SHRM Gems! #SHRM16

Posted on June 24, 2016 by Tim Sackett

SHRM’s National Conference just finished up this week. I couldn’t attend in person, but through the ‘magic’ of social media and a bunch of friends who did attend, I was able to keep up on much of the action. I saw so many great pieces coming out on Twitter, Facebook, and Facebook Live (Sorry, SHRM, some folks lived streamed some stuff!).

My friend Laurie Ruettimann also wrote a great piece on remembering many of the past SHRM National conferences she attended, check out that post it was great. With that in mind I wanted to share with you SHRM Gems I’ve gathered over the years, but instead of telling which year I got them from, I want you to guess! It’ll be fun, play along:

SHRM Gems!

1. Receiving feedback is a leadership skill that needs to be developed. Year ________

2. People get hired because of their ‘hard skills’, but fired because of their ‘soft skills’. Year ______

3. Create a culture that makes it okay to make mistakes. Year ______

4. Change is inevitable, growth is optional. Year _____

5. Hiring managers spend only 6 seconds looking at a resume before deciding if it’s worth consideration. Year ______

6. HR must be able to adapt. Year _____

7. I see humans as humans, not as resources. Year _____

8. Become a solutions machine. Year _____

9. Headcount is meaningless, focus on how you can get work done. Year _____

10. Feedback shouldn’t come as a surprise. Year _____

11. Good leaders focus on connecting people and building relationships. Year _____

Okay, so what do you think? Tough right!?

It seems like many of these we’ve been talking about for the past decade or more!

Drum roll, please! All of these quotes were taken from speakers at this year’s SHRM conference! 2016, oh, we’ve come a long way, baby…

When I first started seeing these I got a bit depressed. I was like, “Come on! We’re better than this! We’re HR Pros!” Then, I actually said this in my head, “We need to elevate the conversation!”

You want to know when the first time I heard, “we need to elevate the conversation!” It was at an SHRM National conference, about eight years ago.

That’s when it hit me. SHRM National is good because it allows HR pros from around the world, at all levels, to come and get what they need, at whatever level they’re at. All 11 items above I’ve heard at past SHRM conferences, but thousands of up-and-coming HR pros heard it for the first time this week in D.C. That’s awesome!

Just like I needed to hear that stuff at one point in my career, and still need to be reminded about much it still today, SHRM is about developing yourself at whichever level you are at currently.

I used to get frustrated when I went to SHRM and saw presenters bring back the exact same presentation that I saw them do the year before! I thought that was amateur hour. I’m the amateur. Great content, in HR, probably has at least a five-year life span, if not more. If you can nail a great presentation, with a great message, it will have legs!

I’ll be back in New Orleans next year if SHRM will have me. I missed it this year. I missed being surrounded by an engaged community of great HR pros. I missed being reminded of the vastness of this community. I missed the great reminders of what we all should be striving to accomplish each day.

@AnythingOverIce Takes Over The Project at #SHRM16

Posted on June 23, 2016 by Tim Sackett

I couldn’t be at SHRM National this year so I sent my roving reporter, HR Pro, and friend, Chris Bailey! BTW – He’s also the Director of PwC’s HR Practice in the Caribbean. Chris will be giving you daily updates from D.C. and filling you in on all things #SHRM16! (P.S. – We could name this series “Selfies of Chris Around D.C.!) P.S. You can tell this isn’t me – I never write 1200+ words! Thanks to Chris for the SHRM updates! Make sure you connect with Chris on Twitter and on LinkedIn!

Dear Tim Sackett and his many readers,

As my last ramble was filled with spelling errors I must apologize. As mentioned it was mainly written on the go on my iPhone! I should also point out that I was a “train”- wreck yesterday as subsequent videos on my Facebook feed will attest to. You see the heavens opened which could only mean that I was destined to spend some time at the bar as it was far too wet to venture outside late in the day. It did, however, mean that I attended some of the later sessions which can often be the graveyard session for speakers as most people are off getting ready for the big night out! Now at this point I need to ask for some feedback from the HR community – Have we forgotten how to party? I mean, really, going home at 9:30pm after a kick ass concert from Train just doesn’t seem like the right thing to do. I know the majority of us are mid 30’s onwards and have kids but isn’t the point of a conference to come get away from it all learn some stuff then party like your graduating college? I have a theory on this and you’re not going to like it!

HR people are not healthy! Yet we are the people promoting the wellness campaigns in our organizations, if you we’re tired after walking around the expo followed by getting on an escalator and sitting down for an hour in a session then you need to take a good look at yourself. Seriously, people were having to rest just from moving from one session to another, it’s no more than about 1000 meters which is a 10-minute walk from the furthest session to the next – I know because I measured it on my Garmin. So if a 10-minute walk tires you out to the point where you enter the next session sweating and slumping down into the chair with an audible sigh then you need to outsource your wellness program cuz people are not going to buy what your selling! I weigh 260lbs – I ran every morning around the Washington monuments, (About 10km) I took the stairs not the escalators during the conference and frequently walked the 3km back to my hotel. I did this as I wanted to see the city, stay in shape and work up to the dinner and beer I had in the evening. It really made me wonder whether wellness in the workplace is just a thing that we talk about rather than a thing that we should practice.

Two of my colleagues from Cayman also wanted to get a little exercise and see the city. So, at lunchtime rather than running for the box lunches (which are proper rubbish btw) we grabbed those capital bikes and we cycled the monuments of Washington. They had a blast and we had a healthy lunch stop mid-way. Quick shower and change then back for afternoon sessions. Now when they posted those picture back to their teams at work they were happy smiling and being active way more engaging for their own wellness programs. So I am going to throw it down for New Orleans #SHRM17 I will do a daily bike or running tour for any HR pros who believe as I do that we have to be the ambassadors for what we do and if corporate wellness is a part of that then so must we be. So my theory was that due to the lack of activity amongst our HR Pros they were all knackered by 9:30pm and went to bed… leaving Washington to me….(enter evil laugh here). Ok wellness rant over, sessions – as mentioned I attended a 4pm session, but first caught very well-polished –

Brad Karsh presenting, How to Be Present When You’re Not.

I was interested in seeing what he would talk about for an hour on this and much to my amusement the first 15 minutes I spent going OMG really 1000 people in this room don’t know this stuff! However he had to start somewhere and he was very funny in his delivery but a couple of key points which reminded me that I should do these during Webex or webinar on phone conferences etc…

· Start with a bang

· Tell them what is coming up

· Keep it simple

· Don’t send them slides in advance

· Refer to their names often (makes them pay attention in case they get asked something)

· Every 10 minutes do something that engages the group

55% of what someone takes in from you come from body language, 38% of that same engagement comes from tone, and only 7% is your actual words! Which means if you’re not present you have to engage through tone and visuals cues to have your message heard. Now this is Brad’s take on it and I would love to know how we measure those percentages but I am not going to argue with them as I happen to think they are true. So some interesting this to consider from a session that I didn’t think would hold much relevance.

Lizbeth Clause (@global_I_press) Trends in Global HR Practice – Avoiding the Disruption.

Now, the last session of the day had a title with some promise, so I wondered what she saw as disruption and how she was promoting we combat it. To say I was blown away was an understatement. She should have had a mega session not the smattering of die-hard HR folk still actively participating at 4pm on the evening of a Train concert! She got off to a slow start but after she explained what she believed trends where and how HR analytics play a big part in identifying them she started giving some real world examples of how her data had avoided massive disruption. That’s the part that hit home for me because the academic principles that she employed to gather and extract data plus employ a hypothesis which subsequently delivered a solution became real and it’s something I will absolutely use going forward.

Stay with me here! Example when the Ebola scare was hitting US hospitals. They used string data mining to formulate hotspots amongst nurses which showed they were really concerned about providing treatment. Nurses would use company email to voice their concerns to colleagues which when triggered in the algorithm created a hotspot of worry that HR was able to respond to and avoid industrial action. They used data analytics to get ahead of the problem.

I could go on and give the several examples she did but I’ll simply leave you with some of her key takeaways:

· Make HR Decision based on Analytics

· Change the Organization culture to include Evidence-based decision making and HR Management

· Balance the use of ambient corporate data with privacy

· Move HR to the cloud

· Use HR apps

I did a little video interview with her afterward as I wanted to continue the discussion. As an academic, she is brilliant, and passionate and I wish other speakers who waffled out the same old crap would take note. HR analytics + Passion + solving real time and real world issues with simple use = Awesome so glad I went to this!

So then I went to see train perform and the night became a blur…… Thank SHRM and goodnight!

Drops mic walks off……

“Recruiter” is the best job in HR! #SHRM16

Posted on June 22, 2016 by Tim Sackett

I grew up and lived most of my life in Michigan. There are so many things I love about living in Michigan and most of those things have to deal with water and the 3 months that temperatures allow you to enjoy said water (Jun – Aug). There is one major thing that completely drives me insane about Michigan. Michigan is at its core an automotive manufacturing state which conjures up visions of massive assembly plants and union workers. To say that the majority of Michigan workers feel entitled would be the largest understatement ever made.

We have grown up with our parents and grandparents telling us stories of how their overtime and bonus checks bought the family cottage, up north, and how they spent more time on their ‘pension’ than they actually spent in the plant (think about that! if you started in a union job at 18, put in your 30 years, retired at 48, on your 79 birthday you actually have had a company pay for you longer than you worked for them – at the core of the Michigan economy this is happening right now – and it’s disastrous! Pensions weren’t created to sustain that many years, and quite frankly they aren’t sustainable under those circumstances). Seniority, entitlement, I’ve been here longer than you, so wait your turn – are all the things I hate about my great state!

There is a saying in professional sports – “If you can play, you can play”. Simply, this means that it doesn’t matter who you are, where you come from, how much your contract is worth – if you’re the best player, you will be playing. We see examples of this in every sport, every year. The kid was bagging groceries last month, now a starting quarterback in the NFL! You came from a rich family, poor family, no family – doesn’t matter – if you can play, you can play. Short, tall, skinny, fat, pretty, ugly, not-so-smart – if you can play, you can play. Performance on your specific field of play – is all that matters. BTW – NHL released this video a while back supporting the LGBTQIA (BTW – will someone get the LGBTQIA a marketing consultant and stop just adding letters!) community (if you can play…) –

This is why I love being a recruiter! I can play.

Doesn’t matter how long I’ve been doing it. Doesn’t matter what education/school I came from. Doesn’t matter what company I work for. If you can recruit – you can recruit. You can recruit in any industry, at any level, anywhere in the world. Recruiting at its core is a perfect storm of showing us how accountability and performance in our profession works. You have an opening – and either you find the person you need (success), or you don’t find the person (failure). It’s the only position within the HR industry that is that clear cut.

I have a team of recruiters who work with me. Some have 20 years of experience, some have a few months – the thing that they all know is – if you can recruit, you can recruit. No one can take it away from you, no one can stop you from being a great recruiter. There’s no entitlement or seniority – ‘Well, I’ve been here longer, I should be the best recruiter!’ If you want to be the best, if you have to go out and prove you’re the best. The scorecard is your placements. Your finds. Can you find talent and deliver, or can’t you? Black and white.

I love recruiting because all of us (recruiters) have the exact same opportunity. Sure some will have more tools than others – but the reality is – if you’re a good recruiter – you need a phone and an ability to connect with people. Tools will make you faster – not better. A great recruiter can play. Every day, every industry. This is why I love recruiting.

@AnythingOverIce takes over The Project at #SHRM16 – Day 2

Posted on June 21, 2016 by Tim Sackett

Monday SHRM – 4 keys things a futurist wants you to do with your business that will make it ready for 2020…. Plus some other cool tidbits…

Ok, so Sunday finished off with rooftop drinks at the Washington Hotel see pic, which was epic and it’s why we come to conferences to check out the view! Seriously Washington is a cool city being a brit I’m used to small winding roads and living in the Cayman islands I get a few beaches etc… so to see a city function as well as it does and have buildings on a scale that makes my small island feel tiny is pretty cool. Anyways Tim wants me to write about conference type stuff rather than a Bailey travel blog which would probably be way more interesting but NSFW, so let’s just say rooftop drink watching the Cav’s take their first major titles in 50+ years resulted in a sore head this morning. BTW I’m a Heat fan but you gotta love the game!

So I typed the below on my iPhone whilst sat in another faceless ballroom a bit bored before this session kicks off – I’m trying a bit of an experiment this year – I’m going to pop in and out of a few sessions at a time to see what nuggets of information I can glean in 10 minutes of listening. However if the speaker is particularly engaging or telling me something mind blowing I may stick around… So first session 10:45am “t minus 90 days until the election” no idea what it’s about 😉 so 10 mins starts now…. Can Mike Aiken get us off to a good start….this day in 1975 jaws was released…interesting tit-bit…then speakers worst nightmare slides don’t work! Can Mike battle on without slides Not really attention lost so moved on out! Only nugget gained was the jaws thing…. Went straight into Steve Gilliland enjoy the ride mega session (@stevegspeaks) now I have seen Steve talk before and he is funny and a pro but I was mainly interested in whether he had updated his material, actually yes, new jokes new stories and some key messages that apply to all not just our HR folk….

Laugh listen learn – if you’re laughing your listening so I can hopefully teach you something

A closed mouth gathers no feet – know when to shut up! Love this quote and have not heard it before and it’s so true. Practice this… Only say something that will result in something positive!

Don’t forget why you do what you do – we all get wrapped up in tech, strategy, diversity, that we forget why what we do matters take a step back.

Three really simple messages that we all already know but told with humor that had me laughing right till the end…oops only fleeted once good on you Steve!

So, post the lunch box delight that seems to send the SHRM masses into a frenzy I’m back in a different ballroom listening to some smooth 90’s hits while I wait for Scott Hamilton to rock my world teaching me how he is able to see into the future (see Tim’s blog on which speaker are you) this guy is most certainly a futurist and he has a room of easily 1000 people to preach to! Scott’s talk 2020 transformation – next practices in HR…

Hold tight….

OK, so Scott is impressive probably why they gave him a mega session, obviously knows his subject and started out by giving some interesting facts such as Mercedes-Benz now have over 65 models as they shoot for even more different clients and are actively targeting the over 65 market…. According to Scott, Kodak turned down entering the digital market way back when as they didn’t want to cannibalize their own business….and similarly blockbuster also said no to online streaming of films two years before Netflix entered the market… all decision were made because leadership was unable to change its mindset. Enter Scots formula for helping an organization use these HR practices to be the competitive companies of 2020.

1. Eliminate: Which Policies and practices can you eliminate that your industry has long competed on? –Cirque du Soleil eliminated Star performers, Animal shows, Aisle Concession sales and multiple show arena’s

2. Raise: Which practices/policies/benefits should be raised well above the industry standard? Again in the case of Cirque – Unique venues (Vegas etc..)

3. Reduce: Which practices/policies should be reduced well below industry standard? For Cirque this was – Family audience to target Adult entertainment, Fun, and Humour, Thrill and danger

4. Create – Which policies and practices should be created that the industry never offered – a potentially disruptive approve – for Cirque this was, Theme, Refined environment, multiple productions, Artistic music and dance.

· For Cirque Du Soleil this created a $2.4bn business!

I really liked these coupled with Dump your HR baggage! Generate Practices that challenge the status quo, Target your areas to start divergent and convergent thinking (there is a whole other blog on this one!).

So to finish, he had the audience shout out some cool games changers here are just a few that you might want to consider:

· Remove Job titles

· Create Awesome workspaces

· Pay off student loans of employees who remain with you over time

· Think Tanking

Now I really like the think tanking idea simply take your teams once a quarter for 20 mins and think new sh!t up but actually try and create project plans to deliver on the new stuff.

So I didn’t leave Scott’s session, he held my attention, some good takeaways which hopefully I have succinctly placed above. If you want to look him up he is the Chief Exec of NextWorks on twitter as @enpforums.

T3 – @Textio – Words + Data = Magic

Posted on June 21, 2016 by Tim Sackett

This week on T3 I review the HR technology play named Textio. Textio is a platform that optimizes your job ads and candidate emails in seconds so you can hire better candidates faster.

Textio shows you how your job listings and candidate emails will perform before you’ve even posted them. Will the role be popular among qualified job seekers? Will it fill quickly? How gender-biased is it? Our predictive models give you analytics and feedback right as you’re typing.

Textio is like a very smart word processor. You type, edit, format, copy, and paste, just like you would in any other word processor. You’ll know how to use it immediately. But Textio does something else: as you edit, it predicts how successful your job listing or candidate email is going to be and helps you make it better.

Textio analyzed job text and outcomes data using listings from tens of thousands of companies. They look at which jobs fill the most quickly and generate the most applicant interest. Where companies choose to share additional data with Textio, they also consider candidate demographics and how many among a job’s applicants are strong enough to get called back.

5 Things I really liked about Textio:

1. Textio gives you a ‘score’ of the document you’re working on. They’ve been able to reduce time to fill by 20% when you get your job posting to 90, on a 100 point scale! That’s a huge drop in time to fill, for doing nothing more than using better (mathematically proven) language to describe your openings!

2. Textio instantly highlights your document and gives you better options to make your job postings and emails perform better from a candidate’s standpoint. They can also assist in making your job postings are not more male or female oriented based on the language you use. The platform will help you ensure you are demographically inclusive.

3. The big win is in job postings, but HR and TA can use this in all communications and documents. Even executives can use it to help their communications!

4. Textio helps point out some written language biases we all have. Not only does it help improve your communications, it helps you uncover some biases you probably don’t even know you have in your writing style. Excellent personal and professional development tool.

5. Built in machine learning works across your entire team to help build consistency in your communications and job postings, as well as the ability to share with each other.

Textio is just loaded with data that helps your organization better communicate. Their data shows that we all like bullets! Okay, I know you knew that, but did you know the sweet spot for bulleted content in your job postings is 1/3?! Probably not, or that if you have no bullets, men will rarely engage with your job postings? Or, if you have more than 50%, you’re less likely to get women? I have your interest now! It’s cool stuff!

14-day free trial to check out whether or not this would be helpful for you, an annual subscription is really reasonable. It would be worth one license in your shop just to get your job postings better! Check Textio out, definitely worth a look, I was really impressed.

@AnythingOverIce Takes Over The Project at #SHRM16

Posted on June 20, 2016 by Tim Sackett

I couldn’t be at SHRM National this year so I sent my roving reporter, HR Pro, and friend, Chris Bailey! Chris will be giving you daily updates from D.C. and filling you in on all things #SHRM16!

So I’m not sure if its day 1 or 2 of #SHRM16? Can Sunday really be the first day of a conference? You see there was a brunch, there were mimosas and then we gave the barman his choice of cocktails to make us this was before the opening remarks of the illustrious Hank el Presidente of SHRM and he was quickly followed by Alan Mulally former CEO of Boeing and Ford and Mike Rowe from the TV program dirty jobs…. Then the expo opened where they serve beer, then I met up with HR Royalty Jennifer McClure and regal although not royal (as she hasn’t performed in Cayman) Mary Faulkner who subsequently lost her glasses and found them again. You can follow her story on twitter @mfaulkner43 it’s a page turner.

Anyways what I took away from Alan and Mike – Alan was a typical statesperson, CEO like in his delivery and whilst on point he didn’t shatter the earth with his reveals most of which has already been read about. I am not taking away from his accomplishments as they are fantastic and as Mike said, “Gee thanks, SHRM I have to follow that guy!”

Well, I for one am glad he did and wish he would run for president! I didn’t expect much from a guy who does the jobs no one wants or really know about on TV but that was the whole point – the are x million people unemployed in America and a bunch of these jobs who are always hiring! He also pointed out that we are disconnected from Millennials as we don’t challenge them by saying – “this jobs not for you” make them want it. He was articulate knowledgeable and now someone I would have on my love to have round for dinner list. I loved the connection with mainstream jobs, shine a light on the people in your organization that you forget. They do the jobs no one else wants, we all have them. Recognize them because should they leave they are almost irreplaceable!

So in all a good opening for SHRM16 lots of energy and a good buzz about the place – See also a roving video interview with Jen McClure and Mary Faulkner more to follow on Mary & Jens exploits throughout the conference…

As for me, you can follow me on Twitter @anythingoverice or www.anythingoverice.com

Cheers, Tim wish you were here!

Candidates Actually Want Human Interaction!

Posted on June 20, 2016 by Tim Sackett

TA Leaders and Executives, this is the dirty little secret that your Recruiters and the Talent Acquisition Technology industry does not want you to know! Candidates actually prefer to have human interaction when searching and applying for a job. From a study done by ASA:

“Three of the top five ways job seekers land a job are “high touch,” according to the survey findings. Word of mouth is the most popular means (43%)—followed by job board websites and employer websites (both at 30%). Contacts or acquaintances with prospective employers (30%) and staffing and recruiting companies (25%) also rank high as resources that led to job offers.

Three in four (77%) actually prefer human interaction when searching for a job, according to the ASA Workforce Monitor.“

Recruiters and TA Tech are in bed together to pull the wool over your eyes! TA Tech wants to sell you automation! Recruiters don’t want to pick up the phone! Put those two groups together and it’s one big circle jerk about to use only technology solutions to recruit and never pick up another phone as long they live!

Seriously! 3 out 4 candidates prefer to have a human contact them and tell them about the job you have open. I bet if you sent out an informal survey to your recruiting team, right now – today, the response from your recruiters would be that they believe only 25% or less actually would prefer a call!

That’s a huge disconnect, and should be very telling about the talent on your team!

So, how do you get your recruiters back on the phone?

1. Measure the amount of outgoing calls by person and post it publicly for all to see. You don’t even have to say one thing about it, the calls will automatically increase! True recruiters hate being on the bottom of any scoreboard!

2. Have fun with it! Run contest and provide incentives for more outgoing calls by your recruiters. For recruiters who grew up in a world where they thought they could just email and message their way to success, the phone is scary! Some will need a kind push!

3. Group call parties. Take one hour of the day and plan for every single recruiter to be on the phones at the same time. Make sure they prepare by sourcing ahead of time and have a number of candidates to reach out to. They should have at least 25-40 to call. Most calls will go to voicemail, if they’re lucky they’ll actually talk to a few people. It will be the fastest hour of their day or week! When everyone is doing this at the same time, you get great energy from the group and it seems less scary!

An average recruiter with 25 openings on their desk should be talking live to around 75-100 people each week on the phone. What I find when I first go into a new shop and measure this, the real number is more like 15-25! It’s shockingly low! How are you going to fill 25 openings by talking to 25 people per week!? You won’t. That’s why your TA shop is failing.

I love TA Tech! I love TA Tech more than almost anyone I know. What I also know is that all great recruiters spend more time on the phone on average than weaker recruiters. It’s so simple, yet most of us fail as TA leaders not recognizing this.

The 8 Man Rotation – 2015 Season – HR & Sports!

Posted on June 17, 2016 by Tim Sackett

So, about seven years ago some HR nerds and basketball junkies thought it would be a good idea to take all of our sports-related blog posts and throw them into a book. The 8 Man Rotation ebook was born. Since that time, each year, the professor Matt Stollack after finishing grading all of his finals, digs through our blogs and compiles the annual book. The 2015 Season is the sixth version of the

The 2015 Season is the sixth version of the 8 Man Rotation, where Steve Boese, Kris Dunn, Lance Haun, Matt Stollack and I get to fill our need to write about sports and tell you how it’s just like HR! We love this stuff! Check it out:

The 8 man Rotation 2015 season from H3 HR Advisors

5 Instagram Filters That Will Make HR Better at Recruiting!

Posted on June 16, 2016 by Tim Sackett

You know it’s true—you’re a great HR Pro, but you don’t really like to recruit. That’s okay, because you’re good at a million other things your company values.

But here’s the thing: A recent Deloitte report outlined the need for HR Pros to grow their skills beyond what our functional area is traditionally known for. CEOs and division heads are expecting different things from HR, and one of those areas of need is… you guessed it… Talent Acquisition/Recruiting.

(Cue the lighting, adjust the crop and apply the filter—BAM. Insta-recruiter. There’s nothing that an Instagram filter can’t transform!)

The Fistful of Talent crew is back with the following webinar, “Instagramming HR: 5 Filters HR Pros Can Use To Transform Into Better Recruiters“ (sponsored by the good folks at Jobvite). Join Dawn Burke and Kris Dunn on June 29th at 2pm EST, and they’ll hit you with the following goodies:

–A review of why leaders report the need for HR re-skilling and why recruiting rises to the top of the list for HR pros and generalists at all levels.

–Data on how talent acquisition is a key component to achieving results in the modern workforce—including areas that HR Pros love to talk about (employee engagement, retention, etc).

–A breakdown of how recruiting has become more challenging in the last 5-10 years, and why the methods HR Pros have traditionally used to recruit aren’t as effective today.

–5 key strategies that HR Pros can embrace to modernize their approach to recruiting, get better results for their organizations and be viewed as high potential by the leaders they serve. We’ll go over those strategies and tell you how to get started with each of them.

The HR Pros at FOT know you work hard and are good at what you do. You don’t have to love recruiting as an HR Pro; you just have to be good enough at it to ensure it doesn’t hurt your career. With a little editing and the perfect lighting (Nashville, amIright?) you can bring out your inner recruiter in no time.

Click here to join us for “Instagramming HR: 5 Filters HR Pros Can Use To Transform Into Better Recruiters“ on June 29th at 2pm EST, and we’ll show how to ramp up your recruiting game without giving up the things you love to do as an HR Pro!!