Career Confessions from Gen-Z: What Social Media Should You Use to Recruit Gen-Z?

Posted on April 5, 2018 by Tim Sackett

Like my Gen-Z counterparts, social media has been a part of my life from a very young age. Unlike many of my fellow Gen-Zer’s, I may have less Twitter followers than one of my parents, but I like to think my knowledge of social media is up with the rest of them.

Social media branding can be a make or break asset for companies. Too much advertising can make you seem old-school or unapproachable, but too little activity will make you seem irrelevant. It is absolutely vital to create a brand through social media in order to appeal to Gen-Z. Here’s the lowdown on each major social media platform and how to use them for the greatest success:

Twitter: Twitter allows for the greatest interaction between you and your potential employees. I recommend to maintain a large and active Twitter presence and do your best to interact with people or current events/trends, rather than posting only ads about your company. (Look at Wendy’s Twitter interactions for an example).
Facebook: While Facebook’s influence is still the largest of all other platforms, Gen-Z is not the most active on this site. We may all have profiles, but we are not as active on this as other sites, like Twitter and Instagram. I would keep a steadily active presence, but focus your Gen-Z branding efforts on the other platforms.
Instagram: This one is tricky. Although it’s my favorite social media site, the little interactivity amongst users makes it difficult to recruit. I would focus your video content here since Instagram and Instagram stories are widely used for short video clips and it is an easy way to find a Gen-Z following.
Snapchat: All I have to say is STAY AWAY. Please do NOT try and recruit people on Snapchat. Not only is it awkward, it is not the place people go to in order to look for a job. The only feature that is usable for recruiting efforts is the stories feature, and I would recommend using this on Instagram instead.
YouTube: Like I said in my last article, go crazy on YouTube. Get that video content going and go share it on Instagram, Facebook, Twitter etc. Utilize YouTube to the best of your ability and it may result in big success.

While I may not know a lot about HR, I know a lot about social media and Gen-Z. Social media can seem very daunting, but all it takes is a little effort and a little personality. Try to be different. It will be evident if you are making an attempt to brand yourself over social media and Gen-Z will realize that. We’re not all social media crazed monsters like our parents want you to believe. I promise.

Let me know what you think about social media branding in the comments! What’s working for you? What isn’t!?

Things I Learned at Greenhouse OPEN #ghOPEN

Posted on April 4, 2018 by Tim Sackett

Hey gang!

I’m on the road this week at the Greenhouse OPEN. What’s Greenhouse? It’s one of the top ATSs on the planet – but you already know that if you read my blog!

The Greenhouse OPEN is basically their user conference, where Greenhouse users and those considering using Greenhouse come together as Talent Acquisition Pros and Leaders to experience great recruiting related content from a corporate TA point of view.

I love attending conferences with great TA content, and Greenhouse has done a really great job growing this conference to 1,000 participants. You know it’s good TA content when it doesn’t matter if you use Greenhouse or not, to get a ton out of the sessions.

Also, being that Greenhouse is designed for corporate TA, and not having third-party recruiters in the room, you really get a ton of great sharing and conversation taking place between attendees.

Here’s some cool stuff I learned:

– Some organizations are using very specific, un-produced video, to source candidates! How? Instead of sending a candidate a blind email or text, the recruiter takes their iPhone and records a quick video to the specific person they want and sends them the link to watch. “Hey Tim, I found you and want to talk to you about…Here’s why you would be great…Etc.” The response rate from the organization using this is super high, as you can imagine.

– Organizations are worried about Recruiter Experience! You know what, you do not want your hiring process to suck for candidates. We all get that 100%! But, what about your recruiters? Does it suck to work as a recruiter in your environment? If it does, that might be worse for your organization in attracting talent, then if your CX sucks. We tend not to even give this concept of Recruiter Experience any thought at all, but we should!

– Across all industries, text response rates from candidates are running 70%-ish, in all kinds of roles from hourly to salaried, tech to healthcare. Texting candidates keep coming up as either something organizations can’t live without, or something they are not using, and don’t want to use. I find this really strange, as it seems like it’s a form of communication that everyone is using. Being able to have etiquette and rules of engagement are important.

– Not all employee referrals are created equal. Great employees are more likely to refer great referrals. Bad employees are more likely to refer bad employees. You don’t want bad referrals, so it’s best to have a program that allows you to segment and know who is providing you with your best referrals. Manually, this is difficult, but with technology like Greenhouse and Teamable, you can start to get a real sense of who should be referring more in your environment.

I’m going to keep advocating that you find ways to spend more time with other TA pros and leaders. We learn from each other when we are in safe, and encouraging environments to share. Does that have to be at a conference in New York? Nope. It’s great if you get the chance, but you can also start or find local outlets for groups of peers to get together.

I love that Greenhouse and others are showing the industry the way, and I thank them for bringing so many great and giving TA pros together. Such a powerful way to learn and develop as a professional!

My New Favorite Interview Question!

Posted on March 29, 2018 by Tim Sackett

I love the concept of questions that will truly show you who someone is. We’ve gone through a long history of asking basic interview questions that don’t really get to the heart of anything. “So, Timmy, tell me what you would like to be doing three years from now?” Okay, well, sitting on a beach drinking margaritas sounds better than this. How am I doing? Did I get the job?

For my interview questions, I really want to understand how someone thinks. What are their true motivations? What gets them up in the morning? It might not be the job I have, in fact, I hope it’s not the job I have because that would be depressing. I don’t get up in the morning for the job I have, I get up because I’m a grown-ass man with a responsibility to take care of my family. I really like my job, but my job is not my motivation.

So, what’s my new favorite interview question? It’s simply this:

So, with the latest data scandal at Facebook, did you delete your Facebook account?

I ask, then I shut up and wait for an answer.

What am I looking for? I’m looking for people who aren’t so naive and fragile that a data breach on a free platform that they willingly signed up for wouldn’t cause them to freak out.

I’m looking for candidates who would go, “no, why would I?” They would describe the process of signing up for Facebook, knowing they were getting value out of something they never paid a dime to use, and knowing that came with a cost. That cost? It’s your data.

I’ll tell you, that isn’t the only right answer. The other answer I would accept is, “Yes, I did, and I also deleted LinkedIn, Instagram, SnapChat, Twitter, etc. I deleted these because I was tired of using free platforms that I know manipulated me and take my data, and I finally got to a point where I didn’t want that to happen any longer.”

Either answer, I would be good with. Both answers show me that the candidate has a pretty good head on their shoulders to understand how the real world works. The same kind of head my grandparents had. No one gives you a free lunch. If you’re getting a free lunch, there is an expectation that you’ll be giving the person paying something, eventually.

If the candidate did delete their Facebook profile, then went right out to Twitter to announce it, then, well, that’s an answer to. It’s not the answer I’m looking for in a candidate I want working for me. I don’t need employees who are shocked by the basic realities of life. It was free, but it cost billions of dollars to make. How do you think they’re paying for it?

Oh, I just love the perfect interview question! Designed correctly, it can give you such great insight to an individual! So, what’s your favorite interview question?

Career Confessions from GenZ: Are You Recruiting Me on YouTube?

Posted on March 28, 2018 by Tim Sackett

In the past few years, I have developed a new obsession: gymnastics. I have gone full on gymnastics crazy. I watch all of the meets I can and often will go the Michigan Women’s gymnastics meets alone because I don’t want the distraction of having to entertain a friend! Although I don’t exactly know the root of my obsession, I know what has been aiding it: YouTube.

YouTube has become a driving force in the lives of Gen-Z. A new statistic came out recently that over 70% of Gen-Z watches 2 hours of YouTube videos a day. Also, in a survey of teenagers, 97% said they use YouTube which was almost 30% more than Facebook, Instagram, Snapchat.

In my opinion, YouTube is the most diversified of all media platforms. There is something interesting for literally everyone in the world. For example, there’s a whole community of people that post entire gymnastics meets so I can watch them over and over (or so I can watch them on mute during class….).

In order to recruit Gen-Z candidates, I’d argue that YouTube is the way to go.

Not only are you statistically going to reach more of us, but you are going to hold more of our attention due to the nature of the platform. Most of the ads on YouTube are videos and often you can’t close them until at least 5 seconds have passed. I can describe many more YouTube ads than I can of any other platforms.

Another appealing characteristic of YouTube is the ability to appeal to a certain audience. Since YouTube has a wide array of channels and videos, it is easy to target a certain audience by finding the videos they watch. While I don’t really know what audience will try to reach me through gymnastics videos, you can probably find some computer programmers through gaming channels.

I think that YouTube should be the go-to media platform for recruiting.

There is a difference in uses of YouTube amongst generations. While my parents may only be using YouTube to watch the occasional viral video (my current fav is Fergie’s National Anthem), Gen-Z sees it as a place to interact with people of common interests over video content. And we all know how Gen-Z loves our video content. I encourage everyone to go on YouTube and get lost for awhile, and then you’ll see the appeal it has to us Gen-Zer’s.

This post was written by Cameron Sackett (not Tim) – you can probably tell because it lacks grammatical errors!

HR and TA Pros – have a question you would like to ask directly to a GenZ? Ask us in the comments and I’ll respond in an upcoming blog post right here on the project. Have some feedback for me? Again, please share in the comments and/or connect with me on LinkedIn.

How to be an Adult! An Employer’s Edition

Posted on March 19, 2018 by Tim Sackett

Don’t buy into the hype! “Oh, just do what you love!” That’s not being an adult, that’s being a moron! Just do what makes you happy! No, that’s what a child does.

“Tim, we just want to hire some ‘adults’!” I hear this statement from a lot of CEOs I talk with currently!

That means most of the people they are hiring, aren’t considered adults by these leaders. Oh, they fit the demographic of being an adult from an age perspective, but they still act like children!

I tell people when I interview them and they ask about our culture I say, “We hire adults”.

That means we hire people into positions where they are responsible for something. Because we hire adults, they take responsibility for what they are responsible for. If I have to tell them to do their jobs, they’re not adults, they’re children. We don’t employee children.

I think about 70% of the positions that are open in the world could have the same title –

“Wanted: Adults”.

Those who read that and got it, could instantly be hired and they would be above average employees for you! Those who read it and didn’t understand, are part of the wonder of natural selection.

How do you be an Adult?

– You do the stuff you say you’re going to do. Not just the stuff you like, but all the stuff.

– You follow the rules that are important to follow for society to run well. Do I drive the speed limit every single time? No. Do I come to work when my employer says I need to be there? Yes.

– You assume positive intent on most things. For the most part, people will want to help you, just as you want to help others. Sometimes you run into an asshole.

– You understand that the world is more than just you and your desires.

– You speak up for what is right when you can. It’s easy to say you can always speak up for what is right, but then you wouldn’t be thinking like an adult.

– You try and help those who can’t help themselves. Who can’t, not who won’t.

My parents and grandparents would call this common sense, but I don’t think ‘being an adult’ is common sense anymore. Common sense, to be common, has to be done by most. Being an adult doesn’t seem to be very common lately!

So, you want to hire some adults? I think this starts with us recognizing that being an adult is now a skill in 2018. A very valuable skill. Need to fill a position, maybe we start by first finding adults, then determining do we need these adults to have certain skills, or can we teach adults those skills!

The key to great hiring in today’s world is not about attracting the right skills, it’s about attracting adults who aren’t just willing to work, but understand the value of work and individuals who value being an adult.

I don’t see this as a negative. I see it as an opportunity for organizations who understand this concept. We hire adults first, skills second. Organizations that do this, will be the organizations that win.

The Motley Fool has a great section in their employee handbook that talks about being an adult:

“We are careful to hire amazing people. Our goal is to unleash you to perform at your peak and stay out of your way. We don’t have lots of rules and policies here by design. You are an amazing adult and we trust you to carve your own path, set your own priorities, and ask for help when you need it.”

You are an amazing ‘adult’ and we trust you…

If only it was so simple!

The Weekly Dose of HR Tech: Foresight – Workforce Planning Tech

Posted on March 13, 2018 by Tim Sackett

Today on the Weekly Dose I review workforce planning technology, Foresight.Foresight is billed as the world’s first Recruitment Forecasting technology.It creates an accurate forecast of hiring need across a specified tactical time frame.

About once a year I’m completely shocked and surprised by a technology and this is the case with Foresight. I told the Foresight team, and I’ll tell you, this is the most impressive piece of HR Technology I’ve seen in a long time!

Foresight was built by some corporate talent acquisition professionals that got sick and tired of putting out fires. What we know if TA has very little control over workforce forecasting it comes from hiring managers, CFOs, CEOs, etc. So, they built a technology that kept that in mind, and got them out of fighting the recruiting fires of ‘we need to hire 100 engineers in thirty days’, ‘oh, wait, we need to layoff 300 now instead’, ‘check that, hire 1,000 total across all functions’!

What I like about Foresight:

– The platform sends out an internal email to each hiring manager from the executive explaining what needs to take place, and takes them into the systems and walks them through a very short forecasting process (15 min.) set of questions (executive can also speak to the team via video as well).

– The process takes them through the main areas of: headcount planning, known active recruiting, potential growth needs, and interns/apprenticeships. Calculates everything in a roll-up, and gives the organization a predicted recruitment path for the next twelve months.

– Hiring managers have to follow the system, they can’t skip steps or change. They can leave comments to explain, but they have to put in something.

– Executives get updates on hiring managers not completely their forecast.

– The platform works off live, real-time data, as a position gets filled, everything is updated, someone leaves, another update. Real current recruitment needs are at your fingertips, across your entire organization. Update forecasts can be sent out monthly, quarterly, up to the organization.

– After hiring manager puts in the forecast, there is an approval roll-up that takes place, so when it all comes back to TA, the department is ready to go with full approval.

Basically, anyone in the organization, from TA leader to hiring managers, to executives, can get a list of every single role being recruited for and when that role needs to be filled.

I’m in love with this from the simplicity of how it works to how if used consistently it becomes a cultural driver around your talent strategy. Everyone is onboard and in the know of what’s going on. Clearly, this is an enterprise level technology. You probably don’t need forecasting tech if you’re hiring 100 employees a year, but 500-100,000 hires, across multiple locations and countries, you need this.

Well worth a demo if you find yourself in a very typical TA role of constantly starting and stopping, and not really having a great idea around what the organization needs to hire on an ongoing basis. Bad TA happens when you can’t get out of firefighting mode. Great TA happens when you have a plan and can go make real long-term strategies to attract great talent.

The Weekly Dose – is a weekly series here at The Project to educate and inform everyone who stops by on a daily/weekly basis on some great recruiting and sourcing technologies that are on the market. None of the companies who I highlight are paying me for this promotion. There are so many really cool things going on in the tech space and I wanted to educate myself and share what I find. If you want to be on The Weekly Dose – just send me a note – timsackett@comcast.net

The One Word Recruiters Use to Describe Themselves That’s a Lie!

Posted on March 5, 2018 by Tim Sackett

Did you catch the article on LinkedIn by Lydia Abbot, The Top 10 Words Recruiters Use to Describe Themselves? If not, go check it out. Lydia is a content marketer for LinkedIn and she puts out some good stuff based on inside data LI data.

In this piece, she basically gave us the Top 10 words recruiters use to describe themselves (based on LI data):

I’ve been a recruiter for a long or worked in talent acquisition for a long time. I think I would say most of these words are pretty good. I want my recruiters to be experienced, skilled, passionate, motivated, etc.

The number 1 word is “Specialized”, it’s also the number 1 word that recruiters describe themselves, that’s almost always a lie!

“Specialized” isn’t really a word recruiters want to use to describe themselves. It’s the word that “You” want them to use to describe themselves!

Here’s what happens. You have a super important opening to fill. The leader of that group wants to ensure ‘you’ don’t screw it up. Since you don’t have anyone on your team that ‘specializes’ in the function of this position, she wants you to use an outside firm. A recruiter who ‘specializes’ in the function of this position.

The reality is, there are a few actual recruiters who “specialize” in certain functions. My friend, Stacy Zapar specializes in filling corporate Recruiter positions at The Talent Agency. That’s all she works on. I know a guy in North Carolina who specializes in filling PCB Engineering openings in the Aerospace industry. Those are the only positions he works on, period. That’s specialization.

If you fill “IT” openings or you fill “Accounting” openings. You aren’t a specialist. You don’t have specialization.

Recruiters will tell you they are specialized because that is what you want to believe, but 99% of recruiters are not specialized. They might enjoy a certain focus, like Nursing, or Engineering, or Designers, etc. But those are still very broad fields!

Corporate Hiring Managers and Corporate Talent Acquisition want to believe the recruiters they are using, or the recruiters they are hiring, are specialized, but they’re not. It’s not that they’re lying, it’s that it doesn’t really matter!

My company mostly works on recruiting positions in Engineering and IT. The reality is we train our recruiters to “Recruit”. Give them an engineering opening and they’ll kill it. Give them a Human Resources position to fill and they’ll kill it. If you can recruit, you can recruit.

Does specialization help? It can, if the recruiter is truly specialized. If you have a pipeline of very specific talent. The reality is less than 1% of recruiters will ever even come close to true specialization, yet it’s the #1 word we use to describe ourselves!

So, what do you really want out of a recruiter if we don’t need specialization? Experience for sure helps. The reality is the best recruiters take an interest in the position, the hiring manager, the department, and the company. They’re passionate about the position and can convey that to candidates. Also, they have the skill to uncover and track down talent others can’t.

In recruiting, specialization is oversold and overrated. Whereas actual sourcing and recruiting skills are underrated because we as recruiters do a terrible job of showing how a skilled recruiter is better than an unskilled recruiter!

The Reason You’re Being “Ghosted” After Your Interview!

Posted on March 2, 2018 by Tim Sackett

Dear Timmy,

I recently applied for a position that I’m perfect for! A recruiter from the company contacted me and scheduled me for an interview with the manager. I went, the interview was a little over an hour and it went great! I immediately followed up with an email to the recruiter and the manager thanking them, but since then I’ve heard nothing and it’s been weeks. I’ve sent follow-up emails to both the recruiter and the manager and I’ve gotten no reply.

What should I do? Why do companies do this to candidates? I would rather they just tell me they aren’t interested than have them say nothing at all!

The Ghost Candidate

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Dear Ghost,

There are a number of reasons that recruiters and hiring managers ghost candidates and none of them are good! Here’s a short-list of some of these reasons:

– They hated you and hope you go away when they ghost you because, conflict in uncomfortable.

– They like you, but not as much as another candidate they’re trying to talk into the job, but want to leave you on the back burner, but they’re idiots and don’t know how to do this properly.

– They decided to promote someone internally and they don’t care about candidate experience enough to tell you they went another direction.

– They have a completely broken recruitment process and might still be going through it believing you’re just as happy as a pig in shi…

– They think they communicated to you electronically to bug off through their ATS, but they haven’t audited the process to know this isn’t working.

– The recruiter got fired and no one picked up the process.

I would love to tell you that ghosting candidates are a rare thing, but it’s not! It happens all the time! There is never a reason to ghost a candidate, ever! Sometimes I believe candidates get ghosted by recruiters because hiring managers don’t give feedback, but that still isn’t an excuse I would accept, at least tell the candidate that!

Look, I’ve ghosted people. At conference cocktail parties, I’ve been known to ghost my way right back up to my room and go to sleep! When it comes to candidates, I don’t ghost! I would rather tell them the truth so they don’t keep coming back around unless I want them to come back around.

I think most recruiters ghost candidates because they’re over their head in the amount of work they have, and they mean to get back to people, but just don’t have the time. When you’re in the firefighting mode you tend to only communicate with the candidates you want, not the ones you don’t. Is this good practice? Heck, no! But when you’re fighting fires, you do what you have to do to stay alive.

What would I do, if I was you?

Here are a few ideas to try if you really want to know the truth:

1. Send a handwritten letter to the CEO of the company briefly explaining your experience and what outcome you would like.

2. Go on Twitter and in 140 characters send a shot across the bow! “XYZ Co. I interviewed 2 weeks ago and still haven’t heard anything! Can you help me!?” (Will work on Facebook as well!)

3. Write a post about your experience on LinkedIn and tag the recruiter and the recruiter’s boss.

4. Take the hint and go find a company who truly values you and your talent! If the organization and this manager treats candidates like this, imagine how you’ll be treated as an employee?

Career Confessions from GenZ: What Does GenZ Want From You at a Career Fair?

Posted on February 14, 2018 by Tim Sackett

Career Confessions from GenZ is a weekly series authored by Cameron Sackett, a Sophomore at the Univesity of Michigan majoring in Communications and Advertising. Make sure you connect with him on LinkedIn:

Honestly, there is nothing more terrifying to me than a career fair! It seems almost like speed dating, where you have to make a lasting impression and a meaningful connection with someone in a matter of minutes. While I’m not sold on this option as a way to find potential jobs/internships, it is a great resource for most college students to find jobs.

Disclaimer: I have never been to a career fair, so my opinion is based on hypothetical situations. When I attend one, there are certain things that will definitely catch my eye.

1.SWAG: I honestly don’t care what it is, but I’m a “broke” college student and I love free things. Whether it be a notebook, lanyard, or even a dang pen, swag draws me in immediately. At the University of Michigan’s club and activities fair my friends and I will walk around for hours with the sole purpose of collecting as many free things as possible. My suggestion is to bring snacks to give away, slap a company logo sticker on the package and your set!. While this might not be as long-lasting as maybe a lanyard, I am way more likely to actually use it and therefore, think more fondly of your company!

2.PEOPLE: This is completely opinion based, but I personally feel more comfortable talking to women than men. Personally, I think that talking with a male fosters a more competitive atmosphere, thus making me nervous and less likely to approach a table. Now when it comes to women, especially in their 30s and 40s, I feel right at home. This is probably because my Mom is my best friend, but I would feel more comfortable approaching a table with a middle-aged woman at the front.

3.BRANDS: Obviously recognizable brands are definitely going to have a leg up on the competition. I’m going to be way more compelled approaching the Google table rather than a company I’ve never heard of. This is when you have to play the game by creating a cool/modern display (maybe with some technology) and bringing some sweet swag (free T-Shirts are golden for getting college students – especially if you incorporate the actual school logo). I believe the most important goal for less recognizable companies at a career fair is to be memorable and remembering the audience you’re catering to is vital to achieving this.

As I get closer to the impending doom of adulthood, I will probably have more experience with career fairs, so look out for part 2 in about a year! My biggest piece of advice is to remember the audience you’re working with: insecure, desperate, tired college students that want a job as badly as you want to fill your positions! And if you need anyone to try out some swag, I think I could help you with that 😉

HR and TA Pros – have a question you would like to ask directly to a GenZ? Ask us in the comments and I’ll have Cameron respond in an upcoming blog post right here on the project. Have some feedback for Cameron? Again, please share in the comments and/or connect with him on LinkedIn.

The Weekly Dose of HR Tech: @Great_Recruiters – Real Time Recruiter Ratings!

Posted on February 13, 2018 by Tim Sackett

This week on The Weekly Dose I review the Recruiter rating technology, Great Recruiters! Great Recruiters is not a yelp-type rating site type of technology. There are some on the market that do that now, but just like Yelp/TripAdvisor/etc. you run into problems with a free market unsolicited feedback sites.

Great Recruiters looked to take what we all want as Talent Acquisition Leaders and make it super simple and fast to gather data about recruiter performance from those who are actually being serviced by that recruiter. Not only does Great Recruiters measure recruiter performance, but it also measures your candidate experience in a real, timely way.

The technology is built to use with any sized recruiting team in virtually any type of recruiting – Corporate, staffing, RPO, you name it. If you have a team of recruiters or one recruiter, you can get feedback instantly from candidates on how your recruiters are doing. Great Recruiters allows you to gather recruiter insights from known candidates (candidates you know the recruiter is working with) and also gives each recruiter a unique url to gather feedback more broadly.

What I like about Great Recruiters:

– Recruiting leaders get a dashboard of their entire team with easy access to all the feedback on each recruiter. In fact, both the TA Leader and the Recruiter get an instant notification when new feedback arrives.

– Great Recruiters gathers both solicited and unsolicited feedback. The first one is what you think, it’s the one-to-one candidate to recruiter relationship. The recruiter works with a candidate, you can easily see that in your ATS, and a survey is sent out to the candidate. The technology also allows you to gather unsolicited feedback as well through a unique url. Maybe you have a recruiter at a career fair and you want to measure that experience.

– Great Recruiters measures five key traits on each recruiter: Are your recruiters Genuine, Responsive, Experienced, an Advisor, and Transparent. 1 to 5 scale, 5 being the best. If your recruiter averages a certain level they can obtain a Great Recruiter rating badge to use on their social profiles.

– There is also a box on each survey for freeform comments, and the data shows that roughly 60% of candidates will add comments. Plus, it also asks each candidate if they have anyone who they would like to refer to the recruiter, with the hope being a great experience will lead to more referrals.

– Great Recruiters does one more really cool thing. Within the dashboard which each recruiter has access to, for their own data, they also have access to a “Knowledgebase” which is a learning tool where your recruiters can capture their best practices and share them within the team.

I feel in love with this technology because I don’t know of one Talent Acquisition leader that is responsible for a team of recruiters who wouldn’t want to use this immediately! It’s the ultimate recruiter performance/feedback tool, that will drive better candidate experience. Plus, it’s a Detroit-based team that put it together!

Clearly, if you run a team of recruiters, let’s say 10+, this is something you need to demo. If you run teams of recruiters at 100+, I would demo and implement as soon as possible, because here’s what I know. About 10% of those recruiters on big teams are just cruising and your managers have no real data to turn them over. This tech will drive recruiter behavior and performance in a way you don’t have currently.

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The Tim Sackett Project

TA & HR Expert, Dad, Backup Point Guard on my over 40 men's team

Category Archives: Recruiting