The Weekly Dose: @Fountain_Inc – Hourly Recruiting Reimagined

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Today on The Weekly Dose I take a look at the hourly recruiting technology, Fountain. Fountain is a technology designed to make high volume hourly hiring more efficient, easier, with higher quality.

The reality is most HCM-based Applicant Tracking Systems are not designed for high volume hourly. They are designed mostly to process requisitions for a salaried workforce. Candidates who will sit at a desktop and be willing to jump through hoops and take a bunch of time following each step.

Hourly workers, the vast majority who will only access the internet via their mobile device, will not jump through a bunch of hoops and have the patients to follow a long process. Thus, most organizations that have a high volume hourly hiring component tend to find a workaround to their ATS or go out and find technology, like Fountain, that can fix their hourly hiring inefficiencies while still getting the data they need into their HCM for onboarding and payroll.

What I like about Fountain:

  • A mobile-based hiring process that makes it super easy and quick for an hourly candidate to apply and show interest. We don’t want a system that eliminates or discourages candidates to apply, we want them all to apply, and then let the technology screen and sort the best ones for us, which is what Fountain does.
  • Built-in programmatic like functionality that allows you the TA team to boost specific jobs that aren’t having the candidate flow they need to meet your recruiting plan goals.
  • Candidate communication via email and SMS, ability to communicate with groups of candidates at once through the entire process right from the platform.
  • Fountain can automatically begin video screening candidates as they match certain criteria you need for each position, reducing time to fill dramatically.
  • Simple Collaboration between applicant and hiring managers as many organizations with multi-locations have on-the-ground managers who do their own hourly hiring. So, great for franchise-type environments as well.
  • Fully integrates with your HRIS and Payroll for easy onboarding of hourly hires all within the same recruiting process flow.

Why do I need a system just for hiring hourly workers? 

That’s the big question, right? Quite frankly, you wouldn’t if the ATS you had was designed to actually be a benefit to you for high volume hourly hiring, but most are not. While they will say they are mobile-optimized, they are not built mobile-first. They were not built to have someone apply in a minute or less, verse twenty to thirty minutes.

Hourly workers have shown they are unwilling to “register” with your ATS before applying, and then click from screen to screen in what seems to be an endless maze of a process. They want to pick up their phone, show you they are interested, and almost instantly see if you have an interest or not. If you don’t have that, they’ll go apply to someone else that will. Speed, in mass-volume hourly hiring, is critical!

I recently witnessed an hourly worker apply, get screened, and have an offer of employment in 18 minutes! This hourly candidate had a job in 18 minutes! Why do you need a stand-alone hourly hiring platform? Because your competition is getting the best talent before you even see them.

Fountain is definitely worth a demo. It’s amazing to see how fast a recruiting process can work when you have the right technology in place. It’s all about getting high quality, fast, and Fountain delivers.

Is Love Greater Than Fear?

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The most famous quote from Machiavelli’s book “The Prince” is:

“Better to be feared than loved, if you cannot be both.”

Uh, oh, Tim is quoting Machiavelli, this blog has jumped the shark!

I heard this quote recently in a virtual HR event. HR speakers seem to come in two types:

1. Love is greater than fear. This is popular and most fall into this camp. It’s a feel-good play. The first rule of HR speaking, it’s always better to make the audience feel good, than to give them something they actually need.

2. Machiavelli’s assessment, It’s better to be feared. Less popular take, but I do hear it in the form of stuff like, “I’m not here to be your friend, I’m here to get results!”

I also have smart friends who pull Machiavelli’s name out anytime they want me to feel like I’m on the wrong side of something, “How ‘Machiavellian’ of you, Tim!” Okay, I get it, you’re smarter than me, how ‘Machiavellian’ for you!

The normal breakdown of leadership goes like this. You would rather be a beloved leader than a feared leader. Those leaders who are loved will be more successful than those who are feared. You have to be one or the other. Or do you?

I think all leaders deep down in places we don’t talk about at parties (A Few Good Men reference!) want to be loved, or at the very least, well-liked. It’s human nature. No one really wants to be hated. It’s stressful, people don’t want to be around you, it makes for uncomfortable hugs, etc.

On the love side, love can make you do some crazy things, but so can fear. I would drive all night to help my wife or kids with something if I thought they really needed me, even if they or I could probably find another alternative. I would also probably work all night if I thought I might lose my job and I need to pay my mortgage. Love and fear are powerful in getting us to act.

I think fear is bigger when it comes to crunch time scenarios. I might ‘love’ my boss a ton, but when the project is on the line and the company might lose a major project and cost us hundreds of jobs, fear is driving the truck, not love. Love won’t bring those jobs back, fear might just win those jobs back.

As leaders, this our dilemma. I want my team to love me, but I also need a touch of fear on the edge. It’s an imperfect balance.

What I know is love isn’t the only answer, no matter how many memes you make or posters you put it on. I don’t know if Love is bigger, it’s definitely more popular, for obvious reasons, but great leaders have used both. I want you to love me, I need you to fear me a bit, in the end, I’ll probably use both to get the job done.

4 Tips for Hiring Candidates with Grit!

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In our ever-constant struggle to find the secret sauce of finding the best talent, many organizations are looking to hire candidates who have grit. What the heck is grit? Candidates who have grit tend to have better resolve, tenacity, and endurance.

Ultimately, executives are looking for employees who will get after it and get stuff done. Employees who aren’t waiting around to be told what to do, but those who will find out what it is we should be doing and go make it happen. Grit.

In tough economic times, our organizations need more employees with grit!

It seems so easy until you sit down in front of a candidate and try and figure out if the person actually has grit or not! You take a look at that guy from 127 Hours, the one who cut his own arm off to save his life. That’s easy, he has grit! Susy, the gal sitting across from you, who went to a great state school, and worked at a Fortune 500 company for five years, it’s hard to tell if she has grit or not!

I haven’t found a grit test on the market, so we get back to being really good at questioning and interviewing to raise our odds we’ll make the right choices of those with grit over those who tell us they have grit but really don’t!

When questioning candidates about their grit, focus on these four things:

  1. Passion. People with grit are passionate about something. I always feel that if someone has passion it’s way easier to get them to be passionate about my business and my industry. If they don’t have a true passion for anything, it’s hard to get them passionate about my organization.
  1. Doer. When they tell you what they’re passionate about, are they backing it up by actually doing something with it? I can’t tell you how many times I’ll ask someone what their passion is and then ask them how they’re pursuing their passion and they’ve done nothing!
  1. What matters to them. Different from a passion that you need to find out what matters to these people in a work setting. Candidates with grit will answer this precisely and quickly. Others will search for an answer and feel you out for what you’re looking for. I want a workplace that allows me to… the rest doesn’t matter, they know, many have no idea.
  1. Hope. To have grit, to be able to keep going when the going gets tough, you must have hope that things will work out. The glass might be half full or half empty, it doesn’t matter, because if I have a glass, I’ll find something to put in it!

I’ve said this often, but I believe individuals can acquire grit by going through bad work situations. We tend to want to hire perfect unscarred candidates from the best brands who haven’t had to show if they have grit or not.

I love those candidates with battle wounds and scars from companies that were falling apart, but didn’t. I know those people had to have grit to make it out alive!  I want those employees by my side when we go to battle.

 

If You Don’t Stretch, You’ll Never Know Where The Edges Are…

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Did you know the N95 mask that is critical PPE for healthcare workers right now was invented by a woman at 3M in the late 1950s?

The title of the post is a quote from Sara Little Turnball, she was a designer who started consulting for 3M in 1958. She was super sharp and made a name for herself prior to 3M, and then 3M came calling. They didn’t know what to do with her (it was 1958 women aren’t supposed to know more than men, right!?! ;), so they started her in the gift wrapping section, because you know she’s a woman!

She decided she needed to do something and created a famous product presentation called “Why?” where she presented one hundred ideas to 3M executives for various products that actual people would use. She told them there were so many uses for this moldable, woven textile they had created.

So, they hired her to make a molded bra cup. Of course, they did! But, she persisted and let them know she was also using the design and material to make a better type of surgical mask. Her first attempt failed, but eventually what she started turned into basically the N95 mask that 3M started producing in mass in 1961.

“If you don’t stretch, you’ll never know where the edges are.” 

You guys know I’m not a “failure porn” person. Just fail more. Fail faster. Etc. Sara Little Turnball was a designer and inventor and it her world you needed to fail. She estimated about 90% of her work was failure.

The world takes both types. Creatives will fail way more than they succeed to reach their genius. Producers can’t fail as often, and shouldn’t. We need all types in this crazy gumball factory we live in.

We need people willing to stretch themselves to find the edges. Today, as we take off for a long holiday weekend, I’m grateful for this lady who was willing to find the edges and I’m betting so are millions of healthcare workers who are fighting for our lives.

 

E15 – The HR Famous Podcast – Is Your Company Ready for RTW!?

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In episode 15 of The HR Famous Podcast, long-time HR leaders (and friends) Jessica Lee and Kris Dunn come together to discuss Tim’s extravagant Southern Utah adventure, return to work plans, Twitter’s WFH forever proclamation, and Microsoft Teams. The team discusses the different return to work plans and ideas, new office norms, and a potential boom in the workplace real estate market.

Listen below (email subscribers click through if you don’t see the player) or click here for a direct link. Be sure to and be sure to subscribe, rate, and review via iTunes, Spotify and Google Play.

Show Highlights:

1:00 – No Tim on this episode! Are we sad or happy? Stay tuned to find out 😉

2:00 – Is JLee still a kid? Sound off in the comments

3:30 – Tim Sackett is a jerk!!!! His Instagram is making the HR Famous crew jealous with his Southern Utah golfing, jeep trips, and luxurious escapades. Safe travels Timmy!

4:30 – Today’s topic: return to work! Some companies have their plans ready to go but all companies are going to have to get ready for “the new normal”. What is that going to look like? Are you ready?

7:00 – RTW = return to work

7:30 – Jlee sounds off on the differences of work returns there can be and the potential anxiety employees could bring with them. Will there be a major fear from workers?

8:45 – KD is taking the approach of surveying his employees on how they want to return to work. Who wants to stay home? Who wants to return to the office? Who is unsure and has concerns?

9:40 – One size fits all? Not for RTW plans.

11:15 – KD fills us in on how Kinetix is facing RTW: Branded face masks: check! How do you feel about the decorative/branded face masks?

13:15 – Sexy brand check! Jack Dorsey has announced that all Twitter employees can work remote forever. What really is forever? Jlee thinks it’s a cool idea but may be too early to make this call. Only a diamond is forever 😉

16:00 – Will there be an increased need for real estate for workspace? Due to physical distancing needs, there may need more space needed to ensure employee safety.

18:00 – Have you ever had an employee sit on the floor in your office during a meeting? Jlee hasn’t but she thinks that cramped small office meetings are on the way out and virtual meetings are here to stay.

20:30 – KD and Jlee are turning this into a Microsoft ad! Microsoft Teams chat is the new norm for Jlee but may be NSFW because of their raunchy gifs.

22:30 – KD thinks that Eric Schmitt’s perception of a workspace real estate boom is a little tone deaf. With more WFH employees and financial troubles, there may not be a real estate boom especially in spaces made for small to mid-sized businesses.

24:00 – Should we be celebrating companies and CEOs who pledge not to lay off employees? The crew thinks it’s unrealistic to raise the expectation that companies should not lay off some workers in this pandemic, especially in service industries.

26:10 – “Up your sunscreen game” – KD to Tim Sackett.

#CoronaDiaries – The Travesty of Hero Pay!

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I’m back in the office and I’m feisty as ever about all this “Hero” pay going on across the world! I love Heros, I mean who doesn’t love Heros, but…

Can I be real a second?
For just a millisecond?
Let down my guard and tell the people how I feel a second?

Also, beyond excited that Disney+ is releasing the Original cast of Hamilton on July 3rd! In the comments give me your over/under number of the amount of times I’ll watch Hamilton on Disney+? (I’ll tell you what my wife’s number on me was after a bit!)

Do you root for American Companies to Succeed?

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(I wrote this original post in 2010-ish – but I could have written it today! Updated for today’s COVID crisis.)

As HR Pros I think we have the slight ability to come off as anti-union and pro-management, emphasis on “slight”! It probably comes from too many interactions where we feel our hands get tied with contract language that either negatively impacts our ability to do our jobs effectively, or language that just lacks plain common sense.

The one thing I always hope for though is, in the end, the union and management still have the same goal (I said I hope!) to make the company successful. Having a successful company usually ends up working out well for both parties. A successful company has more profits, more profits allow for larger pools of dollars to negotiate over, and while both parties never get everything they want, both get more for sure. If the company isn’t successful both don’t get more. Pretty easy to figure that out.

Years ago, 60 Minutes interviewed then General Electric CEO, Jeff Immelt, and he made a very interesting comment at the end of the interview when talking about his own employees at GE, that got quite a bit of media play –

“They root for us. They want us to win. I don’t know why you don’t.”

The “you” at the end of his statement, was America!

His point is that people around the world “root” for their local companies to succeed. In Germany the German citizens root for Siemens to be the best in the world, the Japanese want Toshiba, Honda, Toyota, etc. to be wildly successful.

In America, we have too many citizens who think our big companies are “evil” if they are succeeding. Isn’t that strange?

I get why this tide has turned too many big companies have done bad things so we think it’s alright to put them all into the same bucket. But that goes against all common sense. If we want a strong economy and more jobs, we need our companies to kick butt!

I hear people, in the media, on blogs, in person, etc. rail against American corporations for being profitable, for hoarding cash, for basically being a successfully run company. My company works with General Motors. During the Great Recession when GM declared bankruptcy and the government bailed them out, as a supplier, we had to make some concessions if we wanted to continue that relationship (I think anyone of us running the company would have asked for the same thing). GM has once again become profitable, they renegotiated our contract and increased our contract.

Now, GM doesn’t determine if my company stays in business or not they are a small part of our overall business but I root for them to succeed. I hope they make a Billion dollars a day! I hope Marriott and Amazon and Apple do the same. I hope all the Banks succeed. We need all of our American companies to be successful, globally.

Here’s what I know. I have friends and neighbors who work for GM some in management, some on the line. When they go out and buy a car/truck/SUV they buy GM.  They want their company to succeed. They want their company to make money. It’s good for their family, it’s good for their cities and it’s good for America.

I root for American companies to succeed (quite frankly I root for all companies to succeed!).  Do you?

Are Low Deductible Health Insurance Plans Really the Best Plan?

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It seems like right now so many folks are paying attention to their actual health insurance for the first time! Turns out, when people are dying in a pandemic, we will finally pay attention to what kind of health insurance we have from our employer.

There are basically a few kinds of plans that most folks have in the U.S.:

– Low deductible plan – you pay more upfront, but if you get sick you pay very little in terms of bills overall.

– High deductible plan – you pay less out of your check on a weekly basis, but when you get sick you will end up paying a much larger portion of the bill.

– HSA plan – this plan is less used because it’s confusing but basically it’s a combination of you paying a portion to a savings account which helps you pay for normal healthcare expenses, but also has a high deductible safety net in case something major happens to you, you won’t go broke.

Most people have a bias towards low deductible health plans. Low deductible plans are chosen the most because we fear that what rarely happens. So, we pay a ton of money to have great healthcare coverage, but most of us will never come close to using the coverage we have. Few chose high deductible because we are scared something might happen and we don’t have the money to pay for it. Even fewer chose HSAs, even though it might be the better overall option, but again, we really fear the cost of something bad happens.

This is the basis of almost all insurance, fear.

We almost always choose the most coverage we can get, even when it costs us more in the short-term and long-term. We love safety. We are also, for the most part, really stupid when it comes to math and more specifically statistics. If we did understand basic statistics we would always choose the high deductible plan and put the weekly difference into a conservative investment portfolio. After a decade or two or three we would have this giant mountain of cash, at least about 99.6% of us would!

Fear is a powerful drug.

We buy car insurance and are given options like $250, $500, or $1000 deductible in case we get into an accident. Most of us will choose the lower amounts even those the vast majority of drivers never get into an accident. We buy flood insurance for our houses even when we aren’t in a flood plain because the one hundred year flood plain is a mile away from our house.

So, why am I talking about healthcare deductibles?

We are moving into a high unemployment environment. People are also going to be short on cash, so there’s a good chance when your next open enrollment happens you’ll have more people who will choose a high deductible, cheaper plans. In HR, this pains us greatly, because we want everyone to have the “best” insurance possible.

Why does HR want this? Because we deal with the fallout when someone chooses the high deductible insurance and then something happens and all of sudden it becomes ‘our’ problem to help this employee. So, to not have this pressure, just push everyone to a low deductible.

I’m telling you this is bad advice. HR is giving bad advice. Safe advice, but bad advice, based on math. Real math, not HR math.

 

E14 – GenZ Covid Job Search with @CamSackett & Recruiters Recruiting Recruiters!

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In episode 14 of The HR Famous Podcast, long-time HR leaders (and friends) Jessica Lee, Tim Sackett, and Kris Dunn are joined by Tim’s son Cameron and HR professional Chris Hoyt to talk about holidays during quarantine, finding a job straight out of college during a recession, and recruitersrecruitingrecruiters.com. The team discusses the struggles of finding a job in a recession for a college grad, changes to candidate experience, and better ways to hire during a pandemic.

Listen below (email subscribers click through if you don’t see the player) or click here for a direct link. Be sure to and be sure to subscribe, rate, and review via iTunes, Spotify and Google Play.

Show Highlights:

1:30 – Mother’s Day is coming! Jessica wants some peace and quiet for her special day and Tim’s wife wants diamonds. It sounds like some good gifts to me!

3:30 – Where do you get your Mom’s Mother Day flowers? KD shouts out 1-800- Flowers and tells a story about a disastrous bouquet of Wal-Mart flowers. Moral of the story: don’t buy flowers from Wal-Mart.

6:00 – Happy (belated) Birthday KD! What we’ve learned is that KD prefers store-bought cakes to homemade cakes.

7:00 – Welcome Tim’s son to the podcast! Cameron is a recent grad from the University of Michigan and joins the conversation to discuss finding a job during a pandemic and fills us in on what his job search has been like for the past few months.

10:00 – Has the candidate experience decreased since the recession started? Cameron hasn’t seen anything shady from employers but has seen a lot of uncertainty and jobs being canceled or postponed.

12:20 – Have you been ghosted from a lot of jobs? Cameron has only heard back from a real person for 3 out of 70 jobs he applied to. Not many rejections too! Is that because of the uncertain nature of the times?

14:50 – Would Cameron go work for Fox News if they offered him a job?

16:00 – Are career services still active during the pandemic? Cameron uses Tim as his personal career coach but has seen lots of friends get early job offers from college recruiting and career fairs.

18:10 – Hot gossip alert! Cameron spills the tea on how Tim is as a personal career coach.

20:00 – Quarantine time is a good time to learn new skills! Cameron has been working on podcasting. Look out for the Disney Channel rewatchables coming to your favorite podcasting service near you! KD and Cam discuss their favorite episodes of The Ringer’s Rewatchables podcast.

23:00 – Tim gives us a branding lesson. Buy your kid’s URLs and reserve their email addresses and social media handles early!

25:15 – Time for the second guest! Tim welcomes long time friend Chris Hoyt to the podcast.

26:00 – Chris discusses his work Career Crossroads and what they do for talent acquisition and recruiting. Tim loves it!

28:20 – Storytime! Tim tells us how his wife, Kim, met Chris in Park City, Utah, and really liked him.

29:30 – Recruitersrecruitingrecruiters.com! Say that five times in a row! Chris talks about his newest project inspired by the cooperation between CVS and the hospitality industry during the coronavirus pandemic.

32:20 – Looking for a recruiting job? There are about 150 jobs available on the platform with over 250 employers.

35:00 – #firstworldproblems. Are you experiencing Zoom fatigue?

35:30 – How can you guarantee candidate experience with such high unemployment? Chris discusses how it’s uncertain whether the same levels of candidate experience can be kept up and Tim talks about mistakes he made in the last recession.

If You Are Efficient You’re Doing it the Wrong Way!

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I read this interview with Jerry Seinfeld recently and I wanted to share a piece from it below:

A few thoughts on this…

  1. You know I’m all about efficiency when the process calls for being efficient, like in recruiting. When you start talking about being creative, like Jerry is above, that’s when you have to throw efficiency out the window. Genius doesn’t have a timeline. Sometimes working smarter not harder isn’t the right answer.
  2. “Who’s McKinsey? Are they funny? Then, no I don’t need them.” Too often we ask for help from folks who don’t know what we do or how to do it, but they have an MBA from an Ivy League school so they must be smarter than us, right? Right!? Well, they might be smarter at somethings, but you know your business and you probably know what needs to be done. The question is do you have the courage to do it or are you using a consulting firm because you want someone to share the blame?
  3. “The show was successful because I micromanaged it.” When I speak to really successful entrepreneurs almost all are successful because they micromanage the crap out of every aspect of their company. We like to act like this is a bad trait because it can be destructive, but most of the great leaders find ways to micromanage and still treat people really great. It’s not one or the either, it’s both.

 

I love reading and listening to really successful people talk about why they are successful when they aren’t trying to be impressive. When you get the real stuff. I think this was some real stuff from Jerry.