Category Archives: Branding

Is Your Organization Using HR Tech for Good or Evil?

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Right before Christmas when things were crazy and no one was paying attention, something happened in the HR Tech world that didn’t get much press. This happens at certain times. It’s why corporations, governments, etc. release bad news on Fridays at 5 pm. It gets buried during the weekend.

The thing that happened was the announcement that many companies (Amazon, Verizon, UPS, and even Facebook themselves) were using Facebook Ads to exclude older people from applying for their jobs! That’s big news, right!?

If these same companies were using the exact same technology to exclude females or African Americans, don’t you think the world would have stopped, if only for a second until Trump tweeted again!? I think it would have, but it didn’t.

From the article:

A few weeks ago, Verizon placed an ad on Facebook to recruit applicants for a unit focused on financial planning and analysis. The ad showed a smiling, millennial-aged woman seated at a computer and promised that new hires could look forward to a rewarding career in which they would be “more than just a number.”

Some relevant numbers were not immediately evident. The promotion was set to run on the Facebook feeds of users 25 to 36 years old who lived in the nation’s capital, or had recently visited there, and had demonstrated an interest in finance. For a vast majority of the hundreds of millions of people who check Facebook every day, the ad did not exist.

Verizon is among dozens of the nation’s leading employers — including Amazon, Goldman Sachs, Target and Facebook itself — that placed recruitment ads limited to particular age groups, an investigation by ProPublica and The New York Times has found.

The ability of advertisers to deliver their message to the precise audience most likely to respond is the cornerstone of Facebook’s business model. But using the system to expose job opportunities only to certain age groups has raised concerns about fairness to older workers.

So, is this right? Well, Facebook seems to think so:

Facebook defended the practice. “Used responsibly, age-based targeting for employment purposes is an accepted industry practice and for good reason: it helps employers recruit and people of all ages find work,” said Rob Goldman, a Facebook vice president.

“Age-based targeting for employment purposes is an accepted industry standard”. Really!? Well, in one way it is. But only if you’re doing it for good, not evil! If you are out trying to specifically recruit older people because you lack an older population in your workforce, then “yes” that is accepted.

If you don’t want older people, because they don’t fit your culture, then “HELL NO” it’s not an accepted standard!

The holidays came and went and all of this is forgotten because we don’t care about older workers. That’s a fact. We treat older workers like garbage in America. Once you reach 50 years old in America, you become stupid and worthless to hiring managers, even when those hiring managers are over 50!

We would have killed Facebook if they said it was an “industry standard to run ads for only white dudes”. But they are running ads for only young people and that is now an industry standard.

It’s not. It’s prejudice. It’s wrong. It is not an industry standard. Segmenting recruitment marketing is tricky. We have to be responsible enough to know when you exclude a certain group, that better not be an underrepresented group in your workforce and not the majority of your workforce (Facebook!).

So, what do you think? Industry accepted standard or bad recruitment marketing practice? Hit me in the commnets and let me know!

How Fake is Your Employment Brand?

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I think most employment brands are completely fake. The reason I feel this way is because HR and Executives approve the messaging.  We, HR and Executives, are the last people who really know what our employment brand truly is.  So, we end up with stuff like this:

Seems really cool!  Makes us feel good about ourselves and our organization.  But for the most part, it’s one big lie.

That’s marketing.  It’s not marketings job to tell you the truth.  It’s marketings job to get you to buy something.  Sometimes its just some crappy product or service. Sometimes its the church down the street with the cool young pastor and rock band.  Sometimes it’s working for your organization.

Many HR Pros and Executives get really pissed off when I say something like this.

That’s because they drink their own Kool-aid.  They truly believe the messages brought forth are the truth.  Those messages are what they hope and dream the organization to become, so they’re all bought in on making it happen.  I actually really like these people. I like people who are bought into making their organizations what their commercials are telling us they are, even when they aren’t.

Who wants to go work for an organization that puts up a commercial of some manager unable to communicate what needs to be done, and Bobby down in the accounting bitching he only got a 14 lb. turkey from the company, when last year he got a 15 lb. turkey?

No one!

But that’s truly your organization.  Organizations are like families. You have some folks in your family you don’t want the rest of the world to see, but when you take the family photo it looks like everyone is fairly normal and well adjusted.

So, how fake is your employment brand?  On a scale of 1 to 10, 1 being Goldman Sachs and 10 being Google, where does your organization fall?

Let’s face it, we love pretty people!

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So, you’ve probably heard by now that some companies in Silicon Valley decided to hire models to attend their annual holiday parties and act as friends of executives. The purpose was not to show the executives had pretty friends, but to add some ‘prettiness’ to the party:

Along with a seemingly endless string of harassment and discrimination scandals, Silicon Valley’s homogeneity has a more trivial side effect: boring holiday parties. A fete meant to retain all your talented engineers is almost certain to wind up with a rather same-y crowd, made up mostly of guys. At this year’s holiday parties, however, there’ll be a surprising influx of attractive women, and a few pretty men, mingling with the engineers. They’re being paid to.

Local modelling agencies, which work with Facebook- and Google-size companies as well as much smaller businesses and the occasional wealthy individual, say a record number of tech companies are quietly paying $50 to $200 an hour for each model hired solely to chat up attendees. For a typical party, scheduled for the weekend of Dec. 8, Cre8 Agency LLC is sending 25 women and 5 men, all good-looking, to hang out with “pretty much all men” who work for a large gaming company in San Francisco, says Cre8 President Farnaz Kermaani. The company, which she wouldn’t name, has handpicked the models based on photos, made them sign nondisclosure agreements, and given them names of employees to pretend they’re friends with, in case anyone asks why he’s never seen them around the foosball table.

So, my HR brothers and sisters lost their minds over this on the social webs!

There were many comments all going down the path of: “Gross”, “Pathetic”, “Trumps America”, etc.

I have a different take. This is Recruitment Marketing in the real world. Most of us don’t live in Disneyland, and the real world of hiring is a bit different for the majority.

Here’s the deal. Tech hires are mostly men. White men, brown men, black men, really, really pale white men, but mostly men.

If you have a holiday party at a Tech company and it’s all dudes, well, that’s not very exciting. In fact, it’s pretty sad for all the dudes standing around looking at each other. If you were part of that party, as a dude, you probably wouldn’t tell your friends to come work with you.

Now, if you go to a party and there’s a bunch of hot women, hey, this place is pretty great! I’ve got a chance. Now, if you knew all that ‘talent’ was paid for, now it becomes depressing again. But, if you thought, these are just ‘friends’ of some of the other employees who got invited and they just love to hang with techy dudes, now it feels a bit better, again.

These models aren’t hookers. They’re at your company party to make the ‘atmosphere’ better. Basically, these models, are like the free laundry service and ping pong table you provide. It makes the environment better. You like where you work more. You don’t tell your employees, “Hey, we offer dog walking services for free because it really has been shown to help retain you.” Everyone kind of gets that.

This is no different. Having good-looking people at your employee events, makes it seem like this place is cooler than it probably really is. By the way, these pretty people, are in on the game! They are making money using their god given assets. Just as the techy people are using their big brains.

We love to hate. The reality is, America is addicted to pretty. We made the Kardashians millionaires for absolutely no reason except for their looks. We want to be pretty. We want to hang with pretty. We are a nation that values pretty over almost everything else.

Is that right? No! Is that part of the game we are in right now? Yes.

Pro Tip: I get around hiring pretty models (male and female) at my holiday party by just hiring pretty employees to begin with! Stay thirsty my friends.

 

Is not being anonymous on Glassdoor really a bad thing?

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If you didn’t see it this week Glassdoor got some bad news from the U.S. Court of Appeals:

Glassdoor, an online job-rating site, must unmask anonymous users who posted damaging reviews about a company under investigation, the U.S. Court of Appeals for the Ninth Circuit in San Francisco ruled Wednesday.

A federal grand jury in Arizona served the Mill Valley company with a subpoena in March, demanding the names and IP addresses of reviewers who wrote on the site that a Department of Veterans Affairs contractor was committing fraud.

 The unnamed company, which administers two veterans health care programs, is under investigation by the federal government for “alleged fraud and abuse.” In court documents, the federal government maintained that there is no other way for it to identify the employees who claim the company was committing the fraud.

Glassdoor, which allows people to post anonymous comments about what it’s like to work at a company, said that unmasking the reviewers would violate its users’ First Amendment rights. But in the Wednesday decision, the court said Glassdoor reviewers have a “limited right to speak anonymously.”

Turns out you can’t go online and destroy someone’s reputation without being held accountable! That’s a very good thing for employers who have for years argued that employees, past employees and people who have never worked there but might have ulterior motives to bash a company online, shouldn’t be allowed to do and say whatever they want without recourse.

You can’t run into a theater and yell ‘fire’! You can’t go online and say a company is committing fraud and not expect to back up those allegations and stand behind them.

My question: Why are we even listening to anonymous feedback, to begin with?

If you had your annual performance review and it was given to you, but you had no idea who it was coming from, would you really listen? “Hey, Tim, we just let anyone in the company make some comments about your performance, hope you like it!” You would totally discredit anything that was said you didn’t agree with because you have no idea where it’s coming from.

Employee reputation sites, like Glassdoor, are basically doing the same thing. Now, if someone put their name and title behind those comments, we all would actually listen to those words with a much more credible ear. Would less people leave comments if they knew it wouldn’t be anonymous? Yes. Would it make the feedback less valuable? No.

I’m a big fan of believing in what someone says when they put their name and personal reputation to the words they want to share. I’m much less of a fan when someone wants to hide behind being anonymous to give me that same feedback.

Okay, I get it, people are fearful of retribution if they say something negative. Can you imagine how that would look if you said something negative and your organization fired you?! That would be even a bigger slam to the organization’s reputation.

One issue I see with anonymous reputations sites moving forward is the whole Google for Jobs schema. GFJ has said that a company’s reputation matters, so they will now include your ‘reputation’ into their algorithm in ranking your jobs. Which means anonymous feedback is going to impact how well your jobs perform on Google’s search results. That sucks!

Do you really want some ex-employee who sucked and got fired, impacting your Google for Jobs search results!? Heck no! It makes no sense that any organization thinks that is a good thing. I say take away anonymity on reputation sites and then hold me accountable to my reputation. Right now, the current system is too flawed in allowing misinformation to be public.

So, I know I’m taking a minority stance on this issue, but tell me why you believe employer reputation sites should allow anonymous reviews?

What Does Talent Taste Like? When Recruitment Marketing Keeps it Real…

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So, have a Coke and a Smile wasn’t good enough, the college recruiting folks in Coca-Cola’s Italian team had to get ‘creative’ and go off script. Here’s how that ended up (hat tip to Jim D’Amico for finding this pic!):

So, I’m not exactly sure from this ad who is tasting the talent. Maybe this is meant to get creepy hiring managers to the university, or maybe it just doesn’t translate to English. But whatever it means the Italian Coca-Cola team doubled down and also dropped in a landing page and hashtag for the event #TasteYourTalent or visit – www.tasteyourtalent.it.   

The site opens up with:

“Allenati per diventare un Champion di Coca-Cola HBC Italia”

Which, when translated means:

“Train to become a Champion of Coca-Cola HBC Italia”

I’m not sure if that is training to be a champion of sexual harassment, but whatever it is I’m interested in seeing how it all turns out!

I can picture this entire creative process playing out in the TA department at Coke Italy. “Hey, we need a great theme for our next university recruitment event! What do you guys have?”

“The Real Thing!” – did it. 

“Coke is it!” – did it.

“The Coke Side of Life!” – did it. 

“Taste the Feeling!” – did it. 

“Taste the Talent!” – Wait! What!? What did you just say!? That is f’ing brilliant. We’re recruiting talent. Coke tastes great! Taste the Talent! Go spend $3 million Euros and make that happen!  

Do you want to know what’s great about blogging? You just can’t make this stuff up! The bar for entry into Recruitment Marketing is apparently very low. Stay thirsty my friends.

Do you LOVE someone you work with?

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Almost two decades ago Gallup research came up with the Q12 of employee engagement. Basically, twelve questions you could give your employees to measure their level of engagement. Soon after, a multi-billion dollar industry was born and everyone in leadership and HR started to worry about how we could get and keep our employees engaged.

I thought most of it was crap and still do. Engagement for me is like watching a puppy chase it’s tail. They will never catch it, and if they do, it’s pretty unsatisfying after a while! Employee engagement is the same thing. I’m not saying you want disengaged employees, but where does it end, or does it ever end?

Once you go down this path of ‘training’ your employees you will do stuff to keep them engaged, they will continue to need stuff just to stay at that same level of engagement. Offer a kid a cookie and he’ll do what you say. Give a kid a million cookies and he loses interest in cookies.

The one piece of the Q12 I like is the question:

“I have a best friend at work.”

It’s pretty simple and straightforward. If you have a best friend at work, you’re more likely to want to stay at that job. I mean, heck, you’re best friend is there! What’s better than going to work each day with your best friend!? Not much!

Now, take that concept one step further. Instead of a best friend, do you ‘love’ someone at work? Imagine how you would support a coworker that you love!? It would be off the charts!

That’s what I love about the photo above from the World Series with Justin Verlander and Jose Altuve. For those who don’t know, Justin Verlander is a pitcher who came to Houston from Detroit this year at the trade deadline. So, Justin was very new to the team, but much needed if they want to win the world series.

There’s a long history of superstars coming together on a team and it not working out because egos get involved.

Jose Altuve is the best and most popular player in Houston. He’s a superstar. Justin Verlander is one of the top pitchers in baseball, in history. He’s a superstar. Want to know how one ultra-high-performing player welcomes another ultra-high-performing player and makes sure ‘culture’ and ‘ego’ will not be an issue?

Just look at the photo!

In an interview, Jose Altuve was asked about Justin Verlander and he said, “I literally love Justin Verlander”. Verlander was told what Jose said and had these shirts made up. These are two dudes who get it!

T3 – The Reputation of Your Company As An Employer Actually Might Matter!

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Okay, I know Glassdoor has worked for a decade to make you believe that your employer reputation matters. Their own data says that 70% of candidates will check a companies reputation before making a career decision, and they have 40+ million candidates going to their site on a monthly basis.

The problem is, I don’t think most employers really thought that much about it, honestly.

Quick question: Have you gone out and claimed your company’s Glassdoor profile? 

I always like to ask that question when speaking to HR and TA leaders and it’s not too surprising to find most of the leaders in the room, over 50%, have not, or did, but have no real interaction with the site. If your employer reputation was that critical of a decision point for candidates, 99% of leaders would be on top of this and active in protecting their employer reputation online.

Glassdoor, like most great HR and TA technology platforms, does some things really well. The first thing they had to do was create a problem we didn’t know we had! Welcome to your employer reputation! OMG! I didn’t even know that was a thing until someone made it my thing! It’s actually great marketing!

Want to sell more airline flight insurance? Share a ton of stories about people dying in plane crashes! Sure you have a better chance of dying from a shark attack while simultaneously being hit by lightning, but hey, you never know when it’s going to your turn!

I think that is until recently. With the launch of Google for Jobs, your employer reputation might actually begin to matter for real this time! 73% of all job searches in the world, start on Google. The majority of the other searches probably go directly to Indeed or directly to your corporate career site, because we’ve trained people that “Indeed” is where they’ll find all jobs.

Google for Jobs is changing how job seekers are searching for jobs by basically keeping them on Google and not sending them to other sites. The other piece that Google for Jobs is doing is looking at the job search behavior, not from an employer perspective, which was done by every other company before it (because as it turns out employers pay money for this kind of stuff), but from the candidate perspective.

Google doesn’t really care how you want to make candidates jump through hoops and give them half-information about your jobs and company. Google is on the candidate side of the equation trying to disrupt. One way Google will disrupt the job search is by placing importance on your company’s reputation when it comes to job search results.

If your company’s reputation sucks, your jobs will show up lower in the Google for Jobs search results. This will be a killer to many organizations who haven’t managed their company’s reputation at sites like Glassdoor, Indeed, Google itself has tons of employer reviews (and will be getting a lot more!), plus at least a dozen other sites that track employee and past employee reviews as well.

So, what should you do?

  1. At a minimum claim your Glassdoor profile (the free version) and respond to every single review that’s given in a position way. You might have a poor reputation, but candidates will see that you’re working on making it better.
  2. Glassdoor is just one site, there are over a dozen you probably should be tracking. No one has time for that, but there is a technology already created to help do this on one platform called Ratedly. I actually wrote about this a while back on T3.  Created by Joel Cheesman who is a really smart thought leader in the HR and TA space, and the idea is so simple and effective, and inexpensive, you should really take a look.
  3. Get your executives to understand why this is important. Of course, you don’t want a bad reputation, but also you have this extra issue of having it affect your applicant traffic which just made this reputation thing begin to have real pain!

T3 – Talent Tech Tuesday – is a weekly series here at The Project to educate and inform everyone who stops by on a daily/weekly basis on some great recruiting and sourcing technologies that are on the market.  None of the companies who I highlight are paying me for this promotion.  There are so many really cool things going on in the tech space and I wanted to educate myself and share what I find.  If you want to be on T3 – just send me a note – timsackett@comcast.net Also, I advise HR and TA tech companies. Interested? Let’s talk. 

I Hate Lists! But Less When I’m On Them…Sackett’s Top HR & TA Influencers of All Time!

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It seems like there are fewer lists out recently as content. Five years ago lists as content were huge! It was the go-to content for every crappy content marketing professional in HR and TA technology. Why? Because they get traffic! People like to see their names on lists, or not see their names on lists and wonder why “he” is on the list and I’m not on the list.

Recently, Engagedly came out with the ‘Top’ 100 HR Influencers of 2017. The list is alphabetical but it also has numbers, so it looks like Uncle Lou Adler is #1 on the most influential list of HR pros for 2017. I’m number 77. Stacey Zapar is #99. Kris Dunn is #26. If you know the alphabet you can almost play a game guessing what number you might be! (Editor question – if it’s not ranked, why put numbers on it?)

So, anyway, I hate these lists, but I hate them less when I’m on them because, well, I’m human. It feels nice that someone thinks you might know something about something and put your name on a list of other people you probably think are smart. The problem with most lists, like this, are that the person putting them together probably hasn’t met or spoken to 97% of the people they’re putting on the list.

The Engagedly list added a ton of ‘influential’ HR people I’ve truly had never heard of! Most are heads of HR for giant Fortune 100 type companies. I’ll say that’s smart. If you want to sell your product to an enterprise buyer, butter up the heads of HR at big companies and tell them how smart and influential they are. That’s just good business!

The problem is ‘these’ people, for the most part, really aren’t influential. Big giant HR is usually vanilla. They use big giant vanilla technology and they do things that are safe. That’s not really influence, is it?

Outgoing SHRM CEO Hank Jackson is on the list. Hank definitely has some influence in HR, but he’s also retiring in December, wouldn’t Johnny Taylor, the incoming CEO, be a better selection? Penelope Trunk is on the list. Has Penelope done anything in HR in the past decade? She recently said she was sick of her own advice! That seems influential.

William Tincup, my friend, and a super smart guy is on the list. He’s also on the board of Engagedly. Shocking he made the list…

Like I said, I hate lists, because what I did above is what everyone does when they see these lists. No one is like, “Oh. My. God. Thank you for this list! I had no idea who I should listen to in this space!”

Okay, I’ll stop being a dick. The criteria I would use for a list would be something like: People I have had dinner with and I would pay; People that have taught me something in HR and/or TA and/or Life; People I’ve hugged because I like them, not because I felt like I had to; People I think are smarter than me; People that get it.

Here’s my list of Sackett’s Most Influential HR/TA People of All Time (also the best dinner party ever or the most dysfunctional family get together of all time, and every single person on this list I’ve met in person and probably hugged!):

– Celinda Appleby – Employment Brand expert at Nike, an Awesome smart lady with some sass! 

– Jason Averbook – HR and TA Tech genius, one of the best presenters in the world, first person I forgot to add to this list!

– Chris Bailey – CaymanHRGuy is his claim to fame, but he might be the best person in HR period. Smart, fun, giant heart.

– John Baldino – My HR guy on the East Coast, Smart, Caring, Just good people!

– Kassandra Barnes – HR technology marketing leader, sassy, smart, always open to trying new things.

– Michelle Berg – HR Executive and consultant out of Canada, super involved in HR community, hustler to the n’th degree.

– Josh Bersin – Everyone knows Josh, some dislike him, some love him. I like how he thinks.

– Steve Boese – Mr. HR Tech, #8ManRotation, One of the nicest guys you’ll meet in HR and he really knows his stuff!

– Bill Boorman – The most connected HR/TA guy in the world and always willing to go for a drink. Super kind, super smart.

– Sarah Brennan – One of the most underrated HR/TA Tech minds on the planet, expert home flipper, awesome person.

– Terryl Bronson – Trench TA Leader, my friend from my days at the Bee’s, always willing to help others, world class stick man.

– Steve Browne – Mr. SHRM, nicest guy in HR. The most positive, uplifting HR leader you’ll ever meet.

–  Dawn Burke – HR Leader who flat out gets it, funny, high energy, one of my closest friends in HR, she’s just good people.

– Heather Bussing – The one employment attorney on the list, which means she is my go to for all this stuff, and a damn good writer!

– Johnny Campbell – Ninja. Always looking to move forward. Pushing the envelope of recruiting worldwide. Charismatic.

– Teresa Carper – My VP of HR in my own shop at HRU. Super stud, won’t be outworked, ferociously loyal, brilliant.

– Glen Cathey – Boolean Black Belt Dude. The smartest guy in sourcing you’ll meet who doesn’t believe he’s the smartest.

– Lis Cervenka – Employer branding expert, TA tech executive, great marketing mind, respect the hustle.

– Matt Charney – Brilliant writer, sharp wit, wickedly funny, gets the game better than almost anyone in the industry.

– Joel Cheesman – One of the few ‘experts’ I listen to, truly knows his stuff and isn’t afraid to let you know it.

– Jackye Clayton – Awesome HR/TA Tech knowledge, a better person, funny, my sister from another mister.

– Graeme Close – Professor, best and most interesting wellness speaker on the planet, Nutrition consultant to Olympians & professional athletes.

– Connie Costigan – C.C.! One of the top HR tech marketing and communication executives on the planet, and just a great person.

– Gerry Crispin – The Godfather of Candidate Experience and TA, who I hope to become when I grow up. Life long learner.

– Amy Cropper – Quietly one of the smartest TA minds in the room who doesn’t feel the need to throw it in your face.

– Jim D’Amico – My partner in the Michigan Recruiter’s Conference, passionate TA leader, awesome person, brilliantly funny.

– Paul DeBettignies – Kindest, hardest working TA pro on the planet, always willing to get involved and help, gets recruiting at another level.

– Mervyn Dinnen – Super smart HR writer/blogger out of the UK, always asks the right questions to make you think.

– Kelly Dingee – Sourcing expert to the stars. Kelly can break down sourcing for the masses like no other person in the industry.

– Jim Durbin – Get recruiting and finding talent at a completely different level than 99.9% of the world and can show you how.

– Holland Dombeck-McCue – The Kid! Recruitment marketing genius, under the radar, oh, the places she will go!

– Kris Dunn – The OG, my ride or die, simply the single best HR/TA blogger on the planet and my best friend. #8ManRotation

– Ben Eubanks – The analyst from Alabama, and the nicest HR analyst you’ll ever meet! Smart, hardworking, always willing to share.

– Mary Faulkner – HR leader who is always on and willing to get involved, takes no prisoners and one of the few willing to tell it like it is.

– Craig Fisher – Employment brand expert, good people, respects the hustle. Gives back to our community constantly.

– Melany Gallant – HR Tech content marketing guru who is unafraid to try new stuff, which makes her stuff industry leading.

– Joe Gerstandt – Freak flag flier, one of the top D&I speakers/minds on the planet, someone most of us would aspire to be.

– Jamie Gilpin – HR and TA tech marketing executive, started most of the stuff others are doing right now, awesome lady.

– China Gorman – Great leader, period, gets the HR industry better than most, she’s the boss you wish you had.

– Ben Gotkin – Co-founder of ATAP, super passionate TA pro willing to work behind the passion.

– Shane Gray – Tireless advocate for TA worldwide, always willing to help and has outstanding ideas. Hustle times infinity.

– Kevin Grossman – Mr. Candidate Experience, gets HR marketing at a different level than all of us. Super nice dude.

– Chris Harvilla – Super brilliant TA Tech mind and leader, could run any TA shop in the world better than you’re doing it right now.

– Lance Haun – Kind, wicked funny, always helpful, truly understands the industry and how to help make it better. #8ManRotation

– Michael Heller – HR Tech CEO, grinder, an executive who truly works to understand the practitioner’s pain, and that’s rare! He’s good people.

– Maren Hogan – Marketing expert, hustles her ass off, a brilliant writer, so helpful. Never leave your credit card with her. 😉

– Paul Hebert – No one gets recognition, incentives, and employee engagement better than this man. Plus, he’s an awesome hang.

– Chris Hoyt – The recruiting guy, loved by all including my wife who is super hard to win over! I love talking shop with Chris.

– Carmen Hudson – One of the smartest TA consultants you’ll ever meet, has always shared her time with me, Talent42 Co-founder.

– John Hudson – He ran HR for Oprah, fools! Drop mic. Truly an awesome guy, always willing to help, great HR mind.

– Teela Jackson – Recruiting leader out of the ATL, true pro, super funny, gets recruiting at another level.

– Linda Jonas – An Aussie, living in Berlin, who just works tirelessly within the industry. Respect her hustle and willingness to always ask questions to make both sides smarter.

– Matt Jones – Recruiting leader who is an expert in the game, gives back constantly, great positive energy, closer.

– Charlie Judy – HR leader/expert who gives back to the industry constantly, gets workplace culture at a completely different level.

– Micole Kaye – Influencer marketing expert, a millennial who acts like a Gen-X, super high ceiling because she’s unafraid.

– Katrina Kibben – Employer branding, marketing pro, writer, involved. Someone who is always willing to help and give back to the community.

– Kyle Lagunas – My favorite TA/HR analyst, wicked funny, fabulous, will poke fun at his own industry, smart.

– George LaRocque – Always knows where the money is, constantly letting the industry know stuff before anyone else, I listen to him.

– Sharlyn Lauby – The vast HR community loves the HR bartender and so do I, straight talk in a way that doesn’t talk down, she writes for those HR pros in the trenches.

– Madeline Laurano – In a world of puff out your chest analyst, Madeline is a pros-pro who quietly knows more than 90% of the room. Flat out produces great research.

– Jason Lauritsen – Super HR leader, better guy, truly wants to see you be a better you. One of my favorite people in the industry.

– Jessica Lee – The most talented young TA leader on the planet, period. Brilliant mind. Tireless worker. Great spirit.

– Tony Lee – Working constantly to evolve SHRM from the inside, awesome guy, always working to make his business better.

– Steve Levy – Polarizing TA genius who will tell you exactly like it is, even if you don’t want to hear it. Truly knows his stuff.

– Roy Maurer – Expert writer in our space, not a hack blogger like me, kind, giving, always willing to help hacks like me get better.

– Jennifer McClure – The one HR speaker everyone wants to hear and see, self-made, constantly improving, such a good person. Knows what she talks about.

– Trish McFarlane – No one in HR in the past decade has come farther in their career. HR leader, analyst, HR Tech executive.

– Debbie McGrath – Founder of HR.com, she’s forgotten more about this industry than I’ll ever know. Constantly innovating.

– Rob McIntosh – Executive TA advisor that is a top 1%er in terms of knowing more about TA than all of us. One of the few I read and listen to in this industry.

–  Victorio Milian – A better human than you and I will ever be, HR consultant and leader, one of the nicest guys you’ll ever meet, with a keen eye.

– Crystal Miller Lay – Employment branding and recruitment marketing expert and leader, constant hustle, unapologetic in a good way.

– Jessica Miller-Merrell – The queen of HR/TA blogging, HR/TA tech expert, constantly pushing forward, challenges the norm.

– Danielle Monaghan – The only head of TA for a giant corporation I’ve ever met you will tell you exactly how it is, publicly. So awesome!

– Neil Morrison – HR Executive out of the UK. Might be smartest HR dude on the planet. Great writer and thinker. I’m love listening to him.

– Kevin Mullins – HR Tech marketing executive, flat out ‘gets it’, a driving force behind WorkHuman, had great vision.

– Shannon Pritchett – Worldwide sourcing leader, Ms. SourceCon, super smart and willing to give back to the community.

– Laurie Ruettimann – Friend. Original HR blogger with snark and sass, showed everyone else how to do it. Mentor of mine. Smart beyond our industry.

– Tim Sackett – Like I said, I hate lists, but I hate them less if I’m on them!

– Lars Schmidt – HROS co-founder, Fast Company author, employment brand strategist who is super nice, helpful and giving.

– Robin Schooling – Trench HR leader, blogger, an awesome lady who just gets HR at a level most will never get to.

– Jason Seiden – Branding genius, overall genius, one of the few people I shut up and listen to when they speak. Always has great ideas.

– Mary Ellen Slayter – Content marketing expert, good people, knows where the bodies are buried in our industry and can use that knowledge to help her clients.

– Leela Srinivasan – Top 3 HR/TA Technology CMOs on the planet who also never invites me to her events. She’s smart that way.

– Marcus Stewart – HR professor at Bentley Univ., best friend since junior high, the single smartest person I know.

– Matt Stollak – The only HR professor on the planet who has been able to make the transition into mainstream HR writing. Sparty. #8ManRotation

– Mark Stelzner -HR advisor to the who’s who of HR leaders on the planet. Might be the person in HR who can fix you the fastest, and he’s just a great guy.

– Will Staney – TA consultant, industry expert, always willing to give back and work to make the industry better overall.

– Bret Starr – Marketing genius who doesn’t believe he is. Nice dude, great leader. Some of the best ideas on the planet.

– John Sumser -Brilliant dude, industry guru respected by all, one of the few who will ask the toughest questions and get the answers.

– Ronda Taylor – HR marketing expert, Twitter hashtag guru, constantly helping others get better at the game.

– Ron Thomas – Global HR leader, tireless industry advocate, awesome person, your guy on the ground in Dubai!

– William Tincup – Part of my tribe. Great sense of humor I’ve ever met. Smartest guy in our industry. I envy his mind. He’s my go to on most things in life.

– Ambrosia Vertesi – Exceptional HR leader who is wise beyond her years, HROS co-founder, creative with a great sense of humor.

– Jess Von Bank – Tireless industry sales executive who is in constant hustle mode, not constant sales mode.

– Jeff Waldman – Social HR Camp founder, constant industry advocate north of the border, brilliant TA mind.

– William Wiggins – Exceptional HR Leader, one-half the great Wiggins-Hudson duo, one of the funniest HR pros I know.

– Mike Wood – Marketing leader for Globoforce, never stops, behind the force that has become WorkHuman, one of the good guys!

– Stacy Zapar – Constant hustle. Super talented TA leader. Uses her skill sets better than anyone on the planet. Beyond nice.

– Shaunda Zilich – Employment brand leader at GE, can build a motor cycle, thinks about EB completely differently than everyone else!

Okay, I know I’ve forgotten about fifty people, so I apologize to all those friends and smart people I’ve left off this list! Also, I know it’s not in perfect alphabetic order. Look it’s my list, I can arrange it any way I want!

Damn, this list thing is harder than it looks!

 

 

T3 – @Ongig Transform Your Job Descriptions

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This week on T3 I review the video job description platform Ongig. I first ran into Ongig when their co-founder and CEO, Rob Kelly, started posting some great content around the ATS market and which ATS systems were being used most. I’ve used Rob’s data at least half a dozen times for posts of my own! (Top 70 ATSs on the Market) 

So, I knew of Rob before I knew of Ongig. Because I liked the great content Rob was putting out and I wanted to know more about him and his company and what I found was really impressive! Ongig takes your boring, static job descriptions and turns them into dynamic digital job ads that match your employment brand and drive more candidates to your organization.

Ongig isn’t the only company on the market that can do this and I’ve highlighted others on T3, but the Ongig has taken a few more steps others haven’t. They’ve figured out how to integrate these within your ATS environment, not outside it, thus capturing and driving all this traffic back into your one system and process. That’s huge. It’s great to have great looking digital job descriptions, but it doesn’t do me a ton of good if they’re just sitting there outside my current process.

What I like about Ongig:

– Every ATS has the same issue, the job description pages are usually boring and plain. Ongig shows you and lets you build great job description pages for each job that are multimedia enabled with video and much more.

– The platform is easy to use and intuitive. Simply drag and drop your own pictures and media within the platform to control your own media management.

– ATS integration is paramount. It’s not enough to just have great digital job descriptions with video. You also need to be able to drive all those applicants into your current process to capture. Too many clicks and all that great looking video and branding is meaningless. Ongig is currently working with Taleo, Brassring, Greenhouse, Lever, SmartRecruiters, etc. The more open the API of the ATS the easier it is to pull off this integration.

– “App Store” type experience. Want to add a “Join our Talent Community” to your career site, JDs, etc. Ongig can support third-party talent community widgets or embed their Talent Community widget. Work Testimonials built into your JDs and career site? Sure, if that’s what you want. Glassdoor comment stream on your career site? Yep. Purpose driven mission statements on every JD? Not a problem. Pick and choose which features you want with rather ease. Chatbots, social sign-in, maps, walkscore, etc.

– Have an ATS that forces each applicant to register and you just want single-click to apply? Ongig can build that out for you as well.

Too often I run into TA executives who have their tech stack fairly determined for a number of reasons (long contract, limited budget, etc.), but they still have a need and a desire to add a bunch of stuff that candidates expect. Ongig has the ability to prop up these kinds of processes through their job description platform.

Clearly, the ability to add video to job descriptions and make them dynamic is Ongig’s bread and butter, but really Rob and the team can do so much more. If you have god awful boring job descriptions, need more functionality than you have with your career site and JDs, Ongig is worth a look.

T3 – Talent Tech Tuesday – is a weekly series here at The Project to educate and inform everyone who stops by on a daily/weekly basis on some great recruiting and sourcing technologies that are on the market.  None of the companies who I highlight are paying me for this promotion.  There are so many really cool things going on in the tech space and I wanted to educate myself and share what I find.  If you want to be on T3 – just send me a note – timsackett@comcast.net

7 Things HR Pros Should Be Doing to Deliver a World-Class Employee Experience

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Webinar Alert! Tomorrow at Noon EST – it’s me and the 7 Things every HR Pro in the World should be doing to Deliver a World-Class Employee Experience.

Want to join me? You’ll get SHRM and HRCI credit!

Plus, you’ll get to have lunch with me. Well, only if you sit at your desk and eat lunch, and you’re in the east coast time zone, or you can have your fifth cup of coffee with me if your in the west coast time zone, or maybe you’re just central and you get up early and like to eat an early lunch. Look, I’m

Look, I’m fairly intelligent, but I’m sorry I don’t know your eating habits, so just log in and you do you, and I’ll do me, and we’ll all learn something about creating great employee experiences!

Here are the details:

“Our employees are our most important asset,” said every CEO … ever! But what if we truly treated our employees like our most important assets? Would you do things differently than you are right now?

HR expert and world-renowned HR blogger Tim Sackett and Ryan Higginson-Scott, an HR leader at Optimizely, will bring their fun and engaging style to the hottest topic on the planet — building an employee experience everyone wants to be a part of. The program will introduce you to the concept of employee experience, why it matters and, more importantly, dig into what you can do right now to begin designing and developing a world-class employee experience in your own organization. You’ll walk away from this session with at least seven great ideas that can move your employee experience from average to great.

Learning objectives:

  • Learn how best practice organizations are designing a strategy to improve the employee experience.
  • Develop a launch strategy and plan for your organization’s employee experience.
  • Understand the metrics and KPIs around world-class employee experience.

Sounds sexy, right!?

REGISTER HERE!