Category Archives: Benefits

The Reality About Salary Expectations

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I think we all know that one person in our life that thinks they get the best deal on everything!  They consider themselves the ultra-negotiator, the person sales people hate to see coming! You know the person -they go and buy a $40,000 car and call and tell you how they got it for $27,000 and the car dealership actually lost money on them.  These are the same people that believe they can also ‘negotiate’ their salary.  There are some realities we face as HR Pros that most employees don’t get.  While we have rules and processes and salary bands – quite honestly, very little negotiation goes into any salary offer.  Younger people are always told, usually by their Dad or some cheesy uncle, to “Negotiate” their salary – “Never take the first offer!”

To me there are 7 main realities about negotiating salaries, and here they are:

1. A good HR/Talent Pro will pre-close you one what you are expecting. This is truly the point where you should be negotiating – the first call. 99% of candidates miss this opportunity.  This is also where you can truly find out what the position pays by playing ‘the game’ – Go in super high and work backwards – you’ll eventually get to the ceiling.

2. Health Benefits, 401K match, holidays – are all non-negotiable, unless you’re negotiating a C-suite offer.

3. Vacation days are usually negotiable – but only if you’re coming in with experience – most entry levels have no room to negotiate this – and if you did negotiate, as an entry level, and get more vacation than they originally offered, calm down, they were willing to give this already – it was a test.

4.  In most positions you have a 10% range within a position to negotiate salary for an experienced professional – they offer $60K – you can probably get $65K without much hassle.

4a. There are 2 schools of thought on this:

A. The fewer the people in a position the easier it is to negotiate salary – the theory being we can hire Tim at $65K, we have  Jill is already hired and working at $60K – but it will only cost us $5K to move her up to that same level – everyone’s happy.

B. The more people in a certain position the harder it becomes to negotiate because the example above, pay inequity now becomes very expensive, and ‘pay creep’ is more of a concern when you have 200 people in a position vs. 2.

5. You can raise your salary up quickly by moving around early in your career and jumping from company to company – but it won’t help you move ‘up’ in your career.  Congratulations you’re making $95K as an Engineer – but you won’t be the first choice to a manager or director position – that will go to the person who has been there for 8 years while you were working for 4 different companies.

6.  HR/Talent Pros (the good ones) expect you will negotiate something – they usually are holding something back to help seal the deal.  If you don’t negotiate, you missed out an opportunity to get something – and that will follow you as long as you are with that company.  The $5K you left on the table initially, compounds each year like bank interest – if you’re with the company 20 years – that one little $5K negotiation will cost you $100K+.

7. The best HR/Talent Pros will tell you up front if they have don’t have room to negotiate – very rarely are they lying.

Share some of your salary negotiation stories in the comments below.

The Rules About Hugging At Work

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Hello. My name is Tim Sackett, and I’m a hugger.   Being a hugger can make for some awkward moments – what if the other person isn’t expecting a, or doesn’t want to, hug and you’re coming in arms-wide-open!?

Fast Company has an article recently titled: To Hug Or Not To Hug At Work? by Drake Baer, that delved into this subject.  Here’s a piece from the article:

“the uncomfortable feeling you get when you realize that your concept of your relationship with someone else doesn’t match their concept. The intensity of awkwardness roughly corresponds to the magnitude of difference in relationship concepts.”

I consider myself to have a number of roles: Husband, Dad, Coach, Boss, Friend, Coworker, etc.  In each of those roles I’ve hugged and will continue to hug.  Sometimes, though rarely, I’ll find someone who isn’t a hugger.  The first time I ever met Kris Dunn face-to-face, we’ve had known each other and talked frequently by phone for a year, at the HR Tech Conference – he was coming out of a session, I recognized him, he recognized me, and I went full ‘bro-hug’ (sideways handshake, other arm hug-back slap combo) on him, and I’m pretty sure he was caught off guard – but played along.  Kris is a closet hugger.  Jason Seiden, he’s a hugger.  So are Laurie Ruettimann and Dawn Burke.  I find Southern folks are huggers, more than Northern.  Western more than Eastern.  Canadians more than Americans.  Men feel much more comfortable hugging women than other men. Women will hug anything.

I thought it was about time we had some hugging rules for the office, so here goes:

The Hugging Rules

1. Don’t Hug those you supervise. (The caveats: You can hug a subordinate if: it’s being supportive in a non-creepy way (major family or personal loss – sideways, kind of arm around the shoulder, you care about them hug);  it’s at a wedding and you are congratulating them; it’s a hug for a professional win (promotion, giant sale, big project completion, etc.) and it’s with a group, not alone in your office with the lights off; you would feel comfortable with your spouse standing next you and watching that specific hug.)

2. Hug your external customers or clients when they initiate hugging sequence.  (The caveats: Don’t hug if: it is required to get business – that’s not hugging, that harassment. Don’t let hug last more than a second or two, or it gets creepy; Don’t mention the hug afterwards, that makes you seem creepy!)

3. Don’t Hug the office person you’re having an affair with in the office.  (no explanation needed)

4. Hug peers, not just every day. (It’s alright to hug, but you don’t need to do it everyday for people you see everyday. Save some up and make it special!)

5. When you Hug, hug for real. (Nothing worse than the ‘fake hug’!  A fake hug is worse than a non-Hug.)

6. Don’t whisper – ‘You smell good’ – when hugging someone professionally. (That’s creepy – in fact don’t whisper anything while hugging!)

7. Don’t close your eyes while hugging professionally.  (That’s weird and a bit stalkerish)

8.  It is alright to announce a Hug is coming. (Some people will appreciate a – ‘Hey! Come here I’m giving you a hug – it’s been a long time!’)

9. It’s never alright to Hug from behind.  (Creepier!)

10.  Never Hug in the restroom. (Make for awkward moment when other employees walk in and see that.)

11.  If you’re questioning yourself whether it will be alright to Hug someone professionally – that is your cue that it probably isn’t.

 Do you have any hugging rules for the office?

A Diversity Plan Even White People Can Live With!

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When was the last time you went to a crowded beach or park, or even went to an outdoor concert where you had to sit on the grass?  I can bet you did something – because everyone does this.  You set up a perimeter didn’t you? A what?! A perimeter. You put down your blanket, maybe an umbrella, some chairs, etc.  You made sure you carved out ‘your’ space, in a public space that is open to everyone.  Hell, let’s face it – if you would have had portable fencing you would have put that up as well.  Humans like to collect, build and attempt to keep all of it.  It’s why the Great Wall of China was built.  It’s why we have a silly fence up between the U.S. and Mexico.  It’s why you have a 6 foot high fence up around your 40 foot by 40 foot backyard in the suburbs.  You’re protecting ‘your’ space.

Diversity is about breaking down those walls, those barriers, so it stands to reason that those barriers that are being broken down are going to cause some folks to be uncomfortable.  In 99.9% of the cases in today’s work world – those folks are white people – and to slice it even further – white men.  Let me give you an example so we can discuss:

Let’s say you work in a company with 100 employees and 88% of those employees are white.  Now HR comes out and says “we value Diversity” (not sure who the ‘we’ is, but we’ll assume our white leadership team who live in the $750K homes and their kids go to schools with zero diversity), and we are going to do a bunch of ‘stuff’ to increase the diversity of our workforce.  Here’s what the 88% hear.  “You 88 white people aren’t good enough.  We need to get rid of some of you and bring in minorities because they can do it better.”  Which might be true.

Remember your blanket in the park?  Someone just sat their chair down in the middle of your white work forces blanket. That isn’t a good feeling.  (It’s uncomfortable for you to hear/read ‘white work force’ isn’t it? Most people who write about diversity/inclusion will use ‘majority’ and ‘minority’ because it puts it in less black and white terms – makes it easier to accept.)

Most organizations and HR shops struggle to do Diversity and Inclusion successfully in their organizations because they are unwilling to recognize this simple reality and address it.   Oh, believe me I hear you right now!  “Tim – diversity and inclusion isn’t about color – it’s about thoughts and ideas!” Then you my friend don’t get the reality of 90% of the organizations out there today.  For most it is still about faces – shouldn’t be – but it is.  To be successful – we have to move beyond that.  So, how do you do that?

There isn’t a perfect solution.  A silver bullet.  But I do know one way that has helped some organizations – but it might give you (HR and leadership) some answers that will be hard for to live with!  Data.  Data doesn’t lie.  It just gives you the truth.  If you ‘truly’ want better performance – through data, find the exact makeup of the highest performing groups and teams in your organization, industry, competitors, etc.  Here’s the catch – data might show you that your 100% all white guy sales team isn’t the most effective.  You might find that the makeup should be 90% 24 year old Asian females and 10% middle age Hispanic males.  You also might find that 100% white guy is the best.  Data will give you truth – most organizations don’t want the truth.  Most HR shops don’t want the truth.  They want to take your 88% white and turn it into 75% white because ‘feels’ better.

I’m not saying your white employees will like to hear that they are all getting let go so you can bring in your all female Asian team, but at least there is a reason based on data – not feelings.  HR and leadership have been sold a false premise that Diversity and Inclusion is good for all.  It makes you better.  And so we march forward like lemmings off a cliff, not questioning the truth.  The truth is – diversity and inclusion might be great for your organization.  The truth is – it also might be disastrous for your organization.  Do the research.  Stop reading USA Today articles.  Figure out what is actually best for your organization.  Don’t blindly follow anything, just because everyone else is doing it.  There is a ‘right’ answer out their for your organization, and you might be surprised at what that answer is.

5 Things That Make Great HR Partners Great!

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I use to think the title ‘HR Partner’ was played out – and it probably was for a time.  There was a point a few years ago when every HR Pro had to change their title from HR Manager, HR Director, etc., to HR Partner.  It always made me feel like we were all apart of a bad cowboy movie – ‘Giddy up, Partner!’  I’ve actually grown to really like the “Partner” in the title of an HR Professional.  While many HR Pros just changed their title, I’ve met some great ‘Partners’ in HR who have changed their game, to match their title change.

What makes a Great HR Partner Great?  Here are 5 things I think makes them game changers:

1. Great HR Partners know your business.  Now wait.  I didn’t say they ‘knew their own business’ – they know the business of who they support. But wait, there’s more!  They know the business of who they support, the way the person or team they support knows it. Say what?!  It’s not good enough to know the business of your organization.  You have to know how those you support know and support the business. That could be different, based on the leader.  One leader might be ultra conservative in their business practices, another risky. A great HR Partner knows how to support them in the way those they support, want to be supported – while still being able to do the HR part of their job.

2.  Great HR Partners have short-term memory. Great baseball pitchers don’t remember one pitch to the next.  Each pitch is new. Each pitch has potential for success.  If they remembered each pitch, the last one, that was hit for a home run, would cloud their judgement about the next pitch.  Great HR Partners are willing to change their mind and try new things.  They don’t carry around their experiences like a suitcase, pulling them out and throwing them on the table each time those they support want to try something new.  Don’t forget about your failures, but also don’t let your failures stop you from trying again.

3. Great HR Partners allow risk.  A great HR Partner is able and willing to accept that organizations have risk.  It is not the job of HR to eliminate risk, it is the job of HR to advise of risk, then find ways to help those they support, their partners, to achieve the optimal results in spite of those risks.  Far too many HR Partners attempt to eliminate risk and become the ‘No’ police.  Great HR Partners know when to say “No” and when to say “Yes”.

4. Great HR Partners don’t pass blame.  If you are a great HR partner and you work with great partners, you will all support each other in the decision making process.  A great HR Partner will never pass blame, but will accept their share as being one of those who supported the decision to move forward.  This doesn’t mean you become a doormat.  Behind closed doors, with your partners, you hash out what there is to hash out.  When the doors open – all partners support the final decision that is made.  A Great HR Partner will have the influence to ensure they can, and will, support that decision when those doors open up.

5. Great HR Partners don’t wait to be asked.  A great partner in any capacity is going to support those they support with every skill they have available to them.  In HR we have people skills – so when those who we support have issues, we offer up our ideas on what we can do to help the team.  Great HR Partners don’t stop at HR advice!  In a time of brainstorming and problem solving the idea that goes unshared, is the worst kind of idea.  I might not know operations, and I will say that up front, but I’m going to put myself out there and tell my partners that eliminating the rubber grommets on bottom of the widget is a bad idea, because while it saves us $.13 per unit, it also makes our product slide around and that ultimately will piss off the customer.

Being an ‘HR Partner’ has very little to do with HR.  Those you support expect you have the HR expertise – what they don’t expect is how great of a ‘partner’ you can be.  Great HR Partners focus on the partnership, not on the HR.

How Obamacare Can Help Your New Hire Retention

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You know what’s really cool?  When major change happens to an industry, entrepreneurial people find a way to make money off that change!  I love America!

Obamacare, The Affordable Care Act, is having major changes to the healthcare industry and some forward thinkers are taking advantage.  One company in particular is a startup out of New York, NY called Health Recovery Solutions.  Here’s what Forbes had to say about what they are doing:

“For too many patients, hospitals have a revolving door: They leave, get sick again, and are quickly readmitted.

The Affordable Care Act aims to curb preventable return visits with heavy financial penalties: If 25% or more of the Medicare patients a hospital treats for pneumonia, heart failure or a heart attack are readmitted within 30 days of discharge, the hospital gets whacked with a 1% reduction in its Medicare reimbursements for every single patient it treats.

The penalties kicked in late last year, and those little 1% slices add up fast. “If a hospital gets $300 million a year in Medicare payments, that’s $3 million,” says Sandeep Pulim, a co-founder and chief medical officer of Health Recovery Solutions, a startup that aims to help hospitals cut their readmissions.”

How do they do it?  They give each patient a tablet with a recovery plan, videos, instructions, etc. when they leave the hospital.  Teach them how to use it and follow up with communications to ensure the patients is using and following the plan.  Let’s say this helps stop 50% of readmissions – that saves the hospital $1.5M in penalties – lets say the service and equipment cost $750K – the organization still saved $750K by using their service. Pretty good ROI!

How does this help your New Hire Retention?

You could use the same methodology with your new hires!  Let’s say your cost of hire is $5,000 per hire (which is very low for almost any kind of hire!), and you’re turning over 25% of your new hires.  This is costing your company thousands of dollars each year.  A tablet is $500 – you load it with content that helps a new hire not only adjust to your culture, but to their job – build a communication and followup plan – engage the hiring managers – reduce your new hire turnover by 50%.  You will save thousands of dollars.  Bam – there’s your business case ROI to buy tablets and build content to your executive team.

Another company has already shown you the road map – you just need to make some adjustments and build content – it takes time, but it isn’t too hard for HR to do.  It’s funny how having to carry around a tablet, as a new hire, will change your culture. People will see them and think ‘hey, that’s a new hire – I should say something. I should do something to help them” – signs and symbols are powerful that way.  Having to log into each day and see what the plan is for them each day, helps new hires focus on where they are going with the company – where they need to be at.  The power of direction and goals, helps add comfort to the uncomfortable nature of starting a new position, in a new company.  Having a built in communication tool between you, the hiring manager and the new hire will definitely let you know sooner when something isn’t right and let you address it.

Innovation happens best when major change is about to hit.  If you look close – Obamacare will give us some great ideas in HR!

 

 

Are You Getting Knocked Up or What?

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I have to stand up and applaud Sheryl Sandberg today.  Not for leaning in.  For finally saying what every HR and Operations person in history has always thought, but every lawyer who works for our organizations would never allow us to do.  Ask a simple question that has huge aspects to how we run our businesses.  “So, what’s the deal?  You knocked up or what? What’s the plan?”  It’s not discriminatory. It’s not biased.  It’s a reality of our workforce.  Women get pregnant and have to take time away to have the child.  Organizations need to plan effectively for this.  To do that the leadership team needs some time to plan.  Seems like a very simple concept to grasp. Yet, most in HR, to this day, advise their leadership teams to never have this conversation with a female employee.

From the Wall Street Journal – Sheryl Sandberg: It’s OK to talk about babies:

“People genuinely want to handle gender issues in the workplace well, but it’s a topic that makes everyone uncomfortable,” says Sandberg. “No one wants to be insensitive, so often they say nothing at all.” One male manager told Sandberg he would rather talk about his sex life in public than take up gender issues with his staff.

Many managers, especially men, may shy away from such discussions because they fear saying anything inappropriate, or worse, illegal. For lots of managers, even mentioning pregnancy and child-rearing is off limits. “The easy and often reflexive recommendation from counsel is often to stay away from any conversation or discussion,” say Joseph Yaffe and Karen Corman, employment lawyers at Skadden, Arps, Slate, Meagher & Flom.

That’s a “very bad interpretation” of gender discrimination laws, Sandberg says. While rules to protect against gender discrimination are necessary, she says they shouldn’t be used to stifle important workplace conversations. “The path of not talking about it is not working,” she says.

So, should you do a 180 and now tell all of your leaders to start asking their female workforce if they’re actively engaged in trying to make babies? No, slow down cowboy!  Here’s some talking points to help move your organization towards having business necessity conversations about potential work disruptions due to pregnancy:

1. Let it be known publicly within your organization how you want to work and communicate with expectant ‘parents’ – both parents need to know, since many families are now deciding to use FMLA time to help care for their spouse/partner and baby.  This just isn’t a Mom issue any more.  Communicate that you expect that parents will miss time for the birth or adoption of a child.  The intent of communicating open and honestly with leadership to help plan your absence so there is as little disruption as possible to organization and for the individual employee.

2. Coach your leaders to never imply or pry about an individuals desires for family.  If your culture is open, your employees will come to your leaders when the time is right.  Be very clear with your leaders – an employees pregnancy is something very personal – some will want to celebrate, some will want to keep if very quiet – don’t treat everyone the same.  Always be supportive of how you as a leader and organization will continue to support them in their career development – in what ever way they decide they want this to go.

3. Acknowledge the realities of what is ahead.  I love having a sit down with HR, the group leader and the employee to have one big open discussion, having everyone on the same page in developing the transition plan.  This includes scheduling a return, which will have some flexibility to it.  The worst thing you can do to a new Mom is to have her go from maternity leave to full work week right away!  Start with partial week or days during the first week.  Talk with the leader about allowing for some additional flexibility during those first days. Be empathetic.  If you feel someone is taking advantage of your flexible policy – address that individually – don’t manage the entire organization like everyone will take advantage – most will not.

I go into each expectant mother conversation planning and expecting 100% will return to work. Period.  I know the reality is, 100% will not return.  I never ask, “So, are you coming back?”  The reality is most will never know until that baby is in their arms.  Those who know for sure, will tell you.  Either way, I don’t need to ask that question, my plan stays the same – how do we support the employee and support the organization will as little disruption to both as possible.

The worst thing we can do as leaders and HR Pros is act like everything is the same and not talk about it.  It’s not.  There will be change and great organizations plan for change, and make the best of the situation at hand.

Want Higher Employee Engagement? Integrate a Cat Charity

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Have you ever tried to get your employees to join a Habitat for Humanity project, or go down to the local homeless shelter to volunteer?  It seems like an easy endeavor, I which of your employees don’t want to help out the less fortunate?  Apparently, most of them!  From Georgetown University’s Center for Social Impact:

“…the study underscored this new dynamic: You are twice as likely to see a message from one of your social network contacts promoting an animal charity as you are a human rights campaign. And causes dedicated to the disabled or homeless are even less popular, the study found.”

It sounds unbelievable right?  I mean, we all hire great, caring people – we are great, caring people, so why is it we would rather support a charity to help animals, than our own brothers and sisters who are living on the street? I call it the face test.  It’s easier for us to look into the eyes of a dog and cat and feel empathy.  It’s difficult to look into the eyes of a homeless man or woman – it makes us uncomfortable.  It’s similar to when people have a hard time talking about death – it becomes a little to real for them.  You having to engage a homeless person puts into real terms what life potentially has to offer – to you.  It makes you very uncomfortable.  So we combat that by making ourselves feel good – by donating money to animals.  We can rationalize that to ourselves – these beings can’t take care of themselves – so I will help them.

How does this help your Employee Engagement?

Pretty simple – don’t fight psychology – you’ll lose.  I’m not saying don’t support homeless charities – please do!  What I am saying is that your employees will rally around and be more engaged to help homeless pigmy goats, or barn cats in need of food.  It’s sad, but true.   People like to feel like they are making a difference, but most don’t want to get their hands dirty.  Local animal shelters needs funds. Great!  Our employees are the best, they’ll help!   And, they will.  That’s a good thing for your engagement.  Don’t focus on the negative, focus on what you can control in your world.  If you truly feel that bad about the concept, go out on your own and donate your time and resources to take care of actual humans.

Believe me, I’m guilty of this as well.  I support the crap of finding a cure for Leukemia. Truth be told, I’ve never met or known anyone with Leukemia – yet each year we do specific fundraising things just to help this cause.  I drive by a homeless guy almost every day on way to and from work – and I’ve never once offered to help him – not thrown him a couple bucks, dropped off food, nothing.  Psychology is a monster.  I vow to stop and offer some assistance the next time I see a homeless person.  I also vow to start an office program to help disabled kittens – it’s sure to get high participation!

 

 

Direct Deposit Has Killed Compensation Motivation

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Do you open your birthday cards and simultaneously do the “money grab”/catch, knowing-wanting something to fall out of your card?  Or do you play it cool and let it fall to the ground, acting like you didn’t expect it!?  That’s what I trained my kids to do – and act really surprised at the same time.

Seriously!? Don’t lie.  You do it.  How do I know you do it?  Because everyone does it!

There’s something emotional about opening a birthday card and finding money or a gift card in the card.  When there isn’t something in there, you almost feel the need to explain to the person – “oh sorry, we didn’t have time, here’s $20!”

One of the great traditional HRish things we use to get to do was to hand out paychecks on payday!  Don’t worry kids, ask someone over 30 to explain it to you.  It was a piece of paper you carried into a bank and would sign the back of this piece of paper and the bank would give you money! Yeah!  Anyway, direct deposit, paycards, etc. have almost completely killed paychecks and the need to go around on payday and hand deliver them to your employees.  That’s right kids – you had to meet face to face every other week with real employees! Sounds crazy, uh?

Paycheck delivery did a number of very motivating things, that in our rush to be ‘more efficient’ we have lost:

1. Payday euphoria!  Every payday when checks were being handed out you could almost feel the energy building in the organization.  Your boss or someone in HR/Payroll would walk around and hand out check, make small talk, give words of praise – “Have a great weekend!”, “Don’t spend it all in one place!”, or my personal favorite – “Can I have a loan?”

2. Leadership connections.  It really forced a ton of leaders to go out and deliver the ‘pay’ for the week.  Which really put them in a situation to have to say something nice to each employee! Crazy how motivating that is for employees after a long week!

3. A trophy for everyone.  When you got that paycheck in your hand, you felt like you accomplished something.  Here’s what I did all that work for.  I can look at it, I can see it, I can smell the ink! (don’t judge, I was born in the 70’s)

There is a definite emotional and some would say, physical, response to being handed a week or two’s worth of pay.  For most people, it feels good.  It feels like accomplishment.

Direct deposit takes that all a way.  On Friday afternoon, you don’t get a visit from your boss or HR. You don’t get to know your local banking people and get fresh new bills and those little money envelops from the teller and DumDum sucker for the kids.   Direct Deposit, while great in its efficiencies, has effectively killed one of life’s great joys.  Cashing your paycheck.

So, what do you think HR Pros – would you ever go back to handing out physical paychecks each week?

 

 

Ugly People Hate Recruiting’s Newest Silver Bullet

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One really great thing about the traditional resume is that you can be a Troll and no one will know until you actually show up for the interview! Hey, getting to that point is half the battle.  Once you get into the interview room and you’re super uggs – you’ll get a courtesy 20 to 30 minutes at least.  This gives you some time to actually break down those initial rejections to your looks and prove yourself worthy of working with these beautiful people!  It’s really win-win.  Long live traditional resumes.

The reality is, ugly people are running scared right now!  While video interviewing and video profiles aren’t new – they’ve finally gotten to the point where ultra conservative corporate HR and Recruiting departments are beginning to use them.  The tech has gotten so simple, your baby boomer hiring managers can figure it out – at least if they can figure out how to open an email. Plus, the ROI on cost is ridiculously low, as compared to flying someone in for an interview.  It’s not if, but when, most companies will be doing video interviewing and screening as a major part of their recruiting process.

That sucks if you’re Ugly.  Now, you’ll never make it to that interview room for the courtesy interview – Video Interviewing Vendors have stolen your dream.  Blame them – and your parents for your genetics, heck blame it on the rain – doesn’t matter, you’re not making it through.  Unless!  Unless, you follow these easy tips for nailing your video interview/screening opportunity:

Don’t look like yourself.  Seriously – if you’re not the ‘pretty friend’ in your friend group, ask the pretty friend to help you get ready for the interview. It’s a video – not a runway – only worry about what you’re wearing from the shoulders up.  You have to have your best hair day ever.  Professional makeup – cover up anything you can see in good lighting.  Again, don’t do this yourself – ask someone much better looking than you for help – or pay to have it done.

Practice. Not into a mirror, not to your cat, not to your Mom.  Practice on video. Yes you can – you have a smart phone – just set it up on something and push record – then watch it back. Repeat 250 times.   You’ll instantly notice all the things wrong with you – that’s good.  Now limit those annoying things you’re doing, because that is what someone else is going to see instantly.  Practice is key, because most automated Video interviewing/screening systems only give a few minutes, and only one take.

Connect. Find a way to tell your story in around 90 seconds.  Also, have other stories about your experiences you can also share in 90-120 seconds. People won’t remember your skills – they’ll remember your story – your personality.  Practice these as well – so many times that they don’t seem like you practiced them, but come off as natural, as a good memory you are recalling.

Believe me, I feel for you.  Growing up a short redheaded kid on the wrong side of the tracks – I’ve been where you are now.  Don’t curse the game – it’s here to stay.  Adjust, learn how to play it better than those running it.  Be better than those pretty brainless idiots you’re competing against.  Capture the hearts of your tormentors.  Embrace your trollness!

Do You Offer Unique Employment Experiences?

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It is said that:

“Experiences are the new Luxury goods.”

Think about what people are paying for –

  • Navy Seal inspired Bootcamp
  • Tough Mudder
  • Marathons
  • Haunted House Vacations
  • Survival Vacations
  • The Death Race
  • To be challenged mentally and physically beyond anything they have ever experienced!

We are spending our free time and our hard earned money, not on relaxation, but on experiences that we will never have or find in our daily life.  Experiences that make us feel good about ourselves – doing things we thought we would never be able to do.

Why?

You could go out and buy yourself a new Rolex for $5,000 or you could backpack across the desert over two weeks in brutal conditions.  Which one would you remember most?  Which one would you talk about more? Which one would make you most proud of yourself?  Experiences are the new Luxury goods.

I’ve thought about this recently in terms to employee engagement and loyalty.   In my company we have had a Sales Retreat a number of times in our history.  We don’t have one each year, but we’ve had a number of them in our history.  It’s part education, part team building, part motivation, part party.  Everyone of them offers a great ’employment’ experience and they are talked about often, months and years later.  During these retreats – no sales happen, no recruiting happens, our normal daily work stops.  Yet, these are the experiences my team remembers most.  Same with the chili cook-offs, the football tailgates, the Friday after-work happy hours.  We laugh, we share, we learn more about each other than we knew before.

My recruiters also get to travel to client sites – some are close, within driving distance – some they have to fly to.  All of them love going to meet with clients at their locations, seeing their operations, meeting the people face-to-face.  Maybe not totally ‘unique’ – but different from their daily tasks for sure.  This doesn’t happen weekly, maybe not even monthly – but they all get to get out from time to time.

I’m wondering how often do you give your employees unique experiences?  It doesn’t have to trips or picnics.  It can be something that fits right into your daily operations and your employees development plans.  These experiences can all be tied right to the betterment of your business.  Think about that up and coming leader who just isn’t that well known.  How hard would it be to have that person co-present at your next department meeting or even at a board meeting!  While that might not ‘challenge’ you – it might challenge the heck out of them!  What about having your HR Director go on a sales call with your VP of Sales?  And not just sit there, but have one portion of the sales presentation they have to answer to!

Unique experiences challenge people.  They challenge people to sharpen their saw, to get out of their comfort zone and stay engaged with your business.  It’s something money or extra benefits can’t touch.  Unique experiences are priceless.  They don’t cost of anything, yet it’s one of the most valuable things we have to offer.  Great leaders and great HR Pros can make these experiences happen.  It doesn’t have to be a crazy position description or job design, it just has to be different from what the person normally does.  An average day for one of your operations leaders, could be a crazy day for one of your marketing associates, and vice verse.