Netflix Inclusion Report & @hirevue Facial Recognition #HRFamous

Posted on by
2

On episode 50 of The HR Famous Podcast, long-time HR leaders (and friends) Tim Sackett, Kris Dunn, and Jessica Lee come together once again to discuss Netflix’s 2021 inclusion report, facial recognition software in interviewing, and the scam psychic that’s terrorizing JLee’s neighborhood!

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:

2:20 – Do you know where the DMV area is? That’s where JLee says she is from when asked.

3:00. – Jlee has a scam psychic in her neighborhood and everyone is activating their Ring doorbell to find out who it is. Discussion of psychics naturally follows.

6:30 – KD asks Tim how frustrated he gets when people in his inner circle don’t share his passion for his favorite streaming shows/movies. The gang agrees there should be codes where you can force someone to watch a show a limited number of times per year.

10:00 – Netflix released their first-ever inclusion report in mid-January. KD addresses it as a masterstroke in communication and controlling the narrative in HR comms. They announced that women make up half of their workforce, even in leadership and executive roles.

12:00 – JLee thinks Netflix is doing good work in the DEI space. She cites a webinar they hosted about being black in HR and how it felt authentic and not too sales-y.

14:30 – Tim says that demographic data are very important in controlling the narrative they want to spin.

18:20 – Tim poses the question “do we know that Netflix is good for women”? He doesn’t think they are a tech company so the numbers could be low for the entertainment/media industry.

21:00 – KD brings up how they led with their best numbers when discussing their numbers on race and ethnicity that came later in the report.  He allows notes that the data they did provide in charts is hard to follow compared with the numerical data in tabs that companies like Google provided.

26:00 – KD asks JLee how she feels about the accuracy of facial recognition. She gets annoyed when her phone doesn’t recognize her face in the morning sometimes.

27:30 – Hirevue just discontinued facial recognition as a sorting feature in video interviewing. They felt that this feature could help give a better pool of candidates than without, but it started to raise some issues, namely the world crushing people for features like this without apology.

31:00 – Tim thinks the technology worked too well and that scared away many companies. There were just some concerns that the facial recognition software would raise some physical-attribute-related issues. KD wonders aloud how well the tech actually worked, and a discussion of whether facial tics and frowns was a knockout feature or note ensues.

34:00 – Did you love the button at the bottom of old iPhone models? Tim misses his button on his newer iPhone.

Maybe, involving everyone, isn’t the answer!

Posted on by
1

There is an African Proverb that says:

“If you want to go fast, go alone. If you want to go far, go together” 

It’s the paradox we face as leaders right now. We are forced to move fast because the world is moving fast. We are also forced to believe we must involve everyone. Yes, we want to go fast, and yes, we want to go far!

Typically, that turns into something like this. Boss lady calls a meeting of the team. Everyone jumps on the Zoom call and the lady boss says, “Hey, we need to make some changes” based on some market/industry/tech change. “So, we are going to use this time to brainstorm and make some decisions on what we should do.” We’ve all been in these meetings.

The other way this can go is, no meeting, Boss lady brings in a few confidants on the team, gathers some information, and then she just makes some decisions. Good or bad, she’s the boss, and she’s paid to make these decisions. A little old school, we are told this isn’t really how it should be done anymore.

The reality is, both actually work, differently. One is fast, one will go far, and we need both.

As a leader, sometimes the best course of action is to just make the call if there is a need to move fast. Look, we have a new product launch that got moved up and we need to be fully staffed in four months. I’m pulling in a few, or one, people who can handle this item and I’m getting out of their way. Go make this happen!

We understand, as leaders, this might piss some folks off. “Well, no one asked my opinion on this!” Yes, you are correct, and by your reaction, I can see I made the right decision by not pulling you in, we desperately needed to move fast! I wasn’t looking for input, I was looking for fast results.

Then, we have times when what we are trying to do will have a long-term impact on our organization. A bunch of moving pieces, multiple stakeholders. Moving quickly, while desirable, might not be the best course of action. We need to hear folks, and folks need to be heard. We want to go ‘far’ with this project.

My leadership comfort zone has always been to go fast. If you’re fast, you can course-correct with the extra time. If you go slow, my belief was, the decision will most likely be made for you. As a leader, were you hired to make decisions, or have decisions happen to you? Now, this isn’t really the case, but man that sh*t sounded good on my PowerPoint slide deck!

“If you want to go fast, go alone. If you want to go far, go together.” 

Both strategies are correct. Both have a purpose of when to be deployed. Too often, we tend to stick with the one strategy that we feel most comfortable with as leaders. It’s important we understand what we are most comfortable with because that is also our blind spot. I have to remind myself constantly, to slow down, when it’s right, so we can go far.

I’ve worked with a ton of leaders, who were most comfortable with going together, truly believing they were being the best leader. In the end, they failed because while they were well-liked, they didn’t execute fast enough for what the business needed.

The Lies We Tell in HR and Talent Acquisition!

Posted on by
3

Everyone lies, right? I mean a little. Not bad lies. It’s like the lies we tell those we love to not hurt their feelings, or we believe the lie we are telling is really a victimless crime. You know the kind of lies I’m talking about:

  • Does this dress make me look fat? (Of course not…the dress has nothing to do with you looking fat…)
  • Ordering take-out food, then putting in normal dishes and making them believe you cooked it.
  • Buying new clothes, then bringing them home in dry cleaners plastic, to make it look like it is just stuff from the cleaners, and you really didn’t go buy stuff your budget couldn’t afford! (I have the shoes I buy shipped to my office and then wear them home!)
  • What size are you? (Oh, I’m a size 3! Only at Chico’s!)

Clearly, there are different types of lies.  The ones above, while clearly hiding the truth, aren’t meant to cause pain to the parties involved, and probably, in the end, trying to hold the peace within the relationship (i.e., that what they don’t know, won’t hurt them).

Then, there are those lies (Damned Lies) that will send you directly to hell, don’t pass go, don’t collect $200.  Those are the ones that cause people to lose their jobs, their families, their dignity, and pretty much anything of value.  I think we all agree, these are the “real” lies that get people into trouble.

The problem is, our “little lies”, like those listed above, tend to be the entry drug of lies, that lead to the damned lies.  Boy, this gets really confusing, especially trying to explain this to your kids! “No, Timmy, it’s not okay to lie! But you told Daddy we didn’t buy anything today and you bought that stuff at Lulu!”

Then, we have those lies we tell in HR and TA.  These are lies meant to primarily avoid conflict, protect feelings, protect privacy, protect relationships, etc. You know these –

HR and TA Lies:

Employee: How am I’m performing, and is my job in jeopardy? (bad performer)

HR: You’re really working hard and giving great effort. As of right now, there are no plans to let you go (but 15 min. after you leave I’ll have the plan).

Candidate: Do you have any room for negotiation? 

TA: We can’t move an inch, we’ve completely maxed out what we can offer you. (But, if you decline the offer more money will magically come flying out of my butt!) 

Employee: Can I still sign up for insurance, I forgot to sign up before the open enrollment deadline!?

HR: Of course not, it’s against the federal law, marshall law, the world health organization, and Rule 3 of the Secret Society of Evil HR Pros, and not to mention the Geneva Convention! How could you be so stupid?! We reminded you 87 times via email. We’re very sorry but the government will not allow us to help you! (Or, if we really like you and you’re a valuable employee who is hard to replace, “theoretically” we could fire you on Friday, and hire you back on Monday, backdate your paperwork and sign you up. But don’t tell anyone, it’s just our little secret!)

The last one I like the best, probably because I see it happen in every (yes, I mean every) company I’ve ever worked in or with!

What lies do you tell in HR & TA?

Should You Ever Ask About Pay During a Job Interview?

Posted on by
6

NO! YES! I DON’T KNOW! WHY ARE WE YELLING!?

This question gets asked so often by all levels of individuals who are going through a job search. Entry levels to seasoned professionals, no one really knows the correct answer, because, like most things in life, it depends on so many factors!

First off, you look like an idiot if you show up to an interview and in the first few minutes you drop the pay question!

“So, yeah, before we get too deep into this, how much does the job pay!?” 

Mistake #1! 

First, if you’re asking about what the job pays in a real face-to-face interview, or virtual interview, you’re doing it wrong! The time to ask about pay, is almost immediately, even when you’re desperate for the job. Usually, this happens during a screening call, email, text message from someone in recruiting or HR. Talent Acquisition and HR Pros expect this question, so it’s really not a big deal.

The problem we get into is this belief that somehow asking about pay and salary looks bad on us as a candidate. “Oh, all you care about is the pay and not our great company!?”

Mistake #2! 

Actually, TA and HR would prefer to get this big issue out of the way, right away, before they fall in love with you and find out they can’t afford you. Doesn’t matter if you make $15/hr or $100K per year, everyone involved needs to understand what it’s going to take to hire you. As a candidate, even when you desperately want the job, you still have power. You can still say, “No”.

The best thing you can do is get the pay question out of the way, up front, so both you and the company can determine if you will truly be the best hire. The worst thing that can happen during an interview, is you both fall in love with each other, then at the end find out it won’t work financially! That’s a killer!

Mistake #3! 

As a candidate, you get referred to a position and you have a pretty good idea of what the pay will be. Your friend works at the company, even in the same position, and makes $45K, so you’re not going to ask because you feel you already know.

The problem is, the company might not see your experience and education the same as your friends, or the market has shifted (like a Pandemic hit, and now the market pays less for your skills). For whatever reason, you are thinking one number and they are thinking another. This gets awkward when it all comes out at the end of the hiring process.

So, once again, be transparent. “Hey, my friend actually referred me and loves her job and the company. She also told me what she makes. I’m comfortable with that level, but I just want to make sure we are on the same page for a starting salary/wage before we keep going.” Simple. Straight-forward. Appreciated.

Yes, ask about Pay! 

Yes, ask about pay, but “no” don’t ask about pay as the last step of the interview process. Calm down, you’re not some wolf of Wall Street expert negotiator who’s going to wow them with your brilliance and get $100K more than others doing the same job. Most jobs have a set salary range that is pretty small, so you might get a little movement, but there is really no need to play hardball.

In fact, from a negotiation standpoint, getting your figure out early with a statement like, “I just want to make sure we are in the same park, I’m looking for $20-22/hr in my next job. Does this position pay that?” Gives you and the company some room to negotiate, but it’s a safe conversation since you both put some bumpers around where that conversation will go.

Also, if you decide you want more, it’s a great starting point. “Yes, I really like the job and the company and I’m interested in working for you. I know I said I was looking for $22/hr, but Mary told me I would also be doing “X” and honestly, I think that job pays a bit more than $22/hr. Can we discuss?”

Discussions of pay can be difficult because we often find talking about how much money we make taboo. I blame our parents! They never talked to us about it and if the subject was ever brought up, we got hushed immediately! Raise your hand if you knew what your Dad made when you were 12! Not many hands are up!

The reality is, it should be a very transparent, low-stress conversation. This is where I am. This is what I want from this job. Are we on the same page?

Do Reference Checks Matter: The Argument! #HRFamous

Posted on by
1

On episode 49 of The HR Famous Podcast, long-time HR leaders (and friends) Tim Sackett, Kris Dunn, and Jessica Lee come together once again to discuss the importance of reference checks and a $15 minimum wage.

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 – Tim recently discovered that some millennial marketers didn’t know who Gary V was. Do the millennials and Gen-Z of your life know Gary V?

5:45 – Tim posted a blog post last week titled “You’re an Idiot If You Still Check References!” that got a lot of comments. He thinks it’s a huge waste of time because the references won’t say anything negative about the candidate (typically).

8:45 – JLee’s issue with reference checks is that they’re just not being done well and with the care and effort they need.

10:00 – KD agrees with JLee and thinks that reference checkers need to be set up to find negative information from the references. Otherwise, they’re not doing their job.

12:00 – Tim wants to ask the question to hiring managers, “When was the last time you rescinded an offer based off of a bad reference check?” He says that it never happens.

15:00 – KD thinks that the issue isn’t as big as Tim is making it. He thinks the issue isn’t the practice but how the practice is being done.

17:00 – JLee thinks it’s important that the right person is asking the questions in a reference check instead of someone that isn’t trained in the practice.

20:00 – Tim still thinks that no one is taking the time to actually do this the right way. He thinks that if we’re not going to do it right, why do it at all.

22:30 – It’s Tim vs. KD/JLee in this fight! KD asks Tim if he makes calls to check out someone before hiring them. Tim avoids the question.

23:00 – Next topic of the episode: President Biden put an executive order in place to pave the way to raise the minimum wage to $15 an hour.

24:45 – KD thinks that they mostly are fans of a living wage but that means different amounts in different regions of the country.

26:00 – Tim thinks this isn’t a political issue, but it’s been co-opted as a political issue because of the research that has come out on both sides of an issue.

28:30 – KD notes that most companies with primarily professional class workforces don’t have an issue with a $15 minimum wage. He also notes that people aren’t thinking about compression within the job market as much as they need to when being OK with a big increase in the minimum wage.

31:45 – JLee mentions her experience working at McDonald’s and how some older people worked there to support families but she was only doing it as a part-time gig in high school.

The Single Biggest Truth in Hiring That No One Will Admit!

Posted on by
3

I’ve had my mind changed about a lot of things over the past decade of writing. I look back at posts I wrote 5 years ago, and think, “Wow, that was a stupid way of thinking!” I’ve also consistently written about things that I can’t prove, but I know to be true with every ounce of my being.

So, every time I find data that confirms my bias, I like to share it! It makes me think I’m still correct in my viewpoints!

The more attractive you are, the more opportunity you’ll get in your job choice and career! 

Think it isn’t true? Here’s the latest study from 2021, from three PhDs in Economics from Cal and the London School of Economics,  “Do Looks Matter for an Academic Career in Economics?” Want the short answer? Yes! Of course, don’t be stupid!

“Using unique data on Ph.D. graduates from top economics departments in the United States we test whether more attractive individuals are more likely to succeed. We find robust evidence that appearance matters for job outcomes. Attractive individuals are more likely to study at higher-ranked Ph.D. institutions, are more likely to find themselves in private sector jobs than in government jobs or in academia. Within academia, attractive Ph.D. graduates are more likely to be placed at higher ranking institutions. More surprisingly, appearance also predicts research productivity on the job.”

What did the study find?

  1. The more attractive you are, the better schools you’ll get into.
  2. The more attractive you are, the better jobs you’ll get.
  3. The more attractive you are, the better you’ll actually perform!

Now, come on. I get pretty people will get into better schools and get better jobs, but why in the hell do pretty people actually perform better!?! This has to be a flawed study, right!

“Pretty Privilege” is alive and well, at least in the United States, where this study took place. Maybe in other countries, like Canada, ugly people still have a chance. But, I’m doubting it. (Also, shout-out to Maria Alvarez for the “Pretty Privilege” title!)

Can people really have “Pretty Privilege”?  (FYI – the title of my upcoming autobiography is, “Of Course I Have Pretty Privilege, Just Look at Me!”)

So, I’ve laid out my theory of this before, but how soon people forget. So, here it is again:

Step 1: Pretty person gets a great job. Is Successful.

Step 2: Success and Good Lucks, get you a great choice of Mates.

Step 3: Pretty, Successful people get married and procreate.

Step 4: Pretty kids get into the best schools.

Step 5: The cycle repeats.

So, yes, of course, there is pretty privilege. So much so, we pretty people actually talk about it behind the Uggs backs! There are only two privileges stronger than Pretty, being white and being rich! If you have the trifecta-privilege, well, you’re basically unstoppable.

Now, some will want to argue. “Tim, attractiveness is in the eyes of the beholder!” This is usually said by a person who is a six, or lower, on a scale of 1 (troll) to 10 (goddess). To which I could lay out countless studies on attractiveness and call bullshit, but hey, you’re not very attractive, thus, not really my competition, so believe whatever you want, I’m 2/3 of the way to the trifecta!

So, if you have never read my stuff and this is the first time, and you’re ugly, right about now, you’re pissed! So, let me say, the paragraph before is half-joking, I’m 3 for 3, baby! 😉

What can you do if you’re not Pretty? 

First, if you’re asking yourself this question, I’m sorry, you should have more confidence, high confidence is super pretty! But, I get it. We all can’t be the belle of the ball.

If you don’t have Pretty Privilege, you need to do some other stuff extraordinary well. Be way smarter. Grind and Hustle way harder. Network way better. You must outwork the Pretty People. Invest a lot in your outward appearance. You might not be super attractive, but you can definitely be prettier than a lot of other folks! Be the tallest of the Seven Dwarfs, is all I’m saying.

Let’s break it down.

You and the people at your company responsible for hiring aren’t always hiring the best candidate. Mostly, they hire the candidate who can do the job, which also happens to be the best looking of the candidates they interviewed. All things being equal, hire pretty, is the strategy. I’m not saying it’s the best strategy, I’m just saying it’s the strategy most organizations follow, but would never admit to.

We see this in organizations all the time. You walk into an organization and you start to go, wait, I think there’s a problem, everyone here is way too good looking! Almost always, those organizations are super successful as well. Back in the day, the c-suite would call this “image”. We are upholding an “image” of the firm. What they were really saying was, you need to be prettier to hang with us!

So, keep ignoring Pretty Privilege if you want. It’s alive and well and most likely determining your next hire.

 

 

 

Do you know what you really want in your career?

Posted on by
1

About 15 years ago I came home one day and said to my wife, “I can’t do this anymore”. It doesn’t matter what I was doing, I just couldn’t do that anymore. I knew it. Something had to change.

Steve Jobs is famously quoted as saying, “people don’t know what they want until you show them”, I think Henry Ford said something similar about one hundred years before Jobs. Both were talking about consumers, but in reality, it fits people in almost every aspect of life.

I find it really rings true for people in their careers. We think we know what we want. “I want to be a vice president by the time I’m 35”, I told my wife when I was 25 years old. I thought I knew what I wanted in my career. In reality, I was just title chasing.

I became a vice president and I found out I felt no difference in my career, and I definitely didn’t feel satisfied. So, a title was not what I truly wanted. What I discovered was I wanted to be in control. Success or failure, I wanted that on my shoulders. It didn’t matter what I was actually doing in my career, I needed control.

How many of your employees truly know what they want in life? 

As a leader, I find probably only about ten percent of those who you support will truly have an idea about what they want out of a career. The other ninety percent, are just like me, they think they know, but they really don’t until they’ve reached whatever goal they’ve set for themselves, then they’ll find out if they actually had any clue, or they were just guessing.

If we start with most employees have no idea what they want in their career, or at best they have an idea, but it’ll be wrong, it’s now up to leaders to help shape this path. It might be the only real thing we can do for those we supervise as leaders are to help guide them on their career path.

Employees don’t know what they want in a career until you show them. 

If you believe this is your job as a leader to show those you work with what their career can be, this really helps to crystallize what you do each day.

What I know from my experience is the best people I ever worked for had a vision and path they wanted for their career. That path was usually developed and born from a mentor or boss that took the time to care about this person enough to show them what their career could be.

I can point to four different leaders and mentors in my life who helped shape my path, and by the way, all said I was an idiot for my obsession with a title. I was too young to listen, and thankfully they were too smart to give up on me.

It’s your job as a leader to show your people what they want. Don’t ever assume that your people already know what they want, most don’t. They won’t admit this because admitting it makes you sound like a moron, but it shouldn’t stop you as a leader from showing them the possibilities.

What I find is the more you show them the path, the more they’ll gravitate towards it and raise their performance to meet it.

Ultimately, I find people want two things: 

  1. They want to be and feel successful in what they are doing.
  2. They want to feel wanted.

What Does Tim Sackett Actually Do?

Posted on by
2

So, besides my beautiful wife asking this question, frequently, I get asked this question all the time! During the spring and fall conference season, I’m out and about all over the world speaking. At almost every stop I’ll have at least one person come up to me and ask,

“So, what do you actually do?” 

Ugh! It’s the single biggest failure of my life! How did I do so well to “brand” myself, but then have so many people not know what I actually do for my job?!

I probably should start each conversation like an AA meeting:

“Hi, my name is Tim Sackett, and I run a technical staffing company!” 

BTW, I think that’s actually Step 13 of AA! Staffing firm owners will agree with this!

That’s the real job. That’s the money maker. I run a recruiting shop! Like most of you, I have to go out and buy a recruiting tech stack that works. I need to decide if I spend money on Indeed, or LinkedIn, or ZipRecruiter. I need to hire and train recruiters. At the end of the day, I’m in the weeds finding talent.

Unlike most Staffing Firm executives, I can’t really hide. I’ve been blogging and speaking for ten years in our industry. When I meet with new clients who want to use my team, I try and tell them, “I think we’re better than most, but the one thing I can guarantee is I won’t lie to you, or take advantage of you! I’m too public! You could kill my brand overnight if I was one of those cheesy staffing guys selling you a load of bullshit!”

The name of my company is HRU Technical Resources. I own the company, now, but in reality, my Mom started the company in 1980. (Check out her profile pic from the 1st day! She looks like Farrah Fawcett!) She’s the original OG Recruiter! In her 70’s, she still could out recruit probably 99% of Recruiters in the world! Old school and proud of it! I like to tell people I was “born” into staffing, as my Mom started the company when I was a boy and I would sit on her bed as she made interview calls at night and watch TV with the sound off.

Want to work with me? I want to work with you! 

Here’s what we do:

  • Contract staffing – helping organizations for 40 years build that part of their company that they want to maintain as contingent to add flexibility to their workforce.
  • Sourcing Projects – we will your funnel with talent and let you do the recruiting
  • Project RPO – we bundle some critical hiring for you and do the entire thing end-to-end
  • Traditional Direct-hire staffing

But, wait! What else do you do? 

I also do a bunch of Talent Acquisition consulting with corporate clients as well, helping them build out their own recruiting tech stack and just flat out execute better when it comes to their own direct hiring and figuring out what’s the best way to get the most out of your recruiting team. It usually starts out like this, “Tim, can we talk? Our talent acquisition department is broken and we need some help!”

I’m also an influencer, advisor, and analyst in the HR Technology industry. I work with tech companies in a number of ways from brand awareness, to product marketing and development, sales strategy, etc. As a reader, you see this in the demos and reviews I do, over 100 per year, but behind the scenes, that’s actually working with these organizations in a number of ways.

So, yeah, I write a lot. I speak quite a bit. I do webcasts, etc. But that’s not the full-time gig. I wrote a post a few years ago titled “What would it take to get you to work 80 hours per week?” I don’t work 80 hours per week, but I probably work 60-ish. A lot of nights and weekends to make both my full-time and my side gig work.

The reality is, if I don’t work my full-time gig, my bills don’t get paid. That’s real life. So, let’s work together! I would love to get to know more of you and work with a bunch of you. Send me a note and let’s connect – sackett.tim@hrutech.com.

How do you go to the bathroom during a Zoom conference call? #HRFamous

Posted on by
Reply

Traditionally, this is a very common and easy scenario. You’re in a conference room meeting, you need to use the restroom, like a freaking adult, you just stand up and quietly walk out of the conference room and do your business. Today, you’re on a Zoom conference, at home, what do you do?!

In episode 48 of The HR Famous Podcast, long-time HR leaders (and friends) Tim Sackett, Kris Dunn, and Jessica Lee come together once again to discuss having to go to the bathroom during a video call, fake commute routines, and what to do for a one year WFH anniversary!

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:

3:20 – JLee tells the crew that her sister was born in Michigan, where Tim lives.  She can’t remember where in the state she was born, so we’re going to need an update on that!

5:45 – JLee brings up the Air Force One’s appearance at the inauguration a few weeks ago. Tim says that those shoes went for $5,000 on StockX!

6:30 – First topic of the episode: You’re on a Zoom call and you have to go to the bathroom. What are you supposed to do?

7:30 – KD thinks best practices are having all cameras on, but that complicates the bathroom issue.

10:00 – JLee sometimes gets ready for the day in the bathroom while on a video call. Can you hear the echo from people that get ready in the bathroom?

12:00 – Are you experiencing Zoom fatigue? Tim thinks it’s B.S. because there are just as many calls as before but some were not video. KD thinks that the number of video calls has declined since the earlier days of the pandemic.

13:30 – JLee mentions the rise of “fake commutes.” She misses the transition she used to get from being a parent to work/life throughout the morning.

16:00 – KD spends his “commute” time sleeping in instead of trying to recreate his work commute.

19:00 – Second topic: Silkroad Technology conducted a survey among office workers and executives and found ⅖ of office workers plan to resign because of how their companies handled the pandemic.

22:00 – KD thinks Silkroad is the Dark Web. Tim and JLee don’t know how to access the dark web and we want help! Tim and JLee are interested. 😉

23:00 – KD recommends reading the book American Kingpin by Nick Bilton about the creation of the dark web!

24:45 – KD and Tim are a little confused by the 40% of people who want to quit their jobs because they can’t think of that many companies that have really fumbled a Covid response.

28:00 – JLee thinks there needs to be some humility and grace for those trying to handle “unprecedented” times.

31:00 – It’s coming up soon that we’ve been working virtually for a year. An employee on JLee’s team mentioned celebrating the one-year anniversary and maybe getting a WFH gift for their teammates. JLee asked Tim and KD what ideas they have for a WFH gift.

36:00 – JLee’s brother-in-law went through a Gary V rabbit hole and found that he is bringing value to old sports cards.

The #1 Thing You Need To Do To Find The Job You’ve Always Wanted!

Posted on by
4

Last week I got a call from an old work friend. He wanted to have a “virtual” lunch or cup of coffee.  He just left a position and was in transition.  Not a bad or negative job loss, just parted ways.  When you get to a certain executive point in your career, it’s rare that bad terminations take place. It’s usually, “Hey, we like you, but we really want to go another direction, and we know you don’t want to go that direction, so let’s just shake hands and call it a day, here’s a big fat check.”

Executives get this.  For the most part, there aren’t hard feelings, like when you were young and lost a job. I usually find that the organization the person is leaving from are super complimentary, and usually takes the blame for the change.  Executives in corporate America are like NFL coaches. You get hired with the understanding that one day you’ll be fired.  It’s not that you know less, or aren’t going to be successful in your career, it’s just that the organization needs change, and you’re part of that change.

Welcome to the show, kid.

My friend decided that he was going to find his next position not through posting for positions online, or trolling corporate career pages, he was going to have lunches.  About two per week, with past work friends. Let’s connect, no pressure, we already know each other and I want to catch up.

You see, in 2021 you don’t find great jobs by filling out applications in ATSs and uploading your resume to Indeed. You get great jobs because of the relationships and personal capital you’ve built up over your career.  Having lunch and reconnecting turn on a relationship machine. I believe that people, innately, want to help other people. When a friend comes to you with a situation, and you have something to offer or help, you will do that.

The problem is most people who are looking for great jobs don’t do this. They lock themselves in their home office and apply to a thousand jobs online and get upset when nothing happens. Great jobs aren’t filled by ATSs and corporate recruiters.  Great jobs are filled through relationships. Every single one of them.

Want to find a great job in 2021?

Go out to lunch.