The Real Game-Changers

I can’t stand hiring managers who don’t want to hire moms because they might need to stay home with a sick kid or take an early lunch to catch their fourth-graders play. Both men and women managers have told me they’re not into hiring moms. It doesn’t sit right with me.

Why? I grew up with a single mom. I remember her choosing where to shop based on how many times she’d bounced a check there. I’d hand back stuff at the checkout ’cause they wouldn’t take her check, and we only had enough cash for a few items.

My mom started her own business, paid her 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 became 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.

The moms I bring in are some of the toughest workers on my team.  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 at putting issues into perspective and not freak out.

When I have a rough day, I try to remember that most of my day is done, but theirs won’t be until they hit the pillow. Old people and moms are the most disrespected of the working class. I swear by that. 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 used to doing.

The real recruiting secret? Moms. They’re the main ingredient that makes it work.

Hiring on X (err. Twitter) just got easier!

For the last decade, you could find content on how to hire on Twitter/X. it was mostly crap. No one was really hiring anyone on Twitter in any real numbers. It was like fishing for one certain minnow in an ocean. But, boy, did they like to talk like Twitter was a “real” source of hire. It wasn’t.

Elon bought Twitter, and changed the name to X, and decided, wait, we have this giant community why shouldn’t people be able to post jobs and hire on here? So, they made some changes. Will it be the next big great source of talent? Probably not, but it’s worth checking out because it’s definitely easier now to at least test it and see.

New @Xhiring

I love that recruiters can add a hot job to their profile!

Add a job to your X profile.

Some folks love to dump on X because of Elon. What I find is that recruiters are fairly agnostic politically when it comes to finding new sources of hire! It really doesn’t matter if you love or hate Elon. The job is about getting the best talent for your organization.

I’m a big advocate of Recruitment marketing and advertising, in that you get your jobs in front of everyone. If you can, you post your jobs everywhere. Your career site, Indeed, LinkedIn, ZipRecruiter, Instagram, Facebook, X, TikTok, CareerBuilder, lawn signs on the corner, the bulletin board at church. EVERYWHERE!

Your job is to fill the req.

What does the X Talent pool look like?

  • 500 million month users
  • The largest user group – males under 35 years (58%) – is more tech-savvy than average.
  • 87% of X users also use Instagram (cross-promote)
  • Average users are on X for roughly 34 minutes per day.
  • Facebook is still the largest social media site, followed by Facebook-owned Instagram and TikTok – all have audiences in the billions.

Social media recruiting, in general, is tough. Those who do it best tend to be great content producers and build big audiences. Those who do it awful tend to just post jobs and ignore it. iIt’s very labor-intensive to do great social media recruiting. The average TA shop will not see social media in their top 10 sources of hire normally, so you must weigh the cost/benefit of this.

Now that I’ve told you how worthless social media recruiting is, I still like what X has done and is doing around hiring. There is a converted effort by X to cater to employers and make it easier to leverage their audience and your audience to make hires. X seems to be the only large social media company who is paying attention to recruiters!

Why You Should Recruit from Competitors

Is it cool to hire from your competitors? This usually gets mixed responses. If you ask 100 Talent Acquisition Pros, half might say it’s a no-go due to agreements not to poach from each other – a common practice in the corporate world.

Infamous legal dramas, like the Silicon Valley case, highlight the downsides of these secret pacts. Between 2005 and 2009, tech giants allegedly avoided recruiting each other’s people, causing lower wages and less job mobility. The lawsuit claims this left workers in the dark about better-paying opportunities.

Surprisingly, openly declaring an agreement not to recruit from competitors is not just ethically weird – it’s illegal. Yes, you heard that right. While it’s tempting to dodge the hiring treadmill in a competitive market, there are smarter ways to deal with it.

One approach is to invest in better pay, engagement, and talent development. DUH! Smart companies know it’s crucial to pay at or above market rates to keep their team happy. Instead of reacting to high turnover with higher wages, these companies stay ahead by regularly adjusting compensation to retain top talent.

Choosing between paying upfront or dealing with turnover costs is a classic business challenge. Reactive companies end up paying more on the back end due to turnover and higher wages. On the flip side, proactive organizations invest upfront in talent development, keeping a competitive edge by promoting from within and having visionary leaders.

I would actually love to see legislation that makes it illegal if you’re a corporate recruiter and you don’t make cold calls to recruit! You saying you’re a ‘Recruiter’ but you don’t recruit! That’s the real criminal activity going on!

A Referral Revolution

HR Rockstars! Guess what’s coming your way on Jan 31? I’m teaming up with Scott Sinatra, CEO and Co-Founder of Bountiful, to spill the beans on turning your good old referrals into a competitive advantage.

Now, I get it. Referral management might not be everyone’s cup of coffee. But we’ve got your back. Worried that referrals lead to cookie-cutter teams? Yep, got your back there too. Here’s a little secret from Scott: 90+% of you aren’t using any tech wizardry to manage a source that’s dishing out 20-50% of your hires. Let’s change that, shall we?

In this webinar, we’ll cover:

  • How to build, automate, and scale a referral program (because who needs extra headaches?)
  • Tackling the common challenges organizations face when rolling out a referral program – and trust me, we’ve seen them all.
  • Scaling your referral program externally, so you can tap into talent from anywhere on the map.
  • and More!

Ready to up your referral game in 2024? Register now at https://bit.ly/3TPoiiJ and I’ll see you there!

Are You Really Still Ghosting?

This holiday season, I’m stepping away from my usual writing to bring you some of the top-read posts from 2023. Enjoy!

The Reason You Got Ghosted by a Candidate!

Yesterday I answered a question from a candidate about why an employer ghosted them after their interview. Many readers were upset because they were also getting ghosted by candidates. In fact, like all the time, way more than they would ever ghost a candidate. Oh, two wrongs do make a right!

All ghosting is sh*tty behavior by candidates and by those of us who hire. Period.

The reality is that this is hard to admit, and as a professional, we own a portion of the candidate ghosting. Are candidates awful for doing it in the first place? Yes. I will not let them off the hook. But I also only control what I can control, and that is my process, behaviors, etc.

Why are candidates ghosting us?

1. We are moving too fast. Wait, what?! We are told to move fast because that’s what candidates want!? Yes, but when you move so fast, the candidates don’t know you (your company and you personally), the job, the boss, or the reasons why they should come and interview. It all doesn’t seem real. So, it becomes easy to just not show up. (Que Taylor Swift – We need to slow down!)

2. We aren’t giving candidates a way to easily tell us they moved on with another offer. Hourly candidates, especially, are moving fast and have multiple offers. You might have scheduled them for an interview later in the week, but they have already decided to go with another offer. While we gave them instructions on where to go and when we could have made it easier for them to opt out. Many organizations are using auto-scheduling tools like Paradox, which sends reminders and lets candidates choose to reschedule or cancel via text. Those organizations get significantly less ghosting!

3. We believe that once a candidate schedules an interview, our job is done. The most powerful human emotion in existence is being wanted by others. Candidates come to you for a number of reasons, all of which they can most likely get from someone else as well. But, showing them more desire than someone else is a key to great talent attraction. You still need to do that with your messaging even after the interview is scheduled.

4. We allow it to happen without any ramifications. (Okay, this might be a bit aggressive!) What if, every time a candidate ghosted you for an interview, you posted their picture and details on social media!? Yikes! Right?! “This is Tim Sackett, a cute redhead. He ghosted us for an interview yesterday at 3 pm. If you see him, tell him we are thinking about him!” Do you think it would get noticed? Heck, yes, it would!

5. We are making it too easy for candidates to interview. This is a catch-22. We need talent, so we reduce every roadblock possible for candidates. It’s so easy. Most don’t care if they burn the bridge or not. That is truly why employee referrals are so valuable for most employers. Referrals are far less likely to burn a bridge. That might be a trick to use. Ask a candidate: Do you know anyone at our company? Begin to tie the personal connection back to them, and they will be far less likely to ghost. Also, make it super hard to get an interview, and people will hold it as a higher value! “Only 1% of people who apply to our company ever get an interview! it’s a rare thing we offer to only the top candidates.” If you knew that was the case, you would show up for that interview!

I think most of the candidate ghosting is truly reflective of the poor morals and values of the people who are doing it. You made a commitment to someone. You keep that commitment, or at the “very” least, you inform that person you will no longer be able to keep that commitment. It’s a pretty basic human condition. Those who ghost probably had crappy parents and mentors in their life who didn’t teach them the basics. I’ve never once spoken to or met an upstanding individual who thought highly of themselves that would ghost. High-quality people don’t ghost. Low-quality people do.

People don’t like to hear that. They want to talk about circumstances and bad employers, etc. The reality is high-quality people will contact someone and let them know they no longer want to be considered, regardless of how crappy the employer may or may not be. Low-quality people just don’t show up. Don’t hate the player. Hate the game. I’m just telling you the truth. You already know.

If you’re an employer and you ghost candidates after interviews – You (not your organization). You, personally, are of low quality, just like the candidates who ghost you. I don’t like to hire low-quality people. But I also want to give every opportunity for a low-quality person to become a high-quality person.

Posted on  by Tim Sackett

A Christmas Present for Your CEO

This holiday season, you’ve got the chance to make your CEO’s Christmas wish list come true. It’s time to give them the gift of insights into what they really want from their HR and Talent Acquisition teams.

I created a short survey designed just for CEOs, all about what they wish HR and TA would do more of or start doing. It’s all about improvements, tech stuff, and making magic happen within your organization. They get to rate your HR team’s current performance, spot areas for improvement, and even prioritize the issues they care about most. Psst, CEOs, your secrets are safe with us – this survey is anonymous.

Spread the Joy

So, spread some holiday cheer and share this survey link with your CEO or hook me up with their email.

As HR pros, you have the power to make some serious magic happen. By getting your CEO involved in this survey, you’re not just boosting your own game but helping us all understand what makes CEOs tick across different industries!

I’m making this holiday season all about shaping killer HR strategies. Are you with me? Share the link with your CEO and let’s sprinkle some HR magic together!

Maximizing Employee Referrals: The Key to Hiring Success

Referral hires often stand out as the cream of the crop in any company’s recruitment efforts. It’s a simple equation:

Good Employee + wanting to stay a good employee + employee’s reputation = usually good people they recommend to HR/Recruiting to go after and hire

I’m like Einstein when it comes to HR math! However, here’s the challenge: despite this equation, many companies struggle to receive enough referrals. We’ve analyzed our referral process, fine-tuned collateral materials, and even leveraged technology to automate referrals. Yet, the numbers remain short of our expectations and needs.

There’s a straightforward but often overlooked aspect: giving employees explicit permission to share job openings within their personal and professional networks every time a referral is needed for a specific position.

HR excels in roll-outs—we’re masters at initiating programs. However, where we often stumble is in the continuity of these programs post-roll-out. Brutal truth, but true.

So, how can you ramp up your referral game?

  1. Establish a program (surprisingly, not all companies have one).
  2. When in need of a referral, ask for it every single time. Assuming that employees will naturally share openings isn’t always effective.
  3. Specifically “give permission” to employees to share job openings on their social networks—Facebook, LinkedIn, Twitter, Instagram, TikTok you name it!

BEST PRACTICE TIP: Create departmental email groups. When a relevant position opens up, send an email to the group with standard referral language and an easily shareable hyperlink along with clear instructions.

Granting “permission” triggers action—it’s a psychological thing, and it works wonders. Think about it, like you were a 5 year old.  Your parents tell you, you can’t ride your Green Machine in the street.  Then, one day, Mom is out getting her nails done and your Dad sees you doing circles in the driveway on that Green Machine and he goes “Hey, why don’t you take that into the street?!”  What do you do?  You immediately take that bad boy for a ride in the street! Dad “gave you permission” and you ran with it!

Referrals aren’t quite the same, but it’s surprising how some employees question whether they’re allowed to share job postings with friends and family. Don’t assume—they might surprise you.

So, empower your employees. Give your employees permission to get you some referrals! Or what if you allowed anyone in your company to hire?

TA Tech Vendors, You all are sleeping on #SHRMTalent!

I just returned from the SHRM Talent Conference in Orlando, and while it’s growing and getting bigger, I was somewhat shocked at the lack of big-name TA Technology vendors in our space who weren’t there.

The argument from the vendor community has been, “Well, Tim, SHRM Talent doesn’t have enterprise buyers.” The thought is that SHRM’s audience is roughly 65% SMB HR professionals. This is when the vendor community shows their lack of math skills. Or really it’s their marketing teams, so I guess we should probably have lower expectations on math skills.

Let me give you some personal data from my 2023 SHRM Talent experience. I was told there were 2300 participants at SHRM. It definitely felt that way. I had two sessions there that were packed with TA professionals, and the rooms were big (500+).

My connection numbers from SHRM Talent 2023:

Total LinkedIn connections: 163 (90% TA-specific titles)

Total downloads of an eBook offer: 141

NPS score of my talks (this is just bragging): 87%

Title level of connections by percentage: Over 50% were “Manager” or above. Of those, over 25% were “Director” titles and above.

Of the 163 connections, how many came from organizations over 5,000 people? 68 and 26 were from organizations over 20,000. Including Toyota, Boeing, Siemens, Johnson and Johnson, Gannett, large universities, large health systems, banking and finance, state and fed gov’t, and large franchise organizations.

In one of my sessions, I asked how many folks were using Workday Recruit, and more than twenty hands went up. There were massive amounts of Greenhouse users, Paradox users, and HireVue users. None of those brands cared to show up. These are some of the biggest brands in our industry.

The SHRM Talent Attendees Are My People!

They are in the trenches, real talent acquisition professionals doing the work and using the tools. They are leaders of TA in organizations that are spending real money and buying technology. In my sessions, these professionals stood up and spoke about the tools they were using. The vast majority are desperate to find recruiting technology to buy, and they believe they have limited options because they aren’t being sold options.

I get asked weekly, by recruiting technology vendors, how they can get connected to our potential buyers. Every single time I tell them they have to get out and put themselves in front of them. It takes time to build the pipeline. People have to see your brand multiple times before they buy. They just don’t get an email and buy. I tell them to go to SHRM Talent, but most don’t listen.

The SHRM Talent Conference continues to grow. When I went a few years ago, there were 50 vendors at the expo. This year there were 100. Next year, it’ll be bigger. The reality is SHRM Talent is one of the only talent acquisition-specific conferences in the US that is really delivering content for TA leaders trying to get better. The sessions aren’t sold to vendors like most conferences in our space.

We (Talent Acquisition) need a great conference in our industry. SHRM is getting close. Having the great TA tech companies show up would definitely put it over the top. It’s a huge miss for the attendees who are there not to have access to all the great tech.

SHRM Talent attendees are the top 10% of talent acquisition professionals in the world. Why? Because they are few who made a conscious commitment to investing in their development. To be at the forefront of TA. To be interested in what’s next. To be open to new ideas and new technologies. You won’t change my mind on this. The vast majority of TA professionals in our industry just show up and do the job, and don’t look for further development. These folks did and I celebrate you.

Recruiting Communication Hacks #1

I was out at iCIMS Inspire last week, and I was listening to a recruiting product leader and TA leader talk about a process involving texting candidates. iCIMS purchased TextRecruit years ago, and it’s now baked into iCIMS. I think across the board, everyone believes you should be texting candidates at this point. It’s 100%. You won’t meet anyone in recruiting who’s like, “Hey, yeah, texting candidates is bad” as a form of communication with candidates.

I say statements like that above to see the one dumb person on LinkedIn who will share this post and give me the one outlandish reason in the world when you wouldn’t text a candidate. “Well, TIM! I once had a candidate who was blind and deaf and lived only underwater and communicated telepathically, so what about that person!? Should we text them!?” Yes! Now, go away.

For the most part, recruiters are pretty good about using expected communication norms with candidates. We kind of have to. If you’re awful at comms, your recruiting career will be shorted lived. This doesn’t mean there aren’t recruiters out there working in sweatshops that still don’t spam. Of course, we’ll always have that. But, for the most part, the vast majority of professional recruiters, agencies, RPO, and corporate try to communicate around expected societal norms in the areas they recruit.

One of those comms standards is the Opt-Out text message sentence:

“If you no longer wish to receive text messages from this company, reply “STOP” to unsubscribe from any further messages.”

Now, these messages all sound and look the same. We basically just copy each other. One person, one time, wrote a version of what’s above, and we’ve stolen and tweaked this same message.

When I was at iCIMS, this leader was sharing an example, and this came up, and no one batted an eye. Yep. Yep. Move on. That’s when it hit me. That’s an opportunity! Every single comm we send that touches a candidate is an opportunity to stand out and leverage your brand! We should be better than what’s above!

So, I started thinking. What would a great opt-out text message be for a recruiter? Try these on for size:

“If you no longer want to receive messages from Tim, simply reply “I HATE TIM” and make him cry!”

“Yeah, we know you didn’t opt in for this, but can you blame us? We wanted to offer you a job!? Reply “No Job For Me” to Stop these messages.”

“Hate Text Spam? You can call me instead and stop all of this nonsense! Come on. I dare you!”

“Look, I’m a Stan! No cap, but you’re super dank. Texts hit different but if you’re sus just reply “This ain’t it chief”

“Hey, I just texted you, and this is crazy! But if you don’t like me, just reply.”Maybe Later”

Wait, we get it. This isn’t for you. Before you opt-out, maybe you know someone who could use this. Please share it with them. Reply “Stop” to end these messages.

Had enough!?

We might want just to disregard this and think about our corporate brand and being “professional.” The reality is this isn’t your corporate brand. This is your employment brand. For some, yeah, just stick to the same old boring script. It’s safe. For many of us, let’s show candidates we can be fun and have fun, and we don’t take ourselves so seriously.

If we are going to jam thousands of text messages out to candidates, you might want to have a little personality in those communications. You don’t have to. You can be like everyone else. But you can.

Dare to be a bit different!

The 5 Reasons Your Recruiters Aren’t Recruiting!

Oh boy, here we go. Buckle up, gang!

I guess I need to start at what the hell is “recruiting” and what’s not “recruiting.” We have to because what most of you are calling “recruiting,” I call processing candidates who applied to your job. To me, that’s administering the recruiting process, not really recruiting.

If you post a job and someone applies, technically, most of you call that recruiting. You’re paying a full-functioning human anywhere from $65K to $165K for them to be a “recruiter,” and they are posting jobs and waiting for someone to apply. I used to say I could train a monkey to do that job, but now I get to say I can easily train A.I. to do that job for pennies on the dollar.

Posting and Praying is not recruiting. Posting, collecting candidates who applied, and screening them, is what I like to call “Inbound Recruiting,” and that’s not really recruiting. It’s just administering the recruiting process. Do. Not. Get. Me. Wrong. Being amazing at administering your recruiting process is still valuable and needed. The best “outbound” recruiting shops will still have about 70% of their hires filled by “inbound” recruiting!

Outbound recruiting is then “real” recruiting. That’s when a recruiter has a requisition and really has no valid candidates for the hiring manager, and thus they have to go out and find valid candidates. Now, part of that process might still be finding new places to share and post jobs, but that’s only one small part. The larger part of “real” recruiting is cold outreach to people who don’t know your job is open or might know, but they need some persuasion.

Okay, Why Aren’t Your Recruiters Doing Any “Real” Recruiting?

1. They don’t have capacity because, as humans, we naturally fill our time with what gives us the most success, and in your current state, that is “Inbound recruiting.” This means you tell your recruiters, and you expect your recruiters to do outbound recruiting, but they can easily fill their day with inbound recruiting, and it pays the same. So, why not take the easier route?

2. They don’t know how to really recruit. Honestly, most corporate talent acquisition pros who have never worked in an agency have spent most of their career doing 99% inbound recruiting. That’s just the truth, and we know why from what I said in #1. So, we have to teach them how to do outbound recruiting! (Side note – HireEZ’s own internal Recruiter, Vivian Jiang, will be doing an Outbound Recruiting Session specifically for Corporate TA Pros at the Michigan Recruiters Conference on Nov. 10th in Detroit!)

3. They aren’t rewarded and recognized for doing real recruiting. Almost every time I work with corporate TA teams, I find that the recruiter who fills the most jobs is looked at and rewarded like they are the top recruiter. What I find is they rarely are the top recruiter, but they are the recruiter who processes the most fills through inbound recruiting.

4. Your TA Shop is not structured to do real recruiting. See #1, but basically, you should have “processors” who only do inbound recruiting, and they are amazing at it, and then you have recruiters who only really recruit in a modern TA function. You can get processors for half the price of real recruiters, and they are measured completely differently than outbound recruiters.

5. Your hiring managers don’t know the difference. Right now, today, your hiring managers honestly believe that your TA team is recruiting for their opening. They have no idea that you are only posting jobs and collecting whatever person applies. Those people applying might be the worst talent in the industry, but you are selling them on they are the best. If they knew the truth, they would demand change. What I find is real recruiters work with hiring managers to actually uncover the best talent together in the best TA shops.

This isn’t easy!

I get it. The change management alone from moving from inbound recruiting to outbound recruiting is painful, which is why I think the best approach is to break up the function into two very specific processes of inbound and outbound. It never, and yes, I’m saying never, works to have and expect recruiters to do both.

We built the Michigan Recruiter’s Conference to specifically work with Corporate Talent Acquisition teams to start to work on these challenges and pain points, and I’m super excited to bring it back on November 10th in Detroit with our awesome corporate TA team sponsor DTE Energy onsite at their beautiful and modern campus. Join us!