How to Connect Your Business with the Next Generation of Smart Talent – In Just 7 Minutes with Jordan Levy

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• Discover how hiring the next generation could be one of your best investments yet
• Learn more on how to recruit next generations as interns
• Find out why hiring next generations is important in growing your business

Resources/Links:

• Check out Jordan’s Website: capsource.io

Summary

Is your business slowly lacking connection with all the new changes brought by time? Do you want to know how you can engage more and increase your audience even with the change?

Welcoming the next generation of smart, young, and fresh talent is one of the greatest investments you can give to your business. With this change, you may be able to get a bigger audience, more connections, and a booming profit. Don’t be the boomer in the business industry and stay updated and fresh with the new-gen!

Jordan Levy is a serial education technology entrepreneur. He has started two EdTech companies that help higher-ed programs bridge the skills gap for their students through experiential learning.

In this episode, Jordan shares his insights on how you can avoid business fluctuation by recruiting the next generation, giving both an opportunity for your business to connect more given these changes, and the next generation for experiences and opportunities. He also adds the best way of recruiting.

Check out these episode highlights:

• 01:31 – Jordan’s ideal client: “We love working with companies that want to connect with that next generation and stay relevant forever. And typically, the folks that we work with are hiring managers, business unit leaders that want to recruit young talent, keep their interests coming in, and their new ideas coming in that will really benefit the future of that particular area of the organization.”
• 02:22 – Problem Jordan helps solve: “Most of the Fortune 500 companies from just 50 years ago are no longer Fortune 500 companies and the reason why is because they’re not able to connect meaningfully. And it seems like it’s very complicated to build programs that engage young professionals, or the employees or the interns. It’s complicated.”
• 03:46 – Typical symptoms that clients do before reaching out to Jordan: “The symptoms are that they’re growing and need to tap into the entry-level talent market, or that they’re experiencing some turnover with some of the entry-level talents. The average is about every two and a half years, someone between the age of 16 and 34 is going to leave your organization. It’s even less at the bottom of that out in that bracket.”
• 04:41 – Common mistakes people make before they find Jordan’s solution: “I think the most wasteful thing to do is just not do an internship program because you don’t want to spend the effort on assembling one and making it a good experience. And so that’s typically the case with most companies.”
• 05:42 – Jordan’s Valuable Free Action (VFA): “I think one thing that could take you in the right direction is if you don’t want to work directly with us, just reach out to your local university and just say, “Hey, I have a business in the area. How can I support you and your students?”
• 06:29 – Jordan’s Valuable Free Resource (VFR): Check out Jordan’s Website: capsource.io
• 06:59 – Q: Why? A: Like, one of my favorites, Simon Sinek started with why. And so, you know, my experience as a student, going to a top tier institution, I went to Lehigh. I only had one internship when I graduated, and that internship was the single-handed, most important factor in defining my career because I did not like it.

Tweetable Takeaways from this Episode:

Transcript
(Note, this was transcribed using a transcription software and may not reflect the exact words used in the podcast)

Tom Poland 00:09
Greetings everyone and a very warm welcome to another edition of Marketing the Invisible. My name is Tom Poland, joined today by Jordan Levy. Jordan, good day, sir, a very warm welcome. Where are you hanging out?

Jordan Levy 0:20
Hello, Tom. It’s great to be with you here on Marketing the Invisible, currently calling in from not so sunny Savannah, Georgia. Currently just here for a week, but actually on the move ever since I left New York in March, right, as the pandemic is starting in New York City. So yeah, it’s been really great experience to kind of live and work on the road.

Tom Poland 0:43
Being on the move for 10 months.

Jordan Levy 0:45
And we got at least 10 more to go.

Tom Poland 0:49
Amazing. Well, for those of you who don’t know Jordan, he’s a serial Education Technology Entrepreneur. Really interesting! He started to EdTech education. EdTech companies that help higher-ed programs bridge the skills gap for these students through experiential learning. So getting them over that bridge between the theory and the practice. So the title of our interview, which I’m going to be fascinated with is, How to Connect Your Business with the Next Generation of Smart, Young Talent. Jordan, our seven minutes starts now. Who is your ideal client, sir?

Jordan Levy 1:31
So we love working with companies that want to connect with that next generation and stay relevant forever. And typically, the folks that we work with are hiring managers, business unit leaders that want to recruit young talent, keep their interests coming in, and their new ideas coming in that will really benefit the future of that particular area of the organization. It can happen across pretty much any business unit. We’ve worked with accounting and finance, data analytics, product development, and lots of other areas of businesses. So typically, we work with folks anywhere from startup to enterprise-level, really all depends on what they’re trying to accomplish and what resources they’re willing to put in.

Tom Poland 2:14
Super. Thank you. Six minutes left, and question number two, what’s the problem you solve for your client? How would you define that?

Jordan Levy 2:22
So most of the Fortune 500 companies from just 50 years ago are no longer Fortune 500 companies, and the reason why is because they’re not able to connect meaningfully. And it seems like it’s very complicated to build programs that engage young professionals, or the employees or the interns. It’s complicated. And so we partner with schools, we help to recruit the students, and ultimately mobilize them as resources to work on challenges, which ultimately should turn into hiring outcomes. And so that’s really our role, is to really create an ecosystem and really provide efficiency and effective tools for building these programs and managing these programs that result in exceptional learning experiences, and also hiring for organizations that are growing.

Tom Poland 3:10
So a true win-win. Fantastic! So tell us about- eventually, so I mean the whole of the Fortune 500 companies that 20 years ago, are no longer a Fortune 500 companies and they’re sort of almost declined through a lack of fresh, often young, smart people that can view the world through a current reality rather than an old paradigm. Other than that, question number three is around the symptoms that a business leader would be noticing in their business that would give them kind of a heads up that they need to talk with you. Four and a half minutes left.

Jordan Levy 3:46
So I think the symptoms are that they’re growing and need to tap into the entry-level talent market, or that they’re experiencing some turnover with some of the entry-level talents. The average is about every two and a half years, someone between the age of 16 and 34 is going to leave your organization. It’s even less at the bottom of that out in that bracket. So I think those are the folks that should be using experiential hiring practices. It’s just as much for you to vet the students as it is for the students to actually decide if this is a good fit, and that’s what really motivated me to get started originally as well.

Tom Poland 4:21
Yeah, a level playing field. Fair enough. So question four, and we’ve got four minutes left. What are some of the common mistakes that you see organizations making before they find your service before they come across capsules? What are some of the wasteful things that they’re doing that could have been prevented?

Jordan Levy 4:41
I think the most wasteful thing to do is just not do an internship program because you don’t want to spend the effort on assembling one and making it a good experience. And so that’s typically the case with most companies. I mean, we’ve worked with about 200-250 companies over the last few years, putting these programs together, and not a single one of them has a formal internship program.

Tom Poland 5:05
Right.

Jordan Levy 5:06
So we are the solution for them to be able to connect with the next-gen in a way that’s organized that ultimately generates the outcomes that they’re looking for, and is a source of inspiration and talent.

Tom Poland 5:16
And they don’t have to try and figure out what their intern program is going to look like internally. You guys are the experts at that. Okay, that makes good sense. Thank you. Question number five, and just under three minutes left, can you give listeners one valuable free word of advice, or tip, if you like, it’s not going to solve the whole solution, they probably need a cap source for that, but it might take them a step in the right direction?

Jordan Levy 5:42
So I think one thing that could take you in the right direction is if you don’t want to work directly with us, just reach out to your local university and just say, “Hey, I have a business in the area. How can I support you and your students?” You know, what’s really unfortunate is that the schools often don’t know how to handle an inquiry like that, so it ends up going nowhere. What will happen if it’s an effective organization or one that’s using cap source, they’ll find a program that actually can support you and has the right education, mentors, and project scoping folks to make sure that the project is off to a good start. And so that’s what I would encourage you to do if you want to connect with the next-gen and you just don’t know how.

Tom Poland 6:22
Perfect, thank you. A minute, 45 left. Question six is where can people go to get more information?

Jordan Levy 6:29
So capsource.io or my LinkedIn profile is an easy way to learn about us. You could see the different perspectives of our platform as a student, as an educator, or as an industry user, and reach out. We’d love to connect with folks and really build relationships and bridge the skills gap, which leads to solutions.

Tom Poland 6:48
Capsource.io. Thank you, sir. Question number 7, 75 seconds left, what’s the one question I should have asked you, but didn’t?

Jordan Levy 6:59
I think kind of the “why”, right? Like one of my favorites, Simon Sinek started with why. And so, you know, my experience as a student, going to a top tier institution, I went to Lehigh. I only had one internship when I graduated, and that internship was the single-handed, most important factor in defining my career because I did not like it. I learned then that I actually had no interest in being in accounting and finance, which was a bit too late. Right? I only figured it out at that point, before that I was just a camp counselor and worked at a catering hall. And so I want to give other young professionals an opportunity to connect like I get to by working with folks like you, Tom, or business leaders at DoorDash or educators from Harvard trying to connect their students with really cool nonprofits to work on impact projects. Yeah, I think that’s why we do it is to motivate students and-

Tom Poland 7:57
Jordan, thanks so much for your time.

Tom Poland 08:00
Thanks for checking out our Marketing The Invisible podcast. If you like what we’re doing here please head over to iTunes to subscribe, rate us, and leave us a review. It’s very much appreciated. And if you want to generate five fresh leads in just five hours then check out www.fivehourchallenge.com.