Category Archives: Talent Acquisition

Notes to HR Vendors #6 – Client Holiday Gift Ideas

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I’ve done a few presentations titled something like, “HR Tech Buyers Guide”, “How to Buy HR Tech”, etc. The presentation is designed for HR and TA practitioners to help them become better buyers of HR Tech. To understand the crap that HR and TA Tech vendors do and say to get you to buy stuff you might not need, want, or will use.

The interesting thing about these presentations is that half the audience turns out to be the actual vendors themselves wanting to hear what it is I’m telling the real HR and TA leaders! It’s smart for the vendors. It helps make the better sellers as well. Well, at least some that actually listen!

Based on these interactions I decided to build a series of what has come out of interactions with the vendors themselves, aptly named “Notes to HR Tech Vendors”. Look I don’t alway have to be creative! Enjoy!

Notes to HR Vendors #6 – Client Holiday Gift Ideas

There two ways this post can go, 1. A post about the gifts you actually give that are awful, 2. A post about gifts you could give that people would actually enjoy. I haven’t figured out which way this one will end up, so here we go…

About this time every year I start receiving gifts in the mail from HR and TA tech vendors. Ironically enough most of the HR and TA companies I’ve highlighted on my widely popular and over-shared weekly tech review, T3, rarely send me anything, even though they share with me constantly how many sales they’ve actually made because someone read about them on this blog. But, I’m not bitter, I did it for me, not you.

The gifts I start receiving are from the vendors I’m actually paying. Makes sense. They want to keep getting paid and figure if they send me of their ‘popular’ desk calendars I’ll for sure sign up again next year to use their product or service!

It’s fashionable in the HR and TA blogging community to post pictures of the gifts we receive from vendors, thanking them for being so nice. This isn’t the real reason we post these pics. The real reason is to shove it in the nose of the other bloggers who didn’t receive the gift in a petty one-ups-manship of who’s someone better because they got a logo mug filled with stale candy and you didn’t.

I personally hate this game, but I didn’t create it, I’m just a player. Hate the game, not the player!

So, what are the best gifts you could give? It really depends on the margin business you’re in. If you’re selling background check services, you’re probably not spending much on client gifts. If you’re selling annual HRIS enterprise level software, you might be handing out Mini-Coopers for all I know.

If I was in charge of gift giving to your clients, here’s what I would suggest:

– Free Consulting Service and/or Product. Here’s the thing, you know what your clients suck at, probably better than they do. Help them fix something, something they would usually pay for, but you have the expertise to solve it with little effort.

– Something Personal to your Main Client Contact. I have a client who loves chocolate. I send her chocolate. I don’t send everyone chocolate, because Ted, another client, doesn’t like chocolate, but he loves craft beer. It takes a little more effort, but it means more. (Side note for HR Vendor Executives – this is also a good test to find out if your sales folks have been building relationships! If they have no clue, they have no clue!)

– Development Opportunity for the individual or their team. I once had a vendor ask me to do a half-day workshop with a corporate recruiting team. It was the vendor’s gift to the client for being a great client. I had this happen with another vendor who had me come and have breakfast with a TA team and share ideas and thoughts on how they could improve. I’ve also had vendors invite me to a leadership conference on their dime.

– Anything sweet that can be shared. No fruit isn’t sweet! I’m talking candy, cookies, etc. That stuff is magical, it disappears almost instantly in an office setting! Fruit get’s thrown away in about two weeks.

– A great bottle of wine or spirits. If your client is a drinker, they’ll appreciate this more than you know! Most of that appreciation will come around 7pm on a Friday night, and they’ll remember you! I can tell you CareerBuilder sent me a great bottle of wine once. Many vendors have sent me bottles of Gin from all over the country. I appreciate those vendors the most!

– A Note to their Boss. What!? It’s simple and cheap. A handwritten note to the executive they report to, or even above them all the way to the CEO, saying how great it is to work with a smart and caring partner, someone who is constantly trying to make your organization better, and I thought you should know.  Explain what makes them better than other peers in their field. That gift will give back in many ways!

– Something they wouldn’t normally buy themselves. High-end Sunglasses, Wireless Beats, Google Home, Amazon Alexa, etc. For a hundred bucks you get a “Wow! OMG! Thanks!” You get remembered. I personally had a vendor give me a Northface jacket with their logo on it. I wear it often!

There you go from free to a few thousand dollars, all will make a statement, all will make people remember you when it comes time to budget more money for your product and services. If you want to know what won’t work, hit me up after the holidays and I’ll tell you the worst gifts I got!

 

 

 

Happy Thanksgiving, HR and TA Friends!

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I’m super thankful for 2016. I have to say in 2016 I honestly believe I’ve met more HR and TA leaders and pros in this year than any other single year in my professional career!

I’m constantly told, by well-meaning folks, when I go to a new place something like, “Well, Tim, the people here are great, but from an HR (or TA) perspective, we’re probably 3-5 years behind!” Almost every single place I go! Big city, tiny country town, foreign countries, big company, small company, startups. Everyone says the same thing!

What I find is really two things:

  1. You think you’re way more behind than you actually are.
  2. Those who are actually behind, really don’t care or have given up on their profession and/or their organizations.

Those who really care about HR and TA are rarely ever behind. They might not have the same resources as other companies, but their thought processes on what is great HR and TA is spot on. Also, I rarely find HR or TA professionals or leaders who truly feel they’re on the cutting edge of innovative HR and TA practices.

The fact is, those who are on the cutting edge of HR and TA are less than 1%. If you go to HR and TA conferences you probably get to hear from these folks, and that makes you feel behind, but 99.9% of those sitting with you in the audience are right where you are! Also, just because someone is from a big, popular company, don’t think they know about HR or TA than you do!

Most of the truly great HR and TA leaders I meet aren’t from giant brands. They’re from medium to smaller organizations and they’ve had to hustle to get their shops in order, they’ve had to be innovative to compete, and they’re much more willing to push the envelope of technology to move their organizations forward.

So, today I’m giving thanks. I thankful for all the new friendships I’ve created over this past year. I’m thankful for all the old friends who call me out on my bullshit. I’m thankful for having this community of people who care so damn much about their organizations and their people. It’s uplifting to work in this world every day.

Happy Thanksgiving!

T3 – Technical Interview Technology – @eTeki_Inc

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This week on T3 I take a look at the technical interview technology eTeki. One question I get asked often by TA pros and leaders is around finding a technology that will help them select technical hires better.  There are some ‘test’ type technologies on the market, but those are really difficult to actively select from and the tests are usually super generic.

It’s not a hidden fact that most HR and TA pros/leaders have little functional knowledge when it comes to technical positions. Internal IT groups are stretched thin, so using your own staff as part of the selection process becomes a huge hindrance to most organizations. Still, hiring managers are expecting TA departments to do a better job at filtering out technical candidates who can’t walk the walk.

Along comes eTeki. eTeki is an interviewing platform that uses screened functional IT talent to do live interviews. It’s like ‘Uber’ for selection. Need to interview a developer? eTeki will partner your organization with a developer skilled in the same technology you have, plus skilled in interviewing technical candidates.

What I really like about eTeki:

– eTeki interviewers don’t tell you who to hire or not hire but give you detailed scoring and comments based on the technical skills you want assessed. Since these interviewers have no vested interest in who gets hired, you get more of an unbiased assessment than with your internal team.

– Every eTeki interview is recorded with video, so you and your hiring managers can go through and see the entire thing if you want. Also, the interview platform has a collaborative code editor in 50+ languages so you can see code snippets of the candidates you’re assessing. The platform also has a shared whiteboard function and screen sharing.

– Super simple to use for all three parties, the candidate, the company and the interviewer. A coded personal link is sent to the candidate with a password, face to face video, nothing to download, mobile enabled.

– Crowdsourced interviewer rating system ensures the interviewers who are using can actually do what they say they can do. You can see comments from other organizations who have previously used these interviewers to screen their talent. Currently, they have over 1200 interviewers in their marketplace, 80% are U.S. based. Basically, experienced technology pros looking to supplement their income by doing interviews (where the Uber comparison comes into play).

– The platform gives freedom to the interviewers to dive into skills they see a candidate has, as well, that you might not have asked, but will find valuable based on the role and job description you provided them, on top of assessing all the stuff you asked them to assess as well.

The cost per interview varies on the interviewer who sets the price, but the marketplace usually keeps them in the $40-60 per interview range. That’s a real bargain when you think about how much per hour you pay your own internal technical employees, plus the training and information you get on each candidate.

Another piece of this I like is that if you find an interviewer that you really like and they’ve shown to give you really good information to make your selection decision, you can personally request them for additional screens as well. The platform continues to evolve as more and more organizations use it and have different requests for additions, and eTeki has shown they’ll work to evolve the platform even more in the future.

Well worth a look if you are in need of a great technology screening tool and need to move candidates through the process quicker.

T3 – Talent Tech Tuesday – is a weekly series here at The Project to educate and inform everyone who stops by on a daily/weekly basis on some great HR, recruiting, and sourcing technologies that are on the market.  None of the companies who I highlight are paying me for this promotion.  There are so many really cool things going on in the tech space and I wanted to educate myself and share what I find.  If you want to be on T3 – send me a note.

Do Your Leaders Need to be Technocrats to be Successful?

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With the U.S. Presidential elections behind us, we’ll continue to see fallout for some time.  Hillary Clinton was considered by many in Silicon Valley to be a “Technocrat“. What’s a technocrat you ask?

A technocrat is someone who’s an advocate or proponent of a Technocracy, and part of the technology skilled elite. A technocracy is a theoretical organized structure of governance where the leaders are actually selected based on their technological knowledge. Like most things, though, the media has used the term to describe an individual who is pro-technology, for the most part.

On the flip side, President-elect Trump (boy that was odd writing!) is not considered to be a technocrat.

One of the reasons millennials voted for Clinton in such huge numbers was she was considered to be more technology savvy than Trump and advocated for technology more than her opponent. The reality is both are 70-year-old baby boomers, who probably couldn’t set up their own email on an iPhone, but one had a better marketing team than the other!

Regardless of actual technological skill, I still believe it comes back the mindset, not age, that you’re either pro-technology (technology is good and will help us be better), or you see technology as fine, but it’s not life-changing (yeah, I can see what you’re saying, but the old way works as well). So few are now anti-technology that it’s not even worth talking about.

It begs the question, though, that if a younger workforce has shown they prefer leaders who are Technocrats, should you be looking for that trait when you go and select leaders?

I believe we should be selecting leaders who are Technocrats and here are some reasons why:

1. A younger workforce is more likely to follow a leader who is pro-technology.

2. We need our leaders pushing our organizations forward and one of the best ways is through technology advances.

3. Having a technocrat mindset is more akin to having a strategic mindset. If you’re constantly thinking about how technology can advance your business, you’re being strategic, as compared to just running your operations the same way they always have been.

The hard part of selecting technocrats is almost anyone in today’s work world under the age of sixty will tell you, “of course, I’m pro-technology!” When in fact, most have no idea what that even means. Saying you’re pro-technology and being pro-technology are two very different things.

Yeah, I use Netflix. No, I have no idea how my kids set it up. Just because you watch Netflix doesn’t make you pro-technology. Liking technology and taking a keen interest in how it works to make your life better are two different things. Technocrats want to know more. They might not be able to write code, but they dig in beyond just the surface.

The key to selecting technocrat leaders is to have them give you specific examples around how they’ve used technology to push their organization or department forward? What was their role in the selection process? Why did they select one technology over another? Technocrats will love these questions and will really take you into the weeds with their answers.

Just being a technocrat won’t make a leader candidate a good leader. We all know all of the other leader traits we are looking for in selecting our next leaders. It’s my belief, though, that as we move forward, our leaders need to be technology savvy if they truly want to connect and lead a younger workforce.

 

Talent Acquisition Is Dead!

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So, I wrote this little eBook called, “Talent Acquisition is Dead: Talent Attraction Takes Root“, just click through to read the entire book. It’s built on the concept that for decades, truly the entire history of hiring employees to work for companies, we’ve only ever worried about acquiring talent.

When you think about acquiring something, like assets (“Employee are our most valuable asset!”), the process you go through to acquire something is very different than the process you go through ‘attracting’ something. I believe we are entering a new era in human resources where we no longer look to acquire, we now look to attract!

The concept of acquiring talent is one-sided. I want to acquire something, I go out and acquire it. Hiring people for your organization is not a one-sided affair, but we’ve treated it like that for the history of talent acquisition. The best talent does not like to be acquired. They want to be attracted!

So, how do you attract talent?

Well, that’s what the entire eBook is about, the ideas and technology used in today’s most innovative companies to attract talent.

What we have learned over the past decade is just doing what everyone else does, does not attract great talent. If everyone has ping pong tables and beer on tap, that is no longer an attraction, and many would argue it was never an attraction, to begin with!

How do you attract someone you would eventually like to marry?  You do many things. You might change your outward appearance. That might help attract, but it might not help retain. A true attraction between two people usually happens when their visions of life are comparable. I like you, you like me, we like living on the coast and want a puppy, one child, we hate mean people, and love the environment. We should spend out lives together!

That’s tricky when it comes to hiring, but that’s exactly what talent attraction is all about. How do we share our stories and find out if we are compatible? In the eBook, I lay out five detailed ideas that will help you attract talent into your organization.

I’m thankful for Appcast in giving me the platform to write this, and the help on the editing and design side. Check out the eBook, “Talent Acquisition is Dead: Talent Attraction Takes Root” and let me know what you think!

Maybe Facebook Taking on LinkedIn is the end of Facebook!

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I’ve always been a huge proponent that Facebook could end LinkedIn at any point they decided. Facebook has more active users, more data, it’s a platform everyone is comfortable with, and companies love it as well.

So, when Facebook opened up a company’s ability to now create a job posting on your company Facebook page recently, and have candidates can apply right on that page, stuff just got real for LinkedIn!

It seems like the logical conclusion that Facebook can do what LinkedIn is doing better. But, should it be the logical conclusion?

It seems like all of these social media companies constantly stumble over themselves, primarily because they are constantly breaking new ground with each turn. You try stuff, it doesn’t work, you try more stuff, eventually, you find the secret sauce.

LinkedIn has gone through this pain, multiple times. They had one of the greatest things going ever when they were flat out a professional network and professionals flocked to LI to network, share ideas, etc. It was a modern day equivalent to the old school Rolodex. LinkedIn made professional networking popular.

Then they broke it. Let’s be fair, they broke it because eventually, we all need to get paid, LI was no different. But opening up LI to recruiting nation killed the desire for people to want to be on LinkedIn and get constantly pimped. But, at the same time they actually created a pretty cool job board 2.0, when everyone thought those were going to die.

So, now Facebook wants to come into the playground, push LinkedIn down and take their milk money.

The problem is, Facebook hasn’t really ever broken their platform before and had to recreate it into something new. The Facebook I use today is virtually the same Facebook I started using nine years ago. LinkedIn today, is not LinkedIn of five to seven years ago, it’s very different. Some people will say worse, some people will pay $26.2 billion for it!

I’m wondering if Facebook goes all full blown LinkedIn with their platform, what happens to Facebook?  Is it still a place where you’ll want to hang out four or five times a day? Do you want to share cookie recipes with your Nana and talk financial strategy with coworkers all in the same place?

It’s arrogant to think you can just come in do something better than someone who has lived the pain of creating something. LinkedIn’s history of development gives them an advantage. Can Facebook come in and do it better? Maybe, but I don’t think you’ll see it happen overnight.

I’m a huge advocate for ‘one-life’. I don’t want to live multiple lives. I don’t want to be one person on Facebook, and another person on LinkedIn, but I’m in the vast minority when it comes to that view. Most people do not want to mix their personal and professional lives. They want to be freaks in the sheets and a lady on the streets, err, LinkedIn.

Should be interesting to watch these two powerhouses fight it out. What do you think TA pros and leaders? Are you ready to do all of your recruiting on Facebook?

Vets, We Love You, but We Still Aren’t Hiring You!

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One of the most politically correct lies that employers spout off constantly is how desperate they are to hire Veterans! There’s a reason for this. In America, we love to honor our Vets! There’s nothing better than propping your brand up against that American flag with a soldier standing right next to it.

The reality is, most Vets are still struggling to find solid careers. Sure, everyone wants to offer them a $15/hr bust-your-ass-job, but Vets are looking for salaried positions with great benefits, in jobs they can work the rest of their career, that won’t destroy their body. Not many employers are offering Vets those jobs!

I’ve been writing about this problem for the past five years and I get a healthy stream of Vets who write me behind the scenes and share their stories and struggles to find solid career level positions. I just recently had an individual who came out of his service with a degree in HR, service of constant promotion, supervised upwards of one hundred soldiers at a time. In that role, he had constant performance management, training, process improvement, etc.

He was applying for an entry-level HR Generalist role. He got turned down because he didn’t have enough experience!

So, why are companies still struggling when it comes to hiring Vets into higher level roles? Here’s what they don’t tell you:

  1. Less than 1% of Americans have ever served in any branch of the military. We fear what we don’t know, and we definitely don’t hire what we don’t know! We only see pictures of Vets holding guns and in combat, but that’s a small part of their every day activities.
  2. Movies have given us a warped sense of what professionals in the military actually do. Today’s modern military is rarely portrayed as it actually is in the movies because it wouldn’t be very exciting. It’s the same reason you don’t see movies about the day to day happenings of a large company. It’s mostly boring! What most military pros do on a daily basis, away from battle zones, is mostly the same stuff you do on a daily basis. It’s HR, logistics, accounting, administration, training, development, etc.
  3. We overvalue work experience within an industry. If someone worked at your competitor for 3 months, you would value that more highly than a military professional doing the same job for 3 years. We so overvalue industry experience it’s not even funny! I’ve worked in four different industries and each time had people tell me, “Oh, Tim, this is the craziest industry you’ll ever be in”, ever time! Guess what? It wasn’t. It’s all the same! Get over yourself!

I recently hired a Vet into my own company. We mostly hire new recruiters and train them up, but it’s definitely a career job. Great recruiters can find work anywhere for the rest of their life, in every industry. It’s mostly a desk job. Recruiting companies love to hire former college athletes. What I’ve found is Vets come with the same motivations and skills, but their work ethic might be a bit stronger!

I constantly have CEOs tell me they just want people who want to work. Yet, when it gets down to their hiring managers, there’s a mental block happening. If these military folks were minority or women we would call this discrimination, but for some reason, we don’t say that with Vets. But, that’s mostly what’s happening.

We love to hide behind the fact we found someone with more ‘industry’ experience, or someone who has done the same job, etc. It’s all excuses. You don’t hire Vets because you don’t think they can handle your jobs. The fact is, they can, they just need you to give them a shot!

Do yourself a favor this Veteran’s Day. Take a chance and hire a Vet into a job you’ve never tried before. Sure, they’ll need some training, but they’ll bring the rest, and you might just find your organizations next great talent pool!

Too Many Recruiting Tools Are Killing Your Recruiting Efforts

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You’ve heard of this concept of the Inverted-U Curve, right? It’s fairly straightforward. In the beginning, you have nothing or very little. As you increase the resources you begin to become more effective. Eventually, as you add more resources you’ll actually reach maximum potential.

In the attempt to go even higher, you keep adding more resources, but you don’t see an increase in effectiveness or output, you actually see a decrease. This is the basic concept of the chart above.

This happens in recruiting too many organizations.

We start out with a bunch of recruiters and some phones. That’s not enough we need to add some other stuff, these recruiters need tools! So, we give them email and an ATS. Then comes the job boards, postings, InMails, etc. Might as well automate background checks and references. We really need to fill the pipeline, here comes sourcing tech!

Wish we had a way to get our messages out to candidates more effectively! CRM, branding technology, data analytics, SMS messaging, etc. Just keep adding more tools! That’ll a fix it!

Except it doesn’t!

What happens to your recruiting team as you add more tools?

  • The complexity of the process increases.
  • Core recruiting skills diminish, or at the very least don’t increase. (Laziness factor)
  • Increased points of failure in communication with each piece of new tech.

What we know is technology doesn’t make you better at recruiting. Technology makes you faster at recruiting, but if you suck at recruiting, technology will only make you suck faster!

Great recruiting starts with your people. Your recruiters. That’s your foundation, not your technology. Technology can help cover up some hickeys of bad recruiters temporary, but eventually, we will all see the real hickeys!

So, before you sign that next contract for some new technology, first take a look at your team. Do you have the right people on your recruiting bus? Do they have the core skills they need? How will I get them the skills they need?

The continued increase in technology will only take you so far. You can either solve this problem on the front side, or eventually, you’ll face it on the back side, but either way, it’s coming. In my experience, it’s easier to solve up front then wait for it to come up when twelve technologies deep into your TA stack!

#TransformRM – Day 1 of first ever Recruitment Marketing Conference!

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I’m at TransformRM this week in Boston as the folks from Smashfly are hosting the first ever Recruitment Marketing conference. Day 1 was packed with content as the designers of the conference mixed in quick-hitting 30-minute sessions around 50-minute keynotes.

Turns out you don’t have to do an hour and fifteen minutes per session and your conference won’t explode! Who knew!

I will say the content design made the day fly by and having mostly practitioners come on stage for thirty-minute sessions forced them to get to the point and share great stories, tips and results from their own organization. I loved it!

Finally, TransformRM pulled in keynote speaker Mel Robbins, of TEDx fame, and her 5 Second Rule theory. She freaking killed it! Get ready to see much more of Mel around the HR community conferences. She’s a legitimate speaking superstar.

Here are some of the key takeaways from Day 1:

  • We’re all still pretty new in this whole recruitment marketing skill set. So, you still hear a lot about ‘brand’ and less around the actual marketing aspect. (Yes, I know brand is part of marketing!)
  • Most impressive practitioner/company presentation was from John Qudeen, VP of Recruiting at Thomson Reuters. If you’re looking for a company that flat out gets recruitment marketing, you need to check them out. One of the few that seems to have figured out measurement of RM, definitely a market leader out of the gate!
  • Across the board, though, all practitioners shared great ideas and were very forthcoming in sharing their secret sauce, notably, Julia Levy from Fiserv, Jared Nypen from Great Clips (who had the hardest job of the day in following Mel Robbins and he killed it!), and John Cotton from CH2M.
  • Not a ton of talk around the actual tech stack it takes to pull off great recruitment marketing, but as you can imagine all those who were doing it well were all using CRM technology to help retarget candidates and elevate their message and content to those they were trying to attract.

Can’t wait for Day 2! Check out the live stream at TransformRecruitmentMarketing.com, I think you’ll really get a ton of takeaways on what some great brands are doing in their own shops with RM! Also, follow along on Twitter at #TransformRM.

The 7 Deadly Words You Should Never Say To a Candidate

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Communication is a tricky thing. It’s so easy to turn off another party by simply using just one wrong word, especially when you’re trying to build a relationship with a candidate you potentially want to hire.

I think there are some words and phrases that have a high probability of turning off a candidate to want to come work for your organization. I speak to students a few times a year about interviewing and I tell them something similar, which is what you say can automatically make a hiring manager not want to hire you!

Think about being an interview and the candidate starts to tell you why they’re no longer working for ACME Inc. “Oh, you know it was just a ‘misunderstanding’, I can explain…”

“Misunderstanding” is a killer word to use while interviewing! It wasn’t a misunderstanding! You got fired!

So, what are the 7 Deadly Words you should never use as a recruiters? Don’t use these:

-“Layoff” – It doesn’t matter how you use it. Even, ‘we’ve never had a layoff!’ Layoff isn’t a positive word to someone looking to come to work for you, so why would you even add it to the conversation!

-“Might” – Great candidates want black and white, not gray. “Might” is gray. Well, we might be adding that tech but I don’t know. Instead, use “I’m not sure, let me check for you, because I want to get you the truth.  Add

-“Maybe” – See above.

-“Unstable” – You know what’s unstable? Nothing good, that’s what! If something isn’t good, don’t hide behind a word that makes people guess how bad it might be, because they’ll usually assume it’s worse than it really is!

-“Legally” – “Legally” is never followed by something positive! Legally, we would love to give you a $25K sign-on bonus! It’s always followed by something that makes you uncomfortable. When trying to get someone interested in your organization and job, don’t add “Legally” to the conversation!

-“Temporarily” – This is another unsettling word for candidates. “Temporarily” we’ll have to have you work out of the Nashville office, but no worries, you’ll be Austin soon enough! Um, no.

-“Fluid” – Well, that’s a great question, right now it’s a fluid situation, we’re hoping hiring you will help clarify it! Well, isn’t that comforting… Add: “Up in the air” to this category!

We use many of these words because we don’t want to tell the candidate the truth. We think telling them exactly what’s wrong with our organization, the position, our culture, will drive them away. So, we wordsmith them to death!

The reality is most candidates will actually love the honesty and tend to believe they can be the one to come in and make it better. We all want to be the knight on the white horse. Candidates are no different. Tell them the truth and you’ll end up with better hires and higher retention!