CareerBuilder’s New Look!

Okay, I’m just going to come right out and say it, this is probably a mean post. I mean marketing is freaking hard! Logos are impossible. Everyone is a critic.

If you didn’t see it recently, CareerBuilder (the job board – I feel like I have to tell the younger crowd what CareerBuilder is for some reason) came out with a new logo. Now, this is the 4th logo I know about since I started following the industry, there might be more.

At one point, probably like 8 years ago, CB was a client of mine. I did a bunch of work and they had a really great marketing team. They were also a cash cow and printing money, then came along this little startup called Indeed, that at the time they probably could have bought for next to nothing, but when you’re the biggest, baddest job board in town you just laugh at the young, little startups.

When I first started using CareerBuilder as a rookie recruiter this was their logo:

Original OG Logo when they were on top of the world

At some point, when your sales start to decline the first rule of marketing is to rebrand and seem new again, and more relevant. This was the first attempt:

The CB Trivial Pursuit Pie Logo

I can’t even tell you the amount of money and time that went into producing this “new” brand. Shortly after this, almost everyone who was anyone left CB for greener pastures.

As the private equity folks begin to start sniffing around some consultants came into put some lipstick on the pig and this was the next iteration of the CB logo:

But wait, what color of pie pieces do I have?

I actually don’t hate #3 – it’s clean and I like the color navy. But #1 is still my favorite.

And now to our most recent CB Logo change:

This is a joke, right?

Okay, have you guys seen @EmilyZugay on TikTok? She’s the logo girl. She actually takes famous logos and does a redo on them, and she is hilarious! The only thing I can hope for the marketing team at CB is that they are working with Emily! Please tell me you’re working with Emily!

I can’t even with this logo. The best part is they trademarked it like someone was actually going to steal it!

As I said, mean, petty post. Sorry, CB marketing team. I hope this is a joke because it would be amazing if it was. If it’s not, I get it, marketing is super hard! I hate my own logo, sorry for poking fun. Also, call Emily and pay her a few thousand and this becomes an amazing story!

Adjust Your Recruitment Packaging!

I talk to a lot of TA leaders and pros who tend to get stuck when it comes to their employer branding and messaging. They want to be transparent and tell candidates exactly who they are and what these candidates should prepare for. The problem being, they believe if they are transparent then candidates will not want to apply or join their company.

The problem with this type of thinking is every single employee, and every candidate for that matter will look at your company and your jobs through different lenses. Take your most loyal employee of all time (Timmy), the person who loves working for your brand more than anyone. What they believe is their truth. Our hope and dream is everyone sees the world, and our company, the exact same way!

Now, take the employee who is the exact opposite end of the spectrum as Timmy! This employee hates you, the company, their job. They are a walking work cancer. The only question you really have about this employee is can we fire them faster than they might be able to quit.

The reality is, your brand and your jobs are truly no different to these two employees, yet they see it as completely different.

When it comes to your employer brand there are some key things you should not adjust for:

  1. This is who we are.
  2. This is what we stand for.
  3. This is what we do.

The rest is just packaging!

Now, I’m not saying you should put out a video that shows daily ice cream socials and free Tesla’s. That would be lying. But if your packaging of your jobs and your company aligns more with how Timmy sees your brand, that’s the packaging. This world is real for at least one person at your company. It’s not a lie, it’s one employee’s truth.

You can change your packaging constantly. By location, by job, by month, etc. The core of your brand doesn’t change. This is who we are, and what we stand for, and what we do. You might even add to this with some this is what we will do for you or help you become. As long as that’s your core and you can deliver on it.

Each of us works for a brand and a job that can sometimes suck and sometimes be amazing, but mostly is a job that we like fine enough, but not as much as a puppy giving you a kiss, or your child running to you after you’ve been gone on a trip. And that’s okay!

So many of us are struggling to get people to apply to our jobs and come work for us right now, and the truth is, we need to step up our marketing game! We need to make our stuff more attractive! More desirable! We need to adjust our packaging. You’re trying to sell high-end jobs with generic branding, and you’re getting generic results.

Every First Internship Should be a Sales Internship!

So, it’s that time of year. Bring in the interns and show them what they’ll never do or see again in the real world when they get their first job! I’m only half-joking. Most internships I hear about today (and I hear about a lot – I’ve got two sons in college!) aren’t coming close to teaching young adults what it’s like to really work a job in your company.

If I was Chief of HR for the country, like I got to make all the HR decisions and make rules and stuff (wouldn’t that be a fun job!) – Chief Justice of HR! I would force every kid who ever did an internship to first do a sales internship with whichever company they decided to do an internship with. Great, you want to be in HR, or an Accountant, or an Engineer, or a Developer, etc., first, you need to go out on the road or sit on the phone with Jerry, he works in sales for our company.

Why sales?

Too often I see entry-level grads come into organizations with this strange sense of how the world works based on what it is they do in their chosen profession. Do you want to know how to really impact your chosen profession? Go find out how the sausage is made! The ‘sausage’ in most organizations is sales.

Want to find out how to save the organization money as an Engineer or Accountant, you better understand your customer and what and how they’re buying? Want to be a great designer or developer? Sales will teach you what your priorities should be. Want to find out how to impact employee development and career growth? Go find out how hard it is to sell $1 of your product your company sells every day.

This isn’t some plan to get everyone in the world to think sales is hard and you should pity them. Sales are hard. Great sales pros also make a ton of money. No one usually feels bad for sales. This is truly about getting the new grads coming into your organization to have a better perspective about what’s really important.

If we don’t sell our stuff, you can’t ride down the slide into the lobby on your way to hot yoga.

So, no matter what you do in the organization. You should know how to sell. Well, Tim, I’m going to be a nurse. Hospitals don’t sell, we save lives. Congratulations on becoming a nurse, it’s such a great profession, you’re a moron. Every organization sells. Hospitals compete against other hospitals for high-margin health care business. Nonprofits compete for donations and grant dollars. Churches compete for your soul!

Every organization is selling something, and you should know what it is you’re selling and how it’s sold.

We do a disservice to new grads when we make them think that their profession is only about the skills they’re learning for some title they’ll one day have after graduation. Your profession, every profession, is about ensuring crap gets sold.

Do people really not want to work?

On my way to work this morning, I saw seven businesses that had “Help Wanted” signs out front. The sign above is from a fast-food restaurant requesting you be nice for the few staff they have that are working their butts off to get you fat! Please be patient, your fries, double cheeseburger, and shake will be with you shortly.

I was on vacation for Spring Break (yeah, I said it), and traveled out to St. George, UT, and spent time outside hiking. Stopped at a McDonald’s for a Diet Coke on our way back from Zion and the manager was locking the doors at 2:30 pm in the afternoon. He apologized and said he normally has 50 employees on the schedule, but currently only has 16 and can’t keep the doors open!

Do People Really Not Want To Work? 

1st – Of Course People Don’t Want To Work!?! How stupid is this question!? (Wait, so let me get this straight, I don’t have to work? And I’ll get money? And I don’t have to pay rent? Okay, I’m not gonna work.)

2nd – Read #1.

3rd – If you give anyone the choice to not work, but still get their bills paid, they will not work. This is what is currently taking place in this great country of ours. In fact, some folks are making more not working than they were working. So, none of this is surprising!

The surprising part is politicians seem to be the only people alive, in America, who don’t understand that businesses can’t get people to come to work right now. They like to point to unemployment numbers, but those numbers are not telling the true story of what’s happening across the vast majority of industries.

Certain companies and industries got hurt super bad by Covid. We needed a policy that was sniper rifle accurate to help those people. Our government, instead gave us a nuclear bomb acting like everyone was in trouble. Which lands us in the position we are in right now. Too much work, not enough people who need to work at this moment.

No, Really!? Do People Not Want To Work? 

Here’s my take:

People want to do things that make them feel valued. Things that make them feel satisfied. Where they have some freedom of choice. And at the end of the day they feel safe, secure, and that they matter.

The vast majority of jobs from $10/hr to $20/hr can’t meet those basic needs.

If anyone of us was given the choice to not work and have our basic needs met, even for a short period of time (like the current Stimulus package) most would take it and do things they would rather be doing. Some will help others and volunteer. Some will take time for themselves. Some will actually do nothing and just wait until the time comes around when they have to go back to work to meet their basic needs.

So, basically, if you are hurting for workers and you pay below $20/hr, you are going to be in a world of hurt through at least this summer and maybe longer.

What Can You Do To Get More Workers? 

First, do everything in your power to keep the workers you have. Be kind. Be helpful. Be understanding. If they are overworked, be empathetic and try to do what you can to help them and their quality of life.

Second, don’t give new employees stuff you won’t give your current employees. I see this constantly. Oh! Hey, come work for us and we’ll give you a $500 signing bonus! But you won’t give your current employees a $500 retention or Hard Work bonus.

Third, stop thinking you are all that and a bag of chips! You can’t just throw up a Help Wanted sign and get workers. Be Better! Yep, that means you might actually have to put money into recruiting. Yes, hourly recruiting is as important as salaried recruiting and in many businesses more important. But, I find most organizations that hire a lot of hourly workers are vastly under-resourced when it comes to hourly recruiting as compared to salary recruiting.

Fourth, it’s time to take some chances with all those biases you have. Hire folks who test positive for weed. Hire folks who went to prison. Hire folks who aren’t your “Norm”. It’s time to take some chances, which really aren’t chances, but being more inclusive in hiring, but that’s an entire other post.

Finally, vote differently. If one employer is having a problem hiring, most likely that employer isn’t really that great to work for. If tens of thousands of employers are struggling to hire, something went wrong at a macro-scale. In terms of our current situation, we know exactly what went wrong. Bad policy is causing some short/long-term pain for employers.

Economics will eventually take care of this problem. Employers will pay more, offer more, change. This means we’ll all pay more for stuff we used to get cheaper. Some businesses will go under because you won’t agree that paying more is worth what they offer. This will cause workers to be unemployed. Making it easier for employers to hire at market wages. The law of supply and demand is undefeated.

 

Hiring for a High Give-a-Damn

Josh Zywien, the CMO of Paradox, made a great hire this past week and I sent him a note telling him so. I like to do that. He knows he made a great hire, but it’s always nice to get a note confirming your belief! If you don’t know Josh, you should give me a follow, he’s one of the good guys in our industry.

Josh responded to my note with a statement I wanted to share because it’s profound:

I like to hire people who have a ‘high give-a-damn’! 

I absolutely love that and told him I was stealing it!

What does hiring for High Give-a-Damn Mean? 

It’s one of those intangibles you know when you see it. Like porn. Hard to explain, but when I see it, I know what it is. High Give-a-Damn (HGD) individuals don’t just care about their job and their company. HGD is pervasive in all aspects of their life. You’ll see it come out in other ways away from their career as well.

The High Give-a-Damn Traits:

  • High attention to detail
  • Live an orderly life
  • Most likely, well-kept house, clean, probably makes their bed every single morning.
  • Classic fashionable dress style not to stand out, but you notice them
  • They say the right things and the right times
  • They can be counted on
  • Follow-through is impeccable
  • They give a shit about stuff that matters
  • Have a habit of taking care of their physical & mental self, more than the average person.

People with HGD don’t drive around in a messy car with a coffee stain on their shirt. They might not have a lot of money, but what they have, they take care of. They do more with less because part of HGD is not to waste resources, both professionally and personally. So, you take care of your stuff. Part of your ‘stuff’ is your personal self.

I’ve written about organizations “Hiring Pretty” in the past. About the scientific research that shows organizations that tend to hire more attractive people actually have higher results. There is a bit of this in HGD. Individuals with HGD most likely get the most out of the attractiveness they have.

It doesn’t mean the person has to be naturally ‘pretty’ but think of the time when you took that one selfie, that one time when you were feeling super cute, had that one hat on, the light was right and now it’s your favorite IG photo. Yeah, that, but now what if you did that every day? That’s HGD. “Felt cute, not ever gonna delete!”

Now, at this point, you might be saying, “Tim, all of this seems superficial. There is nothing here about skill or performance, about actually being able to do the job.” Yeah, I’m not only hiring for HGD and nothing else. This is about, what if I had three people who had similar skill level, education, experience? At that point, my tiebreaker is who has the most HGD?

Who is going to bring the most HGD to the team? Because in the end, when I’m going to war with my team, I want people who give a damn. Yeah, we might be making widgets for crackheads, but I still want people who want to make the best widgets for crackheads. People who want to make sure that crackhead has the best experience with our product and service. (Right now, Josh is like, WTF, how did I get in a Tim Sackett Blog Post with Crackheads!?)

Not enough Hiring Managers are hiring for HGD. In fact, as a society we kind of gone soft on HGD. We have this belief that you can be HGD in your personal life, but not your professional life, or vice versa. The reality is true HGD is always on or never on as a personality trait. You either give a damn about your life, or you don’t. I want to be around and work with people who are HGD.

I’ve Got a Great Business Opportunity for You!

No. No, you don’t. You have a great business opportunity for you, and you need me to make it happen.

Email Subject Lines in the Past Week

  • “Business Opportunity”
  • “Potential Opportunity”
  • “Great Business Opportunity for You!”

There was one common theme with each one of these messages sent to me. Not one of them was an opportunity for me to make money, but each was an opportunity for me to pay someone else money!

Idiots Using these Subject Lines

Do you seriously believe that these subject lines are working? That people are reading them and going, “OMG! I’m the Luckiest Girl alive today! This beautiful human chose me for this opportunity that I was neither looking for nor really even wanting! #Blessed”

I have a feeling there is something clinically wrong with the person who uses this subject line. I want to get them professional help. Medication, therapy, a punch to the throat, whatever it takes, I’m a giver, a helper of sorts.

I would love it if we could have a law where if some moron uses a subject line like this we can send them away for a while. Like prison, but more used car sales lot they have to live in for eternity. Every day, all day, just wandering the lot getting approached by an overly aggressive used car salesman that won’t leave them alone.

Look, I Get It 

I run a company that has to sell our services. Every morning I get up, shower, get dressed, and head off to work. “Gotta make the donuts!” They don’t make themselves. Our world is predicated on someone buying whatever it is we’re selling.

So, I feel for you, but I’ve got a few words of advice –

Be Better! 

Be someone who you want your kids to be. Be someone you want your grandmother to talk about at bridge club. Be someone who will get referred by one client to a future client.

Also, I get you can’t just put up a subject line that says, “Hey, buy my crappy lead generation tool!” (Although, I bet your click-through rate on that is a minimum of 100% higher than “Business Opportunity”.

The world isn’t looking to do work, to make you money. Maybe I’m wrong, maybe your subject line of “Business Opportunity” was just one big miss by me. You were saying, “Hey, I’ve got a business opportunity for me, I just need a sucker like you to bite”, if that’s the case, my bad, continue being an awful person.

Great Business Opportunity

As always, I’m here to help, fellow sales pros. Here are some subject lines that are guaranteed to get some click-through:

– I’ve got your bag full of puppies!

– You need to verify your Pornhub password

– BOGO on Wine, Chocolate, and Jimmy Choos

– Is this your Mom on Facebook?

“But, Tim, these are all lies!” I know, and I’m super excited you found the commonality between my subject lines and yours. Good luck!

 

The 5 Faces of Thought Leader!

I’m not sure when this started, but over the past few years I’ve been introduced as a “Thought Leader”.  At first, it was flattering.  Wow, a ‘Thought Leader’!  I wasn’t sure what it meant, but it sounded cool.  You mean, I’m a ‘Thought Leader’ like Steve Jobs? Well, slow down Sparky, not quite like Steve Jobs. Oh!? Than a Thought Leader like whom?  (The thought leader in me wants to ‘who’, not ‘whom’, but something tells me my blogger thought leader friends will tell me I should have used ‘whom’, but knowing I used ‘whom’ at all means, it’s probably wrong!)

That’s when it hit me.  Thought Leaders come in many different sizes and shapes.  I wasn’t a great Thought Leader of our generation.  I was more of a great Thought Leader at that specific moment, in a very narrow segment of ideas and knowledge. Context is everything.

Let’s face it, we all have different perceptions of who and what we believe to be Thought Leadership.  Here are my Faces of Thought Leadership:

1. The Thought Righter.  This is a Thought Leader that you agree with. You believe they are Thought Leader because you agree with what they are saying, so they must be a leader!

2. The Thought Stayer. This is a Thought Leader who has been around for a long time.  Well, they’ve been in the industry for thirty years, they must be a Thought Leader at this point!

3. The Thought Thinks Differently Than Everyone Else. Yep, this person just thinks differently, thus they are Thought Leader.  This is probably what a lot of people believe is ‘true’ thought leadership (Leading thought, thus they are thinking it before you).

4. The Thought Best Practicer. This is conference thought leadership at its best. It’s not really thought leadership, it’s thought leadership from five years ago.  It’s now just popular thought leadership.

 5. The Thought I Work For  A Cool Company. If you work for a cool company you automatically garner status of thought leadership, when in actuality, you might be a “Thought Idiot”. I won’t give you an example, you know who these folks are.

6. The Thought Innovator.  This is a person who believes everything is perpetually broken and they must fix it.  “You know what is wrong with babies, they don’t come out of the womb talking and walking. If we just forced gestation to 218 weeks and planted electrodes into their brains we could be having babies that were as smart as Einstein!”  Um, what!?

Thought leadership is a funny little silly thing.  You can call yourself a “Thought Leader”, but that basically just informs everyone you’re not.  If it is bestowed on you by someone else, they basically are defining what you are as a Thought Leader. Which can be dangerous, if you really aren’t that person.

I like to think of Thought Leaders as people who come up with ideas before everyone else but those ideas will eventually become popular belief.  This means you are really only a Thought Leader in hindsight.  Steve Jobs was a Thought Leader because he did things before others saw them, then they became wildly popular.

In this scenario, I had a chance to become a Thought Leader in Workplace Hugging, but then the pandemic hit and now I’ll be known as the Thought Leader who tried to kill workers by encouraging them to hug and catch the virus. It’s a fickle world…

Side Note:

Somehow “Influencer” in the HR/TA space has become a bad word. I know other “Thought Leader” “Influencer” types who refuse to call themselves this title, or also don’t want to be labeled as such. They’re okay with other socially acceptable titles: Analyst, Expert, make something up, it’s all the same. The reality is, it comes back to people wanting to be able to label you so they know how to describe you. I don’t think of it as bad or good.

The truth is, we are all selling something, and the person who tells you they are selling nothing is selling you the hardest. I might not be selling you a product or service, but you can damn be sure I’m trying to sell you on an idea at the very least. You can call me anything you like, as long as you’re calling me something, I’m probably doing it right.

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!

 

4 Things You Can Do to Get Candidates to Open Your Emails!

I found some cool data that probably got overlooked a while back from CB Insights. Now, this data is from 2016, but it’s super relevant!

CB Insights did some testing with their own email newsletter that went out to 175K+. A very big sample and the reality is they have the exact same goal as we all do, Get Candidates to Open Our Email!

These 4 things work really well in getting people to open your email:

1. Brand Names. CB found that using a big brand name like Apple, Google, Nike, etc. in your subject line increases your odds greatly of getting someone to open your email. Now, you might be asking yourself, “Tim, how the heck am I going to use a brand name in my recruiting emails!?” How about something like, “3 Ways we are a better place to work than Apple!”

2. Short TitlesLess is more when it comes to attention-grabbing subject lines! I suggest under 5 words if possible. “Are we paying too much?” or “I’ve Got a Quick Question” or “Sackett” – Yep, in my own testing, the one email that gets open at a higher rate than any other is when I only put my last name in the subject line!

3. Negativity. This seems counter-intuitive. No way! People love positivity. You are right, but negativity draws them in! “How Candidates Fall on their Face!” will get opened way more than “How Candidates Succeed!” Again, in ten years of blogging and making headlines, this data also rings true. I get way more interaction on negative headlines than positive headlines.

4. Surprises. Different viewpoints that people don’t expect. “Punching Your Boss Can Get You a Raise!” or “Older Workers Have More Energy Than Millennials!” or “Hiring Dumb People!” Basically, people open these because they don’t agree with the headline. What the heck is Tim talking about today!?!

So, if all of these things work. What does CB Insights say doesn’t work, in fact, what should we stop doing with our subject lines? 

  • All of the opposites of above! Long headlines, positive headlines, boring, etc.
  • Question Headlines. “What 3 Things Are You Doing to Hurt Your Brand!” While Buzzfeed has made billions with these clickbait headlines, CB found readers are getting fatigued with these types of headlines. (I will tell you “The X Things to do…” headlines still work in my world. 5 Ways to Hire More People! Will always do well.
  • Broad topics do worse than Niche. A headline that says “5 Ways to Attract More Talent” will do worse than “5 Ways to Attract More Nurses Right Now!”

The key to great email subject lines is they get opened! If you send out a hundred emails to candidates and no one opens them, it doesn’t matter what the content is and how much time you spent making it perfect. Get Them To Open Your Emails! Is the single most important thing you should worry about first!

It’s very Recruiting 101, and it’s something almost every recruiting shop struggles with, but then we go and focus on the picture we’re using. Does it have a puppy and a kid in a wheelchair? No, stop the presses! Stop it. Fix the basics first, then worry about doing the higher level stuff.

What is your most responsive email subject line?

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!