Recruiting Idea! This Might Actually Work!

Why don’t potential candidates pick up your phone calls? Well, yes, no one picks up phone calls anymore, but, no, people still pick up phone calls for certain reasons. We don’t pick up phone calls when we don’t know who it is or we don’t want to talk to the person who’s calling.

Why do we pick up phone calls? 

  1. We actually like the person who is calling and we want to talk to them.
  2. We actually believe the incoming call is super important.
  3. It’s a return call we have been waiting for.

Under number 2, let’s put things like, it’s your boss calling, the kid’s school, your spouse, the police or fire department, hospital, etc. You see who it is on your cell phone screen and you instantly believe you need to pick up that call!

My family hates me! 

There’s this fun game I like to play with my family. You see, my monthly cell phone bill is equal to the GDP of a small country. So, I will, from time to time, get onto my cell phone account online and change the names of my family to something I think is funny. So, now when they call someone, instead of the receiver seeing “Tim Sackett” they might see something like “DJ TImmy T”, as an example!

Did you know you could do that!? You can, and it’s super fun! At least, it’s super fun if you have the power to be the person who can change those names to anything you desire!

My wife’s phone still says, “Kimmy” and I chuckle every time she calls me. I’m sure my son, Cameron, would love it if I changed it to “Queen”.

What does this have to do with Recruiting!? 

Oh, be patient little baby birds! I’m going to feed you!

Let’s say you’re trying to track down a potential candidate. You’ve sent the emails, the In-Mails, and even tried texting, but you are being shut out. You even *69 direct-dialed, and still, no pickup or response! The average recruiter/sourcer would have given up, but are not average! You’re slightly above average and you want to keep trying!

You see it now, right?

You go into your cell phone account and you start testing different names to see who will this potential candidate pick up for! Let’s say this person works for General Motors, here is what I might try:

  • “Ford” , “Chryseler”, “Toyota”, “Tesla”, etc.
  • “City” Police or fire – of whatever town they might live
  • “College” where they graduated
  • “Your Dream Job” they probably won’t pick up, but they’ll laugh!
  • “General Motors” who isn’t going to pick up a call coming from their own employer!

Just like Sex Panther, 60% of the time, this works every time!

Want to know why recruiting can sometimes get a bad reputation? Because I have the ability to come up with ideas like this!

If it works. It works. Don’t hate the players, friends, hate the game!

Why Does Spam Recruiting Work?

I just got done deleting the 17th phishing email from my personal email inbox today. Comcast, Amazon, Princes from far-off lands, I’ve never been more popular and, apparently, soon to be rich!

I was asking our Cyber Security company why phishing is still such a big deal. I mean don’t we all know by now that some Nigerian Prince isn’t going to give us a million dollars, or that Amazon doesn’t send us emails asking for our credit card numbers, or passwords!? There is no way someone can be this stupid, right!?

Apparently, I’m way wrong, we are all still a lot stupid! 

The reason phishing and spam are not because they are really tricking us. It’s the sure volume of messages and cadence. While we can all spot a fake fairly easily, can you always spot a fake when it’s sent a thousand times, all different times, with all different designs and strategies. Scammers will send a million to get one click. That one click will pay off.

Therein lies the strategy of why Spam Recruiting still works. It’s not about being good, or the best, it’s about being there all the time, knowing a certain percentage of the time will be the right time! Do we like it? Well, I guess that depends on who you are. If you happen to be that one person who gets the spam recruiting message at the exact time you’re desperate for a job, then yes, you will like it!

If you are the superstar performing software engineer getting twenty spam recruiting messages a day, you hate our industry!

Spam Recruiting Works Because It Works Some of the Time

I have never met one American-based TA Leader who believes that Off-Shore Recruiting firms (you know the off-shore RPO spam emails you get constantly all day long) actually are good. For the most part, they don’t recruit, they spam. Because they pay next to nothing to their workforce, they can spam a whole bunch and still make money, even if the entire process truly sucks.

They don’t have to be good. When you’re being paid like $10 a day, all you have to do is spam a couple of thousand people a week to get one placement a month and you’re making a profit for the “man”! Any company engaging in off-shore recruiting for hiring in the U.S. is basically engaging in slave labor. But, I digress. Back to crappy recruiting.

Bad recruiting is a lot like bad sex. If you really need a job, you don’t care how you get it. Which perpetuates you just continuing to be bad.

Spam recruiting works, and will always work, because the world will always have candidates who just need a job. They don’t care that you’re awful at your job. They don’t care that you are spamming them. All they care about is getting the job. Also, if you do care. If you do hate bad spammy recruiters. It turns out you also are fine with them being awful when you’re out of a job!

Spam works because we are all vulnerable at some point. It feeds on us being weak, naive, and desperate. But, at the end of the day, it works. It doesn’t work well. But it does work. And that sucks.

Finding Qualified Diverse Talent is NOT Your Issue!

During 2020, I’ve spoken to a lot of leaders who are concerned with their diversity recruiting. Every single one of them will say something like, “Tim, we just can’t find the ‘qualified’ diverse talent we need!” Sound familiar? Feel familiar?

I’m not a diversity recruiting strategy expert. I leave that to my friend, Torin Ellis. I do think I’ve got a bit of knowledge when it comes to overall recruiting, though.

When I break down the response I get from most leaders, regarding diversity recruitment I usually have one cringe, and one response. “Qualified?” What do you mean by that? I hear it as, you can find plenty of diverse folks interested in coming to work for you, but none of them, or few of them, are actually qualified to work for you. Is that how you read/hear that?

It makes me cringe a bit because what you’re actually saying is we don’t have a supply problem, we have a training and development problem, but you don’t even realize that. You could have your perfect diverse mix of employees if you just invested a bit in training and developing these great hired into great employees. But, you don’t see the value in that, which makes me think you probably don’t see the value in a diverse workforce, to begin with.

What I actually say to them is this, “You don’t have a diversity recruiting problem. You have a diversity pay problem because finding diverse “qualified” talent is easy. Finding ones that will accept your job, culture, location, and/or average to low pay is really hard!” 

Finding talent has never been easier in the history of humanity. We have more technology and tools than ever before. Finding is easy. Recruiting is hard..

Successful recruiting takes some skill. A success recruiter will find the “qualified” diverse talent you are looking for and then they’ll do a few things:

  • They’ll get them interested first. They will make them feel desired and wanted by the organization. By the hiring manager. By the team. Being Desired is a powerful drug!
  • Next, they’ll discover what that talent actually desires in their career. Quickly, efficiently, like a sniper.
  • Then they’ll make a determination: 1. Are we going to meet those desires. or 2. We won’t meet those desires.
  • One, you obviously move on to screening, assessing, etc. Two, and you move on to giving something back to this person. “I can’t help you right now, but I’ve taken notes and if I have anything that ever comes close to meeting what you need, I’m going to contact you back.” 99% of recruiters will never say that to a potential candidate.

Honestly, about 25% of the time when you tell someone “I can’t help you, but…” they’ll actually state a desire to keep going. You taking the potential away will make some reveal they actually have an interest. Doesn’t mean you will still move forward, but it’s a nice outcome.

I can easily find you “qualified” diversity talent. Don’t think so, call me. I can find anyone. The problem we’ll run into is that some of that talent is rare and will cost a premium to get. It’s a simple economic proposition, you can buy talent or build talent. They each have their costs and benefits. I find most organizations claim they want to hire diverse talent, but aren’t doing what it will take to make it happen.

1 Free Job Posting from @LinkedIn if You Read This Post!

Pretty cool news coming out of LinkedIn this week! LinkedIn has made a few changes to help job seekers (#ImOpenToWork photo frames, Career Explorer, free skill courses, etc.) and also will be helping employers, especially SMBs, who need help connecting with this talent with FREE job posts! No, really, you don’t have to put a credit card or anything – no bait and switch!

Check out the video below…

How do we post that FREE job? 

Basically, if you’re a hiring manager, HR, TA, etc. and looking to hire, you just go and create a new job posting. You can find the job posting button by going to your main LinkedIn feed page, going to the upper right-hand corner, and clicking on “Work”. A drop down will show you a “Post a Job” button and you can click on that.

For SMBs who aren’t already using LinkedIn to post jobs, you will get one free job post to use. If you fill that job, you can post another. Basically, you get one free job to post at a time. If you are an enterprise LinkedIn user, you’ll get pushed into your account to post a job.

Once you add a job, you will be given the option to add the “Hiring” frame around your profile picture.

Check out this LinkedIn Blog post for additional details and links.

It’s pretty rare for an organization like LinkedIn to give away something so valuable for free! We know LinkedIn job postings work, we also know they can be quite expensive for SMBs to use.

I’m sure the cynics will say this is just another way LinkedIn is getting more people to use the platform and get addicted. Maybe! But, if it works, who cares! And, if it works and it’s free for an SMB to test, seriously, that’s a great thing! Take advantage!

Go post a job out on LinkedIn and then send me a note and let me know the results! I’m super interested to see how this works for everyone!

 

@LinkedIn’s Future of Recruiting Survey says the #1 Skill for Recruiters in 2020 is… @LinkedInNews

I know you hate clickbait headlines, but they work, plus I know you want to know, so why give it away in the title! I mean I don’t get paid for my dashing looks and witty charm! Thank goodness!

LinkedIn launched its 2020 Future of Recruiting survey results today and it’s one of my favorite content pieces to comment on. Click through the link to download it for yourself, it’s packed with interesting data around talent acquisition and recruiting!

The #1 Skill for Recruiters in 2020 is…Adaptability!

Did you guess that? I didn’t. I think I could have probably could have had 50 guesses on not got that one. Here are the others:

Fastest growing skills for recruiters in 2020:

● Personal Development +44%

● Diversity & Inclusion +42%

● Talent Pipelining +37%

● Decision-Making +34%

● HR Strategy +30%

Okay, I can see personal development being high on the list, since 2020 has brought a lot of quality time working in remote settings and high unemployment numbers for recruiting pros, I think most people have been thinking about their personal and professional development.

I actually would have guessed D&I would have been #1. 2020 will be remembered for a few things – Covid, Social Justice, and the U.S. finally getting a sane person in the White House. So, from a talent acquisition perspective, I would have guessed diversity and inclusion recruiting to be the top priority.

HR Strategy actually makes zero sense to me! So, you’re in talent acquisition and your most needed skill is HR Strategy? Quite frankly, it makes you question the results overall. How could that be? Talent Pipelining? Yep! HR Strategy? Nope! But, it’s 2020, weird times.

Another big eye-opening stat from the report:

70% say Virtual Recruiting will become the new standard!

Okay, this one will take some explaining and background. First, what do you mean by “virtual recruiting”? So, for this data, that basically means, the process we have for recruiting can be done virtually. Sourcing, video interviewing, online assessments, etc., can all be done virtually, so I guess, yes, in that case, “virtual recruiting” is the new standard.

But, honestly, most of that stuff was already fairly standard.

I think the bigger aspect is Recruiters believing they’ll continue to be virtual/remote after Covid. I think Covid has shown organizations that in a pinch, yep, recruiting can be done virtually. But, every organization will have to truly decide is it better or the same as before, or possibly worse?

I’ve spoken to a number of F500 executives who aren’t super keen on remote recruiting because the relationships with hiring managers are worse, synergies amongst the TA team aren’t as robust, and brainstorming around testing and how to improve seem weaker in remote settings. Some of that can be improved, but it still comes down to leader perception.

We’ve been automating recruiting since the first Caveman needed a new assistant to track dinosaur migration patterns, so the fact that we’ll continue to automate and be able to recruit from anywhere in a mostly Saas environment should not be surprising to anyone.

Go download the new report. Some really good stuff around TA budgets and everyone’s favorite new topic, Internal Mobility, as well.

Talent Acquisition is NOT Marketing. Here’s why!

We love, I love, to say Recruiting is Marketing! I love Recruitment Marketing and the technology behind it, I think it’s brilliant! Recruiting is also not sales!

Why is Recruiting neither Marketing nor Sales?

What’s the core function of marketing and sales? To welcome as many people as possible into your funnel so that all of those people will buy your product or service, or give to your charity, etc.

In Recruitment we in the Rejection business!

Can you imagine you walk into a Cadillac dealership? You saw the commercial for the new SUV, you decide you want that SUV. You saw the billboard for that same car, heard the radio commercial, heck you even saw an Ad on Facebook, it’s almost like they’re listening to your brain! You’ve got a pocket full of hundred dollar bills and you walk into the dealership because today you’re driving away in that brand new, beautiful Cadillac SUV!

DealerNo!

MeUm, what?! 

DealerNo, we aren’t selling you that new Cadillac SUV, you’re not a Cadillac “Man”! 

MeA what!? 

DealerYeah, sorry, you don’t get a Cadillac today, we’re saving those for only certain people! 

It’s funny because we know this would never happen! I could walk into the dealership holding a severed head and the first words out of the salesman’s mouth would be “the trunk on our new sedan could hold a hundred of those heads!”

Recruiting isn’t Marketing or Sales, because true Marketing and Sales is in the business of ‘All’, not one. No one really gets rejected in marketing and sales if you have the means. In Recruiting, you could fit every single thing the organization is requesting and you will still get rejected. Recruiting is in the Rejection business, not the sales and marketing business!

If we/recruiting are in the Sales and Marketing business, we are in a really sick and twisted business! Hey, “Everyone” come and apply to our jobs, because I get really excited when I get to turn you down and say “no”! So, let’s not kid ourselves. Our business is about Rejection. Hey, come on over here and let me tell you what’s wrong with you, and then I’ll make the decision if we want you to be a part of our team or not.

Marketing campaigns sometimes try to fake like they’re being exclusive. “Only ‘you’ are being invited to buy this new SUV! You’ll be the first to own it! No one else!” Until next week when everyone will own it and actually have a better color than you. That’s not true rejection for those who don’t get it first, it’s just a game we play to increase demand.

So, why does this manner? 

If we know we are actually in the Rejection business, and we are, we/recruiters have to have an empathy level that is off the charts if we want to survive. Let me get this straight, you want me to talk as many people as possible into loving our company, then you want me to reject 99.9% of them? Yes!

To be able to do that and not drink yourself to sleep every night takes a really high ego or an endless supply of empathy towards all those great people who just wanted you to pick them, but your organization picked someone else, but they left it on your desk to share the bad news!

This is probably the main reason so many candidates never get dispositioned. We can all just crush only so many souls in a day! It’s easier to ghost candidates than to crush their dreams!

The rejection business is a hard, hard business to be in. Sales and Marketing are easy. Can you imagine how easy your life would be if you were able to give everyone the job!

Do you pay a larger employee referral bonus for Black Engineers?

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 put forth 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 diverse 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 the HR Departments 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 that are really pushing diversification of the 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…

Someone is Banking on You Being Lazy!

I work in an industry where I’ve been told for a decade technology is going to take my job. The staffing industry is half a trillion-dollar industry worldwide. The entire industry is built on us banking on the fact that someone in corporate TA is going to be lazy.

Ouch! That should sting a little!

So, I don’t really bank on you being lazy at my company. We do contract work so we are looking to fill contingent roles, not direct hire staffing, which is an industry almost completely built on lazy! For my staffing brothers and sisters out there, I hear you, I know you’re ‘just’ filling in when ‘capacity’ is an issue. (wink, head nod, wink)

There are other industries that bank you us being lazy. The entire diet industry! You’ve got overpriced awful foods, bars, shakes, workout gyms, at home gyms, etc. Because we won’t eat less and move more, because we are “lazy”, we pay a lot for that! Believe me, I pay my fair share! Just because I’m too lazy! Ugh, it’s embarrassing!

Direct hire staffing as an industry could be gone tomorrow if corporate TA just did what they were hired to do. You have an opening, you fill the opening. We aren’t trying to put a woman on the moon! This isn’t rocket science!

But, we don’t fill the opening. In fact, we do just about everything except filling the opening. We post the opening. We meet about the opening. We send whoever applies to the manager of the opening. We meet some more about candidate experience. We have another meeting about employment branding. One more meeting with the manager to see if anything has changed.

That doesn’t sound lazy, does it?

But, deflection of more difficult work is just another form of laziness.

My kid doesn’t want to go out in 90-degree heat and mow the lawn. It’s a hard, hot job. So, they come up with ‘alternative’ work that they have to do that just happens to be inside in the air conditioning.

As TA Leaders, we have to understand how are others are banking on us being lazy, and then make adjustments to stop lazy. So, how do you do that?

Well, I wrote an entire book on the subject – The Talent Fix – you can buy it here – but until you can get it, here are some tips:

  1. Have clearly defined measurable activity goals set for each member of your TA team.
  2. Make those measures transparent so everyone can see them every day.
  3. Have performance conversations immediately when measures aren’t met.
  4. Course correct as measures need to be adjusted to meet the needs of the business.
  5. Rinse, repeat.

1 -5 above is like page 37 of the book. So, you can imagine what the rest of the 200+ pages will be like! 😉

If you follow the five steps above about half of your team will quit in 90 days. That’s a good thing, those idiots didn’t want to recruit, to begin with, they just wanted that fat corporate check and Taco Tuesdays. They were being lazy and it was costing your corporate bottom line.

The talent acquisition function is not a charity case. I think in the history of HR we’ve done some corporate charity where we let people keep collecting money even though they were costing us money. They weren’t giving back the value we needed for what we were paying. Great leaders stop this from happening.

Great leaders understand that there are people in the world that are banking on us being lazy.

The Fight Club Recruiting Rules!

Great talent and great hiring are about getting the best candidates to respond to your messaging. It’s our reality as talent acquisition professionals that we have candidates who apply to our jobs, some of whom might be great. We also have to go out and find great talent and find ways to get them to respond to our overtures.

It’s the number one job of every talent acquisition professional. I would argue it might be the only job of talent acquisition. Get great talent to interact with you!

The first rule of Fight Recruiting Club is you need to get candidates to respond!

The second rule of Recruiting Club is you need to keep trying to get talent to respond to you until they actually respond. Wait a second, Tim! You mean we have to reach out to a candidate more than once!? I mean, if they don’t respond to me after my first outreach, that’s their loss! No, it’s your loss! You need that talent!

The third rule of Recruiting Club is you need to interact with candidates in themedium they are most comfortable with. I like it when you text me, most people do. It gets a high response rate. Some folks like email, phone calls, Facebook messenger, handwritten notes, etc. Find all the mediums the candidate likes, not your favorite!

The fourth rule of Recruiting Club is it’s not about you. It’s about them! “I’ve got a great career opportunity for you!” How do you know what I want? Stop assuming you know what I want when you don’t. How about you first to get to know me a little. I mean, you don’t ask someone to marry you on the first date!

The fifth rule of Recruiting Club is….(there are ten in total, click through to the rest of my post over on Saba’s Blog)

True or False: Corporate Recruiters Fear Agency Recruiters?

True or False?  It’s a common belief, in most Talent and HR circles, that most corporate recruiters fear agency recruiters.  Go ahead and argue if you would like, but it seems a little silly.

The reality is, true recruiting professionals don’t fear amateurs.

It’s like a really great professional Photographer. They charge money because they offer something someone is willing to pay for. Professional photographers don’t fear the mom at the soccer game with her $2,000 dollar camera and $5,000 dollar lens. Who cares that you have the equipment if you don’t know how to use it!? Pros don’t fear amateurs.

So, if you are a really good corporate recruiter who knows how to really recruit and source talent, agency recruiters don’t scare you, because you know your stuff! That’s the problem, though, right? The reason so many people feel the title of this post is true is because we all know so many corporate recruiters, who really don’t know how to recruit. They aren’t pros, they’re amateurs. Amateurs fear professionals when it comes to meeting head to head in competition.

The best professionals love it when a talented amateur tries to play at their level. These types of individuals help to push both parties to do the best work they can. Or, at least, they should! A great agency recruiter should push an average corporate recruiter to want to get better. An amateur agency recruiter will starve, that’s why you only see amateurs in the agency ranks for a very short period of time. If they aren’t good, they don’t eat! That is why on average, agency recruiters tend to have more recruiting skills than corporate recruiters. Agency folks aren’t full salary. How they are compensated forces them to have better skills, on average, of they are out of job.

So, how do corporate recruiters ensure they become professionals? Well, I love Malcolm Gladwell, so I’ll steal a little of his 10,000-hour concept (and go ahead and tell me it’s B.S. – I don’t care, I like it and I’ve seen it work). You must make yourself a true recruiting professional!  You need to invest time and development in yourself, in the recruiting industry, to become a pro. That means as a corporate recruiter, you focus on recruiting, not becoming an HR Pros. What?! Most corporate recruiters are corporate recruiters because that’s their path to get into a straight HR position. Their endgame is not recruiting, it’s HR. That’s a problem because they are not fully vested in the recruiting game. This is an amateur move.

The reality is, those who get promoted are usually professional at something. Become a great recruiting pro and the powers-that-be will take notice, and you’ll find yourself in positions you never thought possible. True professionals don’t worry about promotions, they worry about becoming a better pro at their craft.

The next time you start feeling yourself pushed by an agency recruiter, don’t curse them for what they do, embrace them for what they push you to become — a better recruiter!