Category Archives: Branding

You’re Business Can Change In A Blink!

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So, there’s this lady, Mary Meeker,  who does this annual Internet trends report.  It’s super cool! Packed with odds and ends. I’m a data geek, so I love it!  Go read it, I could do a hundred posts on it! One of the things that caught me right away, actually blew me away, was this slide:

Global Smartphones

 

What does this all mean?  Basically, Google’s Android operating system and Apple’s operating system now run 97% of all smartphones.  8 years ago, it was 5%.

What happened?!

Remember your cool flip phone, the one your Dad still has?  Yeah, that was a Nokia.  What about that fat Blackberry IT made you have because it was safe for email?  Yeah, almost dead!

Think your business is really strong right now? Market leader?  Don’t blink!  It can all go away that freaking fast!

This isn’t a public service announcement, this is just a wake up call.  Know your customer. Take care of them better than anyone else ever  thought of taking care of them.  Listen to them. Hear them. They’ll tell you what they want to buy next.

Be your customers next buy.

What is your Favorite Job Board?

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Funny thing happened last week.  Glassdoor sent me one of those email surveys that companies send out. You know the ones – please fill this out, it only takes 5 minutes and if you do we’ll send $5 to cure dyslexia of Whales in the Eastern Arctic.   Of course I support Whale dyslexia so I did it.  Here is the first screen shot that came up:

Glassdoor surveyNotice anything interesting about the list of ‘Job Boards’?

Yep!  You caught it – LinkedIN everyone’s favorite job board 2.0 made the list.  I can honestly say, this is the first time I’ve ever seen LinkedIN (LI) described by another vendor as a Job Board.  I think that is telling to how LI’s competition are positioning themselves to go after some of that LI cash!

Beyond LI, CareerBuilder and Monster both have been working hard to shed the old Job Board tag as well.  No one wants to be known as a Job Board any longer.  Although, job boards still have a very valuable spot within the industry.

John Sumser, wrote a piece over at HR Examiner last week that describes this evolution brilliantly:

“The future of job boards is in competition with its customers some of the time. This isn’t really new, but we’ve forgotten that the core business model is a market of competing self-interests. While it is delightful to imagine a world where all candidates know about all jobs and vice versa, the reality is more mundane.

If you are a big brand (and there are 3,000 or 4,000 of those), the existing value of the company’s market awareness covers the cost of candidate acquisition. If, on the other hand, you are one of the several million brands no one has ever heard of, you have a different problem.

That’s where job boards come in. Companies that are expert in acquiring and aggregating audiences (not data) can help employers find workers. It turns out that this is an extremely valuable communications channel.

Where big brands are becoming their own distribution channels, little brands need help reaching the people they need. Job boards are less useful in the big enterprise game and way more useful everywhere else.”

One telling miss from the list?  What about Indeed?  Aren’t they the biggest job board of them all?  Also, is The Ladders still in business?  I haven’t heard form them in 2-3 years!

You Can’t Fake Passion

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Just flying back from HireVue’s Digital Disruption conference this week.  This won’t be a post about HireVue’s products.  It’s pretty clear they are the industry leader in video digital interviewing technology (I think it’s funny we can’t call it video any longer, it’s now digital interviewing). This is about their 29 year old, Founder and CEO Mark Newman.

The cool thing about Digital Disruption is that it was a pretty intimate event.  HireVue’s executive team, hell most of their entire company, seemingly was at this event and interacting with everyone.  The event also allowed for a lot of up close and personal time with Mark.  Twice during the conference he got up to speak to the group of customers, prospects, analyst, etc.  Twice he showed why HireVue has been a fast growing success.

You know those times when you’re so proud, so upset, so frustrated, so happy, when you’re on the brink of showing some ‘real’ emotion? Parents I know will know these moments, when your kid does something so incredible you get choked up even telling others about it.  Twice, Mark did this while talking about his company and team.  About his vision for his company, about his vision for his team.  He is a proud parent of HireVue.

For the past three years or so when talking about HireVue with my HR Pro friends, we’ve all wondered aloud what HireVue’s play was going to be.  Do they build out a full platform ATS, HCM, etc.? Do they get bought up by one of the big enterprise plays (Oracle, SAP, etc.)? In my mind it was just a matter of time.  A ‘video’ interviewing company was not going to just make it on it’s own.

I was wrong.  It doesn’t mean that one day HireVue won’t go down one of these paths, but after spending some time with them it is very apparent that Mark and his team (Chip Luman, Kevin Marasco, Ben Martinez, Loren Larsen and Jared Wilks) have much bigger plans in growing and sustaining HireVue as a player by themselves in the Talent Acquisition space.

I’ve got to spend time with a bunch of different CEOs and leadership teams in our HR space, and across a number of industries in my career.  It’s pretty rare that I’ve been around a leader as passionate about his business as Mark, and as engaged in the development of the product moving forward.  It was refreshing, it was cool, it was motivating.  It made me feel less of a leader in for my own company!  And the bastard is only 29! It’s not fair!  What I found out about HireVue at Digital Disruption is that this is a company that is far from being done in ‘disrupting’ our industry.

This is something that is very unique in the HR Tech space, where most companies are just trying to build something fast and sell.  I found a company and leadership team in HireVue that is trying to build something not for today, but for generations.  It’s big goals and big aspirations, and I think they can do it.

How Zappos Ruined Job Posts!

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Zappos made a big splash last week announcing they were no longer going to post their jobs!  From this point forward, or as soon as they can get out of their legacy system, they’ll stop posting their open jobs.  Instead of the good ole post and pray strategy used by the majority of companies worldwide.  Zappos’s Talent Acquisition team will now only proactively search for candidates, build networks of possible candidates and always have a slate or ready candidates available for each hiring manager whenever they have a need arise.  Sounds like the same line we’ve been feeding all of our organizations for a long time, right!?!

The difference is, Zappos can actually do it, you can’t.  You see Zappos is a ‘one-percenter’.  They are one of the very few employment brands who don’t need to post their jobs to get candidates, they have more candidates than they can handle.  They have one of the most engaged employee bases known to man, who refer more great employees like themselves.  Zappos can kill job postings, because job postings, in their environment, actually make them less efficient!  Their Talent Acquisition team is smart and doing exactly what they should to kick their competition to the side – taking advantage of their greatest strengths!

I do wonder, though, isn’t Zappos very big public announcement of ‘killing job postings’ just one very, very big job post!  Ah, employment branding and marketing.  Silly rabbit.

Let’s be clear you are not Zappos.

While you’ll need to keep running your post and pray strategy, I do think there is something valuable to take away from Zappos’s new no job posts posting strategy.  Zappos has publicly shown all HR and Talent shops, you don’t really have to post your jobs!  “What!?! Yes, Tim!  Yes, we do!  You don’t have any idea what you’re talking about!”  Calm down, calm down.  There are a few shops around that will continue to be forced to run job postings do to government contracts, or other ‘contractual’ arrangements, I’ll give you that.  But there is nothing legal, for most employers, that forces you to run job postings.

Most employers can hire whomever they choose. It is a best practice to post jobs, internally and externally, to ensure you are pulling in a widely dispersed pool of candidates, and not opening yourself up to potential hiring biases, or even illegal hiring practices.  But most employers do not legally have to post a job.  And just because you post one job, doesn’t mean you have to post all of your jobs.  That is the big takeaway from what Zappos is doing.

Let’s face it.  Zappos’s operations is mainly a call center.  They sell shoes over the internet and on the phone.  They are customer service, and the best customer service job option known to man.  They are in Vegas which has thousands of crappy customer service jobs.  If you’re good at customer service in Vegas,  you’ll eventually want to work at Zappos.  They have no need in posting call center jobs!!!

You probably have similar issues.  When I worked at a large health system we had no need to post openings for cafeteria workers and lower level positions.  We had people contacting us daily wanting those jobs.  Yet, every time we had an opening, we would post the job and have to deal with hundreds of applicants.  Our ‘legal’ department made us do this.  It was do ‘reduce’ potential risk, of which, was almost zero to begin with!  It was stupid.  It made us do more work.  It wasn’t needed.

Zappos has put the entire Talent Acquisition industry on notice.  To stop doing stupid stuff, like posting jobs you don’t need to post.   If you think you can get away with not posting any of your jobs, well, good luck to that.  You’re not Zappos!

The micro-blog post, after the blog post:

You know what really pisses me off about this announcement from Zappos!?  For the next 3 years I’m going to have to go to conferences and listen to people like Stacy Zapar and Mike Bailen tell us how Zappos is changing the recruiting world! Ugh! More Zappos HR conference speakers…didn’t we already go through this with them?  Oh, yeah, I wrote about it, like three years ago and Zappos CEO, Tony Hsieh, actually commented on the blog post – that was really cool!  Check it out here!  How Zappos Ruined HR! 

P.S. Stacy and Mike if you guys ever want to speak together at a conference just let me know – I’m willing to ride that Zappos gravy train out with you for the next three years!

Would You Pay A Candidate To Interview?

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Last week I got my ass handed to me for daring to consider that those who interview with a company, should pay for interview feedback.  Not just normal interview feedback, like thanks, but no thanks, but something really good and developmental.  Most people think that idea is bad.  Interview feedback should be free.  It’s not that I really want to charge people who interview a fee to get feedback, it’s just I think we could do so much better in terms of candidate experience, but we have to get out of our current mindset to shake things up a bit.

This all leads me to the next idea (hat tip to Orrin Konheim @okonhOwp) what if companies paid interviewees for their time?

Cool, right!?

We’ve built this entire industry on shared value.  Organizations have jobs, candidates want jobs, let’s all do this for free.  What happens when the equation isn’t equal?  What if candidates didn’t want your jobs?  Could you get more people to come out an interview if you paid them?  How much would it be worth?  It’s a really cool concept to play around with, if we can get out of our box for a bit.

Let’s say you’re having a really, really hard time getting Software Developer candidates to even consider your jobs and your organization.  It’s a super tough market, and you just don’t have a sexy brand.  You also don’t have the time to build a sexy brand, you need the talent now!  How much would it take to entice great candidates to give you an hour?  $100? $500? $1,000?  What if I told you I could have your CIO interviewing 5 top Software Developers tomorrow for 5 hours for $5,000?  Would you do it?

I hear the backlash of questions and concerns already forming in your head!

– People would just take the money, but not really want the job!

– How would you know these people were serious?

– Why would you pay to have someone interview when others will for free?

– Did you get hit on your head as a child?

– This might be the dumbest idea since your idea last week.

When we think about really having a great candidate experience, shouldn’t compensation be a apart of the conversation.  For most interviews you’re asking someone to take time off work, losing salary, time off, putting themselves at risk of their employer finding out, etc.  At the very least, you would think that we might offer up some kind of compensation for their time.  I’m not talking about interview expenses, but real cold hard cash, we appreciate your time and value it!

If you started paying candidates to interview, do you think you would get and have better or worse interviews?

When you put value to something, i.e., an interview, people tend to treat it as such.  Now that interview that they might go, might not go, becomes something they have to prepare for, because, well, someone is paying me to do this.  To interview.  I’m guessing if you paid your candidates to interview, you would get a higher level of candidate, and have a higher level of success in hiring.  It’s just a theory, wish I had the recruiting budget to test it out!

Talent Acquisition’s Digital Disruption

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I’m headed out to Park City, UT on June 1st to be part of HireVue’s first ever Digital Disruption 2014.  Semi-User Conference, Semi HR Tech Trends Conference, one of the more intriguing agendas filled with practitioners from across industry.  The keynote will be the famous Moneyball guy Billy Beane – remember the Brad Pitt and Jonah Hill movie about baseball and selection metrics, that Billy Beane.  He was really the first guy to bring selection metrics to the forefront of what we in Talent Acquisition now use daily.   He did it to get the best baseball team possible, using the smallest payroll possible, to stay competitive in a world of competition willing to spend whatever it took.  Sound familiar to your own industry!?

I’m looking forward to seeing him talk, again.  The first time I ever saw Billy speak was the day after the Oscars when Moneyball, and it’s actors, were up for a number of awards.  He had great stories from that, plus his normal presentation on metrics.  That was a few years ago.  Things have evolved, as has the emphasis of everyone now using the same metrics.  So, now what?  What do you do when those who have more money than you, now are also using your metrics as well?  My guess is you get back to strategy and culture, and make sure you follow it, like crazy!  It should be very interesting.

On a side note, ERE recently released their annual ‘State of Recruiting‘ study.  You know what they found out?  You don’t like to be called ‘Recruiting’.  In fact, the majority of you prefer to be called ‘Talent Acquisition’.  Did you know that?  It’s uncomfortable to me.  I like to shorten everything.  I like to simplify.  So, going from one word to describe something, to two words to describe something, seems totally ridiculous!  I can’t tell you how much of a pet peeve this is to me.  It’s like when someone named “David” or “Michael” demands you call them by their full name instead of “Dave” and “Mike”.  I hate those guys!  What do you mean you want me to use two syllables when I can only use one!  I demand efficiency!

My guess is people who do this type of business for a living, on the corporate side, felt like they needed two words to keep up with Human Resources.  “Well, if they have two words in their department name, we need to words in our name as well!”  No one would admit this, but in reality, it’s how this stupid stuff happens.  There is actually nothing wrong with calling Recruiting, Recruiting.  HR use to be ‘Personnel’, but had to change it because ‘Personnel’ just didn’t encapsulate what ‘we’ really did.  Now, even ‘Human Resources’ is coming under fire from progressives because we shouldn’t think of our employees, our people, as ‘Resources’.  They are People!  So, you get these ridiculous titles like Chief People Officer and VP of People.

I hear you Recruiters.  I know you want to be all big and fancy and “Talent Acquisition” seems so much more big and fancy…  But you aren’t kidding anyone.  You’re still a recruiter.  You’re not ‘acquiring talent’, you’re putting asses in seats.  Get over yourself, and get back on the phone.

I only bring this up because when I’m in Utah with the HireVue folks, I’ll be rubbing elbows with many ‘Talent Acquisition’ Pros.  Talking about all the new cool trends in, well, Talent Acquisition (a little part of me just died).   I think what Billy Beane will all remind of, though, is that while technology and analytics can disrupt any industry, you still need to have great vision, solid strategy and the courage to follow through with your plan.

My guess is that hasn’t changed as much as we like to change what we call ourselves!

SHRM Releases Their New Certification Designations!

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So, currently you have a PHR (Professional of Human Resources), or a SPHR (Senior Professional of Human Resources), or a GPHR (Global Professional of Human Resources) from HRCI.  SHRM announced it was launching it’s competency based program of certified HR professionals, and the one thing everyone wants to know is what are my new letters going to be!?!?

Hello, My Name is Tim Sackett, SPHR.  But not for much longer, soon I’ll acquiesce to the new SHRM certification because that’s what we do as HR Pros, we give in and take it.

I like having letters after my name.  It makes me feel important, even though only HR people have any idea what they mean.  I’ve always known the letters were a little bit of a fraud.  I got my SPHR without every working in HR.  I can say that now because the statue of limitations has run out on SHRM legally taking away my SPHR, plus my SPHR is now worthless in the eyes of SHRM so they could care less about it!  In 2001 I accepted my first corporate HR gig, after working at a recruiting agency for eight years. I sat for and received my SPHR, without technically ever working in HR.  I did have eight years of recruiting experience, which mostly consisted of sales.

Either way, I felt proud to have letters behind my name.  This is why I’m super excited when SHRM chose my little old blog to make such a super big announcement of their new designations!  Here are the new SHRM Certification Designation letters (if they allowed me to choose them):

HRN – Human Resource Ninja – The HRN designation is for HR Pros who actually get something done, and you never have to hear about it.  That shit just happened and nobody knows how it happened. That’s because it was done by an HR Ninja!

SHRN – Sr. HR Ninja – Like the HRN, the SHRN gets stuff done without needing acknowledgement, but also without notice gets rid of horrible performing employees and leaders, never to be heard from or seen again.  Cold HR killers.  You need to get rid of an under-performing employee? Call a SHRN!

CHRR – Corporate HR Recruiter – The CHRR is a designation for those folks who work in corporate recruiting but don’t actually recruit, but they do a lot of stuff that sounds like recruiting, but isn’t really recruiting, because they don’t really want to recruit, they want to be in HR.  Is that clear?

SCHRR – Sr. Corporate HR Recruiter – The SCHRR is savvy enough to not only not doing any real recruiting, they’ve made a career out of coming up with analytics to prove how good of a non-recruiter recruiter they really are.  The SCHRR is also tech savvy enough to find programs that will endlessly post and pray, so now they can find ways to use Pinterest to not recruit great talent.

NHRBP – Not HR Business Partner – The NHRBP is someone who is so strategic, so business savvy, they aren’t actually considered to be in HR any longer.  A NHRBP can actually run your company. They know everything: Operations, Finance, Marketing, Sales, etc.  Just don’t ever ask them to plan a picnic, organize your annual United Way drive or send flowers to a grieving employee, because they don’t do that!

SNHRBP – Sr. Not HR Business Partner – Or as we like to call it- The CEO.  Moving forward SHRM will now push that every single CEO in the world get their CNHRBP certification.

HRGP – HR Global Professional – The HRGP is like the current GPHR but we moved the letters around. This is for those people who fell into HR and traveled overseas in either high school or college and decided they would rather live outside of America.  We don’t understand them either, but American companies like to feel like the people they send overseas to offend other countries have some insights, so here you go.  No SHRGP will be offered because why.

PhDP – The Doctor of People – I had to do this one for my professor friends who teach HR – hello Matt Stollak and Marcus Stewart! The only way you can get this designation is by spending most of your life at university and actually getting a PhD, and teaching HR classes every Tuesday and Thursday from 9am to 10:30am.  I might actually go back to school because having a PhDP would be the coolest designation ever!

I can’t wait to use my SHRN designation! Thanks Hank!

 

 

SHRM’s New Certification Is A Money Grab!

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Okay, let’s get real HR geeky for a few minutes.  Last week SHRM announced it was for all intensive purposes taking it’s toys and going home, leaving HRCI out of a viable business model.  The leadership at SHRM woke up and said, “hey, wait a minute, why don’t we just run our own certification program and make all that cash that HRCI is making off all of our members!”  So, that’s what they did.

I don’t think anyone should be mad at SHRM.  In HR we’ve pushed to make ourselves better business pros for the past 10 years, plus.  Now, SHRM decides to make a business decision that’s better for their organization and membership, I can’t blame them for doing that.  This isn’t Show Friends, this is Show Business!

Let’s not confuse the issue, either though.  This isn’t about SHRM thinking they can deliver a better certification program than HRCI.  HRCI has been doing this for years.  SHRM has been doing this for days.  This is about money.  You’re making good money off us, we want that money.  Welcome to America.  I. Love. This. Country!

Here’s where SHRM could potentially have this backfire:

1. People have worked for years to get and maintain their HRCI certifications.  They’ve spent money and time.  If SHRM tries and goes for a money grab on these folks, instead of just grandfathering them in, they’ll have this blow up on them.  I have my SPHR for 13 years, I just re-certified for 3 years.  If SHRM CEO Henry Jackson tells me I know have to pay him more money to get the SHRM certification, him and I will have words! Just give me the letters Henry, and then collect my check when I go to recert the next time.  That’s good faith, plain and simple.

2. HR knows better than anyone that people don’t like change.  SHRM and HRCI have spent years getting the world to believe in PHR, SPHR and GPHR are really, really important to have.  Now, SHRM wants us to believe that PHR, SPHR and GPHR are worthless, but their new certification SHRP (Senior HR Professional) is somehow better (BTW – I have no idea is SHRM will use those letters, I’m just guessing!).  Don’t treat us like idiots.

3. HR pros and the HR vendor community finally figured out how to register events for re-certification credits, and the system was working really well.  It’s all another game to get money, but it was working just fine.  If SHRM screws this up, they’ll have a backlash from a number of sides, including HR vendors who pay millions to sponsor their events.  This wouldn’t be good.  I have a feeling Hank and his team haven’t really thought about this.  HRCI screwed this up for years before getting it right.  My guess is SHRM will do the same.

4. It looks decades for SHRM and the HR profession to get employers to believe that the HRCI certifications were important and meaningful.  Now they have to get industry to believe the HRCI certifications we told you were so great, are now crap, but the new SHRM certification is where it’s at.  No, really, believe us, it’s not like we’ll change the certification, this is the gold standard ‘forever’…

The SHRM National Conference this year will be great because it’s going to be like the old Soviet Union trying to make people believe all of a sudden this is where it’s really at!  All the propaganda, HRCI trying to sell that they are still relevant, when they aren’t, and HR Pros taking sides. Welcome to the Cold HR War!

 

 

3 Highly Effective Habits of Annoying Candidates

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I’ve noticed a run on ‘Highly Effective’ list posts lately!  It seems like everyone has the inside scoop on how to be highly effective at everything! Highly Effective Leaders. Highly Effective Managers. Highly Effective Productive People. Highly Effective Teacher.  If you want a post worth clicking on, just add an odd number, the words ‘highly effective’ and a title.  It goes a little something like this (hit it!):

– The 5 Highly Effective Habits of Crackheads!

– The 7 Highly Effective Traits of Lazy Employees!

– The 13 Highly Effective Ways To Hug It Out at Work!

Blog post writing 101.  The highly effective way to write a blog post people will click on and spend 57 seconds reading.

I figured I might as well jump on board with some career/job seeker advice with the 3 Highly Effective Habits of Annoying Candidates!

1. They don’t pick up on normal social cues.  This means you don’t know when to shut up or start talking.   Most annoying candidates actually struggle with the when to stop talking piece.  Yes, we want to hear about your job history. No, we don’t care about your boss Marvin who managed you at the Dairy Dip when you were 15.

2. They live in the past. Usually, annoying candidates are annoying because they were annoying employees and like to share annoying stories about how great it was in the past, when they weren’t thought of as annoying.  I guess you can’t blame them. If there was ever a possibility they weren’t annoying, I’d probably try and relive those moments as much as possible.

3. They lack a shred of self-insight.  That’s really the core, right?  If you had any self-insight, you would understand you’re just a little annoying and you would work to control that, but you don’t.  “Maybe some would say spending a solid ten minutes talking about my coin collection in an interview wouldn’t be good, but I think it shows I’m passionate!” No, it doesn’t.

You can see how these highly effective habits start to build on each other.  You don’t stop rambling on about something totally unrelated to the interview because you don’t notice Mary stopped taking notes ten minutes ago and started doodling on her interview notes, but you plow on because you told yourself during interview prep to make sure you got out all of your bad manager stories.

Highly effective annoying candidates are like a Tsunami of a lack of emotional intelligence.  Even if I was completely unqualified for a job I think the feedback afterwards from the interviewers would be: “we really liked him, too bad he doesn’t have any the skills we need.”   Highly effective annoying candidates have the opposite feedback: “if this person was the last person on earth with the skills to save our company, I would rather we go out of business!”

What annoying candidate habits have you witnessed?

Wrong Company, Right Interview

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If you’re in the staffing game enough, you’re bound to have strange stuff happen to you.  I’ve had employees die on the job.  I’ve had employees go postal.  I’ve had employees get caught doing almost everything imaginable, but this past week I got a first!  I like firsts. Firsts are like little HR and Talent trophies you get to show off to your HR and Talent peers when you’re out after work sharing war stories!

It seemed like a normal Thursday.  Phones buzzing, recruiters cruitin’, interviews, offers, no-shows.  Call comes in from a client, “Hey, Bill never showed for his interview!” Ugh, I hate no-shows!  In good job times, no-shows increase at alarming rate.  Candidate gets ‘sold’ on a job, then they get buyers remorse and decide instead of being an adult, they’ll just burn a bridge.  We give Bill a call to see why he hates us so.  Bill answers! (that doesn’t usually happen with no-shows, you just have to yell at their voice mail and belittle to a recording) “Bill, I just got a call from InfoGenTech what the hell!  You no-showed. Please tell me one of your kids is seriously injured!”

Then a funny, first time thing, happened.

Bill says, “Well, I went on the interview, but went to the wrong company!”  What!?  Didn’t the wrong company tell you,”Hey dude, you’re stupid and at the wrong company!”  Nope, they didn’t.  This is the D! (Detroit for all you none “D’ers'”!) This company said, “What position are you supposed to interview for?”  Bill goes, “for aprogrammer position”.  Wrong company front desk person, knowing they also need programmers, quickly calls HR and explains Bill’s situation.  Bill gets on the spot interview with wrong company.  Bill never gets the chance to make it to our client’s interview.

Score one for the D.  The war for talent is alive and well in Detroit!

I’ve had candidates get lost and not be able to find where they are going for interviews.  I’ve had candidates show up at wrong locations.  I’ve never had a candidate go to the wrong location and get stolen by the company!

When people ask me how Michigan is doing, how Detroit is doing, I’ll give them this story.  We are so short on talent, we steal interviews.

Recruiting in the D.  Silicon Valley can kiss our ass!