Do You Pay Your Employees More for Referring Black People?

Posted on April 1, 2015 by Tim Sackett

I know a ton of HR Pros right now who have been charged by their organizations to go out and “Diversify” their workforce. By “Diversify”, I’m not talking about diversity of thought, but to recruit a more diverse workforce in terms of ethnic, gender and racial diversity. Clearly by bringing in more individuals from underrepresented groups in your workforce, you’ll expand the “thought diversification”. But, for those HR Pros in the trenches and sitting in conference rooms with executives behind closed doors, diversification of thought isn’t the issue being discussed.

So, I have some assumptions I want to lay out before I go any further:

1. Referred employees make the best hires. (workforce studies frequently list employee referrals as the highest quality hires across all industries and positions)

2. ERPs (Employee Referral Programs) are the major tool used to get employee referrals by HR Pros.

3. A diverse workforce will perform better in many complex circumstances, then a homogeneous workforce will.

4. Diversity departments, is you’re lucky enough, or big enough, to have one in your organization, traditionally tend to do a weak job at “recruiting” diversity candidates (there more concerned about getting the Cinco De Mayo Taco Bar scheduled, MLK Celebrations, etc.)

Now, keeping in mind the above assumptions, what do you think is the best way to recruit diversity candidates to your organization?

I’ve yet to find a company willing to go as far as to “Pay More” for a black engineer referral vs. a white engineer referral. Can you imagine how that would play out in your organization!? But behind the scenes in HR Department across the world, this exact thing is happening in a number of ways.

First, what is your cost of hire for diverse candidates versus non-diverse candidates? Do you even measure that? Why not!? I’ll tell you why, it’s very hard to justify why you are paying two, three and even four times more for a diversity candidate, with the same skill sets, versus a non-diverse candidate in most technical and medical recruiting environments. Second, how many diversity recruitment events do you go to versus non-specific diversity recruitment events? In organizations who are really pushing diversification of workforce, I find that this ratio is usually 2 to 1.

So, you will easily spend more resources of your organization to become more diversified, but you won’t reward your employees for helping you get reach your goals? I find this somewhat ironic. You will pay Joe, one of your best engineers, $2000 for any referral, but you are unwilling to pay him $4000 for referring his black engineer friends from his former company. Yet, you’ll go out and spend $50,000 attending diversity recruiting job fairs and events all over the country trying to get the same person, when you know the best investment of your resources would be to put up a poster in your hallways saying “Wanted Black Engineers $4000 Reward!”.

Here’s why you don’t do this.

Most organizations do a terrible job at communicating the importance of having a diverse workforce, and that to get to an ideal state, sometimes it means the organization might have to hire a female, or an Asian, or an African American, or an Hispanic, over a similarly qualified white male, to ensure the organization is reaching their highest potential. Work group performance by diversity is easily measured and reported to employees, to demonstrate diversity successes, but we rarely do it, to help us explain why we do what we are doing in talent selection.

What do we need to do? Stop treating our employees like they won’t get it, start educating them beyond the politically correct version of Diversity, and start educating them on the performance increases we get with a diversified workforce. Then it might not seem so unheard of to pay more to an employee for referring a diverse candidate!

You Wouldn’t Even Hire Your Own Mom

Posted on March 27, 2015 by Tim Sackett

I had a conversation recently with a friend about how hard it is to work and be a Mom. Just to be a clear, I’m not a Mom. I hire Moms. In fact I love hiring Moms, they work their asses off.

I know this because I was raised by a single mother.

I remember my Mom having to pick where we would go buy our groceries based on how long it had been since she bounced a check at that store. I remember her handing me items off the belt to return because they wouldn’t take her check and we only had enough cash for a few items. I remember pouring water into my bowl of generic Fruit Loops because we didn’t have enough money to buy milk that week.

My Mom started her own business, paid her own mortgage and raised two kids. It wasn’t perfect, but we made it. Those experiences shape a kid for life. It makes you appreciate what you have, when you know you can live with much less. My Mom got hugely successful after I got out of college and my kids only know her as the grandma that has so much. I can’t even describe to them the struggle, they have no concept.

I have zero tolerance for hiring managers who don’t want to hire moms because they might have to stay home with a sick kid, or they might want to take an early lunch to catch fifteen minutes of fourth grade play at school during the day. Both men and women, hiring managers, have told me they don’t like to hire moms. This doesn’t sit well with me.

The Moms I hire are some of the strongest employees I have. They come to work, which for many is a refuge of quiet and clean, and do work that is usually less hard than the other jobs they still have to perform that day and night. They rarely complain, and usually are much better to put issues into perspective and not freak out.

When I look at my own ‘tough’ days I try and remember that most of my day is done, while theres won’t be until their head hits the pillow. Old people and Moms are the most disrespected of the working class. They are the most underutilized workers of our generation. A woman takes a few years off to raise a kid and somehow she’s now worthless and has no skills.

I don’t even want to write this post because I feel like I’m giving away a recipe to a secret sauce. All these national recruiting companies are hiring the youngest, prettiest college grads they can find to work for them, and they mostly fail in the recruiting industry. Moms find this industry rather easy as comparable to what they are use to doing.

The recruiting secret sauce, main ingredient = moms.

Better Employee Relocation Design in 4 Easy Steps!

Posted on March 19, 2015 by Tim Sackett

I have to admit I’ve been one of those HR Pros who has had to design and develop relocation policies a few times in my career. My philosophy on relocation has changed somewhat over the years. In my career, I’ve accepted positions 4 times in which I went through “professional” relocation for various HR positions in my career. That fact has more impact on my philosophy of relocation than all other issues combined.

So, Fact #1 on getting a better relocation policy for your company: force those designing the policy to relocate, at least once. If you haven’t relocated, you can’t design the policy, it’s that simple.

People who haven’t relocated to another state for a job have no idea what impact it has on your life. It’s not the same as moving to a new house in another part of the city you live in. For the most part, if you have a significant other and some kids thrown into the mix, it’s probably one of the most stressful events you’ll go through in life. You get hired, Yeah! You now have to go show up at the new job, without family, belongings, etc. You’re trying out the new position, culture, etc., all the while your spouse is home trying to run life, now without 50% of her support resources. That person, you, is now living in a hotel or furnished the apartment, eating out each meal, sitting around doing nothing, etc. You’ll only understand if you’ve been through this!

You need to find a new house, but not until the old house is sold, find the right schools, etc., etc. Oh, and, by the way, you probably have some HR administrator going over your relocation expense reports like they’re a Zapruder Film. Oh, I’m sorry Mr. Sackett, you seem to have spent $1.32 too much on parking at the airport last week. Really!? I haven’t seen my wife and kids for two straight weeks, and we’re talking about $1.32? DON’T UNDERESTIMATE FACT #1.

I know the talk, lately, about relocation, has been about how difficult it is to get people to relocate because of falling housing values. Workforce Management’s article Recruiters Get Creative with Relocation in Sluggish Housing Market by Leah Shepherd speaks specifically to this dilemma. Clearly, it’s more expensive to get people to relocate, but I will argue that it isn’t more difficult. HR folks are classic in confusing expensive and more difficult – finance people don’t have this same issue. It’s not more difficult to get some to relocate, it’s just more expensive.

Here is where Fact #2 comes in: Never allow your Hiring Managers to get involved with Relocation.

Believe me, they will want to. It’s interesting how people who already work for a company tend to view relocation dollars spent, like the person receiving the relocation is getting a huge bonus! All of sudden your hiring manager believes they are personally responsible for every penny that is spent. They aren’t, and you the HR Pro understand this, and that’s why we keep our hiring managers out of the picture. We need them to have a great first impression of the new person, so take the money out of the picture so they can focus on the fit and skills.

HR/Recruiting Pros are in the business of increasing talent of their organizations, and this fact has to be paramount when discussing the finances of corporate relocation. This brings us to Fact #3 on how to make your relocation policy better: don’t budget relocation as a single annual amount, budget relocation by the percent of hires you anticipate in having to relocate.

Look, it’s way too easy for finance and executives to look at the HR budget and say, “Wow, $1.5M in relocation budgeted for 2010? You need to cut that by $500K.” Great, I’ll do that, but tell me which people we won’t be hiring?

Recruiting Pros need to come to the table with market data supporting why relocation is necessary and at which roles and levels. Cutting relocation isn’t a question about saving money; it’s a question about which talent is less important to the company, because that’s the real cost. Also, budgeting by hires forces departments and divisions to answer to their talent management strategies, instead of throwing it on HR’s back. Hey, it’s August, and we’ve already spent our Relocation budget for the whole company! No, Mr. Hiring Manager, it’s August, and we’ve spent your department’s relocation budget. You better talk to Mrs. CEO and tell her why you couldn’t manage your budget.

And lastly, Fact #4 – Don’t come to a Relocation Gunfight with a knife. Know what the person brings to the table and be able to show the alternatives to hiring that person, but either way show what the impact will be to the organization no matter what decision is made.

T3 – HarQen

Posted on March 17, 2015 by Tim Sackett

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 space and I wanted to educate myself and share what I find. If you want to be on T3 – send me a note.

This week on T3 I had the chance to demo two recruiting efficiency tools by Harqen. Harqen has both their flagship product, Voice Advantage, which is a digital interview platform for both voice and video (Yes, I asked them to change the name!), and their newest product called Hot Sheet that I’m really excited about.

First, Harqen does things a bit differently than most Recruiting technology companies. They have a great leadership team that has been in the talent acquisition game for a long time, so before you can demo, you have to have some business outcomes conversations. The last thing they want to do is waste your time, and their time, if their products aren’t really what you need. This is a must, because while we all want the new, cool tech to help us out, so many of us are just not ready for this change from a business processing state.

Harqen’s Voice Advantage is like many of the digital interview platforms that are out there, with the advantage that they don’t just assume you only want video. They also offer a voice/phone screen option, which is still the standard in many industries and professions. The platform is also mobile optimized and allows you do taped live interviews as well. Clean dashboard and UI, it’s simple and easy to use.

Harqen’s Hot Sheet is a real game changer. The one thing none of us in Recruiting and Talent Acquisition do well, is mine our own internal databases. You put a candidate in there two years ago and haven’t touched them since. You interviewed a gal last year, she was second choice by a hair, but you’ve never reached back out. Hot Sheet is a process that Harqen takes your internal candidate data and reaches back out to your database. These potential candidates then can respond via the interview platform and your recruiters have interested potential candidates ready to go when they come in the next day. One of the best parts of Hot Sheet, is you only pay for the candidates that actually show interest!

5 Things I really liked about Harqen:

1. One of the best management teams in the planet selling recruiting technology. These people have actually recruited and know the pain recruiters feel, which shows up in the products they’ve created. They listen to you, and even if you don’t end up working with them, they’ll give you great advice on what you should be doing.

2. The key to their Hot Sheet product is the Harqen team putting some great marketing touches and creating a campaign when reaching out to your internal database. This isn’t just a mass email campaign, this is a recruitment marketing campaign to re-engage one of the most valuable resources you have in your shop.

3. You only send the people you want Harqen to go after with Hot Sheet, so it’s not some spammy program killing your database. You use as much, or as little as you want. You can also shut it off at any point. Since you only pay for those that respond, this is one of the economical pieces of recruiting technology on the market.

4. Harqen’s VoiceAdvantage digital interview product is one of the more flexible interview tools on the market. Video, audio, screen, live, etc. But you can also use for performance management, onboarding, etc. Harqen’s team is smart enough to show you how to fully integrate and utilize the tech for other things than just interviewing.

5. I can’t say it enough, when you work with Harqen, you aren’t just buying recruitment technology, you’re buying Recruitment Consulting at no additional cost. Others will tell you they do this, but it’s only to make the sale. Harqen does this, at certain points, to talk you out of the sale, so they don’t have to work with bad companies that won’t utilize their products in a way they actually work! This is a rarity in the industry.

Check them out. The Hot Sheet is something that almost any shop should be using. It’s something my own shop will begin using soon, and I’ll update everyone on how it is working. It’s just too good of an idea not to do, and a very inexpensive cost.

T3 – Talemetry

Posted on March 10, 2015 by Tim Sackett

This week on T3 I reviewed the recruitment marketing and automation software Talemetry. Talemetry works with your ats & includes CRM, job posting, talent networks, employee referrals, mobile automation, career site landing pages, etc. Basically, they do everything your ATS doesn’t do, but you wished it did!

Talemetry works with your applicant tracking system enabling you to reach candidates quickly using all recruitment marketing and sourcing channels and activities on a single powerful technology platform. Improve candidate experiences, optimize recruiter efficiency, control costs, and measure what works. Ultimately, they are delivering a full suite of products to help you manage the candidate relationship like you want to, but never were able to.

Talemetry, like many of the major recruitment CRM and recruitment marketing automation tools are for enterprise level type talent acquisition shops. Basically, if you have 2,000 employees and above, this is a product that can transform how you recruit for your organization.

5 Things I really liked about Talemetry

1. Perfect tool for Talent Acquisition leaders who are managing multiple locations that are using multiple ATSs and you are struggling to get all this data under one roof. The depth of analytics within Talemetry allows you to really optimize your recruitment operations.

2. Two integration with your ATS. Talemetry isn’t just pulling information out of your ATS, it also is putting information back in. For those using Oracle and Taleo, this is important. The last thing you want, using an enterprise level ATS, is using a recruitment marketing tool that is just a work-around.

3. Talemetry helps your team source on a number of levels socially, job boards, etc., but also leverages your own internal ATS database to source as well. The most underutilized sourcing tool we all have is our own database, and Talemetry doesn’t allow you to forget this!

4. Recruitment performance metrics. You don’t expect this from a recruitment marketing/automation type of software, but Talemetry delivers great individual Recruiter metrics. Another powerful tool for leaders managing multiple locations and recruiting team spread all over.

5. Auto broadcasting your jobs out is expected. Auto broadcasting your jobs out based on rules, like title, location, etc. is pretty cool. Talemetry allows you to build in specific rules of what and where you broadcast your jobs out to.

CRM recruitment marketing automation type softwares, like Talemetry, are the future of talent acquisition. Everyone has an ATS, the organizations using advance recruitment marketing tools are going to win the war for talent in the future.

Talemetry is definitely worth checking out especially if you already an Oracle/Peoplesoft and Taleo ATS users, which is a sweet spot for them. But, they can integrate with any ATS, really, so don’t hold up if you aren’t using one of those.

Privacy is the New Candidate Red Flag

Posted on March 5, 2015 by Tim Sackett

Have you interviewed anyone recently, and haven’t been able to find anything about them online?

No LinkedIn profile. No Facebook. No Twitter. No Instagram. Google even seem to turn up nothing. It was like the person didn’t exist, yet there she was right in front of you, with a resume, work history, and educational transcripts. A living, breathing, walking ghost.

A social ghost, to be sure.

I had this happen a couple of weeks ago. It was disconcerting to say the least. Of course, I knew this when I asked the person to come in to interview. It was one of the main reasons I asked her to come in. It was like I found this mythical creature, this interview unicorn. There was no way I was passing this up.

Besides the resume with verified job history, valid driver’s license, address, educational records and a credit history, it was as if this person never existed.

I think the kids call this a “Catfish”, or at least thats what I expected to have come interview with me. This ‘Susan’ would come in and really be a ‘Samuel’! I’ve been in the game a long time, ‘Susan’ wasn’t going to pull one over on me.

I once had a friend who told me he gave up TV. I didn’t really believe him, either. Let’s be real, no one gives up TV. And, as usual, I was right. He gave away his TV, but he didn’t give away his laptop, his tablet and his smartphone. He was still watching, trying to act like he saved the fucking world by giving away his TV device. Like we don’t know you have twenty other devices in your house to watch shows on.

But, I digress, back to my social ghost, Susan. (of course, Susan isn’t her real name I changed that, I’m a pro, her real name is Jennifer)

I asked Susan the question we would all want to ask in this circumstance: “Susan can you tell me why you hate America?”

She seemed perplexed by this, almost like she didn’t comprehend what I was asking her, but I knew better. She knew exactly where I was going with my line of questioning. Why would a person choose to lead a life of anonymity, when a fully functioning narcissistic life is easily within her reach?

I showed her how if you Googled “Tim Sackett” I, soley, was the first 127 pages of the search results, working towards 130. I explained how I ‘socially’ erased another “Tim Sackett”, the Truck Driver Chaplin, almost from existence. Almost like he never stopped at a truck stop along I80 attempting to save lives in the name of Jesus. It was a life’s work. My life’s work. I could tell she was impressed.

At the point where I had just about cracked her, she softly spoke one word, “privacy”, spilled from her lips like a small newborn logging onto Instagram video for the first time.

Privacy. I knew there was something about her I didn’t like.

The interview ended. So, did her chances of ever getting hired by me.

No One Is Waiting To Discover You

Posted on March 4, 2015 by Tim Sackett

I’m a recruiter. I search for talent every day. Basically, I’m never not on the outlook for talent. Of course I’m doing this at work, but I also do it while shopping, while eating, while I’m at the movies, while I’m on vacation, etc.

You see, I never know when I’m going to discover a talented person and have the exact right opportunity, with the exact right company and it all fits together.

But, if you’re waiting for me, to discover you, you’ll be waiting forever.

I don’t discover anyone who isn’t working to be discovered. I’m not knocking on closed doors where it looks like no one is home. It’s like trick or treating, I’m only going to the houses with the lights on.

I hear from a lot of people who are willing to change jobs, or are open to new opportunities. Unfortunately, almost all of these people are waiting to be discovered. They aren’t actively doing anything to show me who they are and why I should be looking for them.

Their argument is they don’t want their current employer to know they’re looking. My argument back is that isn’t the best way to be discovered anyway! Hiring managers love passive candidates, people who aren’t looking. You can be a passively-active candidate without floating your resume all over God’s green earth and changing your LinkedIn headline to “Now Open to New Opportunities!”

Get active in your industry. Get active in the city and community you want to live. Let your personal network know you would be open to something great, and by-the-way this is what I think something great would look like.

We are coming into a decade where there will be more jobs than qualified people. You can have some great options if people are aware of who you are. Just don’t think there is some magical fairy that will discover you sitting at your desk doing your normal job in the third row, second cube, fifth floor on the seventh building in the office park, the world doesn’t work that way. This isn’t Hollywood, this is main street.

T3 – LeoForce #HRTech

Posted on February 24, 2015 by Tim Sackett

This week on T3 I demo’d the recruiting robotics software LeoForce. LeoForce is basically an ATS add on that takes your sourcing function to the next level. While most ATS softwares start when you have identified someone as a candidate, LeoForce starts when you start sourcing and integrates with your ATS to make sure you have end to end coverage of your process.

Besides the ATS integration and functionality, LeoForce’s claim to fame is it’s recruiting robot Arya. Arya uses behavior pattern recognition to identify patterns from your best recruiters/sourcers, automates those behaviors, and repeat success, significantly boosting your ability to mutiply hires. Arya also automates portions of your recruiting process, from initial qualification and applicant collaboration, to finding qualified, interest candidates.

LeoForce also has a VMS tool which is a crawler app that will constantly update your VMS jobs and statuses, and move it into your ATS. This tool also communicates to recruiters with alerts on new jobs and status changes.

5 Things I really like about LeoForce:

1. Job Booster – In LeoForce you can create and post jobs with virtually one click to your own career site, job boards, social sites, etc. It takes the task of posting and broadcasting your open positions down to almost nothing.

2. Applicant Collaboration – Maybe the most powerful feature is how LeoForce communicates with potential candidates via email in a way that seems very personalized and non-robotic, automatically. This automation allows recruiters and sourcers to do other things, while the system does much of your pre-qualifying and screening. In the end the recruiting team is getting warm candidates to work with, not cold candidates.

3. Machine Learning – the system learns what your successes are, and continues to learn over time, to get better. It’s not a brand new search every time you begin a search. It’s not starting over, it’s continuing to build on prior successes. Another huge time saver, that moves your process along faster.

4. LeoForce makes your ATS what you wished it was when you bought it. That’s really the crux of the issue. Our ATSs just don’t have the sourcing and recruiting capabilities we need for 2015. The integration is seamless, pulling your jobs automatically from your ATS, giving you enhance search capabilities of your database and social recruiting functionality you probably never had.

5. It’s Inexpensive! I love the fact it only cost $100 per user per month. In my world $1200 a year is super cheap as compared to the tools you just handed a recruiter/sourcer that is using LeoForce.

Most companies fall into this trap. Our ATS just isn’t good enough for what we need in recruiting automation. Then we make the decision we better start looking at a new ATS that can do this. At a minimum that is a $100,000 to $150,000 spend over five years for small and medium sized business. Upwards of millions for enterprise organizations.

LeoForce is something you need to look at and demo if you believe your ATS just doesn’t have the recruiting capabilities you need, before you scrap your ATS for good. Or, if you’re just in the market for great recruiting automation, this is a tool you need to see. Check them out, it will be worth your time.

How To Get a Great Job in 2015

Posted on February 23, 2015 by Tim Sackett

Last week I got a call from an old work friend. He wanted to have lunch. He just left a position and was in transition. Not a bad or negative job loss, just parted ways. When you get to a certain executive point in your career, it’s rare that bad terminations take place. It’s usually, “hey, we like you, but we really want to go another direction, and we know you don’t want to go that direction, so let’s just shake hands and call it a day, here’s a big fat check.”

Executives get this. For the most part there isn’t hard feelings, like when you were young and lost a job. I usually find that the organization the person is leaving from are super complementary, and usually takes the blame for the change. Executives in corporate America are like NFL coaches. You get hired with the understanding that one day you’ll be fired. It’s not that you know less, or aren’t going to be successful in your career, it’s just that the organization needs change, and you’re part of that change.

Welcome to the show, kid.

My friend decided that he was going to find his next position not through posting for positions online, or trolling corporate career pages, he was going to have lunches. About two per week, with past work friends. Let’s connect, no pressure, we already know each other and I want to catch up.

You see, in 2015 you don’t find great jobs by filling out applications in ATSs and uploading resumes. You get great jobs because of the relationships and personal capital you’ve built up over your career. Having lunch and reconnecting turn on a relationship machine. I believe that people, innately, want to help other people. When a friend comes to you with a situation, and you have something to offer or help, you will do that.

The problem is most people who are looking for great jobs don’t do this. They lock themselves in their home office and apply to a thousand jobs online and get upset when nothing happens. Great jobs aren’t filled by ATSs and corporate recruiters. Great jobs are fill through relationships. Every single one of them.

Want to find a great job in 2015?

Go out to lunch.

6 Ways to Make Your Recruiting/Talent Metrics More Strategic

Posted on February 19, 2015 by Tim Sackett

Let’s face it—the recruiting metrics you use at your company are either non-existent or stale. Sure, you tried to roll out the basics—time to hire, cost per hire—but all that did was put the focus on your HR/Recruiting function, not the people who actually make the final hiring decision. Flash forward 12 months since the launch of those basic recruiting metrics, and you’re bored… heck, everyone’s bored.

Never fear! The FOT webinar makes it’s 2015 debut with Six Ways to Make Your Recruiting/Talent Metrics More Strategic – And Make Managers Own Their New Hires.

Join us for this webinar (sponsored by Chequed.com) on Thursday, February 26th at 2pm EST (11am Pacific) and we’ll hit you the following goodies:

– A review of the traditional talent selection/recruiting metrics. We’ll give you a rundown of those metrics like Time To Fill and Cost Per Hire, what the standard benchmarks are for each and then explain why only using these traditional metrics is a lost cause/suckers play.

– An explanation of the Holy Grail of reporting Recruiting Effectiveness and why it changes the conversation from “Did we fill the position?” to “Did we make the right hire and what happened once we filled the position?“. We call this metric Hiring Manager Batting Average (HMBA for those of you that need an acronym), and it’s the cleanest, most all-encompassing metric you can have to make your internal recruiting conversation strategic—not transactional—and actually make it tie in to your overall talent strategy, not just Talent Acquisition.

– How to change the dialog of organizational turnover from being an HR problem to being everyone’s problem. Admit it, you report on turnover all the time. We’ll show you how to link turnover to your selection process in a way that spreads the wealth related to turnover responsibility—and actually sets you up to be more consultative and less reactive related to employee churn.

– We’ll give you 5 additional metrics to show how your recruiting/staffing process actually reduces risk of bad hires and prepares for future searches. You need to get out of the trap of only reporting cost and time. We’ve got the metrics to show you how to do that.

Things that are hard: Riding a bike on a freeway. Getting your kids to eat peas. Getting managers to own the bad hires they make and be interested in getting better at selection. Join us for Six Ways to Make Your Recruiting/Talent Metrics More Strategic – And Make Managers Own Their New Hires on Thursday, February 26th at 2pm EST, and we’ll show you how to create recruiting/talent metrics that get the attention of your organization. You’re on your own with the other two.