Category Archives: Money Grab

HR TV Shows I Really Want to See

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I sure not too many folks have seen the Top Recruiter Internet based TV show.  It’s going after an extremely narrow audience to be sure.  But it looks and feels like a real live, reality TV based show, except you watch it on your computer and not on a specific TV channel. Chris Lavoie, the producer and originator of the show, does a great job. He gets what sells, which is mainly sexy people in conflict with each other.  It’s the basic formula for every successful reality based show.

Top Recruiter is in it’s third season, I’ve watched 5 minutes of one episode in the first season.  I personally know some of the folks who have been on it, they seem to have fun with it. That’s what life is about.  And Chris has found a market of HR technology companies that want to pay for content, and he’s paying his bills! That’s what also counts.  Here’s a marketing shot:

Top Recruiter

 

See what I mean? Sexy. Chris is up front, he’s a nice dude, regardless of how it looks all douchey. That’s marketing, you have to sell it.

I have a few more HR related TV show ideas for Chris (even though he hasn’t asked me) that I think the HR community would eat up!  Check these out and let me know what you think:

Frumpy HR Manager

 

Or, if that one doesn’t seem ‘sexy’ enough. How about this one:

Top Personnel Dept

 

I just really think these shows would connect with the HR world!  What do you think, hit me in the comments.

 

 

 

 

 

 

 

Recruitment Marketing Is Not One-size Fits All!

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Hey, gang I’m running a sponsored post by the great folks at Spherion regarding their 2014 Emerging Workforce Study which has some really great data, check it out. 

The big ‘Wow’ that came out of the study for me is how organizations might be discounting how potential workers are using social media to influence their decision on who they work for! It used to be we would primarily rely on our social networks to give us insight to how we thought about potential employers.  “Oh! I know my aunt used to work there and she loved it!” Or, “I know my neighbor works there and says it’s awful!”   Now, it seems like we have an endless supply of opinions and connections about potential employers via the use of social media.

From the study:

    • 44% of workers believe social media is influential in their view of a company they might work for.
    • 51% of workers agree their company’s online reputation impacts its ability to recruit workers.
    • 46% of workers say when they consider new employment, the company’s online reputation will be as important as any job offer they are given.

Too many organizations still do not believe social media really has that much of an impact to their hiring, or their ability to attract the best hires. This is especially true in small and medium sized businesses (SMB). In reality, SMB organizations might be impacted by a negative, or positive, social media perception of candidates than larger organizations, where the data gets washed out by the many numbers.

One other piece that came from the study is how organizations are failing to market towards all generations.  Some of this, for sure, is based on the use of new media, which tends to target a younger workforce.  Organizations really need to dig into their recruitment marketing strategy and specifically look at what mediums are we using and what are those mediums getting us from a candidate demographic perspective.

More interesting data from the study:

    • Less than half (45%) of companies utilize tailored recruitment strategies based on different age groups or professions.
    • Yet, recruiting workers isn’t a one-size-fits-all approach. Manufacturing workers are mostly likely to land their job through a staffing agency, while accountants rely on professional associations and networking, IT workers use online sources and admin/clerical workers secure their jobs through classified ads and company websites.

The reality is most organizations don’t dig into this, because like Tom Cruise in A Few Good Men, you don’t want to know the truth!  The truth is, in my opinion, most organizations want to market towards younger workers, so they’re completely fine using a one approach marketing strategy that misses out on older, more experienced workers.  It’s a poor strategy, for sure, as more competitive organizations are figuring out very quickly on how to use and leverage a more experienced aging workforce.

Check out the 2014 EWS Infographic:

Spherion EWS Employment Life Cycle Infographic (first 3 phases)

 

 

 

 

 

 

 

 

 

 

Disclosure Language:

Spherion partnered with bloggers such as me for their Emerging Workforce Study program. As part of this program, I received compensation for my time. They did not tell me what to purchase or what to say about any idea mentioned in these posts. Spherion believes that consumers and bloggers are free to form their own opinions and share them in their own words. Spherion’s policies align with WOMMA Ethics Code, FTC guidelines and social media engagement recommendations. 

Why Your Best Performers Make Horrible Leaders

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We all make this mistake, and we’ll continue to make this mistake.  It’s the same old story.  One of your employees performs really, really well, and because of their performance you move them out of the position they are in and put them in a leadership position. Then, they fail and become a lousy performer.

The best companies in the world make this mistake, and keep making it.  The worst companies make this mistake as well, and every other company in between. We can’t stop ourselves, it might be the largest single failure of business in the history of the world, and we can’t stop ourselves.

I like sports and it’s easy to make this analogy with sports.  Larry Bird, one of the all time NBA greats, couldn’t handle being a head coach.  But he was one of the top basketball players of all time.  He couldn’t take that those players he was coaching weren’t as good as him, couldn’t do the things he could do. He couldn’t understand this.  For him, it was easy…

Great performers are great because they do or have something no one else does.  It might be superior work ethic, it might be G*d given talents.  Regardless, they have perform better than everyone else.  Therein lies why they struggle to become great, or even marginal, leaders.  They can’t understand why you can’t do the same thing. I did it. What’s your problem!?

We take our best and brightest and we ‘reward’ them with management positions.  We believe this is what they really want.  In reality most don’t actually want this.  They really love what they are doing, shown by the tremendous performance they are giving you.  And, as an organization we want to reward that great performance, but we have structure and the only way we can really reward them, to give them more money, the big money, and the big title, is to promote them.

So, we promote them.

And we hope. We hope they’ll be one of the few who can make the transition and not be a total failure when it comes to leading other people, but rarely does it really happen.  Usually, it’s just a slow death of another great performer into the mediocrity of leadership.

A few organizations are beginning to just stop this.  They leave their great individual performers in position and just pay them like they would pay a leader. They give them a leader title. But what they don’t do, is give them people to manage!  They reward them for truly great performance, and put them in a position to keep performing great.

Your best, most talented person is worth more than your average leader.  But we struggle with this because it doesn’t fit nice and neat to a compensation pay band, or any job description we have in our HRMS system. We feel this undeniable desire to force people into positions we know they won’t do well in, because it makes us feel better when we pay them more.  Justification of value.  We value leadership more than great performance. That’s 1950 talking.  Stop listening.

Would You Sell Your Backup Candidates?

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Here’s the staffing game has taught me over the past 20 years.

1. Great candidates get hired.

2. The difference between a great candidate and a very good candidate is one hiring managers gut feeling (usually).

3. The very good candidate that didn’t get hired, is someone elses great candidate.

This means that many of you are just sitting on another organizations great candidate!  This means you’re sitting on something very valuable to someone else.  Something that others would probably pay for.

Question:

Would you be willing to pay to have access to Google’s ATS?

Yes.  Yes you would.  More than you pay for LinkedIn Recruiter, I’d gamble!

This begs the question: would you be willing to sell your backup candidates?  The ones you didn’t hire, but would have if your first choice didn’t accept.

So, what if your organization, your talent acquisition department, decided to start calling up other organizations that you know of who had similar needs and say, “Hey, we got what you want!”   Do you think you could turn your corporate in-house talent acquisition department into a money maker?  Yes. Yes, you could.  Will you?  No.

It really wouldn’t take much.  Within your staffing process you add a little disclaimer, you know the ones nobody reads, which gives you freedom to ‘sell’ the contact information to those submitting for your jobs to other companies who are also looking for similar talent.  From there you establish some relationships with other companies.  Negotiate a price.  Sign some simple agreements. When communicating with your backups about not getting the position, you pass along some good news. While they didn’t get the job they applied for, you have another position, with another company they might have interest in.

Bam!  You’re printing money.

Very little extra effort, and almost no extra resources needed.  Your talent acquisition department just turned into a profit center.

No organization would do this because they believe it will ‘hurt’ or ‘damage’ their employment brand.  “Tim! If candidates knew we were going to sell their information to other companies, they wouldn’t apply to our jobs!”  Or, maybe they would because they actually want to work for you!  If that’s your process, what option do they have? Plus, all your doing is potentially giving them more options.  How many people do you know that don’t want more options?

While no one is doing this publicly, I’ll tell you it is happening privately.  I’ve been approached by corporate talent acquisition pros who are willing to ‘sell’ me access to their database for a fee.  I pay them.  They deliver to me candidates who applied to their positions that they never wanted to begin with, or couldn’t use.  I haven’t ever did this for the simple fact that each time I was approached, the person was doing this behind the organizations back, with them wanting the check made out directly to them, personally.  That’s shady.

But, if a company was willing to do it all above board as a paid service…I can’t tell you I would be in!

Why I can Recruit and You can’t

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TaxFoundation.org recently released a map that shows how much $100 is worth for each state.  The concept being where you live has a huge impact to what you can afford to buy with that same $100 bill. Here’s the map:

It begs the question, why would anyone live in D.C.? Or New York? Or California? Or New Jersey?

I’m not a coast guy.  I live in 4 bedroom, 3 bath house in Michigan that costs under $350K.  It’s new. It’s in a great neighborhood. I don’t have a highway running through my backyard. I’m close to a university, shopping, good restaurants, etc.  I’m getting the most out of my $100!

Don’t get me wrong. I love to visit big cities. Chicago and Detroit are both close, so those are easy. New York  and D.C. are great. California and Texas are lovely. I’m always thankful to come home.  No traffic. Little crime. Kids still seem to be kids.  Basically, I’m Ward Cleaver.

Michigan, and the Auto Industry, is going through a big growth bubble right now.  It’s a combination of the Auto industry coming back. No one bought cars during the recession, so pent up demand.  Aging auto workforce that stayed on through the recession and now wants out.  There are thousands of jobs in Detroit for technical workers.

Recently, I had a company contact us about helping them find automotive engineering talent to go to California for a start up.  They want to build an entire car start up in Silicon Valley.  My first question was, why?  They don’t really have a good answer to the why.  Besides the fact, well, this is where we are now.  Okay. I can recruit auto engineers for you, from Detroit to Silicon Valley. But understand, Detroit talent is going to have sticker shock!  Major sticker shock!

They are use to getting more that $100, for their $100, and now I’m going to tell them I’ll give you $85 for your $100.  This is really like a decrease of 25% to go and do the same job.  Well, they said, we’ll pay more.  25% more?  Even so, my $350K house is $1.3M in Silicon Valley for less house.  But you’re close to the beach!  For $1.3 I better be on the beach! Is the mindset of an engineer from Michigan!

Recruiting is a mindset.  You can see why I can recruit folks to the Midwest!  I know the hot buttons to push.  Everyone has a certain value they want for their $100.  For some the ocean and the beach and sunny weather is price they will pay for.  For others, they want less traffic, quiet, clean air.  It’s your job as a recruiter to be able to find that value, and not let your own perceptions of that value get in the way.

1st Timers Guide To Buying HR Technology and High Priced Handbags

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STOP! Calibrate and Listen…before you go, “Ugh! Tim’s doing another webinar!”, check this out – it’s different than other stuff we’ve done.  Negotiating job board contracts, annual ATS service agreements, knowing what new technology to buy, etc. It’s all way frustrating and confusing…for me, and I’m guessing you.  I want us all to get better at this stuff, and this webinar is going to put us all back in the power buyers position!

Buying HR Technology (System of Record/HRMS, Applicant Tracking Systems, Performance Management Systems, etc.) should be as easy as buying a high-priced handbag or the latest pair of Jordans!  You see it. You like it. You know it’s going to fit and work for your needs. GO! Make the purchase. But it’s not that simple. Buying HR Technology is hard, confusing and frustrating.  A miss can potentially stall your career and undermine your creditability.

Fistful of Talent is here to help.  In classic FOT style,Steve Boese, the Co-Chair of the HR Technology Conference, and I, will break down the issues surrounding buying HR Tech in our latest webinar on August 28 at 12pm ET (sponsored by BambooHR), entitled Buyer’s Remorse: The  FOT 1st Timer’s Guide to Buying HR Technology.

Join us on August 28 at 12pm ET for “Buyer’s Remorse: The FOT 1st Timer’s Guide to Buying HR Technology,” and we’ll hit you with the following:

  • The Difference between a Suite or a Best-of-Breed Product: Why you should care? Which one is right for you to buy? We’ll break it down based on your unique needs.
  • The Decision Tree/Process That Helps You Arrive at the Right Decision Regarding Which Solution to Buy. Yes, we can tell you exactly what to buy! But we won’t, because great HR Pros need to understand how to make these decisions. But don’t worry—we’ll show you how!
  • 6 Tips and Tricks the HR Vendor Community Uses to Get You To Buy Their Product—which might not be the product you actually need. Learn how to make sure you don’t succumb to these tactics when making your next buying decision.  This section alone will ensure you take control of your next buy like a pro!
  • The Secret for Getting Your Organization to Invest in HR tech and How to Build ROI for your Executive Team. Every buying decision comes down to the why and ROI, and your ability to persuasively and concisely get your organization to support your recommendation.  Sometimes the hardest part of an HR Tech buy is your ability to get approval to buy!

    Bonus Feature: CEO     Ben Peterson, from BambooHR (an HR solution specifically designed for small-to-medium-sized HR departments), will stop by and do a quick Q&A with Tim and Steve to discuss the biggest mistakes he sees HR buyers make when making HR Tech purchases… and how to avoid making those same mistakes yourself!

Things that are hard:  Riding a bike on a freeway. Getting your kids to eat peas. Buying HR Tech. Join us on August 28 at 12pm ET for “Buyer’s Remorse: The FOT 1st Timer’s Guide to Buying HR Technology,“ and we’ll make buying HR Tech easier. You’re on your own with the other two.

REGISTER TODAY!

I Hate Buying HR Software!

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I’m your typical HR buyer.  Each year I negotiate contracts on a number of products, from ATS, HRMS, Recruiting Tools, Selection Tools, etc.   I usually demo and look at 6-10 new products each year.  Okay, I’m not typical that way, I love new stuff and what it can do, so I like to check it out.  Beyond that, I’m very much your typical HR buyer.

Every single time I go through a buying decision I feel like I’m buying an expensive car or a house.  Hell, that’s usually the cost of the contract of whatever product I’m buying!  Therein lies the problem.  I hate buying cars and houses.  It’s stressful and I always have this deep feeling I’m getting taken!  You know the feeling.  The feeling like you paid too much, and someone else buying the same exact product as you paid less!

I hate that feeling!!!

I don’t mind paying what everyone else is paying for a product.  I feel like a failure, as a HR Pro, when I find out I paid more than someone else, and I check!  That’s the one cool thing about writing for talent and HR blogs, I have a Big network (that’s what she said)!  This allows me to connect with other HR and Talent Pros and ask them what they paid.  I have a deep urge to know whether or not I got a good deal and a bad deal.  And, I’ll be honest, if I got a bad deal, it really affects how I think about the company.

Because these decisions are so stressful for me, I decided to do something about it.  I called the one guy that knows more about HR Technology and industry more than anyone else I know, Steve Boese!  Steve is the co-chair of the annual HR Technology Conference (want $500 off? Use the code: SACKETT14 when you register), which is the 2nd largest HR conference to SHRM national, but arguably becoming the must-see HR conference of the year.  HR Tech has all the players in one spot and all the HR decision makers, it’s a very cool place to see the future of HR unfold in front of you!

I asked Steve to help me put on a webinar, that would not only educate me on how I should be buying HR Tech, but also uncover all those tips and tricks to make sure I don’t ever again have that bad feeling I have when I buy!  The webinar title: Buyer’s Remorse: A 1st Timers FOT Guide To Buying HR Technology and High Priced Handbags!  You see, I feel buying HR Tech, should be as easy as buying a handbag without the buyer’s remorse!

This one is personal to me!  I think all HR Pros can learn from all the mistakes I’ve made in buying HR technology and from Steve’s brilliance!

Come join us on August 28th at Noon EST for this FREE webinar:

Does Job Security Matter Anymore?

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Tower’s Watson released some data recently from a fairly large study of over 32,000 employees and 1,600 HR professionals which ranked critical factors of retaining your employees.   Here are the results:

Not surprising, money pretty much rules as always.  You want me to stay?  Pay Me!

What is surprising is how high up “Job Security” is on the employee side of the study.  For years Millennial experts have been telling us how these young kids don’t care about job security, they care about balance, importance of the work they do, challenging projects, etc.  Apparently, HR got the message, but the kids didn’t!

Studies like this always make me question ‘experts’.  Don’t you get the feeling that millennial experts are really just snake oil salesmen?  Never has a millennial expert said kids care about job security.  “Oh, these kids will work 10-20 jobs in their lifetime!  They are not looking for life time employment.”

So, employers believe job security isn’t important to employees (or probably more truthfully is the fact that employees have very little control over job security), so they push factors like Career Advancement and Challenging Work.  When in reality it’s very Maslow-esque easier than that.  Employees today, much like employees 100 years ago want basically the same thing:

1. Money

2. To know they have a job when they show up in the morning

3.  A chance to move up in the company they work in.

Fairly straightforward.  Fairly easy.  Fairly consistent over time.

The question is, can you deliver this as an employer?

I Hate Hotwire

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I’m a Hotwire user.  My buddies, Kris Dunn and Matt Stollak, got me to use it.  The first time I was really nervous.  I didn’t like I couldn’t see what hotel and location I was getting exactly.  I loved the price I was going to pay, it was always like 40%+ off the hotel’s own reservation site.  I started using it all the time.  My kids travel for sports so I was constantly having to look up hotels and wanting someplace nice and clean, but not having to pay a ton.

I even recommended it to the parents of other kids we were traveling with. Soon entire teams were using Hotwire to book their travel.  100% of the time I was satisfied with what I got on Hotwire.  Until I wasn’t.

This past baseball tournament I got booked on Hotwire.  The deal said I was getting $119 room for $71 for a 3 star hotel.  The examples they gave me were Holiday Inn Express, Hampton Inn, etc. What I got was a Best Western that was last updated in 1973.  For $71, and the actual price on Best Western’s site was $72.37.  I save $1.37.  A little less than the $48 per night they lied to me about.

I did what any customer would do who loves working with a company.  I called customer service. That was probably my first mistake.  You see, Hotwire didn’t care if I was satisfied.  How it works is you book and pay up front, then they tell you what hotel you get.  They’ve already got your money, they don’t care if you are satisfied or not.  Their customer service rep read me the script, “in small print at the bottom of our website it specifically says…”.  It ‘specifically’ says we don’t care if you’re satisfied, suck it! (my words, not there words, but that’s basically how their customer service guy made me feel)

I then tired the email customer service route.  Same deal.  Small print.  Too bad.  Anything else we can help you with?

Nope.  Nothing else. I’ll never book with you guys again. I actually said that to both the live person and the email person.  They didn’t care.  They didn’t care they were losing a customer because I felt like I was ‘taken’ and ‘duped’ by their small print.  They easily could have have solved this be cancelling the reservation.  They would have saved me as a customer.  As someone who would have shared a positive story about Hotwire.

But the $213 sale was just too big to give up.

It’s funny how companies so easily throw away customers, for something so easily fixable.  In the end my original fear came to light.  Not knowing the place and location was a problem for me.  I own that.  Hotwire had exceeded my initial expectation with good rates at good locations.  Then I got a lemon, and I was pissed.  They seemingly didn’t care, that made me more pissed.  So, I’ll break up with them.

The moral of this story wasn’t that I got a crappy hotel and I wanted the nice one.  It is I felt lied to.  I felt like the site made it clear I was getting a $119 room for $71, when in actuality I was getting a questionable 3 star room for $71 that really costs $72.  To me, that’s shady.

 

Content Isn’t King

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Ideas are king.

A guy made $50K for his potato salad kickstarter campaign. Not because it was some great potato salad (content), because it was an awesome idea that was funny and people are willing to spend $10 to be a part of a funny, awesome idea that no one else thought of.  The next guy who decides to do this with coleslaw will get nothing.  The idea was already created and it was brilliant.  No one would ever start a campaign to raise money to make potato salad! Then they did.

Don’t discount great ideas.  They’re hard.  The market is fickle.  Great ideas are valuable because so few are actually created.