Category Archives: Training

Dear Timmy: How Do I Get Into Talent Acquisition?

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I get asked a ton of questions via email. Some are from college students who ask a variety of things. Here’s a recent one:

Dear Timmy,

I’m a college student majoring in communications (editor’s note: why do college kids major in communications? Like 80% of college kids want to major in communications. You know there aren’t real jobs in communications, right!?) and I’m looking to get into human resources, more specifically I would like to work in talent acquisition.  What suggestions, or steps, do you suggest to help me get a position in corporate talent acquisition?

Thanks,

Communication major because apparently I’m an idiot (just kidding, she didn’t sign it that way!)

Here is my response:

If you want to get into straight HR you’ll need to graduate with a degree in HR. As I don’t know of an organization that hires entry level HR pros with non-HR degrees. If you want to get into talent acquisition follow these steps –

Step 1 – Graduate

Step 2– Apply for ‘agency’ entry level recruiting roles.

Step 3 – Do your time in the agency world, at least a year, maybe a bit more.

Step 4 – Apply for corporate Talent Acquisition openings

Here’s my reasoning for the steps above.

In talent acquisition no one cares which college degree you have, they only care that you can recruit. The reality is they shouldn’t even care if you go to college, but most corporate recruiter jobs will require it. Corporate TA departments rarely hire entry level recruiters because they don’t have the knowledge, processes, and capacity to train recruiters, which is why you need to get experience on the agency side of recruiting.

Agency recruiting is known to be very cut-throat and high burnout rate, but I’m only talking about a year or so. Anyone can handle that, and it will give you valuable experience. You might like agency recruiting and you can make a ton of money, but it’s high stress. Corporate TA is mid-level money, with no growth, but virtually no stress in comparison.

Once you get your experience in the agency world, even only a year, you’ll actually be considered pretty valuable on the corporate side of TA. Think of your agency time as your TA internship. You know there’s an endpoint, then you get into the job you want.

When interviewing for agency positions you should never mention that your goal is to get into corporate TA. They won’t hire you if they feel you’re just going to leave. Also, when you interview, most agency folks are only looking to hire two things: high energy, highly money motivated. So, drink three Red Bulls before you interview, and talk constantly about how much money you want to make. You’ll get hired by 99% of the agencies that interview you.

I might be joking a little, but only a little, that’s fairly close to reality. I mean agencies are also known to hire pretty people, so it wouldn’t hurt to be good looking.

 

The Biggest HR and TA Questions for 2017

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I guess ‘biggest’ really depends on where your organization is with your HR and TA practices. My biggest might not be your biggest! I taking a run at this from the 30,000-foot view, not ground level.

2017 will for sure be a challenging year for both HR and TA leaders. With a new administration that is eager, to say the least, to make policy changes, both functions will be looked to for answers on how to deal with all of this, plus you have your normal day job to handle as well!

Here some of the biggest questions HR and TA will have to answer in 2017:

1. What will a repeal of Obamacare, in its current form, do to your benefit plan? If we’ve learned anything from Trump, it’s he doesn’t like Obamacare. So, you can pretty much guarantee that we’ll see changes to the Affordable Care Act. Which changes we’ll all have to wait and see!

2. How do we keep our talent from leaving us? It used to be, how do we keep our ‘best’ talent from leaving us? But, let’s face it, you have so many employees leaving now this isn’t about putting your finger in the dyke, this is about building a new damn! Retention will be one of the hottest topics in 2017, and probably 2018, 2019,…

3. What policies do you need to add, change or get rid of to make your organization better?  We always think about improvement in terms of adding, but in 2017 your greatest accomplishment might be to delete a policy or two that no longer have a positive impact in your organization. We added so many things during the recession that no longer make sense, but in HR and TA we hate deleting policies!

4. How do we fix Millennials? He didn’t say what I just think he said, did he? You need to watch this video by Simon Sinek. He thinks corporations need to fix millennials. His reasoning is solid. Corporations have the most to lose by broken millennials, they also have the most to gain. So, get ready to ramp up your development programs like never before, but these won’t be the same types of soft skill development programs from two decades ago! Millennials are broken. We can blame their crappy parents, at least that’s what Simon does.

5. How do we attract talent to our organizations? You don’t have to ping pong tables and free beer to attract great talent, but you do have to market to prospective candidates that you want them! This means that the post and pray strategy that 90% of organizations use, no longer will work (not that it ever worked). If I’m you, I have a serious conversation with my executive team about bringing marketing into help talent acquisition do some things differently. Yeah, you still need to sell whatever it is you sell, but if you don’t have talent to run the company, you won’t need marketing.

What are your biggest HR and TA questions for 2017?

The 12 Steps of Recovery for Passionate Assholes

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I wrote a post last week titled, “The 5 Things HR Leaders Need to Know About Developing Employees“. In that post I had a paragraph:

When I was young in my career, I was very ‘passionate’. That’s what I liked calling it – passionate.  I think the leaders I worked with called it, “career derailer”.  It took a lot for me to understand what I thought was a strength, was really a major weakness.  Some people never will gain this insight.  They’ll continue to believe they’re just passionate when in reality they’re really just an asshole.

I then had a reader send me a message and basically said, “This is me!” And I was like, “That was me too!” And then we kissed. Okay, we didn’t kiss, but it’s great to find another like yourself in the wild!

The reality is, I’m a recovering Passionate Asshole.

What’s a “Passionate Asshole” who are asking yourself? Here’s my definition. A passionate asshole is a person who feels like they are more about the success of the company than anyone else. I mean everyone else. They care more than everyone! And because we care so much, we treat people poorly who we feel don’t care as much as us!

Passionate assholes truly believe in every part of their being they’re great employees. You will not be able to tell us any different. They are usually high performing in their jobs, which also justifies even more that they care more. But, in all of this, they leave a wake of bad feelings and come across like your everyday basic asshole.

You know at least one of these people. They’re usually younger in the 24-35-year-old range. Too early in their career to have had some major setbacks and high in confidence in their abilities.

Here are the 12 Steps of Recovery for Passionate Assholes:

Step 1: Realization that your an Asshole, not the best employee every hired in the history of the universe. This realization doesn’t actually fix the passionate asshole, but without it, you have no chance.

Step 2: You understand that while being a passionate asshole feels great, this isn’t going to further your career and get you to your ultimate goal.

Step 3: Professionally they have knocked down in a major way. I was fired. Not because I was doing the job, but because I was leaving a wake of bodies and destruction in the path of doing my job. You don’t have to be fired, demotion might also work, but usually it’s getting canned.

Step 4: Some you truly respect needs to tell you you’re not a good employee, but an asshole, during a time you’re actually listening.

Step 5: Find a leader and organization that will embrace you for who you’re trying to become, knowing who you truly are. You don’t go from Passionate Asshole, to model employee over night! It’s not a light switch.

Step 6: Time. This is a progression. You begin to realize some of your passionate asshole triggers. You begin to use your powers for good and not to blow people up who you feel aren’t worthy of oxygen. Baby steps. One day at a time.

Step 7: You stop making bad career moves based on the passionate asshole beast inside of you, telling you moving to the ‘next’ role is really the solution to what you’re feeling.

Step 8: We make a list of people we’ve destroyed while being passionate assholes. Yes, even the people you don’t like!

Step 9: Reach out to the people you’ve destroyed and make amends. Many of these people have ended up being my best professional contacts now late in life. Turns out, adults are actually pretty good a forgiving and want to establish relationships with people who are honest and have self-insight.

Step 10: We are able to tell people we’re sorry for being a passionate asshole, when find ourselves being a passionate asshole, and not also seeing the passion within them and what they also bring to the organization is a value to not only us but to the organization as a whole.

Step 11: You begin to reflect, instead of react as a first response. Passionate assholes love to react quickly! We’re passionate, we’re ready at all times, so our initial thought is not to think, but react decisively. You’ve reached step 11 when your first thought is to no longer react like a crazy person!

Step 12: You begin to reach out to other passionate assholes and help them realize how they’re destroying their careers and don’t even know it. You begin mentoring.

I know I’ll never stop being a Passionate Asshole. It’s a personality flaw, and even when you change, you never fully change. But, I now understand when I’m being that person, can usually stop myself mid-passionate asshole blow up, and realize there are better ways to communicate and act.

Hat tip to: Kyle Brown (a fellow Self-Identified Passionate Asshole)

 

5 Things HR Leaders Need to Know About Developing Employees

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I think we try and deliver a message in organizations that all employees need and want to be developed.  This is a lie.  Many of our employees do want and need development. Some don’t need it, they’re better than you.  Some don’t want it, just give me my check.

Too many of our leaders truly believe they can develop and make their employees better than they already are.  This is a lot tougher than it sounds, and something most leaders actually fail at moving the needle on.

Here are some things I like to share with leaders in developing their employees:

1. “When someone shows you who they are, believe them the first time” -Maya Angelou.  I see too many leaders trying to change adult employees.  Adult behaviors are basically locked. If they show you they don’t want to work.  They don’t want to work.  Part of developing a strong relationship is spending time on people who are not a waste of time.

2. People only change behavior they want to change, and even then, sometimes they’re not capable of it.  See above.  When I was young in my career, I was very ‘passionate’. That’s what I liked calling it – passionate.  I think the leaders I worked with called it, “career derailer”.  It took a lot for me to understand what I thought was a strength, was really a major weakness.  Some people never will gain this insight.  They’ll continue to believe they’re just passionate when in reality they’re just really an asshole.

3. Don’t invest more in a person than they are willing to invest in themselves.  I want you to be great. I want you to be the best employee we have ever had work here.  You need to be a part of that.  I’m willing to invest an immense amount of time and resources to help you reach your goals, but you have to meet me halfway, at least.

4. It’s usually never the situation that’s pissing you off, it’s the mindset behind the situation that’s pissing you off.  Rarely do I get upset over a certain situation. Frequently, I get upset over how someone has decided to handle that situation.  Getting your employees to understand your level of importance on a situation is key to getting you both on the same page towards a solution. Failure to do this goes down a really disastrous path.

5, Endeavor to look at disappointment with broader strokes. It’s all going to work out in the end.  It’s hard for leaders to act disappointed.  We are supposed to be strong and not show our disappointment.  This often makes our employees feel like we aren’t human.  The best leaders I’ve ever had showed disappoint, but with this great level of resolve that I admired. This sucks. We are all going to make it through this and be better. Disappointment might be the strongest developmental opportunity you’ll ever get as a leader, with your people.

As you get ready for 2017 and you have big plans for employee development in the new year, keep these things in mind. Development of adult learners, your employees, is extremely complex. You want to help them better their weaknesses when in reality you should really be focusing on how to leverage their strengths, at least this is what science tells us.

Regardless of your approach, employee development fails when you try a one-sized approach to teach all the employees the same. The best employee development is individualized, focused, and driven by the employee themselves.

The One Conference HR Pros Need to Go to in 2017 #WorkHuman

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So, I’ve been on the record that my favorite conference to attend is the HR Technology Conference. It’s my favorite because I geek out on HR and TA Tech and I’ll send three days on the expo floor demoing every product under the sun. That’s me. That’s not most HR pros.

I’ve actually had HR pros read my stuff and go to HR Tech and then come back to me and said they weren’t too happy with my recommendation. When I asked them why they went, it was because it was my favorite conference. To which I needed to ask, but are you even into HR Tech or have a need to buy? It was always no!

The one conference that I really like and I’ve yet to find someone who didn’t get a ton out of it, has been Work Human. Work Human is really unlike any HR conference you’ve gone to. It’s as much about making you a better person, as it’s about making you or your organization better at HR. You leave feeling positive, refreshed, ready to go back and make things better. Let’s not kid ourselves, that’s really hard to do for a conference!

At the end of May in 2017, I’ll be heading back to Work Human for my third straight year. The content stream is unique. Don’t think you’ll be sitting through non-stop hour and fifteen-minute sessions, Work Human is not that! You’ll find twenty-minute sessions, hour sessions, A list keynotes, time to meditate if you’re into that, or time to have a cupcake, if you’re into that (I was way more into the cupcakes!).

The Work Human folks are actually offering my readers a $100 discount off the early-bird pricing of $895, if you register before the end of 2016 (December 31st). All you have to do is visit the Registration page and put in the code – WH17INF-TSA. 

For what you’ll get for $795 there isn’t a better conference value on the planet for HR! So, here you go, this is how to use up that last little bit of budget money you have left and before finance will take away unless you use it. Plus, we can sit down and share cupcakes!

Check out the conference site and I hope to see you in Phoenix in 2017!

@SHRM Certifications Gain Accreditation!

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If you haven’t seen it SHRM announced last week that they gained accreditation for their SHRM-CP and SHRM-SCP exams by the Buros Center for Testing. This was a big deal because it was one of the major things HRCI was holding over the heads of those HR pros trying to decide which HR certification they should get. This is no longer a factor as both are accreditated.

From SHRM’s press release:

To achieve accreditation, SHRM submitted a 1,900-page application documenting its testing practices, methodology, and policy. The thorough review process took six months to complete and included site visits of SHRM and its testing vendors.

Since the launch of the SHRM-CP and SHRM-SCP two years ago, SHRM has worked to gain recognition as the global standard in HR certification. Achieving accreditation further demonstrates to HR professionals and their employers that SHRM-certified professionals meet the high standards expected and needed in HR today.

We celebrate this milestone with more than 96,000 SHRM–certified professionals, the fastest-growing HR certification community. The SHRM-CP and SHRM-SCP are the most widely-taken HR exams in the world.

 

Who can also listen to a portion of media call where SHRM made this announcement by clicking on this link.

So, why is this a big deal?

I could argue that for most HR pros and most organizations hiring HR pros, it’s probably not. Many won’t understand the difference in being accreditated or not accreditated. All they want is the letters behind your name. But, if you believe that hiring someone who actually knows how to work in the business of HR, then it becomes a very big deal!

It’s like hiring someone from a great university, say Michigan State University and their fantastic HR program, versus hiring someone who graduated with an HR degree from the back of an airline magazine. You want to make sure you’re actually hiring someone who came from an accreditated program!

Another piece that’s important here is the continued battle between SHRM and HRCI to gain the trust of the growing profession of human resources. There are roughly 1700 university-based HR programs available in the United States. The profession of HR continues to grow at a staggering pace.

I’ve argued all along that SHRM has many advantages in continuing to have the upper hand in this war for HR pros, being accreditated just took away a major advantage HRCI had over SHRM. I’ve always thought the competency based measurement that SHRM has is better than a knowledge based assessment. I don’t much care if my HR pros can give me facts, I need them to be able to use that knowledge to move my business forward and demonstrate to me they have that ability.

SHRM still has a ton of work to do to stay on top, like updating their university program and allowing HR college students and new graduates to gain some sort of certification that isn’t pending. A global certification is another item that is a must. Plus, SHRM has to figure out how to act smaller and move faster. They’re a very traditional, large association type organization, and quite frankly that isn’t a strength in a world that is moving extremely fast.

As a SHRM member, I’m happy that the SHRM-CP and SHRM-SCP are now accreditated. I look forward to seeing continued updates and changes from SHRM, and I’m excited to see that they’re actually being a bit more open with the HR blogger community and giving us access to information before it goes public.

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!

Cutting Corners Equals Better Performance

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So, there’s this famous behavioral learning study that gets performed over and over by various researchers. It’s basically the lever study in which if you learn to pull the lever something good happens. The classic is usually a monkey and the treat is a banana. Monkey learns to pull the lever and they get a treat.

The question always is, how long does it take or how many steps, can we train them in some way to do this quicker. Recently, a similar study was done with children and dogs. The researchers found they could train the children in five steps to they would get pretty good at pulling the lever and getting the treat.

The dogs, on the other hand, were another story! You see, dogs can be trained very well, but their natural instinct is not to follow rules, but to find the fastest way to gratification. The dogs mostly just went right for the box, tore off the lid, and got the snacks. Guess what? You don’t have to push down a lever if you rip off the top!

Dogs are good at cutting corners.

When I worked for Applebee’s we constantly spent time and resources training cooks how to cook new menu items. We built entire programs, did training sessions, had rewards, would go back and constantly check and test. It was critical that the Tequila Lime Chicken you ordered in Detroit was the same Tequila Lime Chicken you ordered in San Diego!

Problem was, the best cooks would always find ways to cut corners and do it as well, if not better, and faster! We would have it timed out and stepped out to the second and the data would start rolling in and show us that some kitchen in a location in Indiana is cooking it 45 seconds faster than everyone else!

It was our cooks that found if you take a skillet, turn it upside down over a piece of cooking chicken, you can cook that piece of chicken like a third faster without losing any moister or taste! At first, we pushed back in operations and sent memos out to not do this! It wasn’t “procedure”! Not soon after our test kitchen sent out specs on how to ‘dome’ chicken using an upside down skillet!

Cutting corners became the new procedure!

Organizations usually have an issue with folks who cut corners. It’s believed that cutting corners will lead to lower quality, less customer satisfaction, etc.

To me, many times, cutting corners is the first indicator that you’ve loaded in a bunch of waste into your process! Many times the people cutting corners are showing you there might be a better way of doing things, a faster way, an easier way. I’m a big believer in let’s not make this harder than we have to

Want to increase performance in your organization? Look for those cutting corners and determine are they just being lazy, or have they figured out a better way!

How an HR Leader Would Help Trump Get Better

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By now, if you didn’t see the debates live, you’ve heard that Trump, for the most part, was unprepared and got beat pretty good by Hillary. (BTW – the media, and Clinton’s marketing machine have conditioned me to do this – I call Donald Trump – “Trump” and I call Hillary Clinton – “Hillary” – why is that? Because we have a negative reaction to “Clinton” based on Bill!).

All the time I’m watching this butt whipping I thinking to myself if I had an employee who just performed that badly how would I coach them, pick them up from an HR perspective. Here’s what I think most HR leaders would do with Trump:

1. Pull them into a closed door meeting and say something like, “So, tell me, how did ‘you’ feel like it went last night?” Inevitably, Trump, being Trump, would say something stupid like “I was Yuuuge!” or some sexist remark, which would help the HR Leader frame the rest of how this discussion would go.

2. The next statement from HR would most likely be, “Well, the feedback I’m getting is that it didn’t go so well”. It’s a safe statement, non-confrontational, allows us to keep the energy and passion down so the ’employee’ doesn’t get worked up and this gets out of control.

3. “Let’s talk about your preparation. What did you do to prepare for this event?” Now we are getting into helping the employee understand where their performance started going south. You didn’t prepare, it showed up on game day, we need to correct this. Unfortunately, you’re dealing with a high performer, or at least that’s what Trump would consider himself, so ‘preparation’ isn’t something he needs, he’s a natural, he’s always on, he’s a closer.

4. Ugh, so you’re dealing with unreasonable expectations of their own performance (sound familiar!?). At this point who have two choices, either you’re willing to except this performance again, or you need it to change. Let’s assume you want it to change.  You have to define to Trump what would success look like, but first draw a line in the sand that what the past performance was, was not success. “Look, you got your butt handed to you by a ‘girl’ (I like to twist the knife a little, what can I say!) we can’t have this happen again and it’s going to start with preparation!”

5. Now, HR being HR, they will want to give you some tool. Maybe online time management training, a life coach, or something else that will have little impact in actual performance, but make them feel like they really are moving the needle on performance.  Trump being Trump will take the easiest way out, I would guess life coach, as long as she is young, skinny and pretty.

6. Debate #2 happens and Trump does the exact same thing!!! No preparation and once again gets beat up by a girl and once again believes he did great!

7. Go to Step #1

Some will find this funny, some will find this as a painful reminder of their own performance management within their own organizations. Way too many organizations continue to just do the same thing over and over, expecting it to magically change, but it doesn’t.  Accountability happens when step #6 happens and instead of going back to step #1 to jump to step #8 and go back to the definition of success, what was missed and now what is the accountability factor that was agreed to.

Great performance management is comfortable until it has to be uncomfortable.

Student Loan Debt will end up being an Employer Problem

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Take a look at this chart:

Screen Shot 2016-08-10 at 2.05.48 PMBasically, what this chart is showing you is that America has a massive student loan debt problem.  Want to know what the next ‘housing crisis’ will be?  It’s right here in this chart!

The average student is now leaving college with over $35,000 in debt. This has a trickle down effect that college and universities could care less about, the government could care less about, and every Presidential candidate could truly care less about.

I have friends in High Education who will be pissed I say that colleges don’t care about this problem, but they don’t. They’re in the business of empire building. Listen to Malcolm Gladwell’s podcast “Revisionist History“. He does a three-part series on how broken higher education is, and there is no easy way out!

Don’t kid yourself, Hill or Trump, isn’t going to help those in debt. They might try to solve this issue for future students, but those poor saps who already signed loan agreements will be on their own! You can take that to the bank.

So, this becomes your problem, the organizations, and companies that hire all these graduates with all this debt.

How is it your problem? 

1. Debt causes stress.

2. Stress causes problems – lack of productivity is just one that will directly impact all organizations.

3. You have to solve the biggest problems in your organization.

4. This will soon become your biggest issue.

5. Financial wellness programs aren’t equipped to handle a problem of this magnitude!

What should you do?

Do you really want to know? This might not be very popular!

– Stop requiring a college degree for employment in your organization. Companies and organizations have actually contributed to this problem. It’s the college or prison mentality we’ve forced upon kids. “You must go to college or you’ll have no options!” Well, except for almost any position we hire for, but we’re lazy and like to use an arbitrary piece of paper as a screening tool.

– Develop ‘Apprentice’ programs for a modern age. Why don’t we have Sales Apprentice Programs? Bright-eyed-bushy-tailed kids right out of high school who still believe they can be anybody. Why aren’t we teaching them ourselves?  No, let’s send them to college to learn how to drink beer first, then we’ll teach them on our own. You could do the same thing for almost any role you have – many engineering/technical roles included!

– Develop programs that assist your employees in paying down this debt faster and with less interest than they currently have. Yes, there is a retention aspect to this. Yes, this will require some service as a payback. Yes, this will help your employees be less stressed!

All of these cost money to organizations and companies, but you need to make a choice. Do you want to control that cost yourself, or do you want to deal with in the future for everyone you hire? It used to be that companies invested into their workforce. Then we got lazy and tried to throw this onto high ed. Turns out that doesn’t work too well.

Get ready kids! Employees with big giant monthly debt payments are coming your way and they won’t be very happy when the reality of what they did comes crashing down upon them. Have fun with that!