Category Archives: Life Lessons

Live from CareerBuilder’s Empower

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I’m on the road at CareerBuilder’s Empower conference in Chicago.  This is the second annual conference designed for corporate talent acquisition and staffing agency pros. This year CB made a ton of changes to make it better from a content perspective for sure!

The first event last year seemed to be one giant commercial for CareerBuilder broken up by big name keynotes and food and drink.  It was fun, but not sure how much content and takeaways anyone really got.  This year’s Empower was totally revamped and after Day 1, I don’t think I really heard one product pitch at all!

Here are some takeaways from Day 1 at Empower:

– Sessions are practitioner-led for the most part. Great Day 1 speakers included: Kris Dunn, Jason Lauritsen, Stacy Zapar, Glen Cathey, and many others. This lineup is packed with practical takeaways that folks could take back to their shops and immediately put into action! Plus, the speakers are fun and engaging. CB did a great job putting the agenda together.

– Shinola (the Detroit Watchmaking Company) President Jacques Panis stole the Keynote show for the day. In an election year that’s all about asking ourselves whether America is great or not and how it needs to change, Panis gave a glimpse of how American companies, making American products, with American workers, is what is really great about America.

– CareerBuilder runs a first class conference and the conference this year was free for CB clients to attend. This means you need to cut money from other things like giant name keynotes and entertainment. What CB realizes is that recruiters don’t really need that stuff anyway! Give us great content and some good food and drinks, and we’ll entertain ourselves!

Best moment of the conference:

Panis from Shinola was being interviewed on stage and they opened up the mics for the audience to ask questions. One guy gets up and speaks a little bit about the challenges of hiring workers in Downtown Detroit, and asks, “Do you hire felons?”  Panis, without pause, said, “Well, they hired me!”

It brought down the house, and then he went off on a rant about America’s justice system and how we lock up way too many people in this country.  He spoke from the heart. He talked about how once you get into the system in this country you know longer have hope. He didn’t have all the answers to fix it, but one of his answers was that his company, Shinola, hires former convicts and gives them hope.

It was a great American story. Panis’s speaking fee was $50,000, and I’m sure the CB folks cringed when he told the audience this. He also donated all $50,000 to youth organizations in Detroit including the downtown boxing league that supports getting kids off the streets and teaching them discipline by providing an outlet and support.

The Death of “No”

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Want to make a huge change to your HR career? No, really?

Okay, do this one thing:

Stop using the word “No”.

That’s it. Just stop it. Don’t say “No” ever again. HR pros lose credibility faster than anyone else because we are known as the “No” police. Employees, hiring managers, vendors, everyone comes to you expecting, knowing you will probably have one answer to their question and 99.9% of the time that answer is “No”! Or a variation of “No”, like “I need to check on that and get back to you”, which is just a “No” with an added delay so you don’t have to say “No” to their face.

HR Pros need to stop saying “No”.  As soon as you say “No” people withdraw from you and stop listening. You become the same old HR person they’re used to dealing with. You just got lumped into the heap of other crappy HR pros they’ve known in their career. Over one little stupid two-letter word.

So, what should you do instead?  Say “Yes”! Say “Yes” to everything and everyone!

“Tim, can we fire Jane?” 

“YES!!!”  “Yes, you can! Do you want to fire Jane now, after work, on Friday! Let’s do this! Yes!” 

Instead, we say, “Well, slow down, do you have the right paperwork? Have you followed the steps? Have you…” All these are “Nos” in other forms! As soon as you start down this path, your ‘business partner’ shuts down and believes you are not a partner, you’re a typical no-help HR person.

But, I know the documentation is important! I still say, “Yes!” It just sounds a little different:

“Heck, Yes! I’ve been waiting to fire Jane’s lazy ass for years! Let’s do this!” 

Now, what happens? I mean after your hiring manager picks their jaw up off the floor?  They come forward! The want to hear more. They weren’t expecting this! I also, follow it up with something like this:

“Just a quick second before we shoot Jane, I need to let the CHRO know we are doing this, totally supportive! But we’ll probably end up in court knowing we’ve got no documentation, but don’t worry we’re still doing this! I’ve been to court and I can help you prepare for your questioning on the stand, we got this!” 

It’s around this point where every hiring manager does one thing:

“COURT! I don’t want to go to court!” 

Well, Okay, I can help you with that, let’s make a plan!

Never in there did I say “No”, and in the end I got what we both wanted, and the hiring manager felt supported, not like I was against her.

Can we please kill “No” already!

The Best Recruiters Don’t Get Surprised!

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Talent Acquisition 101.

If there is one thing I could give a new Recruiting Pro it would be this simple advice. No matter how prepared you think you are, you really only need to prepare yourself, for one thing, being surprised.

You don’t really get judged on your daily stuff.  Let’s face it, 99.9% of the time that goes off without a hitch.  You get judged on how you handle surprises.

Surprises make and break great Recruiting Pro careers.

There’s really only way to prepare for surprises.  You need to expect that a surprise will always happen. That one interview you desperately want, who calls to cancel with ‘car trouble’, the candidate who backs out of the offer after signing the paperwork.  Talk about it, plan for it, and basically come to grips that it will happen.  Then it will happen, and you’ll be the only one not surprised by it.

The best Recruiting Pros I’ve worked with had this one common trait, they were unshakeable when surprised.

Almost like they expected it.

Should CEOs make 276 Times More Than You?

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Check out this chart from Business Insider:

Screen Shot 2016-08-15 at 3.28.08 PMBasically, this chart is showing you how much more your CEO makes than the average worker at your company, assuming you work for one of the 350 largest companies in the United States.

So, let’s put this into real numbers:

The average worker makes around:  $45,000.

That means the CEO makes: $12,420,000.

I think most people feel that disparity is too much. I put it in the context of professional athletes. Should LeBron James get $33,000,000 per year to play basketball for the Cleveland Cavaliers?

We tend to think LeBron shouldn’t get paid $33 Million per year, but at the same time were alright with it because well he wins games. But somehow we don’t believe Indra Nooyi, the CEO of PepsiCo, should earn $22,000,000 per year like she did last year. Why is that?

Oh wait, would you feel better if I put one of those old white guy CEOs compensation number up? Would that make it easier for you to hate?

I find it interesting that for most of the modern era (prior to 1980) CEOs made roughly 25 times more than the average worker. In our example above that would then look like this:

Average worker: $45,000

CEO: $1,125,000

Yeah, this still sucks, right?

So, what should the figure be? How much more should a CEO make than the average worker? Does 10 times seem right ($450,000)?

I’m a Moneyball guy. I have a hard time believing any CEO is truly worth 276 times more than an average worker, but if that’s what the market bears, more power to them! I’m also a Capitalist!

I do believe, though, that all of these organizations could fire their CEOs at 276 times pay, hire someone else at half that pay and they would have the same or better results across the board. 50% pay cut, same performance. So, why wouldn’t they do this?

Organizational dynamics are built to continue this behavior of over-paying. At some point around 1980, someone let the cat out of the bag and leaders have been pushing the envelope ever since! Think about how this all goes down. A leader goes to the board of directors and says, “Look we need better talent at the C-level to support me.” The board supports, raises get put in, this pushes up against the CEO.

Well, now we have compression, time to move the CEO up. The cycle continues, again, and again…. It becomes a leadership arms race! The board feels like they are in no win situation. If the company is doing well, of course, they vote yes. If the company is doing bad, well, we need better, so you get another yes vote.

No one is willing to just stop it. To say, you know what, ten times or twenty-five times, is plenty. We’ll find great talent at that amount. I’ve met great CEOs and awful CEOs of very large companies. All made outrageous money and their performance had very little to do with their compensation.

What do you think? How much more should a CEO get paid over the average worker?

Should Employers Be Looking for Lifetime Employees?

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I think we all are being sold a big fat bag of lies!

Okay, not lies, but definitely a very narrow skewed view of the truth. Case in point, you are now supposed to believe that you don’t want to work for one employer for your entire career.

Do you know why you’re supposed to believe this?  Because idiots like me, and the media, keep spoon feeding you study after study that shows younger generations don’t want to work at the same employer for their entire career.

Okay, I get that. When I was 23 I didn’t know what I wanted to do next weekend, let alone 40 years from now!  But, because younger generations want this, now we all want this, apparently.

This isn’t just an employee issue either. Organizations are now supposed to believe they no longer want lifetime employees. You, as an employer, should just sit back and watch employee after employee walk out your door to do the exact same thing at your competitor. This is the world we live in, Tim. Why would I want an employee to stay with us for 40 years. I need to get fresh eyes and new experiences into our organization.

I recently met with a very successful employer in southern Indiana. A tech company that most people will never know, even though they have stuff in your computer you use every single day. They’re basically a ‘guts’ company. They put high tech stuff into stuff you use but never see. They want lifetime employees.

They take an extremely long time to hire. Fit to them is paramount.  If one thing doesn’t ‘feel’ right with a candidate, they’ll wait to find one that does ‘feel’ right.  It’s a strong culture organization. Proud people, almost zero turnover and they are highly profitable. They walk away from talented candidates all the time. Skill is important, but it’s not as important as fit.

There are not enough of these organizations left. Too many organizations today are only hiring for skill. When you only hire for skill, you get the work environment younger generations are telling you they want. One where they don’t want to stay forever!

When you hire for fit as your primary focus of selection. Meaning, skills are important, we want smart people, but all things being close to equal, fit will determine the hire. Fit is so important that if we can’t find the ‘right’ fit, we’ll leave the position open until we can, regardless of skill.

Here’s my deal, I think employees do want to work for one company for a lifetime.  I think the reason you see anyone leave your organization has very little to do with them not wanting lifetime employment  and a ton to do with how they fit in an organization. Sure, you’ll always have talent that is capped out and needs to move to grow, but even then I think those people would prefer to stay and grow.

Hire for fit. Teach the skill. Enjoy high tenure, high performance, and better profits.  So, yeah, start looking for lifetime employees!

Student Loan Debt will end up being an Employer Problem

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Take a look at this chart:

Screen Shot 2016-08-10 at 2.05.48 PMBasically, what this chart is showing you is that America has a massive student loan debt problem.  Want to know what the next ‘housing crisis’ will be?  It’s right here in this chart!

The average student is now leaving college with over $35,000 in debt. This has a trickle down effect that college and universities could care less about, the government could care less about, and every Presidential candidate could truly care less about.

I have friends in High Education who will be pissed I say that colleges don’t care about this problem, but they don’t. They’re in the business of empire building. Listen to Malcolm Gladwell’s podcast “Revisionist History“. He does a three-part series on how broken higher education is, and there is no easy way out!

Don’t kid yourself, Hill or Trump, isn’t going to help those in debt. They might try to solve this issue for future students, but those poor saps who already signed loan agreements will be on their own! You can take that to the bank.

So, this becomes your problem, the organizations, and companies that hire all these graduates with all this debt.

How is it your problem? 

1. Debt causes stress.

2. Stress causes problems – lack of productivity is just one that will directly impact all organizations.

3. You have to solve the biggest problems in your organization.

4. This will soon become your biggest issue.

5. Financial wellness programs aren’t equipped to handle a problem of this magnitude!

What should you do?

Do you really want to know? This might not be very popular!

– Stop requiring a college degree for employment in your organization. Companies and organizations have actually contributed to this problem. It’s the college or prison mentality we’ve forced upon kids. “You must go to college or you’ll have no options!” Well, except for almost any position we hire for, but we’re lazy and like to use an arbitrary piece of paper as a screening tool.

– Develop ‘Apprentice’ programs for a modern age. Why don’t we have Sales Apprentice Programs? Bright-eyed-bushy-tailed kids right out of high school who still believe they can be anybody. Why aren’t we teaching them ourselves?  No, let’s send them to college to learn how to drink beer first, then we’ll teach them on our own. You could do the same thing for almost any role you have – many engineering/technical roles included!

– Develop programs that assist your employees in paying down this debt faster and with less interest than they currently have. Yes, there is a retention aspect to this. Yes, this will require some service as a payback. Yes, this will help your employees be less stressed!

All of these cost money to organizations and companies, but you need to make a choice. Do you want to control that cost yourself, or do you want to deal with in the future for everyone you hire? It used to be that companies invested into their workforce. Then we got lazy and tried to throw this onto high ed. Turns out that doesn’t work too well.

Get ready kids! Employees with big giant monthly debt payments are coming your way and they won’t be very happy when the reality of what they did comes crashing down upon them. Have fun with that!

 

How did Monster Lose Out in the Job Board Wars?

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I’ve been a Monster customer for at least fifteen years.  I’ve used Monster in four different companies that I’ve worked for. I also use (or have used) CareerBuilder, LinkedIn, Indeed, and Dice. So, I’ve got experience dealing with large spends on the Job Board side.

Having a presence on Job Boards is part of almost every recruiting strategy that’s out there, it’s one place most organizations need to be, I truly believe that. If you’re not, you’re going to miss a pool of talent.

For those who don’t know Monster was purchased this week by multi-national staffing and RPO firm Randstad. I’m not going to speculate on why Randstad would buy Monster, but there’s no doubt Monster had a ton of data and clients that a staffing firm would find desirable.

My question is why did Monster lose out in the Job Board Wars?

In the big Job Board game, there are really only three players: CareerBuilder, LinkedIn, and Monster. Dice and a bunch of niche players in that category will always be around if they can actually attract talent to their niche. Here is the reason I think Monster couldn’t keep pace with CB and LI:

The Sales Team: Flat out job boards need to sell job postings, resume database memberships, branding opportunities, etc. CB and LI are modern day sales sweatshops! Monster barely recognizes I’m a customer and a fifteen-year customer. I know three levels of CB sales people on my account. I can’t tell you the last time I even got an email or call from Monster! LI is similar to CB. They constantly hawk me to buy.  In a game of three, the ones who can outsell the others will win.

At least quarterly I sit down live or on a call with my CB rep to take a look at metrics and how my team is utilizing their platform. Did I mention I never get a call from Monster? During these calls with CB I get numerous suggestions on how we can get better. Many times they’re trying to upsell me for more product, sometimes that works.

I get contacted from LI at least six times a year on various solution selling types of things for my business. I get invited to webinars constantly. The CRM machine for LI is strong. A little different than CB, which is more high touch, but LI’s selling automation is relentless.  As is Indeed’s. Indeed is another player in this game that has made all the job board players up their game. Their sales team took a page right out of CB’s selling book. I get at least a call a month from CB.

I got one call from Monster last year. It was to renew my contract. The call came from a person who I didn’t know and who didn’t know who I was or my business.

You can have the best brand (and I would argue of all the job boards Monster has the best brand), the best technology and the coolest stuffed animals to give away, but if you don’t sell, you’re going to get bought by a staffing firm for pennies on the dollar of what you really could be worth.

 

The Gift of Desperation 

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Things are going pretty well. Very okay. Smooth. I’ve got no complaints. Just keeping the train on the tracks. We’re running a well-oiled machine. Things are humming along.

The sound of average is something we’ve gotten so use to hearing that we actually don’t even hear it any longer.

The calmness that surrounds average is warm and cozy, like an oversized extra-soft sweatshirt on a cool fall day.

We come in, we do our jobs, we go home.  We sleep well at night. Well, we at least sleep.

I have feeling true greatness doesn’t happen without a bit of desperation.  Your ass is on fire. You wake up in the middle of the night and you don’t know why, but you do.

Desperation is a gift to move you forward, for those who can handle it. Many can’t. Desperation will push some over the edge to give up or do stupid things. For many, it’s the push they need to finally do the thing they’ve wanted to do but were afraid to do.

Most of us will never really feel desperation. That you only have two choices, go backwards or fight like mad, claw, scrape, crawl to move forward.

Many will never see desperation as a gift, because many will not make it. It’s only those who make it past desperation that come to see it as a gift. As the push, they needed to overcome that obstacle in front of them and come out the other side stronger. For these fortunate few, desperation is a gift.

I’m a Jealous Asshole.

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Don’t blow out someone else’s candle to make yours brighter. – Chelsea Handler


I had someone close to me tell me recently they were jealous of me.  It was hard for them to do, I know. It always hard to put yourself out there and be vulnerable.

I’m jealous as well. I’m jealous all the f’ing time. I hate that about myself.

I’m surrounded constantly be really, really talented people. That’s a gift and a curse. I know many of these folks on a really personal level and I know they work their ass off to get what they have, but it doesn’t stop me from being jealous of them.

Why should you care?

Jealousy kills so many talented people. Not literally killed, but emotionally and from a talent perspective.  It’s easy to say, “just focus on you! Be the best ‘you’, etc.”  It’s much harder to actually do that.

I have a couple of friends I can reach out to, tell them I’m being a jealous asshole, they’ll listen and they’ll try and help. I appreciate that. I trust them completely not to share my crazy jealous fits.  They’re so childlike, they’re embarrassing.   Everyone needs friends like these, and you need to be this friend!

It sucks being a jealous asshole. My wife says I’m never jealous, but I hide it from her. We do that kind of stuff for the people we love the most.

Don’t blow out someone else’s candle to make yours brighter, might be the best advice I’ve heard in a very long time. It won’t stop me from being jealous, but I hope it stops me from trying to bring down someone else when I’m jealous.

 

 

 

The Grass Isn’t Always Greener

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This is HR’s go-to advice for employees who put in their two-week notice, especially if that employee is heading to a competitor:

“Just remember! The grass isn’t always greener!” 

HR is mostly right. I’d say here’s the actual breakdown of ‘greenest’:

  • 50% is actually about the same shade of green. You’re moving to just move. You’ll find the job, the people, the money, everything is almost the same. The only change is the name and maybe the location by a bit.
  • 30% is going to be a nice shade of light brown, meaning the grass isn’t green at all, it’s dead! HR wants to believe this number is higher but it’s not, but it’s high enough to give some folks some pause before making such a big decision.
  • 10% is way greener! Like green M&M green. Dream job green! Everything is better and you’re so happy you made the move. You found your dream job!
  • 10% isn’t grass at all. Someone replaced the grass with some other material, like in Phoenix where grass can’t grow so they pave the front yard and paint it green, or just put in rock and cactus. This is completely something you didn’t expect. You were hoping for a better job, and you got something that isn’t better but not worse, it’s not even the job you expected, so you can’t really compare.

So, you have about a 10% chance of getting what you think you’re getting. Not good odds, but like I said, most employees way overthink their odds on this and probably believe they have a 70-90% of bettering themselves when they move. Most will just stay the same or get slightly worse.

Why do we believe moving is better?

1. You’re being sold. Sold by a recruiter and a hiring manager that you’ll be moving from a trailer park to Disney World. You really, really want to believe that’s true, so you buy!

2. You over-value that what we don’t know, over what we already have. This happens in so many areas of our life. Relationships. Jobs. Table at a restaurant.

3. You over-value what others have, over what you have. Think about this for a minute. You’re so eager to get out of this job, yet others are so eager to get this job. What does that say? You’re brilliant and everyone else is an idiot? Probably not. The truth is usually somewhere in the middle.

Everyone keeps telling me all these ‘new’ young workers just want to jump from job to job. They don’t have loyalty, etc. The reality is much less about their desire to move, and more about them being more naive to the realities of changing jobs.  We all loved changing jobs until it backfires and you leave something good, for something crappy.

Once that happens, you’re less likely to change jobs the rest of your career, even if you’re in a bad job! Don’t underestimate what you currently have. It’s probably way better than you’re making it out to be, and the new gig isn’t as good as it sounds. That’s not sexy, that’s just reality.