How long should it take a candidate to decide on a job offer?

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 the 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 and 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 no one right answer. Each of us has our own internal clock to make those decisions. If you force a candidate to decide immediately upon an 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 as 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?

The Weekly Dose: Talent Intelligence Platform – Loxo

Today on the Weekly Dose I review Loxo. Loxo is a Talent Intelligence Platform and a global leader in artificial intelligence recruitment automation software. What does that even mean? Well, you know me, let me break it down in layman’s terms!

First, my team actually has been a Loxo user for the past three years. When we found Loxo I was on an 18-month search to find a great Applicant Tracking System (ATS). I looked at everyone! Then, I started to hear about Loxo from my super cool recruiting friends in the industry, folks like Stacy Zapar and Lars Schmidt, and they were like “Tim, you have to take a look at this new company, Loxo”.

I did, it was exactly what I was looking for, so we purchased it and started using it, and we are still using it. So, really the big question is why did I choose Loxo over all the rest? We are a recruiting shop, and three years ago Loxo kind of was built specifically for the kind of recruiting we do. Hard to find, technical talent, but we had to move very fast. (Since then, Loxo has built out all the bells and whistles for corporate talent acquisition as well). We are not a post and pray shop, I needed next-generation recruiting software that let my recruiters be fast, efficient, and repeatable.

So, yes, Loxo does have an ATS, but that is only a small part of what they are today. Loxo is also a world-class sourcing engine, an AI-driven matching engine, a best-in-class recruitment CRM, and a data intelligence engine. Basically, with Loxo, I’m getting great recruiting tech in about four areas, all under one umbrella, intuitively linked together, that drives my recruiters to be super recruiters.

What do I like about Loxo

  • This is a recruiting platform for recruiting shops that actually recruit. Software built around the concept that we have hard-to-fill jobs and we can’t just post openings and hope someone applies.
  • I love that my recruiters aren’t jumping from across multiple technologies all day. They can source, build pipelines, set up nurture campaigns, and communicate with talent all under one roof.
  • From Loxo, my team can call, email, and text candidates from within the platform. They can actually do all three of these things at the same time in a nurture campaign. This allows them to be everywhere at once, with multiple candidates.
  • Unlike a lot of the sourcing tech on the market, Loxo gives you live, active connections to the talent you find in their sourcing engine. They are gathering data from over 95 sources and it’s constantly updating in real-time.
  • Loxo was created by a Technologist, turned Recruiter, who decided to build great recruiting tech. So, it works like a recruiter. It feels natural to use. Less steps, fewer clicks, things seem to be where you think they should be.
  • As a recruiting leader, I get real-time funnel analytics on my team. I can easily breakdown where my team, or an individual, is struggling and immediately know where we need help.
  • If you’re already using an ATS, Loxo integrates with your ATS to give your team all the AI, automation advantages to recruit fast, but still, get the data you need back into your ATS and HRM systems.

Loxo might be the best ROI in Talent Acquisition Technology

Quite honestly, we eliminated three other pieces of recruiting technology when we started using Loxo and in three years we never felt like we needed to add anything back. The three technologies we stopped using, by the way, all cost more than using Loxo, and Loxo was better! Plus, the Loxo product team continues to keep innovating faster than the market, so as I’m seeing new tech come to market, the Loxo team usually is already building those features within the platform.

Sounds like I’m a fanboy, right?

I am. I look at over a hundred different technologies a year, and this is the one I bought and use. Quite frankly, and I say this to their CEO, Matt Chambers, all the time, I can’t believe someone hasn’t backed up a Brinks truck full of money and bought them! The reason you haven’t probably heard of them is they haven’t taken a bunch of VC money. Instead, they are a heads-down technology company that is just building great sh*t. And because they don’t have investment, they don’t have to over-price it, like a bunch of the “cool” recruiting brands on the market that cost a ton because you’re paying for their sales and marketing, not better technology.

So, Yes, you should demo Loxo, even if you’re stuck in a long-term relationship with an ATS, because they’ll do everything your ATS doesn’t. Or if you’re just looking for sourcing or AI match, all of that can be used separately as well. At the very least, you’ll get to see a better way your TA team should be recruiting.

@SHRM CEO, @JohnnyCTaylorJr Accepts Board Seat with @iCIMS!

For those who know me, you know I’ve been a fan of SHRM’s CEO Johnny Taylor since before he was SHRM’s CEO. The first time I ran into Johnny was on the speaking circuit when he was an HR Leader, in the corporate world, and we spoke at the same conference.

My initial impression of Johnny was, “Who the hell is this guy!? He’s an amazing speaker!”  Johnny is a smart, confident, dynamic speaker, and leader, so I thought it was a great hire when SHRM hired him as CEO. Plus, he was a “real” HR person! There have been some folks who have thrown him shade over his tenure, but I think the majority of the SHRM membership has actually liked how he has pushed to elevate the HR function during his tenure.

This week iCIMS, a leading applicant tracking system and talent acquisition platform for enterprise organizations, announced that Johnny Taylor was joining their board. Here’s a bit from Johnny in the press release:

“I’ve been closely following iCIMS for years and have been consistently impressed,” said Taylor. “I am proud to be joining the iCIMS team. No other company has demonstrated how well it understands what talent professionals and business leaders require to succeed, and iCIMS is leading the market and its customers to success in the new world of work.”

Taylor was selected as a board member through Vista Equity Partner’s independent board program, which leverages the firm’s network to source qualified board candidates for its portfolio companies.

Why should we care about this move? 

CEOs of large organizations frequently take board seats at other big organizations. So, this isn’t surprising. I think the one surprise SHRM members might ask themselves is, why would Johnny, the CEO of the world’s largest HR organization, take a board seat with an HR/TA Technology vendor? Couldn’t that be viewed as a conflict of interest? I mean companies like iCIMS, and their competitors, spend millions of dollars with SHRM each year in sponsorships at SHRM conferences and other virtual events.

What if he took a board position with Workday or Oracle, would that be considered a conflict? I don’t know. Like I said above, Johnny is a smart guy, I’m sure he could get a paid board seat at almost any F500 company. I do also think this move speaks to Johnny’s increased attention within SHRM of Talent Acquisition professionals overall. When I first became a SHRM member in 2001, Talent Acquisition pros were the red-headed stepchildren of HR and we didn’t feel very welcome in SHRM. That has changed drastically over recent years.

From the iCIMS standpoint, this is a brilliant hire. Dynamic, smart people, with that kind of network and leverage, are hard to find, it’s a definite big win for them. Hire? Yes, it’s a hire. This is a paid position. People at that level don’t join boards to make themselves look cool on their LinkedIn profile! Johnny brings with him exceptional insight of hundreds of thousand SHRM members that will be super valuable to iCIMS.

This does beg the question, is Johnny getting ready to leave SHRM? It has been rumored over the past couple of years that he had bigger aspirations and plans than “just” being the CEO of SHRM. I say “just” because that job is a pretty great job, but he definitely has the resume and the intangibles to secure even bigger positions and make even more money. In my opinion, it would be a big loss for SHRM, as he’s by far the best CEO they have had in decades. Again, I know a bunch of folks who will disagree with that statement, but SHRM is in a far better position today than at any single point in the past twenty years as an association.

iCIMS and its CEO, Steve Lucas, have definitely been one of the most aggressive TA tech companies in the marketplace as of late. Product growth, tech acquisition, and increasing talent at a rapid pace over the past two years, it’s very interesting times for them. Make sure you keep an eye out, I hear they have some big things coming in April. If you haven’t demoed them lately, it might be time to get an update and see a different iCIMS than you’ve seen in the past.

@madtarquin and I talking about what’s hot in Talent Acquisition Technology! #Video

For those of you who don’t know Madeline Laurano, she’s this super smart lady out of Boston who runs Aptitude Research. Madeline and her firm are recruiting technology experts and she’s been an analyst in the space for a long time with some of the world’s largest firms. She’s also a friend and we love talking shop!

There has been so much happening in our space in the first half of 2021, and we wanted to give some of our opinions. Check it out:

Go check out Madeline’s blog on her site and follow her on LinkedIn. She is constantly sharing amazing research, and she is just someone you want to follow and gain her knowledge!

Who will win the Chicken Sandwich War? And why is #HRFamous Talking About this!?

On episode 54 of the HR Famous Podcast, longtime HR leaders (and friends) Tim SackettKris Dunn, and Jessica Lee come together again to discuss the chicken sandwich wars, 2021 compensation trends, and Meghan Markle calling the royal family’s HR department.

Listen (click this link if you don’t see the player) and be sure to subscribe, rate, and review (Apple Podcasts) and follow (Spotify)!

Show Highlights:

3:30 – Is the Ford Pinto making a comeback?

5:30 – Who has been keeping up with the chicken sandwich wars? McDonald’s has entered the race against Chick-fil-A and Popeye’s to see who has the best-fried chicken sandwich. Who do you think is going to win the war?

8:30 – JLee wants to enter Wendy’s Spicy Chicken Sandwich into the race for best fast-food chicken sandwich. Tim thinks it’s a solid entry.

11:30 – KD asked JLee when was the last time that she taught her kids a life lesson? She’s just trying to teach her young children to put their dirty clothes in the hamper.

15:20 – Next topic of the pod: compensation. An article came out recently about the trends of compensation and pay in 2021 and what employees think will happen.

17:00 – JLee thinks that those companies that haven’t made a statement about geographic locations and compensation leave it open for them to call all employees back to the office eventually. She thinks that WFH is not really here to stay.

21:30 – The article reported that only 83% of respondent’s spouses know how much they make. Tim thinks that number is very low.

27:45 – Tim asks the crew what job Prince Harry would do best at. JLee thinks he’ll take an entrepreneurial route in the mental health space. KD thinks he’ll be a host at a mid-tier steakhouse in the burbs. Tim will hire Harry to be a recruiter because Americans love a British accent.

30:45 – KD watched some of Netflix’s The Crown. KD thinks that the situations in The Crown and the people being portrayed are very inconsequential in the terms of history.

32:15 – One of the big takeaways from the Meghan Markle/Prince Harry and Oprah interview is that Meghan went to the royal family’s HR department to receive mental health help.

36:00 – Tim recently had his 100th Peloton ride. JLee joined him for his century club ride and helped him reach his record. They ended up tying! Accidentally, his son Cameron did his 100th ride. Sorry Dad!

The Future of Work, Is More WORK!

I’m sure you’ve read an article or listened to a podcast in recent weeks that had something to do with “the future of work”. It’s a hot topic to talk about, primarily because it’s all just a big fat guess and the best content is content where I just get to tell what I think will happen, but really have no idea for sure.

When I take a look at the HR technology landscape this week at The HR Technology Conference and see the tech that is hitting the market around work and performance, I think the future of work is actually just more work!

When I say ‘more’ work I really mean “More” work! Much of the technology that is being created and launched around HR Technology falls into a few buckets:

  1. How can we make workers more efficient at what they are currently doing?
  2. How can we monitor workers on what they are doing (tracking)?
  3. How can we leverage A.I. to do certain tasks workers are doing right now?

Don’t get me wrong, the technology doesn’t scare me in the least, I think it’s amazing, but the reality is much of it is designed to help us humans reach our full potential. If my couple of decades in HR has taught me anything it’s that very few of us humans want to reach our full potential!

Reaching your full potential means you are working really hard!

I have a great story about working in a union job the summer I first got out of high school. My Dad got me the job working in a grocery warehouse picking orders to be delivered to supermarkets. The warehouse just implemented a new software system that tracked the productivity of each worker.

Basically, I would be given an order and the system had estimated how long that order should take for me to complete. If the order was complex I got more time, it is was simply pulling a full pallet of one type of item, I might only get ten minutes or so to complete, some orders were estimated to take 75+ minutes to complete.

The union had negotiated that I only had to work 77% of the time. Yes, you read that correctly! If you added up all of my order minutes, in theory, to keep my job, I had to be 77% efficient. So, in an eight-hour shift of 480 minutes, once I reached my 369.6 minutes of work, I could actually just stop. In fact, I was encouraged very strongly by my union brothers to stop at the exact point!

Now the “new” computer system didn’t account for the extra effort. So, if I had an order that was supposed to take 60 minutes, but I worked really hard and completed it in 45 minutes, I just earned myself an extra 15 minutes. By the end of the summer, I was efficient enough in getting orders completed that I spent about three hours a shift playing cards with my union brothers in the back of the warehouse until my shift was done!

The new HR Technology that is in play right now, based on AI and machine learning, would have made these corrections individually within a few shifts, knowing I could do that work more efficiently than another person and soon my orders would have been adjusted. The technology would have ensured that my ‘extra’ effort turned into my normal effort.

We already know that my warehouse work will be replaced by robots, so my example is already dated. But what about that office job? Will a robot replace you? No, not right away, we are a ways off from that, but that same AI/Machine learning technology will track and measure everything you do and soon you will feel as busy as ever, because ‘down time’ is unproductive time and the tech can compute that!

The future of work is more work.

 

Covid made us fat, lazy, and depressed! How do we turn that around?

My go-to answer for most things is, Cocaine. I’m sure if I did Cocaine I would be less fat, less lazy, which would lead to me being less depressed. Most likely, this is flawed thinking, but I never have tested it to know for sure.

A brand new study on the effects of Covid on our mental well being was just released and to no one’s surprise, it’s not a rosy picture:

What does this tell us? 

  1. We are moving way less than we did pre-Covid.
  2. We are sleeping more.
  3. We are getting up later.

Also, in the study, depression has increased by over 90% in the past year! That is massive, and while we love the flexibility of remote work, we are also craving the need for personal contact and normalcy. Humans are pack animals by genetics. We don’t thrive in cages (like being locked in our homes).

By the way (from the picture at the top), who are these people who don’t wake up until 10 am!? And even more puzzling, pre-covid, who are these monsters who didn’t get up until 8:30 am!? Surely, I gest. But, only for free of being canceled by some new pro-sleeping, don’t judge us movement.

How can we turn this around? 

I was raised by Baby Boomers who weren’t all too keen on schedules and the importance of a consistent schedule on mental and physical wellbeing. They just grew up during a different time in our world where you just kind of went with the flow. Yes, hippies, kind of.

My wife, bless her soul, rescued me and trained me to understand how having consistency in your life leads to a less stressful life. Less stress leads to less depression. Turns out, we as humans, actually do really well when we know the parameters of our world. We actually like being put in a box. It’s warm and cozy. We perform better. Covid took us out of our boxes, out of our schedules, out of our routines.

And like a flower without water and sunlight, many of us wilted. We stopped moving. we started putting on weight, we started sleeping more, and we became depressed.

We love the newfound flexibility, but we want some semblance of our lives back. Getting up, going to work, hitting the gym, etc. We need to turn these negative trends in our health, physically and mentally, back in the right direction. Even if you stay remote or hybrid, really work to build a more permanent, more healthy schedule into your day.

Part of building that new schedule is an understanding that we aren’t living a temporary life. We all have this belief that once Covid is over, we’ll be back to normal and then I’ll start getting healthy again, but our reality is we aren’t getting back to the old normal. For most of us, we’ll have a new normal, and we need to adjust to that new normal now.

It starts with moving more. Spring is a great time to start!

Can Everyone be the Best Employer to Work For?

I have yet to see an organization come out with a brand that says,

“Hey, we’re Super Average, but come work here anyway!” 

For the most part, every organization spouts off about being the best place to work. Statistically, that just can’t be true. Everyone can’t be the best, right?

I think for the most part it’s just lazy recruitment marketing. You are either the best, or you’re something less and no one would ever go to their c-suite and say, “Yeah, so we’re going with “We are almost the best place in the city to work for!” What do you think!?

Why does anyone really want to work at your company? 

That is really the only question you need to answer. It might be because you’re the tallest of the seven dwarfs in your marketplace. It might be it’s a decent-paying job close to home. Maybe you have a friendly culture, and mostly everyone gets along.

But, really, why would anyone choose you?

The answer will set you free. It will allow you to really have fun with who you are and find others that are like you. Not all of us were raised to work for the “best”. The world needs ditch diggers and toilet cleaners, and people who still get up and go to work, and feel proud of what they accomplish.

The fact is, you and your executives shouldn’t give one sh*t about being the best as measured by everyone. You should only be concerned with being the best for those people, who are your people.

Now, why would anyone really come and work for you?

The Secret Sauce to Landing Your Dream Job? Apply Less!!!

Robert Combs over at Fast Company had a brilliant article recently, and if you’re in Recruiting or HR, it’s a must-read! If you’re looking for a job, it’s also a must-read!

Here was Robert’s concept. A.I. (robots) are running the world. It’s the biggest innovation to come into recruiting since Big Data (wait, didn’t we always have data…). If robots can run the application process and find you where ever you are, Robert thought, why not use a robot to apply to jobs for him. Let the robots fight it out!

So, that’s what he did, he built a robot to go out and find jobs he would want, apply to those jobs, and then even follow up!

He applied to hundreds of jobs in minutes! It got a bit out of control:

So I started slowly casting about for new challenges, initially by applying (perhaps naively) to openings at well-known tech companies like Google, Slack, Facebook, and Squarespace.

Two things quickly became clear to me:

  1. I’m up against leaders in their field, so my resume doesn’t always jump to the top of the pile.
  2. Robots read every application.

The robots are “applicant tracking systems” (ATS), commonly used tools for sorting job applications. They automatically filter out candidates based on keywords, skills, former employers, years of experience, schools attended, and the like.

As soon as I realized I was going up against robots, I decided to turn the tables–and built my own…I fired it up I accidentally applied to about 1,300 jobs in the Midwest during the time it took me to get a cup of coffee across the street. I live in New York City and had no plans to relocate, so I quickly shut it down until I could release a new version.

After several iterations and a few embarrassing hiccups, I settled on version 5.0, which applied to 538 jobs over about a three-month period.

So, what did Robert find out? Here were his biggest learnings:

1. Even your ATS robots suck at giving responses! Around 70% of his applications never got a response!

2. Only 4% of 538 jobs he applied for, got a personal email response from a recruiter.

3. Only about 6% of your hires come from people applying to your career site.

Robert found out what most of us in the business already know. Applying to jobs doesn’t actually work. Yet, we spend so much time, energy, and resources building these great tech stacks and apply processes for just his!

So, what works?

Turns out about 85% of jobs are filled by good old fashion networking. You know someone, who knows someone, who has a friend, whose cousin works in the department you really want to work for.

“Out-of-the-box hires rarely happen through LinkedIn (or any job board, career site) applications. They happen when someone influential meets a really interesting person and says, ‘Let’s create a position for you.’”

I disagree somewhat with the above quote. I’ve worked in large corporate TA shops, we just didn’t run around all willy-nilly creating jobs for really cool, smart people! We did many times find really great people and then stick them into a job we already had open, and usually, the reason we found the person was someone who knew the job was openly referred the person to us.

My advice to job seekers is always the same. Stop applying to jobs, start networking with every person you have a possible shred of connection with, and let them know you’re looking for a position, what position you prefer, what position you would take, and where in the world you would work.

Every minute you spend networking is a thousand times better than every minute you spend online applying for jobs. Robert just proved this!

Can a Mid to Large Size Company Work Without an HR Department? #HRFamous

In episode 53 of The HR Famous Podcast, long-time HR leaders (and friends) Tim Sackett and Jessica Lee discuss BTS, companies without HR departments, and whether the new Covid-19 bill will affect employment in the service industry.

Listen (click this link if you don’t see the player) and be sure to subscribe, rate, and review (Apple Podcasts) and follow (Spotify)!

Show Highlights:

2:00 – Just JLee and Tim today! KD is out for this episode.

3:15 – JLee and her family have become a part of the BTS Army. BTS is a K-Pop group that has taken over the world.

6:00 – Tim loves that JLee is very tied to her Korean culture and instills that pride and love in her children. He mentions an article that discusses Norwegian families raising Korean children and discusses the nature vs. nurture argument in that context.

8:00 – Tim brings up how the article examines the racial aspect of coming into a homogenous culture and trying to succeed with all the advantages your family can give you.

10:00 – Next topic: The CEO of UK startup Octopus Energy says he has no interest in having traditional business departments like HR. His company is worth over a billion pounds.

12:20 – Tim asks, “What we do without HR”? Well, Tim discovered that this company actually does have job openings in HR/IT-adjacent roles but he couldn’t find any hard HR or recruiting roles.

14:15 – JLee thinks that he’s gotta be outsourcing things like HR to other agencies or companies.

16:15 – Tim was on vacation this past week and read the book The Hard Thing About Hard Things by Ben Horowitz. He said he hired a recruiter after only having nine employees for his company.

17:30 – Tim asks JLee if the newly passed Covid-19 stimulus bill will affect people wanting to go back to work in the service industry. JLee says she understands why people would not want to go back to working at restaurants or other service-type places because a lot of the draws of working there are now gone.

19:00 – JLee shares a story about going to lunch at a restaurant only the second time in the past year recently and how she felt very awkward there and didn’t know what to do while in the restaurant.

23:00 – Tim recently went to dinner and a movie for his birthday and he noticed that the business was understaffed. He wonders when people will start to return to the mentality of getting frustrated by long waits and lines.

25:20 – What’s there not to like about Koreans? Here is Time Entertainer of the Year BTS!