Category Archives: Michigan

Wrong Company, Right Interview

Posted on by
4

If you’re in the staffing game enough, you’re bound to have strange stuff happen to you.  I’ve had employees die on the job.  I’ve had employees go postal.  I’ve had employees get caught doing almost everything imaginable, but this past week I got a first!  I like firsts. Firsts are like little HR and Talent trophies you get to show off to your HR and Talent peers when you’re out after work sharing war stories!

It seemed like a normal Thursday.  Phones buzzing, recruiters cruitin’, interviews, offers, no-shows.  Call comes in from a client, “Hey, Bill never showed for his interview!” Ugh, I hate no-shows!  In good job times, no-shows increase at alarming rate.  Candidate gets ‘sold’ on a job, then they get buyers remorse and decide instead of being an adult, they’ll just burn a bridge.  We give Bill a call to see why he hates us so.  Bill answers! (that doesn’t usually happen with no-shows, you just have to yell at their voice mail and belittle to a recording) “Bill, I just got a call from InfoGenTech what the hell!  You no-showed. Please tell me one of your kids is seriously injured!”

Then a funny, first time thing, happened.

Bill says, “Well, I went on the interview, but went to the wrong company!”  What!?  Didn’t the wrong company tell you,”Hey dude, you’re stupid and at the wrong company!”  Nope, they didn’t.  This is the D! (Detroit for all you none “D’ers'”!) This company said, “What position are you supposed to interview for?”  Bill goes, “for aprogrammer position”.  Wrong company front desk person, knowing they also need programmers, quickly calls HR and explains Bill’s situation.  Bill gets on the spot interview with wrong company.  Bill never gets the chance to make it to our client’s interview.

Score one for the D.  The war for talent is alive and well in Detroit!

I’ve had candidates get lost and not be able to find where they are going for interviews.  I’ve had candidates show up at wrong locations.  I’ve never had a candidate go to the wrong location and get stolen by the company!

When people ask me how Michigan is doing, how Detroit is doing, I’ll give them this story.  We are so short on talent, we steal interviews.

Recruiting in the D.  Silicon Valley can kiss our ass!

Reasons To Try Stuff

Posted on by
Reply

Last week I got a chance to speak at the 5th annual Michigan HR Day on Social Recruiting.  The group was great, I had fun, we gave out some Coach Bags and I made some HR ladies uncomfortable.  I don’t actually intend to speak and make anyone uncomfortable, that isn’t a long term plan of speaker success.  But it usually happens to a small number of folks.

Here’s how it normally goes:

1. I talk about how to use a social networking site like Facebook to recruit great talent.  Show them how to do it.  Show them how they can get really specific in who they are searching for by skill, gender, location, company name, Likes, etc. All really good information, and the crowd eats it up! Things are going really well for me.

2. “Um, I have a question?”  Here it comes.  You probably noticed it yourself in the line above. He said ‘gender’ didn’t he? You can’t do that mister!  I’m an HR lady. You can’t do that. Then she pulls out her HR lady badge.

3. I say, “Yeah, you can do that”, and pull out my HR Guy badge.

4. She says, “No you can not!” Like my Mom, but scarier. “If you use a program like The Facebook to recruit, you’re going to have ‘disparate impact‘!”

5. I’m a pro, I’ve been here before. So I start asking questions, like, “Do your hiring managers ever see your candidates?” Yes.  “What the difference if they see them as a candidate or as an interviewee?” Well. “If you have a hiring manager willing to discriminate, that isn’t a Facebook issue, that’s a manager issue, isn’t it?” Yes. “Do you have any set of demographics you would like to have more of in your organization, like female engineers, let’s just day?” Yes. “What are you really worried about when recruiting on Facebook?”  Silence.

We don’t try stuff, because trying stuff could cause change.  When I speak about things people haven’t tried, a very small group, no matter where I am, will immediately try to come up with reasons on why they shouldn’t try it.  Not why they should. Our initial reaction to change is to find reasons to not change.

It really has nothing to do with recruiting on Facebook.  Facebook’s own demographics will show almost a 50/50 gender mix. LinkedIn, admittedly, is heavily male dominated.  Do you recruit on LinkedIn?  Do you see pictures of potential candidates on LinkedIn?  Aren’t you, the HR department, the ones pulling potential candidates, who have been trained not to discriminate when it comes to hiring?  So, what’s really the issue?  You see, it breaks down very quickly.

We aren’t really concerned about disparate impact or being discriminatory, we concerned about this guy asking me to do something I’m not comfortable with.  I just like playing Farmville and watching so funny kitty videos on The Facebook.  Do make me feel like I should have to do work on there as well!

The problem we tend to have in HR is that we don’t find reasons to try stuff.  We are pros at finding reasons not to try stuff.  Find some reasons today to try stuff, you’ll be a better HR Pro because of it.

Michigan HR Day 2014!

Posted on by
Reply

Tomorrow, Wednesday April 23rd, I’ll be speaking at the 5th Annual Michigan HR Day.  What the hell is that, I assume you’re asking yourself!?  Well, five years ago, Michigan Governor, Rick Snyder (He’s the One Tough Nerd guy) and his team thought Michigan needed an HR Day, so they made one up.  Apparently, no one on his team was aware that Michigan SHRM had an annual state conference to discuss virtually the exact same things.  Now, Michigan is lucky enough to have two state conferences, one by Michigan HR Day and one by Michigan SHRM.

Michigan HR Day is actually really big.  1000 or so HR Pros from all over the state.  They keep it super cheap, like $50, and you get a full day’s worth of HRCI credits!  Maybe that One Tough Nerd guy is smart after all!

This being the fifth year, I was asked to speak.  I wasn’t asked the first four years because I wasn’t boring enough.  This year’s keynote will be given my Quicken Loans Chief People Officer, David Nachbar.  I’m actually interested in hearing him for the simple fact that Quicken Loans is like the new age Detroit sweatshop!  Stick 5,000 20 somethings into buildings in downtown Detroit selling high cost loans to people who can’t afford them, and little buy little purchase up all available real estate in the city of Detroit until you can rename the city ‘Quicken Loansville.’  Can’t wait to hear about their culture!

The lunch keynote is given by some legal person regarding the Affordable Care Act. I’ll spare you the details…

You see where this is going.

I get to bring up the rear!

I’m in the last session and doing Social Recruiting MacGyver Style, teaching HR ladies how to the Facebook and the Twitters to recruit great talent.  I’m giving out Coach Bags and Free Hugs, it’s going to be a blast.  At least once I’ll show a slide of Richard Simmons and use the word “Pimp” repeatedly when discussing LinkedIn!

Unlike SHRM, I wasn’t asked told I couldn’t swear, so I’m assuming I won’t be asked back for the 6th Annual Michigan HR day.  That means you only have one shot to come see me.  I’m on at 2:15pm, if you come and try to leave I will purposely call you out in front of the entire room.  You can follow all the happenings on the Twitters @MichiganHR or #mihrday.  I love to meet people who read the blog, so if you do come out and see me, please stop by afterwards and say ‘Hi!’

7 Things I Wouldn’t Do To Get A Job

Posted on by
Reply

(I’m on vacation, I originally posted this in 2009 – except for #7, that’s new, not the feeling but to this post!)

A Wall Street Journal article, by Joann S. Lublin, raised the question: “What won’t you do for a Job?”  Which got me thinking about what are those things I wouldn’t do for a job.  First, I had to set some parameters around the question:

1. Not just any job (I can get any job) but a really good job.  You know the one: your career Camelot – great pay, benefits, work, boss, co-workers – plus you’re out by 4pm everyday!  Or whatever it is that is your perfect combination of factors for the perfect job.

2. Also, I can’t go to prison for what I would do – I’m short and soft – meaning, I’m fairly certain I would end up someone’s wife in prison.

With the parameters set, the question really set me free to think about what I wouldn’t do for the “perfect” career opportunity.  So, I’ll give you the short list:

 1. I won’t kill anyone in my immediate family (wife and 3 sons), everyone else is open season. (probably goes back to the prison thing – I’m soft, plus my grandma would hate it if I got sent to prison and I really love her.).

2.  I won’t eat bugs or cauliflower (yes, I consider them the same food group).

3.  I won’t work for free.  Everyone has a price and mine is above “Free”!  Plus, I work for free enough in my current job as Headhunter!

4. I  won’t stay past 5pm (or any other arbitrary time), just because my boss stays past 5pm because he doesn’t have a life and thinks everyone should stay past 5, or they’re not dedicated or hard working.

5.  I won’t allow my opinions to be squelched by the man! (oh wait, yes I will, but it will cost them!)

6.  I won’t allow myself to be chased around my desk and sexually harassed by my attractive, much  younger, opposite sex, boss (ok, I might, but only if my benefits pay for divorce and I get a big raise!).

7. I won’t become a University of Michigan fan.  I actually told my sons if they got a scholarship to go to UofM I would root for ‘them’, not the school, but them personally.

So, what won’t you do for the ‘perfect’ job?   Hit me in the comments and let me know…

In The Trenches

Posted on by
7

Okay, HR fans, here’s the game, I give you a real-life HR scenario and you tell me how you would handle it if your were the HR person in charge of handling it. Got it!?  Here’s the issue:

You’re a Regional HR Manager of a major chain of Pizza restaurants, most of your business is home delivery.  This means you primarily have location managers, pizza cooks and drivers.  It’s a random Tuesday in the Detroit metro area and one of your drivers leaves on a delivery to local address.  When the driver arrives to the address and goes to the door, there are two armed men there to rob him of his $37 and change, and of course the pizza. 

Unbeknownst to the would-be robbers and you, your driver grew up on the streets of Detroit, and he is legally carrying a concealed weapon of his own (gotta love the D!).  He decides he’s not giving up his $37 or his Pizza without payment, and he let’s off 3 shots into one of the would be robbers and takes off.  Your driver didn’t get hurt, didn’t get robbed, but he also didn’t deliver that pizza!  The shot robber was discovered by police at a nearby hospital and booked, the other robber has yet to be found.  (By the way – this is from an actual story in Detroit this week!) You get the call from one of your District Manager who wants to know what she should do with your driver, who is looking to return to work, he’s got a family to feed.

Now, what do you do Mrs. or Mr. Regional HR Manager of Jet’s Pizza?  (a very good pizza place, by the way.  Also, little known Michigan fact for those who don’t live in Michigan – for some reason Michigan is like the large pizza chain capital of the world with both Little Caesars and Domino’s being started and headquartered in Michigan. No one knows why.)

Classic HR theory would have us look at our policies and past practices.  What? You mean you might have had this happen before?!  It’s Detroit, it might have happened earlier that evening.  You have a policy against your employees shooting your customers? Again, it’s Detroit, the policy might actually spell out when it’s alright to shoot customers.  Regardless, something will happen to this young man. Will you fire him, do nothing, set him up with EAP, reward him so other employees do the same, etc.?

Hit me in the comments and let me know what action you would take if this was your HR shop.  I’ll follow later with what action I would take

The Great Recession Fall out on Talent Acquisition

Posted on by
2

I have a feeling I’m about to preach to the choir.  I can’t tell you how many conversations I’ve had with a hiring manager lately, that just don’t get it! (I hear you saying “What do you mean “lately” – does a hiring manager “ever” get it!)   The Recession has made our job very hard, especially if you are currently trying to hire anyone with technical skills (engineers, designers, IT professionals, Scientist, etc.).   During the Recession we had candidates coming out of our ears!  Today, it seems like, almost overnight, technical jobs across the country have turned on like a fire hose!  Everywhere companies are trying to find technical talent, in all industries, all at the same time.   Remember that baby boomer Tsunami of retirement we were suppose to see?  This feels like the first waves are hitting the shore in terms of technical hiring!

I’ve spoken to engineering schools that 100% graduation hires, plus companies now paying for engineering seniors, senior year of tuition!   I’ve spoken to companies that have had to double their payroll projections, mid-budget year, just to have enough money to hire the same amount of projected hires at the beginning of the year.  In HR and Recruiting we get this, the market moves, sometimes very quickly, and organizations have to be prepared to adjust and move with it, or risk causing some very bad outcomes to our operations.  But, do our hiring managers get this?

I’m hear to say, not enough have gotten the message!

Over the past few months, it we are now having daily “conversations” with hiring managers who are still wanting to see the same 20 candidates they saw during the height of the recession, and turning down candidates for minor things like “he seemed a little shy”, “she was from Tech and I like State grads”, or “he’s had 2 jobs in the past 10 years!”   I’ve had hiring managers have interviews, come back and say they like both candidates really well, but would like to see some more! When I don’t any more!   It all sounds familiar doesn’t it!  The Recession did this to them!  It made the greedy, it made them ultra picky, and it made them believe there is a never ending pool of great candidates who only want to come work at your company.   Ugh! I hate the Recession!

So what?

In HR/Recruiting this is where we become marketers.  We have to start selling, and what we are selling is an idea.  An idea that the world is different, they sky is falling and there’s only one person left to hire.  “That person, is the stupid candidate I just put in front of your face!!!” (wouldn’t that be great if we could say that!?)  Look, I understand you and your hiring managers “only want to hire the best talent”; by the way so does everyone else.  But times are changing, if you want to hire the best, you better be paying the best, or at least offering the best value proposition as compared to your competitors.  Lines of candidates aren’t out there just waiting for calls any longer.

It’s really just simple addition, more technical job openings than candidates + baby boomers now beginning to feel like they can retire = our job just got a lot tougher!

Do your hiring managers get this equation?

3 Ways To Make Your Office Productive During March Madness

Posted on by
4

For those that know me, I’m a huge basketball fan.  Pro, college, AAU, high school, hell, if you really dig into my past you would probably find me hanging out at some playground breaking down the defense effort of a pickup game between grade school kids.  So, when March Madness time comes around each year I’m like many of your employees.  I’m trying to find the best ways to work and watch basketball, or at the very least stay up on my brackets and see who is getting upset!

With all the hype over the past few years about lost productivity, do to March Madness, in the workplace.  I felt it was my duty to provide HR Pros with some helpful tips and tricks to get the your staff to highly productive during this time of year.  Here’s my ideas:

1. Put up TVs throughout the office.  Let’s face it, you really only have one or two hoops junkies in the office, and those folks usually spend vacation time to ensure they don’t miss a minute.  Everyone else just wants to see scores and highlights.  They’re a casual fan.  They’re willing to work a perfectly normal day, and will probably be just a productive, if not more, with the TVs steaming all the games in the background.  Plus, if you get a close game or big upset, you’ll get some team excitement in the air.  This also stops most of your staff trying to stream the games on their desktops for the entire afternoon.

2. Call off work those afternoons.  Let’s face it, March Madness is pretty close to a national holiday as we will ever get.  Doesn’t matter if you’re female or male, young or old, what religion you are, we all love the drama and excitement of March Madness.  Just close the office.  Make a deal with your staff to reach certain goals and if they’re met, take them to the local watering hole yourself and have some fun with it.  Employees like to rally around a fun idea.  You don’t have to make everything fun, all the time, but once in a while it helps to lift productivity.

3. Shut off all access.  Yep, you read that correctly. Have IT shut down all access to anything related to March Madness.  Threaten to fire any employee caught checking scores on their smart phone, or calling a friend to see how it’s going.  Fear!  Fear is a great short-term lifter of productivity.  Whether we like to admit it, or not, it’s true.  If you went out right now into your office and told the entire staff at the end of the day you’re firing the least productive person, you would see productivity shoot through the roof!  You would also see about half your staff, the half you want to keep, put in their notice over the next 4-6 weeks.

The reality is, most people will do business as usual.  While the CNNs of the world love to point to the millions of dollars American corporations lose during March Madness, it’s no different than so many things that can consume our thoughts in any given day.  I do think HR and leadership, each year, lose out on a great way to have fun and raise engagement during March Madness.  It’s something most of your staff has some interest in, and depending on your city and the schools your employees went to, it can get heightened pretty significantly.

For the record, I’m not picking Michigan State.  I want to with all my might, but I’m nervous that my bracket mojo would work the opposite, so I’ll pick someone else, and feel awesome when Sparty wins and I lose my bracket!

 

Client Respect and Love

Posted on by
Reply

I dropped a vision on my team a couple weeks ago.  I think it’s important for any leader to do this, but it’s also important that it be completely authentic and transparent.  I say ‘dropped’ on my team, because that’s exactly what I did.  I didn’t let anyone know I was ‘working’ on my vision, because I wasn’t.  It came to me.  Like a vision.  It took me about a week to get the thoughts down in my own style, and add a grammatical error or two.

I’m not sharing my vision with you.  It’s for me and my team.

I will share a concept from it.  I want to work with clients who want to work with us.  Not just work with us, but want to partner with us.  Now, I know we throw that word ‘partner’ around a bunch.  My vision of a partner is a client who respects us and loves us.  We have to have both, love and respect, to get to my vision.  Respect isn’t enough.

In HR many times we will say something like “I don’t need that hiring manager to like me, as long as they respect me.”  That’s just a nice way we lie to ourselves that this will be a functional relationship.  It’s not.  You need more than respect, to be wildly successful.  You need Love.

I want love.

I want respect.

I want to work with clients who respect what we bring to them from a skill and support side.  But I also want clients who love us, and we love them.  That I look forward to talking to them, to seeing them, and they feel the same way.  That isn’t easy.  But it is something I think we owe to ourselves.  To work with people we love to work with, whether it’s those sitting next to us as coworkers, or those clients we work with daily.

I don’t care if I was selling staffing solutions, or the cure for cancer, my vision would not change.   I don’t care if I’m running a business or running a department, my vision stays the same.  In HR you have ‘clients’, all those who you support.  Are you trying to get your clients to love and respect you?  If you reach that level, where they do, it will make your job, your life, glorious.

To Be Truly Powerless

Posted on by
3

I was part of the Great Ice Storm of 2013 over the past week in Michigan.  I went without power for about 43 hours, and another 3 days, after that, without TV or Internet. That doesn’t sound like much, especially when there are people still without power six days after the storm.  I consider myself lucky.

Here’s what I learned about being powerless:

1. It would suck being Amish.

2. It is exhausting to not have power.

3. People talk a lot more when you don’t have power.

4. You appreciate day light hours when you don’t have power – they become critical in getting things done. Once it gets dark, your day is pretty much done.

5. It’s stressful not having power, after you’ve had power.

6.  When you don’t have power, it seems like those with power are mocking you with all of their power. (I had neighbors who had power one street over and I swear they actually turned on every single one of their lights just to show my how much power they had, and possibly put up even more lights!)

7. People in like circumstances, those of us without power, tend to work together better to help each other.

8. I never considered ‘electrical power’ to be a convenience, I do now.

9.  I’m assuming there will be a Great Ice Storm baby boom in Michigan in about 10 months.  Staying warm is critical in a power outage, in Michigan, in December.

10.  You can’t plan for ’10 year events’.  People in Michigan are HOT over the reaction and timing to electrical worker crews responding to outages. They feel the power companies should have been better prepared for this.  The reality is, companies don’t plan for once-every-ten-year-events, they plan for monthly and annual events.  You wouldn’t want to pay the extra cost on your monthly utility bill to ensure they were prepared for once a decade events.

Organizationally, you have many people without power, metaphorically speaking, and it is not much different than not actually having electrical power in your home.  It sucks.  Having an understanding of what they feels like, is critical to how successful your organization can be.  It’s stressful and tiring not to have power.  It grinds on your over time.  People get frustrated.  People get short-tempered.  People feel not in control.  None of that is good.

Having compassion for the powerless is not enough.  Having empathy and understanding, is not enough.  You need to be able to share the power within your organization, to make sure everyone has a little.  It might not be equal, but it sure helps if everyone has some.  Being the one with none, is completely ostracizing.

To be truly power-less, sucks.

 

 

 

Riding the School Bus made me Tough!

Posted on by
Reply

Re-run Friday – this post originally ran in January of 2011.  I still find Jenny Johnson one of the funniest people on Twitter and Instagram, check her out, she’s brilliantly funny. Also, my kids still hate the school bus!

I read a very funny quote today from a comedian, Jenny Johnson, which she said

“If you rode the school bus as a kid, your parents hated you.”

It made me laugh out loud, for two reasons: 1. I rode the bus or walked or had to arrive at school an hour early because that was when my Dad was leaving and if I wanted a ride that was going to be it.  Nothing like sitting at school talking to the janitor because he was the only other person to arrive an hour before school started.  Luckily for me, he was nice enough to open the doors and not make me stand outside in the cold.  Lucky for my parents he wasn’t a pedophile! 2. My kids now make my wife and I feel like we must be the worst parents in the world in those rare occasions that they have to ride the bus.  I know I’m doing a disservice to my sons by giving them this ride – but I can’t stop it, it’s some American ideal that gets stuck in my head about making my kids life better than my life, and somehow I’ve justified that by giving them a ride to school their life is better than mine!

When I look back it, riding the bus did suck – you usually had to deal with those kids who parents truly did hate them.  Every bully in the world rode the bus – let’s face it their parents weren’t giving them a ride, so you had to deal with that (me being small and red-headed probably had to deal with it more than most).  You also got to learn most of life lessons on the bus – you found out about Santa before everyone else, you found out how babies got made before everyone else, you found out about that innocent kid stuff that makes kids, kids before you probably should have.  But let’s face it, the bus kids were tough – you had to get up earlier, stand out in the cold, get home later and take a beating after the ride home, just so you had something to look forward to the next day!

You know as HR Pros we tend also not to let our employees “ride the bus”.   We always look for an easier way for them to do their work, to balance their work and home, to do as little as possible to get the job done.  In a way, too many of us, are turning our organizations and our employees into the kids who had their Mom’s pick them up from school.  I’m not saying go be hard on your employees – but as a profession we might be better off to be a little less concerned with how comfortable everyone is, and a little more concerned with how well everybody is performing.

Too many HR Pros (and HR shops for that matter) tend to act as “parents” to the employees, not letting them learn from their mistakes, but trying to preempt every mistake before it’s made – either through extensive processes or overly done performance management systems.  We justify this by saying we are just “protecting” our organizations – but in the end we aren’t really making our employees or organizations “tougher” or preparing them to handle the hard times we all must face professionally.  It’ll be alright – they might not like it 100%, but in the end they’ll be better for it.