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Career Confessions of Gen Z: 3 Tips for Starting a New Job — The Intern Addition

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STOP, COLLABORATE, AND LISTEN.

While these may be the words to an iconic and catchy song — you’re welcome if it’s now stuck in your head — they are also words of wisdom for a college student or new grad about to start an internship or entry-level job. So, let’s take a piece out of Vanilla Ice’s lyrical genius and apply it to some real life advice.

Stop:

If you’re anything like me, starting anything new can be extremely overwhelming. Be sure to stop, take a breath, and know that it will take time to adjust. Don’t try to rush yourself. Allow yourself some grace and your transition will be much smoother than if you put ten tons of unneeded pressure on yourself.

Collaborate:

You’re in your new job and you want to impress the big cheeses. What’s a great way to do this?

By demonstrating all you learned from those college group projects.

Show that you know how to be a productive team player, that you’re willing to share your ideas, and that you’ll make the effort to work well with your new co-workers. Your ability to collaborate successfully will stand out more than a 4.0 GPA, I promise.

Listen:

I have saved the best for last. This tip is the most important:

If you cannot listen actively, you will not advance nor impress. Just like your mom used to say, “There is a reason you have two ears and one mouth”. When you start your new job you will have to take in a great deal of information.

It’s important that you be an active listener. Take notes, ask for clarification, and don’t be too prideful to ask for help. Active listeners are some of the most valuable employees. While I am no expert — or famous rapper — by any means, I do work on these things each and every day that I come into work.

These tips will help you transition smoothly, impress the big cheeses, and demonstrate your value as the incredible employee you are!

*Though I don’t know if Vanilla Ice took these tips, he is worth $18 million, so he’s doing something right.

Elena Moeller is currently junior at the St. Edward’s University and Intern of all trades for Proactive Talent in Austin, Texas. Being born and raised in Minnesota I grew up playing hockey, riding snowmobiles, and fishing. One thing you should know about me is that I have never been labeled as shy — I live for getting to know new people and learning new things. This has enabled me to travel the world, become fluent in Spanish, and live in Milan, Italy where I learned a bit of Italian! I find I am happiest at work when I am able to spark my creativity and create something that is useful for our company but is also an entertaining read.

Career Confessions of Gen Z | The Power of Seeing – B-roll!

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http://https://www.youtube.com/watch?v=POGt4ZSiKMM&w=560&h=315

Hello everyone!

Thank you for joining me on this Gen Z journey. In the last episode, I talked about what verbal and spoken content can do for your recruiting methods, but I think it’s just one side of things to simply hear what a job is like. It takes it to a whole other level when you can visually capture what the processes of a job are like. So follow me into the world of b-roll!

(Don’t worry, I’ll explain it all in the video) 😉

Skyler Baty is a Videographer and Video Editor for SkillScout and lives in the Detroit Metro Area in Michigan. Skyler loves doing video work and helping organizations with their video projects. Connect with him, he’s a genius with this stuff!

 

 

 

 

Career Confessions of Gen Z: HR without a Degree

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It was exam season of my 2nd year at UC Berkeley, the “#1 Public University in the World”. Per the typical college student in the midst winter, I thought, “What am I going to do this summer?”. Little did I know, this single thought would change my life forever…

To paint this picture a little better, I am currently writing this blog from my desk at work in Detroit, MI. If I didn’t have that little thought, I would currently be finishing my final semester of college in a couple short months.

What did I do exactly?

I accepted a job as a sourcer at a company that I knew I loved despite being less than a year away from completing school.

How did I do it?

I internalized what I really wanted and compared the pros with the cons.

Cons of leaving school to work

  1. I won’t have a college degree if I drop out — at least not yet
  2. I have to leave a good amount of friends that I’ve built great relationships with
  3. All of my family is back in California

Pros of leaving school to work

  1. I was going to school to do what I am doing now
  2. I have spent 3 internship seasons building relationships and finding mentors (something I lacked in the past)
  3. I was DROWNING in debt – loans, friends, etc. — I could pay this off if I take this job!!

 

Honestly, it was one of the easier decisions I’ve had to make because it made perfect sense for ME. After 8 months in my current role, I couldn’t be happier with my decision.

What I did not know would be an added benefit for me was empathy – more specifically, I am more motivated than ever to seek to understand. I think this is a benefit in all aspects of life; seeking to understand something before you seek to be understood. Now that I’m much more open with my experiences and invite the same from others, seeking to understand has become second nature to me and I can’t imagine a close-minded life.

So, I guess the point of my story wasn’t to tell you all that I dropped out of school – it’s to let you know that people have got a lot of junk sometimes. It may take a little digging to come out with that nugget of gold I like to call understanding.

Hunter Casperson — self-proclaimed “Sourcing Nerd”, is currently an Associate Talent Strategist at Quicken Loans out of Detroit, MI. Originally from Southern California, he spent lots of time outdoors and in turn, loves nature. Hunter attended UC Berkeley where he studied Math & Psychology for three years before joining Quicken. His all-time favorite thing to do is beat-box, where he has consecutively ranked amongst the Top 10 in the United States over the past 3 years (under the name Huntybeats)!

Management 2.0 #WorkHuman

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I was at the WorkHuman conference this week in Nashville and came across some great content I wanted to share. One of my favorites was from Professor Gary Hamel who has a very real, no-nonsense approach that you probably either love or hate, he’s not your normal HR conference speaker.

He shared his theory on Management 2.0:

 

So, I really like this, but also know how hard, in reality, it is for most of this to happen in an actual company! Let’s break them down.

1. Of course, you want everyone to act like an owner. It’s just really difficult to pay and give flexibility to everyone like they are an owner.

2. Operating units are small. Makes sense because the smaller the unit the easier it is to know who actually owns getting stuff done!

3. Leaders are chosen by the led. Great theory, in practice this can go very wrong. But it’s very aspirational and feel good.

4. No internal monopolies. Yep, I’m all in, just don’t tell Mary who is the top salesperson by a mile and has other ideas.

5. Control comes from around, not from the top. And we all act like adults. Another hard one to put into practice, but with small units it could happen and it would be a super awesome work environment.

6. Tasks are chosen not assigned. This one instantly feels very Hippie, right? But, if you have great measures that are agreed upon on what success looks like, why do we care how the tasks of making success actually get done?

7. Coordination is the product of collaboration. Yes, I’m all in.

8. Decisions reflect the wisdom of the crowd. First, let’s assume the crowd is wiser than any one person. That’s a giant assumption and if you’ve worked in organizations, especially really successful organizations, what you find is there are usually a person, or small group, that is a bit wiser than the collective. Let’s be careful on always assuming more equals better. Not actually true.

9. Compensation decisions are peer-based. And welcome to Lord of the Flies.

10. Everyone reports to the customer. Yeah, another one I’m willing to buy into, but we also have found out that the customer isn’t always right and sometimes the customer is downright awful to your staff. In that case, you don’t report to the customer!

I love that Gary’s Management 2.0 really gets you to think about what leadership and management could be. He would argue all of this is 100% doable, I would argue some of it is doable, and some of it is pure fantasy. Even if you had an executive team that drank the Kool-Aid, much of this would still be next to impossible to pull off.

But, this is what is great about WorkHuman. You get content that will challenge the norm and make you truly think differently about what you believe is best.

So, what do you think, could you make Gary’s Management 2.0 work in your organization? Or what parts would you like to steal and try right now?

 

Can we blow up Demos already? #HRERecruitTalent

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Sat in on a great opening session at the Recruiting Trends & Talent Tech Conference yesterday that was called Ideas and Innovations. Quick five-minute talks. Disrupt-style, where you have five minutes and some slides moving on their own.

Looking at the TA pros and leaders around me you could easily see the engagement and interest. People like being told about cool stuff in a very quick and efficient manner. Some of the stuff might spark them to want more, some stuff might spark them to know it’s not for them. Either way, they didn’t have to invest much to get there.

I constantly hear from recruiting tech companies that they want to do more demos, because they know demos lead to organizations buying their stuff. The problem is we all feel we don’t have the time to do demos, and we don’t want high pressured sales pitch. So, we disengage all together.

It’s a problem on both sides, the vendor and the buyer. Buyers actually need to do more demos and should be looking at more options then they do, and vendors need to get in front of more buyers. I’m not sure why conferences don’t do this, but I would love to see a session that is just 6, ten minute demos of technology I might want to take a deeper dive into.

Hundreds of people in the room, watching quick demos and deciding is this something I want to go and find out more about. Seems like it makes total sense for both sides! Yet, it doesn’t happen. Why?

I think there’s two issues (both of which are basically false):

  1. Vendors don’t feel comfortable doing a demo in front of potential competition, because they feel somehow they’re giving away their secret sauce.
  2. Conference providers believe attendees don’t want to view this type of content.

The truth is, there is no secret sauce with your demo. I’ve done a thousand demos and while some are better than others, that’s mostly do to the person doing the demo, not the actual demo.

Attendees want to learn stuff they don’t know and want to be able to take back knowledge to their organizations that makes them seem smart. No, they don’t want to hear for an hour how ACME Inc. implemented Oracle. But, they would be interested in seeing what the hell this new Oracle Recruit product is, especially if I’m not being sold to.

I think the modern demo should be really broken into two parts. One of those is just show me who you are and what you do in 5-10 minutes. The second one is your dog and pony show.

I think vendors are afraid to do the short-range demo because they don’t feel buyers will truly see who they are. The reality is if you can’t tell your buyer in 5-10 minutes who you are and what you can do for them, you shouldn’t be in the space.

The Latest Global Talent Trends from @LinkedIn

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LinkedIn recently released their 2019 Global Talent Trends and it’s loaded with great data for HR and TA Pros! Take a look at the Top 4:

91% believe that “Soft Skills” is the biggest trend in the future of work! Really!? Can we discuss this?!

What do does LinkedIn mean by “Soft Skills”? Here’s how it was defined in the report –

  1. Creativity
  2. Persuasion
  3. Collaboration
  4. Adaptability
  5. Time Management

Oh! Now that makes sense because about 90% of people I know suck at least 3 out 5 of these! So, yes, we have a crisis in the global workforce when it comes to the Big 5 soft skills!

I’m not sure I’ll go all old guy on you and tell you that technology and our smartphones have ruined our ability to have soft skills, but it’s had an impact for sure. I hear from elementary school teachers who have been in the field for years talk about the trouble they have with kids who were born digital native.

(Me going all old guy) When I was a kid my Mom forced me to leave the house. Like locked the door don’t come back for HOURS. I was forced to be creative. Now, I have three sons and I wouldn’t want them out galavanting around the world, in today’s world. I love my kids, I wanted to see them return home. I’m not sure my parents really cared that much!

But there was a reason some of these skills were developed in some people and not others. I have a friend who didn’t allow his kids to watch TV for like their first six years. I thought he was a freak! Those kids are more creative and have a great ability to stay on task. Then they got computers and they’re just like every other kid!

The reality is, we (HR) are in charge of teaching adults soft skills if we want them to have soft skills, and with a number like 91% it seems like we all agree this is a big problem!

So, how do we do it?

Welcome to the new world of learning and performance management! It used to be we would work with employees to help them craft their development plans. But adults hate being told they suck at collaborating with others! It feels like you’re in kindergarten when someone tells us we can’t get along with others!

How would you feel if your boss came in today and said “Hey, Tim, yeah, um, you know, you really struggle with change, we really need you to get better at ‘Adapting’. Okay, you understand, right? So, yeah, thanks, go take a class or just fix it okay?”

Soft skill development is very personal. I think most people improve with great one-on-one coaching where the coach/mentor actually gets to see the person work and interact, so they can be confidentially called out when the bad behaviors raise their ugly head!

Great report, great data. Go download it and check it out!

You’re Banned From Changing My Mind…at Work!

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Did you see Facebook’s internal announcement to their employees about banning an employee’s ability to change the mind of a co-worker about Politics and Religion? I think I need to use these for my family get togethers!

An internal memo was leaked (God Bless internal memo links) from Facebook’s Chief Technology Officer on some new workplace rules that Facebook is putting into effect immediately on all communication channels, and they are:

  1. Don’t insult, bully, or antagonize others
  2. Don’t try to change someone’s politics or religion
  3. Don’t break our rules about harassing speech and expression

Sorry workplace trolls at Facebook, your Employee Experience just took a major blow! (BTW “Workplace Trolls” is a great podcast name)

As you can imagine I have a few thoughts on this!

My actual first reaction to this had nothing to do with “the rules”, but had everything to do with who was communicating this message! Why is this coming from the CTO and not the CEO or CHRO? Definitely different than most organizations.

This tells me one of two things: 1. The CTO made these up on his own; and/or 2. Facebook’s leadership team wanted to make this seem like it wasn’t that big of a deal, so let’s not have it come from the CEO or CHRO, which normally would handle formal employee communications like this.

This is a bit of an employee experience course correction that I think we’ll start seeing in many organizations over the next couple of years with a softer economy. In an ultra-low unemployment economy the inmates run the asylum.

As we back to a bit of normal unemployment environment, employers will focus less on becoming a playground you get paid to attend, and more of a ‘back to work’ mentality. You shouldn’t have time to berate Billy all day because he worships Pokemon. Get your a$$ back to work!

Over the past couple of years with #MeToo and Trump, our workplaces have become littered with landmines of employee strife. We want and value inclusion, and at the same time this increases the communication issues and the need for rules like Facebook are instituting.

So, what do you think? Does your workplace need to adopt rules like this?

Your Weekly Dose of HR Tech: @Xref automated reference checking

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This week on the Weekly Dose I review the automated reference checking platform Xref. Xref is a fully automated solution that turns a slow and inconsistent task into an efficient and valuable stage of the recruitment journey.

Answer the following question: Does your organization check references?

SHRM’s recent survey showed that 89% of organizations still check references of candidates before offer of employment. The majority of those are still manually doing reference checks.

Xref is a technology platform that gets 98% of your candidate’s references with just a fraction of the current work you’re doing in your hire process. The Xref process is a simple message sent directly to your candidates and it puts the candidate in control of obtaining those references by inputting the references and having a message come directly from the candidate to their professional references.

Answer me one more question: When was the last time you didn’t hire a candidate based on a bad reference?

What I find is most organizations struggle to answer that question because it happens so infrequently. What I love about automated references is the normal rate of false offers is 8-14%. This happens because when a reference gets the chance to answer questions on the platform they are more open to give information than during a live conversation.

What I like about Xref:

  • Tailored questions based on role that are easy to change and customize, at the same time can be used right out of the box.
  • A dashboard shows you every candidate and exactly where they are in the process in great detail from where the candidate is in gaining these references, but also where the references are in responding.
  • Mobile optimized. 55-60% of references are actually completed on a mobile device. This is how all of us would probably do this in our busy lives.
  • Candidates also have a view to see where their own references are in the process, so they can nudge the folks who are dragging their feet.
  • Nurturing effect of sending polite reminders to move the process along quickly. Most references are completed within 24 hours!
  • Shows how a reference assessed based on others in the same level of position within your own environment.

I’m a giant fan of this technology as I see so much capacity being lost in organizations that are still manually checking references and getting really nothing to show for it in terms of hiring better talent. Well worth a demo, automated reference checking technology is one of the highest ROIs you’ll get in the TA technology space.

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

Want help with your HR & TA Tech company – send me a message about my HR Tech Advisory Board experience.

10 Things That Scare Me

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I listen to NPR in the mornings on my way to work. It helps me keep up on how my ultra-liberal friends are thinking, plus it’s my only access to news outside the U.S. on a regular basis. It’s important we make ourselves aware of all sides of the conversations taking place.

On a recent ride in I was introduced to an NPR produced podcast called “10 Things That Scare Me” which is a podcast about our biggest fears. The interview struck me with the idea that I’m not sure what my biggest fears are because my brain subconsciously helps me not think of them! 

I thought a good experiment would be to try and list ten things that scare me, with how I rationalize these fears. Here’s what I came up with in random order:

  1. Bees – My wife laughs at me about this. There’s an actual video of me she took of me freaking out about a bee chasing me. There’s no logical reason that I don’t like bees. Oh, wait, yeah there is, bee stings hurt!
  2. Heights – Let me preface this by saying I’ve jumped off the Stratosphere in Vegas and I’ve done many Zipline adventures. I love roller coasters. But have me climb a ladder and walk on the roof of my house and my legs are shaking like crazy! I think the difference is all about safety harnesses. I don’t mind heights if I’m safe, I mind heights when I could fall and die.
  3. Horror Movies – I don’t go to them, I don’t watch them, you can’t make me. Again, completely stupid I know, but yeah, I’m out!
  4. Something Bad Happening to my Wife, kids, or dog. I think I spend too much time thinking about this, but not half as much as my wife, but it’s still a fear. Probably will always be a fear.
  5. Not being able to pay my bills. This might seem irrational to many people. I’m a successful person. It comes from childhood and being raised by a single mom, who was trying to launch a business, and many times being at stores where they wouldn’t allow her to write a check because she had ‘bounced’ so many. And we definitely didn’t have any cash! Taking food back to the shelves of a store because you can’t afford it doesn’t leave you. That walk, with the employees staring at you feels pretty bad.
  6. Not knowing the right answer. For most of my life, in almost any situation, I’ve felt like I’ve had ‘the’ answer. School, work, life, love, okay, way less in love, but most things! So, I’m fearful of not having the right answer that will solve the problem. Turns out, some problems don’t have answers, or at least not a ‘right’ answer.
  7. Dying unexpectedly. I have this notion that I’ll die with some warning. I’m planning on it. There’s really only one time in life when you can truly tell people what you think, and I do not want to miss out on that time! We see random death every day, and it’s hard for me to understand it.
  8. Embarrassing people who are important to me. To know me is to know anything might come out of my mouth. Mostly that’s been a great trait over my life. Every once in a while, not so much. I truly care about my family and friends, and if I say or do something that embarrasses them, it truly impacts me deeply. Just not enough, apparently, to change my personality!
  9. Access to guns. Guns don’t scare me. I grew up around guns. I’ve shot guns. Hunted. Shot skeet. Etc. The access that mentally unstable people have to guns scares me because of fear #4 above. Guns are too readily available in our society and I can only pray and hope for the safety of those I care for.
  10. Failing my Mom’s company. For those who don’t know, I run the company my mother started and ran quite successfully for decades. 2nd generation family businesses have an extreme failure rate. I work and stress every day to not be a statistic. So, call me and do work with me! Help me conquer this fear!

So, what do you think? It feels pretty good to get your fears out there in the open. To look them in the eye. To introduce them to the world. They are definitely more scary when they are locked in my head!

What fears do you have that you have admitted? Hit me in the comments and let’s do this cleanse together!

The Human CRM

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We didn’t always have sales automation and recruiting automation. There was this time when you just had to keep a ‘date book‘ or a calendar of some sort, or just simply to remember to call Mary over at Acme Inc. to see how everything was.

Old school sales was following up. Letting you know I’m still here. I still want your business. Give it to me and not someone else.

Like a CRM the goal is to eventually wear you down, and it works. It’s worked since the beginning of time.

CRMs can do it, and do it very effectively, but in some cases not as well. I can ignore the CRM. I know the CRM game, so when you see those messages they are easily ignored.

I can’t ignore the lady who has made nine calls to my voicemail. I can’t. You might be able to, but I can’t. I respect the craft too much. The effort. I know how hard it is to pick up the phone the first time, let alone 2 – 9. That doesn’t get easier, it gets harder.

You guys know I love technology. I’ve done it both ways and having the automation helps immeasurably. There’s a bit of art to the old way of following up, over and over. Some poetry to it.

You might get sick of “Steve” calling you every single month, but eventually you find yourself in a jam and “Steve” comes to mind. Steve was the one that was there when you didn’t have anything. Any “Johnny” come lately can call on you when you just landed a $50 million dollar contract, but where were they when you had nothing?

Companies fail when they take the human out of the CRM. It’s not one or the other, it’s both in combination. The plow helps the farmer do more quickly, but not without the horse.

So, the next time you see your phone ring and recognize the number, or delete that email that you know was personally sent without reading it, know a real person put in time for that recognition. The Human CRM was at work and didn’t stop!