Category Archives: Business

Reject Like a Pro

Posted on by
1

Getting turned down for a job sucks, but how you handle it can impact how people see your company. A while ago, I applied for an executive gig, and 18 months later (emphasis on this), I got a snail mail rejection letter. No communication for 18 months – then a rejection. Now that’s a solid candidate experience, right!?

That experience got me thinking about the dos and don’ts of rejection letters. Here’s the lowdown:

Dos:

  1. Send signed letters to folks you talked to personally – phone calls, meetings, or internal referrals. And don’t wait 18 months.
  2. Write rejection letters that match your company vibe.
  3. If someone’s a definite no, shoot them the rejection letter. For maybes, keep them in the loop.
  4. Use the ATS for mass rejection emails when there’s been zero personal contact.

Don’ts:

  1. Don’t send a letter to everyone who applies. When someone applies, include a message in your recruitment process, letting them know that only those selected for interviews are considered part of the process. This means we’ll communicate directly with those individuals. Others, thanks for applying – please consider other positions that match your experience and background.
  2. Avoid saying someone else was more qualified – you can’t know for sure. Focus on the one who fits your current needs.
  3. Ditch the promise of keeping resumes for the future. Be straight – if they want another shot, tell them to reapply and maybe network a bit.

In the end, rejection letters should leave people thinking, “Okay, I applied once, and I’d do it again. Maybe even support or buy from this company.” It’s not easy, but doable.

For real feedback on your rejection game, give a few rejected candidates a call. They’re usually cool with sharing their thoughts on the process.

Consistency Matters More Than You Think

Posted on by
Reply


Ever wonder what your workplace really wants from you? I’ve spoken to this before.. It’s not about being a superstar, an A-lister, full of energy, or cracking the Top 10%.

The real deal is being consistent—not shining all the time or totally sucking. Just meet expectations. Every day, every week, every year. Dependable and consistent.

But let’s be real, we don’t appreciate consistency enough. We feel the need to be more than just consistent, like it’s some kind of new low.

We’re all about being ‘world-class,’ creating ‘best practices,’ and leading the industry. Sounds cool, but it makes being consistent seem like a bad thing. Truth is, if everyone in our crew kept it consistent, we’d crush the competition.

So, why aren’t we owning the game? Because being consistent is tough. That’s why we chase after rock stars. We need them to make up for the not-so-great ones. Getting everyone to meet expectations is like herding cats.

Next time you’re with an employee who’s just ‘meeting expectations,’ give them a pat on the back. Thank them for doing their thing every day. Imagine if everyone else followed suit—boom, greatness!

You don’t need over-the-top performance to win. Just get everyone to do what they’re supposed to do. Consistency—let’s slap that on a poster and call it a day: “Just do what you’re supposed to do!”

I Love a Rivalry!

Posted on by
Reply

I’m all about it – winning, competing, the buzz, and yeah, even losing. Losing keeps you caring about winning.

Not everyone sees it like that, though. Some think we should all just get along and that having rivals is old news.

But here’s my take – real competition with rivals pushes us to be better than we thought we could be. Without that push, we’d never hit our top performance.

The snag with rivals at work is it can get ugly real quick if it’s not handled right. That’s why some folks say we don’t need rivals in society.

A badly managed rivalry, especially at work, can wreck the vibe faster than anything else. It turns into a “me against them” deal, even when ‘them’ is just another part of ‘us’!

But, if done right, rivalries can light a fire under leaders and teams, taking them to some crazy high performance levels. External rivals, like competitors, bring that extra kick. Those are the rivalries we love – kicking the competition’s butt!

Internal rivals can be just as motivating, maybe even more because it’s real. Your rival is someone you know, or at least more than your competition.

This relationship with an internal rival is where the energy comes from, both good and bad. We hope these internal rivalries drive both sides to greatness, but it doesn’t always pan out that way.

Usually, internal rivals end up trying to outdo each other, when what we really want is both sides reaching greatness and cheering each other on. I used to think it wasn’t doable when I was a young leader.

One side wins, one side loses. That’s a rivalry.

But over time, I’ve seen that the best leaders figure out ways for healthy rivalries, getting everyone to back each other up and celebrate together. It’s about plenty – there’s enough success for all of us. As you succeed, and your co-workers succeed, that success lifts us all.

I first saw this in college sports. A coach taught us to push each other as rivals in practice when it helps us be our best. But when it’s game time, we stick together to reach our goal of winning. It’s about the team.

So, leaders, when you’re setting up internal rivalries, keep in mind that concept of plenty and togetherness. It’s about me, until it’s about we. The leader’s got to show us where that line is.

Is it time to go with the flow?

Posted on by
2

Whenever HR folks hang out, they often think they’re the rebels in the room. But truth be told, when you look at what they say and do, we’re all not much different from everyone else. This isn’t just an HR thing; it’s all over our workplaces. It’s like we’re stuck in this ‘Group-think’ mode.

Back in the 1950s, Solomon Asch did a study where students had to solve simple problems, like figuring out if two lines were the same length. Some students purposefully gave wrong answers, and guess what? Three-quarters of the others went along with the wrong answers at least once. It’s a reminder that as humans we tend to follow the herd, even when it’s clear they’re off track.

In the corporate world, the contrarian label often gets slapped on the CEO or someone on the fast track to getting the boot. Despite what top executives say about valuing contrarian ideas, the truth is, going against the grain isn’t well-received in companies. So, it’s kind of amusing when HR pros claim they’re the rebels in their organizations. No you’re not. Plus, do you really want to be?

Let’s cut to the chase – HR doesn’t have to be the rebel; shouldn’t they just go with the flow? HR needs someone who totally drinks the Kool-Aid and fully supports the mission. It might sound rebellious in its own way, especially if the boss is a visionary leader, but that’s what organizations need from HR.

HR needs to toe the line. Conform to the vision, conform to the mission, and lead by sticking to the organizational goals. By embracing this kind of conformity, HR can actually make a real difference in the success of the company.

Why You Should Recruit from Competitors

Posted on by
1

Is it cool to hire from your competitors? This usually gets mixed responses. If you ask 100 Talent Acquisition Pros, half might say it’s a no-go due to agreements not to poach from each other – a common practice in the corporate world.

Infamous legal dramas, like the Silicon Valley case, highlight the downsides of these secret pacts. Between 2005 and 2009, tech giants allegedly avoided recruiting each other’s people, causing lower wages and less job mobility. The lawsuit claims this left workers in the dark about better-paying opportunities.

Surprisingly, openly declaring an agreement not to recruit from competitors is not just ethically weird – it’s illegal. Yes, you heard that right. While it’s tempting to dodge the hiring treadmill in a competitive market, there are smarter ways to deal with it.

One approach is to invest in better pay, engagement, and talent development. DUH! Smart companies know it’s crucial to pay at or above market rates to keep their team happy. Instead of reacting to high turnover with higher wages, these companies stay ahead by regularly adjusting compensation to retain top talent.

Choosing between paying upfront or dealing with turnover costs is a classic business challenge. Reactive companies end up paying more on the back end due to turnover and higher wages. On the flip side, proactive organizations invest upfront in talent development, keeping a competitive edge by promoting from within and having visionary leaders.

I would actually love to see legislation that makes it illegal if you’re a corporate recruiter and you don’t make cold calls to recruit! You saying you’re a ‘Recruiter’ but you don’t recruit! That’s the real criminal activity going on!

Your Secrets Are Safe With HR

Posted on by
3

I’m not big on secrets, but let’s chat about the lowdown that HR folks usually have. In the HR circle, there are always a few things we’re told to hush about.

These are the secrets that only we as HR pros have:

  1. Spotting folks in the office about to exit. Others might catch wind, but HR usually has the inside track on everyone’s moves.
  2. Knowing who’s moving up the ladder, and not necessarily because they earned it.
  3. Figuring out how much you’ll get in your next raise. Yep, we already know, but don’t slack off – we don’t want it looking pre-decided.
  4. Understanding why some departments get more resources than others. Sadly, we can’t spill the beans – it would mess things up!
  5. Getting a sneak peek at your annual bonus 6-12 months in advance. Budgets need planning, after all.
  6. Anticipating changes to your benefits 4-8 months before they kick in.
  7. Knowing who might go off the deep end at work. Can’t tell you for privacy reasons…

There are probably more secrets, but they’re not just HR-exclusive. Consider this: We might tweak our metrics, but guess what? Every other department does it too! In a corporate world driven by politics and metrics for resources, the numbers won’t always be squeaky clean. What makes HR unique is our stash of substantial secrets and the duty to keep them locked up. One common pitfall for new HR folks is sharing these secrets to make friends – it usually backfires.

So, yes, HR’s got secrets – you knew it, and I’m just confirming. Let’s keep moving, though, because I’m not spilling the beans on the details!

A Referral Revolution

Posted on by
Reply

HR Rockstars! Guess what’s coming your way on Jan 31? I’m teaming up with Scott Sinatra, CEO and Co-Founder of Bountiful, to spill the beans on turning your good old referrals into a competitive advantage.

Now, I get it. Referral management might not be everyone’s cup of coffee. But we’ve got your back. Worried that referrals lead to cookie-cutter teams? Yep, got your back there too. Here’s a little secret from Scott: 90+% of you aren’t using any tech wizardry to manage a source that’s dishing out 20-50% of your hires. Let’s change that, shall we?

In this webinar, we’ll cover:

  • How to build, automate, and scale a referral program (because who needs extra headaches?)
  • Tackling the common challenges organizations face when rolling out a referral program – and trust me, we’ve seen them all.
  • Scaling your referral program externally, so you can tap into talent from anywhere on the map.
  • and More!

Ready to up your referral game in 2024? Register now at https://bit.ly/3TPoiiJ and I’ll see you there!

HR Snow Days

Posted on by
1

With all the snow the Midwest got this past week, I dug up an old blog post about how HR should handle snow days. After seeing enough Bills fans shoveling on social media, I figured this needed a chat. Enjoy.

Look I get it. I have 3 sons and Snow Days are a big deal… if you’re 10! So, if you’re an HR Pro, right about this time tomorrow, you’re going to feel like you have an entire organization full of 10-year-olds,  as we begin to see the first signs of Snowmagedon!

I understand people freaking out, that is, if you live in some place south of the Mason-Dixon line, and you’ve never seen snow before. But, I live in Michigan and it snows here. The snow usually starts around Halloween and ends around Easter.  What I don’t understand is anyone who lives north of, let’s say, Chicago, is even blinking an eye at a snowstorm coming.  Let it snow, clear your driveway and get your butt to work.

It’s not a difficult concept! No, I don’t want you to drive to a client if the roads are dangerous, and, no, I don’t want you to drive to work if the roads are dangerous, and, no, I don’t want you to run around the office with scissors and your shoes untied!  But I do expect we’ll all be adults.

If it looks like there’s going to be a lot of snow tomorrow, you need to make a plan. How about packing some work to do from home, or just plan on watching Lifetime all day, because I completely understand you missing the 3 days of warning that the snow was coming! (he screamed to himself in a mocking voice…)

Snow Days are the kind of crap that drives HR and Leadership completely insane!

Why is it, that the CEO finds his way into the office, driving his Lexus sedan, but Perry in IT just can’t seem to get his 4X4 Chevy Tahoe out of the garage?   If you want a day off that damn bad, take a day off,  but don’t insult the intelligence of all those who found a way to come in.

Be sensible, give your local snow plows some time to clear roads, give yourself extra time to get to work, but at the very least give it a shot. Then, when you get stuck, take a picture with your phone and send it to your boss, they’ll appreciate the effort!

Optimizing Recruiting Efforts: Never Underestimate the Power of Nudging!

Posted on by
3

I hate administrative work. Dotting i’s and crossing t’s puts me to sleep. I’m not a tasky person. This past week, I had to do a billing/invoicing thing for a client. It was like this 37-step process that I’m sure some accountant is so proud of. It wreaked of CYA. They used technology and walked me through each step. Dot this i. Cross this t. Give us three pints of your neighbor’s youngest son’s blood. You know the deal.

I skipped over one step because it was a live verification step. They wanted to verify that the person willing to go through 37 steps was actually a real person. I didn’t have time for this nonsense. I’ll ignore it. Most likely, they won’t need it. I mean, look, I’ve got a blog! Tens and tens of people know me. Surely, some real person on the other end of this process will see this and check the box.

Nope.

That’s when the nudges started. “Hey, Mr. Sackett, We see you mistakenly forgot to schedule your meeting with us…” Ugh. But, look, I’m a pro. I’ll keep ignoring it, and it’ll go away.

Nope.

“Hey, Idiot, Do you ever want to get paid?”

Okay, the tech wasn’t ever rude, although I suspect if it were, I would be more apt actually to respond! The nudges kept coming, and I was worn down. I scheduled my little call and finished the process. Long story short, the nudging worked. It always works.

I saw some data this past week from a company that gets about 2,000 applicants a month. Only about 500 of those actually follow through with the process and turn it into an interview. What’s the process, you ask? They get sent a link to schedule an interview! The company sends out one “reminder” after 24 hours, and then nothing ever again.

They decided maybe we should give some of these applicants one more chance and send them another reminder/nudge to have them schedule an interview. In the first round, an additional 300 responded. The company got 300 more interviews by sending out one email reminding them to click a link to schedule themselves for an interview.

Nudging works.

I tell my recruiting clients that you can never nudge enough. Your goal in nudging applicants to finish your process is to receive cease and desist letters from attorneys! If someone started your process, clearly they have interest. Our job as talent acquisition professionals is to follow up on this interest until we are 100% sure they no longer have interest. Not 97% sure. 100% sure!

It’s the only thing in recruiting that is black and white. You are either interested = Yes. Or you are not interested = No. Hearing nothing = make more f*cking nudges!

Your nudges should be multi-modal, meaning you should nudge via email, SMS, LinkedIn messenger, snail mail, phone calls, smoke signals, etc. You can use these modes simultaneously, like sending a text and an email at the same time. Or my favorite, The Triple Threat, calling the applicant and leaving a voice mail, texting them and saying, “Hey, I was the crazy person who just called you,” and sending an email, all together. 60% of the time, it works every time!

If we have learned one thing today, it’s to nudge more. Nudge all day, every day. Nudge until you can’t nudge any more. Then, nudge a little more. Get nudgy with it! Just Nudge It!

A Common Sense Crisis

Posted on by
Reply

In today’s world, the most precious asset is… common sense. Que “my precious” by Gollum. It’s become a rarity, dwindling away from our grasp. But I want to hold on to it so bad!

Society seems to have lost its ability to acknowledge perspectives beyond our own. Instead of embracing a variety of views, we’ve become one-way thinkers—where there’s only right or wrong, each person interpreting their own truth. It’s a messed-up reality that’s causing a lot of trouble and fights in our lives.

The breakdown in our ability to exercise common sense has led us to this. We’ve forsaken the middle ground, fixating on extreme ends. Rather than striving to understand various viewpoints, we’ve adopted an alarming stance: “I’m right, you’re wrong, end of story.”

Deep down, we recognize this flaw. How? By dismissing anyone who disagrees with us. It’s far simpler to cling to our existing beliefs than to step into the shoes of another.

This challenge isn’t fixed to a specific year or time. It’s not about 2020 or 2024—it’s about our collective inability to embrace common sense. The thing is, the extremes of a spectrum don’t show what’s right or wrong. The real answer is in the middle, where different views come together.

When hiring, I’m no longer fixated solely on a specific skill set or educational or experience. People who still hold onto common sense are what I’m looking for. It’s not just a passing trend—it’s crucial in a world where balance is lacking. It seems common sense is not so common!