Category Archives: Diversity

At 4% Unemployment, 2nd Chance Hires are Looking Very Attractive!

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I’m a big fan of 2nd chance candidates. Candidates who were fired, terminated, let go, etc. for many various reasons, most of which come down to wrong job fit, the wrong personality fit with their boss, wrong skill fit, etc.

I don’t have actual numbers, and I wouldn’t believe any study who told me a number because here’s what really happens. An employee gets fired for ‘performance’ because the manager thought the person could do the job, even though the person had never done the job, and both continued to get frustrated. HR puts that down as termination for performance, not poor job fit, or lack of skills, or something else.

Is this person a bad employee? No. Did this person not try hard? No. Did the organization look to move this person into a role they were better suited for? No. It’s just easier to cut bait and move on to another hiring mistake.

The problem most employers are facing right now is at 4.1% national unemployment, almost any candidate that you find out of work is going to have a ‘hickey’. Maybe they require too much money, maybe they don’t have the education you require, maybe they won’t move, etc., etc., etc. We all know the deal. It’s tough sledding finding talent right now, it’s even tougher if you’re looking for someone out of work to fill your job!

That’s why 2nd Chance Candidates can be some of the best hires you’ll ever make, but you need to pick the right ones. Here’s what I look for in 2nd Chance Candidates:

1. A chip on their shoulder. I don’t want them to talk bad about their last employer, but I want to know they feel like they were unfairly evaluated and have something to prove!

2. Job history before the last job. Say what you want, but when taking a flyer on a 2nd chance candidate I find those will more solid work history tend to be the right ones to pick.

3. Willingness to do anything. When you get fired some weird shit happens to you. You get angry. You get sad. You get frustrated. Eventually, you get to a point where you go “I don’t care what it takes, I’m getting back into the game!” Those are my 2nd chancers.

4. The story seems to make sense. I don’t hire a 2nd chancer where the story doesn’t add up. So, you were the employee of the year, last year, then out of nowhere, with no reason, you got fired? Yeah, no thanks.

5. They want to work. You’ve been out of a job for 7 months, and I offer you a job, I only want to hear one thing. “I can start tomorrow!” If you tell me I can start in two weeks, or next Friday, or anything besides “I’ll start working right now if you let me” I’ve got a concern!

People get fired for awful things, but they also get fired over petty things. Being in HR, I’ve been apart of both kinds of firing, and I’m not proud of that fact. It’s super hard to support a hiring manager who wants to fire an employee because basically, the employee cares more than the hiring manager about the work, but I’ve seen it happen!

It’s our job in TA and HR to find out if we’re going to give someone a second chance. It’s not an easy decision. It seems like there’s always a red flag, and it seems that way because there is! The person was let go! It’s now our job to determine was that person being let go going to be a positive for our company, or a negative. I like to think, many of second chancers can be a positive!

But, don’t get me started on 3rd and 4th chancers!

You almost never go wrong when hiring pretty people!

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What do you think of, in regards to smarts, when I say: “Sexy Blond model type”?

What about: “Strong Athletic Jock?”

What about: “Scrawny nerdy band geek?”

My guess is most people would answer: Dumb, Dumb, Smart – or something to that context.

In HR we call this profiling and make no mistake, profiling is done by almost all of our hiring managers.  The problem is everything we might have thought is probably wrong in regards to our expectations of looks and brains.  So, why are ugly people smarter?

They’re Not!

Slate published an article that contradicts all of our ugly people are more smart myths and actually shows evidence to the contrary. From the article:

Now there were two findings: First, scientists knew that it was possible to gauge someone’s intelligence just by sizing him up; second, they knew that people tend to assume that beauty and brains go together. So they asked the next question: Could it be that good-looking people really are more intelligent?

Here the data were less clear, but several reviews of the literature have concluded that there is indeed a small, positive relationship between beauty and brains. Most recently, the evolutionary psychologist Satoshi Kanazawa pulled huge datasets from two sources—the National Child Development Study in the United Kingdom (including 17,000 people born in 1958), and the National Longitudinal Study of Adolescent Health in the United States (including 21,000 people born around 1980)—both of which included ratings of physical attractiveness and scores on standard intelligence tests.

When Kanazawa analyzed the numbers, he found the two were related: In the U.K., for example, attractive children have an additional 12.4 points of IQ, on average. The relationship held even when he controlled for family background, race, and body size.

That’s right HR Pros, pretty people are smarter.  I can hear hiring managers and creepy executives that only want “cute” secretaries laughing all over the world!

The premise is solid though!  If you go back in our history and culture you see how this type of things evolves:

1. Very smart guy gets a great job or starts great company and makes a ton of money

2. Because of success, “smart guy” now has many choices of very pretty females to pursue as a bride.

3. “Smart guy” and “Pretty bride” start a family which results in Pretty-Smart Children. Did you pay attention to basic genetics in biology class?

4. Pretty-Smart Children grow up with all the opportunities that come to smart beautiful families.

5. The cycle repeats.

Now, first, this is a historical thing thus my example of using a male as our “Smart guy” and not “Smart girl”. I’m sure in today’s world this premise has evolved yet again. But we are talking about how we got to this point, not where are we now.  Additionally, we are looking at how your organization can hire better.

So, how do you want to hire better employees?  That’s easy! Just hire more pretty people!

 

Should the NFL Players Stick to Playing Football?

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I didn’t watch much NFL football this weekend, but I certainly heard about every single one of those players who made the decision to stand or kneel during the national anthem!

One thing I’ve heard from a lot of people is that football players (and celebrities in general) should stick to playing football, and stay out of politics. This is usually told to me by someone who is not a politician, but giving me all of their political commentaries!

Freedom of speech is one of the fundamental pillars of our nation.

You may or may not support a Football player not standing for the national anthem. It doesn’t really matter. They have a stage and they’re going to use it in a way they see fit. If you don’t like it, stop watching football. It’s silly we pay millions of dollars to men to play a game, to begin with, and idolize them for playing kid’s game (see what I did there with my commentary!).

We’re the idiots, not them. They’re just using the stage we’ve given them.

What I don’t like is this concept that people should stick to doing what they know. We were all idiots at most stuff at some point in our lives. Someone we gained knowledge of something, and within that thing, we felt like we were no longer idiots.

We added to those things, and soon we had a number of things we could speak on and not be sound like an idiot.

If an NFL player wants to talk politics, or social injustice, or whatever, good. That’s what America is truly all about, deciding what you no longer want to be an idiot about, and changing it. I was an idiot when it came to technology. I studied. I asked for help. I got involved. I now feel like I’m way less an idiot when it comes to technology.

That NFL player who wants to get involved is no different. Some might just be starting. Good for them! Some might be further along. Some might never have any interest in any of this. Also, good for them.

I believe America is the greatest country on the planet. I love it here. Some might not, and want to make it even better. I totally understand that. I love America, but it’s not perfect, and we have some big room for improvement.

Should NFL players demonstrate their political and social views on the field? Should your employees at your place of work? We are all having to grapple with these issues, and one thing is clear, this will not be going away anytime soon, or will it go away easily and quietly.

For me, I don’t take my political or social views from celebrities. I take my political and social views from people who have put the time into truly understanding what these issues are from all sides. That actually might be a football player, it might be a politician, it might a teacher, it might be my postal carrier. That’s my America.

Do you pay your employees more for referring Diverse candidates?

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I know a ton of HR Pros right now who have been charged by their organizations to go out and “Diversify” their workforce.  By “Diversify”, I’m not talking about diversity of thought, but to recruit a more diverse workforce in terms of ethnic, gender and racial diversity.

Clearly, by bringing in more individuals from underrepresented groups in your workforce, you’ll expand the “thought diversification”, but for those HR Pros in the trenches and sitting in conference rooms with executives behind closed doors, diversification of thought isn’t the issue being discussed.

So, I have some assumptions I want to lay out before I go any further:

1. Referred employees make the best hires. (Workforce studies frequently list employee referrals as the highest quality hires across all industries and positions)

2. ERPs (Employee Referral Programs) are the major tool used to get employee referrals by HR Pros.

3. A diverse workforce will perform better in most circumstances, then I homogeneous workforce will.

4. Diversity departments, if you’re lucky enough, or big enough, to have one in your organization, traditionally tend to do a weak job at “recruiting” diversity candidates (there more concerned about getting the Cinco De Mayo Taco Bar scheduled, etc.)

Now, keeping in mind the above assumptions, what do you think is the best way to recruit diversity candidates to your organization?

I’ve yet to find a company willing to go as far as to “Pay More” for a black engineer referral vs. a white engineer referral. Can you imagine how that would play out in your organization!?  But behind the scenes in HR Department across the world, this exact thing is happening in a number of ways.

First, what is your cost of hire for diverse candidates versus non-diverse candidates? Do you even measure that? Why not?  I’ll tell you why, is very hard to justify why you are paying two, three and even four times more for a diversity candidate, with the same skill sets, versus a non-diverse candidate in most technical and medical recruiting environments.  Second, how many diversity recruitment events do you go to versus non-specific diversity recruitment events?  In organizations who are really pushing diversification of workforce, I find that this figure is usually 2 to 1.

So, you will easily spend more resources of your organization to become more diversified, but you won’t reward your employees for helping you to reach your goals?  I find this somewhat ironic. You will pay Joe, one of your best engineers, $2000 for any referral, but you are unwilling to pay him $4000 for referring his black engineer friends from his former company.

Yet, you’ll go out and spend $50,000 attending diversity recruiting job fairs and events all over the country trying to get the same person.  When you know the best investment of your resources would be to put up a poster in your hallways saying “Wanted Black Engineers $4000 Reward!”.

Here’s why you don’t do this.

Most organizations do a terrible job at communicating the importance of having a diverse workforce, and that to get to an ideal state, sometimes it means the organization might have to hire a female, or an Asian, or an African American, or a Hispanic, over a similarly qualified white male to ensure the organization is reaching their highest potential.

Workgroup performance by diversity is easily measured and reported to employees, to demonstrate diversity successes, but we rarely do it, to help us explain why we do what we are doing in talent selection.  What do we need to do? Stop treating our employees like they won’t get it, start educating them beyond the politically correct version of Diversity and start educating them on the performance increases we get with diversity.  Then it might not seem so unheard of to pay more to an employee for referring a diverse candidate!

So, you take pride in your diversity hiring efforts, but you’re just unwilling to properly reward for it…

 

The day Political Correctness Jumped the Shark

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You know what “Jump the Shark” means, right? It’s basically saying that something has lost its relevance and is past its time. In today’s always on social media train, things can jump the shark very quickly. Something that is hot today, is totally forgotten about within hours.

Obviously, there are certain things that will never jump the shark. Racism can not jump the shark. There will never be a day when racism is irrelevant. Political correctness and companies trying to be politically correct, though, can jump the shark!

Robert E. Lee.

That infamous Confederate General with all the statues and car named after him on Dukes of Hazard has been really popular in the news lately. After the tragedy at Charlottesville, VA recently, folks around the U.S. have come to the conclusion maybe it’s time we stop celebrating people who fought for slavery and take down those monuments that are awful reminders of things we should not be honoring or celebrating.

ESPN, the worldwide leader in sports, has a really great announcer that happens to be named Robert Lee. Not Robert E. Lee. Just Robert Lee. In fact, ESPN’s Robert Lee is an Asian-American, not even a white dude, like the original Robert E. Lee.

ESPN’s Robert Lee was supposed to call a football game on ESPN being hosted by the University of Virgina. The same place where white supremacists marched and killed a person recently. When all the brilliant folks at ESPN put their heads together, they thought it best not to put “Robert Lee” on the telecast of the University of Virginia game.

Why?

Well, that’s a great question! ESPN believes folks will be offended by a person named Robert Lee calling a football game on TV in which the University of Virgina is playing in Charlottesville. The Asian guy, Robert Lee. Not the dead Confederate General Robert E. Lee, which appears ESPN leaders don’t believe those watching the game could tell the difference, between an alive Asian-American and a dead Confederate White General.

Political Correctness has jumped the shark. ESPN is everything that is wrong with Corporate America.  We’ve gotten to the point where we’ve tried to dumb down everything to a level that it no longer makes sense to anyone.

Of course, Robert E. Lee is not something we need to celebrate in our country. But, does that mean that a guy named Robert Lee can’t call a football game?! ESPN, how dumb do you think America is? Wait, don’t answer that, I think we get the picture.

The 3 Rules About Kissing Your Boss!

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May 20, 2013 I published a silly little post on my blog called “The Rules About Hugging at Work”. The post might have taken me twenty minutes to write. It was just an idea I got, like thousands of others, I thought it was funny, so I wrote about it. To date, it’s been read over 1 Million times. Huff Post picked it up, it went viral on LinkedIn (I got over 1300 comments), I’ve been interviewed and called, “The World’s Foremost Expert on Workplace Hugging”.

Twenty minutes of writing, a throwaway idea.

Months later I posted the exact same post on LinkedIn’s publishing platform. This was before everyone could publish (remember that), you had to be invited. I got a call from the LinkedIn chief editor offering me access. I didn’t know if it was really anything so I just threw up old posts I had already written but added a few new pieces.

On the Hugging post, I added at the bottom my next post would be: The 3 Rules About Kissing Your Boss! as a joke. I never wrote it. Until five years later I got a message last week from someone who found the hugging post for the first time asking how they could find the kissing post! I didn’t even know what they were talking about!

So, here’s the kissing post! 

It would be easy to dismiss the notion of kissing your boss as something that would never happen. When I say ‘never’ I mean never. I mean honestly do any of us ever feel it would be appropriate to kiss your boss!?

This one is hard for me. I come from a family of huggers and kissers! My father is 73 and he still kisses me on the lips when I greet him or say goodbye. Some folks would find that super weird. Different cultures do different things.

My son was overseas this summer visiting friends in Belgium and it was quite common for new people he met to give him that traditional kiss on the cheek, but he said those same people would not give you a hug or a handshake. This kiss on the cheek greeting is very common in many parts of the world.

In America, you would probably get punched in the face if you tried kissing someone on the cheek you were meeting for the first time! I mean, look, if I don’t know you, I certainly don’t want your germs all over my face! Most Europeans I meet for business purposes in the states who come here often have gotten used to handshakes, rarely do I see one of them do the cheek kiss greeting.

All of this is way different, though, then kissing your boss! Kissing your boss would have to be a special circumstance or special occasion. I’m guessing if you’re kissing your boss one of a few things probably hasn’t happened in that relationship. You’ve probably become very good friends, some once in a lifetime event is happening, or you’ve become romantically involved, in which case, not really your boss any longer!

So, if we can see a time in which you might kiss your boss, the great HR pro in me says we better put some pen to policy and make some rules! Here are my three rules for kissing your boss:

1. No kissing on the lips. Kissing on the lips is slippery slope you can’t put back in the bag! Wants that happens you might as well just get undressed, stuff just got real! We’re going to assume this kiss is not romantic in nature, completely as professional as kissing your boss can be professional!

2. Do not leave moisture on your bosses cheek. Okay, somehow we got down this rabbit hole to a point where I’m kissing my boss on his or her cheek, let’s not make this super awkward by leaving a nice big wet spot on the side of their face. If you’re so excited to be kissing your bosses cheek that you leave it wet, you should be checked into a mental ward.

3. Do not have bad breath. First impressions are critical and even though your boss knows you, your boss doesn’t know the kissing you. Do not go in for that first boss kiss with bad breath! I love Ice Breakers Mints and I have some close by almost always. Why? I can’t stand bad breath. Coffee breath is the worst and I know a lot of you are major coffee drinkers! Guess what? Diet Mt Dew breath smells like a flower garden! Think about that next time go for a fill up at the coffee station at work!

See? That’s how you do it. That’s how the World’s Foremost Expert in Workplace Hugging becomes the World’s Foremost Expert on Boss Kissing. You can’t be a one-trick pony in this world folks, we all need to keep striving on reinventing ourselves. Watch out fall conference circuit! If you see Sackett coming I might have just raised the game!

So, hit me in the comments. What are your rules for kissing your boss!?

What Would You Ask For If Your Workplace Went Union?

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If you didn’t see it last week a Nissan automotive plant in Mississippi went through a union vote deciding on whether the 6,000 workers at the plant wanted to represented by the UAW. It’s 2017, right? Is it just me or does it seem strange that we are still having union votes?

Here’s what the Nissan workers who support the union vote say they are looking for:

“Union supporters complain that the company has been stingy with benefits and bonuses, that workers on the production line are pressured to sacrifice safety to keep the line moving briskly, and that supervisors arbitrarily change policies about discipline and attendance.”

So, basically:

  • Pay
  • Benefits
  • Retirement
  • Safety

The UAW is trying to make this out about race. Be careful thinking this is the real issue. When you have a predominantly diverse workforce it’s an easy tactic to use to drum up votes. This is about the UAW increasing membership, period. They could care less about race issues, pay issues, or safety issues, just come ask all the out of work former UAW members in Flint! The UAW would try and unionize a girl scout troop if it increased their coffers.

Have you been in a modern day automotive plant? You could eat off the floors. There are so many safety precautions in place you would have to be blind to put yourself in harm’s way. The average UAW employee makes twice the average salary of an American worker. These workers don’t need a union, they need a reality check.

This got me thinking though of what I might ask for if my company decided to go union. Or, what would any of us in a modern society ask for from a union? The reality is in today’s world with the current competitive talent landscape there really isn’t much a union can offer. Pay and benefits are pretty competitive, pensions are no longer viable with current life expectancies, and laws are in place to protect workers from most safety issues.

Here’s what I think most people would want from a modern union:

– Flexibility in working hours. Not work from home, although in many cases that could be argued, but the ability to be treated as an adult when it comes to my schedule and getting my work done. It’s not too much to ask to allow me to drop my kids at school at 8 am then come into work by 8:30 am. Just because you want everyone at the office by 8 am, doesn’t mean it has to be that way. That’s just silly. Not all of your employees are living the same life.

– Different Financial Benefit Options for Time in Life. A college graduate with student debt needs different financial benefits than your employees who are ten years away from retirement. A recently married employee looking to buy a house has different financial needs than the employee having his first kid go off to college. Having one company 401K match no longer makes sense to all of your employees.

– Diet Mt. Dew Fountain Machine. Unions are stupid so I might as well ask for stupid stuff! If you want to represent me, you better install a Diet Mt. Dew fountain machine in the break room or will not get my vote and union dues. I’m paying you $17.63 out of every check for what? No, Diet Dew?! That’s not happening!

– College Education or Free Skill Training for my Kids. Oh, wait, now I’m listening. Don’t you think if unions are truly invested in their members that they should be able to invest the dues and make this happen? We’re talking billions of dollars per year paid in union dues across America, for a very little amount of negotiating every few years. If you can guarantee my kids a college education or to learn a trade, now you’re earning your keep!

What would you ask from a union in today’s world?

 

Disrupt HR Detroit! September 27th – Tickets On Sale Now!

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DisruptHR is coming to Detroit!!!  

I’m pretty excited about it and I’m part of the great team that’s putting this event together. The date is September 27th with registration starting 5:30 pm and the event starting at 6 pm at the Garden Theater in midtown Detroit. The tickets are only $25! We should be done around 8 pm. Food and drinks. A ton of networking and laughs! REGISTER HERE! (we do anticipate this will sell out – we have limited seating)

What’s DisruptHR Detroit? 

It’s fun and fast 5-minute presentations/talks by HR and Talent pros. Powerpoint presentations of twenty slides where the slides automatically change every 15 seconds. It’s done in a TEDx-style format and the speakers are there to challenge how we think about HR and Talent, or maybe to just to poke some fun at the profession we all grind at every day.

Want to speak at DisruptHR Detroit?

Our goal is to have 12 speakers for this first event. We already have some folks who have applied and we welcome everyone who has the interest to apply to speak. It’s super simple! Follow this link and submit your idea! The DisruptHR Detroit team will pick 12 great ideas and save the others for our next Disrupt!

Why should I come to DisruptHR Detroit?

First, I’ll be there as the Emcee! I mean who doesn’t want more Sackett in their life!?!

Second, if you are passionate about our profession of HR and Talent Acquisition, this is the one place on the planet you should be to be around like mind professionals and leaders within SE Michigan!

Third, there’s a great chance you’ll take back to your organization some great ideas from the speakers and from the conversations everyone will be having about the topics!

What does a DisruptHR talk look like? 

Here’s me doing one so you can get a flavor:

Failure Is The New Black | Tim Sackett | DisruptHR Talks from DisruptHR on Vimeo.

So, what are you waiting for? Sign Up! 

See you there! This is going to be so great! The first 200 people who sign up get a personal hug from me!!!

10 Ways Old White Dudes Can Stay Relevant in the Workplace

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I don’t consider myself an old white dude, but I’m sure most of the twentysomethings working for me probably think I’m the old white dude! Old white dudes are at a crossroads of the American workplace. They used to be on top. There was no better role to have in the American workplace than to be an old white dude!

But times they are a-changin (only old white dudes and hipsters will get that reference!).

In today’s workplace old white guys are as desired as foot fungus. Somewhere between WWII and last Tuesday old white dudes became irrelevant, well, I mean unless you’re a Fortune CEO or President, besides that stuff.

But, I’m here to help. I mean, eventually, I’m going to fall into the old white guy category on the diversity and inclusion surveys so I better find a way to pull us out of this funk and make us super cool again! Here what you need to be doing old white dudes:

1. Denounce all other old white dudes. That way you’re not ‘that’ old white dude, you’re the cool new old white dude who got ‘woke’ (look it up on Urban Dictionary old white dudes).

2. Stop wearing cargo shorts. Apparently, the kids decided cargo shorts are lame and only old white guys where them. Remember those shorty-shorts we wore in the 1970s and 80s? Yeah, those are super cool now. Wear shorty-shorts and show a ton of leg!

3. Hide the fact you like money, small government, and hate taxes. If you want to be cool you have to be willing to give up most of your money to a government who has continually shown to have no idea how to spend our tax dollars for people who claim they can’t find a job.

4. Buy comfortable marching shoes – but not those lame white Nikes or New Balance sneakers all the old white dudes have – go for Nike Air Max’s. Cool old white dudes march with our brothers and sisters who have been wronged. If you don’t march, or at least show up at their parties in downtown areas, you can’t join their click. Also, get ready to wear a ton of rainbow stuff. Calm down, no one looks good in rainbow, but the after parties are super fun!

5. Sell your $60, 000 pickup or sports car and buy a Prius or some kind of Subaru. Only old white dudes drive expensive pickups and sports cars. Cool old white dudes drive Prius’s and Subarus. A good second option is a bike and ride it to work.

6. Talk about Tacos like they’re your new religion. Cool folks in the workplace ‘love’ tacos. Not only are they great food but you’re also supporting a diversity group by eating them, I think. You can’t just ‘like’ tacos. You have to want to have sex with tacos. Tacos should be your primary conversation point each day until you die.

7. Get into a workout routine and then push what you do onto anyone within ten feet of you at all times. It’s cool to workout, but it’s more cool to workout and then make everyone else feel stupid who doesn’t do your workout. Old white guys golf and go boating. Stop all of that. If you want to get into the water buy a paddle board and a rack for the top of your Subaru.

8. Complain about your super long eight hour work day and how you could do all of this working at home in two hours. The goal of becoming a cool old white guy is to fit in. Sure work-life balance has never been better in the history of America, but that shouldn’t stop you from railing against the machine.

9. Be super chill about all dumb decisions people make. To be a super cool old white guy, you have to be super chill about how everyone else decides to live their life no matter how stupid it might seem. “Hey, Mikey, love the new face tattoo! I’m sure that will really help your career path! Super cool!”

10. Never say anything about diversity and inclusion. Old white dudes can’t have an opinion about diversity and inclusion because you don’t know the struggle. Even gay old white dudes should probably keep quiet. I mean Tim Cook is an old gay white dude and he runs Apple! Does he really know the struggle!?

There will come a time when old white dudes will become a minority in the world, but you pointing this out just makes you sound like a racist old white dude, so cut that stuff out. Just suck it up, buy some slim fitting jeans and throw away all y0ur Docker Khakis, no one wants your theories on changing demographics.

You might grow a crazy long beard. Many old white dudes have found that really awful long beards help them blend in a bit better. Like ‘hey, I’ve got a way too long beard, so maybe I’m not an old white dude, but a Viking!” People love Game of Thrones in the workplace, so it might help.

Hey, hit me in the comments about how ageist this is or what other great ideas you might have to keep old white dudes relevant in the workplace!

 

T3 – @Teamableme – Recruit the Best Talent from your Employees Networks

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This week on T3 I review the employee referral technology Teamable. I’ve been a big fan of employee referral technology for a few years now, so I thought I already knew what Teamable was before I demoed. What I found was Employee Referral Automation 2.0!

Jobvite kind of created the industry of employee referral automation and leveraging your employee’s social media networks. For the money and the ROI, employee referral automation is still the most underutilized technology in talent acquisition. Almost every TA leader will tell you employee referrals are their highest quality hires and one of their top sources, but the spend almost zero dollars on technology to better these stats! It’s completely insane!

So, Teamable takes employee referral automation and says, how do we make it better? What do current users of employee referral automation like, and what do they wish they had that they don’t with this tech, and what is no one doing with this tech? This is what I think will ultimately set Teamable apart from other players in the space of employee referral automation is their innovation and ability to show organizations new ways to leverage this technology.

Teamable also found a game changer when it comes to using their technology to potentially increase your organization’s diversity hiring. That’s huge!

What I like about Teamable:

– Employees in your organization have the ability to see both the referrals they’ve made and what’s going on with them, but also those they’ve requested and where those are at as well. It’s one of the major gripes employees have after making a referral, that they don’t know what going on with it.

– Gamification is integrated very well into the dashboard showing a leaderboard of most referrals, which employees are most active, which employees have the most connected network, etc.

– The ability to segment out within your organization which employees you want to send specific job postings to. Why is that important? Diversity hires more diversity. Let’s say you had an opening for a Sales Rep. Your team was top heavy with dudes and you wanted more females. Instead of sending out this posting to all the sales reps you only sent it to your other female sales reps. What would happen? More than likely the referrals that came back with other female referrals. It’s not a guarantee, but the percentages are pretty good. BTW – works with any segment of your employees!

– ATS integrations already built for Jobvite, iCims, Lever, Greenhouse, etc. and Teamable will give you a visual cue if the person being referred is already in your current ATS, which is super helpful in letting those who referred know as soon as possible.

– Great UI/UX with their dashboard and ability to pull metrics and see the full funnel.

If you don’t have employee referral automation this is a must demo. I don’t know how to make that any clearer, this technology is a game changer for hiring more employees for less money and higher quality. I’m shocked that it’s not used by 100% of organizations who rely on and desire more referrals.

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