Category Archives: HR Department of One

My First Time!

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It’s Re-Run Friday again – this post originally ran in April 2019!

Do you remember your first time!?

I was twenty-six years old.  At the time, I was living in Michigan and working in my first job right out of college.  I had been doing pretty well for myself and began moving up in the company.

I had just been put into a position where I had a couple of people reporting to me, and I had to hire a new person to report to me as well.  I hired this smart, young person right out of college. Their passion and energy immediately attracted me to them.

Oh, wait, you think I’m talking about…

Okay, let me start again.  This post isn’t about sex! This post is about my first termination!

Can you remember yours?

In my career, having to terminate individuals are some of my most memorable experiences.  I think if you have half a heart, you’re probably the same.  When I talk to upcoming HR graduates, I always try and forewarn them about this part of our job.

Terminating employees leads HR pros to heavy drinking or other forms of stress relief. That is a fact.

From time to time I hear HR pros talk boastful about firing someone, and it makes me sick to my stomach.  While I’ve had to terminate individuals who clearly deserved it, I never took pleasure in doing it.  It’s the one thing that really sucks about having a career in HR.  We get to see people at their weakest moments.

Most of us pray that no one ever has to see this side of ourselves.  Let alone, be in a position, where you frequently get to see this side of humanity.

When you terminate someone, there is a good chance you’re going to see this person’s biggest fears.  I have enough of my own fears. I don’t need to carry around the fears of others!

My first time?

I had to fire the young kid I hired with all the passion and energy, hoping they were going to change the world, fresh out of college.  This person just couldn’t come up to speed as a recruiter. It happens. I worked with this person, encouraged them, but eventually this person was ‘dead-employee’ walking.

Their body kept showing up for work, but their mind and heart had given up.  No matter how hard they physically worked, it wasn’t going to happen for them.  So, I pulled them into the conference room and told them it was time.

No real emotion to make this termination more memorable than any other. The person was upset, and you could see this was not something they had written on their bucket list.  They stood up, walked out, and my life went on.

Nine years later, I’m working at Applebee’s in HR.  I was responsible for seventy restaurants, and I happened to stroll into one of the locations and there was my first termination working behind the bar!  I saw him before he saw me, but once he saw me he froze.

I went over to say ‘hi’, and catch up.  It was awkward and clunky, but I’m an HR pro, I was trained to do this.  After I let him go, he bounced around for a few years, and finally decided to go back to school, and had taken the bartender job at Applebee’s to make ends meet.

I saw this person a number of times after, and on one visit, he asked to talk.  He said that the day I walked into the Applebee’s, and he learned who I was, in my new position, he assumed I was going to fire him again.  I said, “For what?!” He said, “I don’t know, just because.”

It hit me hard.  This wasn’t about terminating a poor performer and moving on.  This person carried that termination around like a backpack for nine years, and as soon as they saw me, all that fear and feelings of failure flooded back to him.

Welcome to the show kids. Sometimes working in HR sucks.

Lessons from Past Jobs I’ve Had

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When I started college, HR wasn’t even on my radar. Was it on yours?

Here’s how it unfolded for me:

I got a degree in elementary education with dreams of shaping young minds. Teaching seemed like a fulfilling path, with the perks of summers off and being one of the few guys among a sea of female teachers. I was sold.

After a bit in education, I transitioned into sales and recruiting. I liked to talk – so these worked well for me. But, luckily, from here I stumbled into HR through a client who mentored me into it.

Here are five skills from those earlier jobs that helped me in HR:

  1. Confidence: Teaching taught me the importance of confidence. Kids are like sharks (kinda) – they can sense fear. Similarly, in HR, confidence is crucial when dealing with constant questioning and crazy situations.
  2. Positive Attitude: Positivity was my mantra in sales, and it serves me well in HR too. No one likes a negative Nancy. HR is often associated with negativity and maintaining a sunny outlook can make all the difference.
  3. Proactivity: Instead of waiting for problems to arise, I learned the value of being proactive. This way of thinking has been really helpful in HR. It’s all about being proactive and getting ahead of problems before they become big issues.
  4. Humility: Balancing confidence with humility is a fine line. In teaching, not keeping promises hurts your credibility. With the kids, with peers, everyone. Similarly, in HR, being humble builds trust and reliability, which are important for good relationships in the organization.
  5. Persuasion: Whether convincing students or candidates, persuasion is a skill I honed in previous roles. In HR, the ability to sell ideas and projects is paramount, whether it’s advocating for a new initiative or garnering support for organizational change.

These skills have not only helped me excel in HR but have also empowered me to effectively advocate for the tools and technology necessary to drive organizational success.

That’s my journey. What about yours? Which skills from your past experiences have proven indispensable in your HR career?

Getting Recruitment Right

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Sometimes we get so far into the weeds in recruiting that we forget what is actually important.

We have to have a brand!

We have to have an ATS!

And now, a new ATS!

We have to have a CRM! What the hell is a CRM!

Our job descriptions need a refresh, and let’s face it, our career site could use some work too.

And don’t get me started on the employee referral program.

There’s always a million things to do in recruitment, and it’s hard to keep up.

But here’s the thing: recruiting isn’t rocket science. It’s just about finding people to join your team. There are plenty of potential candidates out there; you just need to let them know you’re hiring.

That’s the golden rule of recruitment: Spread the word that you’re looking for new team members.

It’s pretty straightforward, yet so many good candidates slip through the cracks because they didn’t know there was an opportunity.

Recruitment is all about getting the word out. Sure, you might get some applicants who aren’t quite the right fit, but that’s part of the process.

To find the right people, you need to cast a wide net and let everyone know you’re hiring. Cast that net people!

It’s not just about posting on job boards or your career site; it’s about creating a culture where everyone in your organization understands the importance of spreading the word about job openings.

Unfortunately, many companies miss the mark on this. Whether it’s because they’re too proud or they think it makes them look desperate, they don’t make enough effort to let people know they’re hiring.

This is a big mistake that can sink your recruitment efforts.

Recruitment isn’t about showing off; it’s about being humble and inviting talented individuals to join your team.

5 HR Habits to Drop Now

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Are you doing everything you can to be a top-notch HR pro? Sometimes, it’s essential to take a step back and see if certain habits might be holding you back.

Here’s my list of what habits are holding us back as a profession:

  1. Keep It Personal: In HR, relationships matter. Instead of relying on emails or texts, try talking face-to-face or picking up the phone. Building real connections helps create a positive workplace and makes you a more effective HR professional.
  2. Be Open-Minded in Hiring: Don’t let small things affect your hiring choices. Whether it’s where someone went to school (God forbid they went to your rival) or how they shake hands, focus on what really matters – their skills and qualifications.
  3. Deal with Salary Realities: It’s easy to get frustrated about pay differences between departments. But instead of dwelling on it, concentrate on excelling in your HR role. Understand that each department has its challenges, and your HR skills are crucial in their own way. No one wants to hear about it.
  4. Skip the Power Trip: Avoid using power just for the sake of it. True influence comes from collaboration, not strict rules. Approach your role as someone who facilitates, helping people succeed without unnecessary control.
  5. See the Bigger Picture: While HR is important, it’s not the only show in town. Shift your focus from thinking HR is superior to understanding how you can contribute to the whole organization. Use your HR skills to make everyone’s life easier.

If you want to be a better HR pro, start with these simple steps:

  • Regularly talk to colleagues in different departments. Find out what challenges they’re facing, not just HR issues, and offer real help. This “Business Partner” approach goes beyond typical HR duties and makes you a valuable asset.
  • Learn on the Job: Don’t worry if you don’t know everything about every department. Talk to your peers, learn from them, and use your problem-solving skills to contribute to their issues. Being willing to understand different parts of the business will make you a better HR professional.

Improving as an HR pro is about letting go of limiting habits and being more collaborative and supportive. This way, you’ll become a more effective and valued member of your organization.

Career Roulette

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BookofOdds.com has a piece titled Hey Kids, Choose Your Career that breaks down the chances of your kid (or any kid, really) landing in a particular job. on consideration for both of them. As you can imagine the article gives some of the fun careers first, like the odds my kid will be a:

  • Surgeon: 1 in 2,872
  • Pro Athlete: 1 in 9,684
  • Fashion Model: 1 in 81,440
  • Firefighter: 1 in 452
  • Elementary Teacher: 1 in 87

Because you know, we all thought we were going to be one of those when we grew up!

When I did a career test in high school, it didn’t tell me I’d end up in HR. It gave me my top 3 choices, which were kind of weird: 1. Teacher; 2. Floral Designer; 3. Sales. No idea how “Floral Designer” got in there, but I still love gardening. HR wasn’t even on the list.

Thinking about my sons, realistically, they’re most likely to end up in:

  • Administrative Role: 1 in 5
  • Sales: 1 in 9
  • Food Service: 1 in 11
  • Healthcare: 1 in 19
  • Education: 1 in 16

But what about HR?

Human Resources: 1 in 656.9

The odds for Human Resources (HR) at 1 in 656.9 shows how jobs can be all over the place, and your career journey can be a bit of a rollercoaster. Even if we’ve got certain ideas about what we want for our kids, the job market can throw some curveballs. Landing an HR job isn’t something you’d bet on every day, but it’s a cool reminder that surprises can pop up in unexpected places when it comes to careers. So, while we might have some thoughts about where our kids will end up, the job scene has a way of keeping us on our toes with its own surprises.

The Role of HR as Coaches

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There’s an article by Atul Gawande in The New Yorker discussing the importance of “Coaching.” Gawande, a writer and surgeon, talked about coaches as not just teachers but as observers, judges, and guides. From the article:

The concept of a coach is slippery. Coaches are not teachers, but they teach. They’re not your boss—in professional tennis, golf, and skating, the athlete hires and fires the coach—but they can be bossy. They don’t even have to be good at the sport. The famous Olympic gymnastics coach Bela Karolyi couldn’t do a split if his life depended on it. Mainly, they observe, they judge, and they guide.

Gawande, A. (2011, October 3). Personal Best. The New Yorker.

In my HR role, I’ve always believed that HR can act as coaches across our organizations. But there’s often pushback, like “You can’t coach me in Marketing, Operations, or Accounting.” Exactly—I’m not here to teach you those things; I hired you for that. Building a coaching culture starts with hiring people open to being coached.

More from the article:

Good coaches know how to break down performance into its critical individual components. In sports, coaches focus on mechanics, conditioning, and strategy, and have ways to break each of those down, in turn. The U.C.L.A. basketball coach John Wooden, at the first squad meeting each season, even had his players practice putting their socks on. He demonstrated just how to do it: he carefully rolled each sock over his toes, up his foot, around the heel, and pulled it up snug, then went back to his toes and smoothed out the material along the sock’s length, making sure there were no wrinkles or creases. He had two purposes in doing this. First, wrinkles cause blisters. Blisters cost games. Second, he wanted his players to learn how crucial seemingly trivial details could be. “Details create success” was the creed of a coach who won ten N.C.A.A. men’s basketball championships.

Gawande, A. (2011, October 3). Personal Best. The New Yorker.

In working with adult professionals, coaching isn’t about teaching new stuff but helping them analyze and improve what they already do well. Instead of fixating on weaknesses, HR can help make employees’ strengths even stronger.

Coaching has become popular lately, with various types like leadership or life coaching. But coaching for professionals is less common. I believe in HR professionals acting as more hands-on coaches, working daily to improve skills that directly impact the business, not focusing on personal challenges.

One big challenge for HR transitioning into coaching roles is that many employees lack self-awareness, just like us! A great coach helps someone see things in themselves they didn’t notice before.

If HR can build this self-awareness in organizations, it could lead to some amazing changes.

5 Mid-Year HR Trends You Should Be Thinking About for 2024!!

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Is the world moving faster after the pandemic or is it just me?! It seems like for all the bad that Covid brought, it did make us slow down a bit. Now, we are back on the treadmill running faster than ever.

I’m sitting down this week and doing a live webinar (if you can’t make the live time, just sign up and we can send you the recording) discussing the biggest trends in HR and Talent Acquisition that are happening right now but that will also have a tremendous impact to our 2024 planning!

Click here to register for the HR Trends Webinar

The webcast will be live on Wednesday, July 19 at 3 pm EST.

Shout out to the amazing team at Pillar for making this happen…

Here are some more details.

We’re halfway through 2023 (crazy, right?!), so now seems like the perfect time to reflect on the top 5 trends that have shaped the year thus far. And who better to do it with than Tim Sackett, President of HRU Technical Resources & top 100 Global HR Tech Influencer?! Join us as we sit down with Tim to discuss what is trending today in the HR & talent acquisition space and what he sees as the trends that will continue into 2024 and beyond.

Here’s what you can learn during the session:

  • Practical strategies to leverage these trends for maximum impact
  • How to gain a competitive edge by understanding how these trends can transform your HR/TA practices
  • The key drivers shaping the way organizations attract, engage, and retain talent

…& more! Looking forward to seeing you on July 19th as we have the opportunity to learn from one of the industry’s most respected thought leaders! It’s also been a year since we launched our webinar series with Tim himself, so join us as we celebrate our webinar series 1-year anniversary.

Click here to register for the HR Trends Webinar

HR 101: My Favorite (and Biggest) HR Mistake!

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I’ve made more mistakes in my HR career than I care to even remember. I could probably write a book!

It’s funny to think about your mistakes because I think invariably every person takes those mistakes and tries to turn them into some type of “learning.”

It’s a classic interview question – “So, Mr. Sackett, tell me about your biggest mistake in your career and what did you learn from it?” I have even asked it myself when interviewing others.

A nauseating response

Just once, I want someone to answer, “Well, besides coming to this lame interview, I’d have to say drinking my way through college, getting average grades, and having to take positions within HR, are probably my biggest ones. What I’ve learned is that all those high school kids in band and on the debate team really were smarter than me, and my ability to be a third-team all-conference point guard, in hindsight, probably didn’t get me into the career I was hoping for.”

But it never happens. No one is really honest about their mistakes because in making the most mistakes you do something stupid – something so stupid, you would rather not share it with anyone. So, we come up with answers like, “My biggest mistake was working too hard on a project with my last employer and not getting others involved, and I’ve learned while you can get the project done and on time by yourself, you really need to include everyone.”

That kind of answer makes me vomit. And somehow, as HR pros, we accept that answer and move on to the next question, almost like that question was just a test – a test to see if you were stupid enough to actually tell us the truth and brighten up our day!

But I’ve got a good one. I do have a favorite HR mistake, and two friends of mine recently made me think about it.

Yes, this is my favorite HR mistake

Here’s my all-time favorite HR mistake – Telling someone to go after a promotion and more money, leaving a position they truly enjoyed.

When I started my career right out of college, I gave myself 12 years to become a Vice President. Seemed like a logical goal at the time, but in hindsight, it seems obviously stupid now. It took me 16 years, and only after I realized it no longer mattered did I finally reach that level.

Two friends both recently had opportunities to leave organizations and positions they really liked, and I gave them both the same advice – you can’t even come close to measuring the value of truly liking the job you have. You just can’t, so answer me this one question: Do you love what you are doing, and who you are doing it for?

If the answer is “yes,” stay put. It’s that simple, and that was my learning.

I finally learned my lesson

I’ve left two positions in my life where I loved what I was doing and loved the organizations – both to take promotional opportunities with other companies. Both times I made the wrong decision. That is a tough mistake to make twice

I used to give out this advice to people — go ahead and leave because you’re going to have ten-plus jobs in your life, and you might as well move up as fast as you can. I don’t do that any longer; in fact, I now spend time trying to talk people out of taking new jobs – which I know is ironic since, at my core, I’m a recruiter!

I think we all hope that we learn over time from our mistakes. Once in a while, I actually do!

What’s Your Favorite Layoff Tech?

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Yeah, this isn’t something we like to talk about! We love talking about technology that helps our employees be better employees or technology that helps us find better and more talent. But the technology that helps us get rid of people, well, that seems a bit depressing, right?

In 2022 there have been public debates about what a recession is. We haven’t had one since the Great Recession of 2008-2009, so there is a very large part of our workforce that has never seen a downturn in the economy. We are on the precipice of an economic downturn, and companies will be laying off workers. Are you ready? How will you handle this? Spreadsheets?

Offboarding will be a major buzzword in 2023!

God bless the marketing pros who try and make termination software sound sexy! We don’t call it firing software or a termination process, we now call it “offboarding”.

At the HR Technology Conference this past year, I was a judge of the startup competition Pitchfest and one technology that was pitched was Onward HR. They actually did a great job and I really liked their pitch, but they were going up against a bunch of software that “helped” employees, not help you offboard them. Not fair to them, they had real HR software, helping solve a real HR and employee problem. A lot of the software pitched sounded positive and sexy, but it was mostly vapor. Onward had real HR stuff!

Big HCM software and payroll software will tell you they also do offboarding, but honestly, what they really do is basically just help you with the process. True offboarding should be about how do we humanely help our employees transition out of the company and quickly become re-employed. But also, a giant part of offboarding is ensuring those same employees actually might want to come back and work for us again at some point.

You see, layoffs, are an inexact science. Most organizations are bad at it because we don’t practice layoffs. We practice hiring. We practice developing employees. We practice performance management. We do not practice layoffs, so we mostly suck at layoffs. Quite frankly, I’ve never met a leader who wants to be good at layoffs!

That means the technology can help. For the most part, layoffs run like this:

  • We make the decision of how many heads we need to cut.
  • We then ask managers of people to make decisions of who specifically.
  • We then try to find a way to let people know where everyone will basically know at the same time (this almost always fails and is terrible).
  • We then try and move on and forget it all happened.

The problem with the last step is we basically move on from those departing employees, and those employees feel that, and it becomes very personal. We try not to keep a connection with previous employees. Then, two years from now, you try and launch an alumni recruiting campaign because you’re growing again and can’t figure out why so many previous employees hate you.

What is my advice for your upcoming layoffs?

Be better. Treat people like humans. I mean treat people like humans you will once again in the future want to have a positive lastly relationship with!