Career Advice #137 – There Will Be Haters

Adidas just came out with some brilliant marketing for their new football (soccer) boots (cleats). Check it out:

This can also be used as just plain good advice for everyday professionals in the work world.

You are going to have haters in your life.  You can’t do anything about it.  It’s not your problem, it’s their problem.

All you can do is be the best version of you that you can be.  Some days that might not be very good, and some days you’ll be brilliant. That’s life.

You’ll be hated for being too nice. Too smart. Not smart enough. Because others like you. Because you were born pretty. Because you were born fat. Because you talk too much, or not enough.  Some folks just find life more enjoyable when they’re hating.

Regardless, there will be haters.

 

 

Are You Staying In Your Lane?

I think there are two types of people in the world:

  1. People who stay in their lane
  2. People who don’t stay in their lane.

The first group, lane stayers, are the type of people who follow a natural life path.  Basically, these are the people who don’t push the natural evolution of their lives. I started at this company. I worked my job. In a certain time I’ll get promoted. There is a sequence of life that I’ll follow, and for the most part, things will work out.

Those leaving their lane, don’t agree with their natural order of things. Nope, I don’t want to wait for my things to happen. I’m going to make my own things happen.  I don’t believe there is a path for me, so I’m going to create your own.

We have both of these types of people in our organization.  Unfortunately, we try and sell to people that those leaving their lane are somehow better.  When in reality, if you diagnose the best organizations you will usually find a higher percentage of people who stay in their lane.

The natural order of organizational effectiveness relies on people staying in their lane.  If we had everyone leaving their lane, it would cause chaos.  Our organizations would be in constant turmoil.

Staying in your lane is a weakness.  I started out in my career as that person who couldn’t stay in their lane.  I wanted to leave my lane constantly because I thought that was my way to success. As I got more tenured in my career, I realized that those friends and peers, who stayed in their lane, tended actually to reach a higher level of success faster!

Part of it is patience.  Part of it is loyalty.  Part of it is confidence in your abilities in the environment you’re in.

Staying your lane isn’t easy to do.  We get so much media thrown at us that tells us to get out of our lanes.  They call it a challenge.  They say we are pushing ourselves to a higher level. They are ones who also believe they need to get out of their lane.

Those, who stay in their lane, don’t usually feel a need to tell people about it.  That’s why it’s not popular. That’s why you don’t see books about it, and TED talks about it.  Staying in your lane is the new black. Try it out.

What do you want to hear?

I think I might be on the cusp of the next great employee feedback mechanism for leadership.  I’ve been thinking about this concept for a long while. You see, for years I’ve had the opportunity to test out my various theories on employee feedback.  I’ve watched my own feedback theories change over the years, but they always were grounded in people truly want feedback about their performance.

That is mostly true.  People do want feedback about their performance.

Here is what also is true:

1. People want feedback about what they’ve done well.

2. People don’t want critical feedback. Someone asking you for critical feedback is really just testing you to see if you are either:

 1. Upset with them for how bad they did

2. Just seeing if you have the guts to them how bad they did

3. People really just want you to tell everyone else how great you think they are.

I think a better, more effective, way of delivering feedback to employees should start with this one question:

“What do you want to hear about your performance?”

At this point the employee will say stuff like, “I just want to hear how well I did”, or “Tell me that you appreciated my work”, or “Tell me I’m the best employee you have”.  This will then drive the conversation appropriately and keep everyone fully engaged.  “Alright, Timmy, you are doing really well. I can’t tell you how much I appreciate everything you do. You are the best employee I have.”

Timmy leaves feeling great and satisfied.  You don’t have to deal with someone losing their mind about how they are really performing. Everyone goes back to work with minimal disruption.

Yeah, I know what you really wanted to say was, “Timmy, you can do better. While I appreciate the work you do, I wish you would actually do more of it. You are like most employees hear, nothing special, but you could be.”

How does that conversation end?  Timmy is pissed. He creates a scene.  He usually ends up disrupting the work environment and kills productivity. He might even go out and find another job with someone else.

Is that what you wanted? Probably not.

So, make it easier on yourself.  Just remember to start every feedback conversation out with that one question: What do you want to hear?  They’ll tell you. They’ll be happier. You’ll be happier. Everyone can get back to work.

Feedback is is the leadership sucker test.  No one really wants to hear what you think about them.

The Real HR and Talent Job Titles

I have a feeling HR and Talent Acquisition would look a lot different if we were to use job titles that more clearly explained what those roles actually did.  Here are some of the ideas I had:

Current Job Title Actual Duties Job Title
Corporate Recruiter Post Jobs on Internal Career Site Pro
Agency Recruiter Mine Resume Database Pro
Corporate Sourcing Pro Search the Internet All Day Pro
Agency Sourcing Pro Search the Internet All Day and All Night Pro
Employee Relations Manager Professional Kleenex Hander-Outer
Employment Brand Manager Professional Work Environment Maker-Upper
Compensation Pro Market Ranger Maker-Upper
Benefits Pro Finder of Benefits I Like Pro
Diversity Manager Developer of United Colors of Benetton Culture
Human Resource Manager Employee Fire Fighter
Human Resource Director People Accountability Officer
Vice President of Human Resources Wizard of People Bull Shit
Chief Human Resource Officer Deepak Chopra of Corporate Leadership

 

What do you think?  Do you have better ones?  Share them in the comments!

Where Have All The Recruiters Gone?

Originally posted on Fistful of Talent back in April 2011.   Maureen Sharib reminded me of this on Twitter and I wanted to share. Enjoy.

I don’t get it – I don’t get why somehow over the past 5 years it’s not alright to be called a “Recruiter.”

Okay, let me back up a bit. I’m sick of hearing about “Sourcers”! You know what a Sourcer is?  It’s someone who can’t close a candidate. In the beginning, recruiters had to do it all – put together the JD, come up with a marketing plan (oh, I’m sorry we call that “sourcing plan” now), go out and actually find the candidates (oh, my bad again “go out and source”) and then we had to actually call up the candidate and see if they were someone we had interest in moving forward into the process.

Look, I’ve seen the recruiting desk cut up more ways than a mom trying to be creative with a PB&J in May, after making 180 PB&J’s throughout the year (parents making their kids lunch each day get this reference, others won’t!). I get that it can be more “efficient” to separate out “Sourcing” and “Recruiting.” I read 7 Habits, you didn’t discover something new, companies have been cutting up the recruiting desk for decades. In 1993, I was hired into staffing to be a “Research Assistant”. Guess what that was? Yeah, some idiot who didn’t know how to close (yet) but could go out and find potential interested candidates (by any means necessary) to give to the “real” recruiter who could close them on a position.

So, here’s the rub, right? Who’s better, Sourcers or Recruiters? I’m guessing in most organizations  using this model, they are selling it as if they are equal, which blows all of your efficiency right off the bat. They aren’t equal, one is collecting shells on a beach and one is polishing shells and telling sucker tourists how rare and valuable they are to make a buck and keep the lights on. If the shell picker-upper went away, would the shell polisher/seller go out of business? Hell no, they’d take their butt over to the beach, pick up some shells, take them back to the shop, polish them up and sell them. Would they be as successful? No, but it’s all relative since they also wouldn’t be paying the overhead of Mr. Picker-upper.

I actually like the Sourcing and Recruiting dual model in shops that have that kind of volume, it makes sense. Someone who is exceptional at sourcing combined with someone who is fantastic at recruiting will place more great talent than 3 people all doing it on their own. But let’s not start handing out trophies to the Sourcer.  I can train anyone to source. I’ve failed many times at training someone to close. One of those skills is transactional. One is transformational.

There are a number of companies right now in India that for pennies on the dollar will source candidates for you, and they’ll do it better than Steve who is sitting on Facebook right now “building his Talent Community”. It’s transactional. It’s a process.  it can be outsourced without a slightest blip to your recruiting function.

And okay, haters, before you go all crazy in the comments, let me say this, I think the sourcing technology, tools, etc. are all great. I love reading and trying out the techniques that are shared constantly by FOT’s own Kelly Dingee, or others like Glen Cathey, Amybeth Hale, Maureen Sharib, Jim Stroud, etc. (it’s amazing industry changing stuff). I don’t hate sourcing. In the right organization it makes perfect sense, but be careful. What I find is that many organizations want to move their best sourcers to recruiting and they fail because it’s two different skill sets. Don’t make that mistake.

So, where did all the recruiters go? The fakers – the ones who don’t want to pick up a phone – want to call themselves Sourcers. Why? Because the accountability of finding someone vs. closing someone – is on two different levels. I can find who is the top developer at a company, but it’s a different story in talking that developer into why they need to join my organization. The recruiters are still there – just look for the ones with the phone to their ear.

Will ‘Facebook at Work’ be a LinkedIn Killer?

At this point you’ve seen the announcement, Facebook has decided to go after some of that ‘professional’ networking money, with a product called Facebook at Work. A space currently owned by the LinkedIn empire.  Who does social networking better than anyone?  Most would argue Facebook. The kids might say Twitter, Instagram, Snapchat, etc.  But the numbers don’t lie.

LinkedIn owns the ‘professional’ networking space, as they’ve decided to title it.  The job board crowd now sees LinkedIn as Job Board 2.0, and have been working to see how they can get some of the billions flowing LinkedIn’s way.

Facebook is like that big giant kid in high school who was super friendly, and everyone called him a “big teddy bear’, until one day the wrong kid pushed the ‘teddy bear’ too much and everyone got to find out how strong the ‘teddy bear’ actually was.  LinkedIn is about to get ‘bear’ hugged!

The reality is Facebook had the capability all along to put LinkedIn out of business if they wanted, but they were raking in their own piles of cash, and didn’t see the LinkedIn money as a priority.  It was just a matter of time.  LinkedIn’s core weakness is two-fold:

1. They don’t go deep enough with the position you actually need to hire for.  Great you have technology candidates (who are running away from LinkedIn in droves), you have sales candidates and you have recruiters. That’s really about it. Have you searched on LinkedIn lately?

2. Users of LinkedIn rarely go to their LinkedIn profile and rarely respond to LinkedIn messages.

The two weaknesses of LinkedIn are actually strengths of Facebook.  Facebook has everyone, from skilled trades folks, to truck drivers, to teachers, to doctors, and lawyers, and bakers, and candlestick makers, mall Santas, you name it, they’re on Facebook.  Secondly, people use Facebook a lot, all day, every day.  Exponentially, more than they ever use LinkedIn.

Facebook has made it very clear they’ll keep professional and personal profiles separated, but make it easy to go between and share stuff in between. This takes away the one major fear many have at integrating their Facebook life and their LinkedIn life (although I argue this fear is also going away quickly).

For those of us who have found ways to recruit talent off Facebook, we understand the potential of the sleeping giant, err, teddy bear. I like LinkedIn and use it daily.  I wish LinkedIn met my needs for a greater number of positions.  I believe Facebook has the user base, and data, to be all things professional if it’s done in the right way.

It’s going to be interesting to see these two fight it out.

5 Things HR Pros Secretly Have to Deal With

I really don’t give a hoot if you’re extroverted or introverted, the fact of the matter is I’m sick of you focusing on yourself and how others can pander to your every whim.  You want to know what real HR Pros have to secretly deal with every single day?  Idiots like you!

Yeah, I said it.  I don’t care that you’re a millennial, or that you’re a baby boomer, or that you’re gay, or straight, or both.  I don’t care that you need to leave every other Tuesday for some religious reason, or that you sneak out every Friday to meet someone who is not your spouse.

I’m an HR Pro and I’ve got to deal with crap that you can’t possibly fathom.  What I care about is that you actually show up to work, ready to work, excited about work, and do work.  I know, life is hard, and coming to work every single day is hard. But, I’m paying you, so just work and get over all of your hangups.

You know want to know why I feel this way? Because I’ve got to deal secret stuff, secret HR stuff, like this:

1. Figuring out how to keep it quiet that we actually do know that our females are getting paid less than our males, but we don’t actually have the money to make it right, and don’t want to get sued.  All the time hating our executives who force us to continue this idiotic practice, knowing it’s wrong.

2. Carrying around, sometimes for months, those names of our coworkers and peers who we’ll be laying off.  It sucks.  We carry around baggage that we know will ruin the lives of people we care about.  Hello, alcohol abuse.

3. Knowing which executives are sleeping with employees who are reporting to them, but knowing turning them in will be career suicide.

4. Understanding which employees are actually ‘gaming’ the system, increasing our healthcare costs, ruining it for everyone else, and wanting to scream at the top of your lungs what’s going on.  But not. Letting the ‘system’ play itself out.  I hate you employees who ‘game’ the system.

5. That hiring decisions are sometimes made based on religion, race, sex, marital status, maternity status, sexual preference status, etc., and that actually might be the best thing for the organization’s success, and the employees who rely on that success.  That many times the ‘best’ person isn’t hired for the job, but 100% of the time we say that they are.

See?  Listening to someone tell you their secrets sucks.  Your coworkers and peers don’t really want to hear your secrets.  They want you to shut up, so they can tell you stuff about themselves.  That’s the real secret.

We all have issues. There’s no way you are going to be able to understand how to deal with everyone.  The secret is to stay off the fringes professionally.  Track down the middle, be consistent and don’t break stuff, just to break it.

 

The Container Store Doesn’t Want to Hire Harvard Grads

You probably saw this on the web this past week, but in case you didn’t a former Harvard University graduate and Emmy award winning writer got rejected for a job at The Container Store for the holidays.  She was very surprised by this, in a pompous I’m-really-to-good-for-you kind of way, but I’m desperate, so you would be lucky to have me. Here it is in her words:

“The email from The Container Store asking for holiday help arrived a week before my rescheduled MRI. Of course I applied! You would have, too, if you had one kid paying his own way through college, another applying, no health coverage, a bum boob, a broken marriage and an empty bank account. There is no time for shame in a recession. You do what you have to do. There are worse ways to spend your day than greeting visitors at the front of a store run by a company whose products you actually use. A week later, I got an email from the Manhattan Loss Prevention department at The Container Store. Here’s what it said:

Hello Deborah —

Thank you for your interest in employment opportunities at The Container Store.

We carefully review all applications and consider each person for current or future opportunities. At this time, we are moving forward with other candidates for this position.

Again, we thank you for your interest in The Container Store. We wish you much success in your job search.

Sincerely,

The Container Store
Manhattan Loss Prevention

Reader, first I laughed when I read this. Then I cried. Oh, Reader, I cried and I cried, long and deep and mournfully. I cried for me and my kids, then I cried for everyone else in my same boat, then I cried for everyone in far worse boats. Because seriously, if an Emmy Award-winning, New York Times bestselling author and Harvard grad cannot land a job as a greeter at The Container Store — or anywhere else for that matter, hard as I tried — we are all doomed.

Really?  We are all doomed because someone who has a Harvard degree and can write can’t get a service level holiday job?

Let’s take a look at why she probably didn’t get hired. I’ll give you some possible reasons on why The Container Store decided to go another route:

1. It’s a temporary job for the holidays, where they need someone to greet stressed out holiday shoppers.  Many people work these jobs each year to get extra holiday money, they have experience doing this, they can be counted on, not to quit after the first rude person yells at them. Experience counts. Even in ‘crappy’ jobs.

2.  These jobs are boring and monotonous. Service level companies know that most Harvard educated folks would be bored and not engaged in these positions.

3. Looking at the application of someone with a Harvard education and being a writer, they might have decided the person would work only until they got a better job, and they wanted to ensure the person stayed on through the completion of the assignment.

4. Maybe they had someone who has worked ‘temporarily’ for them in the past apply to come back, that had previously performed well.

5. Maybe they got internal referrals of friends and family from their employees, and decided those hires might ‘fit’ better.

No doubt Deborah is smart and a good writer. That doesn’t mean she would be good for the container store, and it is pompous of her to believe she would be.  She didn’t see this ‘job’ as good, she saw it as a step down, and something she was ‘forced’ to do.  Sounds just like someone you really want working for you, right?  “Well, I don’t have anything else Container Store, I guess I’ll take your crappy job.”

The Container Store rejected a Harvard graduate because a Harvard graduate isn’t the best hire, the best talent, for the position they were hiring for.  I might not be a Harvard graduate, but that seems pretty simple to figure out.

How to Kill a Hiring Manager and Get Away With It!

My wife and I just finished watching the entire series of Breaking Bad!  All five seasons, sometimes we went three episodes deep in a night. It was tough, but we persevered. You’re welcome!

This really isn’t a Breaking Bad series post, I promise. If you haven’t seen the series, I thought it was worth it. Something funny happens to you when you watch so much darkness in such a short time.  I will warn you about that.  You begin to feel like it’s somewhat normal. Like somehow I could actually get away with the stuff Walt is doing on TV!

That leads me to how you can kill a hiring manager and get away with it!

I can’t tell you how many times I’ve heard recruiters say, “Ugh! I hate my hiring managers! I wish I could shoot them!” Or, something to that effect.

Next to candidates who bomb or don’t show up for interviews, Hiring Managers have to be in every recruiters Top 3 worst things they have to deal with.  “Of course, it isn’t every hiring manager”, we say out loud, so the ones that are listening think they’re still awesome, when they really suck.  “There’s only a few hiring managers that can be difficult to deal with”, we say out loud again, like it really is going to matter.

I’m guessing there must be some law about posting something on a blog about instructions on how to kill a hiring manager and get away with it.  I don’t remember reading anything from WordPress when they allowed me to sign up this blog.  You would think that would be bolded in the instruction: “HEY! Don’t write sh*t about killing hiring managers! Or you could be put in jail!” 

I better be strategic about how I word this.

Well, after watching 62 straight episodes of Breaking Bad, apparently it’s fairly easy to dissolve a body in a big 50 gallon drum with some acid.  In the show, they always wore protective gear, like rubber suits and gloves.  They also had the equipment to pick up and transport said 50 gallon drums of disgusting liquid. As you can imagine this takes care of the not getting caught part.

Here are a few ideas, for entertainment purposes only, on how you might kill a hiring manager, but of course ‘we’ never would:

1. Disgruntled Crazy Candidate.  We actually protect our hiring managers so many times they don’t even know it!  We know the crazies, but we filter them out.  Not this time! This time not only do we pass them along, but we let the Crazy Candidate in on a little feedback, “Yeah, the hiring manager hated you, and thinks you’re crazy, and here is her address…”

2. Strange White Powder on the Resume. You hear about this stuff all the time with crazies sending stuff to politicians.  I’m sure it works the same for hiring managers! But you put yourself in jeopardy as well. But, if you’ve read this far, my guess is you’re on the edge already, once one more step!

3. Nut Allergies. Hiring managers love conference room cookies!  This time all you need to do is make a special batch of your Chocolate Chip “Surprise” cookies, but don’t call them “surprise”, they’ll feel the surprise!

My guess is I’ll get at least 3 ‘unsubscribe’ emails after this goes live.  That’s always a good measurement of success as a blogger.  How many people did you alienate today?

Happy hiring folks!

P.S. – if this is the FBI or any other law enforcement agency reading this, I’m joking, this is a joke, I love my hiring managers. Well, most of them.