T3 – Pimp My Job Descriptions

Posted on May 3, 2016 by Tim Sackett

I think there is one thing we all still agree on, most job descriptions flat out suck! This leads to a conversation around job descriptions versus job postings. HR pros will say job descriptions are boring because a job description is a legal document. That can be debated, but it’s why most job descriptions are boring and awful and don’t work in attracting candidates!

This is how most technology is developed. Something sucks and a technologist believes they can build a better mouse trap.

Right now most boring job descriptions are ‘jazzed’ up by outside marketing and design firms that charge you a ton and basically give you either a branded template that looks the same for all job descriptions. This is similar to dropping a SmartCar engine into a Porsche. It looks great, but its still crap on the inside!

The other thing they do is basically take your job description and totally build a microsite for that position. It looks like it’s own mini-website. This is ideal but usually very expensive. Many of the new Recruitment Marketing technologies are now doing this for a fraction of the cost.

Then along comes two new technologies that basically take your boring, stale job descriptions and make them exciting and fresh for a really low cost!

These two companies are GoSizzle.io and ViziRecruiter. I’m not writing them up separately because they virtually do the exact same thing for the a very similar price. You send them your lame job description and they give you back a landing page that is fully branded, interactive and professionally designed. For pennies on the dollar that you would spend working with a big design firm to do the exact same thing.

Both have similar metrics to show that their visual stimulating microsites will drive up to 40% more traffic to your postings. These technologies also use machine learning to recommend to you better wording for higher SEO and higher levels of engagement from job seekers.

After uploading your job description you basically get back a hyperlink URL that you can use to socially recruit on Linkedin, Facebook, Twitter, etc. For those organizations that do a lot of outbound recruiting this can be highly valuable.

If you’re mainly a post and pray shop (which most organizations are) I think this technology won’t necessarily do a lot for you. The one weakness both systems have is that while these microsites drive candidates back to your ATS process, they really do nothing for anyone who is visiting your career site and searching your jobs, or for candidates finding your job on Indeed or a job board.

This ATS integration is critical, and both are working on finding ways to make this happen. I expect some of their larger customers will help get this done soon. I’m somewhat surprised that ATSs haven’t picked up on this technology already and integrated it into their own systems. That would be ideal!

Check out both GoSizzle.io and ViziRecruiter. What they do for your job descriptions is 1000% better than what you have right now, and well worth a look, especially for the price!

T3 – Talent Tech Tuesday – 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 T3 – send me a note.

True or False: Corp Recruiters Fear Agency Recruiters

Posted on April 29, 2016 by Tim Sackett

True or False? It’s a common belief, in most Talent and HR circles, that most corporate recruiters fear agency recruiters. Go ahead and argue if you would like, but it seems a little silly.

The reality is, true recruiting professionals don’t fear amateurs.

It’s like a really great professional Photographer. They charge money because they offer something someone is willing to pay for. Professional photographers don’t fear the mom at the soccer game with her $2,000 dollar camera and $5,000 dollar lens. Who cares that you have the equipment if you don’t know how to use it!? Pros don’t fear amateurs.

So, if you are a really good corporate recruiter who knows how to really recruit, agency recruiters don’t scare you, because you know your stuff! That’s the problem, though, right? The reason so many people feel the title of this post is true is because we all know so many corporate recruiters, who really don’t know how to recruit. They aren’t pros, they’re amateurs. Amateurs fear professionals when it comes to meeting head to head in competition.

The best professionals love it when a talented amateur tries to play at their level. These types of individuals help to push both parties to do the best work they can. Or, at least, they should! A great agency recruiter should push an average corporate recruiter to want to get better. An amateur agency recruiter will starve, that’s why you only see amateurs in the agency ranks for a very short period of time. If they aren’t good, they don’t eat! That is why on average, agency recruiters tend to have more recruiting skills than corporate recruiters. Agency folks aren’t full salary. How they have compensated forces them to have better skills, on average.

So, how do corporate recruiters ensure they become professionals? Well, I love Malcolm Gladwell, so I’ll steal a little of his 10,000-hour concept. You must make yourself a true recruiting professional! You need to invest time and development in yourself, in the recruiting industry, to become a pro. That means as a corporate recruiter, you focus on recruiting, not becoming an HR Pros. What?! Most corporate recruiters are corporate recruiters because that’s their path to get into a straight HR position. Their endgame is not recruiting, it’s HR. That’s a problem because they are not fully vested in the recruiting game. This is an amateur move.

Your reality is, those who get promoted are usually professional at something. Become a great recruiting pro and the powers-that-be will take notice, and you’ll find yourself in positions you never thought possible. True professionals don’t worry about promotions, they worry about becoming a better pro at their craft.

The next time you start feeling yourself pushed by an agency recruiter, don’t curse them for what they do, embrace them for what they push you to become — a better recruiter.

7 Words Mathematically Proven to Get You More Hires!

Posted on April 25, 2016 by Tim Sackett

Wired recently worked with OkCupid and Match.com to find out which words were used on the most popular dating profiles on their sites. Millions of data points were done for this data analysis and they came up with the most popular 1000 words. What they came up with were the exact words to use in your profile descriptions to get the most clicks.

I’m going to take this one step further and say if these words attract singles to another single, I’m quite certain they would attract a job seeker to a job. My theory being singles are also job seekers. Okay, I hear you, just because some words might attract one person to another person doesn’t mean those same words will attract a person to a job – but it might.

It is my belief that we can totally re-write Job Descriptions in a way that is a lot less HR’ish, and much more real, which will make more people want to work in the jobs you have. Here is one I put together for hiring a Recruiter for my staff. The positive is, it lets us in HR get our ‘creative on’.

Let ‘s give it a shot. I’ll give you 7 categories of words that were mathematically proven to get more ~~dates~~ hires:

1. Active Words: Yoga, Surfing, Surf, hiking, athlete, etc. These words were popular because people want to be associated with things that are good for them. Do you highlight active things you do at your organization in your job descriptions?

2. Pop Culture Words: 30 Rock, The Great Gatsby, Homeland, Arrested Development, The Matrix, The Big Bang Theory, The Hunger Games, etc. People want to work with an organization that has a personality. Pop culture references in your JD give you a personality.

3. Music Words: (FYI – some of these could also be considered Pop Culture) – Radiohead, Nirvana, live music, guitar, instruments, etc .Does your organization have a musical preference? Why not? Maybe you’re a little country, maybe you’re a little rock and roll, either way, it’s alright to let candidates know!

4. Calm Words: Ocean, meditation, beach, trust, respect, enjoy, planning, dedication, openness, etc. Words that project a feeling of safety and security. In today’s employment marketplace, don’t discount the value of your jobs based on how calm and secure the work is. Anxiety is at an all-time high. Having the ability to say “we’ve never laid off in our history!” could pay you huge dividends.

5. Food Words: Chocolate, cooking, foodie, pizza, sushi, breakfast, etc. Food is a gathering and sharing point in most cultures. If you do food related things in your work environment it brings all of your people together. Everyone eats. Not everyone will do Yoga or want to watch movies. Chili cook-offs, company happy hours, Donut Fridays, etc.

6. Descriptive Words: Creative, motivated, confident, driven, passion, awareness, etc. Most HR pros see JDs as a means to an end. They’re a legal necessity. We should be looking at them as mini-commercials for our jobs. I would love to see a company go full video JD – nothing written, just watch our Job Description. 60 seconds of someone telling you what this job is.

7. Spontaneous Words: Tattoos, F*ck, wasted, kissing, puppies, sucking, lucky, etc. Words that most people would never expect to see in a JD. This word has absolutely no usefulness in a JD – that’s exactly why we put it in there. It might not attract an older conservative candidate, but it might be just what a newer generation is looking for.

I’ve never met a senior executive that had a problem with any job description I wanted to write – not matter how bland or how crazy. That being the case, why do we continue to write JDs that put people to sleep?

The Most Powerful Talent Attractor

Posted on April 21, 2016 by Tim Sackett

We make talent acquisition much harder than it needs to be. We focus on things like employment branding, candidate experience, recruitment analytics, etc. All important stuff, but a lot of this focus takes away from what’s really basic and critical to being great at acquiring talent.

At its core, the most powerful talent attractor is simply just being desired.

This might seem ultra-simplified to you, but it’s not. Think about yourself for just a moment.

When you get a call from a recruiter, yourself, about going to work someone place else, doesn’t that feel really good? No, I mean, REALLY, good! “Oh my gosh, you guys, I got this call today, from ABC Company, and they tried to recruit me! I was like, heck no, I’m great here, but I thought it was funny, they wanted me!”

We Love to be wanted! It’s a basic natural feeling and emotion.

The key to great talent acquisition is getting your team and your organization to understand this. If TA would act more like the nerdy guy trying to get a date, and less like the super pretty girl acting like being interested is the farthest thing from her desire, we would be so much more successful!

But, we don’t. We act like candidates should want us. Not we should want them.

Now, imagine that same recruiting call to yourself. This time instead of the company wanting to recruit you, they actually say, “well, we’re not interested in you, but wanted to see if you could refer someone else at your company.”

How would that fell!? It would feel awful and you would be pissed!

We want to be wanted. We wanted to be desired.

If you can get your recruiters to have that mindset, you’ll be amazed at how much easier it is to pick up the phone and talk to candidates. If we all just truly understood that the candidate on the other end of the phone was just like us, they just want to be wanted, recruiting them seems like a breeze.

“So, you mean I don’t treat them like I’m doing them a favor by talking to them?”

Now you’re getting it! Treat them like you really hope they’ll go on a date with you! Just don’t actually ask them for a date! Just think about your own personality in these terms of how you’re communicating to the candidate.

#SHRMtalent – Is This a Recruiting Conference?

Posted on April 20, 2016 by Tim Sackett

I’ve been pretty outspoken throughout the years about the lack of great Talent Acquisition conferences on the national stage. There are some great local and regional recruiting conferences, like Recruit DC, Talent 42, Minnesota Recruiters and, of course, the Michigan Recruiters Conference.

I really love the folks at SourceCon, and they do a great job, but for many corporate talent acquisition pros, SourceCon can get really way too far into the weeds, and most will feel intimidated by what’s being discussed. ERE continues to trip over themselves and hasn’t never fully turned itself into that national TA conference.

This is my first time to SHRM Talent and I have to say SHRM is well positioned to create something really big for corporate Talent Acquisition leaders and pros!

Much of the content was on the same par you would find at any of the top recruiting conferences around the world. Of course, I’m doing a couple of sessions and people were highly engaged, asking great questions. Some of the others here include:

Johnny Campbell from Social Talent who had another super engaged session!

Chris Hoyt, the Recruiter Guy, sharing great information on Candidate Experience!

Dee Ann Turner, head of talent for Chick fil a, one of my favs, and say what you want about them, they hire super nice and friendly people, consistently, at every location I’ve ever been in.

Great Keynotes by Jim Knight and Kat Cole – again solid, solid, speakers and talent pros.

Chloe Rada, Recruitment marketing at Sodexo, talking employer branding.

And just a ton more talent practitioners sharing really solid information.

These are people you would expect to see at the top TA conferences in the world, challenging people with some really innovative ideas and best practices.

Of course, in a large national conference, you need content at all levels, so all of it won’t be for everyone. I’ve come to grips with that. I sat in a session and found myself wondering ‘how the heck did this person ever get picked to come to a TA conference?’ When you have 50 plus speakers, not everyone is going to be for every attendee.

But, for the most part, I’m thoroughly impressed with what SHRM put on, and you all know I don’t normally say that! There were around 1400 attendees at SHRM Talent, and I really thing SHRM can position themselves as the premier TA conference in the world, just as they’ve positioned SHRM National as the premier HR conference in the world.

What are the next steps for SHRM Talent, in my opinion?

They need a technology track – TA corporate pros are hungry to learn more about what technology can do for them.
They need a few more hardcore recruiting, sourcing speakers. Some folks who will get into the weeds for those who desire that.
I would love SHRM play around with session times. An hour and 15 minutes is your parents conference presentation. Most attendees, now, would prefer TEDx style presentations. This becomes a logistical issue, but I think if you move speakers and not attendees, they could test some of these things. No one wants to sit for 75 minutes and hear speakers drone on.

I’m leaving Orlando encouraged about SHRM and the direction of SHRM Talent. Corporate Talent Acquisition is in desperate need of a great conference and SHRM might actually be able to fill this need for the future!

T3 – Boon

Posted on April 19, 2016 by Tim Sackett

This week on T3 I take a look at Boon. Boon is a new talent crowdsourcing marketplace. Basically, Boon is a referral marketplace for sharing relevant opportunities with your personal network. Ther are some others in this space, that do it a bit differently, but it’s basically a recruiting disrupter that cuts out the middle man.

Boon is set up a bit differently, by allowing agency and independent recruiters to set up a profile and work within their system as well. This would allow a recruiter, or any employee, to refer their ‘network’ to your openings. The real goal though is to allow anyone to do this kind of referring.

Membership is free, both for companies and for the individuals who sign up to refer candidates. If the employer hires someone via Boon, it’s billed $5,000. Boon then takes a 10% cut—and passes $4,500 to the member who made the referral.

5 Things I like about Boon:

1. Boon uses a matching algorithm to automatically match your network with jobs on their platform, so you don’t have to do the work. It then shows you who might be a good match, so you can decide which ones you want to refer easily

2. You could easily use Boon as an internal employee referral program. From the dashboard you can input all of your employees, they can decide if they want to tap their own networks, but the system makes it easy to share and match their company jobs to their networks, plus it also eliminates tracking and paying out of referrals.

3. From the referral side, Boon, auto tracks your referrals and the dashboard shows you where your referral is within the process, so you don’t ever have to wonder what happened to that person you referred.

4. Boon takes 10% off the top of the referral to the referring person, the company pays Boon directly. Currently, the Boon referral is $5000, but soon a company using Boon for employee referrals will be able to customize that amount as a percent of the hiring salary.

5. Boon also allows organizations to post their jobs privately, to only your employees, or publicly to all Boon users, in case you wanted to give your employees first shot at referring a friend or peer.

Boon is really simple to use and upload job descriptions. The matching technology to the referring user’s network sets it apart from similar technology on the market. Well worth taking a look, especially if you don’t have any technology for employee referrals, this could be a very inexpensive alternative!

The Best Recruiters are Competitive, A Hypothesis

Posted on April 14, 2016 by Tim Sackett

I’ve worked in recruiting and HR for about twenty years. At this point in my career, I estimate that I’ve hired about 100 Recruiters.

I’ve hired recruiters that come from almost every environment and education. I’ve gone the Enterprise Rent A Car route and hired college athletes. I’ve gone to colleges and hired HR graduates. I’ve hired seasoned recruiting veterans from both agency and corporate. I’ve hired uneducated individuals from service backgrounds. I’ve hired specific practitioners who have deep knowledge of what they’re recruiting – nurses, IT pros, etc.

None of these things made one bit of difference when it came to performance as a recruiter, in either environment, corporate or agency.

The only thing I’ve found to be a differentiator of true recruiting performance is the level of competitiveness an individual has internally. This is why it’s so popular to hire former athletes as recruiters, we assume since they are athletic, that they must be competitive. But, this also fails, many times.

You see, you don’t have to play sports to be competitive. You might just be that kid you threw the Monopoly board across the room when you lost to your sister. You might be that person who can’t stand that your neighbor’s lawn looks better than yours. Who knows why and what you’re competitive with, but it’s the key to being great a recruiting.

Many will wrongly assume that males are more competitive than females. In my experience, I’ve found this not to be true. Both sexes can be very competitive, it’s finding which ones are competitive that becomes the difficult thing.

So, why does being competitive help make you a great recruiter?

I believe competitiveness is a great trait for recruiters because it leads them to want to ‘win’. What’s the win in recruiting? It’s filling the position! Recruiting is just one small game, after another. Each one that is slightly different, with new complexities to complete. Each time you fill an opening, that is like making a point on your scoreboard.

If you put a group of these people together, even though they’re all working on separate openings, they see each other making placements and they want to do this as well. This competitive drive, alone, makes an individual succeed or fail at recruiting.

This becomes the main issue of why selecting non-proven recruiters is such a crap shoot. It’s very difficult to measure someone’s competitive drive accurately, and interview questioning is unreliable. In my 100 hires, I would say I’m 50/50 in getting it right. When I talk to other agency executives and TA Leaders, many share the same ratio.

Want to hire better recruiters?

Focus completely on finding ultra competitive people, who love keeping score, and throw them into the game. I like to say Recruiting isn’t hard, but I know that it is. Recruiting is easy if you’ve got the right people, who will do whatever it takes to win. That’s the competitive difference!

Rerun – HR’s Guide to White People

Posted on April 4, 2016 by Tim Sackett

It’s Spring Break in Michigan, so I’m going to step away from the daily grind and throw some Reruns at you! You guys remember Rerun, from What’s Happening? (look it up, kids!) So, enjoy the Reruns, they’re some of my favorites!

Originally ran December 2011 – People find this funny, it still gets high traffic. I’m able to write a guide about white people. If I did the exact same thing but did a guide (for humor purposes) about Black people, or Gay people, or Asian people, I would be labeled a racist. That was my point when I wrote this in 2011, not many people got that.

I had a conversation this past week with an author looking for a quote from me on some diversity topics, and since I’m in HR, well, of course, I’m finely suited to talk diversity. Here’s what I found funny, though, about the whole experience – I found myself thinking less about coming up with some profound wisdom to share with the masses and more about making sure I don’t come across like some Grand Master of the KKK. This is when it hit me – HR doesn’t get White People! You know – guys like me – white – male – 40ish; I’m like a Purple Squirrel in HR! I mean in HR we are all about diversity. Diversity is what we do, so we live it, we hire it, we are IT!

But, I get it. I’m fine walking this lonely road within HR and being a white male. It’s what HR is all about, right? Diversity! And what says Diversity more than a white male 40ish short dude, in HR – I know crazy right!? It’s like your mom in IT pumping out JAVA code – it just doesn’t fit. So, as usual, I’m here to help – so I give to you this holiday season my first gift:

HR’s Guide To White People:

1. Passive-Aggressive: It’s critical that you understand that white people are passive-aggressive. We like to get our way, but we don’t want to get our hands dirty. We aren’t going to get up-all-in-your face, we will subtly torture you until you do it our way.

2. Throwing Ourselves On The Sword: White people like to feel bad, we love tragedy – but in a good way – well the best way you can take a tragedy! It makes us feel good inside knowing it’s going to be bad, and might get worse. It allows us to complain and have lower expectations.

3. We Want To Be Hip: White people desperately want to be hip, but we can’t figure out that whole – Nigga v. Nigger thing – so we give up – see points 1 and 2 above. We listen to hip-hop and rap, but only by ourselves, and we label it “urban” on our iPod lists so not to offend.

4. We like to buy really expensive cheap crap if it helps animals or kids: Stop it, don’t judge – but I would definitely step over 3 homeless people to get a new pair of Tom’s! But not four homeless people, I have emotional limits and short legs. Your welcome poor kid who just got a new pair of shoes – that makes me feel so good inside!

5. Snow Sports: White people like snow sports. You don’t have to be real athletic, and you need a bunch of money to do it – so it fits us pretty well. Stop having conventions in warm places – how about a freaking convention in Breckenridge or Vail every once in a while, you racist convention planners!

6. Management: White people don’t really like management – don’t get me wrong – we want to be management, just so we are clear. We just don’t want somebody managing us.

7. Leadership: Yes, this is different than management. Let’s face it, white people love to cheer-lead and nothing says cheerleader, motivation and Tony Robbins like Leadership! Give me a 6 set series of DVD’s and a book on tape and get out of my way!

8. Diversity: See no. 3, somehow we think that supporting diversity will get us a best friend who is black, Hispanic or Asian – thus make us so much more hipper than those white people who are too scared to speak to non-white people.

9. Awareness: White people love to be Aware! Aware of your feelings, aware of the situation in north Africa, aware of just about anything – it makes us feel important.

10. Being An Expert on YOUR culture: Since white people aren’t completely thrilled about their own culture, we love being an expert about YOUR culture. We will travel to your country, we will learn your language, we will take on your religion. It helps cleanse our soul for past digressions.

Bonus Guide to White People likes: Coffee, Organic Food, Gifted Children, Hating Their Parents, Wine, Microbrews, Farmer’s Markets, 80s Nights and Mos Def.

Use these insights wisely to create an environment your white people will feel comfortable and welcomed in. Now I’m off to listen to PBS and drink an $8 bottle of water.

T3 – Employment Branding Activation tool @Universum_eb

Posted on March 22, 2016 by Tim Sackett

A couple times a year I get to demo a product that totally blows me away. This week on T3 that product is Universum! Okay, let’s first get out of the way they Universum uses an underscore in the Twitter name which is a kiss of death in marketing! I have to let this go, because what they have is so industry changing, this might be the only mistake they’ve made along the way!

Universum is an employer branding digital research company. What the hell is that? Basically, they measure both sides of employment branding. What candidates want and expect from employers, and what you and your competition is actually doing. All of this information runs on a platform they call “Iris”. It was originally built in conjunction with 12 of the largest employer brands in the world, and they leverage data from 3,000 universities worldwide, over 2000 individual employer brands and 55 countries.

This is a product that is used by large companies who have an employment branding function within HR or a dedicated social media role in HR or as part of a larger social team. After going through the demo, I can’t imagine any large organization not utilizing this tool. In fact, I would question the capabilities of the leadership and CMO that didn’t use this tool. The data insight and direction Iris gives you is simply a competitive advantage over those not using it!

5 Things I really like about Universum:

1. Universum has figured out the science behind social. Right now most organizations still hire under-experienced marketing pros, or HR grads who think they know social, to run their employment branding and have them basically test crap out and see what sticks. Iris will show you exactly what works and what doesn’t work in your branding.

2. Universum will show you what your competition is doing that is working really well. Competitive data is the holy grail of what HR can provide strategically to an organization. This one product will elevate your practice, strategically, like no other technology I’ve seen in HR or Talent.

3. Iris can give you exact insight to what content and language you should be using to attract specific talent to your organization. Most employment branding is one message, way too broad. Iris lets you build specific branding tailored to the exact talent your organization is struggling to find.

4. Iris helps you create great content by showing you what is working, with what audiences, and in which countries. Truly a global company, that will give you global views about how branding needs to change based on which locations you’re trying to get talent. They have over 1.3 million pieces of content curated in their platform and growing. No inspiration needed.

5. Universum is an Employer Branding Spy Tool! Probably the coolest feature of Universum is its ability to show you exactly what and how your competition is leveraging their employment brand, and exactly how you can beat them for the same talent!

Universum is an employment branding activation technology. Most of us either have a nonexistent employment brand or a brand that is basically on life support. Universum does more that just give you knowledge, they show you step-by-step how to activate and win your industry with your employment brand.

As I mentioned at the beginning this is a product for large companies. Probably Fortune 2000 types, or organizations that have dedicated employment branding folks on staff in their HR shop. The cost is fairly reasonable. When they told me the price point, I was surprised, I would have paid way more for what I was getting.

Check them out, I guarantee a demo Universum/Iris won’t disappoint!

The First Rule of Recruiting

Posted on March 16, 2016 by Tim Sackett

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 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.