Category Archives: The Rules

Career Confessions from Gen Z: Bathrooms matter to a great Employee Experience!

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In my opinion, there are few places that are worse than a public restroom. There have been very few times in my life where I’ve been happy to use a restroom in a public area. I strongly dislike any bathroom that is not a private restroom or one that is in my home.

I have 2 main reasons for my strong distaste for public bathrooms: cleanliness and privacy. I can thank my Mom for my concerns about germs, and 9 times out of 10 a public restroom will be dirtier than my nice and tidy bathroom at home. My main problem with using public bathrooms is privacy. Even if I just went in to fix my hair, I don’t want anyone looking and judging me for doing it!

Although I really would prefer if I could just use my bathroom at home 24/7, that is not realistic especially when I’m working every day. I’m going to at least have to pee a few times. So, if I have to use a different bathroom than my own, I want it to be as nice as possible.

The bathrooms at Quicken Loans(where I’m doing my summer internship! Hey, guys!) check almost all of my boxes. They are extremely cleanly and I see cleaning staff work on the bathrooms a few times a day. But, the best part is the almost completely private stalls that they have! The walls in between the stalls and the doors go all the way from the ceiling to the floor. It’s my dream honestly.

No one wants to poop at work, and if they have to, it might as well be in almost complete privacy.

In addition to the cleanliness and the private stalls, the restrooms on my floor have baskets of toiletries; toothbrushes, stain sticks, lotion, hairspray, basically anything you could need to make you comfortable and fix any problems you may have. It’s so comforting to know that if I ever spill something on my clothes or have bad breath, I have a quick fix just a few steps away.

If you want to make sure your employees are comfortable and doing their best work, the bathroom is a good place to put some luxury into. Most people don’t enjoy using the restroom but we all have to do it. So why not make it a more enjoyable experience for your employees!

 

This post was written by Cameron Sackett (not Tim) – you can probably tell because it lacks grammatical errors!

HR and TA Pros – have a question you would like to ask directly to a Gen Z? Ask us in the comments and I’ll respond in an upcoming blog post right here on the project. Have some feedback for me? Again, please share in the comments and/or connect with me on LinkedIn.

Upgrade Your Employee Experience with a “Nap Experience”!

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Okay, I already know that there are some “ultra-cool” employers our their with sleep pods, but let’s face it, ‘real’ employers don’t have sleep pods in their work environment!

Yes, I just said it. If you have sleep pods in your work environment you’re not real. You are a Unicorn. That’s fine a lot of people love unicorns! The reality is, though, most of us in HR and Talent don’t work for unicorns. We just work on regular old employee farms.

But, just because you’re not a Unicorn doesn’t mean you can’t offer your employees that unicorn-level Nap Experience! Casper Mattress (you know the mattress company that for $1,000 will send you a mattress to your house in a box and you get to pop the plastic wrapper and watch it grow like a sponge animal in water) opened a “Nap Store” in New York City:

“Right next to its New York City store, Casper has launched a branded nap destination called the Dreamery. For $25, customers can catch a 45-minute nap inside little sleeping pods, furnished with Casper mattresses (obviously) as well as Casper sheets, pillows, blankets, socks, and an eye mask. Staff will provide fresh linen for every nap, and also on loan are pajamas by Sleepy Jones, a toothbrushing set from Hello, face wash from Sunday Riley, and audio tracks from Headspace — you know, all the necessary sleep accouterments any Instagram-fluent millennial could desire.”

Yep, for the low cost of $25 you can give your employees a little ‘nap’ bonus and it doesn’t even have to be taxed!

Let’s face it. No one really wants to sleep at work in some gross sleep pod that Ted from IT just spend the last two hours in hiding while playing Fortnite! What we want is our own private, clean area to sleep during work, before we go home to watch Netflix until 3 am, so we can then go back to work and get another one of those great Nap Experiences!

I want a Nap Experience right now!

I once spent a $125 to jump off the Stratosphere in Las Vegas. It took 12 seconds to fall to the ground. For $125 I could have a 225 minute Nap Experience!!! Let me tell you, right now, I’m always choosing the 225 minute Nap Experience over jumping off a building!

You in 2018 we really haven’t had anything come out yet that has had real impact on increasing the Employee Experience. That was until this week!!! I’m going to go out a limb here and say that the “Nap Experience” might become the biggest thing to ever happen to sustain a positive workplace culture!

The other idea that hasn’t been tried yet, but would also totally work is “Rent-A-Puppy”. If you combine Nap Experience with Rent-A-Puppy experience you might be able to take over the entire world!

So, hit me in the comments below – are you Pro Nap Experience or Con Nap Experience?

 

The Grass Isn’t Always Greener…

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This is HR’s go-to advice for employees who put in their two-week notice, especially if that employee is heading to a competitor:

“Just remember! The grass isn’t always greener!” 

HR is mostly right. I’d say here’s the actual breakdown of ‘greenest’:

  • 50% is actually about the same shade of green. You’re moving to just move. You’ll find the job, the people, the money, everything is almost the same. The only change is the name and maybe the location by a bit.
  • 30% is going to be a nice shade of light brown, meaning the grass isn’t green at all, it’s dead! HR wants to believe this number is higher but it’s not, but it’s high enough to give some folks some pause before making such a big decision.
  • 10% is way greener! Like green M&M green. Dream job green! Everything is better and you’re so happy you made the move. You found your dream job!
  • 10% isn’t grass at all. Someone replaced the grass with some other material, like in Phoenix where grass can’t grow so they pave the front yard and paint it green, or just put in rock and cactus. This is completely something you didn’t expect. You were hoping for a better job, and you got something that isn’t better but not worse, it’s not even the job you expected, so you can’t really compare.

So, you have about a 10% chance of getting what you think you’re getting. Not good odds, but like I said, most employees way overthink their odds on this and probably believe they have a 70-90% of bettering themselves when they move. Most will just stay the same or get slightly worse.

Why do we believe moving is better?

1. You’re being sold. Sold by a recruiter and a hiring manager that you’ll be moving from a trailer park to Disney World. You really, really want to believe that’s true, so you buy!

2. You over-value that what we don’t know, over what we already have. This happens in so many areas of our life. Relationships. Jobs. A table at a restaurant.

3. You over-value what others have, over what you have. Think about this for a minute. You’re so eager to get out of this job, yet others are so eager to get this job. What does that say? You’re brilliant and everyone else is an idiot? Probably not. The truth is usually somewhere in the middle.

Everyone keeps telling me all these ‘new’ young workers just want to jump from job to job. They don’t have loyalty, etc. The reality is much less about their desire to move, and more about them being more naive to the realities of changing jobs.  We all loved changing jobs until it backfires and you leave something good, for something crappy.

Once that happens, you’re less likely to change jobs the rest of your career, even if you’re in a bad job! Don’t underestimate what you currently have. It’s probably way better than you’re making it out to be, and the new gig isn’t as good as it sounds. That’s not sexy, that’s just reality.

The Real Value of Conference Speaker Feedback

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I had a friend call me last week. We spoke at the same conference and we both just got our feedback from those gigs. His feedback was mostly fine, but there were also some pretty hurtful statements people made.

I took a look at mine. To be humble, I rocked my session at the conference! So, I anticipated it would be pretty good. It was, mostly. I had 165 responses that were like this (these are actual verbatim responses):

  • Great storyteller and engages his audience.
  • Great presentation. Lots of good takeaways.
  • The BEST session I attended!!!
  • This was my favorite session of the conference! Tim was awesome! (thanks, mom!)
  • Very meaty information that energized my recruiting battery!
  • Wow! I couldn’t write fast enough!

I could go on, but you get the picture! So, there were 161 of these little nuggets of love and affirmation that I’ll carry around in my pocket for a while! There were also 4 nuggets like this:

  • The session did not meet my needs.
  • Made some bold statements that I considered to be offensive and insensitive.
  • Left the presentation with no takeaways. Content was lacking. (With “NO” takeaways! Really? Not one? Not even, I don’t think short white dudes should wear bow ties! Nothing?!) 
  • He bad mouthed Aerotek Staffing on four different occasions which I found tasteless. (it was only 3 times, FYI!) 

One big thing conferences don’t want you to do is also sell your products or services. 8% of the audience said I was trying to sell to them! I never once mentioned my own company! I talked about my blogging, which I give away for free. I guess I was trying to sell my ideas…

When I dug into my friend’s comments, what I found was he basically got the same kind of stuff. The majority was really, really positive and thankful, but there was a minority of these people that for whatever reason just didn’t like it the presentation. It could have the content. It could have been the style. It’s probably more the commenter and the day they’re having.

This is what happens when we get feedback as adult learners. We ignore all the positive stuff and we solely focus on the negative stuff, even when the negative stuff is just a minority of the overall message.

“Hey, you are a 4.7 out of 5! Awesome! Wow! Also, could you tighten up your project timelines a bit? That would just be a bonus.” Yeah, so, well, I guess I now suck at getting my projects done on time and my boss was soooo pissed!

I know many speakers who refuse to read their conference speaker feedback comments because they’ve figured out this about themselves. They’ll overly focus on the negative, obsess over it, and basically waste hours of their life overmuch to do about nothing. It was an hour we spent together. I hope you liked it, I’m sorry if you didn’t, I’ll try to better next time.

There is value in the feedback and think it basically boils down to this: 

1. Did the majority of people receive my message in a positive way?

2. Did I offend anyone, that in a normal worldly way, should feel offended?

3. If I was going to be speaking on another topic, would most of the audience be interested in hearing me speak on that topic?

I want people to get some value out of hearing me speak. I don’t want anyone to be offended, but I know some people might. I hope that number is extremely low, like one or zero. In the end, I want people to say I like how he presents and I would like to see him speak again if given the chance about another topic.

Conference feedback is about polar extremes. The people who leave comments either loved you or hated you. The person that just felt like it was ‘just fine’, has no desire or passion to leave a comment, and that would be the actual most valuable feedback a speaker could actually get!

 

The Single Biggest Factor in Finding Your Dream Job!

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I’ve been given the opportunity to speak to a number of high school and college graduating seniors. The one common question from both groups, I get frequently, is “how can I get my dream job?”  It’s a simple question, with about one million possible answers.  Which makes it a tough question to answer in front of a group.

I think I might have found the perfect answer to this question.  From Penn State football coach, James Franklin, when asked at a conference how does a graduate assistant move up in the college football coaching ranks:

“It comes down to people and opportunities for growth. I always tell people to stay broke for as long as possible.  When you have a car payment and other things like that, it becomes a factor. Keeping money out of it allows you to chase your dreams longer.”

Stay broke as long as possible.

Internet personality, Gary Vaynerchuk (Gary Vee), says basically the same thing when people ask him how they work at something they just love to do. He will tell them you need to then live the lifestyle that affords you the ability to do what you love. If you love to pet puppies all day, you can’t live in a mansion! You’ll probably live in a box.

But, if that’s truly your passion in life, then that’s what you need to do to make it happen. What he finds is people who are willing to lower their lifestyle to do what they love are usually the ones who end up making money doing what they love. The theory being they found a way to live doing what they love, and little by little, they’ll find a way to make money doing what they love. Most people are unwilling to change their lifestyle to do what they love.

I remember back to when I first got out of college and was making $20,000 at my first job.  The reality was, I could have gone almost anywhere and made $20,000.  The money wasn’t the draw of the position, the opportunity was.  If it wasn’t for me, I could go and try something else. I had a crappy car and $400 per month apartment. I didn’t have life obligations that were going to stop me from chasing a dream.

Fast forward five years and now I have a new car, a new house, and a new kid.  Chasing a dream would be much more difficult.

You hear it all the time, chasing dreams is for the young. Not because the young necessarily have better dreams or are better equipped at chasing dreams, it’s because the young can ‘afford’ to chase their dreams.  They, usually, have little holding them back, financially.  The older you get, the more responsibilities you have and the larger tax bracket you’re usually in.

Leaving a $20,000 job to chase my dream wasn’t going to be a problem. Leaving $100,000 job to chase my dream was going to be a problem.

No one really wants to tell you this in their ultra-motivational writings and speakings.  “Go chase your dream! Don’t let anything or anyone stop you!… Just be prepared to have nothing for a while!”

We never get to hear that last part.

Want to be an NFL Referee? It’s a great gig! You just have to put about 15-20 years in at being a referee at every other level where you make peanuts and have to work other jobs to make ends meet. Yes, you can get there.  No, you won’t get rich getting there.

You can definitely go out and work towards getting your dream job.   Being broke will help you with that.  It takes away the fear of failure and losing what you have.  If you have very little, losing it doesn’t seem as bad.  If you have a nice life, giving it all up, seems extremely hard.

Being broke, in a very ironic way, gives you more options, when it comes to a dream job!

I wanted to be Anthony Bourdain.

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I didn’t anticipate that Anthony Bourdain’s suicide last week would have any impact on me. I loved watching his show. I love to cook, but I don’t consider myself a foodie. I love to travel, but I don’t consider myself worldly.

Anthony allowed me to be a foodie and worldly from the comfort of my own home, but even that wasn’t what I really loved about watching his show. He had this quality that I envied. The quality where you would find yourself saying, “when I grow up, I want to be like him”, except I’m grown and I still want to be like him.

Anthony went to some great places in the world, and he went to some shit holes. What I loved about Anthony was no matter where he went, he found beauty. Usually, the beauty he found was in the people he met. A simple meal, great conversation, moments. That was the true beauty of his show.

He was able to show me what was really important in life. Not that I didn’t know, but it’s rare for a personality to do it in such a way where you felt like you were sitting at the table with him. In fact, you felt at any time he could be at your table and the show would work just as well.

It didn’t have to be some exotic, out of the way, locale. When he came to Detroit, he said he wanted to be from Detroit. Come on! No one really wants to be from Detroit! Anthony did. He was a rare creature that wanted to be from everywhere because he saw the beauty in everywhere.

It wasn’t naïve. He also saw the shit. He saw the awfulness, which made him appreciate the beauty in all places. That’s what I envied most I think. It’s easy to beauty in beautiful places, it’s hard to see beauty in the worst places.

In the end, we don’t get enough of the moments that Anthony was creating. Some good food, some great company, with real conversations where we listen to the beauty and the pain. Where we take the time to have a two-hour meal and just enjoy each other.

Years ago, one of my most favorite people in the world past away, Leo Buscaglia (the Love Doctor). It was another death that impacted me more than I thought it would. I just knew I would desperately miss him.

An interesting thing happened, though, in that I didn’t miss him. I carried him with me. When I re-read his books, I heard his voice reading them to me. I could watch his talks on YouTube. I have a feeling I won’t miss Anthony as much as I think, because I’ll watch endless re-runs of his show, and it will feel like he’s still here with me.

I’m happy to have found Anthony Bourdain, along with millions of others. My life is better for having known him, even if he didn’t know me. He taught me how to be a better traveler. A better person in a small way. I so appreciate this.

I mourn for his friends and family that knew him intimately. For his daughter, that will spend a lifetime wondering why, and never being able to find an answer. I hope his death will save others, and maybe inspire all of us to sit down with friends more often and break bread and share a glass.

Regardless, I still want to be Anthony Bourdain…

The ‘Can’t Buy Me Love’ Internship Program!

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I’m a kid of the 80’s! Breakfast Club, Ferris Bueller, Pretty in Pink, St. Elmos.

There was one other movie from that era that stuck with me called “Can’t Buy Me Love”, starring a very young Mc Dreamy, Patrick Dempsey, and a very young, Amanda Peterson. Of course this was a favorite of mine because well let’s just I indentified with the main character!

Quick story line – Patrick Dempsey plays a nerd-type, nobody in high school who just wants to be one of the popular kids. Basically, the same plot line for every teen movie ever. He mows lawns and saves all of this money. He asks Amanda Peterson’s cheerleader character to be his girlfriend and he’ll pay her, believing that’s all it will take to make him popular.

She does it. She does the makeover on him. It works. It works too well. She really falls for him. He gets cocky. His world falls apart. He gets the girl in the end! God, I miss the 80’s!!!

The concept of ‘buying’ popularity is both brilliant and stupid. In high school, popularity is a valuable currency. If you have it, it’s awesome. If you don’t have it, you want it, but it’s not something that is very transferable. The key is association! If you’re in with the popular crowd or the right people or person, you can catch their popularity exhaust.

So, what’s the “Can’t Buy Me Love” Internship Program? 

Here’s what I’m thinking. If I was a college student, right now in the world, I would pay the right person, at the right company, to be their intern for the summer!

Stay with me.

Two kids graduate from a B-level college, both with a degree in business, both will similar GPAs. Kid #1 did summer internships with local organizations, mid-sized companies, good brands locally, solid stuff, nice resume. Kid #2 also did summer internships, but her internships were with Apple, Amazon, and Google.

Which kid are you going to hire? Which kid will get a job faster? Which kid will get the better offer?

Kid #2 – will get better everything!

So, it would be to the advantage of every kid to get the best internships possible! But, we know getting the best internships possible are super competitive and hard to get.

Next question: What is an internship, really?

An internship is an experience someone obtains that will help them obtain the next experience. That internship is basically validated by the organization, and more specifically, by the person who manages the intern.

How much would it cost me to get a manager/director/vice president at a major brand to let me ‘shadow’ them for the summer? $2,000? $5,000? Let’s say it’s for 10 weeks, and I’ll do anything this person wants me to do to help them, and I’ll show up every day and stay as long as they want.

Whatever it would cost, that money would be coming back to me 10X or 20X over my career when I hit the market looking for a job with “Giant Brand Experience” on my resume as an intern, with a reference from my ‘internship’ supervisor to back it up.

The “Can’t Buy Me Love” Internship Program!

But, instead of can’t buy me love, it’s really I Can Buy Me A Great Resume! Don’t hate the game, love the hustle! It comes down to how much are you willing to invest in your future? You were willing to spend hundreds of thousands of dollars on that education. Don’t you think it’s worth a few thousand dollars more to separate your resume from the pack?

Food for thought, kids.

The Talent Fix – My new book is now available to purchase! If your organization is having trouble hiring, this is a must buy! 

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Career Confessions of Gen Z: Is Humor Generational?

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Growing up, I had to deal with many instances of embarrassment. Not only was I a normal awkward pre-teen that had braces and didn’t know how to talk to people, I also had Tim Sackett as my father. As many of you know, my Dad has a very interesting sense of humor. My Mom likes to explain it like this: when you’re making a joke, there’s a line and if you cross that line, you enter a place where you can offend someone. My Father has no regard for this line whatsoever and is constantly crossing it. Many people (me included) think my Dad is hilarious, but I always was constantly worried that my Dad was going to embarrass me in some way or offend someone.

Recently, there seems to be a gap between certain generations and what they find funny. We are seeing more and more instances of people getting offended or feeling uncomfortable from a joke made by someone from a different generation. While this type of thing isn’t uncommon, it can be particularly tricky in an era where being more culturally aware or politically correct is more of a concern. There are two types of situations to watch out for when thinking about humor in a workplace: instances of potential insulting or instances of a lack of understanding.

When it comes to offensive jokes, the bottom line is just don’t be a dick. My best advice is to follow the age-old Golden Rule: if you don’t have anything nice to say, don’t say anything at all. If you avoid making negative jokes about a certain group, then you most likely are avoiding any potential harm.

There is some gray area with this and I would say to avoid anything that might be slightly perceived as negative in situations where you are new or you might not know the receivers of your joke super well. In these instances, a good general guideline is to not say anything you wouldn’t want your Mom hearing you say. If you’re more comfortable with the people around, then go for it. Also, I am not a woman but I will do my best to speak for them, so please don’t say anything creepy. It’s just gross (I’m looking at you old men).

The other category of humor problems is a lack of understanding. In certain circumstances, there is an obvious age gap and this can lead to a difference in humor. One of my favorite recent examples of this is the obsession with Tide Pods. Personally, I hate Tide Pods because on multiple occasions, they have stained my clothes but that’s beside the point. Gen-Zer’s love to claim that Tide Pods looked good enough to eat and every parent in the world lost their mind. My generation thought that the countless memes about Tide Pods were hilarious, but Moms everywhere thought that the teens of the world were really stupid and wanted to eat laundry detergent.

While some idiot probably did try one, this wasn’t a generational movement to kill ourselves by ingesting harmful chemicals. In these cases, maybe just let it be. If you don’t understand something from a generation, then try to avoid making a joke about it. And if you really don’t understand something, just ask! For the most part, people are nice and more than willing to explain something.

Growing up with my Father, I have gained a pretty good tolerance for offensive jokes but my overall point is don’t be an asshole. My Dad may have made some pretty vulgar and raunchy things in the day, but he’s only done them with good intentions; he wasn’t actively trying to piss anyone off (Editor/Dad note: Yes I was!). If you approach your jokes in this same way, then you more than likely will be fine.

This post was written by Cameron Sackett (not Tim) – you can probably tell because it lacks grammatical errors!

HR and TA Pros – have a question you would like to ask directly to a Gen Z? Ask us in the comments and I’ll respond in an upcoming blog post right here on the project. Have some feedback for me? Again, please share in the comments and/or connect with me on LinkedIn.

Working at Amazon Sucks Because They Make You Work!?!?

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So, if you didn’t see it last week, Business Insider decided to run a story about how awful it is to work at Amazon in one of their warehouses. Why is it awful to work one of those hourly paying jobs? They time your breaks, limit you screwing around talking to coworkers all day, and hold you accountable to work! The horror!!!

You didn’t take that job at Amazon to actually do work! How dare they!

From the article:

Amazon “pickers” move around the warehouse on a predetermined route to collect items for delivery, scanning each one with a handheld scanner, which times the length between scans, employees said.

They say pickers must hit a certain number of scans per hour, and if they miss their targets, a manager will show up to see what they’re doing.

Employees say that things like spending time talking to co-workers, going to get a drink, or even taking too long to find a package are billed as “time off task,” too much of which leads to penalty points for an employee. Get enough of those, and you’re fired.

That — combined with security cameras dotting Amazon’s warehouses, its airport-style security checks, and short breaks — makes employees feel like “robots,” they said. And it’s all in the service of getting those parcels out faster.

So, Amazon puts performance targets on hourly workers and has security cameras to make sure no one steals all of the stuff Amazon has in their warehouses. Yeah, that sounds awful!

Amazon also doesn’t allow hourly workers to bring their cell phones into the warehouse and they must lock them in lockers. They can access those on their 2 fifteen minute breaks, or their 30-minute lunch break. Amazon also has each employee go through a metal scanner when entering the warehouse. I think a lot of employees would love that level of security at their job!

So, I have a bit of a unique take on this because one summer when I was in college I worked as a picker for a grocery wholesaler in a warehouse environment!

One major complaint in this article is that the expectations are too high for Amazon warehouse workers. You can’t even go to the bathroom for fear of missing targets, and you get in trouble for talking to co-workers while you’re on the clock, if you miss those targets.

My first month as a Picker was awful! I never made ‘rate’ (met my targets) because I didn’t know how to do the job well. I was stressed out! By month 3 I made my targets easily, but it was about effort and knowing how to work most efficiently. The targets are based on how long would it take a normal performing employee to do certain tasks.

Let’s say a Picker gets an order and that order target is 30 minutes. The best Picker can probably do that order in 20 minutes. The extra 10 minutes they can bank towards their overall daily target. The worst worker might take 45 minutes to complete that order, so now they’re behind. So, you can see how someone who is on task and focused can actually give extra effort, make target easily and the day really isn’t so bad.

I can see how some of the things happened in the article because if the job is important to you, you’re going to do what it takes to keep that job. But, I’ll say, these are outlier behaviors and inappropriate and it sounds like Amazon terminated individuals doing this.

Amazon has made it crystal clear in everything they do when it comes to hiring. We only want to hire people who want to work hard and be successful. CRYSTAL CLEAR! Many people want to work at Amazon because they have really good pay and benefits. Unfortunately, most people can’t handle the expectations. That doesn’t make Amazon a bad place to work.

I’m not saying Amazon is the best place in the world to get a job. For some, it will be, for others it won’t be. Is Amazon a bad place to work? No. Is Amazon a hard place to work with high expectations around performance? Yes.

I think it’s a shame that Business Insider would actually write this garbage as an Amazon attack piece. They should be writing it from the take of why aren’t more employers trying to emulate what Amazon is doing!

Announcing the HQ for HR Game Show – Sign Up to Play Today!

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Most of you know I founded another site called Fistful of Talent – we are getting ready to do something cool based off of the HQ series many of you play and have some fun in the process…

Fistful of Talent has teamed up with Paycor to bring you HQ for HR every Tuesday at 1 PM, starting May 1st. We’ll air five episodes with fifteen different HR leaders! Watching this could be the best 15 minutes of your day!

Here’s how it works – hit the link here or below to register for HQ for HR, and you’ll automatically receive email notifications each week about when HQ for HR is going live each Tuesday.  Click the link and join us and answer 12 HR body of knowledge questions digitally while you watch your peers answer them live on air.  You can do it from your desk or your phone, we just want you there!
After every episode, we’ll post a top 10 leaderboard at Fistful of Talent and here at the Capitalist showing who among the participants is an HR LEGEND.  We’ll use that leaderboard to invite you on the show live the following week – we’ll keep working down the list until we have 3 takers!  The top 5 cumulative scores across the 5 episodes will receive a major award to be announced during Episode 1.
PS – no Google allowed – or even Bing, people. We trust you because you look trustable, and let’s face it, most of you are in HR.
Check it as FOT’s Tim Sackett and your friend KD get down to the nitty-gritty with some of the sharpest minds in the HR/Talent industry!