Are you “Rainbow Washing” your corporate logo for Pride Month?

I know you’ve seen this going on in June, but you might not have known what it was called. “Rainbow Washing” or “Pride Washing” is when a corporation turns its logo, for the month of June, from its traditional colors to rainbow colors to show its support of Pride Month.

Here are some examples:

Is there any harm in doing this?

My initial impression was “No”. I’ve got gay people in my life and for far too long most companies were scared to even acknowledge gay people were real, let alone show their support, so for me, this is an amazing time. We have billion-dollar corporations willing to come out publicly and state they support their gay employees and customers in a very public way.

But, we also have the bad marketing side of the world.

We have organizations that will Rainbow Wash their logo for June, to act like they are Prideful of their LGBTQ workforce and customers, but then do nothing else the rest of the year. Wait, how do you pronounce “Cinco De Mayo” or isn’t February the shortest of the months for Black History? I joke, this is classic in most organizations. We say we care, but we do the least amount to show we care.

The worst of this is when the organization says one thing, like, hey, look at our rainbow logo, but then goes and gives political donations to politicians who are actively working to reduce or eliminate gay rights. Yes, this is happening. This is far worse than those acting like they care but doing the minimum to increase sales. This is actively lying to employees and the public through behaviors and dollars working to support the other side.

Do you have to rainbow wash your logo to have Pride?

Nope. In fact, I’m sure the LGBTQ community would prefer you not wash your logo and just actually give a damn through your actions and funding of policies that support their community. But, doing those things and washing your logo is also awesome!

Signs and symbols of support shouldn’t be discounted. They are important. A corporation could be the biggest donor to gay rights but hide the fact they do it, that also isn’t great. “Pride” is about having pride for the LGBTQ community and showing your support in a public way that will show those who don’t support that you do and you’re not afraid to show it. Because for way too much of our history way too many were afraid to show their support.

Can Rainbow Washing go too far?

Well, maybe if it goes down the male genital route, you go too far!

This isn’t real, but it demonstrates how a brand can go over the edge with Pride!

Now, you might love the OG and be Gay, and I’m here for it! Everyone loves those breadsticks and salad!

Rainbow washing goes too far when you are doing it for promotion and marketing and not because you want to show Pride for the LGBTQ community. I know, for 100% fact, that some CMO and Revenue officers have had the discussion, “hey, what happens to our sales if we wash the logo? Oh, it’s up 7%! Should we keep it a rainbow for July!? No! That’s the American Flag washing logo, you idiot! Sales went up 8% last year with Red, White, and Blue!”

Rainbow wash your logo. Show support. Give to Gay Rights and Politicians who support Gay RIghts. Show your Pride!

Greenhouse Adds Sourcing Automation to ATS #Open22

I’m out at Greenhouse Open this week, and Greenhouse made a major product announcement adding Sourcing Automation to their core ATS solution. What the heck does that even mean?

From the press release:

Introducing Sourcing Automation: a new outbound sourcing solution that helps users find, reach and engage top talent quickly and effectively – all with Greenhouse. Sourcing Automation improves email deliverability, scales outreach through personalized and automated campaigns and gives hiring teams the insights they need to become sourcing experts – and turn more candidates into hires.

What does it all mean?

So, isn’t this just Interstellar, the CRM they purchased, finally just launching? A little bit, but to call this “CRM” is a misnomer. CRM in the recruiting space is really designed for large enterprise TA teams that have a team that can run the CRM and gets the value out of it. Greenhouse’s Sourcing Automation is more marketing automation designed for individual recruiters to use daily.

Does this replace HireEZ and Seekout?

No, this is more of a complementary product. How so? Sourcing Automation isn’t a sourcing engine like HireEZ and Seekout are. You use those tools to find the talent you can’t find anywhere else. Sourcing Automation makes it way easier for you to actually connect with those people, plus easily add in candidates from your own database to connect with as well. The reality is one of the biggest challenges we face as recruiters is connecting with candidates as fast as we can, at scale, and this type of automation allows individual recruiters to do that effectively and efficiently.

Do your recruiters need this?

The short answer, in today’s world, yes.

Long answer, it depends on how you want to recruit. If I’m totally honest, way too much of the recruiting we do is a simple post and pray, inbound candidate processing. If that’s what your recruiting is, and that’s what you want to continue to do, save your money. This product is not for you. If you want to give your team a tool to do more outbound recruiting and add capacity to your ability to recruit more candidates quickly, then this product is worth a look and a demo.

I don’t say that in jest. The reality is some of us aren’t in a position to do outbound recruiting for a number of reasons. We are all on various levels of our recruiting maturity, so it really depends on where you are at and where you want to take talent strategy. Sourcing Automation is an amazing tech, but like any tech, you must use it to get the value out of it.

It’s well worth your time to dig into Greenhouse’s sourcing automation product and compare it to full-blown CRM recruiting tech and understand what sourcing automation is and isn’t. I think you’ll find that Sourcing Automation is a tool your recruiters can use every day in their day-to-day outreach and connection.

Why is Walmart Struggling to Find $200K/Year Store Managers?

6.68% of Americans make $200,000 a year or more. Of course, that almost 7% is definitely centered around certain areas. States like California, New York, Connecticut, New Jersey, Maryland, Massachusetts, etc., have a much larger percentage than the average. States like Mississippi, Alabama, Louisiana, most of the Midwest, etc., are under the average.

The Wall Street Journal had an article this week about how Walmart is struggling to fill their store manager jobs. Specifically, their General Manager job, the number one job in a Walmart store, which pays around $200,000 per year.

You would think with so few people making $200,000 a year, Walmart would have smart, ambitious folks knocking down their doors for a chance to make $200,000 per year!

But they don’t. Why?

First, most organizations tend to promote from within. Walmart is similar to this, but reality eventually hits the ceiling. An average Walmart store probably does a revenue of $50-100 million per year. The net income of those locations probably runs around $3-5M per year. There are roughly 350 employees in a Walmart store. Running a single Walmart store is like running a mid-sized enterprise business! Most SMBs in the country have a revenue well under $1M.

This means that Walmart can most likely train an hourly store employee to become a department manager, but to become a General Manager, they are looking for some formal business education. You have to run a giant P&L. You have major risk factors. You need real leadership skills. In many towns, “the Walmart” is probably the biggest business in town!

College kids, on average, don’t want to leave State U for a $65,000 a year job as a Manager in Training at Walmart. It’s not something you go back to the homecoming football game and brag about. Your friends took that $50k per year job with the tech firm in town as an entry-level, you make more, but they look down on you.

I know some folks are reading this and thinking, “So! You make more! You will continue to make more! You run are in line to run a giant business! You f’ing cares what others think!” Young adults do. Young adults care what other people think. If I’m frank, and I usually am, we all care what others think!

What would I do if I was at Walmart?

I love this game. It was the basis of my entire book! What would Timmy do if he ran your shop!

#1 – Stop trying to hire or require any form of formal education. Yes, you need smart folks, so give cognitive assessments. Find smart people who can learn quickly, who also have some “hustle” and “grind” to them. You probably have a ton of folks already working for you that you won’t consider. You also have to look at talent pools we tend to discount, most notably, in this case, 50 years and older, retired military commanders, etc. Walmart wants to solve this by talking new college grads into these jobs, I’d be talking failed executives into these jobs! Big salary. Big team. Big job. College grads don’t want that, your Dad does, and a retired military leader who is used to leading hundreds of soldiers does. Also, your Dad will work 60 hours a week and think it’s normal. A new grad will work a solid 40 and think it’s North Korea.

#2 – Build the Manager School. If a great GM in a Walmart environment makes them $3-5M a year, there are margin dollars to build more great GMs! Part in-person instruction. Part on the job training. Part virtual instruction. All the way in on fully engaging non-stop. Send them to manager boot camp. Make it exclusive. Bring in big-time celebrity speakers around leadership and performance. Do graduation with a gold watch.

#3 – Make it so lucrative they won’t want to leave. $200K is really nice, but you need some other stuff. You need to make folks say, “F! You!” To their friends that don’t think Walmart is cool enough. What is that? I don’t stock options. Partner programs on profit sharing. Company SUV.

Here’s what I know. The profit difference between Walmart’s worse GM store and their best GM store is so big it would make you blush. It’s millions of dollars. So, making sure you hire, train, develop, and take care of the great ones is priority number one. Building the talent pipeline to successful GMs would be the job of a team of people that included great recruiting leaders, brand and marketing leaders, and technology and data leaders.

I’m not saying this is an easy job. It’s enormously difficult and complicated. But, it’s doable. The problem is, that every organization thinks the solution to their problem is new college grads. They can help, but it’s only one sliver of the full pie that is needed.

“X” Won’t Respond to Me on @LinkedIn! How can I get them to respond? #SHRMTalent

I’m out in Denver this week at the SHRM Talent Conference. It’s packed with talent acquisition pros and everyone is super excited to be out and share, so the conversations have been really dynamic!

I got involved with a group of TA leaders where one asked the question: “We (their recruiters) can’t get software engineers to reply on LinkedIn. Does anyone know a way we can make that happen?” The next leader said, “Oh, we are having the same issue, but with accountants!” And then another in Healthcare. Basically, all of their teams were struggling to get responses on LinkedIn.

Oh, you all, are my people! Let’s talk shop!

I find there are a few kinds of people that will respond on LinkedIn without too much trouble:

  1. People who actually know you. Turns out, “network” is and should be about folks you actually know.
  2. Recruiters and Sales People. No explanation is needed.
  3. Life Coaches. See #2.
  4. Catfish and Scam Artist. I would think the LinkedIn algos could weed a lot of this out, but it just seems to grow.

Everybody else is really hard to get to respond to, especially if there’s no connection and it’s a cold outreach.

I’m going to answer the main question with a question. Don’t you hate that! Here’s my question: “If they won’t respond to you as a recruiter, who would they respond to?”

Take a minute, gather stakeholders, and answer that question.

If I’m a software engineer, and there’s a professional networking site I’m on, who would I normally respond to?

  • People I’m connected to through work, school, life, etc.
  • People I view as peers or superiors in my career.
  • People who think might be able to offer me some value. (No, your job isn’t of value to them)

If this is the case, why are we having recruiters reach out to candidates on LinkedIn at all? Why aren’t hiring managers and organizational leaders reaching out? That’s really the question! A potential candidate is exponentially more likely to respond to a peer in their skill profession or leader in their skill profession or an executive from your company.

Why?

Because they feel like that “direct” connection has value. If I’m a software engineer and VP of Engineering from a local company reaches out to connect with me, I’m much more likely to connect with this person. If I’m a manager or some function and the CEO of a company reaches out to me to connect to share leadership philosophy, I’m almost always going to accept that connection.

How do I get my Hiring Managers and/or Executives to do my Sourcing on LinkedIn?

Well, if the pain is enough for the organization you might be able to make this happen, but the reality is, it won’t be consistent enough to make a difference. The better way is to have your TA team partner with these folks and allow them to run their accounts. If I support the VP of Engineering, I’m 100% sure I would have a relationship where she would allow me access to her LinkedIn. This would happen because I would be beyond professional in using it and also give her a weekly activity report of what I did and what happened.

I’ve done this with both LinkedIn and their work email. In a way, I’m their AI bot! I’m going to use your profile to help us attract talent, and when we find someone with interest, I’ll do a transfer from you to me as the recruiter, so the candidate is left to believe a handoff happened and it’s going to be an awesome experience.

Some people think this is deceitful. I get it, but I don’t truly believe it’s different from acting like your chatbot or our crappy mass email that is made to look like it’s personal but it’s just automation. I’m not trying to deceive the candidate, I’m trying to make a connection with them and one of my leaders, in hopes that turn into interest.

Tell me why or why not this wouldn’t work in your organization?

Your LinkedIn Newsletter Sucks, and Other Truths No One Is Telling You!

Before I get into this rant, let me give a shoutout to Hung Lee. Hung runs the Recruiting Brainfood newsletter out of the UK and it is seriously the best recruiting newsletter on the planet. Also, Hung believes everyone should start a LinkedIn Newsletter, which leads me to believe that maybe he caught the Covid or something and his brain is slipping!

First off, is there a glitch in the Matrix or something? Since the beginning of the year, I’ve seriously received over 50 LinkedIn Newsletter invitations. Somedays I’m getting over 5 per day! What the heck is going on?

Second off, no one needs all these dumb newsletters!

Have you seen some of these!? Most are bad life coaching newsletters or professionals who are working at home and just flat bored with nothing else to do. I have yet to receive one that looked half-interesting. Here’s a sample of the newsletter titles:

  • Leadership and You
  • The Cup’s Half Full Newsletter
  • Leadership Insights
  • The Thoughtful Leader
  • The Top Talent Newsletter

Reading these again just made me fall asleep, where was I again?

Why Shouldn’t You Start A LinkedIn Newsletter?

You shouldn’t primarily because you won’t sustain it and ultimately it makes you look like you’ve got a follow-through problem professionally!

Look, here’s the deal. Most people suck at writing. Some are good, but will just run out of things to say in around ninety days. Either way, all of these newsletters will just sit there with old content. Then one day, someone will find it and their first thought won’t be, “OMG! This newsletter is amazing and changed my life!” It will be, “this is odd, this person hasn’t written in 18 months, I wonder if the Covid got them!?”

To Hung’s belief, yes, everyone has a voice. But this is where Hung I part ways. He believes because you have a voice you should use it. I believe most voices suck! If yours sucks, don’t use it, use something else you’re good at! What the last twelve years of writing have shown me is most people’s writing voice isn’t very good, and no one wants to read it. But you’re bored and you think what the heck, someone might turn their life around by me sharing my “Thoughtful Leadership” thoughts, but they won’t, in fact, you might actually be the catalyst that finally pushes them over the edge! Let that sink in, you LinkedIn Newsletter Murderer!

By the way, this is not an indictment on LinkedIn! That would be like me blaming Taco Bell for fat people. No, Taco Bell is awesome, I love it. My low willpower is to blame, not Taco Bell. I don’t blame LinkedIn for stupid people. LinkedIn just provided a great tool for stupid people to spread their stupid. How did LinkedIn know stupid people wanted to share their stupid?

Another reason you shouldn’t start a LinkedIn Newsletter is that you actually don’t have an opinion. “Racism is bad!” Groundbreaking, thanks. Any other hot takes, Sparky? You actually have to have an opinion. Have a legitimate take on something. Stating the obvious, while probably be cathartic at some level for you, isn’t readable!

This isn’t to say that LinkedIn Newsletters can’t be ultra-popular. One of the Top 5 LI Newsletters is a dude who gives career advice. He has over 750K followers. I’m sure it’s great stuff, like, don’t stink and don’t throw up during an interview. All the ‘real’ stuff job seekers need to know. I haven’t read his newsletter but I’m guessing he had a 13-minute career as a recruiter which makes him highly qualified to now give out this life-changing advice.

I know. I know. You’re going to make so many new sales and clients with your newsletter, plus your Aunt Jenny who’s a retired accountant told you how great she thinks it is. No, you won’t and No, it’s not. Stop it. Stop sending me your damn invites. I hate your Newsletters! They’re awful! Someone needs to tell you the truth!

Okay, I have to go start my Linkedin Newsletter before I miss out on this gravy train!

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.