Best Hire Ever

In Episode 14 of BEST HIRE EVER, Kris Dunn chats with Leah Daniels, SVP of Strategy at Appcast, to discuss recent research into Apply Rates and Cost Per Application on the recruiting trail, with traditional trends contrasted with post-COVID data and a discussion of what comes next. Leah and KD use the recent Appcast report covering 45 million job clicks and 3 million applies to find the most interesting trend lines to help you figure out what comes next in 2020 and 2021!

Please subscribe, rate and review (Apple) and follow (Spotify) to get the latest delivered to you. Click here if you don't see the player below!

SHOW HIGHLIGHTS:

1:29 – KD welcomes Leah Daniels from Appcast. Leah describes how programmatic serves as a natural aggregator of recruiting trends and can provide a great basis to determine what works, what doesn't, and how to get better candidates with better ROI.

6:10 – Leah talks a bit about her career including research, strategy and data-focused roles at Zoom Info prior to joining the team at Appcast.

8:45 – KD and Leah intro the research she recently released, the 2020 Midyear Recruitment Marketing Benchmark Report, including 3 millions applies and 45 million clicks – enough data to be super meaningful.

10:15 – Leah breaks down the value of data-driven recruiting with specific impacts to the post-COVID recruiting scene, the CARES Act, etc.

12:05 – KD and Leah break down the need to take data and be Agile in your recruiting practice. Leah talks about the agility needed during the COVID period – noting that increasing bids generally didn't work during COVID, but other strategies such as adjusting job titles was surprisingly effective. Leah breaks down the opportunity in job titles to increase apply rates – including hourly rate, shift, notes on "hiring right now", etc – in times like the COVID crisis.

19:20 – Leah and KD discuss the concept of "hunkering down", when great candidates are hesitant to make a move in recessions – which increases the pressure on employers and recruiters to attract great talent that already has a decent job.

23:15- Leah discusses the value of making sure you post your jobs on the right day of the week (generally Monday as most cost effective and Tuesday as highest apply rate) to increase Apply Rate and reduce Cost Per Apply. Generally speaking, people are more engaged in applying early in the week.

25:20 – Leah discusses why candidate search and apply becomes more expensive on weekends.

27:45 – Leah breaks down the need to look at your apply process from a mobile-first perspective.

29:45 – KD wants to know why HR pros are the most active profession in applying for jobs during the COVID crisis! Leah gives a HR-friendly answer!

33:50 – KD and Leah discuss what the data shows recruiters can do to improve their results – day of the week of posting, job titles, opening lines in description.

35:10 – Leah breaks down the Glassdoor rating that is needed to acquire candidates at an affordable rate – companies with good Glassdoor ratings have lower CPC and cost per application.

40:10 – KD asks Leah (who lives in Boston) to fully commit to Cam Newton! She does, but refuses to abandon Tom Brady!

In Episode 13 of BEST HIRE EVER, Kris Dunn chats with Kinetix HR Consultant, Jennifer Hoffer, about the nuances and positives of facilitating leadership training classes virtually using Zoom – the awkward moments, the tools available, the power of live skill practice via Zoom breakout rooms, ability to engage, etc.

They discuss initial expectations in needing to adapt to the times and switch from live training to facilitating on a virtual platform and being pleasantly surprised with some of the advantages of virtual training.

Please subscribe, rate and review (Apple) and follow (Spotify) to get the latest delivered to you. Click here if you don't see the player below!

SHOW HIGHLIGHTS:

2:50 – The Power of Names – KD and Jenn discuss that her kid might be either an Avenger or a Navy Seal when he grows up because his name is bad@$$.

10:35 – Brace yourselves. Kris and Jenn discuss why using the Breakout Rooms in Zoom for discussion and skill practice are actually better than live training. (*Gasp*)

12:10 – Did you know the Zoom Breakout Rooms have multiple features you can customize for your training groups? Kris and Jenn talk about manually or automatically assigning participants to groups, controlling the time, "ask for help" features, etc.

15:00 – Kris talks about the power of using a "cheat sheet" or job-aid for your skill practice framework via Zoom and how managers can benefit from this in live conversations with employees going forward.

18:46 – Zoom, this one's for you. Kris and Jenn have a wish list for you to make virtual training via your platform even better.

23:35 – Finally, you can only pick one – live or virtual. You'll be surprised what they choose.

27:30 - KD and Jenn talk about the need for more product development on the "general session" or "full class" environment to compliment some of training advantages of Zoom Breakout rooms.

In Episode 12 of BEST HIRE EVER, Kris Dunn chats with Phil North (VP of People at Handled) and John Hollon (Managing Editor at Fuel 50, Sr. Writer at Fistful of Talent) about AB-5 and Prop 22, battling laws and upcoming votes on the classification of contractors in California, their impact on hot gig economy apps like Uber and Lyft and the potential spread of similar employment law across the US.

This is one of the best breakdowns you'll find of what's going on, so check the timestamps for what interests you most below and get in the know!

Please subscribe, rate and review (Apple) and follow (Spotify) to get the latest delivered to you. Click here if you don't see the player below!

SHOW HIGHLIGHTS

2:09 - John Hollon provides the best breakdown you'll find of AB5 (Assembly Bill 5) in California (passed 1/1/2020). John breaks down the 3-point test related to what constitutes an employee or contractor in California (while KD interjects and does commentary), talks about the sponsors of the bill and the broad impact to the gig economy.

12:00 - Phil North (HR Leader at Handled) talks about being a VP of People and the impact of AB5 building a W2/1099 workforce in California and beyond. He talks about his experience learning the gig economy by becoming an Uber driver and how his company navigated AB5 to do business in California. KD and Phil talk about how HR leaders can get costs down in this environment via technology and moving to viewing employment on a fractional basis.

24:00 - John, who lives in California, talks about Proposition 22 (on the ballot in November and funded by $100M in Uber and Lyft money), which looks to prevent drivers from being classified as employees but does nothing to help other professions covered by AB5. John talks about the 30 lawsuits currently pending in California, the reaction of Uber and Lyft to the bill, as well as pre-emptive strikes by a host of other states to make sure AB5 can't spread to their workforces.

29:36 - The team talks about how companies and some prominent business leaders are leaving California as a result of items like AB5. KD also talks about how his son automatically got the impact of AB5 on a host of gig economy apps after a brief conversation.

40:00 - Phil does his best Gary V and says that regardless of the outcome of Prop 22 and potential spread of AB5 type of stuff, business leaders will find a way. KD agrees and John shares the opinion that cooler heads will prevail, but it's complicated given the other challenges in California.

RESOURCES AND SHOW NOTES:

------------ Phil North and John Hollon

Phil North on LinkedIn

John Hollon on LinkedIn

John's AB5 post on Fistful of Talent

AB5 on Wikipedia

------------Kris Dunn

Kris Dunn on LinkedIn

Kinetix

The HR Capitalist

Fistful of Talent

Boss Leadership Training Series

Kris Dunn on Twitter

Kris Dunn on Instagram

In Episode 10 of BEST HIRE EVER, Kris Dunn chats with EVP and CHRO John Whitaker about executive onboarding - where it works, where it goes wrong and what new leaders need to think about as they enter a new organization. Along the way, they discuss a condition called "Imposter's Syndrome" and provide their hot takes on the best way out of the funk. John shares his experiences onboarding into companies as a new leader and tells KD what he's learned.

If you want to hear more from John, go subscribe at HRHardball.com, read Whit's back catalog on FOT, and look for the HRHardball podcast debuting October 1st!"

Please subscribe, rate and review (Apple) and follow (Spotify) to get the latest delivered to you. Click here if you don't see the player below!

SHOW HIGHLIGHTS

2:10 - John and KD start by talking about Texas A&M (John) and Auburn (KD) football, the pandemic, et al. John shares that his road trip to Auburn was better than the one he took to Tuscaloosa (Alabama).

4:20 - John talks about his recent move from Sage to National Partners in Healthcare as an HR Leader, how the pandemic encouraged the move.

6:05 - KD and John talk about not knowing the language in a new industry, and John shares the fact he had his own slang he was throwing around to new teammates.

8:25 - Topic is being an incoming new leader at an organization – what do coming leaders generally mess up related to this? John and KD talk about where they feel like they've failed before? Announcing presence with authority is discussed.

13:00 - What the heck is "Imposter Syndrome" when it comes to new leaders? We talk about how it impacts women, men, etc.

19:50 - John and KD talk about what type of new leader doesn't feel imposter syndrome.

24:00 - KD and John discuss Imposter Syndrome at lower levels in the organization, good movement in companies on asking individuals to Lean In and learned roles in gender and beyond.

26:55 - What are the coping mechanisms for imposter syndrome? John tells the story of challenges he's faced from direct reports early in new roles, etc. John and KD discuss the agendas of people who come to you first, share their opinions about others, etc.

30:00 - John and KD discuss two profile new leaders meet in new roles - the "The Quiet One" and the "Apple Polisher."

38:00 - John and KD discuss whether onboarding for a new leader is necessary, or whether it's better for a new leader to figure it out on their own. "That's what the money is for" is discussed.

RESOURCES AND SHOW NOTES:

------------

John Whitaker on LinkedIn

HR Hardball (John's Site)

John's Writing on FOT

------------Kris Dunn

Kris Dunn on LinkedIn

Kinetix

The HR Capitalist

Fistful of Talent

Boss Leadership Training Series

Kris Dunn on Twitter

Kris Dunn on Instagram

In Episode 10 of BEST HIRE EVER, Kris Dunn chats with Holland Dombeck McCue of Delta Air Lines about her career path as a Millennial with Maximum Drive & Ambition in the workplace. The conversation includes talk about Holland being one of KD's best hires ever at Kinetix, as well as the source of Holland's drive and ambition in the way she was raised and how she evaluates drive and ambition in others when evaluating candidates.

Millennials are good! Worth the listen alone for the story of how Holland got her second job at Walgreens as a 16 year old!

Please subscribe, rate and review (Apple) and follow (Spotify) to get the latest delivered to you.

SHOW HIGHLIGHTS:

1:20 - KD makes Holland blush from praise from the jump!

2:00 - Holland shares how she and KD got connected in 2010 for her first job in marketing. Holland was too "quirky" for a Kinetix client, but the Kinetix recruiter in question flipped her to KD and the rest is history.

4:30 - Kris shares that Holland was probably the most focused young professional he's ever seen related to drive and execution. Holland talks about what other people have told her related to her ambition, as well as the challenges of being a woman with drive in the workplace.

6:40 - Holland talks about her career arc from Kinetix to Cox Communications to Delta Airlines. #ATL

9:13 - Holland talks about where her drive and ability to execute comes from - was it Nature vs Nurture? Holland talks about how she was raised and exposed to at a young age. We discuss.

12:00 - Holland describes her first real job - a front desk at a dance studio. Holland talks about how she got the job and how she "lost" the job.

13:35 - Holland talks about how she got her second job at 16 - walking into Walgreens and demanding a job, noting that she wasn't impressed with the customer service at the location! #assertivenessInCandidates

15:30 - Coming out of recession as a college grand (something that many are going through now) – there wasn't a job to found in what you wanted to do – so Holland went to work in retail in addition to doing the only internship she could find. Holland talks about that experience and what was on her mind as she was in that environment as a new grad.

22:00 - KD and Holland talk about societal views of being highly assertive - both as a young professional and as a woman.

25:10 - Holland talks about preferences for managers and the importance of being in the room as a young professional to learn to lead.

26:00 - KD and Holland talk about how she evaluates drive, initiative and execution in candidates for a job on her team. What are the markers she looks for and the responses to her questions that tells her someone is going to execute, own and perform at a high level?

RESOURCES AND SHOW NOTES:

------------

Holland Dombeck McCue on Linkedin

------------Kris Dunn

Kris Dunn on LinkedIn

Kinetix

The HR Capitalist

Fistful of Talent

Boss Leadership Training Series

Kris Dunn on Twitter

Kris Dunn on Instagram

In Episode 9 of BEST HIRE EVER, Kris Dunn chats with Katrina Kibben, CEO and Founder of Three Ears Media, on the value of great job postings and marketing materials, especially in a pandemic-flavored recession. Katrina and KD break down the elements of a job posting that generate results and talk about influencing candidates through great writing copy across all job marketing materials. Along the way, they talk about being a candidate in a pandemic/recession.

Please subscribe, rate and review (Apple) and follow (Spotify) to get the latest delivered to you.

SHOW HIGHLIGHTS:

1:05 - "What up, KD?"

1:30 - KD is a ray of sunshine as he delivers the Q2 GDP numbers and connects it to great job postings.

2:52 - A bit about the artist known as Katrina and Three Ears Media.

5:15 - KD wants to know about the the decision for Katrina to specialize and go DEEEEEEEEEEP in the job posting/job attraction space – why?

9:30 - What are 3 things people can improve on related to their job postings? Katrina breaks down the problems with 1) content being way too long, 2) bad intakes lead to bad content (buzzwords), and 3) Guessing and winging it. Katrina goes deep in each area and drops incredible knowledge.

16:10 - KD asks Katrina for the most challenging personas across hiring managers. A story about Missouri is part of the magic!

19:30 - KD focuses on what he views as the the pandemic/recession dilemma. You're a hiring manager and need great talent. How do you convince people that your company will make it through and they can jump from where they are and be OK at the company you're a part of? Katrina acknowledges the challenge but talks about people who have great jobs that are looking for more.

22:25 - Katrina and KD talk about the isolation via the Pandemic creating time to complement career paths with talented people.

24:00 - Katrina gets technical and breaks down the "Human About Us" portion of a job posting as being the place to create confidence in your company. Don't cut and past a press release. Talk about where you're at right now. Acknowledge the past, talk honestly about the bounce back, etc. #transparency

29:00 - KD asks Katrina how hiring managers can make candidates believe in them as a candidate.

35:10 - Katrina and KD wrap it up with WNBA talk.

RESOURCES AND SHOW NOTES:

------------Katrina Kibben

Katrina Kibben on Linkedin

Three Ears Media

------------Kris Dunn

Kris Dunn on LinkedIn

Kinetix

The HR Capitalist

Fistful of Talent

Boss Leadership Training Series

Kris Dunn on Twitter

Kris Dunn on Instagram

In Episode 8 of BEST HIRE EVER, Kris Dunn chats with Jessica Lee, VP of Global Brand Talent at Marriott International, about growing up in a household with immigrant parents from South Korea. Jessica and Kris discuss her memories of growing up in that household related to themes of work and achievement, building to how that upbringing influenced her own career and choices on how she raises her own children.

Please subscribe, rate and review (Apple) and follow (Spotify) to get the latest delivered to you.

SHOW HIGHLIGHTS:

2:00 - Is it Jessica, JLee or JL? Not Jess or Jessie, BTW.

3:00 - KD talks about the pressure for college admissions, first jobs, etc. on today's young workers. KD points out that Jessica has done great things, but did not have a master plan at 22 or 23 years old. JLee agrees and talks about going on a date in DC with a guy who wanted to know her 5-year plan.

6:15 - Jessica describes growing up in a household with immigrant parents from South Korea. She talks about being a 1.5 or 2nd generation American. Jlee also talks about her first memories related to work and her parents.

8:35 - KD asks Jessica about her parent's desire to "create something" and whether they communicated that vision. JLee talks about the contrast between her parent's approach and her own relationship with her children.

10:45 - Jlee talks about her siblings, their achievements from a career perspective and her role as the youngest in a household with Korean heritage.

14:23 - JLee talks about what she sees in herself related to work based on her memories of being raised by immigrant parents. JLee talks about while expectations were high, there was an expectation/reality that they had to figure things out on their own, which is a cornerstone of who she is professionally.

17:45 - KD challenges JLee to find a single trait to attribute to one her parents and she comes up with a great one - her mother's attention to details and how everything communicates something specific to the outside world - appearance, communication, running a meeting, etc.

23:40 - Jessica talks about the connection of how she was raised to how she's trying to raise her own kids. She talks about the positive impact of having no safety net on her and her husband and struggling with how much her kids should be forced to struggle. JLee also talks about her parent's expectation of a professional career vs how she wants to influence her kids related to career choice. KD asks about what her 2nd generation Korean peers are doing related to safety nets for their children.

30:00 - Jessica talks about how mental illness in her family (peaking in her high school years) also influenced how she was raised and how she views the world, as well as the impact of losing her father when she was 20. All of it combined to provide her with drive and initiative, as well as her worldview. KD asks JLee if the mental illness didn't exist if she would still have the same drive from a career perspective.

35:00 - JLee shares info from her executive coaching sessions. SCOOP! KD and JLee talk about how having a limited safety net build self-awareness and urgency.

39:15 - KD is back to JLee as a parent! How is she going to weave all of it together - background, experiences and more - to get the best possible outcome for her kids? JLee talks about the balance between "stacking the deck" vs forcing them to bootstrap in life.

RESOURCES AND SHOW NOTES:

------------Jessica Lee

Jessica Lee

The HR Famous Podcast

------------Kris Dunn

Kris Dunn on LinkedIn

Kinetix

The HR Capitalist

Fistful of Talent

Boss Leadership Training Series

Kris Dunn on Twitter

Kris Dunn on Instagram

In Episode 7 of BEST HIRE EVER, Kris Dunn chats with Kathy Rapp of hrQ on the changing landscape of hiring HR Leaders and Pros in a Post-COVID World. Kathy and Kris talk about the current state of the HR job market, what skills are in demand, where HR might have fallen short inside companies and what it all means for the HR job market moving forward.

Spoiler alert - Generalists are in increasing demand as staff size contracts and HR leaders face a wide ranging set of new demands.

Please subscribe, rate and review (Apple) and follow (Spotify) to get the latest delivered to you.

SHOW HIGHLIGHTS:

"Only when the tide goes out do you discover who's been swimming naked".

--Warren Buffett (also used by Kathy Rapp)

1:55 - Kathy shares her career path through big company HR to something more entrepreneur in hrQ, which she breaks down related to how they serve the HR community.

4:35 - Then onto the current situation – what's the current state of hiring for professional grade HR pros and leaders at the moment? Kathy talks about HR leaders taking on more, as well as organizations upgrading their HR Talent as a result of the new challenges.

7:00 - Kathy and KD talk about her writing at Fistful of Talent, and the origin story of how she started at FOT over a decade ago. It all started with a Def Leppard post.

11:00 - KD also asks about Kathy's creativity and willing to take risks and the impact it has had in her HR career. Kathy talks about her need for a right/left brain balance.

12:40 - Kathy and KD discuss the many misses HR functions experienced related to employee and internal communications during the COVID lockdown period.

14:30 - Kathy shares other areas where the bar has been raised for HR in a post-COVID worlds beyond comms - including Risk Management and DEI.

15:05 - Kathy and KD give their definition of "HR Generalist" and other titles (hint, it's a lifestyle rather than a career level). Kathy talks about the HRBP title, "people" designations, etc.

18:25 - Kathy and KD dig into what's going on in the marketplace related to HR generalist vs specialist. The market is placing a premium on Generalist skills, and CHROs are rebuilding teams around the Generalist skill set. Kathy and KD talk about how long this vibe will last.

21:00 - Kathy talks about the need for HR pros to lead the conversation about "what's next". KR takes a shot at talking about "having a seat at the table" or "being strategic". Discussion follows related to what is needed vs flavor of the month rules the conversation.

22:50 - Kathy and KD talks about how HR candidates seeking employment need to modify their approach to land a job in this market. Building networks, create a personal board of advisors and staying mentally/physically strong.

27:00 - Kathy riffs on her best hire ever. She won't give KD a name, but gives us one of her secrets to hiring great people in her career.

29:36 - A true talent spotter, Kathy ranks the 3 distinct lineups of Van Halen.

RESOURCES AND SHOW NOTES:

------------Kathy Rapp

Kathy Rapp on LinkedIn

hrQ

------------Kris Dunn

Kris Dunn on LinkedIn

Kinetix

The HR Capitalist

Fistful of Talent

Boss Leadership Training Series

Kris Dunn on Twitter

Kris Dunn on Instagram

In Episode 6 of BEST HIRE EVER, Kris Dunn chats with Matt Cowell of QuantHub on how to make great data and analytic hires for your organization. Matt and KD dig into the three different levels of hiring for data fluency in your organization and what's important with each type of hire. KD takes one for the team and asks all the basic questions you've been avoiding because you don't want to look like you don't get it.

Give this episode a listen and you'll be able to talk shop with the geeks, ranging from descriptive to prescriptive analytics, DATA LAKES (wtf) and have a sense for the ongoing education needed to keep the data savants you're lucky enough to hire for your organization happy and yes - retained.

SHOW HIGHLIGHTS:

1:50 - How do you pronounce data? Matt shares that Kris had it right!! Major W right off the bat for KD.

3:10 - Definition of QuantHub – What does the company do? They figure out if you analytic and data hires know what they are talking about, and they help upskill them once they are in the door.

4:55 - Matt talks to KD about being data fluent in an organization? What does that mean? Matt breaks down descriptive analytics (what just happened) vs predictive/prescriptive analytics. Turns out the lower level is just as important as the higher level.

7:20 - KD asks matt to define the difference between 3 analytic/data jobs in the modern organization - Functional Analyst, Data engineer, AI Specialist. Let's talk about those roles a bit.

12:35 - Matt gets cornered and has to describe what a DATA LAKE is, driven by tools that can do self discovery of data sets.

17:20 - Matt talks about relevant examples of A.I. in the HR and Recruiting worlds, focusing on video interviewing, as well as text and chat recruiting.

19:50 - Matt talks about natural language processing vs simple voice commands and the link to the concept of A.I.

21:20 - KD talks about what he's learned from Matt to deal with buzzwords on intake calls related what's required in the data job family.

26:30 - Matt talks about the need to use tools like QuantHub to upskill FTEs in your organization - especially since there aren't enough candidates to go around.

29:00 - KD and Matt talk about traditional training vs the concept of shorter cycle training that is curated from the web.

32:35 - KD challenges Matt as a data geek to give him his favorite analytics data points from basketball and baseball. He points to 3pt shooting and its impact on PPP in hoops, and launch angle and its impact on home runs and KOs in baseball.

RESOURCES AND SHOW NOTES:

------------Matt Cowell

QuantHub

Matt Cowell on Linkedin

------------Kris Dunn

Kris Dunn on LinkedIn

Kinetix

The HR Capitalist

Fistful of Talent

Boss Leadership Training Series

Kris Dunn on Twitter

Kris Dunn on Instagram

In Episode 5 of BEST HIRE EVER, Kris Dunn connects with Lance Haun (Starr Conspiracy, ERE, Former HR Pro) to talk about why hiring at least one great writer for your team makes incredible sense as a leader – regardless of your functional area or line of business. Lance and KD chop it up about how to spot, find and engage a candidate with writing skills in your hiring process, and how professionals looking to leverage their writing skills for career gain can get noticed.

Never satisfied with one great topic, KD and Lance also explore the Haun family's history of sustainable meat and how Lance's dad sees an explosion of business at his butcher shop when things like COVID hit the American marketplace.

SHOW HIGHLIGHTS:

1:35 - KD starts by calling Lance Haun a killer writer. Lance blushes and begs off and calls his writing history a humbling experience.

2:04 - KD breaks down Lance. HR pro at the start, starting one of the first HR blogs, then becomes a professional writer in our space at ERE and Starr Conspiracy. Lance describes when he knew writing was his differentiator.

7:30 - Lance talks about "social proof" as being the addictive side of writing. Translation – reactions to your writing are good.

9:05: Lance and KD talk about the need for great talent to have writing skills. Lance talks about learning styles still including and being influenced by the written word. KD balks and says he thought that the world was being changed forever by video. #joking

12:55 – What's the best way for a leader to test and confirm that someone can add value as a writer on their team? Lance recommends communicating more than normal via email as a test – long email threads. In addition, getting into someone's process of creating written work product is key to understand their approach to the craft.

16:00 – Lance talks about knowing who the communicators are in your workplace and how that can help drive internal mobility in your company.

19:30 – KD talks about why all leaders – even if they are great writers – need to hire for writing skills so that leader can become an editor rather than a production writer. #delegate

20:00 – Lance and KD talk about the right way to show your writing skills as a candidate. Maximizing your LinkedIn profile and presence is the path of least resistance and greatest reach for most professionals.

24:00 – Lance and KD talk about negative bias that may exist towards professionals who share their thoughts via blogs, LinkedIn and social. Being vocal and sharing your thoughts may limit overall opportunity, but you'll be a candidate of choice for many of the companies and hiring managers that remain.

28:30 – Lance talks about his dad, the butcher shop and how his dad's business has gone up during the COVID crisis. KD thinks Lance could be the Gary V of meat. Lance talks about surprising his dad by running Facebook ads to drive traffic to the shop during normal times. Haunsmeats.com

SHOW NOTES:

Kinetix

The HR Capitalist

Fistful of Talent

Boss Leadership Training Series

Kris Dunn on LinkedIn

Kris Dunn on Twitter

Kris Dunn on Instagram

Lance Haun on LinkedIn

Lance Haun on Twitter

Haun's Meats in Walla Walla WA!