The week of The Talent Fix, Volume 2! And SHRM Talent!
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The week of The Talent Fix, Volume 2!
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Category Archives: The HR Rules
What it Really Means to Be a Partner
In our little world, being a “partner” carries weight, right? But, serious question. Does anyone really know what it means?
I operate a staffing firm, where I end up working for free quite a bit. Staffing involves providing services up front, hoping to get paid when the right candidate is found. To succeed, you have to minimize the unpaid work as much as possible. I also speak and write in the TA and HR space, I do free work there too. A lot actually.
Often, I’m asked for “favors” – which translates to free work. Despite being called a “partnership,” it’s usually one-sided—I give, they take. I get it, though. Sometimes, giving something for free can lead to future benefits. It’s like a “loss-leader” strategy.
In my experience, this strategy succeeds about 20% of the time. People generally like helping when asked.
In real business partnerships, it’s similar. While you don’t want to work for free, you should always get something in return. Always.
For example, if you partner with a hiring manager, they should provide valuable feedback or help with networking. If they give nothing, it’s not a partnership—it’s a one-way street.
Genuine partnerships involve support, respect, and mutual benefit. Just calling yourself a partner isn’t enough—you have to act like one too.
It Takes a Village
In the hiring game, going solo just doesn’t cut it. It’s like raising a kid – you need a village. This village isn’t just HR and TA; it’s the whole organization.
Dealing with clients who think we can do it all on our own is a challenge. Even if we’re an outsider, we still need input from TA, HR, and the hiring manager to know what makes their company tick and why a candidate would want to join.
And guess what? The same goes for in-house hiring.
For me, it starts with the hiring manager and the team needing a new member. Sure, TA does a lot, but the big cheese in hiring is the one making the final call.
Some top-notch hiring managers stand out by doing a few basic things:
- Making it crystal clear what they need in a candidate.
- Getting all the info out there pronto, even redoing job descriptions on the spot.
- Jumping into the candidate search, getting the team involved until the job is filled.
- Making hiring a top priority in their schedule.
- Setting up a simple communication plan to stay in the loop without the drama.
If more leaders did these simple things, hiring would be a breeze. Too often, though, we’re told to hire alone – just fill the position and stop complaining. Usually, it’s from leaders who are as clueless as us about how to make it work, so they vent their frustration this way.
Give them these steps, and suddenly, they become team players. Define the roles, and things start moving smoother for everyone.
Don’t let yourself get stuck hiring solo. Your gig is to lead a team effort. TA’s main job? Keep things on track and make sure everyone knows their part.
The 2024 Conference Season is Here! Here is what I’m looking forward to
The HR/TA/LOD/Payroll/Etc. conference season is upon us. I’ve got a new book launching at SHRM Talent in April, so it will be an especially busy season for me this year. I’m excited for 2024 for a number of reasons.
I think the one thing I enjoy about conference season more than any other is connecting with peers and friends in the industry. I have the most inspiring and challenging conversations at conferences. I’ve found lifelong friends at professional conferences. I genuinely find it an awarding and educational opportunity that I love being a part of.
It came to my attention late last year that a group of professionals is working to put together a movement called #OperationPurpleLight that helps protect individuals from getting assaulted at conferences. I’m not naive to the problem of mostly women getting drugged and raped in our society. I was shocked to hear the rate at which this happens at professional conferences. Especially at HR-related conferences, with a demographic upwards of 80%+ female, we have to find ways to keep all participants safe.
It’s disgusting that anyone would ever feel threatened at a professional conference to begin with, especially if the perpetrator is a peer! So, as you are out this season, make special note of the efforts by Operation Purple Light, the conferences that are supporting this effort, and what you can do personally to ensure the peers around you have an enjoyable and safe experience attending conferences!
What am I looking forward to?
- TransformHR – Vegas, March – Transform has a unique format where almost all of the content is done in a panel format with actual practitioners. Many of them are from SMB and Mid-enterprise organizations, and it leads to some amazing conversations that can really get into the weeds about the what, why, and how we do things!
- Michigan HR Day – Lansing, MI, April – 2,500 HR pros all coming into Lansing, MI, for a day full of content and development. It’s one of the largest HR conferences in the US at that number! And it’s in my backyard! How the heck?! Over 15 years ago, the governor of Michigan decided to declare the second Wednesday of April to be a state-wide day of celebration and development for HR, and this thing has gotten big! The majority of state SHRM conferences can’t get 2500 attendees!
- SHRM Talent – Vegas, April (I spend way too much time in Vegas) – Besides the aforementioned book launch, I’ll also be the closing keynote speaker at SHRM Talent this year. I’m super excited about that and a bit nervous. It’s a big crowd, but I’m speaking to my peeps, so that’s comforting. I believe this is the best Talent Acquisition conference currently running.
- HR Tech Europe – Amsterdam, May – The sister conference to the world’s largest HR Tech conference in Vegas, HR Tech Europe is going on the road overseas, and it will be an amazing show. The HR Tech Conferences are amazing, and I’ve gone every year for the past decade. This is one I won’t miss on my calendar.
- SHRM Annual – Chicago, June – Ted Lasso is keynoting!! Always huge. Always fun. I’ll be speaking and signing books. It’s the single largest HR conference on the planet, and really, no one else is even close. It’ll be 20,000+ HR pros in one place. If you ever have the ability to attend, it’s an HR bucket list must-do.
- RecFest USA Nashville – Nashville, September – This is an outdoor recruiting festival, big tents and all, in the heart of Nashville. There is nothing else like this on the planet! It’s completely unique, and I’m taking my entire TA team with me to this event this year. In 2023, the best TA conversations I had all year happened at RecFest!
- Workday Rising – Vegas, September – One of the fastest-growing and largest HCM suites in the world, Workday seems to be taking over the universe! Workday Rising brings together thousands of enterprise Workday clients for development, education, and a little bit of fun. If you’re a Workday client, you should be investing to send your team here.
- The HR Technology Conference – Vegas, September – If you’re an HR Technology nerd, like I am, this is another bucket list conference to attend. You’ve got the startup pavilion, Pitchfest competition, HR tech products of the year awards, and the biggest HR Tech expo in the world; it’s by far the top HR Tech conference on the planet.
This is just a tip of what’s available and out there for your own professional development. There’s been a giant growth of HR Tech user conferences as well – Workday Rising, Oracle World, LinkedIn Talent Connect, etc. are a few giant ones. This isn’t even getting into the SHRM state conferences, industry-specialized conferences, etc. Then you have local DisruptHR events, local SHRM events, etc. If you wanted to, you could go to an HR event every single week of the year.
Let me know if you’ll be attending any of these conferences that I’ll be at. I would love to connect and share ideas.
The 10 Rules of Office Romances
So, I’ve dished out some rules before—actually, a lot of rules. You’ve probably seen my guide on Rules for Hugging at the Office, but let’s face it, office romances are trickier than a casual side hug in the hallway. In case you need a refresher, here are my no-nonsense rules for office romances that you can share with your team.
Rule #1 – Avoid falling for someone you supervise. But let’s be real, it happens. If you find yourself in this situation, be prepared to either quit, get fired, change departments, or witness the person you’re involved with facing similar consequences.
Rule #2 – Steer clear of anyone in Payroll. Messing with them may result in a temporary paycheck glitch, and even when it’s fixed, errors might haunt your payslip forever. Just don’t mess with payroll.
Rule #3 – Keep the office and office grounds off-limits for romance. I get it, love is in the air, but security footage is forever. Don’t give us reasons to laugh at your love escapades long after you’ve left.
Rule #4 – Save the explicit emails for after hours. It’s not that I won’t enjoy reading them, it’s that I get embarrassed when I have to read them aloud to the unemployment judge at your hearing. Trust me, it’s awkward.
Rule #5 – Don’t get involved with a married colleague. Even if you’re the work spouse, remember it’s not real. Reality hits hard when the actual spouse shows up, possibly keying your car in the parking lot.
Rule #6 – Choose someone with good performance. Falling for a stellar performer is a win-win. Don’t complicate things by getting entangled with someone who’s about to be shown the exit. It just makes life easier for everyone.
Rule #7 – Inform relevant parties ASAP. Movie dates are no big deal, but waking up in a different bed than your own might be. If there’s any hint of conflict, let someone in HR know. They’re there to help figure things out.
Rule #8 – Trust your instincts. If it feels wrong, it probably is. Don’t rationalize a questionable relationship. Saying things like “If this is wrong, I don’t want to be right” is a clear sign that it’s time to reassess.
Rule #9 – No need to hide your relationship. We’re all adults here. If you’re considering keeping it under wraps, that’s a red flag. Normal relationships don’t need to be hidden.
Rule #10 – We all know. Seriously, office romance isn’t as discreet as you think. We see the frequent stops at their desk and the suspicious stairwell visits. We’re not oblivious. Cut it out.
Don’t Say That!
Found this oldie but a goodie and I thought it would be a fun one to revisit. Still holds true, right?
7 Things You Should Never Say When Asking for a Raise!
Posted on by Tim Sackett
There are certain conversations in our work lives that cause people the most anxiety and having to go in and ask for money is, on my list, the next most anxious work conversation most people will face. I can think of many times that I wanted more money, thought I deserved to get more money, and heck even our good old Comp people said the market should be paying me more money, and still, it is a difficult conversation to have with my superior (at least for me).
Like many people, I think I do a good job, give my best effort, produce great results, and after all that, should I really need to ask? Shouldn’t my boss ‘get it’ and just want to write me a blank check?!
With all this in mind, most people will screw this conversation up by saying things they really want to say, but shouldn’t, if they’re trying to get a raise. Here are the top things you probably shouldn’t say when asking for a raise:
1. “If you pay 10% more, I will really put in some extra effort!” – So what you’re saying is you’re not putting in extra effort now…
2. “I looked in our HRIS system and I know Sheila on the 5th floor is making $5000 more than I am – and she’s an idiot!” – Not the best strategy to look at others’ private comp information, even if you have access, then call them an idiot – at least in my experience…
3. “If you don’t pay me more money, I’ll be forced to find another job that will pay me what I worth” – Be careful, I’ve tried this one, and they might call your bluff!
4. “I’ve done the math and if you fire Mike, I can do his job and mine, you save $50K, after giving me $25K of his $75K salary” – This actually might be a really good idea, But Mike might be the last one standing with the $25K raise, not you!
5. “I really don’t understand how you can be worth $50K more than me, I do all your work – and deserve more money” – Bosses just love to hear they are overpaid, don’t do anything, and you can do their job – NOT!
6. “I saved the company $1 million in reducing recruiting fees, by implementing a social media strategy successfully, I should at least get a fraction of those savings” – Why, yes you should – if you were in sales, but you’re in HR, and this was part of your job description. Sorry for the wake-up call – all employees aren’t treated equally – put on a helmet.
7. “I know times are tough, so I was thinking instead of more money you could give me an extra week’s vacation or pay for my health insurance or something else like that.” – Okay, Einstein, stop thinking – it’s all money. Vacation, health insurance, paid parking, lunch money – it all hits the bottom line on the income statement. You just showed how expendable you really are.
I’ve learned over the years, through trial and error (okay, mostly error) that many, if not all, of the above statements just don’t seem to have the impact that I was hoping for with my supervisor. I have seen peers, who performed well, were loyal, dedicated to doing their best for themselves, their co-workers, and the company, and got the raise they wanted by just being patient.
Supervisors are as uncomfortable as you are to have the compensation conversation. If you are as good as you profess to be, then they do want to give you more, but probably can’t due to budget, market, others performing even better than you, etc. It may be the hardest thing to do, but being patient usually works out the best of all!
Why You Should Recruit from Competitors
Is it cool to hire from your competitors? This usually gets mixed responses. If you ask 100 Talent Acquisition Pros, half might say it’s a no-go due to agreements not to poach from each other – a common practice in the corporate world.
Infamous legal dramas, like the Silicon Valley case, highlight the downsides of these secret pacts. Between 2005 and 2009, tech giants allegedly avoided recruiting each other’s people, causing lower wages and less job mobility. The lawsuit claims this left workers in the dark about better-paying opportunities.
Surprisingly, openly declaring an agreement not to recruit from competitors is not just ethically weird – it’s illegal. Yes, you heard that right. While it’s tempting to dodge the hiring treadmill in a competitive market, there are smarter ways to deal with it.
One approach is to invest in better pay, engagement, and talent development. DUH! Smart companies know it’s crucial to pay at or above market rates to keep their team happy. Instead of reacting to high turnover with higher wages, these companies stay ahead by regularly adjusting compensation to retain top talent.
Choosing between paying upfront or dealing with turnover costs is a classic business challenge. Reactive companies end up paying more on the back end due to turnover and higher wages. On the flip side, proactive organizations invest upfront in talent development, keeping a competitive edge by promoting from within and having visionary leaders.
I would actually love to see legislation that makes it illegal if you’re a corporate recruiter and you don’t make cold calls to recruit! You saying you’re a ‘Recruiter’ but you don’t recruit! That’s the real criminal activity going on!
Your Secrets Are Safe With HR
I’m not big on secrets, but let’s chat about the lowdown that HR folks usually have. In the HR circle, there are always a few things we’re told to hush about.
These are the secrets that only we as HR pros have:
- Spotting folks in the office about to exit. Others might catch wind, but HR usually has the inside track on everyone’s moves.
- Knowing who’s moving up the ladder, and not necessarily because they earned it.
- Figuring out how much you’ll get in your next raise. Yep, we already know, but don’t slack off – we don’t want it looking pre-decided.
- Understanding why some departments get more resources than others. Sadly, we can’t spill the beans – it would mess things up!
- Getting a sneak peek at your annual bonus 6-12 months in advance. Budgets need planning, after all.
- Anticipating changes to your benefits 4-8 months before they kick in.
- Knowing who might go off the deep end at work. Can’t tell you for privacy reasons…
There are probably more secrets, but they’re not just HR-exclusive. Consider this: We might tweak our metrics, but guess what? Every other department does it too! In a corporate world driven by politics and metrics for resources, the numbers won’t always be squeaky clean. What makes HR unique is our stash of substantial secrets and the duty to keep them locked up. One common pitfall for new HR folks is sharing these secrets to make friends – it usually backfires.
So, yes, HR’s got secrets – you knew it, and I’m just confirming. Let’s keep moving, though, because I’m not spilling the beans on the details!
The Change Code
What’s the one thing that drives employees crazy? Adoption new technology? No. Not enough PTO? Probably, but no. The biggest thing? Change.
Seriously, it’s the top contender for the most disliked thing a company can do to its employees. I know, some claim they’re all about change—love it, embrace it, advocate for it. But let’s get real. Those folks who shout about embracing change? They’re the same ones devastated when their favorite TV show gets the boot. Truth is, most people hate change. They like things steady—the same morning coffee routine, knowing their familiar doctor is on their insurance plan, the predictable paycheck schedule. That’s their jam.
So, here’s the secret to keeping your employees around.
Your folks don’t secretly plot their escape route. Starting a new job, dealing with a new boss, different location? It’s a headache! They actually want to stick with you. But, and this is a big but, they don’t want their job or the company to become unbearable. That’s where the problem lies: Change is bound to happen, but it’s also what they can’t stand.
How do you navigate this without causing an uproar?
Simple: Communication is key. Many HR departments tend to blow small changes out of proportion by drowning everyone in unnecessary info. New payroll system? Cue the panic. Checks arrive on different Fridays now! The usual reaction? Form a committee, plaster posters, rewrite policies, and talk about it endlessly for months. But hold on.
What’s needed is straightforward talk. At all times. Hey team, our payroll’s getting an upgrade. Less errors, more savings for the company. Checks will come on different Fridays. Get ready, and if you need help, your supervisor’s there for you. Change kicks in the next pay cycle. Done!
Here’s the thing: People hate change. So, let’s not make a big fuss over small changes! Only communicate the big stuff. When major changes happen less often, it won’t feel like a constant whirlwind. Your employees WANT to stick around. They HATE change. Stop bombarding them with unnecessary upheaval just to look busy.
Employee retention? Not rocket science. Because, deep down, your employees would rather stay put.
The Big List of Sh*t You Can Do in HR and TA for 2024!
The gift and the curse of a new year in business is we are tasked with doing stuff. Stuff that matters. Stuff that will have a positive financial impact on our organizations. We have the same issue in our personal lives, but unlike our professional lives, our personal lives don’t demand and pay us to get better.
So many of us spend the first week of the year, or many weeks last year before we left for the holidays, trying to decide what we would do in 2024. Some of us will have big projects ahead of us. I know more than a few who are implementing new tech this year. Some of us will just be looking for incremental improvements on things we put in place in 2023. But the work doesn’t stop. Our job is to get better. And something is motivating about that. It’s a very straightforward, clear direction. Get better. Be Better. Do better.
The question is, what are we going to do in 2024? Here are some ideas to get you motivated:
– Fix your apply process. It’s the one thing I can almost always go and look at for a company and immediately see a number of things that can make it better. The first step is easy: go apply for your own job on your career site, but do it in the parking lot of some fast food joint, stealing the WIFI on your mobile device. It will be painful and take too long. Fix that!
– Become a top 10% user of your current tech stack (I.E., Super User!). Have a plan to get on stage at the user conference to share your story. Most of us will never be super users of our technology, but it will move you forward more in our careers and our organization more than you can imagine. All it takes is interest and effort.
– Start measuring one new thing that actually matters in your function. If you’re in TA, start measuring conversion ratios of screened candidates to hiring manager interviews and work on making that better. In HR, start looking at benefit utilization around preventative healthcare and develop a simple nudge communication strategy to get more of your employees to use their healthcare benefits before they get sick.
– Create a Save Strategy around one role in your company that has the most financial impact. We let people leave us too easily. We can save many of these folks. I’ve seen save strategies reach 40% save levels one year out. Stop letting your good employees just walk away from you. You would not allow someone you loved in your life to just leave without fighting for them. Fight to keep your employees. Everyone will notice!
– Mentor one person in your company, from your school, from your profession. Just one! We are surrounded by individuals who want and need a little help. Someone who can be part of their network and help them grow. It doesn’t take hours per week. It might take an hour per month. You think this is all about helping someone else, but every time I’ve done this, I’ve actually helped myself so much more. Get your best upcoming leaders in your company to do the same. Challenge them.
– Find out what your CEO and senior C-suite team want from HR and TA. About twelve times per year, I meet with different senior teams, and one of the first questions I ask them is what it is they want from their HR and TA teams. The answers always blow me away because I already know what their team is working on, and it almost never aligns with what the senior executives want. This simple conversation can align your entire year. We don’t ask it because we think we are already supposed to know the answer. That is nonsense. Go ask! Almost always, the CEO will say to me, “No one has ever asked me this!”
I can ask them for you and send you the results. Just share this survey link with them, and I’ll send you the overall results. Also, if your CEO or senior executive team fills this out, I’ll put your organization’s name in a hat and do a raffle for a full team TA meeting with me for free! That’s a $5000 value!
The What the Hell Does Your CEO Want From HR/TA Survey!
Whatever you decide to do in 2024, make it something you will actually do. So, I recommend you only commit yourself to one thing. Stay laser-focused on that one thing! Our life and job is hard. I can do one thing.