Category Archives: Communication

The One Email Every Employee Wants To Send

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Please raise your hand if you have ever drafted an email that you desperately wanted to fire off to your entire organization, or leadership, only to delete it – so to not ruin your career? I know most of you have  – because sometimes, in HR, we get to deal with those poor souls who didn’t have the will power to push ‘Delete’ and instead pushed ‘Send’.  In the HR business we call those employees – ‘Former Employees’!  I’ve coined a name for those emails – I like to call them ‘The Lotto Email’!  It’s the email you would feel comfortable sending the moment you return from picking up that overly sized Powerball check you just won.  You now have I-Don’t-Give-A-Sh*t money – and you’re completely unfiltered.

I don’t hold out hope I will ever win the lottery – but I imagine the email might look something like this:

Dear Fellow Employees,

I’m Rich Beeatch! (click here for context)

That being said I’d like to say a few things before not packing up any of this crap in my office and leaving forever.  To make this easier for you to cut and paste and send around later, I’ll bullet point this out into chunks – USA Today style – because I know most of you are slow and lose attention quickly:

– Mr. CEO – I know you think it’s probably adorable how you make comments about every woman in the office’s ass behind closed doors, but it’s not, it’s creepy – just like you.

– Mr. CFO – You’re an accountant – calm down – you’re not that important – just tell how much money we have and go back to being boring.

– Mrs. HR – Nobody likes you – this is just confirmation. BTW – everyone lies on your engagement surveys because all the managers use them as weapons, so it’s easier to lie and make you feel like what you do actually matters – it doesn’t.

– Mrs. COO – The CEO constantly talks about your ass. Hope that makes your meetings going forward more comfortable.

– Mary – I’ve always wanted to tell you that you are drop dead gorgeous, but your low self-esteem keeps you married to a complete asshole! I’m better than that – I won’t be that asshole. Here’s your chance – walk out of here with me Jerry Maguire style and let’s do this – otherwise I’m probably 5 drinks and 2 hours away from making some real bad decisions at a strip club.

– Ted – You’re a douche bag – everyone hates you.

There’s a bunch of other stuff I could to say – but really the only thing I really want to say is: I’m Rich Beeatch!

See you in the parking lot, Mary.

Former Employee

Obviously this wouldn’t be ‘my’ letter because I’m the President of my company!  My letter would be a lot of thanking everyone for everything and I’ll see you around, if you’re ever in the South of France on a large yacht – plus a bunch of positive stuff and how valuable each and every employee was to me personally. Follow by – “I’m Rich Beeatch!”

 

Top Recruiter Lies

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So, last week, I wrote a little HR blog post called – ‘Top Candidate Lies‘ and it got a rather large reaction.  LinkedIn’s What’s Hot picked it up from TLNT (ERE’s HR website which re-blogs some of my work) – and in a little over 8 hours, over 75,000 people read the post, and over 500 comments (at TLNT’s site)!  Cool for me, right!?  Well, let’s just say there were a ‘few’ folks who didn’t agree with my post – so I took a bit of beating – as did the Recruiting Profession in general.

Basically, from the Top Candidate Lies post, there three camps:

1. Recruiters – where about 99% agreed with the lies, and found it funny

2. Job Seekers – who honestly had one of these things happen to them, now understood that some recruiters might see these as lies, and wanted help in how they should address (I got over 50 person emails like this – which was cool and made for a busy weekend)

3. The Haters – these folks assumed all ‘candidates’ were out of work people, and they weren’t lying or had to lie to get a job.  There’s really no logic in addressing these folks, like: many candidates lie and are actually employed, candidates lie because they just don’t want to tell the recruiter the truth (more on this later) or candidates lie because most candidates lie! The Haters also pointed out that Recruiters Lie!  For which I say – “yes, yes they do!”

I love The Haters passion, though, so I wanted to go down that road of the Top Recruiter Lies – Here you go Haters!

– Send Us Your Resume, Even Though We Don’t Have a Job Lie – this was pointed out by a few people – I would say this is a ‘semi-lie’  (how do you like that haters!).  While the recruiter might not have the opening currently, they’re asking for a resume because they frequently have those openings and they never know when one is coming. The recruiter, though, is wrong by not telling you this up front, so you know what to expect.

– The Hiring Manager Hasn’t Gotten Back To Me Lie – This is a lie and not a lie – potentially!  For Corporate Recruiters this is a lie or lazy – you pick.  If you’re a corporate recruiter and tell the candidate that the hiring manager hasn’t gotten back to you – get your butt up from your desk and walk over to the hiring managers desk.  If they’re in a different location and won’t get back to you – you have an influence problem you need to work on.  Agency-wise it’s the one frustrating things recruiters have to deal with – Hiring Managers will get to ‘us’ when they feel like it, and usually after they’ve exhausted every other opportunity internally to fill the position.

– The Never Call Back the Candidate Lie – this really isn’t a lie – but The Haters pointed this out happens all the time!  For the sake of Recruiters everywhere – if you do this – please quit this profession – we (all Recruiters) Hate you as well.  You give all of us a bad name.  It takes 10 seconds to call back a candidate you spoke to a job about, and tell them “Sorry, you were not chosen – stay in touch, don’t call me again, etc.”  10 seconds!  Haters – bad Recruiters don’t call you back because they have major conflict avoidance and don’t like telling people negative stuff like – “You’re not good enough, we found someone better” or just a simple Lie “we filled it internally”.

– The You Didn’t Score High Enough On The Assessment Lie – The company you’re trying to get into might actually have cut-off scores they’ve established – the lie comes into play when a hiring manager presents someone they’ve worked with previously and that person scores the same as you – but still gets the job.  If they really like you – the assessment won’t stop them from hiring you.

– The We’ve Decided To Go Another Direction Lie – This comes along with the ‘We really liked you, but” Lie.  This is Recruiter training 101 – to not get yourself into trouble when telling a candidate they didn’t get the job – give them a reason that legally can never come back and bite you in the butt.  “We really, really, really liked but have decided to not fill the position.”  Two weeks later a job posting comes out that seems very similar but with a title change and a few description changes.  They didn’t like you.

The biggest reason Recruiters lie?  They have major conflict avoidance and are not willing to tell you the truth, which is usually there is something wrong with you – based on what they are looking for and don’t want to hurt your feelings.  Unfortunately, many candidates would actually be helped by a little Recruiter honesty – but recruiters are afraid of candidates who get told the truth – and then get charges from the EEOC, other state or federal agencies, or just get flat out sued.  Candidates have a hard time with feedback like – “you’re really creepy”, “you’re annoying” or “your personality is grating”.  So, the lies come – because Recruiters have found Lies are easier than the truth.

Ok, Haters – your turn – which Recruiter Lies did I forget?  Hit me, not literally, in the comments…

What Detroit’s Bankruptcy and Your Company Have In Common

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Big news last week was that the City of Detroit filed for bankruptcy.  Made national headlines as being the largest municipality in the history of America to do so – yet, I think most people, nationally, are really not surprised.  For decades Detroit has had a horrible reputation as being the murder capital of the world, corrupt politicians, GM going under and the government rescuing it, and everything that is wrong with unions.  Besides a few shining moments from local professional sports teams, there are really never any positive national stories coming out of Detroit.   Fast Company believed Detroit was so far beyond repair, and they were probably right, that Detroit should be bulldozed and turned into farm land.  Basically, hit the reset button.

As you know, I’m a core problem kind of person.  I believe at the heart of most issues, there is a core problem that has created all the issues your are facing.  Most organizations, like Detroit and your own companies, don’t like solving the core problem – you like solving all the little symptoms that the core problem is/has created.  People catch the common cold and take cold medicine – yet study after study show that washing your hands is really the only thing that is going to keep you getting the cold, and those same studies show most people still don’t wash their hands often enough or long enough to not catch the cold.  We like solving symptoms!  It gives us little wins and makes us feel successful. Solving core problems takes a lot of work, usually takes unpopular difficult decisions and many times the success isn’t immediately seen.

So what is Detroit’s core problem?  That is really up for debate – but it’s core Detroit is a victim of its own success. The great Automotive Industry that gave so much to the City of Detroit ended up being its downfall.  Relying solely and completely on one industry bankrupted Detroit.  Everything else is a symptom of time and function.  Rely on one product, service, etc. long enough and eventually the life cycle of that product or service will catch up with you.  The city is just a victim of that life cycle. Here’s some facts from Morgan Housel at  The Motley Fool:

“But the largest driver of Detroit’s demise is a simple, startling fact: the city’s population declined 65% in the last six decades. No city can survive such an exodus; it’s actually amazing Detroit’s finances lasted this long.

The Motor City was home to 1.9 million people in 1950, at the time nearly identical in size to Los Angeles. Today, 700,000 inhabit Detroit, or less than a fifth the size of L.A. That works out to 2.2 people leaving Detroit every hour, 24 hours a day, for the last 63 years.

If the number of people who left Detroit in the last sixty years formed their own city, it would be the nation’s ninth largest, ahead of Dallas, Texas…

Detroit shows how organizations that can’t adapt eventually crumble. Before it was a technology hub, San Francisco relied on shipping, and before that, gold mining. Before New York was the financial capital of the world, it was the garment capital of the world…Detroit was overwhelmingly reliant on the auto industry. When the fate of three companies — General Motors (NYSE: GM), Ford (NYSE: F), and Chrysler — turned, so went the entire city’s fate. Evan Soltas of Bloomberg wrote, “Detroit’s dependence on cars wasn’t exactly the problem. It was dependence itself. Cities should never go all in on any industry, cars or otherwise. It didn’t realize that until it was too late.”

Detroit can easily be your company.  Don’t kid yourself into thinking it can’t be – that is another major mistake generations of Detroit’s leaders made.  “We are different” “Everyone will always need cars.”  “Everyone will always need Facebook.” “Everyone will always need $125 running shoes.” Everyone will always need…you fill in the blank.  Diversification is the only thing that can truly mitigate your risk – and it’s one of those ‘core’ problems at almost every company.  It’s tough because we are told to ‘be the best at what you do’ and it’s hard being the best at many things and be diversified.  We can’t save Detroit – it needs to be reborn – but you can save your company – focus on core problems and stop solving symptoms.

 

Inclusion – As Defined By A Conservative White Guy

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Before I go off – let me say I’m 100% sure Pro Diversity and Inclusion camps don’t have me in mind to be their spokesperson.  You see I’m white. I’m middle-aged. I’m a male.  I tend to lean conservative in my political views, moderately.  So, if you’re really into Diversity and Inclusion – I can totally see why you’ll immediately discount everything I’m about to say.  If I was a women – a black woman – a liberal black woman – a liberal black woman in a wheelchair  – well then – I’d expect you’d listen pretty closely. Right? Don’t kid yourself.

If that’s the case – you’re as closed minded as you believe I am.

I’m completely sick and tired of hearing about Diversity and Inclusion in the way it is being advocated for by my HR brothers and sisters.  It literally makes me sick to my stomach.  Here’s why – with every program, every communication you espouse about your organization being ‘Inclusive’ – what you’re really saying is –

“ABC Company values Inclusion as long as you’re view points are the same view points that we share.”

This isn’t Inclusion!  This is ‘Exclusion’ to the definition!  But you’re selling it as Inclusion.  Am I insane!? (Don’t answer that – it was rhetorical!) Or did someone change what Inclusion really means?

You see – by my middle aged white conservative viewpoint – Inclusion means we should accept everyone – all view points, all colors, all shapes and sizes.  But when ‘I’ the middle aged white conservative guy wants to share ‘my’ beliefs – your organization doesn’t want to hear those.  What you want to hear is that I really have liberal beliefs, that I support abortion, that I think marijuana is harmless, that tattoos are super cool, that everyone should be working from home, that all people have the ability to do all jobs, that I’m not religious – and if I am it’s a religion that you totally support, and that if my religious beliefs somehow don’t support your liberal view of inclusion that I’ll never speak those views publicly and make those employees who do have different views that I uncomfortable – although it’s fine if they throw their views in my face, since that is what ‘Inclusion’ is all about…

The funny thing is – I would define myself as a fiscal conservative, socially liberal and I don’t go to church but was raised around many religions- so I can adapt and fit into almost anywhere.  But since I’m white and middle aged and voted Republican – I can’t fit into most of your Inclusion demographics – which is again is funny to me – since Inclusion is defined as:

“the act of including or the state of being included”

No where in the dictionary did the definition include: “if you believe the same things we believe ‘inclusion’ to mean” or “if you some form of minority”.  The definition is short and clear – Inclusion means everyone is included – even Me – middle aged conservative white guy!  My HR peers are forgetting the “Inclusive” part of “Inclusion”.  I’m reminded of this daily, not because of my own demographic makeup – but I have a 70 year old father still in the work force and he continues to share stories with me about how his 50 years of experience is no longer relative.  That somehow 50 years of experience is becoming worthless.  That on a daily basis – he feels his organization is less inclusive, and more exclusive – because the only people who know anything are the young.  Again – Inclusive-Exclusion at its finest.

But – I understand while you’ll discount this – I’m not liberal – I’m not a minority – the only disability I have is horrible grammar.  I don’t count.  Maybe we can call this ‘new’ Inclusion – “Inexclusion” – being inclusive to those that we share our same ideas, beliefs and opinions.  What do you think?

Top Candidate Lies

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Every Monday morning I have a meeting with my recruiting team – it’s a great way to kick off the week – we share what we are working on, we talk about problems we are having on specific searches so the team can share ideas and tips, maybe even a possible candidate they know of, etc.  We also share stories!  Monday mornings are great for sharing recruiter stories – horrible interviews interviews, funny excuses candidates have, negotiating nightmares – you name it, we talk about it!

I was reminded this week how bad of liars candidates can be – we get a lot of candidate lying stories in Monday morning meetings!  So, as a shout out to my Recruiters – and all recruiters – I wanted to put together a list of the Top Candidate Lies.  When I started thinking about all the lies, I found I could break it down by category – so here goes – hit me in the comments if you have a favorite that you get – or think of one I missed:

The Education Lies

– “I have all the credits, I just didn’t graduate.”

– “I did all the classes, I just need to pay the fees to graduate.” (so you spent 4+ years going to school, got done, but that last couple of hundred dollars stopped you from graduating…)

– “I graduated from ‘State U’, but it was a long time ago, I’m not sure why they can’t verify my degree.”

– “I had a 3.0 GPA in my ‘core’ classes, but a 1.9 GPA overall…”

– “Well, it was an Engineering/Business degree.”

The Background Check Lies

– “No, I’m not on drugs.” Then fails drug screen. “Oh, you meant Marijuana as a drug…” 

– “She told me she was 18.”

– “They told me in court that never would be on my file, so I didn’t think I needed to tell you.”

–  “No, I don’t have a felony.” (Oh, that felony! But that was in Indiana…)

The Experience Lies

– “When you said Java, I thought you meant experience making coffee.”

– “I was a part of the ‘leadership’ team that was responsible for that implementation.” (So, basically you knew of a project that happened while you were working there…)

The No-Show Interview Lies

– “My car broke down.” (Either through some fantastic wrinkle in space, or gigantic amount of lying, candidates have more car trouble per capita than anyone else ever in the world who has driven a car)

– “I couldn’t find the location.” (So, your answer to this dilemma was to turn around and go home and not call and let us know you got lost?)

– “My son/daughter got sick, so I can’t make it.” (Again – crazy coincidences that happen with candidates and sick kids…)

The Termination Lies

– “It was a mutual decision that I left.” (“So, you’ll ‘mutually’ decided that you would no longer have a job?”, is the question I always ask after this statement! Candidates – this statement sounds as stupid as it reads.)

– “I (or any family member) was in a bad accident and in the hospital, so they fired me for not showing up to work.” (No they didn’t – there are some bad companies out there, but no company does this.)

– “I play on a softball team and after games we go out and have a couple drinks. The next morning my boss smelled alcohol and fired me for drinking on the job.” (This was a true lie I got from an employee – it started out as me just giving him a written warning – until I went lunch, not joking – 10 minutes later at the Chili’s down the street from the office, and there he was belly up to the bar drinking a beer…upon cleaning out his desk we found a half a fifth of vodka.)

Here’s my take on candidate lies – candidates continue to lie, because Talent/HR Pros don’t call them out on it.  We (HR) also perpetuate this problem by hiring the folks who give you the crappy lie, but don’t hire the folks who come clean and tell you the truth.

 

Check out my follow up to this post: Top Recruiter Lies!

 

 

 

The Cost of Bad Hires

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If there is one constant in HR and Recruiting – it is the fact that no one will ever agree on how much a bad hire costs an organization!  Never!  It doesn’t matter how much time you put into coming up with some algorithm, how much research to back up your numbers – it’s still going to be 90% subjective/soft numbers at best.  This is the main reason executives in our organizations think the majority of HR/Talent Pros in the world don’t get business!   We come to them with stuff like this:

“We need to reduce turnover because of Engineer who leaves us, costs the company $7,345,876.23!”

Then you go through a 73 slide PowerPoint deck showing how you came up with the calculations all the way down the parking meter expense during the interview, and when you’re done – no one believes you’re even close to an actual number.

The gang over at National Business Research Institute put together a pretty good infographic proving my point – take a look:

NBRI - The Cost of a Bad Hire Infographic

97%+ of the ‘lost’ cost is from “Training” and “Productivity Loss” – those are very subjective measures in almost all organizations.  What that says is – ‘Oh, Jimmy isn’t working out – fire him – and because he wasn’t working out we lost ‘X’ percent of productivity over any other possible replacement (which in itself is a whole other leap)’.  And, we lost 100% of training we put into Jimmy because he is now not here.  Which again is subjective, since most training isn’t one-on-one, and resources used to train are almost always not used just on one person, etc.

So, here’s a better way to figure out the cost of a bad hire:

1. Ask your head of finance or accounting what they think it costs? “Ballpark it for me?”  $10K? Sounds great! We’ll use $10K.

2. Use $10K as your cost of bad hires.

Your reality – HR’s Reality – is it really doesn’t matter what the number is – only that the powers that be in your organization all agree on the number. Stop wasting your time trying to come up with a better number – just come up with a number that those signing the check agree is probably legit.

 

The 4 Letter Word We Never Use In HR

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I’m not sure about your HR experience but in my HR experience I’ve used every 4 letter word known to man – except one.  That word is:

Luck.

This came to mind recently when I was speaking to a really close HR friend of mine who happens to work at a really great company.  The kind of company who wins all of those HR and Recruiting awards and accolades for doing ‘great’ HR work.  For being the industry leaders in HR and Talent.  For being the company ‘we’ should all follow and emulate.  My friend is funny, I like hanging out with funny people, and she told me the only reason they’ve won any of those awards is luck!  Not skill, not hard work, not better HR/Recruiting talent – it is luck.  Granted, their team had to do some work after the luck to take advantage of timing – but the Luck is the reason they got to ‘greatness’.

She says that they were your average to below average company – nothing special – when a perfect storm of timing hit them.  They had a product that became popular and they went virtually overnight from being a nobody to a somebody.  “We were the same company, but now everyone wanted to know how and what we were doing in HR and Recruiting!  Internally, we laugh about it – we weren’t doing anything new or different – but being asked to accept awards and come speak.  To hear professionals all of sudden think your something special is a pretty cool feeling!  Everyone should experience it, but it makes me sad because I know HR pros who are hell of lot more talented than I working at crappy companies doing much more than we are in HR to turn their companies around – and they’ll never get awards and no one wants to hear them speak – and quite frankly they do HR better than we do!  We got lucky…”

In HR, and probably most parts of our organization, we never want to give Luck credit for anything.  It diminishes us as professionals, and diminishes the profession.  It can’t be LUCK that is making us ‘better’ it’s our skill!   We didn’t get lucky by hiring that designer who after 5 years just had inspiration and got our company noticed, our selection process picked that person. We didn’t get lucky by winning that harassment lawsuit, it was our training.  Luck is a very bad work to use in the corporate world!  Can you imagine going into your CEO when she asks “So, how did you guys lower our turnover by 25% in the past 12 months?”, and you go “Luck”!  But how many of ‘us’ had these conversations in the past few years when we saw our turnover plummet because of the recession, and our employees having no other job choices – go into our executives and talk about our ‘processes’, our ‘engagement programs’, our ‘programs to reduce turnover’ – when in reality you could have done nothing and turnover was going to plummet.  Luck, was on our side.

I like to give Luck credit.  I’ve been very lucky in my career – and I’m always willing to give it credit.  I think luck has more to do with success than people want to give it credit for.  Sure, once luck comes your way, you better have the skill and motivation to take advantage of your situation – but luck is behind so many great pros.  I still believe in hard work and skill will take you far – but hard work, skill and luck – will take you farther!   That word Luck is real tricky.

Are You A Big Deal?

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I have a pin in my office I picked up a couple of years ago at the SHRM National Conference from the Baudville booth (no this isn’t a paid post! But I love their company!), it says:

“I’m Kind Of A Big Deal”

I thought it was funny – it’s been stuck to the board behind my desk for over 2 years now.   I like it because it reminds me daily – I’m not a big deal – far from it.  In fact it makes me laugh when someone thinks I’m a big deal because I’m the President of a company, or because I write a blog (you know anyone can do this, right!?) or that at one point in my kid’s life they believed that I use to be Batman, but stopped to be a Dad.   I’m not a big deal.

Here’s the thing about being a Big Deal.  If you truly are a ‘Big Deal’ you don’t act like a ‘Big Deal’ – if you’re a wannabe ‘Big Deal’ then you certainly try and come across like a ‘Big Deal’.  Do you follow me?  Apparently getting an executive HR job in corporate America makes you a wannabe ‘Big Deal’ – or that might just be how certain HR executives like to treat almost anyone they come into contact with.  You might think I would have to worry about writing something like this – but I don’t – wannabe ‘Big Deals’ don’t read HR blogs.  Wannabe Big Deals read their own press clippings – which are usually those articles in the monthly employee newsletter, or local shoppers guide – because they’re a big deal.

I’ve never really understood the ‘Big Deal’ phenomenon.  When I was on the corporate side of the desk I would get bugged by numerous calls from vendors and hiring managers and community groups – all wanting a piece of your time.  I get it, it gets frustrating. Being a Big Deal has those draw backs – people wanting your time.  Being a Big Deal, though, doesn’t give you a license to be an asshole.  Asshole Big Deal is not the kind of Big Deal you want to be.  Treating people like they are a small deal, does not make a Big Deal any bigger, it makes the Big Deal smaller.

I have people reach out to me frequently because of all the writing I do – I respond to each one as if I was responding to a coworker or friend.  If I can’t help, then I will try and find someone who can.  If I can help, I will.  If they want me to sell their product – I will tell them how that works – I’m a really good salesperson if you pay me – I tend to be a really bad sales person if you’re asking me to do your job for free.  At no point do I become a Big Deal – because I’m not.

But I have a blog which allows me to write about ‘Big Deals’ – I guess that’s something.  I might have to reach out and ask Baudville if they’ll send me some of those pins so that when I run into ‘Big Deals’ I can make sure to send them one – just so everyone is clear on what who they are…

 

Profiling Needy

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Last week I wrote a post about how money can buy happiness – and decided to do a ‘Pay-It-Forward’ exercise with my team – this is from that original post:

“Tomorrow morning I’m handing each one of my employees a $100 bill and asking them to go out into the world at some point their day and give it away – randomly – or not randomly – to someone other than themselves.  $100 isn’t a giant amount for my staff – but I’m sure it will have a big meaning to someone else – I think some of the people on my team will feel good about helping someone out – about surprising them and making their day/week/month.   My hope is they’ll come back with a smile and a story.  My hope is they’ll feel a little better about their day.  My hope is they’ll feel happy.  My hope is – money can buy happiness.”

So, this went down – a stack of $100 bills and we all went off to find who we thought needed that $100 the most.  First, I want to share some learning from this activity:

  • I gave very few rules – one was that they had to ‘give’ the money away that day, by midnight – almost everyone wished they had more time.
  • Apparently when you go to give out money – you do a lot of stalking! You want to make sure the receiver deserves it so you follow them around for like 10 minutes which tells you all you need to know about a person!
  • When given the chance to help – it’s hard to find someone to help! In any random day you see all kinds of people to help – someone hands you cash and says ‘Go Help’ and they all disappear…or do they!?  It seems when you actually have the resources to help – you do more ‘Profiling’ and become much more selective about who is actually needy! I say this with all positive intent – my team wanted to help out the ‘most’ deserving person – and you find out it’s hard to tell degrees of deserving apart!
  • In this exercise many on my team set very high expectations for the event of giving – reality is you probably don’t change someone’s life with $100 – but you surprise a lot of people!
  • Some people on the receiving end – are very cynical! (We actually had people say: “So, what do I have to do for this”; “Do I have to fill out a survey”; “What church are you from”, etc.  Just take the damn money! I was trying to be nice!  Others are very gracious.
  • You can find out a ton about what is important to your team, by listening to how and what they wanted to help others!

The Stories:

We had plenty of hugs, some crying, some cheers and a whole bunch of smiles!   We had people help out animals, babies, old people, young people, poor people, families, teens, schools, bartenders, servers and entrepreneurs.  I had one team member who wanted to share our experience and asked the person he gave his $100 to keep $25 and pass the rest on with the same instructions – 4 total people getting a nice smile in their day.  I had many team members stalk local grocery stores wanting to help others pay for their groceries – to make their week a little easier  – these stories were the funniest hearing how they stalked the aisles and ‘profiled’ the neediness of the individuals.   We heard from teammates who seemed to have a hard time giving the money away at every turn – some people, it would seem, are to proud to accept a simple gift of help (not something you see everyday in today’s world).

One big learning my team took away from this was that quite possibly – it would have been more rewarding if it was their own personal money – and not the companies money (I said I be willing to take it out of their check! 😉 ) But many decided the experience was so rewarding they wanted to do it on their own – and share the experience with their families – the Pay It Forward principle at it’s best.

I think I learned the most – about myself.  In the end I gave my money to a young Latino who had just started up his own business.  It’s tough to start a business in any climate – to be a young minority in Michigan, it might be even harder.  He captured my heart – his will, his enthusiasm, his naive confidence that it could only be successful!  I went looking to help someone who couldn’t help themselves and found myself supporting someone who decided, against all odds, to help himself.  I was drawn to support that.  I’m not sure what that says about me – but the experience made me ‘happy’ and made me feel a connection to my community that I didn’t feel before.  I’ll do this again.  Like my teammates at work – I’ll use my own money – I’ll involve my kids – I’ll try to hear more stories.

The money invested in this was the best investment in my company that I’ve made in a very long time.  Please steal this idea – it doesn’t have to be $100 bills – it can be $5, $10, whatever – you’ll be better for it!

 

 

Fast: As Defined By Various Hiring Managers

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I’ve been in Recruiting now for 20 years!  Can you believe it?!  That I started recruiting at 10 years old…

The other day I was thinking about how the word ‘Fast’ takes on many different definitions when you talk to various hiring managers, or in my case, various hiring managers at various companies.  When most people think of the word ‘Fast’ in the world, I assume they are thinking about timing – quick timing, short timing, etc.  In the recruiting world when a hiring manager tells you – “We need to fill this position ‘Fast’!”  99.9% of recruiters will feel that means if I find the a good candidate – that manager will move right away to interview, offer and fill the position.  Not so ‘fast’ my friends!

When I hear ‘fast’ come out of a hiring managers mouth I get excited! Finally! A hiring manager who wants to move – a go-getter – a doer – I’m closing this puppy by the end of the week!  In my mind I start to calculate how ‘fast’ we can actually fill this position.  It’s Monday – I can find a candidate by Tuesday, Interview on Wednesday, offer on Thursday – it’s not out of the realm of possibility that the candidate can start on Monday! That’s like hitting for the cycle in Recruiting!  A one week recruiting process – now that’s ‘fast’!

Here’s how Webster defines ‘Fast’:

1 –

a : firmly fixed <roots fast in the ground>

b : tightly shut <the drawers were fast>

c : adhering firmly

d : not easily freed : stuck <a ball fast in the mouth of the cannon>

e : stable <movable items were made fast to the deck>

2 –
a: firmly loyal <became fast friends>

 

It’s not until you get down to the third definition in Webster’s that you being hearing words like: quick and rapid!  Now, as a Recruiter, ‘Fast’, in terms of a hiring manager makes complete sense!  Firmly fixed! Tight! Adhering Firm!  Not easily freed… 20 Years is how long I’ve been recruiting and thinking that ‘fast’ actually meant ‘quick’ and ‘rapid’ when filling positions.  Now, I just feel stupid!  This whole time I thought hiring managers wanted me to fill their positions quickly.  So many days being frustrated when the hiring managers were slow to move on candidates, when I thought they were going to move ‘fast’ – now – only to find out they were moving ‘fast’ – hiring manager ‘fast’…

 

I’m sure HR never would define ‘fast’ like a hiring manager…