Would You Be Willing to Guarantee a New Hire One Year’s Worth of Pay and Benefits?

“People don’t want more choices. They want to be more confident in the choices they make.”

– Scott Galloway

It’s hard to hire not because there isn’t enough talent. There are all kinds of talent. In fact, there has never been a time in our lives where it’s been easier to actually find that talent and connect with that talent!

The technology and access we have to candidates have never been better. So, why is it so damn hard to hire!?

Candidates are fearful of making a bad decision. I might not love my current job, but at least I know what I have. I know the good and the bad. If I move and make a change, I’m not 100% sure of what I’m getting myself into.

So, would your organization be willing to take that fear away from me? 

Just take it clean off the table. If you take our job, we know it’s a stressful decision, we’ll sign a contract where we will play you a guarantee one year’s salary and benefits, no-fault. Meaning, at any time in the first year, if you, or we, decide this just isn’t working out, we’ll pay you the balance of that first year’s salary. It’s a no-risk offer to come to work here!

Would you do that? Why or why not?

If we do our jobs really well, in terms of sourcing, screening, assessing, vetting, and selection, this is really a low-risk proposition for the company, and it might actually help us land some of the best talent that is just a bit more conservative in their decision making. Think about who is naturally conservative in their thinking? Engineers, highly intelligent, logical people like scientists of all types, medical professionals, accounting types, legal types, etc.

You know those hard to land hires!

The dirty little secret of doing something like this is it’s basically almost no risk because most professional hires, given a proper courting process, don’t leave within twelve months. You wouldn’t do this with high volume hiring, but you could do it with your hard to find, low volume hiring.

What do you think? What am I missing? Why would our executives support this or hate this? Hit me in the comments.

Announcement! I’m Joining the Josh Bersin Academy as a Senior Faculty Member!

Today, I’m excited to announce that I’ll be joining the Josh Bersin Academy as a Senior Faculty Member!

I’ve run in the many of the same circles as Josh for years and, like many of you, have been always loved and admired his insights and data that he has shared with the community for so long, and I’ve seen him present countless times. So, of course, when he asked of my interest in joining, it was a no-brainer! Josh Bersin is the biggest name in our business!

For the past decade I’ve shared, and maybe overshared at times, everything I possibly could with this community of HR and TA professionals. So, this moves makes complete sense for me, because it allows me to continue doing what I love and sharing now with even more people and growing the community.

What’s the Josh Bersin Academy? 

The Josh Bersin Academy, composed of over 3000 members, is a center for the global co-creation of the future of HR by a Community of Practitioners sharing experiences in spirited conversation about what might be.

Adding expert knowledge to this conversation is the Senior Faculty group chosen by Josh Bersin, who of course, is the Dean of Josh Bersin Academy. Their role is to add expertise to the ongoing generation of knowledge by the broader community.  You can see my JBA bio by clicking on the link. I will be joining a distinguished list of Senior Faculty group to 21, plus of course, Josh Bersin as the Dean.  You can see all our bios here: https://bersinacademy.com/faculty.

What is my role as a Senior Faculty Member? 

Within the JBA platform and each specific course, we break up the members who are currently enrolled in courses into smaller teams/groups to have a better ability to have real, active interactions. As a faculty member, it is part of my role to get involved with these conversations, react, add insight, and answer questions.

Josh also will utilize our expertise for various content and research projects, that will add to the growth and understanding of the JBA members on an ongoing basis.

Why this role? 

As you can imagine, I get asked to do a lot of stuff! And I love to stay busy and try everything I can. This role in the JBA Academy allows me to continue on leading HRU Tech, continue to write and speak, and continue to work with the HR and TA Tech community that I have a passion for. I just need to find a way to clone myself or sleep much less!

Truly, I can’t wait to begin interacting with academy members! Helping share knowledge in our community is something that I really enjoy and it brings me great satisfaction.

So, check out the Josh Bersin Academy. It’s a tremendous way to increase your skills in HR, interact with like-minded professionals, and gain high-level insight from some of the best HR and TA minds on the planet (and me).

SHRM-SCP or HRCI-SPHR? HR Pros – Which one should you get?

I’ve been HR blogging for ten years. You learn a few tricks about blogging after that amount of time. One is you find out what people actually want to read by the search words they use to find your blog and various blog posts.

One of the most all-time most searched for terms that find my blog is:

“SPHR or SHRM” or “SHRM or HRCI” or “SCP or SPHR” or some combination of those terms.

For my non-HR readers, SHRM is the world’s largest HR association. HRCI is an organization that has certified HR pros through education and testing for decades. A couple of years ago, SHRM decided to take that type of activity in-house and do it themselves, which led to competition around who’s certification is better SHRM or HRCI, or which certification should you get SHRM or HRCI?

I wrote about this a couple of times, years ago, and it still comes up and I still get questions about it, so I thought I would do an update on the topic. The first time I wrote about this was in December 2016 when SHRM first announced its move into the certification space. My opinion then was I’m going to have both, and see how it all plays out, but SHRM is the brand name that HR pro and leaders identify with, no one really knows HRCI outside of the HR world.

What’s changed in the past three years? 

Really, not much! It’s played out a little slower than I thought, and there hasn’t been really any big moves like I thought would happen on the HRCI side. My feeling back then was SHRM would slowly bleed HRCI dry and take over the HR certification space. That has definitely happened, but not at the pace I thought it would. I would have thought HRCI would have had to pivot by now or be out of business altogether.

But, a funny thing has happened. HR pros/leaders, by their nature, hate change and are slow to change, so those who had their HRCI certification, have basically just kept at it, instead of changing. If anything, we probably see more people now holding both certifications, which is really kind of silly to pay both fees. In fact, my plan is to not renew my HRCI certification the next time it comes up.

Why?

My feeling hasn’t really changed. SHRM is still, by a mile, the brand name that is recognized in the HR community. The reality is HR pros get an HR certification to better themselves, their career, and their HR knowledge. As an HR pro, when you go on an interview, almost no one is going to question whether you have an SHRM cert or an HRCI cert, only that you have the certification. Also, most executives will identify with SHRM as being the gold-standard, again mainly because the brand is so strong in the industry.

What’s Next? 

In a modern world, what is it that people really need to show you they know their stuff? We all know someone who has a certification in HR that basically sucks at HR, so we go, “well, certifications tell us nothing!” I don’t agree with that. Taking both the SHRM cert and the HRCI cert, those assessments are for real. You just don’t show up, without studying, and pass those. So, there is definitely knowledge that is learned if you have one. But, we know that knowledge, alone, isn’t enough to be great at a profession.

SHRM has launched Micro-credentials, like mini-certifications, where people can dive deeper into certain aspects of the HR knowledge base. I think those have merit.

I think both HRCI and SHRM have completely missed the boat on talent acquisition certification. I’m on the board of ATAP and because it’s newly formed, and mostly volunteer, we don’t have the capacity to make this happen, but someone like HRCI could do it and it would be huge. Corporate TA leaders, more than anyone, struggle to find talent that knows what they’re doing. Again, certification doesn’t mean you’ll be great, but it’s a good first step to show someone actually cares about their profession and educating themselves.

SHRM’s answer to Talent Acquisition was the micro-credential and I got to be an instructor for one of the classes for this credential and the content was really good. But, it’s mainly designed for non-recruiting, recruiters. HR Pros who have to recruit, but it’s not their full-time gig.

More and more, we are seeing that formal education, getting your bachelor’s in HR, etc. It doesn’t have the ROI that it has in the past. This has led to many organizations hiring for positions and no longer requiring a college degree. HR is clearly one of those fields where a degree shouldn’t be a requirement. Some of the greatest HR pros I know do not have a degree but do have certification, and their lack of a formal degree has no bearing on their ability in HR at all. All that said, getting the degree will get you where you want to go faster.

The key to being great in any field is how you educate yourself and keep up on the industry. Too often I find way too many professionals that believe the way you keep up on being a great professional in your field is by showing up to work each day. That is not how you become great at anything! If you do not keep yourself up to date in your field and interact with others in your field, you slowly (or sometimes quickly) become obsolete.

Is there something else I should be getting besides SHRM or HRCI?

I do not feel, in the HR community, there is something else that replaces either one of these right now. There are a ton of new micro-learning, on-demand digital learning sites that are out there (Udemy, Lynda, Khan Academy, etc.) that can augment the things you won’t learn studying for SHRM or HRCI certifications.

Also, I do believe any modern HR Pro/leader has to really work to educate themselves on the HR Technology space that is now a critical component and competency for great HR in today’s world. Neither SHRM or HRCI really go deep enough on HR technology, but you will never get all you need from any one organization.

This is why your HR network of peers and mentors is critical. Networking with HR pros outside of your normal everyday world. Facebook and LinkedIn groups have really been excellent for this, in an online format. Local SHRM groups, DisruptHR, and various other local HR groups are also a great way to network and stay up to date on the latest HR trends and topics.

 

How do we find more candidates?

I get asked this question at least once per day. Sometimes I get asked this question so many times I think someone must be playing a joke on me. I start looking for the camera. Who’s filming this?!

If I don’t just come out and answer the question and I instead ask questions, I find that almost always the person asking the question already knows the answer.

You have a job. You need to fill the job.

Let’s break it down:

  • What do you need?
  • Where are those types of people in your market?
  • How would you let those people know you want them?
  • Any other questions?

The answer to the question is you go to where the people are that you need and you let those people know you want them.

If it’s so easy, why are so many people struggling?

It’s uncomfortable. The answers lead you to be in a place you don’t want to be.

Oh, the people we need work across town at our competition. Oh, we need to get in front of those people in multiple ways. Oh, we need to talk to those people and tell them why we are a better option.

Almost all of us have the answers. The problem is the answers aren’t what we were hoping to hear.

“But, isn’t there an easier way, that will cost the same or less and take less time and effort?” No. There are other ways that will be easier for you, but those will always take more resources. It’s a fairly simple equation. The more effort you want to give up, the more it will cost to replace that effort in other ways.

Want to find more candidates for your positions? You can either do the work or find someone to do the work.

Recruiting Facts: People Actually Like It When You Want Them…

If I hear one more person tell me that candidates don’t like phone calls, I’m going to shove a phone up your…

I’m not the smartest cat, but I know a couple of things.  Here are a few things I know:

1. You can’t taste the difference of well Gin and high-end Gin after 4 Gin and Tonics.

2. French Fries, Onion rings and Tator Tots taste great fried and taste awful baked.

3. Great tasting chocolate is the reason women can be single. (okay, I stole that one from my wife!)

4. Candidates with car trouble are lying.

5. People like to be told that you want them for a job! It’s flattering. It makes them feel important. It makes them feel valued. They love to listen to what you have to say, regardless of how satisfied they are in their job.

If I called you right now with a job that was something you have always wanted, guess what would happen?  You would call me back. You would call me back almost instantly. You would run out to your car, telling the receptionist on the way out you have an urgent personal call, to hear what I have to say.

Those people. Those thought leaders. Those idiots, who are telling you candidates don’t like phone calls are LIARS!

Why are they lying to you? Here is why I think they are probably lying to you:

1. They are lazy and hope the internet will solve all of their problems.

2. They are hoping to talk the world into believing you never have to make a phone call to get a job.

3. They are scared.

I did a survey where I asked 100 people, mostly millennials, (all potential candidates, since all people are potential candidates) if I called you with your “Dream Job”, would you either pick up my call or call me back?  Would you like to know the results?

100 out of 100 said they would pick up my call or call me back! 100%!

Recruiters who say candidates don’t like phone calls are not recruiters, they’re administrative professionals. Pay them accordingly.

The One Fix for Talent Acquisition You’re Too Afraid to Implement!

There’s a ton of reasons we are afraid of stuff. I was never scared of the dark, but for some stupid reasons, I’m scared of bees. I know that I’m not going to die from a bee. I’ve been stung. It hurts, you get over it. Yet, I hate when a bee is buzzing around me!

I think most people are afraid to be ‘found out’ professionally. To have it discovered that we aren’t as good as we think we are. Every function has hickeys. Things we really don’t want others in the company to see or know about. They aren’t career-ending things, still, they are things we aren’t proud of.

In talent acquisition, we lose great talent at points in our recruiting process. It happens way more than it should, for a number of reasons. If you were to truly dig into the exact reason why each person was lost, it wouldn’t be something most TA departments would be proud of.

What this is really saying is that talent acquisition isn’t giving this information to the hiring manager, or more likely, your hiring managers don’t believe the B.S. you’re selling them on the reasons why!

The majority of TA departments, when asked why a good candidate is lost during the process will come up with candidate problem reasons. The candidate backed out, it was too far to drive. They got an offer from another company and couldn’t wait. It wasn’t the position they truly wanted. Etc.

All of which might be legitimate, but we forget, many times the hiring managers get a different side.  Usually, hiring managers know people, who know people, etc. and the ‘real’ reason will get back to them. It then becomes, “well, Mark was getting the run around from your TA team about his plane ticket costing too much, and he felt like it just wasn’t worth dealing with this at this level”, or “the Recruiter took three days to call Mary back to schedule the interview time and by then she decided to take the other offer”.

The reality is, the majority of TA leaders don’t want to know the ‘real’ reason because it reflects poorly on their team, and on them. That doesn’t feel good! Uncovering the brutal truth is painful and many times embarrassing.

Want to fix your TA department? Find out why candidates truly left your hiring process. If that’s your focus, you’ll quickly have your priorities of what to fix, change, and improve upon.

How do you do this? First, you don’t allow your recruiting team to ask the question. The answers you’ll get back will be ‘massaged’ to make TA look great and make the hiring managers look bad, or at the very least blame anyone else except yourself. Third-party this out, or find a neutral party within the organization that can make these inquiries and report back the results. This is key.

The best leaders want to know the truth. Not their version of the truth, but the real truth. Unfortunately, the truth might be the scariest thing you’ll ever face.

The Best of 2019: The Reason You’re Being Ghosted After an Interview!

I’m on a holiday break. Boys are home, we’re going on a trip. So, I’ve put together a Best of 2019 post list for you to enjoy. I’ll be back after the holidays with new stuff and some cool announcements for 2020! 

Dear Timmy,

I recently applied for a position that I’m perfect for! A recruiter from the company contacted me and scheduled me for an interview with the manager. I went, the interview was a little over an hour and it went great! I immediately followed up with an email to the recruiter and the manager thanking them, but since then I’ve heard nothing and it’s been weeks. I’ve sent follow-up emails to both the recruiter and the manager and I’ve gotten no reply.

What should I do? Why do companies do this to candidates? I would rather they just tell me they aren’t interested than have them say nothing at all!

The Ghost Candidate

************************************************************

Dear Ghost,

There are a number of reasons that recruiters and hiring managers ghost candidates and none of them are good! Here’s a short-list of some of these reasons:

– They hated you and hope you go away when they ghost you because conflict is uncomfortable.

– They like you, but not as much as another candidate they’re trying to talk into the job, but want to leave you on the back burner, but they’re idiots and don’t know how to do this properly.

– They decided to promote someone internally and they don’t care about candidate experience enough to tell you they went another direction.

– They have a completely broken recruitment process and might still be going through it believing you’re just as happy as a pig in shi…

– They think they communicated to you electronically to bug off through their ATS, but they haven’t audited the process to know this isn’t working.

– The recruiter got fired and no one picked up the process.

I would love to tell you that ghosting candidates are a rare thing, but it’s not! It happens all the time! There is never a reason to ghost a candidate, ever! Sometimes I believe candidates get ghosted by recruiters because hiring managers don’t give feedback, but that still isn’t an excuse I would accept, at least tell the candidate that!

Look, I’ve ghosted people. At conference cocktail parties, I’ve been known to ghost my way right back up to my room and go to sleep! When it comes to candidates, I don’t ghost! I would rather tell them the truth so they don’t keep coming back around unless I want them to come back around.

I think most recruiters ghost candidates because they’re over their heads in the amount of work they have, and they mean to get back to people, but just don’t have the time. When you’re in the firefighting mode you tend to only communicate with the candidates you want, not the ones you don’t. Is this good practice? Heck, no! But when you’re fighting fires, you do what you have to do to stay alive.

What would I do, if I was you? 

Here are a few ideas to try if you really want to know the truth:

1. Send a handwritten letter to the CEO of the company briefly explaining your experience and what outcome you would like.

2. Go on Twitter and in 140 characters send a shot across the bow! “XYZ Co. I interviewed 2 weeks ago and still haven’t heard anything! Can you help me!?” (Will work on Facebook as well!)

3. Write a post about your experience on LinkedIn and tag the recruiter and the recruiter’s boss.

4. Take the hint and go find a company that truly values you and your talent! If the organization and this manager treat candidates like this, imagine how you’ll be treated as an employee?

This isn’t about “Fit”, it’s about your Bias is showing!

“We’re big on CULTURE and fit!” We’re looking for the “right” person, not just skills!” “We just kind of know if they’ll fit or not…”

Of course, it’s not The Project if we don’t have some sports analogies that I tie back to some HR topic! That’s how this puppy was founded, probably won’t change. So, you might have missed a great sports-HR topic that popped last week!

LSU is the top college football program in the land and their head coach is Ed Orgeron. He’s beloved by a lot of people and has a great coaching pedigree. It’s surprising, with all of his success at LSU, that USC could have had him as their head coach, but he was passed over. And last week the truth of why he was passed overcame out!

“Specifically, Feldman said certain people in the Pat Haden administration “couldn’t get past what Ed Orgeron sounded like.”

“They didn’t listen to the players. They didn’t listen to the staff,” Feldman explained. “Ed Orgeron’s not a country club guy. I think he can relate to just about anybody…I think he can read people very well. I don’t think Pat Haden, who was the decision-maker at the time, that’s just not kind of guy he wanted. And I don’t think he could get past it.”

USC as an institution is elitist. They have graduates like Matt Charney and Neil Armstrong and George Lucas and OJ Simpson. Pat Haden, himself a USC graduate and Rhodes scholar, was the Athletic Director at the time Ed Orgeron was the interim head coach.

Can you imagine one of your hiring managers coming to you and saying, “Yeah, the resume is awesome, the references are awesome, but you know the candidate sounds dumb, so I’m going to pass!” That’s culture and fit. “We’re great” and we need someone who is going to “represent” us in a way where he makes us believe we are still great.

Pat had a bias. I want a head coach who ‘looks’ and ‘sounds’ like a head coach of USC. What does that mean? Looks good in a suit. Sounds like an educated person, probably white (at least sounds white). Heterosexual with a pretty wife. It was a look, an image. It wasn’t about results.

Pat Haden and USC were just doing what most organizations constantly do. They were hiring for fit. For “culture”. Believing somehow they had it figured out. Turns out, for Ed’s sake, they made the right call, because he is in a position where he is valued and they actually like his accent!

If you find yourself in an interview debrief and the conversation starts going down a path of “Fit” understand you’re about to hear someone’s bias coming out! Maybe you’ll even catch yourself and your own bias. We all have some and they mostly come out when we really can’t determine a real reason of why we don’t want to hire someone!

DisruptHR Lansing! March 19th – Call for Speakers is Open!

Lansing, MI is about to get all Disrupted and Stuff!

Everyone already knows I’m a big believer in DisruptHR events. I’ve spoken at many, I’ve been on the team running DisruptHR Detroit from the beginning, and I decided to start DisruptHR Lansing in my own backyard!

Our first event, DisruptHR Lansing 1.0 will take place in Downtown Lansing on March 19th in the evening (more details to follow) at The Exchange. Great speakers, free food and drinks, and disruptive HR talks throughout the night!

What is DisruptHR?

  • 5-minute hr-based micro-talks. Might be HR, talent, employee experience, leadership, rap music, who knows!
  • Each talk has a very specific format – 20 slides and each slide moves automatically every 15 seconds.
  • The goal is to be fast and challenge the status quo of the people side of the business!

CALL for SPEAKERS is NOW OPEN! 

We’ll be selecting a great group of speakers. I encourage HR pros and Leaders from the Mid-Michigan area to throw your names into the hat for speaking spots!!! It’s a great way to get yourself on stage with a group of fellow HR peers who’ll support you and laugh at our bad HR jokes!

Speakers also get a professionally recorded version of your talk. This is an awesome parting gift for your own development, and to show other conferences, etc. if you decide you want to speak in a longer format in the future. Almost every conference I know now asks for some proof of your ability to speak, as such, this becomes a very valuable piece of content!

Why Speak at DisruptHR Lansing 1.0? 

1. Well, I’ll be there!

2. Lansing, MI is the capital of Michigan. The epicenter of all things people in our state. It’s also might be the one place in Michigan that needs the most HR disruption!

3. HR pros need a network. We need to support each other. This is a great event to make that happen!

4. Cocktails & Hugs! (which ironically is the name of one of my upcoming future books!)

5. I’ll owe you!

Let’s face it. It’s March 19, 2020. We’ve just spent the last 120 days in pure grayness. We need to get out and do something! The event space will be intimate, the energy will be high, and we’re going to have some fun! Come join us! Tickets will go on sale after the holidays. We wanted to open up the Call for Speakers first!

If you want to get an email when tickets go on sale, leave your email on the comments below and I”ll make sure you’re the first to know!

The #1 Holiday Gift For Recruiting and TA pros Worldwide!

When I worked at Applebee’s in HR we talked about terminations as giving someone a “gift”. Every time I tell someone this, they kind of chuckle. “Yeah! Great ‘gift’ I get fired!”

Of course, there’s an explanation.

Imagine you are working in your dream job (whatever that job might be). You love your job. You love the people you work with. You feel valued. You do great work. The hours work well for you. The location works well for you. You have a really good balance. You are in your dream job.

Now, imagine the opposite. You hate your job. You can’t even stand getting out of bed in the morning, knowing you have to go to ‘that’ job. You don’t like the people you work for. You can’t stand your leadership team. It’s too far away from home. Nothing seems to be right. As such, you probably aren’t giving 100%. You probably aren’t performing at your best. You will probably be fired.

The person who is miserable and not performing in their job needs a gift. That gift is we stop kidding ourselves that this will work out and we terminate them so that they now have the time and motivation to go find that dream job! A job they love! We all deserve that gift! Our life is so much better when we are working at a job we love. It’s a true gift.

So, what’s the #1 gift for Recruiting and TA Pros!?

No, it’s not to terminate them!

It’s to buy my book! The Talent Fix! Yay! It’s back in stock over at Amazon just in time for the holidays, and you can order it in bulk right now! If you want to buy signed copies for your team – send me a note (timsackett@comcast.net) and we can work out the details! I’ll even personalize them with funny messages if you send me what you want to say!

Dear Tina,

I can’t think of a more amazing recruiter who has ever graced the

earth. The world is a better place because you’re in it. Last night, 

I wept with joy from the idea of “you”! 

Tim (but really fancy signature type “Tim”)

You like what I did there!? 😉 It’s really the gift that keeps giving all year long!

Also, you should probably fire some folks who aren’t performing well and hate their job! They will not consider it a gift in the moment, but if they are lucky enough to find that awesome dream job, a job they love, eventually they might come to see it as the best gift they were ever given!