F 16. You see a direct career path.

[00:19:37] You didn’t do the manufacturers on this. I was a I was a bomb loader for F sixteen. There was not a big demand for that. I wasn’t counting all the time. I was white. No, I was like no southwestern to get really pissed off at Delta and I’d have a Joe. But that is a whole other thing. But it illustrates your point as the kind of thing that that.

[00:19:57] They translate right now, not on the surface it does. Yeah. So, yeah.

[00:20:02] So what other search? So we’ve kind of dove deeper on the veteran side. What other of those assumptions you listed? You mentioned the disabled, you mentioned some other some other pockets, demographics showing. Where else do you think we’re really missing the boat? Not making the connection and making too many assumptions as it relates to different walks of life.

[00:20:21] Yeah. I mean, diversity from all perspectives is huge. We have. Yeah, it’s it’s a it’s the world’s changing and we have to look at it beyond. We are one. We have to operate as one world and we’re seeing that in the economy now that we are more into an interconnected than we all anyone has ever imagined. But you can’t do it.

[00:20:45] You know, the 1982 pigeonhole box system does not.

[00:20:49] It does not relevant. No, it doesn’t. Now we have to learn how to operate in an environment where we’re operating as a one world, right? Not necessarily in our silos and global community. Global community. Absolutely.

[00:21:03] And we’re talking kind of in the Wal-Mart was was everybody’s got a story. Yes. And I think that that’s that’s critical. Yeah. That we take the time to hear the story. I mean, you shared some really cool stuff that I was just mad at, you know, and and that’s I believe as as an industry in the manufacturing, sometimes companies hire for a position. I need somebody that’ll show up and lift this box and put it on that thing. Yeah. And an a or a button pusher I need. These are the things that I read. But. But I love the perspective that you’re bringing to the table and we talked about earlier is about getting engaged with people and having them tell the story and figuring out what kind of what, you know, what turns the crank.

[00:21:49] Right. Right. And where they came from, because they can add value. A boat is over. Solon, that was tolerated. Yeah. I was talking to those guys. Josh and Josh was talk. That was one of the things on their own boarding process is everybody in the leadership team sits down and here’s the backstory. Yeah, right. So that they know. And he said more than more often than not, when they hire somebody, they end up repositioning them, the company based on their skill sets that weren’t listed on the road in May. Yeah. And I made that you guys are talking about that, too. I mean, I love. I love watching your eyes light up when you’re talking about sitting down and talking to some of your fans. Yeah. Yeah. To hear those. Yeah. It’s the you know, the story behind the people to your post.

[00:22:31] Imagine. I’m hoping our video captures you as when you moved into the ambassador mode. Oh, yeah. You were beaming. Yeah. Yeah. That tells tell such that story in a way that words don’t capture. Sorry. Yeah. So but moving right along with you kind of described how we’ve got to compete in Fontana. Well, better. Let’s talk about how companies are setting themselves apart in light of this 4 percent number, even though you kind of describe some of the factors that aren’t surface level we when we talk about percentages. But how are companies setting themselves apart?

[00:23:03] Yeah. So when we when I look at what makes people attracted to a company, those companies who are able to communicate that they’re bigger than just what they make or what they sell in people who are looking for jobs, see that people want to know that they can make a difference, not just, you know, it’s more than just the job, especially the day when there’s kind of a blurred line between home and work.

[00:23:31] Right. You want to know that if you’re out there and you’re away from your family, you’re doing great things. So I think just being able to see that in your employer that you choose makes a difference. And then also, you know, am I being developed? Is this company going to invest in me when I come? Am I being challenged? People need that. And what money’s important at the end of the day. But we’re if we’re finding that that’s not the end all.

[00:23:57] Well, can I kind of tap in on that Lu? But I was talking you know, I had sat down with Jason and Ashley, especially Jason, and I kind of picked his brain about what was going on in Southwire time about it. About a year ago, we sat down and kind of kind of hash through things and show.

[00:24:10] And I didn’t know would the economy we all mean, we’ve got we’ve got numbers we’ve got to hit and there’s all sorts of stuff that’s going on. But I was like, how does the economy impact Southwire for real? He’s like, well, you know, the building industry, if we had we’re planning on this big surge and if that big surge doesn’t happen, then we’ve got to make some changes.

[00:24:28] And I’m talking to a guy the other day and we were talking about, you know, be careful what you pray for. Right. And sometimes the things that you pray for are sometimes the things that happen in your life. Right. Seem really tough. And you get to work through some tragedy. But the tragedy that you’re working through sometimes is a blessing to somebody else. Absolutely. And that rang true. It was really neat that that we had that discussion earlier this week. And it brought me back to a conversation that I had with.

[00:24:57] Jason and Jason is our V.P. of Talent Acquisition Communications. He’s my boss. Okay. Okay. Thank you.

[00:25:04] And but whatever it was, we’re kind of talking through that. I was I was like. So. So what does it look like? He’s like, well, I found out that there are two industries that work, three industries that that the GM is actively involved with, the automotive, the bedding industry and Warren Cable. Right. Those are three that were just off the top that are great industries that are sometimes impacted by the building environment, construction, construction, shore growth and that sort of thing. But they’re also heavily involved, engaged with hurricanes. And if you have a super active hurricane season, although it can be devastating to a community, you got to put new wire up. I mean, bottom line, you can’t you can’t like re reuse the stuff after the hurricane, knock it down. And so that was really interesting to see, you know, those two conversations sort of paired off of each other that sometimes, you know, that the tough stuff from the tragic tragedies that some people are going through can be a blessing to other people. So. So, you know, we’ve just got to kind of roll with it and see again, we’re not hoping for a proactive hurricane season at all. The reality is, is sometimes that’s going to impact employee growth and you got to be able to flex with that. How do you guys manage, you know, the surges in the plans?

[00:26:19] Ryan Yeah. Yeah. So, you know, so you. Well, it’s a good question. You have to you have to build your business around an agile workforce. Again, looking at part time employees, do we train people to come in as we meet them? Those are things that you start to think about. You know, Southwire does a good job of, you know, forecasting what we need when we need. But there are occasions where there you know, there’s. Things that happen on the market that will drive production up. Yeah.

[00:26:53] And we utilize contingent labor pool every lever you have your disposal in this and that, and I won’t change my terminology. I’m not calling it a war for talent anymore. I love how you’re taught how that self-induced. Yeah. It’s easy to buy into a mantra if if you’re not as doing some root cause analysis. Yeah. Yeah, that is a crutch. Yeah. And you’ll pardon me.

[00:27:12] I was swatting a 3 foot long wild mosquito a second ago but.

[00:27:18] So I wanna circle back. Sure. There’s so much we can talk about. Yeah. Talent acquisition space. And that’s just a talent space in general. But setting themselves apart. What what’s the most important thing when it comes to differentiation? Given this environment, would you point to?

[00:27:36] I think at the end of the day, the people, the the goals and the mission is the people. Honestly, at the end of the day, really make the difference at the end of the day.

[00:27:50] We manufacture Warren Cable, we sell tools. But what makes us unique is the people who are actually doing those things. I think that’s what sets us apart, even in my own personal story. What Southwire?

[00:28:02] That’s what really brought it home for me. Were the people are these people gonna be the people that can rally behind? Right. And that was my decision. That’s how I made my decision.

[00:28:12] And you know, what I’m also hearing you say is that story. When you lay down and lay down, your talking out laid out the richer story, how he is trying to power his grandmother’s house. And now almost seven years later, he’s that humble beginnings led to this large organization, that story and then would seem to be a differentiation. And then also. Yeah. The one you were talking earlier. I’m not sure if it’s a beginning interview or in a warm up, but talking about how everyone has wants to know a sense of where they’re what their role is in the big picture right in the middle, where they fit in, where they belong.

[00:28:47] Yeah, absolutely. You know, you mention Mr. Richards. I think when he started Southwire in reading the history, it was rooted in hard work, innovation in community. And those are things that people are attracted to. Oh, yeah. Yeah. So he’s seven years ahead of his time, 70 years ahead of his time. When you really dig into his story, he was way ahead of his time. Yeah.

[00:29:11] I always like to look back and say, well, what if what if he had it chose to go a different route or what would the market look like? I mean, you know, somebody would have had to fill the gap. But I’m thankful that we have innovators and committed people. And in Georgia, Georgia did decide to do it here. Yeah, absolutely. That’s because the wealth that has been created for the whole four legged community for generationally. Yeah. I mean. You know.

[00:29:37] Yeah. It’s really it’s incredible to see one man’s vision. Yeah. One man’s vision.

[00:29:42] Yeah. Oh. Also then industry them as we going back to the global community. We’re in the global business area that will never go one that will never leave no infrastructure. Right. Yes. And power is a big part of infrastructure. So when I heard you say what if it’s part of some communities globally that would not have access to some of the infrastructure if it wasn’t for Mr. Rich seismology.

[00:30:06] Yeah. Yeah. See, energy technologies. Absolutely. Yeah. A lot of that. A lot of that equipment goes overseas. So there is a worldwide reach of that that small need just in one person’s home. Yeah. How it’s impacted throughout the world. Yeah. Yeah. Big revolving credit. Yeah. Yeah.

[00:30:25] So as we talk about evolution and landscape around industry 4.0 and. Oh yeah. As front of mind. Yes. Apps for many folks, including yourself. So. So tell us more. What are you seeing related to this?

[00:30:38] This huge share, I’m sure. Yeah. Yeah. So, you know, I I are for industry 4.0 is really about automation using that the big the big data and using the the the you know, the information that you get from that data.

[00:30:53] It’s about working in alongside robots, humans and robots working together. Yeah.

[00:31:01] Cool bots, right. Yeah. Bots is a phrase because I think there is a what we talk about a lot on the shows automation. And then there’s a lot of fear for automation. But the good news there. And it’s really it’s it’s bonafide good news is that for folks that are willing to step through that door, raise their hand. Yes, you can. It it’s automation opens up all sorts of doors of opportunity.

[00:31:23] You’re right. Absolutely it does. You know, there are people who feel fearful when you look at the stats, we are slated to lose about 23 percent of our jobs due to automation. But what can we do now to prepare for that, to kind of minimize the impact of that? I think it’s just going to take. We have to reskill employees.

[00:31:45] We have to introduce them to and really try. I start to understand what the true impact of automation looks like. My skill sets will look different. I don’t know if jobs will completely go away, but they’ll look very, very different.

[00:31:58] And that circle back around what you said a minute ago is, is the company that you connect with. Can you buy into the vision and do you see your part and also as a company investing in you?

[00:32:09] Yeah, right. I mean, and that’s a big piece that organizations to be able to retain good talent are going to have to really face and will step up to invest in their people. Yeah. To make sure that they stay at stay in track with the demands because those skill sets won’t it won’t be there.

[00:32:25] So. If we don’t belong. Yeah. You’re not going to find it anywhere else.

[00:32:29] So. So certainly the organization’s own part of the onus for for this shift and preparing for the shift and protecting the pipeline. However, I would also argue that if you’re an employee or team member, you own part of the onus to you got to be willing to learn new things, right? Yes. I think one of the one of the most dangerous things about this exciting world we live in is if you’re not learning and willing to apply what you’re learning, the world will pass you by. Yeah, and that’s a scary. I think that’s probably one of the scariest things. Yeah. Many people.

[00:33:01] Yeah, absolutely. Yeah. It makes me think of the question you asked me a little bit early about recruiting and how innovation within recruiting.

[00:33:11] We even within our group, we have we have had to we found ourselves having to disrupt what we have always done and what we thought would work to keep up with the industry, the market, because other companies are doing it. We’re using we talk about 4.0. That impact is being seen in recruiting, like we’re using artificial intelligence to prescreened Greene our candidates. Rod because we have such a high volume of candidates we have. In order for us to even sustain and give them the best experience and get them through the process radically as possible. We have to have something, a tool to help supplement that experience and that A.I. tool and that technology has helped has our team adjust it.

[00:33:56] They are on a journey because at first you will see that we all are. It’s gonna be the same. And my heart goes out to them because we’ve thrown all these cool tech tools at them and they’re like, wait a second. Yeah. Time out. Like, this is this is a bit much. I need to see how this fits together, where I fit in. But I love it. They’re embracing it. They’re embracing it. And they know at the end of the day, their job is still there. It just looks a little bit different. Why?

[00:34:22] I want it. Want it. Want to kind of pick your brain a little bit on that. You know, we talked about Industry 4.0 and using big data and we understand that. Yeah. On the production floor. Right. Right. We get that. And I love that you’re kind of bringing that into the H.R. side of the head as we’re doing town acquisition. One of the things that this recently landed on my desk where we’re doing a lot of investigation of of retargeting and trying to make sure that, you know, the spin that we have and the investment that we have going out in the marketplace, forecki bringing on new members and bringing on, you know, sponsors and that sort of thing. And we’re able to plug into the events. You can you can broadcast to a huge market, but it’s very, very expensive. If you don’t target that. So are you guys using kind of you? Have you looked at retargeting and and refining your search criteria based on Yale’s engagement?

[00:35:13] Yeah. On the recruitment side, is that for me? That’s just fascinating.

[00:35:17] I was like, wow, you do things very intentional based on our data. There schools that we will say, OK, we may not attend their job fair, but we’ll we’ll do a more intimate event, an information session or or maybe a web.

[00:35:34] You know, a WebEx that’s teaching the students something as opposed to going to investing in a career fair because we don’t get a lot of return on that. So what we use. We track every single touchpoint. Any time someone comes to our table, we track them, we follow up, we get them in our database. We follow what we send target emails based on their career interests, based on the year that they’re in school even. That’s cool. And at a professional level, when you see people who’ve been in the market for a while. Professionals, we target communications by where they worked, what they’ve done. It’s very intentional. We don’t waste time just sending mass emails just because everything we do is data driven. And I think that’s made our team a little bit smarter in the quality of hire. I think is we’ve seen the impact in quality higher because of it.

[00:36:26] So that being said it on your team, are you doing the education to bring your team up to see kind of how these these tools are implemented? I know, I know. I’m a I’m a avid learner man. I love to read and to learn new things. There are people on the planet that are not wired for that. There are people on that are you know, they want to do it the same way that they’ve been doing it forever. What I’ve seen. What I’ve explored. Drenched in manufacturing across the state as manufacturers tend to fall into one of two buckets era there, the early adopters. They’re on the leading edge of technology. They want all the latest and greatest joy or they’re the laggards. And we get lots of folks out there still running green screen ballast machines, right.

[00:37:02] I mean, you automate. I mean, there’s just you know, and there’s not a lot of that in the middle. One of the things that we’re gonna be trying to address at the summit is we’re gonna be talking about industry 4.0. We’re gonna be talking about smart factories and people that are looking for ways that they can begin the journey. And so it’s really neat, you say. Yet to hear that perspective of how you’re implementing it, not just on the factory floor. Yeah. But in your town acquisition. Because every component. Yes. Connected.

[00:37:31] Yeah, absolutely. I think in hindsight, you you know, if I had to give advice to a company out there who is looking to revamp or refresh their talent experience, I would say take take these tools and technologies. It’s small pieces at a time. Introduce them small bites at a time and get their team baby steps and get your team a customer used to it. But you also have to encourage and develop those folks. We’ve had training. Every single tool we’ve introduced. We’ve had training. But you but also at the end of the day, like Scott mentioned, there has to be some desire. So I want to learn and want to change.

[00:38:11] So, yeah, I like what you said there earlier as you roll these tools out.

[00:38:16] It’s very intentional based on the data, you know? I think that is so. It seems like some organizations see the latest and greatest technology and they want it and they implement it. Sure. Not based on the data. And that’s such a misstep. But it seems like you’re very deliberately, not only deliberately internally disrupting long held beliefs and processes. Right. But you’re continually innovating, which seems to me more to the culture.

[00:38:43] Yeah, it is. It is caught our culture. It is. It on and dates back to 70 years. I’m not doing anything. I’m not doing anything different. But just being disruptive is tough. That’s tough. So tell me about it.

[00:38:55] Tell me you’re engaged, but with like professional organizations. Where do you where do you go to fight as an H.R. professional? Where do you go to find the latest technologies, the trend, things that are so so, you know, and organizations that there’s there’s a ton of them out there, but. Yeah. Where do you get what magazines do you read? What what do you look for to keep you on the cutting?

[00:39:16] Yeah. So there’s a there’s a ton of recruiting resources out there. There’s a company called ERP Media Dot Net and they are very similar to what they’re not an association, but they’re just a media company. And what they do is introduce all best practices, latest innovations. It is that you talk shop. We talk talent acquisition shop and they have conferences. But there’s also Sherm, which is, you know, they confirm his it’s the Society of Human Resources Management. They’ve been around for years. Very stable organization. They also have some resources as it relates to talent acquisition. But at the end of the day, you go out there and see and find those companies who are doing it great.

[00:39:59] And you pick up the phone and you say, hey, how did you do that? Why did you do that? How does it work? You have to connect with people and interest. You share best practices and best practices that aren’t benchmark benchmark.

[00:40:10] So. So let’s shift gears here as we start to wrap up the conversation here. Today’s employment branding.

[00:40:16] Yes, critical critic. Tell us more. So there’s nothing like having a good story and no one knows about it.

[00:40:24] You know, no. Don’t know anything about nothing. Yes.

[00:40:28] So in Southwire has an incredible story. Like it is a very great story to tell. But you have to figure out the best way to tell the story. You have to turn your open sign on to say, hey, we’re here. We want you here. It is so important to put your shop up from a town acquisition perspective.

[00:40:51] Southwire itself as an organization does a great job from a talent acquisition perspective. We had to figure out how do we connect with people? What’s the best way to do it? What channels? Zoey. So social media, Facebook, LinkedIn, Instagram has been fantastic for a laugh, but absolutely year I’ve been avoiding Instagram.

[00:41:11] Some of my younger recruiters use Snapchat.

[00:41:15] I don’t know anything about Snapchat, but it works good for me.

[00:41:17] Yes, a big surprise. So Instagram is, I think a lot may be liberal listeners just like Jason. It’s amazing how many people and companies not only have a presence on Instagram, but are actively engaged. So that does not especially what we’ve seen the last couple months here with our team doesn’t surprise me at all to hear how interesting, how successful Instagram has been in reaching. Yeah. The folks, right.

[00:41:41] Yeah. So for it for us is really pulling out your value proposition, right? What what’s valuable, what’s great about Southwire and defining that story? Understanding how to tell that story? Getting people within your organization to help tell that story and start defining your channels, defining your targets. Who am I? Who are we really trying to reach and make sure that that message speaks directly to them? I love that. Yeah.

[00:42:11] And you guys have got a unbelievable media team.

[00:42:13] I mean, yes, the Liegghio, the product Lu. I’m telling you, it is. It’s a good thing they don’t charge me. Yeah, I it comes out of there. Yeah. They’re creative created through and through.

[00:42:25] I love. I love that team. Yeah. And they have really helped us. It’s been great because we were two separate teams that were previous. Last year we combined. So communications and talent acquisition is one team now. OK. So like a lot more sense. Yeah. Yeah. And it just elevated our ability to get the message out. We draw things on pieces of paper with stick figures and they turn it into real life.

[00:42:56] So it’s been it’s been a great part. They do their magic and they do a fantastic job at it. So.

[00:43:00] So a great circle would touch on how important employment branding is. And then a little bit bigger picture. What else have you seen in recent years? How recruiting talent, talent acquisition, talent manager. What else has changed?

[00:43:13] One of the biggest trends that I’ve seen is from a talent branding perspective, it’s really speaking to the core brand. At one point you used to see companies, they have their company brand message, but then you have a different a different message, a different story from the talent acquisition perspective. Web sites look very different now. If you go to a lot of companies, Web sites, their company brand is their talent brand is very complementary to their core brand. Right. That’s something that we’re seeing shift. It wasn’t the case years ago. So I think that’s pretty that’s a pretty smart move, right, to do that. Yeah, very cool.

[00:43:59] So we we were just talking about how one of the things you advise as you see companies that do it really well.

[00:44:05] Pick up the phone, engage Jenny more talk. Yes. So we want to we want to offer our audience something that not only is working really well, Southwire, but also illustrates the leadership within the industry that Southwire has and is pushing the envelope on. And that is the 12 for Life program. Yes. Yes. Please tell you. Share more about this program. What matters? Yeah. And what it looks like.

[00:44:30] Absolutely. So 12 for Life really captures the essence of building your own, taking responsibility of building your talent. And it’s an incredible program in partnership with Carroll County Schools. And what woeful ISIS essentially is, it’s a we have a manufacturing facility that is set up to operate by the students. So we have an adult staff that manages the facility. But the people who are actually working are the students. And it’s twofold. So there’s class there’s a classroom setting on one end of the building on the second floor of the building. And at the bottom is a manufacturing assembly plant. So they do some of our small assembly, small packaging, and it’s totally run by these students. It’s incredible thing to see high school students and these students, you know, they are great kids. Like I’ve had opportunities to interact with them. They are students who just need a little bit of help, a little bit love, a little bit of motivation and to see that it is possible. And the graduate ratio, the graduation rates in Carroll County have skyrocketed due to programs like this. We aren’t the only program in that community, but probably by far the most successful.

[00:45:48] So students can work there. How did they how did they pick the students? Where it kind of word is that students are chosen by the school system. So we don’t necessarily have any control over that. Froome, they let us know which students the students are vetted through. Carroll County Schools. They are then put in contact with the staff at Southwire and they are trained, put on the schedule and they work hours are set around their school work in Miura. They can work also on weekends and throughout the summer as well. But they are I mean they produce just like the adults and do a fantastic job. And media, what I love about is me, these students who peep some in some cases, a lot of people written off, they go on to college or they go into the military. It’s just incredible. So some of these students are like at risk students. Well, yeah. Yeah. So, yeah, I guess if we had to bucket them down. Yeah. Don’t answer that. It’s a tough word. Right. They just they just need a little bit of.

[00:46:47] Opportunity opportunities they need. You know? That’s what I feel I see with. Yeah. If you just say put me in coach, all I want is a fair shot on a level playing field. Yeah. Yeah. And. Yeah. These kids. I mean when they come when they come through me. I mean every student who graduated through the program. So I want to say twenty five hundred. Okay. Wow. Yeah. So it’s been. And that’s a lot of lives impacted.

[00:47:10] It’s not just the student that comes through and many of those students are have transition to full time positions with Southwire and many of my Kisha have gone on to college. They had and careers. But I think that the the core we’ve tried it a couple times. And when you walk through there to see the engagement and the students and the ownership of the student. Yes. Their commitment. Mm hmm. Phenomenal. Phenomenal update because it gives them the opera the chance to rise in the fair shot on the playing field. Right. And they shine. It is just so cool. Yeah. That every time. Yeah. We’ve ton of success stories coming out of that program that every every business is equipped to be able to start a twelfth life. But if you just start an apprenticeship program, just bring somebody into the table. If you know that’s a that’s step one. It’s a baby step. Yeah. Like you said.

[00:47:58] Yeah. So in addition to the 24 hour program, some other development programs that we have, we have the Southwire Engineering Academy and that’s high school students as well who are interested in engineering. And those students cycle when they do projects for us as well. And then we also have a strong apprenticeship program that we. Yeah. We’re pushing out some fantastic senior mill rights and senior electronic technicians from that program in partnership with West Georgia Technical College. 12TH Light program is in Carrollton, but we also have another location in Alabama as well. So love the Southwire Joe. Some fantastic things around development area.

[00:48:38] So how so beyond Southwire dot com in terms of if our listeners want to find out more information about the organization and the Southwire story that we’ve. Yeah. Dove into worlds. What else would you suggest?

[00:48:51] So you know Southwire dot com for sure. Southwire. Sustainability really does a fantastic job of telling our story from all dimensions. So Sandeep Southwire sustainability dot com. Okay. Twelve for life does have their own careers of their own not career site but their own information page as well. So it’s 12 for life dot com if you want to take a look at that. But I would challenge you to look on Southwire blog where you get the latest and greatest information about Southwire and all the happenings within the company. It really does a fantastic job of defining who we are.

[00:49:25] So and if it’s okay, Ellen, I’ll throw in a little extra plug. We talked about this earlier in your show, as is the Kathleen Age is. Yeah, keynote presentation. We have that archived on YouTube and anybody that wants to see it. Well, what I’ll do, Scott, is I’ll make sure we get a link that we can throw on the Web page that if anybody wants to watch that, because I think that also helps tell the Southwire story done in a very short.

[00:49:46] Yes, it was a foreshadowing of things that we’re seeing today. So, yeah.

[00:49:51] And the 12 for Life dot com address. That’s the dent. And the numerals 1, 2, 4 life dot com just taught terms in case they get confused like I do. Well, there’s your ls fine. But I love we could spend hours.

[00:50:06] Talking. I certainly can pass insights.

[00:50:10] I hate that we’ve kind of wound things down here, but we’ll have you back and hopefully see up summit.

[00:50:15] This definitely see me at the summit. Yes, we will be there. I’ll be there for you overnight. October 9.

[00:50:20] An omen. So what to think? Kisha Jones, director of talent acquisition of Southwire for joining us here today. We’ll make sure of those. Your URLs are plugged in to the show notes. Turn it to the page here. But want to shift gears here for a second as we wrap up today’s episode. Jason, we want to. We want to put our finger on the pulse of what’s going on with the Georgia manufacturing alliance.

[00:50:40] Tell us more. Well, someone is coming along. I mean, we’re really excited. We’re a little ahead of where we were last year. Our goal is to have a little over a thousand folks through the door. And last you have about 800 or so. And with with activity that we got going, all we see that that’s a possibility. But part of the reason we’re here today and go in lab is we want to make sure that anybody that has not registered for the summit, that you go online that day in Register Georgia manufacturing summit dot com. We’ve got a couple of things. New programs that we released, the journal Mission Tickets, 125 dollars to attend. But we just opened up something that worked amazingly well, is a bring a friend program. So for me, scroll down just a little bit on registration page.

[00:51:19] You can see the bring a friend option. You get two tickets for one hundred and fifty dollars, which is a unbelievable we’ve never done that kind of deal before, but that’s two general admission tickets. It covers breakfast and lunch and all the keynote speakers and educational sessions. This year we’ve got Warner Washington is our keynote speaker in the morning from Procter and Gamble. He’ll be here in 35 years of experience of successful manufacturing career. And then Stuart Countess from he’s the chief operating of. Orations officer from Kisha. We talk about what’s going on at Kisha. And again, the theme of the summit this year is manufacturing success in Georgia. But to pair off some of the conversations that we’ve had is making sure that we get the right people attracted to manufacturing. We have found through the years gotten our both Air Force veterans and and we have found that our veterans do really well in the manufacturing community. It is a band of brothers that we, you know, and the military ancestors, ancestors, yet brothers ish. But we we we we look for that and we look for places where we can be with people that that that we can align with well and partner with. So that’s something that military folks draft or when they get out.

[00:52:32] That’s a piece that they often miss. Manufacturing is a great place for that. Georgia manufacturing alliance is a great place for that as a community for that. So Scott has challenged me and I really appreciate the challenge for. For making this suggestion. But we we have offered we’re offering 50 free tickets for veterans. Now, these these tickets are designed primarily for veterans and transition that might be interested in a career in either manufacturing or supply chain. Absolutely free, no strings attached. All you have to do is go online and register. We do ask that, you know, I mean, prove that you’re a veteran of some some way. But but 50, 50 free tickets, we still have a few of those left. So you can go online at George Manufacturing Summit dot com. And during the doubt, the bottom is a promotional code that you can enter in as U.S. a vet and that that allows people to use your Patel like that. And then one other piece that we just rolled out, and I’m really excited about this piece. We’ve never really engaged the student community because there’s just a lot of dynamics that didn’t allow for that in the past. But now we’ve we stepped it up. We are we’re offering our first ever student tickets. Any student that’s Georgia big, anybody anywhere in the Southeast, but any student with a valid student body day that’s full time high school, technical college or university that wants to attend the summit, can attend the summit at 50 dollars, which is a great opportunity. And we do have a couple of companies. As a matter of fact, Raymer Sale from EA Resources stepped up and said, hey, this is cool.

[00:54:04] He said, I’m signing up. I’m buying an entire table for Gwinnett Tech. So he sponsored a table for 10 students to attend from going at tech buddy Melvin Everson and the team at Gwinnett Tech are gathering the students that qualify to come to the summit. And this will give students the opportunity to see again, maybe not world class manufacturing in action, but the leaders sharing best practices and get them the opportunity. Now, we we are not promoting this as a is a job fair by any stretch. This is not what it’s at. But it does allow students to get engaged with industry leaders to see what it is that we do and how working in a community and benefiting from, you know, industry associations, how that really impacts there.

[00:54:48] Yeah, that’s important. Right? So, yeah, but the student information is all line. The in general admission USA, that is the promo code for any veterans that won’t. And again will first 50 that that register are able to take advantage of that. And I think we’ll got one other one other one other cool thing that we’re gonna be doing. We’ve got.

[00:55:07] I’m thrilled to announce that Supply Chain Now Radio is going to be broadcasting at the summit and really doing some cool interviews. I have no idea how you’ve got that coordinated, Scott, but we’re really looking forward to interviewing some folks on Lu side at the summit this year.

[00:55:24] So what’s interesting about that is we’re working on a couple of foreign trade ministers to talk trade and tariffs and some of these other really hot button issues. So hopefully we can release that in next few days. Greg White, who is not here with us today? He’s in me leading those interviews on site as we tackle the panels because you’ve got some great breakout sessions.

[00:55:43] We’re leading one panel on trends attract cross supply chain with folks from U.P.S. Point, a center for Supply chain Innovation, which is powered by Georgia Pacific HMTX Industries, which is a global seven or may not have flooring manufacturer. Right. And Mitsubishi with our friends over there at the Mitsubishi train facility based in Gwinnett County, where you’ve got this incredible progressive collaboration between these huge, huge global brands being Mitsubishi Electric and Train. We’re going to talk about innovation, continuous improvement, transportation, technology, probably talent Kisha. In fact, we should obey that. We should’ve made another panel this this talent spark and be the context all is all this is spoke to. But homerun day, October 9 Georgia manufacturing alliance dot com Georgia Manufacturing Summit dot com. And again, to our fellow veterans, what a outstanding opportunity. Use the promo code USA vet, particularly if you’re in transition. That’s that’s really helping our our fellow veterans. Really. Make these connections with an industry. Walk away with market intelligence.

[00:56:50] If you know a veteran, if they’re not honest, enlist on the call and our own radio, if you know of it or make sure you share that. And one other thing I’d like to just add real quick is, is we’re real excited about the awards program.

[00:57:03] So we’re gonna be showcasing the people of manufacturing. That’s our awards program. We’ll get set up and Southwire is the sponsor of it this year. We’re really thrilled to be so excited. We appreciate Joe partnership and that and we are gonna be having a workforce development educational panel during this summit. We’re Southwire as engaged as well. So we’re gonna be here in time. How does an inside track on what’s going on? Jamie Jackson is gonna be our our moderator for that session. And thanks. Thanks for Southwire participation and supportive of the Georgia manufacturing alliance because we can do what we do without without me. A great partners like like Southwire.

[00:57:38] I completely agree. I welcome you. Completely agree. Great industry friend, industry friend. The community certainly doing some big things around the world base right there in Carrollton. Kisha Jones, pleasure to have you here. Scott, stick around.

[00:57:50] Is the second year in cover? Somebody of events at Supply Chain Now Radio is covering over the next few months. Jason big event starts and stops October night. If you love the manufacturing industry, you’ve got to be at the summit with a thousand of your your best friends. Georgia Manufacturing Summit dot com. Or if you can’t find what you’re looking for in any of the stuff that we’re about to cover shoots a note to connect at Supply Chain Now Radio dot com and registration does.

[00:58:14] And on Thursday, October the 10th excuse me, October the 3rd, Thursday, October 3rd, go back to the future.

[00:58:22] Yeah, you missed it. Is this like a bonus? I’ll tell you what happened. I got to go with it. Take a page from your business model. Figure how to do that. It’s a good plan.

[00:58:31] It is like, well, we had a chance. The keynotes, top notch keynotes, top notch panel, breakout sessions, top notch companies that are be their great networking market, intelligence gathering, best practice sharing, come out and join us. OK, so looking beyond that, October 9th, we’re pleased with that. And Charleston at the South Carolina Logistics Tech talk, which is going to be a really neat half day event focused on the Logistics Tech Supply chain tech hot space, right? Freight tech space is headlined by DHL Supply chain that will be serving as a main keynote. There’s one of the other speakers. You can learn more about that event at SC Competes dot org as we partnered with the South Kona Council on Competitiveness to broadcast live from the event. Then will be in Austin. Talk about Supply chain tech for it. Logistics. Logistics tech. Freight Tech. We’re gonna be at the 2019 Logistics CIO forum in Austin with our friends at E.F. T November 7th through the 8th 2019 and come out and join us there and then you flip the calendar. Reverse Logistics Association Conference and Expo out in Vegas in February 20 20 Kisha. If you like playing cards, come on with us. Okay, we’re gonna be talking reverse Logistics returns and poker poker. But looking forward to that event, we had Tony Schroeder and in studio yesterday talking returns and how to minimize returns in this era we’re in right by likes to. I’m not gonna name any names in my family, but someone likes about three pairs of shoes and see which one fits best. Men may be returned to a no names, no names.

[01:00:01] Good job, Scott. Good job, Scott. Well, having trouble this week.

[01:00:05] But this is as consumer behaviors. This is how we’re being trained. It’s something I had advantage. So having groups like the Reverse Logistics Association that that is disseminating best practices in this reverse Logistics space is really important.

[01:00:19] And then finally, one that the GM may and Supply Chain Now Radio is both partnering and collaborating with Mode X 2020. One of the largest supply chain trade shows, North America would be here March 2020. So it’s a bit of a bit of a lead time there. But they may Joe team behind mode X. That is an engine. They’ve got like every girl in town, but they really do. Some really, really neat keynotes were rebroadcast throughout the four days along with 35000 of our nearest and dearest friends. Our 2020 Linda Supply chain awards will be hosted by Moto X. We’ve appreciated the support of GM and a variety other partners there. We’ve just nailed down our keynote Christian Fisher, President, CEO, Georgia Pacific. We speaking at the Atlanta Supply chain Awards. Nice on March 10, 20, 20. So. Okay. Once again, homerun conversation, homerun guest, featured guest.

[01:01:12] Just like I knew our warm up say, hey, we’re going to have a series. Yeah.

[01:01:18] He should jones right at all about all about people, all about talent, passion for people and a passion for talent really.

[01:01:25] And the story and the why. Yeah. Yeah, I really love the conversation.

[01:01:30] Keith Jones, director of talent acquisition at Southwire will make sure Southwire dot com. Is it one places to go?

[01:01:37] But will the Lu other your careers at Southwire careers? Dot Southwire dot com. Our brand new career site just launched yesterday. And there’s also. Thank you.

[01:01:48] So if you’re looking at an opportunity with a mover and shaker in industry, a progressive culture company is making a difference. Check out careers dot Southwire, dot com. Yes, absolutely. Fantastic. Big thanks also to Jason Moss. You’re a great singer. I think I want to say this is episode eight or nine. You know, and a lot of homerun conversations, I think, based on the questions and interest we’ve got coming in. We’ve got no shortage of fodder for the months ahead. But we couldn’t do it without your partnership. Continue partnership. And, you know, it’s always fun to sit down and meet new people together. Yeah, right. It is. Jay Small, CEO of the Georgia manufacturing alliance again. Be sure to check out if you check out anything all year long that the GM does check out the summit in October. Nice place to be. OK. So to our audience, thanks for tuning in today. Be sure to check out other upcoming events, replays of our interviews, other resources at Supply Chain Now Radio dot com. You can find us on Apple podcasts, SoundCloud, YouTube, all the leading sites where podcasts can be found. Be sure to subscribe. So don’t miss anything on behalf of the entire Supply Chain Now Radio team. This is Scott Luton wishing you a wonderful week ahead. And we will see you next time on Supply Chain Now Radio. Thanks, everybody.