Category Archives: Trench HR

Compliance vs. Contribution – What Kind of HR Pro Are You? #SHRM18

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I spoke at SHRM National yesterday. I have to say I love the SHRMies! I never feel out of place at a SHRM conference. The pros that come are like most of us. We are trying to get better. We aren’t perfect. We really want to do great work. We have challenges.

There is one thing, though, I can point to that seems to separate those SHRM HR pros who are moving quickly into modern HR, and those who are not.

It really can be boiled down to Compliance vs. Contribution.

Everyone in HR is concerned about compliance. It’s part of the gig. Those who ignore compliance do not have a long career in HR.

Compliance-focused HR is also a trap.

I’ve said this my entire career, that it’s not HR’s job to eliminate risk. It is HR’s job to mitigate and advise of risk.

Bad HR tries to eliminate risk, so much so, that it many times turns into threats. The treats sound like this:

“Jim, you can’t do that because we’ll get sued!” 

“Mary, you can’t ask your team to do that because it’s against policy!” 

“Pat, if you decide to take this direction we’ll have to get legal involved!” 

This is HR trying to eliminate risk. This is bad HR.

Here’s how HR contributes to the success of an organization while mitigating and advising of risk:

“Jim, I understand what it is you want to do. There’s some risk, let’s be clear about this. If ‘we’ go this direction, we have to be prepared for “X”. Knowing this, how do you want to move forward?”

“Mary, I definitely hear what you need from your team. There are some complications because we have some policies in place. It doesn’t mean we can break or change those policies but puts us at some risk in the future. How about instead we try this…”

“Pat, I’m a little uncomfortable going the route you want to take. I think it would be best for ‘us’ to get some insight from legal and see if they might have a less risky way for us to proceed.”

Compliance vs. Contribution is really just a change in language and communication. One will get most of your team to want to work with you and keep you in the loop. The other will shut off your team from wanting to interact with you, and actually increasing the likelihood they get themselves and the organization in trouble.

I love my SHRMies who are looking to contribute. I desperately want to turn on a light for my SHRM brothers and sisters who are so compliance focused they are missing a great opportunity to contribute the greater good of the organization!

Never stop trying to raise the profession.

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

Talent Fix Review: My mom says it’s her favorite book that I’ve written!!! (I’ve only written one book!)

Purchase The Talent Fix now! 

What do Americans Really Think About Labor Unions?

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So, if you’re in HR, like me, you’re probably sitting back waiting with anticipation for the Supreme Court of the United States to deliver a very important ruling around labor unions in the case Janus vs. AFSCME. It’s a case challenging the practice of public sector unions charging “agency fees” to employees who decline to join the union but who still benefit from the deals it bargains. The fees are typically similar to, but a bit lower than, union dues.

I’ve long said, on this blog, I think labor unions, in America, are virtually useless and ineffective for modern workers. I say this because in modern American hiring practices if you’re a bad employer with bad employment practices, you won’t get talent (hourly or salary) and you’ll go into death a spiral as a company.

Workers today, don’t need protection like they once did in America. But, that’s just my stupid opinion, and as soon as I say that someone always sends me an article or tells me of some bad company or industry where workers still do need protections. I get it! It’s not all or nothing, but you can’t tell me that unions today or doing the same work of the unions of our grandparents and great-grandparents!

Because of this Janus case, APM Research did a recent study to find out what Americans really think about this issue of should an employee be forced to pay union dues, or at least their fair share, or like the 28 states already have laws on the books, should employees be Right-for-Work which allows them to decide if they pay dues or not to work in those jobs?

Here’s what APM Research find? 

-Americans are evenly split in their preference for “fair share” (mandating some dues of all union workers) as opposed to “right-to-work” (where each worker covered by union contract may opt out of paying dues) policy regarding unionization.

– Democrats are in support of “fair share” more often, and Republicans are in support of “right to work” more often. No surprise!

– Surprisingly, lower educated workers (those you would think would be in support of unions) actually are more in support of right-to-work. Why? Probably because lower educated workers tend to make less money and if you make $15 per hour, a union taking “$X” out of that small $15 per hour doesn’t feel good at all! Basically, low-income workers, who are under a union contract, don’t see enough value in those dues to see it worth their while in paying.

– “Fair Share” is favored by about 60 percent of those who have direct union experience themselves or through a household member, and those living in North Eastern states. So, those with actual union experience more often see value in paying those dues.

– Stronger unions are preferred by at least two-thirds of women. Which clearly speaks to the historic employment injustices that most women still feel today.

– A majority of Americans (62%) indicate that “stronger” unions would be better for the country; only one-quarter indicate a preference for “weaker” unions.

Like with any study, you have to look at the sample. APM asked 1,000 American adults, so not huge, but it should be enough to representable, but we don’t know the demographic data behind the sample.

The crazy part about all of this is only 12% of full-time workers in America are covered by unions! So, if you ask 1,000 workers about unions, only 120 of them are even in union jobs. So, we, as Americans, have very strong views about unions, positive and negative, without much experience in actually working in or with unions in our careers.

Keep an eye out for the Janus decision! I’m sure the HR world will light up with opinions on what it means for the future work environment for millions of workers nationwide.

Career Confession of Gen Z: Flexible Work Hours Are Key to Recruiting Gen Z

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You may notice that I mention my Mom in a lot of my posts because I have the best Mom in the world. It’s just a fact. She has an agreement with my Dad that he’s not allowed to talk about her in his posts without permission, but I don’t have that agreement so, sorry Mom!

One thing that my Mom has always been super big on is sleep. Ever since my brothers and I were little, she made sure we got more than the recommended amount and now I can’t survive without 7-8 hours of sleep a night!

One thing that I have noticed during my time abroad here in Spain and during my time in Japan (I was in an exchange program in middle school) is that sleep is not as important here.  My 6-year-old host sister gets about 8 hours of sleep every night where I would get 11-12 when I was her age. My host parents maybe get 4 or 5. There is just a different culture around sleep in other countries.

Another thing that has stuck out to me is the late start times in Spain. The streets are usually dead before 9 a.m. and most shops don’t open until 10 or 11. People go out to bars and clubs at 1 or 2 and stay out until 4 or 5 and then, get up for work the next day!

Something that I enjoy about college is that you get to make your schedule around what times fit best for your own personal preferences. For me, I learn best in the mid-morning to mid-afternoon, but many of my friends learn best at night.

This is another thing where I don’t know which system is better. I don’t know if America’s “early bird gets the worm” is necessarily better than Spain’s later start times, but I do know that every person is different. Something that is really important to me is sleep and I know that in my 20s, I don’t want to have to go to bed at 9 or 10 pm in order to get the amount of sleep I need because my job starts super early in the morning.

This brings up something that I know I will look for in a job when I get out along with many of my fellow Gen-Z’ers: flexible start and end times.

I think it’s important to allow your employees to work at the times that are best for them. I have seen flex time discussed as a benefit for people with families but it also benefits those people that don’t work best in a traditional “9-5” setting. Maybe 11-7 works best for those night owls. I know that there is no part of me that will ever want to work a 7-3 like some people do. (Editor Dad note: Don’t you love how Cam believes ‘working’ 8 hours is 9-5, and now 8-5 with an hour lunch!)

Right before I wrote this post, I called my Mom to talk about how many hours of sleep we got as kids. When I told her what I was writing about, the first thing she said is “well Dad has his meetings first thing in the morning, so he can’t always let people do that”. I get it. I get that it doesn’t work for every company and every situation, but I think that flexibility is important to implement in as many ways as possible.

Let your employees get enough sleep and do their best work by allowing them some flexibility to sleep and work at the times that are best for them. So, if you want your Gen-Z employees to be competent the day after the Super Bowl or the Game of Thrones finale, it’s a good idea to let them sleep in a little bit. 

 

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.

Sometimes “Proof” is just another word for letting people suffer!

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I’m a formally trained and educated human resource professional. I’m a leader in my organization. I understand risk really well.

What I see far too often, and it seems like it’s happening more frequently, not less, in organizations are we (HR pros and leaders) are looking for defining proof before we are willing to do something about something that is wrong.

Malcolm Gladwell on this podcast Revisionist History said this quote:

“Sometimes “Proof” is just another word for letting people suffer.”

Think about that for a moment.

Many times we know something is going on is wrong, but we don’t have ‘proof’. We don’t have real proof of this wrongdoing, but we know with every part of our being that someone is being wronged. So, we do nothing. We let people suffer because we lack proof.

Proof is what most HR pros and leaders will hang their hat on. A great HR pro and leader won’t do anything without proof! We are trained and educated to have proof. Without proof, legally, we put ourselves in a risky position.

Here is my challenge to you.

Stop letting people suffer due to lack of proof. You have employees who are suffering and you are hiding behind lack of proof as a reason and it’s wrong.

Yes, you don’t have proof, and, yes, this might come back and bite you, but at some point, we have a foundational requirement to help others who are suffering, even if it gets us in trouble.

I’m willing to be fired for trying to do the right thing. I’m not willing to work in a career that allows people to suffer because I can’t ‘prove’ something. Hundreds of athletes get molested by a doctor because we don’t have proof. A hiring manager is racist but we don’t have proof. A co-worker is harassing another employee but we don’t have proof. Your CEO is a misogynist but you don’t have proof.

Sometimes “proof” is just another word for letting people suffer…

Who is suffering in your organization today?

I’m in Indeed Jail! Help me!!! #FreeTimSackett

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Do you remember when getting stuck in LinkedIn Jail was all the rage!? I do! It was awful! There you were stuck on the outside looking in not being able to use a valuable tool you used every day to help you do your job.

I’m in Indeed Jail!

It’s somewhat like being in LinkedIn Jail, but different. When you got put into LinkedIn Jail, LinkedIn decided that that right thing to do was to let us know why we were in jail, and then, specifically, how do you get yourself out of LinkedIn Jail. Seems like a good business strategy.

How does Indeed get you all of those great candidates?

The Indeed model built a decade ago was freaking brilliant! Basically, the idea was scrap all the jobs from all the career sites so candidates will have one place to go to search for jobs. No one understood Google SEO at the time, so they scraped the jobs, then bought all the SEO and owned the space.

So, any candidate who was searching for a job on Google the first thing that would come up, always, was an Indeed link. They trained entire generations to search for jobs by going to Indeed. Brilliant!

Now, Google came along eventually and woke up to this and said, “Hey, wait, candidates are searching on Google for things like “Jobs near me” and we are sending them to Indeed for things that aren’t even what they are truly looking for. We can do this better!” Hello, Google for Jobs!

Google for Jobs decided “candidates are the most important thing”. Your Indeed sales rep will tell you this as well, although, they didn’t ever say this until Google for Jobs came along! So, Google changes the game, stops indexing Indeed (which is like a death sentence to companies that rely on Google search traffic), and says we can deliver a better job search for candidates.

So, Indeed is basically a dead man walking, but they have this window of time when we still have the entire world trained to go to Indeed and not Google. So, how do you take advantage of this phenomenon? INDEED JAIL!!! Cut off the non-suspecting companies of their free traffic and charge them money before they realize they don’t really need to do this because Google will give them the traffic they need.

So, what’s Indeed Jail?

Indeed Jail is when Indeed makes the decision to stop scrapping your career site and posting your jobs on Indeed. Almost every company at some point in the past decade has enjoyed a lot of free, organic traffic from having their job posting on Indeed. It was an AWESOME business strategy. It basically followed LinkedIn’s strategy, who followed basic drug dealing strategy.

Get people hooked on your product, then take it away and make them pay if they want it. I don’t say that to be mean! It freaking works really, really well! LinkedIn is a multi-Billion dollar company that got bought by Microsoft.

Indeed Jail is when Indeed stops giving you those free hits! Now, they just don’t take it away for no reason. My reason to be cut off, I was told, was because of a magical, mythical division within Indeed called “Search Quality”. My Indeed Rep didn’t shut me off, no! It was “Search Quality” who shut me off, and my Indeed Rep has absolutely nothing to do with Search Quality. In fact, they run almost as a separate company, locked away in an undisclosed, secret location!

My “Search Quality” issue was I’m a staffing company. An example of my issue is we work with a major employer to fill contract positions, not a position they would hire direct. The company gave us a job description for the contract position, which was basically the exact same JD they use to hire direct. Because the direct employer has priority at Indeed, and my posting was ‘too similar” my ‘search quality’ was bad.

Okay, I’m in Jail, Ouch, that hurts! Help me fix it! 

Let me say, I’m paying and have paid money to Indeed for various products, so it’s not like I’m not a customer. So, when you ask someone you’re paying for help, you expect help. But Indeed has no interest in helping you fix your search quality issue because that would mean you would get the product for free again!

I would love to tell you this is a staffing industry only issue, but it’s not. Little by little, and I have specific examples, corporate Talent Acquisition is also getting hit with ‘search quality’ issues and losing their free traffic from Indeed.

How can that be!?

Believe me, the corporate TA leaders I’m talking to are wondering the same thing. In one example, an Ohio-based employer is hiring hundreds of sales-related positions per year. They don’t use any staffing or RPO vendors, all the work is done in-house for direct positions. They have a big growth initiative so they went from maybe 50 openings to 200 openings, and Indeed cut them off! Because of ‘search quality’, and again, their rep would/could not help them.

I have a feeling this isn’t going to end well for Indeed. Right now they’re flying high! Going to hire thousands of more employees, which makes complete sense, because if you shut everyone off of free traffic, you’ll have a lot of TA pros panicking and buying Indeed products. At least until they discover it continues to cost more for less and less traffic as Google no longer indexes Indeed.

I’ve sent emails to the highest reaches of Indeed, pleading for help, and the only response I got back was from my rep offering to sell me more products!

I explained that I want this to be positive! Show me how to fix me, and I’ll show others how to fix themselves! Along the way, it’s a win/win since the more we understand about the Indeed products and services and feel like a vendor is truly helping us, we (as an industry) will support them!

Crickets!!! Crickets, I say, Chris Hyams!!!

So, what should you do to NOT get yourself in Indeed Jail?  

1. Never pay one dime to Indeed!!!

  • So one thing that has been pretty consistent with everyone I’ve spoken to that got put into Indeed Jail is that they were all (100%) paying customers of Indeed. Almost, like Indeed knew we were willing to pay for traffic, so they put us into jail on purpose! Up until the point of becoming a paid Indeed customer, none of the people I spoke ever had issues with being put in Indeed Jail!

2. Make sure you understand what is ‘bad’ search quality for Indeed. Good luck with this!

3. Enjoy the free traffic while you have it because eventually everyone will be shut off. Drug dealing works because we get addicted. You’re currently addicted to free Indeed traffic. That isn’t a sustainable model for a business.

So, what do you do if you’re already in Indeed Jail? 

1. Understand you’re not alone.

2. Understand that your true reality is you can live without Indeed traffic, and slowly but surely the traffic you get from Google will be greater. So, focus on ensuring your ATS and Jobs are as aligned as possible with the Google Job Schema – it’s super important!

3. Understand if you want more Indeed hits, you better get ready to pay for them from Indeed.

4. Understand Indeed has no vested interested in helping you fix your search quality issue, even if you’re a paid customer because it costs them money.

5. Look at Programmatic Job Advertising tools like: JobAdX, Talroo, Appcast, etc. Increase your posting strategy with sites like ZipRecruiter, CareerBuilder, Monster, LinkedIn, etc.  Invest in your own database with some talent rediscovery tools, use CRM technology, build and nurture your pipelines of talent.

My Offer Still Stands!

Chris Hyams, the President of Indeed, get your team to help fix my stuff and I’ll be your biggest fan in advocating and teaching others how to do right by candidates and by Indeed to make the world a better place. That’s all I ever wanted, for you to just help me. Help a paying customer fix their stuff. But you refused.

#FreeTimSackett

Do You Work in a HR Center of Excellence?

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Is your HR department the best in the biz? If you answered “yes” you’re probably stretching it – but we know a few HR experts who can actually help you get there! The FOT team is made up of industry pros from multiple top-notch HR shops (with the awards to prove it), and now they want to tell YOU how to be awesome at HR too during our upcoming webinar.

Join us on June 7th at 1 PM ET for our webinar, The FOT Guide to Building an HR Center of Excellence sponsored by Paycor where we will reveal our trade secrets to making your HR shop #Goals by sharing:

– How to build a solid HR team from the ground up that will put you on track to become a Center of Excellence

– The 6 pillars necessary to any HR team’s success, and how you can use each one to propel your organization towards greatness

– 3 key insights that will allow you to move past the foundational HR and put you on a clear path to HR excellence

– A FREE tool that will allow you to pinpoint where your team is at on the journey to becoming an HR Center of Excellence

Kris Dunn and I will lead you through how the FOT team would build out your HR COE from scratch, or from where you are right now no matter how bad you think you might be broken!

FOT believes that every HR shop can be a COE. It’s not easy, but it’s also not like we are trying to launch the Space Shuttle! What you need is the knowledge and the plan, which we will give you!

It all goes down on June 7th at 1 PM ET (Noon CT, and 10 AM PT).

Register today for this Free Webinar

Skilled Trades Aren’t Sexy to Gen Z and Millennials!

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Wow! Really!?

Here are some other things that might surprise you:

  • They also don’t hang out on Facebook
  • They like Smartphones and using Snapchat
  • You shouldn’t pee into the wind
  • They think you’re old!

No shit, Sherlock, that younger people don’t find the Skilled Trades sexy!

I’m old. I was listening to NPR on way to work the other day and this well-meaning Gen X dude gets on the radio and says, “the problem we have in skilled trades is that teens don’t find them sexy”.

I’m like, of course, they don’t find the skilled trades sexy. Most don’t even know what the heck ‘skilled trades’ means, and if you show them, they still won’t find them ‘sexy’! Okay, well not ‘sexy’, but they should see what a great, stable job the skilled trades can be.

Um, yeah, no, you understand how young people think, right!?

Stable. Good pay and benefits. Something you can do for forty years and get a good retirement and pension. Are all things that will get young people to run away from whatever it is you’re trying to fool them into doing!

So, how do I get young people interested in the Skilled Trades? 

I don’t!!!

I get 35-year-old people interested in skilled trades!

You know what’s great about 35-year-old people? They can start to see the end. Sure that end is 25+ years out, but they start thinking I need to get my life together and do something that is (wait for it!), stable! Something that pays well and has ‘solid’ benefits. Something I can retire doing!

I don’t need 18-25-year-olds to fill skilled trades jobs. Those kids suck at showing up to work and listening! You know who’s really good at showing up to work and listening? 35-year-olds!

If you go into any retail store, gas station, restaurant, etc. and you say, “Hey, I’ve got a job that I’ll train you to do and you can earn a great living and have great benefits until you retire, and you’ll always have a job”, you’ll be like the Pied Piper leading people to your jobs!

The entire way we (and by “we”, I mean you!) is that you go hire 35-year-old people who have shown you that they are willing to show up to work, do work when they show up, but maybe they actually want to add something to their life that gives them a little more stability.

That 18-25-year-old doesn’t want your boring, stable, well-paying job, in which they must dirty their hands. They still have aspirations someone is going to pay them six figures to do nothing and give them a VP title.

By 35 we’ve had that beaten out of us. We’ve been humping $40K jobs for 15 years and we’ve almost, but not quite, given up on hope. You Mrs. Skilled Trades Job Lady are that beacon of hope!!!

Teens won’t solve the skilled trades shortage in America. That is something that is a waste of time for us to try and solve. “So, you, um, want me to stick my hand in a toilet!? Yeah, isn’t there an app for that?”

The 35-year-old has stuck their hands in worst places than toilets and they’re ready to work their butts off for your great skilled trades job. All they need is some love, some training, and a chance.

Skilled Trades jobs aren’t sexy to young people, but you already know that…

How Long Should It Take a Candidate to Make a Decision on a Job Offer?

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When you make a candidate an offer, how long do you give them to tell you they want the job or not? 24 hours? 3 days? 1 week? Immediately?

For two decades I’ve been in the camp of a candidate should be able to tell you ‘yes’ or ‘no’ immediately, or you (the recruiter and hiring manager) did something wrong in closing! But, I think I’ve changed my stance on this, if “fit” is really important for the position, your culture, etc.

Here’s the deal, if job and/or company fit is really important to your organization. The candidate should take as long as they need to, to make sure that your organization is the one for them. That might mean they need to finish up other interviews, do more research, go through counter-offers, etc.

So, if that takes two or three weeks, so be it. The fit is critical for you and you actually want the candidate to take their time with this decision.

I feel so strongly about this, I think you should actually make candidates wait 72 hours after you offer them the job, to give you an answer! Yes! You won’t accept an acceptance from them until they’ve taken 72 hours to really think about the job, the new boss, the organization, everything!

Why wait 72 hours if they already know!? 

A ‘cooling down’ period will give them some time to get through the infatuation period of getting the offer! It will give them some time to really think about your job, their current job, other jobs they might be considering. This time is important because too often, too many people get that offer and at that moment everything feels so awesome!

After a couple of days they come down from the high of being desired by you and start to think clearly, and all of sudden you’re not as pretty as you looked two days ago, or you’re even more pretty by playing hard to get.

But what if a candidate gets cold feet by this technique? 

That’s a real concern especially with historic unemployment in many markets and fields. If you force a candidate to wait 72 hours there is a good chance someone else might come in an offer them a job!

Yep! That actually would be awesome if that happened, because then you would really know! Do they love you, or did they just fall in love with someone else!? Remember, this isn’t for every organization. This is only for organizations where fit is critical to your organizational culture.

If a candidate gets cold feet by another offer or by waiting 3 days, they don’t really believe your organization is the one for them. They don’t believe what you have is their dream job or organization. Also, if you get cold feet by having them wait, you don’t really believe fit is important!

So, how long should it take a candidate to decide if your job offer is right for them? 

There is not one right answer. Each of us has our own internal clock to make those decisions. If you force a candidate to decide immediately upon offer, that speaks to your culture. If you let candidates decide on their timeline, that also speaks to your culture.

In a perfect world, I still believe if the process works as designed, and everyone pre-closed like they should, both you and a candidate should be able to make a decision when the offer is placed on the table. But, honestly, how often does our process work perfectly?

Hit me in the comments with what you believe is the proper amount of time you should give a candidate to decide whether or not they’ll accept your job offer?

“In Transition” Isn’t Helping You Find a New Job!

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I know you’ve seen this on resumes and profiles over the past few years! Someone is looking for work and they title their profile “In Transition”.

Quick – without taking five seconds to think about, be honest, what do you think when someone says, “In Transition” on their resume, cover letter, LI profile, etc.? Put it in the comments!

My guess is, like me, it’s not positive. If it’s not positive, you should remove it from your profiles immediately!

When I read “In Transition” my immediate thought is “why are you in transition? Must not be good! No one wants to be in ‘transition’!” A ‘transition’ can mean many things when it comes to your career. Some of those are positive, but I think the collective will see most of the reasons as negative.

I think the reason I read “In Transition” in a negative light when it comes to talking about careers, is that for me it makes me believe you don’t really know what you want. I’m not ‘in transition’, I’m making a change and this is exactly what I’m looking to do.

Reason’s you might be ‘transitioning’ in your career and now you are looking for another job:

Potential reasons for transitioning:

  • Retirement from your current role (which many will take as a negative because of age bias)
  • Completely switching careers (could be a positive, if you’re willing to start at entry level income for the career you’re choosing to go into)
  • You got fired
  • You got laid off/company closed
  • You had your own business, that has ended, now you’re finding your next gig
  • You took a leave of absence for personal reasons (FMLA, went back to school, child rearing, aging parent, etc.)

So, I’m on record saying that using the phrase, “In Transition” isn’t good for someone seeking a job.

The bigger question than becomes is there a good phrase for people who are out of job and want to get a job that TA pros won’t immediately believe is negative?

I’m not sure there is one, especially if the real reason you’re transitioning is negative! That seems obvious, but you would be shocked at how many messages I get from people ‘in transition’ that are wanting my advice on how to say ‘positively’ they were fired.

My advice is usually to tell the best version of the truth you can come up with, and try to back up that version of the truth is a lot of people who will give you a positive work reference. Ideally, from the place you just left, even if that last job ended in a termination for performance.

What experienced TA pros and hiring managers realize is that not every termination is really do to actual poor performance. Sometimes it’s just a simple personality conflict between the manager you worked for and yourself. That isn’t great, but it’s better than you just couldn’t do the job!

Here are some phrases I might use instead of “In Transition” –

– “I quit my last position because…”

– “I retired from my last position and I’m looking to work “X” number of years in “X” type of position…”

– “I haven’t worked in “X time” because…, and I’m looking for…”

– “I got laid off from my last position…” (This one seems easy, except so many people now use this when they were the only person laid off, but everyone else kept their jobs! That’s not a layoff, that’s just a nice way to get fired! So, you better be able to back this up because great TA pros will find out the truth!)

– “I started my own business. It failed (or it succeeded or I decided it wasn’t for me). I’ve got the entrepreneurial bug out of me and I want to help an organization succeed in the following way…”

So, what do you think TA leaders and pros? Does “In Transition” scare you off of a candidate?

 

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Talent Fix Review: My mom says it’s her favorite book that I’ve written!!! (I’ve only written one book!)

Purchase The Talent Fix now! 

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.