Category Archives: Career Advice

Who is responsible for the lack of good workers?

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It’s parents. First and foremost I blame parents. Parents are the number one reason you can’t find good workers because parents want their kids reach higher than they did. Thus, if Mom or Dad worked in a blue collar profession, they want their kids to look down on that work. It’s subtle. Most parents don’t come out and say “what I do is bad”, it’s more “I want you to be better than me”, by doing this, you’re telling your kids, what I do isn’t worthwhile.

It’s teachers.  It’s our job to prepare you for college! No, it’s not, it’s your job to help prepare them for life after high school. That doesn’t have to be college. When did we turn public education into college preparatory and not life preparatory? Public Education has gotten so bad that the only paths a kid has after high school are college, the military or prison.

It’s the government – oh there’s a popular one.  The government has subconsciously told kids that working with your hands isn’t worthwhile. How? They no longer give public education the funding that is needed to teach skilled and semi-skilled trades in schools. When I went to junior high and high school I took wood shop, metal shop, electrical shop, automotive repair, a cooking class, etc. I was told by my government, as part of my education, that these skills were important to society.

It’s the media. Besides “Dirty Jobs” which is played off as a goof reality show, what show makes you feel like working in a job that makes your hands dirty is a worthwhile and valued career in our society? None. Even if a manual labor type job is portrayed, it’s usually portrayed in a comedy sense of look how screwed up my life is for working this job. Our kids are blasted by the media constantly to only look up to people who work in white collar professions.

We all stopped valuing hard work. Dirty work. Difficult work. Unpretty work. Not socially acceptable work.

We are all to blame.

We need to start telling kids, little kids, it’s okay not to be a doctor or lawyer or banker. That being a plumber is a wonderful, fulfilling career. Being a line cook, creating someone’s meal, can be a really good job. Building some’s car is a noble profession.

Somewhere along the way, we stopped telling our kids that ‘working’ is a good thing, and started telling them, you need to go to college, because ‘working’ is bad. We have generations of kids being raised that think ‘working’ is bad. We should strive to get jobs where you don’t ‘work’. You should manage. You should lead. You should facilitate.

Not work, lord no. You might get your hands dirty. You might get a stain on your trousers. Someone might see you working! We are not a working-class family! Worst of all? You might actually like it! You might like fixing something. You might like building something. You might like creating something.

I miss a time when working was as valued as education.  When you could look up at your Mom and Dad and be proud of them for working at a job that brought them home dirty, but brought them home for dinner.

Google Announced They Discovered The Secret to a Great Workplace!

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Over the past five years, I’ve been outspoken over my dislike of Google HR.  But I have to give them credit now, because they spent years of work, really digging into the concept of teams and employees to figure out how we, HR Pros, help our organizations make the whole thing work. Kudos to you Google!

Here’s what they found:

“The tech giant charged a team to find out. The project, known as Project Aristotle, took several years, and included interviews with hundreds of employees and analysis of data about the people on more than 100 active teams at the company. The Googlers looked hard to find a magic formula—the perfect mix of individuals necessary to form a stellar team—but it wasn’t that simple. “We were dead wrong,” the company said.

 Google’s data-driven approach ended up highlighting what leaders in the business world have known for a while; the best teams respect one another’s emotions and are mindful that all members should contribute to the conversation equally. It has less to do with who is in a team, and more with how a team’s members interact with one another…
Matt Sakaguchi, a midlevel manager at Google, was keen to put Project Aristotle’s findings into practice. He told Charles Duhigg of The New York Times how he took his team off-site to open up about his cancer diagnosis. His colleagues were initially silent, but then began sharing their own personal stories.
At the heart of Sakaguchi’s strategy, and Google’s findings, is the concept of “psychological safety,” a model of teamwork in which members have a shared belief that it is safe to take risks and share a range of ideas without the fear of being humiliated…
…In short. Just be nice.”
Wait, what?
Be nice.  That’s what Google found after ‘years’ of work? Be nice!?
You got that HR pros? Just tell your employees to be nice.  Google has it figured out. You can stop working now. Just listen to Google. They spent three exhausting years of research on this.  RELAX. They know what they’re doing. They’re Google. We all just want to be Google.
Mrs. Wilson was my kindergarten teacher. She was this young, beautiful black woman who seemed to be about 7 feet tall. To be fair, I was five and three feet tall, so she might have only been around 5’7″. Anyway, in 1975, she told me something very similar. In fact, I think she used those exact same words, “Be nice, Tim.”
Maybe Google should have just hired Mrs. Wilson, and saved all that time and work. Apparently, she also figured out the secret to a great workplace!

My exact 3 minute opening Interview monologue.

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Almost every failed interview can be traced back to the first three minutes. Experts will tell you the first ten seconds, but these are the same experts who have never interviewed or haven’t interviewed in the past twenty years. The reality is a little longer, but not much.

An interview doesn’t really start until you’re asked to open your mouth. And, not the small talk crap that you do while people get settled and wait for Jenny to get her coffee and find your resume.

When you get asked that first question, “So, tell us a little about yourself.” Bam! It’s on. Start the clock, you have 180 seconds to show them why they should hire you.

Here’s what I would say:

“I was raised by 6 women. My grandmother is the matriarch of our family. I was raised by a single-mom, who had four sisters, my aunts, and my sister was the first grandchild born into the family. As you can imagine, I was dressed-up a lot! The women in my life love to laugh and I was always had a stage with them to make this happen. 

The other thing it taught me was to cook, sew and iron. All of which I do to this day. My wife is the baker, but I’m the cook. Mending and ironing fall in my chore bucket around the house.

The real thing it taught me was the value of women in the world. I did my master’s thesis on women and leadership. My mother started her own company in 1979 when no women started companies. Not only that, she started a company in a male-dominated technical field.  I was nine years old, and she would pay me ten cents to stuff envelopes for her. We would sit on her bed and she made calls to candidates, and I would stuff envelopes with the volume off on the TV.

Living with a single mom, who started a business during a recession was a challenge. I learned the value of work and started my first real job the day I turned sixteen. I paid my own way through college as my parents, who could afford to help, believed I would get more out of college if I found a way to pay for it on my own. I did. In hindsight, I’m glad they taught me this lesson. It was hard but worth it.

All of these experiences have helped shape my leadership style. I set high expectations but work hard to ensure people have the right tools and knowledge to be successful. I hold people accountable to what we agree are our goals. I work very hard, but I like to have fun when I work. 

What else would you like to know about me?”

That’s it. I shut up and wait for a response.

What did I tell them in my three minutes?

I told them my story.  People don’t hire your resume, they hire your story.

If you want to get hired, you need to craft your story. A real story. A story people want to listen to. A story people will remember when it comes time to decide whom to hire.

5 Habits that are making you a Bad HR Pro!

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I had someone challenge me recently on my performance. It was good. It made me think about what I was really doing, and how I could get better. We all need this. We get so caught up in our day-to-day stuff, it’s difficult to sometimes realize what’s holding us back from being even better!

I started to notice habits that creep up from time to time that hinder my own performance. Also, recognizing habits of my staff that are holding them back from reaching their full potential (oh great, they are saying right now to themselves!).

This came full circle when I thought of what it is that makes great HR pros great, and what habits are holding us back as a profession, so here’s my list:

    1. You send an email (or G*d forbid text) before walking over or calling the person you want to get your message to.  HR is about relationships. If you don’t like this, you are in the wrong profession.
    2. You have a hiring hang-up.  A what? You won’t hire someone, ever, for some stupid reason – they went to State U., they didn’t shake your hand firmly enough during introductions, they worked at a job less than a year, etc.
    3. You have compensation issues.  It drives you crazy that people in other parts of the business make considerably more than you (IT, sales/marketing, etc.) for a similar line-level position.  If you want to make more money, then go into one of those areas, otherwise, shut it.
    4. You have a power complex. A what? You feel good about your “perceived” ability to control someone else’s professional life.  “Well, you better never wear those flip flops on a Thursday again or I’m going to have to write you up.”
    5. You believe HR is more important than the rest of the business. But, Tim – nothing is more important than our People!  Stop it – stop focusing on you and focus on how to help everyone else, that makes you valuable.  Use your “power” in HR for good, and make everyone else’s life easier.

Do you really want to be a better HR Pro, right now, today? I mean really?  I mean actually small incremental steps of making you a better HR Pro.

Alright then, do these things often:

  • Go talk face to face with your line peers in other functions and ask them what is their biggest challenge they are facing. Not an HR challenge (although it might be), but an overall challenge. Figure out a way to help them, not as an HR pro, but really help solve their problem (this is what “Business Partner” means for all of you with the HR Business Partner title).
  • Go talk to them again.
  • And again.

But, Tim! I don’t know anything about software architecture. So, it doesn’t matter, they’ll tell you, they will walk you through it, you’ll use your smarts to find ways to be helpful and most importantly “they” will feel supported.  And you? Well, you will be a better HR Pro for it.

The Life Span of a Crappy Recruiter!

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I have to give credit where credit is due, and Aerotek is the one that originally discovered how long it takes to figure out you suck as a recruiter! It’s right around 9-14 months.  If you’ve spent 13 minutes in Talent Acquisition on either the corporate or agency side, you’ve seen a ton of these resumes.

Just having recruiting experience, especially IT or Technical, can guarantee you a recruiting career for at least ten years or more, even if you are completely awful at recruiting! As a President of a recruiting firm, and someone who has run corporate TA shops for years, I see these candidates come across my desk on a weekly basis:

They look like this:

1. First Recruiting job right out of college, working for a big agency recruiting sweatshop – this position lasts 9-12 months. They left because “they didn’t agree with the management style of said agency”. The truth is they weren’t meeting their goals, but we give them a pass because these sweatshops are churn and burn.

2. The next gig is usually another agency or small corporate recruitment gig. This one usually lasts under 9 months. It’s more of the same, they couldn’t do it the first time, what makes you think they’ll do it for you!?

3. Now, if they’re smart, they jumped from the second gig before getting fired to a very large corporate gig where they have so many recruiters they truly have no idea what they actually do, this will buy you at least 24 months before you’re discovered as a recruiting fraud. In these big organizations you don’t even recruit, just post and pray, anyway, so you should be able to survive.

4. Big organizations finally figured out you’re worthless, but you now know the game, so you leveraged this big corporate name on your resume into your next gig, this time as a senior recruiter, with another big firm who wants you to sell out your last firm and all their recruiting secret. The big secret is, you have no idea, and the last big org gig you had, well, they had no idea.  Once you run out of fake secrets to share, you’ll be kicked to the curb, so start looking for a recruiting manager gig in about 18 months.

5. You jump at the first recruitment manager gig you’re offered. Mid-sized firm, who loves your big company experience and can’t wait for your to save them from themselves. They have super high expectations on what you’re going to do for them, this is not good for you, remember, you suck at recruiting! You’re gone in 9 months.

6. Welcome back to the agency world! You will now bounce around these companies for a while, selling the fact you have ‘contacts’ at big companies of which agency owners want to get into. You’re now 8-10 years into your Recruiting career, and you’re an awful, crappy recruiter.

If you’re truly lucky as a crappy recruiter you’ll fall into some recruiting gig with a college or university or some other sort of fake, non-profit. Those are like wastelands for crappy recruiters. Absolutely no expectations that you’ll do anything of value, just show up, collect a check and follow a process. It’s never your fault, and hey, they don’t want you to move to fast anyway!

Beware TA leaders. There’s a reason a recruiter has had 4 – 6+ jobs in ten years, and it’s not because they’re good at recruiting! The best recruiters don’t move around because they’re so valuable the organizations they work for won’t let them leave! If you’re crappy, people are hoping you leave! Please take your crappy recruiting skills to our competition!

 

Failure Is The New Black!

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(Rerun from 2013 – This one still holds up very well!) 

This inspiration came from my friend William Tincup.  If you don’t know him, you need to know him, he’s brilliant.  Like my head hurts after talking to him brilliant, in a good way.

He made a comment recently which was just this:

“Failure is the new black.”

Another friend of ours, Jason Seiden, has been saying this for years, in a little different way, with his “Fail Spectacularly” motto.  Either way, you get the point, it’s now ‘in’ to talk about your failures. It’s a really popular and motivating thought process for a lot of people. Basically, it’s alright that you failed, go do it again and eventually you’ll get it right.

Past generations would go to great lengths to hide their failures.  Think about your parents and grandparents, you never heard them talk about things they failed at.  Think back about how your own parents spoke to you. Was failure really an option?  It wasn’t in my household.  We’re Sacketts, and Sacketts are winners, and winners get to do what they want (oh wait, that was me weekly to my own kids!).

I’m just wondering who originally decided that it was alright to fail?

You can’t go anywhere anymore without everyone telling you “Success starts with Failure” or “The Secret to success is failure”.  This comes from the concept of traditional scientific theory.  Have a theory. Test theory. Fail. Try another approach. Fail. Keep trying and eventually, you’ll be successful.  Straightforward. Makes sense.  But that really only plays out when you’re testing scientific theories.

Can we agree real life might be a bit different?

Malcolm Gladwell’s new book David and Goliath talks about the concept of failure and what it does to the brightest college students in the world.  His research found that the top 50  PhD students going into schools like Harvard, are all smarter than the smartest kid going into Missouri.  But at the end of their schooling the brightest kid at Missouri is more successful than the number 50 kid at Harvard.  Why is that?  The number 50 kid believes they are a failure because they are not as smart as the 49 kids above them at Harvard. While the kid at Missouri, who wasn’t as bright as all the Harvard kids, became a rock star at Missouri. That success, that confidence, led him/her to more and more success.  Put that same Missouri kid at Harvard and he/she would have failed miserably and may have even dropped out of the program.

Let me give you an example.  Your kid goes up to bat.  Strikes out, which is a failure. Goes up the next time and strikes out.  Goes up again and strikes out. Continues game after game, never hitting, only striking out.  Continued failure will not lead to this kid’s success.  In fact, continued failure will lead to more failure as their confidence is shattered.

The path to success, for most life situations, is not through failure, it’s through success.  Continued little successes that will eventually lead to big successes.

Celebrating failure, like it’s some sort of a success, doesn’t lead to success.  Is it alright to fail?  Of course it is. But should we be celebrating it?  I have children.  I want them to be successful at anything they do.  When they fail, we don’t throw a party.  We talk about where failure leads, what we/they need to do to ensure we don’t fail the next time.  Many times that entails a ton of hard work.  Failures enemy is hard work.

I don’t like that we are getting comfortable as a society with failure.  That failure has become something to celebrate. Something that is now cool.   That we give a trophy to the team that lost every game.  It doesn’t make us better as a society.  It doesn’t make our organizations better.  Failure leads to more failure, not to success.

Here’s hoping ‘Success’ becomes the new black!

6 Things That Will Make You A Great HR Pro

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Yesterday, I wrote this post on a question someone asked me about How do I become a great HR Pro?  I told them to stop sucking. Then I remembered I wrote this about three years ago – it’s better than just ‘stop sucking’, although, that’s brilliant advice as well! 

The one great thing I love about going to HR and Talent conferences is that you always get reminded about what really good HR should look like.  It doesn’t mean that your shop will be there, but it gives you something to shoot for.  I’ll admit, sometimes it can be frustrating listening to some HR Pro from a great brand tell you how they ‘built’ their great employment brand through all their hard work and brilliant ideas.  All the while, not mentioning anything about “oh, yeah, and we already had this great brand that marketing spends $100 million a year to keep great!”

Regardless, seeing great HR always reminds me that great HR is obtainable for everyone.  Great HR has nothing to do with size or resources.  It has a lot to do with an HR team, even a team of one, deciding little by little we’re going to make this great!

I think there are six things you need to know to make your HR department great:

1. Know how to ‘sell’ your HR vision to the organization and your executives.  The best HR Pros I know are great storytellers and, in turn, great at selling their visions.  If you don’t have a clear vision of what you want your HR shop to look like, how do you expect others to get on board and help you get there.  Sit down, away from work, and write out exactly what you want your HR shop to look like.  Write it long-hand. Write in bullet points. Just start.  It will come.

2. Buy two pairs of shoes: one of your employees and one of your hiring managers. Try them on constantly.  These are your customers, your clients.  You need to feel their joys and pains and truly live them.  Knowing their struggles will make you design better HR programs to support them.  Support them, not you.

3. Working hard is number 1.  Working smart is number 1A.  Technology can do every single transaction in HR.  Don’t allow tasks and administrative things be why you can’t do great HR.  Get technology to do all of this busy work so you can focus on real HR deliverables.

4. Break something in your organization that everyone hates and replace it with something everyone loves.  This is usually a process of something you’ve always done, and people are telling you it still has to be done that way. Until it doesn’t, and you break it.  By the way, this doesn’t have to be something in HR.  Our leaders and our employees have so many things that frustrate them in our environments.  Just find one and get rid of it.

5. Sometimes the path of least resistance is the best solution. HR people love to fight battles for the simple act of fighting the battle. “NO! It has to be done this way!” “We will NOT allow any workarounds!”   Great HR finds the path of least resistance.  The path of greatest adoption.  The path which makes our people feel the most comfortable, even if it isn’t the path we really, really want to take.

6. Stop being an asshole. You’re in HR, you’re not a Nazi.  Just be nice.  We’re supposed to be the one group in our organization that understands.  Understands people are going to have bad days and probably say things they don’t mean.  Understands that we all will have pressures, some greater than others, but all pressure nonetheless. Understands that work is about 25% of our life, and many times that other 75% creates complete havoc in our world!

Great HR has nothing to do with HR.  Great HR has a lot to do with being a great leader, even when that might not be your position in the organization.

How do you become a great HR Pro?

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From The Project mailbag:

Tim,

I’m a recent HR graduate and I want to be great in HR.  How do I become a great HR pro like you? Is there certain things I can do, read, etc.?

Marcy

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I get asked this kind of question a lot.  I want to be a great HR pro. What do I need to do?

Ugh! That’s a hard question. There’s a lot of things you can do. There’s a lot of things you have no control over. 

S0, what do you need to do?

Just start doing great HR work! Stop waiting around for someone to allow you to do great HR work. If you want to be great, you have to show people you can be great. 

Derek Jeter didn’t wait around for someone to let him show them he was a great ShortStop. He just went out and played Shortstop. He made mistakes. He corrected those mistakes. He just kept doing it. 

You need to go ‘play’ HR. You’ll be bad at some of it. You might actually find you’re pretty damn good at some of it.  The more you play, the better you’ll get. It’s probably unrealistic you’ll be great right off the bat, but who knows, you might.  

You’re going to find that most HR pros don’t become great because they wait for someone else to tell them what to do.  You won’t become great waiting to be told what to do. You need to find out what to do on your own. How do you do that?

Educate yourself. Network with other HR pros. Find out what others are doing, and what’s working and what’s not working. Start testing things in your organization in small ways. If it works, test it in a bigger way.

Ask the people in your organization that are in charge of driving or generating revenue what they would do if they ran HR. Try some of those things. Ask them what roadblocks they have in the organization. Then work to break those down.

Walk away from other HR peers who seem to hate HR.  Great HR pros love HR. They love being involved and making a difference. They are not happy with keeping things the same.

How do you become a great HR Pro?  You just have to go and do it. If you do enough stuff, you’ll find some things that are really good. Do more of those. Do less of the stuff that sucks. Being great is really easy. More good stuff, less sucky stuff! But, you have to do stuff.

HR Leaders, It’s Your Job to Get them an Audience

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HR thought leaders and bloggers laugh at posts like this. The seat at the table post. We’ve been talking and writing about this for twenty years. So, those of us who write about it, are sick of it. But, like all good writers, everything that is old is new again! I declare 2016 to be the year of Get Your Seat at the Table!

Just kidding, no I don’t, that’s stupid. Even though, I’m sure I could have gotten a speaking session at SHRM with that exact title: 2016 The Year of Getting Your Seat at the Table. The session would have been crammed with HR folks still hoping and wishing!

Even though, I’m sure I could have gotten a speaking session at SHRM with that exact title: 2016 The Year of Getting Your Seat at the Table. The session would have been crammed with HR folks still hoping and wishing!

Let’s take it a step beyond and talk about what is the job of an HR leader to their teams.

I’ve been truly blessed to work for some great HR leaders that all understood one thing, it wasn’t about getting their seat at the table. As an HR leader, it was about ensuring their team was able to get an audience, so they could get their own seat.  It was their job to make sure the door was open to the room, once inside the room you still had to fight for your own seat.

The leaders I’ve worked for had their seat at their table, but more importantly, they made sure their team had an opportunity to get their own seat, at the table that was right for them.

Don’t ever think your leader should get you a seat at the table, and leaders don’t ever think it’s your job to get them a seat! The leader creates the opportunity for an audience, it’s your job to prove you deserve that audience’s attention!

 

If I was the National HR Czar…

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I think the next President should add a position to their cabinet. That position would be called HR Czar.  That person should be me, and here’s what I would do as the HR Czar.

As HR Czar I would:

– Establish a National Database of No Call, No Shows on interviews.  This database would be used by all public and private employers to let each other know what idiots set up an interview, then without any warning, just decided to ditch it and not show up.  That way we could all know who these awful people are by name, address, SSN and poor professional etiquette.

– Establish a National Database of No Call, No Shows on the first day of employment. Worse than not showing up for an interview, these people have serious problems and should be put on some double-secret probation.  If someone did this they would publicly have to stand out in front of this employer with a sandwich board sign stating “I’m a Loser! I Suck! Honk if you Agree!” for two straight days, before they could be hired by any other employer.

– Establish a National Background Check System. This system could be checked instantly, by all employers. No more waiting 48 hours or more for information that should be accessible instantly in a database a twelve-year-old could put together in about 15 minutes.  This includes educational verification, where all post high school institutions would have to input graduates, degrees, and grades.

– Establish a National Job Posting Site. All jobs, all employers, one place.  All public and private employers would be required to post their openings on this site, close them when their filled and post the name and photo of the person they hired for the position. A little transparency would help both the employers and all those people who applied and have no idea who got hired.

– Establish a National Database for Candidates to Search pending, current and past employee-related litigation of an employer. You like to allow your managers to harass employees? Fine, but understand, everyone is going to know about it. Kind of like Glassdoor, but actual verifiable stuff. Each employer would have a rating, like the ratings we give restaurants – A, B, C, etc. We can make them post their rating in the window of their lobby where candidates come to interview.

– Establish a CEO pay scale whereas a CEO couldn’t make more than ten times the average pay of the top 10% of earners within their company. That’s fair. That’s still a giant amount of money. I support CEOs and their right to earn a lot of money. I don’t support them making four million times more than the actual people busting their butt each day. (JFC – it sounds like I’m voting for Bernie! I’m not!)

That’s a good start! What would you do if you were HR Czar?