Why Are Men Increasingly Opting Out of College? And why does this matter to HR?

In episode 79 of The HR Famous Podcast, longtime HR leaders (and friends) Tim SackettKris Dunn, and Jessica Lee come together to discuss the declining participation rate of males across colleges and universities in America.

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 sent a note to JLee about women’s workplace fashion coming out of Covid and learned a lot in the back and forth.

7:15 – What would you tell someone in 2021 who was sick of their job and wanted to quit? Should they wait before they have another job and join what’s been called “The Great Resignation,” where people quit before having their next gig lined up. Is this a generational thing?

9:30 – JLee thinks that the ability to quit a job before getting another job has a privilege that many people don’t have.

11:00 – Tim says it’s a proven fact that it’s easier to get a job when you have a job. He says don’t quit a job until you have the next.

13:00 – KD mentions an article from the Wall Street Journal about the declining rate of men choosing to attend college. College campuses are becoming a split 60/40 female-to-male.

15:00 – Tim says this is only an issue if we have a functional way to get men into trade-skills careers and similar types of jobs. KD thinks that pointing to alternatives to college as a reason for the drop is not the whole story.

19:30 – KD asks JLee if she can’t fathom a world where men become a focus point for colleges and the companies they serve, or if she believes the world will be unwilling to do that. She thinks both.

20:00 – JLee wonders if there is too much pride in this country to develop programs to build up and take care of young boys through programming. Kris discusses how cultural changes and resulting shifts on campus have created a mismatch between how young men view themselves from a masculinity perspective and their view of campus life.

24:30 – JLee notes that she thinks educational environments don’t often do a good job catering to a diverse set of students and that this could be part of the larger issue of men choosing not to attend college.

26:45 – Tim thinks there are only three avenues for graduates from public schools and that a lot of students aren’t ready or aren’t a good fit for college.

31:45 – JLee says that a man cannot be the one that is the voice and the face of a male-centered campaign to help with this declining rate. Tim points to the fact that a man trying to lead the cause would be seen as an über-conservative. KD wonders aloud why the topic of masculinity can only be viewed as negative and viewed in an extreme way when different versions of masculinity exists and all are not toxic.

Choose Your Hard…

I was at SHRM Annual last week and a very common story from everyone I spoke to, know matter their title, was the fact that recruiting talent is extremely difficult right now. Most organizations are in desperation mode, and I’m not saying that to be dramatic.

There’s a concept that motivational folks have been using for a while now. The concept is “Choose your hard.” Meaning, a lot of stuff in life is hard. It’s hard to be overweight and not feel good about yourself, it’s also hard to work out and eat healthily. Choose your hard.

It’s hard to get up and go to work each day and put in long hours to make ends meet. It’s also hard to be unemployed and figure out ways to survive. Choose your hard.

It’s hard to recruit talent.

There are so many things organizations can do to recruit talent better. You can hire great recruiters and give them the right tools. You can actually fund your recruitment marketing and advertising appropriately. You can measure and performance manage your recruiters and sources. You can work with your hiring teams to help out as employee advocates to produce more referrals. You can shop out your entire recruiting to RPO or Agency. You can hire great employees who love your brand and train them to be recruiters. You can go out and lead the market in pay and total compensation packages.

All of this stuff is hard to do.

It’s hard because most of this stuff comes with accountability. If I can talk my CEO and CFO into funding us correctly, this will come with some expectations of performance. I will put a bullseye on myself and my team.

It’s hard to get fired from a job because you didn’t perform. Because you didn’t do the work that was needed to be successful. That you didn’t put in the work to build the plan, to acquire the needed resources, to lead your organization to success.

Don’t get me wrong, working harder is not a strategy. Working harder is a short-term fix, that eventually leads to failure and burnout. Hard is doing the work that needs to be done so your sole strategy is not just working harder.

At the end of the day, we all have to choose our hard.

#SHRM21 Wrap – What I learned at @SHRM Annual this Year!

It’s a wrap! The largest HR conference in the world happened this past week and weekend, with around 8,000 in-person HR pros in attendance and another almost 4,000 online virtually. SHRM’s Annual Conference is one the most attended conferences in the world each year, so it was fun to see it back live.

What I learned from SHRM Annual 2021:

– The 8,000 in-person attendees really wanted to be in person! I’ve seen a few people online be very against in-person conferences, The HR Technology Conference has also seen its haters, but the reality is, we will be facing Covid most likely for the rest of my life, like the flu. SHRM and LRP, and many others are doing the work to figure out our new normal. The people who showed up were active and excited, and the live conversations were fun and needed for a lot of people’s mental health. The SHRM crew was vigilant around masking and tracking, and most likely we’ll see this kind of thing at conferences for a while.

– SHRM is making some big advances into the HR Technology space. They had an HR Tech startup pitch fest, which ran through regional SHRM chapter competitions with the finalist pitching at Annual and they even brought in Shark Tank judge Daymond John to sit as a judge. SHRM also has started SHRMLabs around technology and is attempting to have some impact on the HR Technology space. Also, SHRM CEO, Johnny Taylor, commented publicly that SHRM will continue to build more knowledge in this area. Shout out to Guillermo Corea, who is leading SHRMLabs and I’m excited about the future of SHRMLabs under his direction.

– The SHRM Blog Squad is no more, and the replacement is the SHRM Influencers. Those that accepted the assignment were active and awesome! SHRM kind of dropped the ball in terms of setting them up with some special things. The Influencer lounge was sparse and not something you would want to hang at, and I would expect this to evolve as well in the future. Most of the social push SHRM gets at Annual is done by this small group of really dedicated pros.

– SHRM got kind of stuck with dates, so it wasn’t awesome having the conference run over a weekend and end on a Sunday in the west coast time zone. Most attendees took off early Sunday to get back for work on Monday, which made it fairly lightly attended on Sunday. Not much they could do, having to change dates and venues, you kind of take what you get. Everything will be back to normal in June 2022 when SHRM Annual is going back to New Orleans!

– The SHRM members I spoke to, especially those who have been to multiple SHRM Annual conferences were super impressed with the content and speakers. We’ve had some crazy times since SHRM 2019, and there was a lot of knowledge sharing and ideas floating around. The first-time attendees I spoke to all seem to really love it as well. I find the vast majority of SHRM members who come to the Annual conference really like the experience and feel like it elevates themselves as professionals.

– The SHRM Expo was smaller than the past few years, which was expected, but still very big. My biggest takeaway was the lack of TA and Recruiting technology companies there when every single attendee is desperate for help in hiring! Hiretual was one of the standouts and it seemed like they were consistently running demos. The number of Health Tech companies there almost seemed odd. It seemed like every other booth was Health Tech. The SHRM audience definitely trends SMB to Mid-enterprise, where most of these “HR” titles are buying for everything across their stack. Recruiting tech that caters to those HR shops that have 1-10 HR and TA users definitely could kill it at SHRM Annual.

– There is a very small but vocal group of Johnny Taylor haters, who also happen to be non-SHRM members, on social media, but I find that SHRM members love JCT! I spoke to many members and specifically would ask, “Tell me, what do you think of Johnny and the job he’s doing at SHRM?” 100% of just normal SHRM attendees I spoke to have really high praise for Johnny and the changes at SHRM. He might not be everyone’s cup of tea, but the membership believes he’s the guy.

– SHRM Board Member, Steve Browne, the “people’s” board member, is done and moving on to other career things. It seems like just yesterday that the HR social media crew pushed a campaign to get Steve voted in, and we felt like we finally had a voice on the board of the world’s largest HR association, and he took that role very seriously. With Steve stepping down, Paula Harvey is our new board member for the people! I hope Paula gets voted in and I think she’ll be an awesome replacement for Steve. Steve will be missed, but I know he’ll stay active within the SHRM community.

At the end of the day, I always leave SHRM Annual feeling fulfilled emotionally and mentally. To be surrounded by thousands of HR pros who are all working to make themselves better is an uplifting experience for our profession. To see our community sharing with each other and being so thankful for the knowledge they are getting is a very cool feeling. It’s an investment to attend to be sure, but I think it’s an investment that pays for itself for those to attend and get involved.

Congrats to the SHRM staff and volunteers for pulling off another SHRM Annual event and maybe the most challenging event ever. Shout out to Damona Barnes who will lead the volunteers for SHRM Annual 2022, I got a chance to finally meet her in person and she and her team are going to kill it in New Orleans!

RESET – A Leader’s Guide to Work In An Age of Upheaval – new book by @JohnnyCTaylorJr and @SHRM

I’m out at the SHRM Annual Conference this week and excited to see all my HR Peers and Friends! It’s a big event since SHRM didn’t have an in-person 2020 conference and by far the largest in-person conference I’ve gone two in a very long time!

SHRM CEO, Johnny Taylor, is also launching his new book, RESET: A Leader’s Guide to Work in an Age of Upheaval, and it couldn’t be better timing for HR leaders and organizational leaders looking for ideas and solid data around managing through our new world of work.

One of the things I really like about this book right off the bat is that Taylor worked closely with SHRM’s Research arm to really pack a ton of data into this book. I think most modern HR and Organizational leaders want ideas backed by research and SHRM has a ton of data to pull from with such a large global membership.

The reality is with so many organizations adding remote and hybrid work environments we truly are in a new frontier of building an organizational culture around very different types of work, all combined into one very new digital culture phenomenon (which just happens to be my talk at SHRM Annual this year!).

Johnny Taylor is known as a very strong speaker and storyteller, and it comes out in his book as well. RESET does a great job of weaving in data, with real-life organizational examples, and Taylor’s strong storytelling to make this book an enjoyable and quick read. This should easily become the HR Book Club choice of the year for sure, as our HR and Leadership teams work to reinvent our organizational culture over this year and next.

RESET hits on all the important themes of today, talent retention, DEI, internal mobility, and solving the skills gap. And I love that Johnny and SHRM put together a new Culture Score Scale (NICE) around Net Promoter Score, Inclusion Factor, Curiosity Indicator, and Employer Brand. It’s a modern people measure for sure, and one that I think most HR and Talent pros will find very interesting!

RESET is officially being launched this week at SHRM Annual and it’s definitely designed to be a leadership playbook for organizations working to reinvent themselves around one of the biggest challenges, historically, any of us have ever faced. You can grab off the SHRM website and I’m sure all the normal places you buy books!

When Virtual Firing Goes Very Wrong! #HRFamous

On episode 78 of The HR Famous Podcast, longtime HR leaders (and friends) Tim SackettKris Dunn, and Jessica Lee come together to discuss campus recruiting, how terminated employees can cause damage, and some of our favorite firing horror stories.

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 – It’s conference season! Tim wonders if conferences will permanently have a virtual option now.

5:45 – Tim asks if the team has had any experience recruiting new grads or soon-to-be college grads. Tim calls out Handshake for changing the campus recruiting process. He asks JLee how campus recruiting at Marriott works and what the frustrations are.

8:45 – JLee mentions how a lot of career-center employees are out of touch with the corporate world and simply rely on their relationships to help their students.

11:15 – KD brings up John Nykolaiszyn from Florida International University (who was a guest on KD’s other pod Best Hire Ever) as an example of a campus career services leader doing it right.

13:30 – Tim harps on career services for hiding their students instead of making them really available for employers.

16:45 – Tim says that what CHROs want from universities and colleges is a LinkedIn for college students. They want some sort of database that is like LinkedIn that will allow them to search for new hires in their areas.

19:00 – Tim hired two new grads to his company and he had to reach out to career services directly to get on Handshake since he had a ”low trust score.”

21:30 – MarketWatch recently released an article about an upset HR executive that deleted 17,000 resumes from their system after being fired. Tim asks the crew to share their best resignation/firing story.

25:00 – KD tells a story about the termination of a blue-collar employee at a former company he worked with. He had to restrain the terminated employee to help save a manager.

27:30 – JLee’s story involves a fired employee and someone’s personal mini-fridge and helping them remove it from their office.

33:00 – Tim says that companies need to have their systems locked down when firing someone remotely or they can risk someone doing damage to their online systems and databases.

The LinkedIn Invite That Got Me to Click!

The recruiter in me is constantly trying to figure out the best subject line for emails and Inmails to get a response. At the end of the day, I need people to click to open so I can potentially recruit them. That’s how we become successful in recruiting, getting people interested!

My #1 go-to subject line for years has simply been my last name “Sackett”. Just that one word in the subject gets more click-throughs than anything else I’ve used. Now my friends Stacy Zapar and Angle Verros will both kill me if I don’t mention that the real #1 click-through subject line is really anything personal to the person you are sending it to!

For me, being a huge Michigan State Spartans fan, if you sent me an Inmail or email that said, “Go Green” I would definitely open that message! It’s specifically personal to me and I know you had to take a few seconds to understand me as a person.

This Lady Got Me!

Here’s the LinkedIn Invite that got me to accept:

Brilliant LinkedIn Invite

So, I’m not making fun of Yvonne! I’m admiring her marketing brilliance!

I only accept about 40% of my LinkedIn invitations because, like you, I get so many that are just spam and/or sales outreach for things I do not want or need. The moment you accept comes some cheesy sales pitch and you end up hating yourself for accepting! So, I’m pretty picky. This one got me!

Right away I was leary. “Private Coach” – no thanks! “Business Owners” – Ugh, sales pitch coming…but Yvonne did something special. She personalized it, or at least it felt personal to me! “I’ve decided not to send you the generic LI invite…” And then the magic, “Fingers crossed”!

FINGERS CROSSED!

I got duped by a generic mass invite message, by a person saying “THIS ISN’T GENERIC” and then saying “Fingers Crossed”! My mind couldn’t comprehend that this wasn’t an actual personal message. It seemed so personal and yet was not personal at all once you really dig into it.

I was the idiot. The moment after accepting came the auto-response cheesy sales pitch! Ugh! Damn you, Yvonne (if that’s even your name!) you go me!

I actually was super impressed and told her, right after removing the connection! Give credit where credit is due. She got me and I had to give her a hat tip. It’s pretty rare that I find a truly magical wording that can get someone to click, and I think she found it. And I think we all should steal it because it’s actually marvelous in its simplicity!

G*d Damn, fingers crossed got me. I feel like such an amateur right now!

7 Words That Turn Candidates Off!

Communication is a tricky thing. It’s so easy to turn off another party by simply using just one wrong word, especially when you’re trying to build a relationship with a candidate you potentially want to hire.

I think there are some words and phrases that have a high probability of turning off a candidate to want to come work for your organization. I speak to students a few times a year about interviewing and I tell them something similar, which is what you say can automatically make a hiring manager not want to hire you!

Think about being an interview and the candidate starts to tell you why they’re no longer working for ACME Inc. “Oh, you know it was just a ‘misunderstanding’, I can explain…”

“Misunderstanding” is a killer word to use while interviewing! It wasn’t a misunderstanding! You got fired! The ‘misunderstanding’ is you not understanding the crap you were doing was wrong! 

So, what are the 7 Deadly Words you should never use as a recruiter? Don’t use these:

-“Layoff” – It doesn’t matter how you use it. Even, ‘we’ve never had a layoff!’ “Layoff” isn’t a positive word to someone looking to come to work for you, so why would you even add it to the conversation!

-“Might” – Great candidates want black and white, not gray. “Might” is gray. Well, we might be adding that tech but I don’t know. Instead, use “I’m not sure, let me check for you because I want to get you the truth.  Add

-“Maybe” – See above.

-“Unstable” – You know what’s unstable? Nothing good, that’s what! If something isn’t good, don’t hide behind a word that makes people guess how bad it might be, because they’ll usually assume it’s worse than it really is!

-“Legally” – “Legally” is never followed by something positive! “Legally, we would love to give you a $25K sign-on bonus, but…” It’s always followed by something that makes you uncomfortable. When trying to get someone interested in your organization and job, don’t add “Legally” to the conversation!

-“Temporarily” – This is another unsettling word for candidates. “Temporarily” we’ll have to have you work out of the Nashville office, but no worries, you’ll be Austin soon enough! Um, no.

-“Fluid” – Well, that’s a great question, right now it’s a fluid situation, we’re hoping that hiring you will help clarify it! Well, isn’t that comforting… Add: “Up in the air” to this category!

We use many of these words because we don’t want to tell the candidate the truth. We think telling them exactly what’s wrong with our organization, the position, our culture, will drive them away. So, we wordsmith them to death!

The reality is most candidates will actually love the honesty and tend to believe they can be the ones to come in and make it better. We all want to be the knight on the white horse. Candidates are no different. Tell them the truth and you’ll end up with better hires and higher retention!

Do we need to redefine “Entry Level” jobs? #HRFamous

On episode 77 of The HR Famous Podcast, longtime HR leaders (and friends) Tim SackettKris Dunn, and Jessica Lee come together to discuss come together to discuss what back-to-school shopping looks like, Lululemon’s culture issues, and what a real entry-level job looks like.

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

2:00 – Back-to-school season is here! Tim saw an article about a Delaware school district that is paying their students’ families to drive their kids to school because there is a bus driver shortage.

6:00 – JLee’s son is obsessed with Nike Dry Fit, but he doesn’t know the difference between Target and Nike because he can’t read. Target it is!

7:45 – Tim’s youngest son does not care at all what he wears, so no new clothes for back to school!

10:00 – Some Lululemon employees have come forward recently and complained about a bullying environment in their workplace. Many employees get asked before they work if “they sweat today.”

16:00 – Tim thinks that this is a startup vs. a growth-company issue. Startups will go to great lengths to find employees who match their culture, but the more you grow, the more people will stray from that culture.

19:15 – JLee wants her kids to live as she did with no brand names. Tim said his dad would pay for half of whatever brand-name shoes he wanted in high school.

21:30 – KD mentions that this is a lighter version of the same issue that faces Hooters when hiring since the brand revolves around people’s appearances.

22:30 – JLee noticed a report on LinkedIn about the shrinking number of entry-level jobs and that now, entry-level jobs require years of experience.

26:00 – Tim says that a job is not an entry-level job when they require years of experience in the field of the job, and he doesn’t like it when companies act like these jobs are truly entry-level.

29:00 – Tim mentions Enterprise’s management training program and how everyone tried to replicate it because it was so successful.

33:00 – KD likes a group or a cohort of new hires where they can experience it together and demonstrate a strong alumni base post-entry-level position.

7 Quick Lessons to Improve Your Recruiting Immediately! #GlobalTADay

First, before we get into the juicy content, Happy Global TA Day to all my TA, Recruiting, Staffing RPO friends out there working the grind! Today is a celebration of our profession! For me, recruiting has always been one of the most important aspects of any organization. We, the Recruiters, work daily to increase the talent in our organizations, and I’ve yet to find a CEO who won’t say that is one of the most important things an organization can do!

The 7 Lessons:

  1. Advertising works – what I’m finding right now with most TA shops, SMB to Enterprise, are they are funding their job advertising like it’s 2019, and 2021 is a completely different animal! I’m seeing organizations spending 5-10X to get the same traffic. So, open the check book, it’s time to up your advertising budget!
  2. Push for Referrals. No! Harder! Employee referral hires make up on average 40% of your total hires for most organizations. They are on average some of our highest quality of hires. Work to get more of these! That doesn’t necessarily mean higher referral bonuses. Before you pay more, invest in some great referral automation technology.
  3. Establish an Employee Advocacy Group. We have a small set of employees who love their jobs, the company, etc. This small group can help us spread our employer brand message, jobs, etc. For little more than some recognition, a few lunches, and some inside access. Use the power of your employees to incraese your brand!
  4. Nurture your own Resume Database in your ATS. Your ATS database is your most underutilized resource you have in Talent Acquisition, by a thousand miles! Maybe a million miles. Every single person in there at one time applied to a job saying I love you I want to come work for you. If we actually threw some great CRM technology on top of that database, you would be amazed at how many additional hires you could make. We currently use two tools Loxo and Candidate ID.
  5. Old School is New School. I keep hearing from Enterprise TA leaders that old school recruiting activities like, in-person career fairs are working right now! Why? All of the new automation has made recruiting a bit more impersonal, and candidates actually like being able to talk to a real human and get told “yes” or “no” to their face. At the very least, they don’t get ghosted or lost in the black hole!
  6. Increase your Automation! But, wait, you just said…Yeah, it’s one or the other, it’s both! A.I. driven automation, especially in high volume hiring, will help you hire faster and better. Having an AI driven chatbot on your career site will drive more applies. The data is all pretty clear on this tech.
  7. Train and Develop Your Recruiting Teams! Want to be better at recruiting, how about putting some money into making your recruiters better! I love the training tool that Social Talent has. My entire team has been through it. SourceCon also has some good training.

Bonus Tip! Actually, measure your recruiting funnel and react accordingly. I find most TA shops measure things that really don’t move the needle in recruiting. You need to know the baseline activity of your recruiters, so you can actually understand what your overall recruiting capacity is, and if recruiters are meeting a level of activity to produce results.

I actually wrote all of this in my book (The Talent Fix), along with some other stuff! But, as it turns out, most people hating reading books! 😉

Happy Global TA Day my friends!