What if you allowed anyone in your company to hire?

Let me walk you through a scenario and you tell me what I’m missing.

We all have hiring needs right now. Almost all of us are struggling to fill those needs. We love employee referrals! We also have great employees, doing great work who work with us, that we trust.

What would happen if we went to our employees and said, “Hey, we love you and trust you, so we are going to allow you to hire one person. You have total say in whether this person gets hired. We have a few parameters around HR stuff, drug screen, background check, etc., but the hiring decision is yours”.

You could probably add in some fun parameters like:

  • Here are the positions we have open that you can hire someone for. (IE., you might have some positions you don’t want the run of the mill making hiring decisions on)
  • If your hire fails, you won’t get this chance to hire another person for at least a year, so make it a good one!
  • If your hire succeeds, you will be given the ability to hire another person.
  • Maybe you want to throw some sort of bonus to your folks for successful hires, explain what “success” looks like, etc.

What might happen?

Honestly, I don’t know. I’ve never done it, but I think I would be willing to test it out.

Let’s dig into what we think would mostly happen.

My best guess is you would have some employees who would be like, awesome, I’ve got a friend or family member I think would do a great job, and I’m going to hire them. Yes! Some positions get filled and they have some employee sponsorship that will probably help hold them accountable and be more successful.

You will probably have a few misses. Yeah, I thought Johnny would do well, and since he has a record no one will hire him, but he’s my sister’s kid and I really thought he turned his life around and this was a great chance, but ultimately he’s a loser.

You will probably have some employees who think you are nuts and not serious.

The big question is would you allow this for any positions, or just low/no-skill type of positions? I mean, really, conceptually, it works for any level. If I have a finance position open, and there are certain requirements needed for the job, then it isn’t really that hard to see if the person can conceptually do the job or not with their experience and education. So, it could work for any level job, blue-collar or white-collar.

Does this empower your employees?

Imagine being an individual contributor in your organization and one day you wake up and go to work and you realize you can actually hire someone. I can have that experience of making a life-changing decision for someone else. That seems like it would be pretty powerful!

Do you remember the very first person you ever got to hire? That’s a giant career moment. I tend to think every person you hire is a pretty great career moment, but the first one is big!

I think being able to hire someone would be super empowering and it’s really just a next-level employee referral program. Instead of you just referring someone, just take it few more steps and make it happen!

I tend to look at our current staffing problems with a strong testing mentality. Let’s try a bunch of stuff and see what might work. Most of it won’t work, but we might run into something amazing! Maybe our first test of this concept is to go to a hand-selected group of 10 or 20 employees and give them the first shot. Measure the results, gather feedback, decide if it should be rolled out further or what changes should be made.

All that I know is that early in my career if the CEO came into my cube and said, “Tim, we are going to allow you to hire one person to work here!” I would have taken that assignment very seriously and would have thought that was super cool!

What do you think? Tell me how crazy this is.

Do Candidates Really Love to Get Text Messages from Recruiters?

In the past ten years, there hasn’t been a bigger advocate, publicly, for text messaging candidates than myself. When recruitment text messaging software first hit the market I was all-in from day one.

At this point, the data speaks for itself. As compared to other forms of messaging (email, LinkedIn Inmail, snail mail, smoke signals, etc.) text messaging gets at least 5-10x more open and replies than any other form of messaging. So, the answer to the title question has to be, yes, right?!

Not so fast, my friends!

At the beginning of 2021, I was struggling with a lot of the data around candidate experience (CX). While we’ve been focusing on CX for the better part of a decade, we haven’t really seen the numbers consistently in a productive way, and recently we’ve even seen candidate experience numbers drop. My thought was, maybe we are focused on the wrong thing. Maybe it’s not about their “experience” but simply about the “communication,” we deliver.

We reached out to every single candidate we interviewed in 2020, thousands, and got over 1500 responses from these candidates. One of the basic, foundational questions we asked was “What form of communication do you prefer to receive from a recruiter about a potential job, as the first outreach?”…  

The form of communication candidates prefer is…

Read the rest of this post over on Emissary.ai’s site by clicking through here!

Zig when others Zag! Hiring the Unvaccinated!

So many people are getting fired for not getting vaccinated! Or at least that’s what the media makes it sound like, right?!

In reality, the number of employees getting fired for refusing to get vaccinated is actually super low. About as low as the percentage of people who catch Covid and die, I’m guessing…ugh! data, am I right!?

Southwest Airlines CEO claims that he didn’t want to mandate vaccines for his employees, but he got pressured by President Biden. Seems like a strange flex for a powerful CEO. “Joe made me do it!” Really, he did? Really? Or is it, you just are following the industry trend and your competition is doing it and your customers probably feel better about being in metal tubes with a staff that is vaccinated?

Still, I believe that there are certain advantages for doing the opposite of the populous in many situations. Like, maybe, this one. You are having a really hard time hiring folks, why don’t you just make a public display out of “We want your poor, and your hungry, and your Unvaccinated!”

Zig when others Zag!

Now, this plan is free of problems. If you have some folks who are super-vaccinated (what does he mean by that…) maybe they’ll want to leave your employ and go somewhere else. That might happen.

Also, having a larger population of employees who are less likely to be vaccinated, may lead to some additional health risks, and possibly some additional costs associated with increased health insurance costs! You could offset this by not having health insurance and just paying extra for your employees to go out to the government exchange, or some other form of skirting this bill.

But, you would definitely be in the minority of employers who would be welcoming the unvaccinated! I’m also assuming your employee demographics would skew younger and republican, but, hey, fly your freak flag!

Also, not mandating a vaccine could have a big impact on increasing your diversity numbers, as black folks as a percentage are less likely to be vaccinated than white folks across the country. So, if diversity matters to you then this might be a great strategy to try out!

The market you hire in, of course also matters. Down south, might be something to think about. Hiring in the big metro coastal cities, well, this might work against you.

Recruitment Marketing Messaging for this “Zig” hiring strategy!

I wonder what it would look like if an organization just came out and full unvaccinated is the way to go! I’m guessing we would see some job advertising messaging like:

“Didn’t want that Covid Juice!? We might be the place for you!

“No shot? No Problem! Apply today!”

“We are a Vax-Free Workplace for Americans! Or really anyone who will show up and work!”

“We’ll love you even if you are unvaccinated and have a hickey! Apply Today!”

Any day you can use “hickey” in job advertising is a day you’re winning at life.

Our reality is, whether you like or agree with it, there are some outstanding people who have made the personal choice to not get vaccinated. Smart, hardworking, great employees, who someone will be terminating for this choice. Their loss, the organizations, is your gain or could be.

If you read my post yesterday, you know I’m pro-vaccine, but I’m anti-vaccine mandate for employees. I think there are many things we can do besides forcing an employee to get a shot they don’t want and still protect our other employees, customers, and even the unvaccinated workers.

Here’s what I know, if I can think up an idea, someone else already has as well. So, it’s just a matter of time before we hear about a company out there that will market itself as the “Unvaccinated Workplace” and welcome all those employees that other companies are terminating.

@Hiretual’s 2021 Software Engineering Recruiting Report!

The single most-searched-for candidate on the sourcing technology platform Hiretual over the past twelve months has been for “Software Engineer”. Turns out, almost everyone, in every industry, in every market has a need for Software Engineers!

Hiretual recently released their 2021 Software Engineering Report (Click to download report) and it’s packed with some great data, you can download the report for free! Here are some nuggets from the report:

– The companies having the most success in recruiting Software Engineers are paying 13.2% more than the industry average!

– The sweet spot for experience level that companies are looking for is between 6-8 years. Those folks are probably going to be the hardest to find and most likely being paid above the market average. (Pro-tip – go for segments of experience that others aren’t – 10+ years, or under 4 years).

– The big East Coast cities are begging for Women and Underrepresented Ethnic Minority candidates more than the west coast. (San Francisco metro area probably has a more robust pool of women and underrepresented ethnic minority software engineer candidates than anywhere else in the US).

How can you use this report to help us recruit more Software Engineers?

1. Zig when others are zagging!

If everyone is trying to hire Software Engineers in San Fran and Austin, maybe you should hire in Chicago and Boston? Or Nashville and Atlanta. Let’s face it, most Sotware Engineers can Software Engineer from almost anywhere!

2. Fish in bigger ponds.

Use the data to know where to spend your job advertising dollars, and where to focus your sourcing efforts. Too often we spend way too much time fishing in small ponds for big fish when we should be fishing in big ponds for bigger schools of fish.

3. Pay us like you owe us!

Your C-Suite, especially your CFO needs data around compensation by market. It doesn’t matter how great you are at recruiting, and how great your recruiting technology is. If you aren’t paying the appropriate amount of money, you will lose.

Check out the 2021 Software Engineer Report by Hiretaul!

The LinkedIn Invite That Got Me to Click!

The recruiter in me is constantly trying to figure out the best subject line for emails and Inmails to get a response. At the end of the day, I need people to click to open so I can potentially recruit them. That’s how we become successful in recruiting, getting people interested!

My #1 go-to subject line for years has simply been my last name “Sackett”. Just that one word in the subject gets more click-throughs than anything else I’ve used. Now my friends Stacy Zapar and Angle Verros will both kill me if I don’t mention that the real #1 click-through subject line is really anything personal to the person you are sending it to!

For me, being a huge Michigan State Spartans fan, if you sent me an Inmail or email that said, “Go Green” I would definitely open that message! It’s specifically personal to me and I know you had to take a few seconds to understand me as a person.

This Lady Got Me!

Here’s the LinkedIn Invite that got me to accept:

Brilliant LinkedIn Invite

So, I’m not making fun of Yvonne! I’m admiring her marketing brilliance!

I only accept about 40% of my LinkedIn invitations because, like you, I get so many that are just spam and/or sales outreach for things I do not want or need. The moment you accept comes some cheesy sales pitch and you end up hating yourself for accepting! So, I’m pretty picky. This one got me!

Right away I was leary. “Private Coach” – no thanks! “Business Owners” – Ugh, sales pitch coming…but Yvonne did something special. She personalized it, or at least it felt personal to me! “I’ve decided not to send you the generic LI invite…” And then the magic, “Fingers crossed”!

FINGERS CROSSED!

I got duped by a generic mass invite message, by a person saying “THIS ISN’T GENERIC” and then saying “Fingers Crossed”! My mind couldn’t comprehend that this wasn’t an actual personal message. It seemed so personal and yet was not personal at all once you really dig into it.

I was the idiot. The moment after accepting came the auto-response cheesy sales pitch! Ugh! Damn you, Yvonne (if that’s even your name!) you go me!

I actually was super impressed and told her, right after removing the connection! Give credit where credit is due. She got me and I had to give her a hat tip. It’s pretty rare that I find a truly magical wording that can get someone to click, and I think she found it. And I think we all should steal it because it’s actually marvelous in its simplicity!

G*d Damn, fingers crossed got me. I feel like such an amateur right now!

My Interview with Visage_Jobs @JossLeufrancois on Better Sourcing!

I recently posted about Visage, the AI smart sourcing tool that my own team has been using with great success. Today, I bring on Visage’s co-founder and CEO, Joss Leufrancois to talk about what organizations are doing today to better at sourcing and hiring overall.

Very cool technology to take a look at. It’s different from many of the other sourcing technologies on the market in that it’s not a database to search, but actual real-life sources doing the work and giving your recruiters a short-list to attack!

Enjoy!

College Recruiting For Candidates Is A Giant Mess!

I think about 99.99% of us believe that we actually put a man on the moon! We have put together technology to take someone on earth and put them on the moon, and then actually get them back to earth! That is amazing. Do you know what we haven’t figured out?! One system to help college kids connect with employers to get jobs!!! UGH!!!!

Why hasn’t recruiting technology solved this issue?

Okay, don’t start with me on Handshake or LinkedIn or Yello or Brazen or whatever dumb tech that says it’s for college recruiting but doesn’t really work for every college or every student.

First, shout out to my guy John Hill, former Campus Evangelist for LinkedIn, who is now with TechStars. Six years ago this man figured out how LinkedIn could have owned this space, but they weren’t interested. They walked away from owning every single professional at the beginning of their career. It could have been so easy for us all. One platform under God, indivisible, and all that sh*t. John, you are a genius, and I so badly wanted you to succeed with that idea!

If you want to hire an upcoming college grad for a job you have, it’s a freaking nightmare, mostly. First off, you have to find out from each college/university who they actually work with and to which platform are they sending their kids. Handshake is the big one, but not everyone works with them, and as an employer, they are kind of difficult to work with (I’ll explain later). LinkedIn is the easiest to work with. Yello and Brazen, and others like them, are more event and campus management, than a database of students.

The reality is, employers just want a database of students! We want to log in, pay whatever fee you ask, and search by the university, year, major, location, etc. We are simple people with simple needs. Why can’t we have our simple tech!?!

Why doesn’t one technology own the college recruiting space?

First, it’s not really a technology problem. It’s an empire-building and power play by university career services offices. Let’s do some history. Old school career services ran “Job Fairs”. You came to campus, paid them money, and ran the dog and pony show. It was awful. Everyone hated it. Except for the Career Services employees. This was their singular job and how they proved their value to the powers that be.

The future came and employers and students were like, “Job Fairs Suck!” and why can’t we just put up a profile on LinkedIn or something like LinkedIn and connect with employers that way? Well, you can’t because then we (the Career Services) lose power! You have to join the platform we tell you, so we can still get paid because while you paid us way too much for your education, we still need to make more money on you and your hard work!

Is all of this sound familiar and accurate?!

Before “Karen” or “Ken” from Career Services at State U. loses her/his mind, let me just say, I get it. I know of many career services folks who truly want to help the Art History majors of the world get employed. Which they never succeed at, but keep helping those MBA’s and Engineers find a job…

Can I be real for a minute? in 2021, do we really think the function of “Career Services” at a university is necessary? If a kid can’t figure out how to get on Handshake, or LinkedIn and Indeed, shouldn’t that be kind of a sign of their employability?! I just hear from too many students that feel like Career Services did nothing for them in finding a career. In fact, that’s all I hear. I can’t remember ever hearing one story from a new grad going, “OMG! Career Services at State U. was so amazing and helpful!” Not once, in twenty-five years!

My Experience with Handshake

Recently, I was hiring a couple of recruiters for my team. We have had great success hiring new grads, we have a great university (Michigan State) in our backyard, so I was like how do we post a job for MSU students to see. Handshake has entered the chat.

The MSU Career folks said get on Handshake it’s easy! Which was mostly true, any idiot can figure out how to get on a site and register themselves. But using Handshake to recruit becomes a different story. First, we are a “recruiting agency” so right off the bat Handshake hates us. Plus, Handshake works off of a “Trust” score to get schools to work with you, which seems super fishy!

I wanted to hire someone directly for my company, not a client. We are a good employer. Good culture. Good pay. Local. Etc. Doesn’t matter, our “Trust Score” is low. How do we increase this Trust Score, I asked? Go to this one page and read a bunch of stuff that won’t help you at all! That is all. Can I just pay you some money and we stop this nonsense?!

The way it’s supposed to work is I have to reach out to a school and ask to be able to post a job and have access to their students. But the schools don’t know one employer from the next, so they rely on this “Trust Score” but no matter what you do, your score doesn’t really move that much. I’m assuming it would move if I paid them money, but that was the one thing I didn’t try!

I actually had local schools reply back and said because of your trust score we have a policy not to post your job! This is particularly hard for small employers who don’t have much activity. Thankfully, most schools would let you in if you made a personal plea and explained the issue. Still, this is a pain in the butt! This isn’t a good experience for anyone involved, the employer, the schools, or the students trying to get jobs.

Don’t take this as a slam on Handshake, it’s not! At least they are attempting to build something that is better than showing up on 500 campuses and doing traditional job fairs! The biggest problem is they left the Career Services still in charge! (BTW – I reached out to Handshake to try and get some help with this, I’m kind of in the space! No one would help, besides sending me to the same lame talking points on how to increase your trust score.)

There has to be a better way!

You would think because of the pandemic someone would have figured this out, and I’m sure even the folks at Handshake could figure this out if they had willing participants at the college and university levels. I’m still a bit salty that LinkedIn just didn’t do this because I’m guessing they had the size to just roll over career services and actually make something that works great for both students and employers.

The reality is employers are trying to recruit like it’s the 2000’s. Students are trying to get jobs like it’s the 2000’s. University and colleges are still trying to help like it’s 1970, and the technology companies are trying to find some sort of weird middle ground to keep them happy, but at least give students and employers something to work with.

Well, it doesn’t work. It sucks.

We (the recruiting industry overall) should be better than this. University and college career services should be better than this. We should have one global database for graduates and upcoming graduates to see all the jobs and internships, and for employers to see all the potential student candidates, and allow them to interact.

Instead, we play this game of who has the power, and who wants to make money on whom, and in the end, the students and employers are the ones paying the price.

Is there a way out of this mess?

I think the only way out of this mess is for students to recognize one brand as the place to go. The problem is, they don’t. If you talk to most university students about where they should go find a job, the answers are all over the board, and they mostly take direction from those at the university who are paid to help them.

A brand like Google or Apple might be able to break through the noise and stop all of this mess, but they are like any other company, there just isn’t enough money in it. I do think 100% of organizations would pay to have access to something like this if it was all-inclusive. Get every single public and private college to put in their students, give them a cut of the money based on being a part of the system, and everyone is happy.

I have yet to speak to one corporation’s Campus TA team who thinks the current situation is good. It’s a giant sh*t show, and university Presidents and Boards have no idea how bad it is.

Okay, rant over, that’s as long as a chapter in a book. Thanks for attending my Ted Talk. Now Fix the Damn Thang!

The Top Recruiters Never Get Surprised! #Recruiting101

If there is one thing I could give a new Recruiting Pro it would be this simple advice. No matter how prepared you think you are, you really only need to prepare yourself, for one thing, being surprised.

You don’t really get judged on your daily stuff.  Let’s face it, 99.9% of the time that goes off without a hitch.  You get judged on how you handle surprises.

Surprises make and break great Recruiting Pro careers.

There’s really only one way to prepare for surprises.  You need to expect that a surprise will always happen. That one interview you desperately want, who calls to cancel with ‘car trouble’, the candidate who backs out of the offer after signing the paperwork.  Talk about it, plan for it, and basically come to grips that it will happen.  Then it will happen, and you’ll be the only one not surprised by it.

The best Recruiting Pros I’ve worked with had this one common trait, they were unshakeable when surprised.

Almost like they expected it.

What is the difference between Recruiting and Sourcing?

I get asked a lot about what’s really the difference between Recruiting and Sourcing? Or, where does Sourcing end and Recruiting begin? Or something similar to these questions.

The answer is it doesn’t matter.

The organization has a need for talent.

The organization has to find or grow talent.

You and others in the organization need to figure this out.

So, figure it out!

Everyone is going to design and process this differently. Some will have Sourcers take it all the way until the candidate is screened, then the Recruiter will come in and finish the process. Some will have the Sourcers just find the talent, then have the Recruiter work to contact, screen, etc.

It doesn’t matter how you design it if it works for your organization, and, this is key, it’s replicable no matter who you have in the role.

Stop. Think. Let that process for a second.

One of the biggest mistakes I see really good organizations make is they build and design processes around the talent they have right now. One piece of that talent changes and all of a sudden it no longer works.

“Well, Tim, did all the sourcing and just handed me great talent!” Great, Tim quit because he was doing most of the work and you took all the credit. How is that process working now?

Talent Acquisition is really hard when you have to make it up new each time you have an opening! Talent Acquisition becomes sustainable when you can plug in the skill sets you need and the machine keeps spitting out talent no matter who it is.

Is it Sourcing? Is it Recruiting? It doesn’t freaking matter. Make it work for your organization.

What I find with the most innovative TA shops on the planet is they didn’t look at what everyone else was doing. They looked at what their organization needed and they solved for that problem. Many times the solution was doing something no one else was doing.

Talking Talent Acquisition Tech w/ Madeline Laurano (@madtarquin)

Madeline and I are back with our second “Vlog” as the kids like to say! We are Vloggers! Which is like one step below “Influencers” but you get to keep your dignity!

In this episode of Vlogging with Talent Nerds (not the real name, we aren’t naming it) Madeline and I talk Recruiting CRM technology. It’s part of the recruiting landscape that keeps morphing into other areas of the stack, and honestly, we find it pretty complex for the average TA leader.

Madeline Laurano and Tim Sackett – Vlogging TA Nerds!

Question: Do you use a Recruiting CRM? If so, about what percentage do you feel you and your team actually use?

Hit me with your answer in the comments!