Are Happy Employees The Answer? #WorkHuman

WorkHuman is this week and it’s one of the new transformative conferences on the landscape within the HR industry. The next generation of user conference (WorkHuman is sponsored by GloboForce) which is how do you engage an audience with awesome content and engage your brand without constantly shoving a sales pitch down your throat! WorkHuman has it figured out!

One of the best sessions had to be from happiness researcher Shawn Achor. The former Harvard researcher laid out a compelling argument on why organizations at all levels should be focusing on helping their employees be more happy. He had great examples from organizations that have focused on his research (see video below) that have gotten great results on higher productivity, higher retention and creating an environment that is more human to work in!

The whole conversation got me thinking of the chicken or egg scenario. What comes first an employee who is happy, or a happy employee?  Can you really make an unhappy person happy?

We all have that co-worker that never seems happy. They’re Eyore! Nothing ever goes right for them, nothing will ever be good, they always see the worst in every situation. I believe if you went backwards in their career with your organization, and you could see their interview, you would immediately pick up on the fact this was their core personality!

It makes sense to think that chronically unhappy people are going to be hard to make happy, thus, will probably be less effective as an employee. If as the research shows that happy people are more productive than unhappy people, or less happy people.

All skills being relatively the same, I would bet my career on the fact that if you then only focused on hiring the most happy people, you would have the same results that Shawn speaks of, without all on the ongoing programs.

Happy people, tend to be happy people almost always. It’s their natural zen. It’s where they like to live. Their natural state is to be happy. So, I would theorize that hiring those happy people would have a lasting positive impact to your organization.

Now we just need a great pre-hire assessment that measures someone’s natural level of happiness. I would think Shawn probably has the actual validated questions we could use. It would be nice if he just handed those over and let us started doing this!

Chicken or the Egg. You can try and make your employees happy, or you can hire happy people. Or, you could do both!

T3 – 100 HR & Talent Technologies You Should Know Right Now!

My good friend William Tincup (@WilliamTincup) is probably the single smartest person I know in the HR and Talent Technology space, worldwide! That’s saying a lot because this space is filled with smart men and women.

At HR Tech Fest a couple of weeks ago, William made a comment on stage that there is roughly 21,000 HR and Talent Technology companies in the world. Seems like a number I can’t even get my head around – I might know 200 or so!

To prove his point, William quickly put together 100 of the hottest companies on the market and shared them on LinkedIn. Since most of you don’t visit LI but once or twice a month, I wanted to share them here as well.

My suggestion is to demo one of these companies each week for the next 50 weeks. One hour of development per week, 50 hours total. Any of us can do this. Pick out the ones that make the most sense to you, in your role. This will change you professionally. You’ll be smarter. You’ll see what your competition is doing. You’ll begin to think more strategically. Yes, just be looking at, and better understanding the technology that is shaping your profession!

Yes, just be looking at, and better understanding the technology that is shaping your profession!

This list is alphabetical. None of these organizations are paying me (yet). If you’re not on it, but want to be, connect with William on the Twitters and just ask.

7 Steps To Turn Around a Broken HR Department

I had a friend start a new HR leadership position recently. When I spoke to her the other day, she talked about how the department she has inherited is completely broken. Her first question to me was, “how do I turn this thing around?”

We all have asked ourselves this question, haven’t we?

So, often you get your first shot at leadership because something is broken and a change needs to be made. Rarely, as a first leadership position, do you walk into Disneyland! Oh, look, everything is perfect, all the processes are great, all the people are hard working and get along, the budget has more money than I know what to do with!

It’s just not reality. If the department had all that, they wouldn’t be hiring you!

I gave her my steps to turning around a broken department, from my experience of turning around broken departments!

Step 1Don’t start by thinking you’re going to change the culture immediately. The culture is bigger than you. The only way you could truly change the culture is to go in day one, fire every single person, and implant your own new team. Culture will always win.

Step 2 Look for low hanging fruit and pain points. Anytime you walk into a broken environment there are always simple little things you can do and change, that will be big wins. Do those first. This will buy you time to do some of the bigger things you need to do, and at least you’ll be starting with positive energy.

Step 3Fire bad people fast. I don’t care that they’re the only one who knows how to make changes in the system. If they’re bad, fire them. Again, the organization will thank you. And if you’re truly broken, being broken a little longer won’t matter, and now you’ll have an excuse.

Step 4Hire people who are loyal to you, first, the organization second. Broken departments eat up and spit out more HR leaders than you can imagine. It would be the first question I would ask when interviewing – so, how many leaders were here before me? Oh, five in five years, thanks, I’ll pass. If you’re going to put up a good fight, you need people who will die by your side.

Step 5Have a plan. Gain executive buy-in of that plan early. Continue to update executives on the plan. It won’t be fixed overnight, but managing up on the progress you’re making, will ensure success over the long run.

Step 6Build extensive relationships with your peer group in other functions as quickly as possible. To fix awful, you need friends. Friends in IT, Marketing, Finance, Operations, etc. You need those champions on your side, supporting your change. I don’t need everyone in my department to like me, I do need my other functional peer group to like and respect me if I’m going to turn this puppy around.

Step 7Stop saying HR is broken, or bad, or you’re fixing it. Start using language that we’re building best-in-case processes, world-class technology, market-leading functions, award-winning talent, etc. The organization needs to change the language of what HR is, to make it what it can be.

It’s the hardest, most challenging, thing you’ll ever do is turn around a broken department, but it will also be the most rewarding and best thing that ever happened to your career!

 

The Secrets Behind How Google, Amazon and Facebook Hire The Best People!

This was a headline the other day in an article over at Qz.com by Sarah Cooper. Now, Quartz does legitimate articles so it might have been hard for some to figure out if this was actually supposed to satire or if Sarah was actually trying to help you out. I have a feeling it was a little of both! I know it was getting shared a ton, and not for its humorous qualities!

Here is what Sarah said were the big secrets of Google, Amazon, and Facebook in hiring the best people:

  1. Begin phone screens 15 minutes early, 15 minutes late, or not at all

  2. Make the interview schedule as confusing and unpredictable as possible

  3. Make sure something goes wrong during the presentation

  4. During the interview, make a ton of incorrect assumptions

  5. Ask the candidate to solve your own, specific problems

  6. Have the interview frequently move between different rooms

  7. Ask the same questions over and over and over again

  8. Conduct dual interviews with a good cop / bad cop vibe

  9. Ask a question, then start typing very loudly

  10. Three months later, call and offer the candidate a job she didn’t apply for

After each point she gave an explanation on ‘why’ should do this and what it helps point out to you about a candidate. This is why so many folks read this as a real article, and since so many Talent Pros and Leaders are starving to find out what Google, Amazon, and Facebook does, they want to believe this is true! It’s not.

What is the ‘Real’ secret to how Google, Amazon, and Facebook hire the best people?

Because They’re Freaking Google, Amazon, and Facebook! 

They don’t do anything special. They post a job. A million people apply and they wade through the masses to find great talent. Sounds tough, huh?

Apple announced the other day they’re going to be hiring some new developers in Florida. It hit the national news. Every local paper picked it up. It was on every local news and radio station. It was the talk of the town!

A local software company, who was headquartered in Florida for the last twenty years, had all of its employees in Florida, is looking for the exact same developers. They’ve been struggling to find them, and no news agency or radio show could care! They’re not Apple! Who cares.

It’s probably just because Apple has such a great ’employment’ brand….Yeah, I’m sure that’s it.

Do you want to know a real secret? 

Don’t try to be Google, Amazon, or Facebook when it comes to hiring. You’ll just look silly. You’re not them. They have brand recognition you can’t even fathom. What they do in hiring has absolutely no correlation to 99% of the companies in the world. Be you. Find a path that works for you. Strive to get others in your market, your industry to want to follow you. That’s doable.

Don’t Apply to College if You’re White, Middle Class and Male

I heard a female comedian the other day say one of the truest things I’ve ever heard:

Look, if you’re a white dude, and you’re failing in America, you’re really a failure! You’re like the definition of failure! You can’t be a white dude and complain about how hard life is. If you’re a white guy and you’re failing at life, you’re basically saying, “I can’t find a way to be successful in a society that was built for me.” That’s America.

Which is probably why Trump is trying to make it white great again!

What this comedian was saying is no one wants to hear white dudes whine about stuff. “Oh, it’s so hard to find a job.” “Oh, I can’t afford a house in the richest part of town.” “Oh, I’m not going to be able to retire until I’m 62.” In comparison to real people problems in the world, it all sounds stupid.

Did you hear the whole Kelly and Michael drama that blew up this past week? All said and done, Kelly comes out and says, “My Dad, who drove a bus for thirty years, thinks we’re all crazy!” Privilege, at any level, isn’t supposed to whine about shit.

So, all that being said, here’s my privilege whine:

College Acceptance and Tuition Payment is completely broken! 

My middle son is about to make his college choice. He’s got some great schools that have accepted him. He has some great ones that did not. His dream school was Duke. He also really liked Northwestern, Dartmouth, and UCLA. He has a 4.05 GPA on a 4.0 scale (honors classes give you additional GPA) and a 31 on his ACT (97th percentile of all kids taking this test).  He had the grades and test scores to get into all of those schools.

What he didn’t have was something else.

What is the something else?

He didn’t come for a poor family. He didn’t come from a rich family. He wasn’t a minority. He doesn’t have some supernatural skill, like shooting a basketball. He isn’t in a wheelchair. He isn’t from another country.

He’s just this normal Midwestern kid from a middle-class family who is a super involved student-athlete, student government officer, award-winning chamber choir member, teaches swimming lessons to children, etc., etc., etc.

Basically, he falls into this no-man’s land of what colleges and universities don’t want these days. Male and White.

Can I keep whining? Whatever, it’s my blog – buckle up! 

What is the other something else, from a financial perspective?

He got into Boston College, another dream school for him, and one that wanted him to come and continue his swim career at the Division 1 level. BC also costs $68,000 per year.

Colleges and U.S. Federal Government hate kids who come from families that do the right thing.  What’s the “right thing”?  He comes from a family that pays their mortgage, saved some money for his tuition and put money away for retirement.

Apparently, all those ‘positive’ things, like being financially responsible, are not liked by colleges and the federal government. Colleges and the U.S. Government would have preferred that I didn’t work, let my house go into foreclosure and was in debt up to my eyeballs. If that was the case, both the college and U.S. Federal Government would reward my bad decision making and pay for my son to go to school, fully!

Because he comes from a family that made good decisions, Boston College, and the Federal Government thought it was a good idea for him to pay $68,000 per year to attend their fine university.

My wife and I have spent our son’s entire lives saving for them for college. We sacraficed to basically give them a fund that would pay two full years of tuition and living at a normal state four-year college. The other two years are on their own. We feel they need to shoulder some of that cost to appreciate what it is they’re investing in.

I get it. No one wants to hear about how the middle-class kid can’t go to the super high-end school of his dreams because he can’t afford it.

I’m struggling with this. I’m no different than any other parent who tells their kid when they were little, work your butt off and one day you can go to Harvard! When I should have said, work your butt off, I’ll make awful financial decisions, and then you’ll be able to go to Harvard.

Here’s what I know, and it’s a hard pill to swallow, if my son did exactly what he did (grades, involvement, etc.) and he was Hispanic (or Black, or American Indian, or from a poor country) and I had no money, he would be getting ready to enroll into Duke. But he’s not.

What did he do wrong? He was born into a white family that worked their ass off to give him every advantage in life.

White privilege is a privilege until it’s not. Until a kid’s dream is broken for something he can’t wrap his brain around. Believe me, I understand this goes both ways. I understand there are black kids who don’t even get an interview for a job because some white kid’s Dad already got them the job ‘behind the scenes’. That isn’t right either! In my mind, I don’t see the difference between these two examples.

Rant over. Colleges are going the route of corporate America. White guys are bad, everyone else is desirable, do whatever it takes, at any cost, to make sure this happens. Well, unless, your old, corporate America doesn’t like older people either, no matter what color or gender you are – but that’s a rant for a different day!

Hit him in the comments and tell me how out of touch I am, then remember this is all about a 17-year-old boy with a dream. A dream he worked his ass off to achieve.

I Haven’t Been Realizing I’m Getting Old

I have three sons: 19, 17 and 12. When I tell people this, they have a hard time believing I’ve got kids that old. That always makes me feel good.

I guess I don’t look as old as I really am. When I look at Facebook and see the ‘kids’ I graduated with, some I don’t even recognize, they look like old people and I think to myself, holy hell Batman, I hope I don’t look like that to them!

I’m 46 years old.  In my mind, I still believe I’m 26! My body most days feels like I’m 56!

My wife smacks me at least once a day for something juvenile that comes out of my mouth. I would rather hang out with my teenage sons and listen to their music, watch their movies and play their games.

My last two vacations I’ve decided to take up surfing, because apparently I’m 14 years old.  I’m Benjamin Button, but only mentally!

I’ve been interviewing people who weren’t even born when I started my career. I’ve forgotten more shit than they even know. And, yet, they come in knowing more shit than I’ll ever know.

I’ve been getting old and I didn’t even realize it.

I figure I have 25 years left to work.  I about halfway through my career. When you look at it from that standpoint, it doesn’t seem like old, it seems like primetime! If an NBA player had a ten-year career, year five would be around the height of their ability! It’s when they would be most valuable.

So, maybe I should think of it as old, but think of it as I’m playing my MVP years, right freaking now!

It makes sense. My wife says recently it’s like I’ve been trying to work two full-time jobs. She’s probably right because I have to, you only get one chance at your MVP years. Ten years from now I won’t be going “now is the time!” Nope. It’s right now. I’ve got to make stuff happen. I’ve got win championships! Whatever the hell that means.

I wonder how many people feel this same way, but they’re at different ages?

When I as thirty, I distinctly remember thinking, “holy crap, I’m 30 years old, I need to be a VP!”  I bet there are 60-year-olds out there thinking, “it’s my time to shine!”

From 20-ish to 70-ish are your prime working years. You have 50 years of work. I know, many of you think you’ll stop working between 60-65 years of age. You won’t, that was your grandparents and maybe your parents. It’s not us. 70 is the new 60. Most of us won’t retire until we reach 70+.

50 years of work.

Take the amount of work experience you have, right now, and subtract it by 50. How many work years do you have left? What are you going to do with those years? I bet you haven’t even come close to accomplishing all that you want!

T3 – Pimp My Job Descriptions

I think there is one thing we all still agree on, most job descriptions flat out suck! This leads to a conversation around job descriptions versus job postings. HR pros will say job descriptions are boring because a job description is a legal document. That can be debated, but it’s why most job descriptions are boring and awful and don’t work in attracting candidates!

This is how most technology is developed. Something sucks and a technologist believes they can build a better mouse trap.

Right now most boring job descriptions are ‘jazzed’ up by outside marketing and design firms that charge you a ton and basically give you either a branded template that looks the same for all job descriptions. This is similar to dropping a SmartCar engine into a Porsche. It looks great, but its still crap on the inside!

The other thing they do is basically take your job description and totally build a microsite for that position. It looks like it’s own mini-website. This is ideal but usually very expensive. Many of the new Recruitment Marketing technologies are now doing this for a fraction of the cost.

Then along comes two new technologies that basically take your boring, stale job descriptions and make them exciting and fresh for a really low cost!

These two companies are GoSizzle.io and ViziRecruiter. I’m not writing them up separately because they virtually do the exact same thing for the a very similar price. You send them your lame job description and they give you back a landing page that is fully branded, interactive and professionally designed. For pennies on the dollar that you would spend working with a big design firm to do the exact same thing.

Both have similar metrics to show that their visual stimulating microsites will drive up to 40% more traffic to your postings.  These technologies also use machine learning to recommend to you better wording for higher SEO and higher levels of engagement from job seekers.

After uploading your job description you basically get back a hyperlink URL that you can use to socially recruit on Linkedin, Facebook, Twitter, etc. For those organizations that do a lot of outbound recruiting this can be highly valuable.

If you’re mainly a post and pray shop (which most organizations are) I think this technology won’t necessarily do a lot for you. The one weakness both systems have is that while these microsites drive candidates back to your ATS process, they really do nothing for anyone who is visiting your career site and searching your jobs, or for candidates finding your job on Indeed or a job board.

This ATS integration is critical, and both are working on finding ways to make this happen. I expect some of their larger customers will help get this done soon. I’m somewhat surprised that ATSs haven’t picked up on this technology already and integrated it into their own systems. That would be ideal!

Check out both GoSizzle.io and ViziRecruiter. What they do for your job descriptions is 1000% better than what you have right now, and well worth a look, especially for the price!

T3 – Talent Tech Tuesday – 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 T3 – send me a note.

Death of the Millennials

I was at a conference recently and one of the keynotes actually gave a presentation on how to work with millennials. I thought to myself, “how 2009 of this person to do this!” I’ve vowed at this point to never sit through another presentation on millennials in the workplace. Millennials are now dead to me.

Just as Baby Boomers, GenXer’s, GenZs, The Founders, etc., are all dead to me. All of us are people. All of us are in the workplace. All of us have to work together and get along. Focusing so much on one group over another just perpetuates dysfunction and confusion. I actually heard executives talking about kids graduating high school and believing they also are ‘millennials’. Just stop!

That all being said, IBM came out with an infographic about the myths, exaggerations and uncomfortable truths of millennials, last week, which sparked my little rant. I wanted to share these five myths and add some commentary:

1.Millennials’ career goals and expectations are different from those of older generations.

Turns out we all still, for the most part, want the same thing. Good job. Good pay. Stability. Don’t buy into the hype that any of your workers want to jump around from company to company. They don’t.

2.Millennials want constant acclaim and think everyone on the team should get a trophy.

Again, every generation wants feedback and told they’re a rock star, even when they’re not. As we age, we start to gain a little better self-insight that we might suck. When we’re young we think we’re awesome, even when we’re not.

3.Millennials are digital addicts who want to do everything online.

I have 8 aunts who are all in their 60’s, pushing their 70’s, all of whom spend most of their day on digital devices gaming and on social sites. This is the world we live in. My Mom would rather order a pizza online then pick up a phone. Welcome to modern day life.

4.Millennials, unlike their older colleagues, can’t make a decision without first inviting everyone to weigh in.

No one wants to be the one who made a decision that went wrong. In most corporate settings all workers play the CYA game by sharing decision-making responsibility. We all say we want to make decisions until we’re actually given that responsibility, then we turn into bowls of jello on the floor hoping we didn’t ruin our careers!

5.Millennials are more likely than others to jump ship if a job doesn’t fulfill their passions.

Guess what? Young people today have a ton of debt. That means you have to work and make money to pay down that debt. Then you decide to buy a house, get married, have a litter of puppies, etc. Passion is awesome. If you get a job you’re super passionate about, good for you, you’re winning at life. 99% of people will work in a job they like, make decent money, pay their bills, and probably will be passionate about other parts of  their life. I think they’re winning as well.

For the record, the last Millennials entered the workforce two years ago. Can we start talking about these snotty-nosed, spoiled brats who are beginning to enter the workforce right now with their Snapchatting and their video and their ability to brand themselves and never-ending gaze to the glow of their smartphone!? They’re calling themselves “The Founders”.

Go have fun with that. They named themselves…

True or False: Corp Recruiters Fear Agency Recruiters

True or False?  It’s a common belief, in most Talent and HR circles, that most corporate recruiters fear agency recruiters.  Go ahead and argue if you would like, but it seems a little silly.

The reality is, true recruiting professionals don’t fear amateurs.

It’s like a really great professional Photographer.  They charge money because they offer something someone is willing to pay for.  Professional photographers don’t fear the mom at the soccer game with her $2,000 dollar camera and $5,000 dollar lens.  Who cares that you have the equipment if you don’t know how to use it!?  Pros don’t fear amateurs.

So, if you are a really good corporate recruiter who knows how to really recruit, agency recruiters don’t scare you, because you know your stuff!  That’s the problem, though, right?  The reason so many people feel the title of this post is true is because we all know so many corporate recruiters, who really don’t know how to recruit.  They aren’t pros, they’re amateurs.  Amateurs fear professionals when it comes to meeting head to head in competition.

The best professionals love it when a talented amateur tries to play at their level.  These types of individuals help to push both parties to do the best work they can.  Or, at least, they should!  A great agency recruiter should push an average corporate recruiter to want to get better.  An amateur agency recruiter will starve, that’s why you only see amateurs in the agency ranks for a very short period of time.  If they aren’t good, they don’t eat! That is why on average, agency recruiters tend to have more recruiting skills than corporate recruiters.  Agency folks aren’t full salary. How they have compensated forces them to have better skills, on average.

So, how do corporate recruiters ensure they become professionals?  Well, I love Malcolm Gladwell, so I’ll steal a little of his 10,000-hour concept.  You must make yourself a true recruiting professional!  You need to invest time and development in yourself, in the recruiting industry, to become a pro.   That means as a corporate recruiter, you focus on recruiting, not becoming an HR Pros. What?!  Most corporate recruiters are corporate recruiters because that’s their path to get into a straight HR position.  Their endgame is not recruiting, it’s HR.  That’s a problem because they are not fully vested in the recruiting game.  This is an amateur move.

Your reality is, those who get promoted are usually professional at something.  Become a great recruiting pro and the powers-that-be will take notice, and you’ll find yourself in positions you never thought possible.  True professionals don’t worry about promotions, they worry about becoming a better pro at their craft.

The next time you start feeling yourself pushed by an agency recruiter, don’t curse them for what they do, embrace them for what they push you to become — a better recruiter.

I Miss Old School Employee Training Videos!

Remember the bad 80’s employee training videos?  When I was at Applebee’s we had a series of sexual harassment training videos that would never fly in today’s politically correct world!

These videos were part 70’s porn, part creepy uncle and 100% pure gold. I couldn’t ever play them without laughing out loud.  They were so bad, I couldn’t believe someone actually got paid to put these together, and the scenarios were so far fetched that made the employees think we must believe they were complete idiots!

All these videos really did was waste time until we could get you to sign a piece of paper that you were trained on what sexual harassment was, and if you ever did any of this stuff, you would be immediately fired. Classic CYA HR!

Just this week, by buddy Jim D’Amico the VP of TA at Signature Health, sent me the link to this pure gold Employee Safety training video. We all need more friends like Jim! Enjoy! (BTW – you’ll love it, if you’re a Walking Dead fan!)