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.

Why Aren’t You Celebrating When You Make a Hire in Recruiting?

When I was a brand spanking new recruiter right out of college something amazing would happen every single time we made a placement. Now, granted, this one in an agency environment, and we were kind of a small business, startup, but if we (not I, but anyone on the team) made a placement we celebrated!

Now, I’ve heard of TA shops where they ring a bell or play a song, or something like that. NO, I’m talking about closing down the office and popping a bottle of champagne that usually turned into other drinks, and coming to work the next morning with a slight headache, celebration! Doesn’t that seem crazy now, in the world we live in!? I know high-volume recruiters who are making 15 hires a week or more! That’s a lot of champagne!

It might not be popping bottles, but we should still be celebrating!

Let’s be honest. Currently, for almost all recruiters, we are on a treadmill and it doesn’t look like that treadmill is going to stop anytime soon! If there was ever a time to celebrate a hire, filling a position, it’s now! I had a TA leader tell me last week that she has never been more stressed in her career than she has been right now, and over the past 6-12 months. The job is non-stop, and not trying to sound too life-coachy but we have to stop and enjoy our successes!

So, what can we do to celebrate filling a position(s) on a daily, weekly, and/or monthly basis?

  1. Acknowledge those fills as a true success. Period. Because here is what happens. We start off a meeting by saying, “Hey, I just want to recognize Mary because she made four fills last week and that’s just awesome! Now, let’s talk about the 660 openings we still have open!” That is defeating. Try and separate the success conversation from the rest of the work conversation.
  2. Have a senior-level executive, above the hiring manager, send notes of thanks and encouragement. We many times feel like second-class citizens in recruiting. We hear the hiring managers and their bosses talk sh*t about us in meetings. It’s our fault that these positions aren’t getting filled and because of that, they are failing. Actually, it’s all of our fault, but they love using that excuse. If senior executives recognize and celebrate the successes of the recruiting team, it goes a long way. It goes even longer if they actually understand their role in this failure!
  3. Have a Hiring Manager who just had some great fills happen, come buy lunch for the recruiters. Yes, it’s the job of TA to fill jobs, but if you’re a hiring manager and you want great recruiting, recognize and thank your recruiters, often. It’s a super hard gig right now. They will appreciate you.
  4. Have the CEO send a company-wide note or video recognizing an individual recruiter who has gone above and beyond to get positions filled. Share the stories. Yes, this makes this one recruiter feel special, but it also signals to the company how important recruiting is right now for our entire success.
  5. Don’t allow you and your recruiting team to be victims or use victim phrases or behaviors. Yes, we are in a difficult spot, but we are here together, and the only way we’ll get out of this, will be together, as one. We support each other, always. We only talk about our team and the teammates on our team in positive ways. We help each other, unconditionally. In times of crisis, victim mentality kills recruiting teams faster than anything. I’m not asking you to be “Polly-Ann-ish”. I asking you to understand where you are and do not allow outside forces to pull you apart.

Also, ring the bell, buy cupcakes, take the team down to Dairy Queen for an hour, do crazy stuff that shows the organization that a hire was made, and goddammit, that is important to recognize and validate!

Recruiting is hard. Life is hard. What makes it all worth it, it to feel valued. Valued for who you are, and the work you do. To have some enjoyment amongst the chaos. To feel supported by peers, and support them back. It doesn’t take much, but it does take something.

Keep grinding out there people. I see you! And once is while, Pop a Bottle of Champagne and Celebrate!

Do people really not want to work?

On my way to work this morning, I saw seven businesses that had “Help Wanted” signs out front. The sign above is from a fast-food restaurant requesting you be nice for the few staff they have that are working their butts off to get you fat! Please be patient, your fries, double cheeseburger, and shake will be with you shortly.

I was on vacation for Spring Break (yeah, I said it), and traveled out to St. George, UT, and spent time outside hiking. Stopped at a McDonald’s for a Diet Coke on our way back from Zion and the manager was locking the doors at 2:30 pm in the afternoon. He apologized and said he normally has 50 employees on the schedule, but currently only has 16 and can’t keep the doors open!

Do People Really Not Want To Work? 

1st – Of Course People Don’t Want To Work!?! How stupid is this question!? (Wait, so let me get this straight, I don’t have to work? And I’ll get money? And I don’t have to pay rent? Okay, I’m not gonna work.)

2nd – Read #1.

3rd – If you give anyone the choice to not work, but still get their bills paid, they will not work. This is what is currently taking place in this great country of ours. In fact, some folks are making more not working than they were working. So, none of this is surprising!

The surprising part is politicians seem to be the only people alive, in America, who don’t understand that businesses can’t get people to come to work right now. They like to point to unemployment numbers, but those numbers are not telling the true story of what’s happening across the vast majority of industries.

Certain companies and industries got hurt super bad by Covid. We needed a policy that was sniper rifle accurate to help those people. Our government, instead gave us a nuclear bomb acting like everyone was in trouble. Which lands us in the position we are in right now. Too much work, not enough people who need to work at this moment.

No, Really!? Do People Not Want To Work? 

Here’s my take:

People want to do things that make them feel valued. Things that make them feel satisfied. Where they have some freedom of choice. And at the end of the day they feel safe, secure, and that they matter.

The vast majority of jobs from $10/hr to $20/hr can’t meet those basic needs.

If anyone of us was given the choice to not work and have our basic needs met, even for a short period of time (like the current Stimulus package) most would take it and do things they would rather be doing. Some will help others and volunteer. Some will take time for themselves. Some will actually do nothing and just wait until the time comes around when they have to go back to work to meet their basic needs.

So, basically, if you are hurting for workers and you pay below $20/hr, you are going to be in a world of hurt through at least this summer and maybe longer.

What Can You Do To Get More Workers? 

First, do everything in your power to keep the workers you have. Be kind. Be helpful. Be understanding. If they are overworked, be empathetic and try to do what you can to help them and their quality of life.

Second, don’t give new employees stuff you won’t give your current employees. I see this constantly. Oh! Hey, come work for us and we’ll give you a $500 signing bonus! But you won’t give your current employees a $500 retention or Hard Work bonus.

Third, stop thinking you are all that and a bag of chips! You can’t just throw up a Help Wanted sign and get workers. Be Better! Yep, that means you might actually have to put money into recruiting. Yes, hourly recruiting is as important as salaried recruiting and in many businesses more important. But, I find most organizations that hire a lot of hourly workers are vastly under-resourced when it comes to hourly recruiting as compared to salary recruiting.

Fourth, it’s time to take some chances with all those biases you have. Hire folks who test positive for weed. Hire folks who went to prison. Hire folks who aren’t your “Norm”. It’s time to take some chances, which really aren’t chances, but being more inclusive in hiring, but that’s an entire other post.

Finally, vote differently. If one employer is having a problem hiring, most likely that employer isn’t really that great to work for. If tens of thousands of employers are struggling to hire, something went wrong at a macro-scale. In terms of our current situation, we know exactly what went wrong. Bad policy is causing some short/long-term pain for employers.

Economics will eventually take care of this problem. Employers will pay more, offer more, change. This means we’ll all pay more for stuff we used to get cheaper. Some businesses will go under because you won’t agree that paying more is worth what they offer. This will cause workers to be unemployed. Making it easier for employers to hire at market wages. The law of supply and demand is undefeated.

 

Recruiting Idea! This Might Actually Work!

Why don’t potential candidates pick up your phone calls? Well, yes, no one picks up phone calls anymore, but, no, people still pick up phone calls for certain reasons. We don’t pick up phone calls when we don’t know who it is or we don’t want to talk to the person who’s calling.

Why do we pick up phone calls? 

  1. We actually like the person who is calling and we want to talk to them.
  2. We actually believe the incoming call is super important.
  3. It’s a return call we have been waiting for.

Under number 2, let’s put things like, it’s your boss calling, the kid’s school, your spouse, the police or fire department, hospital, etc. You see who it is on your cell phone screen and you instantly believe you need to pick up that call!

My family hates me! 

There’s this fun game I like to play with my family. You see, my monthly cell phone bill is equal to the GDP of a small country. So, I will, from time to time, get onto my cell phone account online and change the names of my family to something I think is funny. So, now when they call someone, instead of the receiver seeing “Tim Sackett” they might see something like “DJ TImmy T”, as an example!

Did you know you could do that!? You can, and it’s super fun! At least, it’s super fun if you have the power to be the person who can change those names to anything you desire!

My wife’s phone still says, “Kimmy” and I chuckle every time she calls me. I’m sure my son, Cameron, would love it if I changed it to “Queen”.

What does this have to do with Recruiting!? 

Oh, be patient little baby birds! I’m going to feed you!

Let’s say you’re trying to track down a potential candidate. You’ve sent the emails, the In-Mails, and even tried texting, but you are being shut out. You even *69 direct-dialed, and still, no pickup or response! The average recruiter/sourcer would have given up, but are not average! You’re slightly above average and you want to keep trying!

You see it now, right?

You go into your cell phone account and you start testing different names to see who will this potential candidate pick up for! Let’s say this person works for General Motors, here is what I might try:

  • “Ford” , “Chryseler”, “Toyota”, “Tesla”, etc.
  • “City” Police or fire – of whatever town they might live
  • “College” where they graduated
  • “Your Dream Job” they probably won’t pick up, but they’ll laugh!
  • “General Motors” who isn’t going to pick up a call coming from their own employer!

Just like Sex Panther, 60% of the time, this works every time!

Want to know why recruiting can sometimes get a bad reputation? Because I have the ability to come up with ideas like this!

If it works. It works. Don’t hate the players, friends, hate the game!

Why Does Spam Recruiting Work?

I just got done deleting the 17th phishing email from my personal email inbox today. Comcast, Amazon, Princes from far-off lands, I’ve never been more popular and, apparently, soon to be rich!

I was asking our Cyber Security company why phishing is still such a big deal. I mean don’t we all know by now that some Nigerian Prince isn’t going to give us a million dollars, or that Amazon doesn’t send us emails asking for our credit card numbers, or passwords!? There is no way someone can be this stupid, right!?

Apparently, I’m way wrong, we are all still a lot stupid! 

The reason phishing and spam are not because they are really tricking us. It’s the sure volume of messages and cadence. While we can all spot a fake fairly easily, can you always spot a fake when it’s sent a thousand times, all different times, with all different designs and strategies. Scammers will send a million to get one click. That one click will pay off.

Therein lies the strategy of why Spam Recruiting still works. It’s not about being good, or the best, it’s about being there all the time, knowing a certain percentage of the time will be the right time! Do we like it? Well, I guess that depends on who you are. If you happen to be that one person who gets the spam recruiting message at the exact time you’re desperate for a job, then yes, you will like it!

If you are the superstar performing software engineer getting twenty spam recruiting messages a day, you hate our industry!

Spam Recruiting Works Because It Works Some of the Time

I have never met one American-based TA Leader who believes that Off-Shore Recruiting firms (you know the off-shore RPO spam emails you get constantly all day long) actually are good. For the most part, they don’t recruit, they spam. Because they pay next to nothing to their workforce, they can spam a whole bunch and still make money, even if the entire process truly sucks.

They don’t have to be good. When you’re being paid like $10 a day, all you have to do is spam a couple of thousand people a week to get one placement a month and you’re making a profit for the “man”! Any company engaging in off-shore recruiting for hiring in the U.S. is basically engaging in slave labor. But, I digress. Back to crappy recruiting.

Bad recruiting is a lot like bad sex. If you really need a job, you don’t care how you get it. Which perpetuates you just continuing to be bad.

Spam recruiting works, and will always work, because the world will always have candidates who just need a job. They don’t care that you’re awful at your job. They don’t care that you are spamming them. All they care about is getting the job. Also, if you do care. If you do hate bad spammy recruiters. It turns out you also are fine with them being awful when you’re out of a job!

Spam works because we are all vulnerable at some point. It feeds on us being weak, naive, and desperate. But, at the end of the day, it works. It doesn’t work well. But it does work. And that sucks.

What Does Tim Sackett Actually Do?

So, besides my beautiful wife asking this question, frequently, I get asked this question all the time! During the spring and fall conference season, I’m out and about all over the world speaking. At almost every stop I’ll have at least one person come up to me and ask,

“So, what do you actually do?” 

Ugh! It’s the single biggest failure of my life! How did I do so well to “brand” myself, but then have so many people not know what I actually do for my job?!

I probably should start each conversation like an AA meeting:

“Hi, my name is Tim Sackett, and I run a technical staffing company!” 

BTW, I think that’s actually Step 13 of AA! Staffing firm owners will agree with this!

That’s the real job. That’s the money maker. I run a recruiting shop! Like most of you, I have to go out and buy a recruiting tech stack that works. I need to decide if I spend money on Indeed, or LinkedIn, or ZipRecruiter. I need to hire and train recruiters. At the end of the day, I’m in the weeds finding talent.

Unlike most Staffing Firm executives, I can’t really hide. I’ve been blogging and speaking for ten years in our industry. When I meet with new clients who want to use my team, I try and tell them, “I think we’re better than most, but the one thing I can guarantee is I won’t lie to you, or take advantage of you! I’m too public! You could kill my brand overnight if I was one of those cheesy staffing guys selling you a load of bullshit!”

The name of my company is HRU Technical Resources. I own the company, now, but in reality, my Mom started the company in 1980. (Check out her profile pic from the 1st day! She looks like Farrah Fawcett!) She’s the original OG Recruiter! In her 70’s, she still could out recruit probably 99% of Recruiters in the world! Old school and proud of it! I like to tell people I was “born” into staffing, as my Mom started the company when I was a boy and I would sit on her bed as she made interview calls at night and watch TV with the sound off.

Want to work with me? I want to work with you! 

Here’s what we do:

  • Contract staffing – helping organizations for 40 years build that part of their company that they want to maintain as contingent to add flexibility to their workforce.
  • Sourcing Projects – we will your funnel with talent and let you do the recruiting
  • Project RPO – we bundle some critical hiring for you and do the entire thing end-to-end
  • Traditional Direct-hire staffing

But, wait! What else do you do? 

I also do a bunch of Talent Acquisition consulting with corporate clients as well, helping them build out their own recruiting tech stack and just flat out execute better when it comes to their own direct hiring and figuring out what’s the best way to get the most out of your recruiting team. It usually starts out like this, “Tim, can we talk? Our talent acquisition department is broken and we need some help!”

I’m also an influencer, advisor, and analyst in the HR Technology industry. I work with tech companies in a number of ways from brand awareness, to product marketing and development, sales strategy, etc. As a reader, you see this in the demos and reviews I do, over 100 per year, but behind the scenes, that’s actually working with these organizations in a number of ways.

So, yeah, I write a lot. I speak quite a bit. I do webcasts, etc. But that’s not the full-time gig. I wrote a post a few years ago titled “What would it take to get you to work 80 hours per week?” I don’t work 80 hours per week, but I probably work 60-ish. A lot of nights and weekends to make both my full-time and my side gig work.

The reality is, if I don’t work my full-time gig, my bills don’t get paid. That’s real life. So, let’s work together! I would love to get to know more of you and work with a bunch of you. Send me a note and let’s connect – sackett.tim@hrutech.com.

The NCAA Transfer Portal in the New College Athlete Job Board!

If you are into college athletics, you have heard of the NCAA Transfer portal. If you are not into college athletics, basically the transfer portal is the technology used for an athlete of one school to let everyone involved know they intend to move from their current school to a new school.

There are over 500,000 student-athletes at NCAA sanctioned schools.

For the most part, we only hear about athlete transfers for the big sports of football and basketball, because that’s what the media covers, but it’s happening in all the sports.

So, what’s the big deal? 

Let me give you a quick history lesson. For centuries these NCAA schools have pretty much held all the power. Kids want to go to school to play sports, coaches at these schools recruited the athletes they wanted, and once they got that kid to sign his/her letter of intent that kid was basically stuck. Of course, they could leave, but if they did the transfer rules were so restrictive they almost always had to sit a year at the very least.

The coaches could leave for other schools, without any waiting period. Could be fired, etc. All the while the kid just had to stay and put up with whatever was thrown at them.

Recently though, the transfer rules have been relaxed allowing the vast majority of kids to transfer without having to sit out, if they are willing to give some reason that the NCAA feels are remotely close to being true and in the kid’s best interest.

“Oh, Johnny, didn’t get to play this year and he’s upset. Oh, his Mom is stressed out!? Well, we better let Johnny leave State U and go to HomeTown U so he can close to her and play football.”

So, yes, it’s become a complete cluster of movement!

What if this was your company? 

Now, I know what you’re going to say. Tim, this isn’t one company, this is thousands of schools that compete against each other, it’s just fair market dynamics at play. But, that is not quite true!

While we like to think of schools competing against each other, they’re all still staying in the NCAA! All the money is still being split up amongst the NCAA institutions. And just like a real company, some “divisions” are getting more resources than others, even though we talk about “equity” all the time!

HR gets less budget than sales because guess what, sales makes us money.

Football gets more resources than Men’s swimming because guess what?

D1 gets more resources than DIII because guess what? Turns out, some things are more important than others, or at least someone at the top made that decision.

This is more like one organization with 500,000 employees who all of sudden went out to all 500,000 employees and said if you don’t like your current job, or boss, or team members you work with, go ahead and apply for any job in the company, and we’ll let that manager determine if they want you or not!

Can you imagine the chaos?

All that said, I love it! 

The recruiter and leader in me love the transfer portal! I work hard to attract great talent and get them to sign on the line that is dotted. I then have this obligation to live up to what I sold this recruit on. If I don’t, I lose. If I do, well, that’s what the hell I was supposed to do, right?!

Too often, we are asking 17 and 18-year-old kids to make decisions on their life that isn’t reality. We wine and dine them, they show up to campus and learn that real life isn’t the recruiting trip. But then we expect them to live by this decision their adolescent mind made. This makes zero sense when you put into play that all these coaches lie and say whatever it takes to get them to sign.

Traditionalists in college athletics hate the transfer portal. They want it back to where they can control kids through a contract. I think this is the best, long term, for all involved. It is less likely you’ll have a few elite programs stash away all the great athletes. Once these athletes get to school and find out they won’t be playing any time soon, they can make a move that better fits them.

College coaches will have to be more transparent to recruits, or risk having a roster they need to rebuild each year. Kids will have to take more time to think about their long term future, or risk being seen as the kid who just jumps around when they don’t get their way.

This has all kinds of angles to corporate internal mobility! 

We love talking about internal mobility in corporate HR, but rarely can we point to organizations where it works great. Why? No, it’s not about technology. It’s about the same thing college athletes are facing. I thought I signed up for “X” and I got here and it’s “Y”, but oh, hey, great, I see “Y” over there in that department, let me move!?

Well, sorry, you can’t move, at least, not right now. First, you need to stay here for a year, and perform great, and get your boss to like you, and… “But, I just want to move over there and be great!?” Yeah, no.

It leads to the question, why don’t we allow employees to post and move jobs whenever they want? You hired them believing they would be great. They show up and almost immediately determine that the position they have isn’t right for them, but another one is. If you hired them believing they would be great, we should let them go be great, without waiting, right?

It’s messy. Like the transfer portal. Messy isn’t always wrong, it’s just messy as we work through it and figure it all out. The reality is, overall, the number is way lower than we think.

Finding Qualified Diverse Talent is NOT Your Issue!

During 2020, I’ve spoken to a lot of leaders who are concerned with their diversity recruiting. Every single one of them will say something like, “Tim, we just can’t find the ‘qualified’ diverse talent we need!” Sound familiar? Feel familiar?

I’m not a diversity recruiting strategy expert. I leave that to my friend, Torin Ellis. I do think I’ve got a bit of knowledge when it comes to overall recruiting, though.

When I break down the response I get from most leaders, regarding diversity recruitment I usually have one cringe, and one response. “Qualified?” What do you mean by that? I hear it as, you can find plenty of diverse folks interested in coming to work for you, but none of them, or few of them, are actually qualified to work for you. Is that how you read/hear that?

It makes me cringe a bit because what you’re actually saying is we don’t have a supply problem, we have a training and development problem, but you don’t even realize that. You could have your perfect diverse mix of employees if you just invested a bit in training and developing these great hired into great employees. But, you don’t see the value in that, which makes me think you probably don’t see the value in a diverse workforce, to begin with.

What I actually say to them is this, “You don’t have a diversity recruiting problem. You have a diversity pay problem because finding diverse “qualified” talent is easy. Finding ones that will accept your job, culture, location, and/or average to low pay is really hard!” 

Finding talent has never been easier in the history of humanity. We have more technology and tools than ever before. Finding is easy. Recruiting is hard..

Successful recruiting takes some skill. A success recruiter will find the “qualified” diverse talent you are looking for and then they’ll do a few things:

  • They’ll get them interested first. They will make them feel desired and wanted by the organization. By the hiring manager. By the team. Being Desired is a powerful drug!
  • Next, they’ll discover what that talent actually desires in their career. Quickly, efficiently, like a sniper.
  • Then they’ll make a determination: 1. Are we going to meet those desires. or 2. We won’t meet those desires.
  • One, you obviously move on to screening, assessing, etc. Two, and you move on to giving something back to this person. “I can’t help you right now, but I’ve taken notes and if I have anything that ever comes close to meeting what you need, I’m going to contact you back.” 99% of recruiters will never say that to a potential candidate.

Honestly, about 25% of the time when you tell someone “I can’t help you, but…” they’ll actually state a desire to keep going. You taking the potential away will make some reveal they actually have an interest. Doesn’t mean you will still move forward, but it’s a nice outcome.

I can easily find you “qualified” diversity talent. Don’t think so, call me. I can find anyone. The problem we’ll run into is that some of that talent is rare and will cost a premium to get. It’s a simple economic proposition, you can buy talent or build talent. They each have their costs and benefits. I find most organizations claim they want to hire diverse talent, but aren’t doing what it will take to make it happen.

Breaking Down the 2020 @Jobvite Recruiter Nation Survey with @Kris_Dunn and @KellyWLavin

(Project fans – sharing a podcast called The Best Hire Ever – this week I was on it with my buddy, Kris Dunn, and Jobvite’s Chief Talent Officer Kelly Lavin! Check it out!)

20 – Breaking Down the 2020 Recruiter Nation Survey – Kelly Lavin and Tim Sackett

In Episode 20 of BEST HIRE EVERKris Dunn breaks down the 2020 Recruiter Nation Survey from Jobvite with Kelly Lavin (SVP of Talent at Jobvite) and Tim Sackett. The survey is a leading piece of research on how recruiters are feeling and working annually, and this year’s release speaks volumes about how recruiters are feeling in the middle of COVID.  Serious stuff as well as recruiters use of IG and TikTok, as well as recruiter turn-offs when viewing candidates on social.

Please subscribe, rate, and review (Apple) and follow (Spotify) to get the latest delivered to you.  Click here if you don’t see the player below!

SHOW HIGHLIGHTS

2:40 – Kelly talks about her love for the HR Capitalist blog, etc. Kris wants to hear more. Tim doesn’t.

5:10 – Kelly breaks down the reason for the Recruiter Nation Survey – the reason for it, what is is and why it is important.

6:48 – KD talks about the survey size and the MARGIN OF ERROR – in a shoutout to an election year.

7:30 – The gang talks about the biggest downwards shifts in where recruiters are no longer spending their time and money during COVID (pipelining, time to hire, employer brand, candidate experience, and increasing retention rate). Wow. So much honesty in 2020.

13:55 – The gang talks about the upwards shifts in time spent and investment (managing layoffs and diversity hiring).  Kelly, KD, and Tim wonder why the focus on diversity hiring didn’t trend upward more.  Lots of honesty in the report from recruiters.

17:45 – Kelly, Tim, and Kris talk about what the survey says about video interviewing and where recruiters think candidates struggle with video interviews.  95% of recruiters think they are good at viewing interviewing. Tim thinks most of the recruiters think they are good at it because they’ve never been on the candidate side in a video interview.  Kelly breaks down the issues with eye contact in a video interview.

24:30 – Tim talks about where recruiters are spending their time via the survey – social media and LinkedIn. Tim hates it. He rightfully points to the candidate database and referrals as where the hires are.

25:55 – KD mocks the uptick in the use of Instagram and TikTok for recruiter purposes. Kelly learns about how KD gets the best TikTok videos in next to no time spent.  Kelly and Tim lead a real conversation about how TikTok might be used in a smart way by TA teams.

28:43 – KD leads a conversation from the survey results about the biggest “recruiter turnoffs” when viewing a candidate on social media (skin shots, use of pot, and of course – spelling errors. LOL).  Stalk much?

RESOURCES AND SHOW NOTES:

————Kelly Lavin, Jobvite and Tim Sackett

Kelly Lavin on Linkedin

Jobvite

The 2020 Recruiter Nation Survey

Tim Sackett on Linkedin

————Kris Dunn

Kris Dunn on LinkedIn

Kinetix

The HR Capitalist

Fistful of Talent

Boss Leadership Training Series

Kris Dunn on Twitter

Kris Dunn on Instagram