The #1 Thing Recruiting Leaders Can Do in 2021 to Improve Recruiting!

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There is a saying amongst many in the Private Equity world. The #1 thing you do after an acquisition of a company is to double its sales training!

Why?

Private Equity makes acquisitions to make money. The fastest way to make money is to increase revenue. That means more sales. Some will say it’s to decrease costs, but decreasing costs can have both short and long-term effects on revenue. So, get sales up, and then work to make the organization more efficient, etc.

Recruiting is sales! 

Want to make your recruiting better? Make your recruiters better! Great recruiting technology does not make average recruiters better. It makes them more average faster. Help make them a better recruiter, then give them great tools so they can be greater faster.

The number one thing a talent acquisition leader can do is increase the training of their recruiting team. The problem is, most talent acquisition leaders aren’t in the weeds enough to know how to do this on their own. So, we go out and find “experts” to come to train our teams.

The problem with so many recruiting experts is they are failed recruiters. They couldn’t recruit well, so they decided to go teach others how to not do it very well. For every great recruiting trainer, or recruiter training technology platform, there are a hundred awful recruiter trainers!

So, we get frustrated, “Well, Tim, we tried that a couple of years ago, it didn’t work, it was a waste of money.” Okay, I hear you, but you don’t stop trying! Just don’t go back to that person who wasn’t good. Great TA leaders, running great TA teams, have ongoing development and training of their teams. Not a “we tried it three years ago and it didn’t work’ development and training program!

Great recruiter training should pay off exponentially to your investment! 

I like to talk about recruiting dollars and sense. A mid to large talent acquisition shop can easily train their entire recruiting team for about the cost of one big agency fee. For that investment, you’ll probably save 5-10 agency fees, if the training is good and sustained!

It’s not a one-to-one investment to the outcome. It should be five to ten times the investment.

The mistake we make is we instead get sold on the premise that all we need to do is just have better technology. (BTW – it’s not an and/or proposition! It’s both! You need better recruiters and better technology!) Better technology does not make a bad recruiter better. Say that to yourself five times in a row!

What are you doing in 2021 to Improve Your Recruiters? 

In the past couple of months, we continue to hear about hiring increasing at an alarming rate. Organizations are going from zero to one hundred! On top of the rate of increase, so many TA shops cut their staffs during the pandemic, so now we have this problem. A problem that won’t have quick fixes.

You will have to build back up your team. Build back up your technology. AND, build back up the development of your team. Otherwise, you’ll make a short-term problem, a long-term problem, and probably one you’ll eventually get fired over.

You need to ask yourself, right now, what am I going to do to develop my team over the next six to twelve months? How can we do this so we get sustained improvement? What is the best bang for our buck, right now?

Are Your Executives Addicted to Leadership Porn?

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On episode 65 of The HR Famous Podcast, longtime HR leaders (and friends) Tim Sackett, Kris Dunn, and Jessica Lee come together to discuss electric vehicles, leadership porn, and ride-sharing companies ramping up signing bonuses for drivers due to wait times and fares being up significantly.

Listen (click this link if you don’t see the player) and be sure to subscribe, rate, and review (Apple Podcasts) and follow (Spotify)!

Show Highlights

3:00 – KD asks JLee what the first electronic vehicle (EV) she’ll own will be. JLee’s husband wants the Tesla Model Y. Tim wants the Hummer EV Edition 1, but he might have to get it used.

8:00 – First topic: CEO and leadership clickbait! All HR people have seen a leader who will create a big email thread about an article they’ve become obsessed with.

10:00 – This is the CNBC article by Compass CEO Robert Reffkin about five quick tests for hiring. Some of these include the “good person,”, “energy,” and “another offer” test.  KD thinks it’s a hoot and representative of everything that’s wrong with leadership content.

12:30 – Tim thinks that Reffkin sounds like he’s trying to hire a grandmother with some of his rules. Do we really want everyone to live by the golden rule? And how do you freaking figure that out in an interview process?

14:30 – Reffkin discusses in the article how the term “culture fit” can be a disguise for discrimination, then proceeds to add ways he can hire whom he wants with his own, made-up principles.

18:00 – KD says the problem with “leadership porn” is when it gets passed down to the masses who maybe don’t have the experience or expertise to critically look at the lessons getting passed down.

20:30 – Don’t try to match your navy’s folks!

21:30 – Time for the CHRO move of the week! Snap (formally known as Snapchat) hired Darcy Henry as their new CHRO. She was poached from Amazon.

24:00 – If you want an entry-level HR job, try recruiting!

27:00 – Driver shortages are really crushing the ride-share companies like Uber and Lyft as reported by The Verge. KD reports that rid-sharing companies are adding their own stimulus program by way of signing bonuses for drivers.

29:00 – JLee reports that Peter Cappelli says that companies need to stop complaining about the labor shortages because they “broke trust” with workers in his new article. KD acknowledges that JLee is simply reporting what he said, then mocks Cappelli for blaming companies for eroding trust because they had to cut payroll or go out of business because of a global pandemic.

31:30 – Tim says that once the stimulus ends in September, hiring is not going to get magically easier and it’ll still be hard to hire hourly workers.

The Weekly Dose: @Visage_Jobs = Smart Sourcing

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Today on the Weekly Dose I take a look at sourcing technology Visage. Visage is a platform that allows you to leverage crowdsourced, best-in-classes sourcers from around the world with AI embedded technology and outreach.

I run a technical staffing firm, where all of my recruiters run a full desk and I would classify them as excellent sourcers in their own right. But, like every other company, from time to time we have capacity issues. Too many jobs, not enough time and talent to get them filled!

Wouldn’t it be nice to have a professional sourcer at your beck and call?

I had a friend refer Visage to me. She and her team were using it to help them source passive candidates that her recruiting team could then reach out to. Of course, I was skeptical. Sure! I’m going to pay them money to have some person in India working for $2 a day just sending me crap off LinkedIn and Job Board databases! I didn’t need that, I needed “real” sourcing help! Thankfully, Visage actually worked.

How does Visage work?

  • You give them an upload or a copy and paste of the job you want them to work, and their AI matching technology immediately matches you with a real Sourcing Pro that has background and knowledge of the type of talent you are looking for. The more details the better!
  • This Sourcing Pro then goes to work and will send you around twenty potential candidates. Your Recruiter then takes a look at the first run of candidates and gives feedback to the Visage sourcer.
  • The platform runs on credits. So you buy so many credits for so many dollars, the more you buy the cheaper they get, etc.
  • On the back-end, the Visage sourcing pros are actually graded on how well they do based on your feedback on the candidates they send you. So, if a Sourcer sucks, they won’t last long, because they’ll grade out poorly and eventually be dumped.
  • From the Visage platform, you can then send personalized emails out to candidates.

What we learned:

  • The more detail you give the sourcing pro the better the quality of candidates they send you. Understand these are only “sourced” candidates, completely passive, there is no outreach by the sourcing pro to these candidates. So, you can get very specific: We don’t want candidates from “X” company, and only in “X” market or city, and must have three years of experience, and they must be from “A, B, or C” company.
  • If a Sourcing Pro sends you someone that is completely off, you can get a credit back from Visage if it’s a total miss, but honestly, if we gave great detail, we found almost no misses.
  • The problem we ran into was not about Visage, but our own team and outreach. Most recruiters are used to working with “Active” candidates and not cold-sourced candidates. The outreach we had to use was much more personalized and extensive than for active candidates. Once we got that straightened out, we had really great success. (I.E., you can’t send them some crappy mass email and think you’ll get responses!)

Overall

Visage is a sourcing technology that we will use again! We found the quality of candidates found for us to be of a really high match and quality. Of course, you have to put in context that you are working with passive candidates, not active, so your response rate will always be fairly low. You also have to give very specific feedback to make it all work to the best possible result.

From an investment standpoint, we figured we got a 6 to 1 ROI. For every dollar we spent with Visage, we got back 6 dollars in value for the people we hired based on the cost of hire metrics. This actually was trending higher the longer we used it as we got better in giving better feedback, and got better at our own messaging. That is a very solid ROI for recruiting technology.

Playing the Long Game in Talent Acquisition!

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Yeah, but we need talent NOW!

I hear you. No, really, I HEAR you! And I feel your pain, I also need talent right now. In fact, I have not spoken to one organization since March who hasn’t needed talent. Everyone needs talent, now!

Here’s the thing…

(Editor’s note: This is where Tim will wax poetically about the big philosophies in life and some sh*t.)

It’s not about winning the battle, it’s about winning the war! CEOs love saying stupid sh*t like this, am I right? Actually, we aren’t fighting a war, we’re just trying to fill some jobs, calm down, Cindy! (Cindy is my fictional CEO, FYI) So, we have some short-ish term pain, currently in finding talent. The problem is, most TA leaders and organizations will spend 99% of their focus on this current issue.

When you do this, the current issue, becomes your future issue, because you have no vision or plan to actually get out of your current situation. Your current situation sucks, but you don’t want it to keep sucking. A part of me wants to tell leaders to just ignore the present if they truly want to solve the problem. Just go to your hiring managers and say, “Look, we can’t help you, you’re on your own!” The pain will probably be about the same anyway, but you’ll actually get to build a true plan for solving your real issue long term.

Of course we can’t do that without getting fired by Cindy.

We must play the short game and the long game simultaneously, at least, that’s what the best leaders will do in this time of crisis hiring. You’ll have your team fight the fire, while you truly maintain a focus on the future, ignoring the burning building you’re sitting in the middle of. That’s hard to do, and the only way you get away with it is by constantly communicating you’re working on a “permanent” solution for the crisis for the future.

The reason we don’t play the long game in talent acquisition is that we feel too much pressure to fix the present. The problem is you can’t fix the present, that is beyond broken, you can only fix the future. But, if our c-suite trusts we know what we are doing, we buy ourselves time to do what really needs to be done to fix this stuff permanently. Turns out, they will trust us more if we are communicating our plan for the big fix!

The Long Game Plan

Blah, blah, blah, just tell us the plan!

1. Admit that your stuff is currently broken and a mess, but we’ll have to muscle our way through this crisis in the short term.

2. Have a vision of a long-term plan and solution. We need some belief we won’t be living in this hell forever.

3. Look for some short-term wins for your team. Maybe it’s a new tool, some extra help, something that shows them this time it’s going to be different.

4. Make a timeline of action items. This might be a year or more. If you’re stuck in a crappy, dated ATS contract for the next 18 months, your plan is going to change drastically right away. But, this also gives you time to build the right process, tech stack, and team you need.

5. Get alignment of your plan with finance to secure the resources you’ll need. This actually solidifies your plan in concrete because finance pros are pretty good at following up constantly wanting to know how and when you’re going to use those approved resources!

And of course, constantly communicate publicly what you are doing and going to do. Being a great leader is part execution, part politician, and part being a dealer in hope. And right now, your organization needs some talent hope!

Apple Fires New Hire Based on Employee Petition

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On episode 64 of The HR Famous Podcast, longtime HR leaders (and friends) Tim Sackett, Kris Dunn, and Jessica Lee come together to discuss Apple’s firing of a new employee based on an employee petition. Also: cursing in the workplace.

Listen (click this link if you don’t see the player) and be sure to subscribe, rate, and review (Apple Podcasts) and follow (Spotify)

Show Highlights

1:30 – The whole gang’s back together again!

3:30 – KD is on the recruiting trail for recruiters! He’s learned a lot about the current market, and he says the biggest thing he’s learned is that a lot of recruiters viable recruiting jobs aren’t really that into the world of recruiting.  Many don’t work to create their own professional network, which means they’re just farmers, relying on direct applies.

6:00 – Tim thinks that there isn’t that big of a difference between a recruiter with some experience and a recruiter with a ton of experience that may be getting paid a ton more.

8:20 – When is it OK to swear at work? Shoutout to friend of the pod, Suzanne Lucas, for writing this piece for Inc. about when is it acceptable to drop some F-bombs in the workplace.

10:00 – BTS: KD wouldn’t run Tim’s episode of Best Hire Ever because he swore too much.

12:30 – JLee shares that when Marriott was vetting Tim to come speak, one of the lawyers said that Tim had to watch his cursing.

13:30 – Back in the day, Tim auditioned to do a “kitchen nightmares” type show, but for fixing businesses. The feedback he got was that he needed to curse more.

18:00 – Next topic: Apple terminated Antonio Garcia Martinez, author of Chaos Monkeys, a very successful book. He was fired from a paragraph in his book that some Apple employees found to be misogynist.

22:00 – Tim asks the question, “Do platforms like Slack and Teams give people an opportunity to speak online in ways that they wouldn’t speak in person?”

26:00 – KD thinks that the burden has never been lower and is easy to pile on. KD has read the book and talks about the fact that the book is written in a form of persona by the author. Also, Apple hired AGM even though he wrote a tell-all book on Facebook, which is interesting.

29:00 – KD says that Apple will likely settle with the author for $10 to $15 million, based on the fact they knew about the book, had talked to references about the book, and AGM is now unemployable in tech based on Apple’s actions.

7 Very Short Rules For Being Better At Recruiting!

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Over the past few months have had dozens of conversations with Talent Acquisition leaders across America. From SMB to Enterprise, all types of markets, and all with basically the same kind of problem. The need to get better at recruiting, and the need to do it very quickly! (By the way, I actually wrote a book on how to do that! Duh!)

The reality is, none of these folks wanted to read my book (TL;DR). Okay, actually, some have, but they still wanted those silver bullets. Yeah, yeah, I can read the book, but “really” just tell me what I need to do right now to get better! We are desperate to hire better, NOW!

Very Short Rules for Better Recruiting!

1. You must advertise your jobs.

No, posting your jobs on your own career site doesn’t count! Also, this isn’t free. Quality advertising that gets results will cost some money. Also, just posting on job sites, for most, will not be enough. Job sites are for people looking for jobs. The best organizations advertise to people who are not actively looking for a job, and those people are not on job sites.

2. Stop working on requisitions for Hiring Managers who are not “immediately” ready to hire.

Your team already has limited capacity to recruit. You don’t need to be messing around with openings with a hiring manager who is unsure. “Well, just leave it open. Maybe someone will apply.” No, it’s canceled, when you’re serious about hiring we’ll re-open that position and make a hire.

3. If a job is always open, it’s never open.

No one wants a job that is always open. There is a problem with that job. Why can’t you fill it? Why is it never closed? “But, Tim, this is a greenfield position!” Stop it! Think about this from a candidate’s perspective and the recruiter’s perspective. A candidate doesn’t want a position that never closes, and a recruiter doesn’t want to work that position. Plus, it’s very difficult to get both recruiter and hiring manager ownership over a position that never closes. If you have openings that never get filled, there’s a bigger issue at play.

4. It’s not Quality or Quantity, it’s both.

When it comes to measuring a recruiter’s activity and performance, quality and quantity are not mutually exclusive. We need both. You must work through enough candidates to get both a certain level of quality and enough quantity to meet the obligations of the job. We don’t have a quality issue, because every one of our recruiters would only send high quality. Not having enough quantity then becomes a work effort issue, that can be solved in a number of ways.

5. If your recruiters aren’t using your old ATS, they will not use your new ATS.

We buy technology because we truly believe it will make our TA team/process better. Thus, if they are not using our technology, there is a belief that they are better than your investment in technology. So, you must assume that this will happen with any new technology you buy as well. In my experience, this actually happens in about 90% of cases. It’s not a technology issue, it’s an adoption issue.

6. You must know your own baseline recruiting capacity, then improve upon that.

Yes, I can tell you how many reqs, on average, a recruiter can effectively carry. Also, that number is basically meaningless to you. Your team, your leadership, your technology, your market, is different than everyone else. Continuous improvement of yourself, should be your true measure. You only know if that is happening, if you know your baseline performance.

7. Stop doing anything that doesn’t lead to or help you fill jobs.

Most of my job, as a recruiting consultant, is not about finding out what you’re not doing, but finding out what you are doing that you should stop doing. 100% of the time I find recruiters and recruiting teams doing things that have very little to do with filling open requisitions. While, organizationally, those things might be important stuff. Functionally, they are a waste of time.

Bonus Rule:

If you have recruiters who love to administer your recruiting process, but they do not love to actually recruit, you have two options: 1. Fire them; 2. Move them into Recruiting Operations if you’re an enterprise-size shop. You need recruiters who recruit, not ones who talk about the process. We do not have the time nor the resources to carry non-recruiting, recruiters on our teams. FYI, letting them go, won’t hurt your capacity, they weren’t really recruiting anyway!

What are your favorite recruiting rules for being better at recruiting? Share in the comments so we can all get better together!

If you can Recruit, you can Recruit!

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I grew up and lived most of my life in Michigan. There are so many things I love about living in Michigan and most of those things have to deal with water and the 3 months that temperatures allow you to enjoy said water (Jun – Aug). There is one major thing that completely drives me insane about Michigan.  Michigan is at its core an automotive manufacturing state which conjures up visions of massive assembly plants and union workers. To say that the majority of Michigan workers feel entitled would be the largest understatement ever made.

We have grown up with our parents and grandparents telling us stories of how their overtime and bonus checks bought the family cottage, up north, and how they spent more time on their ‘pension’ than they actually spent in the plant (think about that! if you started in a union job at 18, put in your 30 years, retired at 48, on your 79 birthday you actually have had a company pay for you longer than you worked for them. At the core of the Michigan economy, this is happening right now and it’s disastrous! Pensions weren’t created to sustain that many years, and quite frankly they aren’t sustainable under those circumstances. Seniority, entitlement, I’ve been here longer than you, so wait your turn, etc. are all the things I hate about my great state!

There is a saying in professional sports – “If you can play, you can play”.  Simply, this means that it doesn’t matter who you are, where you come from, how much your contract is worth. If you’re the best player, you will be playing.  We see examples of this in every sport, every year. The kid was bagging groceries last month, now a starting quarterback in the NFL!  You came from a rich family, poor family, no family it doesn’t matter, if you can play, you can play. Short, tall, skinny, fat, pretty, ugly, not-so-smart, if you can play, you can play. Performance in your specific field of play is all that matters. A few year back the NHL released this video supporting the LGBTQ community (if you can play…) –

This is why I love being a recruiter!  I can play.

Doesn’t matter how long I’ve been doing it.  Doesn’t matter what education/school I came from.  Doesn’t matter what company I work for.  If you can recruit, you can recruit. You can recruit in any industry, at any level, anywhere in the world. Recruiting at its core is a perfect storm of showing us how accountability and performance in our profession works. You have an opening – and either you find the person you need (success), or you don’t find the person (failure). It’s the only position within the HR industry that is that clear-cut.

I have a team of recruiters who work with me. Some have 20 years of experience, some have a few months. The thing that they all know is if you can recruit, you can recruit. No one can take it away from you, no one can stop you from being a great recruiter. There’s no entitlement or seniority – ‘Well, I’ve been here longer, I should be the best recruiter!’ If you want to be the best if you have to go out and prove you’re the best.  The scorecard is your placements. Your finds. Can you find talent and deliver, or can’t you? Black and white.

I love recruiting because all of us (recruiters) have the exact same opportunity.  Sure some will have more tools than others but the reality is if you’re a good recruiter you need a phone and a computer, and an ability to connect with people. Tools will make you faster, not better. A great recruiter can play. Every day, every industry. This is why I love recruiting.

Emotion vs. Logic is the Failure Point of Great Leadership!

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“You can’t defeat emotion with logic.”

-Unknown

The biggest failures in my life in relationships have always been this singular issue. Someone was emotional, and I tried reasoning with logic. It’s the basis of almost every Twitter fight I see, Facebook fight, etc. It seems to the root cause of cancel culture in general.

I’m upset over something, no matter how trivial or inconsequential you might believe it to be, and you try and reason with me. Light fuse. Explosion.

I think one of the reasons logic fails so often when facing emotion is that emotion wants to be felt, and heard. When logic tells emotion, you are wrong, and here is a series of evidence of why you are wrong, emotion does not feel like it was felt or heard. I mean, logically, I think this is the reason!

I’m not a huge Star Trek fan, but I watched enough of it back in the day to get the gist. Captain Kirk was emotion, and Spock was logic. Captain Kirk was constantly frustrated with Spock because he addressed everything with simple logic. Spock on the other hand would constantly turn his head and look at Kirk like a dog when you talk to it, not understanding at all what you’re saying, but understanding you are trying to talk to it.

I find logic comforting. There is an order to the world, and that is calming to me. I find emotion exciting because you are never fully sure where this might be going. One second you are screaming at each other, the next second you are passionately kissing. Um, what!?! Emotion does some crazy stuff! Logic stays in its lane.

Great Leaders tend to be “Logically Emotional”!

When I think of the best leaders I’ve worked for and with, they were mostly logical. I mean of all the characteristics you want in a leader, being “unstable and emotional” will not make the Top 100 of that list! It’s one reason why employees will constantly say things about leaders in surveys like, “I don’t think she even cares!”

I can guarantee you that leader cares more about the success of the organization than you do, by a million percent! That she is living, eating, breathing every element of the organization. But, she is most likely not emotional enough for you to believe she cares as much as you. That’s because you’re getting emotional and she is staying logical.

At the same time, my great leader examples in my career tended to know the exact perfect time to show some emotion. It was usually specific, on the right side of history, and would fall within popular opinion with the employee base. Standing up for an employee going through a very difficult time, standing up for the company in a very difficult time, etc. They were experts in being logically emotional. Never a robot, but also never out of control.

The next time you find yourself feeling like you might be getting close to getting into a conflict, take a moment to just ask yourself, am I on the emotional side of this conflict or the logical side. Understand, if you are really emotional, you will tell yourself you are being logical! So, you might also have to ask yourself, is the other side of this conflict being emotional or logical. If they are being logical, most likely they are viewing you on the other side, because two people having a logical discussion about a topic that might be on opposite ends are not in conflict.

Does “Motherhood” belong on your resume? #HRFamous

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On episode 63 of The HR Famous Podcast, long-time HR leaders (and friends) Tim Sackett and Jessica Lee come together to discuss Motherhood On The Resume (MOTR), time off from working, and how being a parent raises your levels of empathy. 

Listen below (click this link if you don’t see the player) and be sure to subscribe, rate, and review (Apple Podcasts) and follow (Spotify)!

SHOW HIGHLIGHTS:

2:00 – JLee was out last week because she was vacationing in a tiny house! She wasn’t the biggest fan of it…

4:00 – Have you ever seen anyone put being a parent as an experience on a resume? Tim has seen it a few times for people coming back to work after taking an extended break away to raise a family.

5:30 – There is a new movement to “add mother to your resume” in hopes to destigmatize the duty of being a mother in a workplace environment. 

7:00 – Are you okay with your kids’ calling you by your first name? Tim’s son calls his wife by a nickname that is similar to her first name and she’s alright with that but Jessica thinks it would be weird if her kids’ called her by her name. 

10:00 – Tim thinks that there are going to be lovers and haters regardless if you make a decision like putting “parenthood” on your resume. He says go do it if you want!

14:00 – MOTR: Motherhood On The Resume! Check it out here!

15:00 – JLee came across a viral LinkedIn post about getting asked ‘what you have been doing to occupy your time’ after being laid off. 

16:45 – Tim thinks that it’s a valid question to be asked from a TA perspective because you never know what could be going on in that person’s life, even if it’s in the middle of a recession/pandemic. 

21:00 – JLee asks Tim what’s the longest gap where you’re feeling extra weary. He says he only gives executive employees 12 months of a break on their resume before he gets curious.

24:00 – JLee mentions that empathy training for recruiters and TA pros could be really helpful in order to get honest answers from candidates. 

28:00 – JLee and Tim both note how parenthood has made them more empathetic in job interviews and recruiting settings. 

32:00 – Thanks to JLee and Tim for shouting out my (hi, this is Cam!) first BuzzFeed article. You can check it out here!

—————Jessica Lee, Kris Dunn and Tim Sackett

Kinetix

HRU Tech

Jessica Lee on LinkedIn

Tim Sackett on Linkedin

Kris Dunn on LinkedIn

The Tim Sackett Project

The HR Capitalist

Fistful of Talent

Boss Leadership Training Series

Delivering Exceptional Experiences to Employees and Candidates!

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In 2021 and moving forward into the future, HR and TA leaders will be tasked with delivering “exceptional” experiences for both our employees and our candidates. It’s the future of work. People expect that “work” won’t be an awful experience, that we’ll get as much as we give, and we aren’t just talking about the exchange of compensation. Getting paid is no longer enough.

I’ve partnered with the folks at Symphony Talent to share some free resources and data because we share the same ideas and strategies around how to make this happen. The 4-part research study is called The Exceptional Experiences Research Report and it’s broken into four sections, which as of today have all been released and you can download them for free:

Also, on July 27, my friend and TA Technology Analyst and Expert, Madeline Laurano will be holding an exclusive limited-access roundtable event to discuss The Future of Exceptional Experiences for Employees and Candidates. Sign-up now, so you can reserve your spot!

Why should we even bother with delivering exceptional experiences?

  1. Because the risk is, someone you are competing with for talent will, and while you will still get talent, you will not get the good talent.
  2. Longer tenure delivers better operational performance. That is a fact. The better an employee experience is, the longer they will stay around. Another fact.
  3. If the Pandemic has taught us anything it’s that life is short and unexpected. You deserve to work at a place where you actually like that experience. So does everyone else. The great thing about being in HR and TA is we actually have some control over this!
  4. This isn’t difficult. Yes, it is work. But in the end, it’s work you can be proud of and get behind.
  5. This is strategic stuff! We always whine and complain about not being strategic! Here’s your chance!

Go download the four reports. They’ll give you the ideas and the data to get the leadership support you will want. Also, sign up for Madeline’s roundtable before all the spots are gone, this will be a dynamic discussion with fellow peers all looking to elevate their function!