The Fight Club Recruiting Rules!

Great talent and great hiring are about getting the best candidates to respond to your messaging. It’s our reality as talent acquisition professionals that we have candidates who apply to our jobs, some of whom might be great. We also have to go out and find great talent and find ways to get them to respond to our overtures.

It’s the number one job of every talent acquisition professional. I would argue it might be the only job of talent acquisition. Get great talent to interact with you!

The first rule of Fight Recruiting Club is you need to get candidates to respond!

The second rule of Recruiting Club is you need to keep trying to get talent to respond to you until they actually respond. Wait a second, Tim! You mean we have to reach out to a candidate more than once!? I mean, if they don’t respond to me after my first outreach, that’s their loss! No, it’s your loss! You need that talent!

The third rule of Recruiting Club is you need to interact with candidates in themedium they are most comfortable with. I like it when you text me, most people do. It gets a high response rate. Some folks like email, phone calls, Facebook messenger, handwritten notes, etc. Find all the mediums the candidate likes, not your favorite!

The fourth rule of Recruiting Club is it’s not about you. It’s about them! “I’ve got a great career opportunity for you!” How do you know what I want? Stop assuming you know what I want when you don’t. How about you first to get to know me a little. I mean, you don’t ask someone to marry you on the first date!

The fifth rule of Recruiting Club is….(there are ten in total, click through to the rest of my post over on Saba’s Blog)

The Weekly Dose: @Fountain_Inc – Hourly Recruiting Reimagined

Today on The Weekly Dose I take a look at the hourly recruiting technology, Fountain. Fountain is a technology designed to make high volume hourly hiring more efficient, easier, with higher quality.

The reality is most HCM-based Applicant Tracking Systems are not designed for high volume hourly. They are designed mostly to process requisitions for a salaried workforce. Candidates who will sit at a desktop and be willing to jump through hoops and take a bunch of time following each step.

Hourly workers, the vast majority who will only access the internet via their mobile device, will not jump through a bunch of hoops and have the patients to follow a long process. Thus, most organizations that have a high volume hourly hiring component tend to find a workaround to their ATS or go out and find technology, like Fountain, that can fix their hourly hiring inefficiencies while still getting the data they need into their HCM for onboarding and payroll.

What I like about Fountain:

  • A mobile-based hiring process that makes it super easy and quick for an hourly candidate to apply and show interest. We don’t want a system that eliminates or discourages candidates to apply, we want them all to apply, and then let the technology screen and sort the best ones for us, which is what Fountain does.
  • Built-in programmatic like functionality that allows you the TA team to boost specific jobs that aren’t having the candidate flow they need to meet your recruiting plan goals.
  • Candidate communication via email and SMS, ability to communicate with groups of candidates at once through the entire process right from the platform.
  • Fountain can automatically begin video screening candidates as they match certain criteria you need for each position, reducing time to fill dramatically.
  • Simple Collaboration between applicant and hiring managers as many organizations with multi-locations have on-the-ground managers who do their own hourly hiring. So, great for franchise-type environments as well.
  • Fully integrates with your HRIS and Payroll for easy onboarding of hourly hires all within the same recruiting process flow.

Why do I need a system just for hiring hourly workers? 

That’s the big question, right? Quite frankly, you wouldn’t if the ATS you had was designed to actually be a benefit to you for high volume hourly hiring, but most are not. While they will say they are mobile-optimized, they are not built mobile-first. They were not built to have someone apply in a minute or less, verse twenty to thirty minutes.

Hourly workers have shown they are unwilling to “register” with your ATS before applying, and then click from screen to screen in what seems to be an endless maze of a process. They want to pick up their phone, show you they are interested, and almost instantly see if you have an interest or not. If you don’t have that, they’ll go apply to someone else that will. Speed, in mass-volume hourly hiring, is critical!

I recently witnessed an hourly worker apply, get screened, and have an offer of employment in 18 minutes! This hourly candidate had a job in 18 minutes! Why do you need a stand-alone hourly hiring platform? Because your competition is getting the best talent before you even see them.

Fountain is definitely worth a demo. It’s amazing to see how fast a recruiting process can work when you have the right technology in place. It’s all about getting high quality, fast, and Fountain delivers.

The New Normal for Hiring Hourly Employees!

Not many of us are actually doing a ton of hiring right now. How do I know? There are 25 million people who applied for unemployment! That means there’s probably another 75 million that are currently under-employed or utilized.

This means that when we all get back to the ‘new normal’ of working, a bunch of stuff is going to change! How we attract, select, onboard, etc. can not be the same as what we did only sixty to ninety days ago.

Hourly hiring has always been a very “hands-on” endeavor and we must change that! My good friend and Recruiting Expert, Madeline Laurano has done a major research project looking specifically at hourly hiring. I’ve been spending time interviewing TA and HR leaders on the changes they are planning moving forward, and we are going to share with you all of those ideas and strategies!

Join us for a free Webinar on Tuesday, May 12th at 1pm EST: The New Normal for Hourly Hiring: 5 Strategies TA Leaders Must Consider Moving Forward! 

I’m so excited to have this conversation and share the information that Madeline and I have found! It’s always a great time just talking shop with her, and this is a topic we are both passionate about.

Thank you to the great folks over at Get.Fountain.com for sponsoring this and allowing us to present this information. Fountain is an easy to use Hiring Software trusted by the world’s leading companies. Source, screen, and onboard your hourly workers, giving them a great experience without all of the physical high-touch!

Your Hosts with the Most!

The First Rule of Recruiting!

Sometimes we go so far into the weeds in recruiting we forget what is really important.

We have to have a brand!

We have to have an ATS! Or a new ATS!

We have to have a CRM! What the hell is a CRM!?

Our job descriptions need to be better!

Our career site sucks! Don’t they all!?

We need to relaunch our employee referral program!

There are literally a million things you could focus on in recruiting and you still would have a list of crap you never even got to.

You know recruiting isn’t difficult. It’s not like we’re trying to launch the space shuttle. Recruiting is finding people for your organization. People are everywhere. We just need to talk them into coming to work for our organizations.

It’s the first rule of recruiting – Just let people know you’re hiring.

We make it so difficult when all we have to truly do is let people know we actually want to hire them. Do you have any idea how many people would really want to work for your organization, but they never know you are hiring or were hiring?

Recruiting is really only that. Just letting enough people know that you want them to work for you until you’ve reached the right people. It’s okay that you will reach some you don’t want. That’s part of the game.

To reach the people who you want, and who want you, you have to let a lot of people know you’re hiring.

Letting people know you’re hiring goes beyond your career site. It goes beyond job boards. It goes beyond employee referral programs. It’s a philosophy throughout your organization. It’s about an understanding that you want everyone to know that you’re hiring.

Most organizations don’t do this. It’s a combination of issues, but mostly it’s a conceited belief that letting people know you’re hiring seems desperate. That we are too good of an organization to let everyone know we are hiring, because we don’t want everyone, we only want a few.

This is why most talent acquisition departments fail. Simple conceit.

Great recruiting isn’t conceited, great recruiting is about being humble enough to let people know you want them, that you really want them. At the end of the day, that’s what we all want. To be wanted.

Transform Recruitment Marketing Conference – June in Boston!

June 2-4, 2020 the Transform Recruitment Marketing conference will be back in Boston, and I will again be the Emcee for this event! You can use the code “TIMROCKS” for a 10% discount to the conference!

I’ve been a part of Transform from the beginning, I believe this is the fifth Transform. All I know is we started on the Recruitment Marketing bandwagon super early! In those early days, it was all about branding and CRM technology. Since then, we’ve seen the growth of an entire Talent Attraction industry, that includes programmatic job advertising, hyper-personalization for candidates, the rise of video, the evolution of content marketing in candidate attraction and nurturing, and so many other marketing concepts that have found their way into recruiting!

The reality is we went from Employment Branding to Recruitment Marketing in a blink of an eye, and it just keeps growing. Most Fortune 500 organizations now either have a team of Recruitment Marketing pros on staff or use an outside vendor to help them support their recruitment marketing efforts.

Why I love Transform Recruitment Marketing Conference? 

  • It’s not just high-level strategy, but in the weeds, tactics being taught by other corporate recruitment marketing pros who are doing what you’re trying to do!
  • Keynotes that are different. We’re used to a certain type of keynote at HR and Recruiting conferences. Transform always brings in folks I have never heard of that blow me away. In fact, we had Mel Robbins before Mel Robbins was Mel Robbins! Hell, I take credit for Mel Robbins becoming Mel Robbins! (not really, but a little!)
  • We’ve developed a community of corporate Recruitment Marketing Pros and Leaders. This alone, the ability to build your network of like-minded folks, is worth the price of admission!
  • No pitches, just ideas. The conference was built around this idea of how do we raise the game of recruitment marketing, regardless of your tech stack. If we all get smarter, the decision of tech to use will play itself out in the appropriate way.

So, put it on your calendar now and sign up to send your recruitment marketing pro and/or team to Transform!

Click Here to Register and See More Information! 

Would You Be Willing to Guarantee a New Hire One Year’s Worth of Pay and Benefits?

“People don’t want more choices. They want to be more confident in the choices they make.”

– Scott Galloway

It’s hard to hire not because there isn’t enough talent. There are all kinds of talent. In fact, there has never been a time in our lives where it’s been easier to actually find that talent and connect with that talent!

The technology and access we have to candidates have never been better. So, why is it so damn hard to hire!?

Candidates are fearful of making a bad decision. I might not love my current job, but at least I know what I have. I know the good and the bad. If I move and make a change, I’m not 100% sure of what I’m getting myself into.

So, would your organization be willing to take that fear away from me? 

Just take it clean off the table. If you take our job, we know it’s a stressful decision, we’ll sign a contract where we will play you a guarantee one year’s salary and benefits, no-fault. Meaning, at any time in the first year, if you, or we, decide this just isn’t working out, we’ll pay you the balance of that first year’s salary. It’s a no-risk offer to come to work here!

Would you do that? Why or why not?

If we do our jobs really well, in terms of sourcing, screening, assessing, vetting, and selection, this is really a low-risk proposition for the company, and it might actually help us land some of the best talent that is just a bit more conservative in their decision making. Think about who is naturally conservative in their thinking? Engineers, highly intelligent, logical people like scientists of all types, medical professionals, accounting types, legal types, etc.

You know those hard to land hires!

The dirty little secret of doing something like this is it’s basically almost no risk because most professional hires, given a proper courting process, don’t leave within twelve months. You wouldn’t do this with high volume hiring, but you could do it with your hard to find, low volume hiring.

What do you think? What am I missing? Why would our executives support this or hate this? Hit me in the comments.

Recruiting Facts: People Actually Like It When You Want Them…

If I hear one more person tell me that candidates don’t like phone calls, I’m going to shove a phone up your…

I’m not the smartest cat, but I know a couple of things.  Here are a few things I know:

1. You can’t taste the difference of well Gin and high-end Gin after 4 Gin and Tonics.

2. French Fries, Onion rings and Tator Tots taste great fried and taste awful baked.

3. Great tasting chocolate is the reason women can be single. (okay, I stole that one from my wife!)

4. Candidates with car trouble are lying.

5. People like to be told that you want them for a job! It’s flattering. It makes them feel important. It makes them feel valued. They love to listen to what you have to say, regardless of how satisfied they are in their job.

If I called you right now with a job that was something you have always wanted, guess what would happen?  You would call me back. You would call me back almost instantly. You would run out to your car, telling the receptionist on the way out you have an urgent personal call, to hear what I have to say.

Those people. Those thought leaders. Those idiots, who are telling you candidates don’t like phone calls are LIARS!

Why are they lying to you? Here is why I think they are probably lying to you:

1. They are lazy and hope the internet will solve all of their problems.

2. They are hoping to talk the world into believing you never have to make a phone call to get a job.

3. They are scared.

I did a survey where I asked 100 people, mostly millennials, (all potential candidates, since all people are potential candidates) if I called you with your “Dream Job”, would you either pick up my call or call me back?  Would you like to know the results?

100 out of 100 said they would pick up my call or call me back! 100%!

Recruiters who say candidates don’t like phone calls are not recruiters, they’re administrative professionals. Pay them accordingly.

The #1 Holiday Gift For Recruiting and TA pros Worldwide!

When I worked at Applebee’s in HR we talked about terminations as giving someone a “gift”. Every time I tell someone this, they kind of chuckle. “Yeah! Great ‘gift’ I get fired!”

Of course, there’s an explanation.

Imagine you are working in your dream job (whatever that job might be). You love your job. You love the people you work with. You feel valued. You do great work. The hours work well for you. The location works well for you. You have a really good balance. You are in your dream job.

Now, imagine the opposite. You hate your job. You can’t even stand getting out of bed in the morning, knowing you have to go to ‘that’ job. You don’t like the people you work for. You can’t stand your leadership team. It’s too far away from home. Nothing seems to be right. As such, you probably aren’t giving 100%. You probably aren’t performing at your best. You will probably be fired.

The person who is miserable and not performing in their job needs a gift. That gift is we stop kidding ourselves that this will work out and we terminate them so that they now have the time and motivation to go find that dream job! A job they love! We all deserve that gift! Our life is so much better when we are working at a job we love. It’s a true gift.

So, what’s the #1 gift for Recruiting and TA Pros!?

No, it’s not to terminate them!

It’s to buy my book! The Talent Fix! Yay! It’s back in stock over at Amazon just in time for the holidays, and you can order it in bulk right now! If you want to buy signed copies for your team – send me a note (timsackett@comcast.net) and we can work out the details! I’ll even personalize them with funny messages if you send me what you want to say!

Dear Tina,

I can’t think of a more amazing recruiter who has ever graced the

earth. The world is a better place because you’re in it. Last night, 

I wept with joy from the idea of “you”! 

Tim (but really fancy signature type “Tim”)

You like what I did there!? 😉 It’s really the gift that keeps giving all year long!

Also, you should probably fire some folks who aren’t performing well and hate their job! They will not consider it a gift in the moment, but if they are lucky enough to find that awesome dream job, a job they love, eventually they might come to see it as the best gift they were ever given!

BREAKING NEWS: Symphony Talent Acquires Smashfly! @symphonytalent_ @Smashfly

Well, the M&A activity in the TA Technology industry doesn’t seem to be slowing down as this morning Symphony Talent announced it has acquired the recruiting CRM technology platform Smashfly. You had a feeling that something was going to happen as you began to see the major recruiting CRMs in the industry align themselves with core ATS or enterprise HCM recruiting modules.

3 Big Questions about the acquisition of Smashfly by Symphony Talent? 

1. Who the heck is Symphony Talent? 

I know some of you are asking that because Symphony Talent is the biggest name in the industry! Symphony Talent is the ATS built by Hodes a few years ago, and the first and only ATS that has built-in Programmatic advertising ability. Maybe a bit ahead of the game, when it was launched I was really impressed with what they had. Their CEO, Roopesh Nair, is a super-smart dude that has major passion around the TA industry.

2. Does this merger of brands make sense for both Smashfly and Symphony Talent?

It does because what I am seeing from organizations that truly care about attracting better talent is you better have an end to end recruitment platform that includes a core ATS at the center and a great recruitment marketing platform on the front-end. With this marriage, you also get the strength of Symphony’s industry-only builtin programmatic engine.

3. Will this integrated platform be able to gain market share in the industry?

That’s really the biggest question. For how advanced Symphony Talent’s technology was in the ATS space, they struggled to sell it, mainly because it probably seemed too advance more most corporate TA leaders.  CRM tech is also very advanced and complex and the reality is Smashfly was probably the best in the industry at selling CRM by making it not seem as complex. So, great tech and great marketing/sales should work for these two brands, in my opinion.

What would I do if I was Roopesh? 

To be fair, I’ve met Roopesh a couple of times and I’ve really enjoyed those conversations and his knowledge of the talent acquisition industry. The reality is Smashfly is a great brand because they’ve been great at marketing, and I would drop the Symphony Talent brand, adopt the Smashfly brand, and built out the integrated platform.

To me, you run with a better-known brand, that has a solid reputation in the industry and use that to sell the full end-to-end recruitment platform. Most enterprise HCM users are stuck with vanilla recruiting modules who can’t buy an ATS but can buy recruitment marketing. It just makes sense for them to buy a recruitment marketing platform that just happens to have an ATS built-in!

This opens up their ability to sell to SAP, Oracle, Workday, Infor, UltiPro, Ceridian TA shops, as well as chip away at the best of breed market currently owned by iCIMS, Greenhouse and SmartRecruiters in the mid-enterprise market.

To be perfectly clear, Roopesh didn’t call me and ask, but he has my number if he needs it! 😉

Who are the best companies to work for? And why?

I don’t put much stock into “Best Company to Work For” lists. That said, the data provided by Universum in there World’s Most Attractive Employer Report is pretty cool and gives you some insight on how you can help move your organization in the right direction.

What’s wrong with the best places to work lists?

  1. It only measures those employers who actually do the work to be considered for the list.
  2. It’s based on data that someone, other than yourself, decided was criteria for being a great place to work. And that might not align with what your org considers to be a great place to work, or the talent you market to, etc.

All that being said, I find that organizations, every single one who tries out for these lists, probably care about their employee and candidate experience at a pretty high level. Are they really the ‘best’ place to work? I don’t know, but they’re trying and that’s more than most of us can say!

So, who are they?

So, you can already see the bias, right? Tech, Business services, big brands. There isn’t one company on the list you haven’t heard of. Doesn’t that seem strange? You mean in the top 50 companies in the WORLD, there isn’t one company we haven’t heard of who is just great? Well, it’s the “World’s 50 Most Attractive”, so the one thing about being “attractive” is you’re probably known, when it comes to lists like these.

What makes you an “Attractive” employer? 

1. The ability to have high future earnings (you can make a lot of money) – 49.1%

2. You’ll get professional training and development – 43.8%

3. The job is secure (you won’t get laid off) – 39.1%

4. Working for this brand will help your career in the future – 38.8%

5. You have the ability to be creative – 38.7%

6. The company is successful within the market they compete in – 38.5%

7. The company encourages you to go home once in a while – 38.2%

8. You like the people you work with – 38.2%

9. You have leaders who support and they know how to develop talent – 38%

10. Competitive base salary – 37.6%

Anything pop out at you from the list?

What about #1 and #10? Oh, so, really base salary doesn’t mean anything, as long as I make a lot of money from what I’m doing!?! Turns out we release research and data for a reason. If you’re trying to sell employer branding software, it’s important for employers to understand it’s not about how much you pay because at that point you don’t need a brand, you need to pay the most.

But, it’s not what this data says. Like all modern research around this topic, what you make, is significantly more important than things like ‘being developed” and having “challenging work”. The person has to know and understand that financially this will work out very well for me, and then, all the other stuff becomes important once that question is satisfied.

You can not act like the most important thing on the list (#1 – High Future Earnings) is really that different than the last thing on the list (#10- competitive base salary). Those things are married at the hip if we have any inkling about basic compensation theory on where someone starts their career in base salary vs. the impact that has on future earnings, in the millions of dollars, going forward.

Let’s face it, as an employer you want to be able to deliver each of the ten things on the list in a really good way. If you do, you will not have trouble attracting talent or keeping your best talent.