It Depends On Your Point of View

Today I came across a picture online of a letter that a candidate had sent to Recruiting or Human Resources, or pretty much anyone who might be of assistance in getting a particular job. Take a second to read it, and then formulate your opinion of this candidate and company in rapid time.

Applicant - Thorough

 

 

 

 

 

 

 

 

 

 

 

 

 

My initial reaction was, “Wow! This person really wants this job!” I also assumed that this person was likely a European male, although I have nothing to validate that (except that I’m a dude and it sounds like something a dude would do).  But then I began to think of this at a deeper level and discovered that there is more here than one might initially notice.

1) A hand written note. How often do we see hand written notes in recruiting anymore? How often do we ever see a hand written anything anymore? I hear “experts” say often that a hand written note is more personal and shows that the person writing it places a high value on the receiver and the message. I can’t help but believe that this person felt this position was of great importance due to the numerous steps taken to eliminate a “No.” response.

2) The company was highly sought after. This obviously wasn’t the candidate’s first attempt to gain employment with this company. The writer used the words “Each time I apply for a job…” clearly letting us know that he/she has applied on more than one occasion, likely numerous times. This leads me to make another assumption. I assume that there is a form letter that goes out to everyone rejecting them with the same message over and over again. If they have a standard Applicant Tracking System, then I’m confident that a human never laid eyes on his C.V. and was systematically rejected without much effort.

The way candidates are treated do have an impact on the overall branding of a company, and often impacts the brand financially. Companies should seriously consider how their recruitment efforts, particularly when they reject a candidate, is handled and how it can be done in the most courteous of ways. You’ll notice that this candidate had a tad of bitterness towards the company when stating, “I have caught you red-handed and you have no excuse…” It appears the candidate didn’t believe the “no vacancy”reason being given to him/her in the past and felt it necessary to prove the point.

3)  Thorough and Anticipatory. Regardless of if you see this candidate in a positive or negative light, you must admit that they were thorough in their efforts. He/She followed the happenings of the company closely so they knew that the Technical Manager had passed away. At the breaking of this news, the candidate saw an opportunity and began to map out a path that would hopefully end with the opportunity to gain employment. He/She anticipated what possible responses might come their way and tried to head them off and shut them down before the company could even try to use the form letter again. Think of it – he/she went to the blasted funeral to verify that the person actually died and was buried. This leads me to another assumption – I bet there are pictures somewhere on some mobile device just waiting to be delivered to someone’s email. They even went so far as to get a copy of the Death Certificate. Wow!

The actions of this candidate might seem desperate to some. To others, they applaud the initiative. Still to others, they think he/she is straight up crazy! What do I think? I think this person would fit in nicely at a staffing firm in a business development role!

 

 

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The Easy and Quick $3 Million Fix

money down drainDid you know that there is a glaring hole within many companies that contributes to their overall turnover? This hole can cost your company big bucks too, but people seem content to just let it occur. Did you know that it can also be fixed pretty quickly, easily, and cost effectively?

Walk down this journey with me – and I promise – I’ll make it quick. Employee Bill works for your organization and has done a great job. He has proven that he deserves the opportunity to be promoted and climb the ladder a bit. He is tasked with several new responsibilities, one of which is having to interview potential new employees and make hiring decisions, or at least contribute to who will be hired. The problem is, Employee Bill has never had to interview before and has no idea what he can ask, what he can’t ask, the best ways to probe for information, or to evaluate multiple candidates against each other. He thinks up a few random questions when the candidate enters, and just sort of “wings it.” He’s done the best he can based on the knowledge that he has, but wonders if he has made the best decision possible for the company.

Unfortunately, this is the model that business after business after business has in place. And time after time, what I hear from them is that they are hiring the wrong people or that their turnover costs are too high (if they even measure turnover costs). Did you know that every time an employee leaves your company (whether on their own or asked to leave), it costs your company 5X the employee’s annual salary? SHRM (Society of Human Resource Management) says that an average company will lose 12% of pre-tax income due to turnover alone. That means that a company that does $25 million in pre-tax income will lose up to $3 million because of employee turnover.

Wow! It amazes me how many companies are willing to just accept that it’s okay to lose $3 million and do nothing about it. Making better hiring decisions will reduce the overall turnover within a company, and a big portion of making better decisions is to make sure those internal hiring managers are prepared and confident in their abilities to conduct a strong, legal, and honest interview of potential candidates before making a hiring decision. By providing Interview Training for your managers, this will give them the knowledge and confidence to make better hires, therefore, reducing turnover and the unnecessary financial drain it places on your company. 

I was able to provide training yesterday to a great company in Austin yesterday. They saw the value that this would bring to their organization and made their managers available for about a 4 hour block of time. The word that I received afterward was that the whole office was buzzing about it and that they felt excited about this new knowledge gained. One of their managers is interviewing 3 candidates this week and has already taken the information from yesterday’s training and prepared himself for these interviews. He is much more confident and comfortable with the task of interviewing others now. And I am confident that he will make a great hiring decision as a result!

This is such a simple step that any company can take. It doesn’t take much time. It doesn’t cost much to have me come in and lead this training. Each attendee is provided with a manual that they can refer to over and over after the training has ended. And quite honestly, if I thought it would help my company to keep some of that $3 million rolling down the drain, I’d jump on this in a heart beat. What are you waiting for CEO / COO / HR? Do something about this today!

Calling Hooey on You

Hate peopleHooey. If you aren’t familiar with this term, it’s a nicer and friendlier way of calling “BS” on something or someone. It’s when your words and your actions don’t line up and your hypocrisy has been exposed. Such is the case with Recruiters. I am calling “hooey” on you today.

I have been in recruiting for around 10 years. During that time, I have interviewed and hired countless other recruiters. I have conversations with other recruiters all of the time just talking shop and exploring strategies and processes and so on. One of the things that I always find myself asking is, “How did you fall into recruiting, since no one ever really sets out to be a recruiter?” What I really want to know is, “Why are you a recruiter?” One of the universal answers that I hear well over 95% of the time is, “I love people. I really like helping people.” To this, I call hooey on you.

More and more recruiters are seeking out technologies or apps to do their work for them. Companies invest small fortunes into their recruitment technologies to try an minimize the human element in recruiting now. As a result, many candidates now can go through the entire application process – and within seconds afterward, the rejection process as well – without a single human being ever even knowing that they applied or considering them for a job opportunity. Recruiters love people so much that they want to minimize any interaction with people. Robots are the preferred method of dealing with people. Let them scan a resume seeking out exact matches to keywords found in a job description, and if enough of them can be found, then you might be a special enough person to a recruiter’s attention. Just a quick question though, what about the candidate who is fully qualified for the opening but they used a different term than they one used in your job description? Oh, silly me….candidates are supposed to re-write their resume for every single job that they apply for and make them robot proof…got it.

Want further proof of your hooeyness? For those recruiters who are generous enough to lay eyes on a resume, you spend an average of 6 seconds on it. Yep, you enjoy helping others. After your 6 seconds is up, you discard that resume and never even consider sending an email, a phone call, a text, a smoke signal – nothing – to let that person know they were not going to be considered. Instead, you’ve decided that you love people so much that you’d send them a message when they applied that thanked them for their time and letting them know that you would be in contact if it was a match (presumably letting you off of the hook for any future common courtesies). I would consider giving you a gold star for this effort if you had sent it from your own personal email address, but instead you sent it from a “do not reply” email address so those people that you love helping couldn’t possibly know who you are or reach out to you.

As I mentioned at the outset of this post…I’ve been in recruiting for about 10 years. Do I spend hours pouring over every single resume that I receive and place individual phone calls to each and every candidate that applies for my openings? Absolutely not. But I do provide them with feedback – every single one of them. I’m sure I may have missed a handful of them over the years, but I do try to give every candidate information (good or bad). Am I anxious to answer the phone every time it rings, especially when I know it’s the candidate who has already called me 15 times in a 3 day period…no. I roll my eyes and I dread answering that call…but I do or I call them back. Am I a saint for doing these things…nope. But here’s what the point is for this post…

Behind every resume that we receive is a person – a human being – a family. Many are in a desperate situation. The mortgage is due. Car payments need to be made. Groceries need to be purchased. Their kids have a school or church event coming up and they need to register. We sometimes think we just live in a world of resumes, but each one has a face and a story.

The way forward is to have a balance of high tech and high touch. There is no way to do effective recruiting today without a heavy dose of technology involved…but they should be used to make the process more effective and efficient for the candidate, not as an excuse for the recruiter to do a lesser level of work. There are some recruiters who truly do love people and gain great satisfaction in helping others. To you, I applaud your extra efforts and keeping the big picture in mind. But for those recruiters who say they love people and want to help them, but actually loathe people and cannot stand talking to them – please get out of my industry because you make the rest of us look really bad.

I Own You

i-own-you-In the recruiting world, you commonly find two recruiting structure models…recruiters own the requisitions, or recruiters own the candidates. Although it won’t be hard for you to identify which side of the equation I fall on, let me go ahead and take the suspense out of it for you. I prefer the recruiters own the requisition side.  Perhaps it’s because that is how I was trained early on in my recruiting career, but for me – I think it goes deeper.

I currently work with a handful of people who have come up in their recruiting careers by owning candidates. They emphasized building relationships with the best of the best and keeping them “warm” until the perfect position came along and then they would submit that rock star candidate. Sometimes that was a quick process, but sometimes they would stay in contact with that candidate for more than a year trying to wait for just the right moment to submit them.  These recruiters have done really well for themselves, and I can appreciate the commitment to finding the best of the best and winning their trust.

But here’s where I see weaknesses in that strategy…

I believe you serve your clients in the most effective and efficient way possible. They have hired me to do a job – to fill open positions within their company. So, as a company, I want to do that as accurately and as timely as possible. My opinion is that a recruiting firm with shared information and resources makes it more powerful than one where some candidates are kept from the public view and only exposed when and if a recruiter decides they want to share that candidate with another team member so they can get a split of the fee collected. How frustrating would it be to work in a firm where you have an open job – you work hard on it for weeks – and eventually the company fills the job with someone else outside of your firm. Little did you know that the recruiter seated next to you had the perfect candidate for the job all along, but they didn’t say a word about it because they were expecting another job to open soon where they were hoping to place this candidate.

Let me just ask….have you, as a company, serviced your customer in the best manner possible?

The problem with recruiters owning candidates is that it tends to put the recruiter’s interest above that of the client and the candidate. The candidate certainly would prefer to have multiple looking for opportunities to place them, rather than just the efforts of one person. When you are unemployed and that mortgage is coming due…it’s a stressful time!

Look, I get it. Recruiters – especially those who are commission only or contract recruiters – they want to know exactly who to call the moment they have a new opening. They have their hot list of rock stars from across the spectrum of skill sets. And this, no doubt, makes them a valued resource for companies who need their help. They have to make a living too. For someone working as a contract recruiter or a headhunter – I don’t begrudge them at all for trying to own candidates. I would likely do the same. But when you work for a recruitment firm, the firm and its clients should be the priority.

We are transitioning as a firm. We have a mix of people from both ends of those strategies. The best path forward for us – as we continue to grow – is to have recruiters own requisitions and to have shared resources. It’s an adjustment for some. But we are starting to see the value, and the potential, in making this our structure.

I’m interested in hearing other points of view on this topic. Feel free to drop me a note!

R.I.P. Recruiting

RIP Cover Slide

R.I.P. Recruiting

by Doug Douglas – Managing Director / Partner at Providence Partners

INTRODUCTION

As we consider our webcast title today, I started to imagine why people selected this one out of all of the other options that are available. There’s no doubt that all of us today are coming from diverse and unique situations and a “one size fits all” approach just doesn’t cut it when we consider the wide range of industries that are represented on this call. From past experience, I know that we have large, global companies represented today, we have cutting edge IT companies represented, retail and hospitality companies are here, and we also have people on this call that are handling HR for a small office of 3 or 4 employees and not sure if any of this will make sense to them or not. As a presenter, this is the toughest part of the gig – trying to provide something that is useful for every circumstance. Hopefully we can accomplish that today.

Specifically, each of us on this call are interested in Recruiting, but that function most often falls under the Human Resources banner. I find it ironic though that so many organizations have taken the “human” out of Human Resources and just replaced it with a significant number of extra cool, powerful, cutting resources – especially when it comes to recruiting. More and more today, we see companies set up recruiting processes that can allow a person to come to their corporate website, spend an hour or more applying for a job online – uploading a resume, then asking them to fill in the same information found on that resume, then asking them to complete some pre-screening questions, and divulge all sorts of personal information. Once they get all of this information entered and spent a good amount of time doing so, they hit “Apply” or “Submit” and within 3 seconds they have an email from that company thanking them for their time but letting them know that they were not a fit for that job. No human eyes ever once saw that applicant’s information. No attempt was made to see if there might be something unique or extraordinary about that applicant. Heck, we even sent the email from a “do not reply” email address so they couldn’t even ask a follow up question. I ask you, where is the human in human resources in that scenario?

Look, I get it. I understand why we have moved so far in that direction. We have seen large numbers of candidates for our open jobs and we needed to find quick, efficient, and effective ways to manage the tidal wave of candidates that come our way. But if you were the candidate, and you knew that you were qualified for that job, and you scored 1 or 2 points below the minimum score on the application screening questions and were automatically kicked out of consideration by a computer – would you be happy about it?

But I think we should be able to find a good balance of high tech and high touch in our recruitment efforts. And more importantly, I think issues like the generational shift that is taking place right now will demand it.

THE YOUNGER YEARS

Times change, and I believe they change more rapidly now than they used to because of technologies and the advances that we see. I wasn’t involved in Recruiting or HR 20-30 years ago, but those were the days where we walked into an office and handed over a paper resume or were handed a clipboard with an application on it and were asked to fill it out. Occasionally someone even reviewed it while we waited in the lobby. But technologies came along that changed everything.

Imagine with me how the world around us has changed in the past 20 years. Consider these innovations and how they have changed our lives:
• Internet
• PCs / Laptops / Tablets
• Smartphones
• Email
• GPS
• Barcodes / QR codes
• Social networking

Just 10 years ago, the following job titles didn’t exist:
• App Developer
• Windfarm Engineer
• Social Media Manager
• Chief Listening Officer
• Cloud Computing
• Zumba Instructor

So many changes, and so many technological advances! It is easy to see why some people have responded like kids in a candy store…they see all of these technologies and these interfaces that make us say, “Wow!” We read white papers and status updates telling us that this tool or this product or this app is the latest and greatest and everyone needs to have it in order to succeed…and we fall for it. We have shifted heavily towards the technology side, that human engagement has been lost in the process, all in the name of efficiency (so we think).

Now, before I go any further – I want to clarify a couple of things:
1) I have been coming down pretty hard on the use of technology so far. I am not against the use of it and quite honestly, can’t even imagine trying to recruit these days without it! I use technologies heavily in my own recruitment strategies and processes to make our efforts more streamlined and efficient and scalable. I use Applicant Tracking Systems, and weighted and scored application questions, online calendar sharing for scheduling, etc. I believe the approach should be to benefit from those tools, but also maintain a solid human touch element with it.

2) The right balance will not be determined by you…but by the people you are trying to reach. Slashfood did a survey recently of American’s least favorite foods. Three of the top vote getters were:
• Spam
• Beets
• Brussels Sprouts

Now you could invite people into your home – you could even open a restaurant – and if you decided ON YOUR OWN that the best thing to do is offer up Spam, beets, and brussels sprouts – you might find a few people who are open to your menu options and be satisfied, but most people would likely pass you by and go somewhere else.

When it comes to recruiting, you can randomly select what you think the right balance is between high tech and high touch, but ultimately the people you are trying to reach will tell you if that balance is right or if further adjustments need to be made.

3) I’m not a bomb thrower and a proclaimer that the end of the world is coming. I usually roll my eyes and dismiss people who make those types of claims. But I 100% believe that the way we recruit – our strategies and our processes – will look dramatically different just 2-3 years from now. Because of two years of research, and because of my own intimate, first-hand knowledge of Gen Y – I believe that the way we recruit today will die in the next 2-3 years. Now let me explain.

• 10,000 Baby Boomers are retiring each and every day (78 million Baby Boomers)
• 80 million Gen Y people are taking their place in the workforce
• Gen Y is the first generation to have the internet accessible to them every day of their lives
• It has transformed the way that they think, communicate, reason, research, and their expectations
• In addition to the internet, this is also the generation that grew up with everyone getting a trophy or ribbon and that we stopped keeping score
• Collaboration is emphasized greatly
• The need for quick feedback is engrained in them
• They have no concept of “chain or command”
• As they observe the current recruiting processes, they feel disrespected, humiliated, and frustrated
• Current methods and tools will not continue to be available as we know them today:
 Job boards are changing the way they approach candidates and clients, I believe will move towards more of a social media feel
 Linked In – I do not believe that they will continue as it is today. Too many people feel overwhelmed by the amount of recruiting efforts made on them each day. The smart move for Linked In is to side with employers, not with recruiters. Would it be surprising one day if you heard an announcement that Linked In is shutting off access to recruiters. At the same time, they approach major organizations like Google or Microsoft and say, “We have the largest database of candidates in the world, and the recruiters do not have access to them any longer. What would that be worth to you?”
 It is not reasonable to expect that a 100% technology driven process will work long term.

As we experience a generational shift in our workforce, we will also experience a shift in our recruitment strategies to re-engage in the human element of our industry. There is no doubt that it will be a good mix of high tech and high touch, but the engagement of people will be paramount to a recruiter’s success. The days of letting technology do all of the recruiter’s work are coming to an end. Current day recruiting will die…may it R.I.P.

Recruiters may just consider dropping that title altogether and moving towards a title like “Influencer of People” or “Career Guidance Counselor” or “Chief Seduction Officer.” Recruiting will no longer be about screening candidates and short-listing the best. It will be about building a rapport, a trust, and relationship with the best candidates and helping to influence them to the companies that are your partners. It won’t be a “just in time” approach, but a “pipelining” approach that focuses on locating strong talent and cultivating a trust so that when a position becomes available, you have the people who are familiar with the company, familiar with the leadership, familiar with the culture, and they are then ready to fill the void.

Gen Y simply will not accept the disrespectful, insensitive, unresponsive, and insulting way that many recruiters go about their business today – agency recruiters or corporate recruiters. They are too smart. And they are too technically savvy to just fall into a blackhole of silence and disrespect – they will find ways to get to the decision makers and bypass recruiting. Candidates will remember the way that you made them feel…and it will impact their actions the next time.

The Birth of New Recruiting

Social media is certainly a force to be reckoned with. Many companies have strong social media interactions in place now. We can easily find 200 different social media sites available currently. It would be near impossible to have a presence on all of them, and to be able to use them all effectively. But I want to be clear on this: posting a link to your open jobs on your Facebook page or Linked In profile is not a social media strategy. The point of social media is to engage people, focused on the long term and not on immediately gratification.

The new “Influencer of People” will need to have a different set of skills than the old school recruiter:
• strong computer skills
• ability to drive a process but with grace
• world class influencer
• committed to the candidate experience
• long term vision instead of short term fixes
• transparency instead of secrecy
• relentless networker
• ability to build a personal brand in addition to the company brand – markets himself/herself to gain a solid reputation among potential candidates

The approach will focus on building a pre-qualified and exceptional pipeline of candidates who are ready to enter the game as soon as possible. This is done through identifying talent early – even before they are ready to accept a position. Maybe that means…
• building alliances with colleges/universities to identify the best and brightest and start to build that relationship early on
• offer internships so students can see what it would be like to work there full-time upon graduation
• working with military branches to partner with their exit programs – meeting with personnel months before they exit so they can feel confident as they make that transition
• communicate, communicate, communicate – the exact opposite of what most recruiters do today
• offer open houses so potential candidates can see the facility and meet potential managers
• build strong social media presences specifically for recruiting – day in the life videos, my job has meaning videos, cultural identification videos
• building your own recruitment pipeline app that focuses on long term engagement and communication
• getting out of the cubicle and getting face to face
• maybe more recruitment staff, but in part-time roles so they can be a student and influence classmates your direction
• changing the structure of your team to have roles that you haven’t done before – marketing person to help with messaging on descriptions and social media, a sourcing team to generate leads on potential candidates, on campus ambassadors who work for you but are also a student, military liaison, training leadership to give new workers job details and specific information and processes, etc.

John Porter once said, “People underestimate their capacity for change. There is never a right time to do a difficult thing.”

So, we have talked about a lot of things so far and hopefully you are starting to see that the need for changes is clear. But it’s one thing for me to say it, and even for you to believe me – but it’s quite a different matter to get your executive leadership to get out in front of this and start to invest time, resources, and money into this new model. They may not see a problem, or maybe they see it and just don’t want to bother with it at the moment.

A survey of 2013 college graduates indicates that 68% anticipate being at their first job for 3 years or more – this is up from 49% just a couple of years ago. They are optimistic and excited about their future, but what they receive when they try to enter the workforce can sometimes be deflating and cause pessimism. The candidate experience is so critical – from the very first time they encounter the name of your company, through the application process, the interview process, onboarding, that first day when they arrive and everyone is expecting them and prepared for them, to the training they receive, and so….it all matters. Unfortunately, we think once the offer has been extended and they have agreed to it that the job is done….far from it.

Leadership has this assumption of Gen Y that they are not committed and aren’t worth a heavy investment to recruit them. I’m not so sure that this is true. Think of the day and age where they have entered the workforce. These are not stable times. They see instability all around them – well known companies going under, start ups flourishing, massive mergers and buy-outs, and I just think the landscape is fast moving and ever changing…so they have adapted to it. They are playing by the rules that have been displayed for them.

They have grown up in an incentivized world where you get reward points, and frequent customer rewards, and so on. They desire this in their employment as well. Remember, this is the group where everyone got a trophy or ribbon on the athletic field. What are ways that you can reward solid performance and longevity? How can you still give them their trophy or ribbon?

Multi-Generational

When I speak on this topic, someone always asks a question about having a multi-generational work environment and how to make it work well. Let me go ahead and address it.

It can be a challenge. When you take a Baby Boomer and have them working alongside a Gen X’er and then you introduce a Gen Y’er into the mix, we have a very broad spectrum of things to consider. Look at it like this…

TOPIC

Baby Boomers

Gen X

Gen Y

Music

Elvis / Beatles / Rolling Stones

INXS, Nirvana, Madonna

Eminem, Britney Spears, Puff Daddy

Iconic Technology

Color TV

Audio Cassette Tapes

VCR

Walkman

Internet

Email / Texting / Smartphone

Learning Format

Formal

Structured

Relaxed

Interactive

Spontaneous

Multi-Sensory

Learning Environment

Classroom Style

Quiet Atmosphere

Round Table Style

Relaxed Ambiance

Café Style

Music / Multi-Modal

Ideal Leaders

Command & Control

Thinkers

Coordination & Cooperation

Doers

Consensus & Collaborative

Feelers

What do you think the chances are of everyone seeing things the same way the first time something is introduced? Everyone is coming from very different starting points so it is a challenge. I always suggest that you start with the end point and what is trying to be accomplished and then work your way back to process. Everyone can usually agree on the end result – they all want to be successful. At times, it may require multiple conversations to get everyone pointed in the same direction, but it can be done.

I would also say, there are many things that Gen Y require or seek that I can agree with them on because they benefit me as well:
• Work/life balance
• Variety in the work I do
• Pay for performance
• Access to senior management
• Knowing my co-workers at a deeper level
• Feeling valued and recognized

Previous generations wanted those things too, but we just weren’t as vocal about it.

Why does Gen Y Matter?

The U.S. Department of Labor forecasted that in 2012 the U.S. economy had the largest workforce in the nation’s history – more than 162 million people. Impressive as that figure may sound, it wasn’t enough to fill the more than 165 million jobs projected to be available. The shortage of 3 million workers was just part of the story, however. Millions of other jobs go unfilled because workers lack the specialized skills required to fill the vacancies. The government estimated a shortage of more than 10 million skilled workers in 2012.

One massive generation is on their way out of the door, and another bigger generation is coming in. We will have challenges to find the very best talent and add them to our teams. Competition will be fierce. There are many forward thinking organizations out there who are already focused on some of the things I’ve shared with you today. While they may be ahead of others in getting started, the way we recruit is going to change rapidly…and we all need to be prepared.

The easy thing for you to do is ignore what we have discussed today. Just leave things as they are and dismiss the urgency behind my message. Afterall, someone else can deal with it later – right? But as highly valued employees, leaders who have been tasked with focusing on people – our workforces – and making sure your organization has the best so the company can thrive for years to come…how you can you not at least seriously consider the data I’ve given you? How can you not have that conversation with your leadership team?

Reasons why to ignore…
• Don’t believe there is a problem / don’t believe the data
• Don’t want to risk the conversation with leadership
• It requires a new set of skills and new ways of thinking and that scares you or maybe you don’t have those new skills so you worry about losing your value
• Change is uncomfortable
• Don’t truly care

As we discussed at the beginning of this session, we are Human Resources. Human. We need to keep in mind that we aren’t just dealing with a name on a piece of paper, or an employee ID number – we deal with people. And when people are without a job, those are very stressful, anxious, and nervous times. Common courtesy should prevail in all situations, and not look for ways to avoid conversations and interactions. We get the chance – every day – to make a difference in people’s lives! How cool is that? We get to take them from some of the most stressful of times, to ones of relief and gratitude. What we do matters!

I have a good friend here in Austin. He is in his 50’s. Great guy. Very professional. Very talented. I have known him personally. I have worked with him professionally. He is one of those guys that a company should create a place for because of his ability to do so many things. He has run into some bad luck lately…and can’t seem to find a place to fit in. Austin is a unique place with so many young, hip, start-up, creative type places – and sometimes the older worker has an issue fitting in culturally, or even being considered in the first place. Our current manner of recruiting has failed this guy. He applies and jumps through all of the hoops that are asked of him, and he is repeatedly turned down immediately after hitting “submit” on the career page of a company’s site. He can’t get a conversation. He can’t explain the many things that he can do. He cannot get a human to pay attention to him.

I am the Managing Director and a Partner with a recruiting firm. I know recruiting. I started out entry level and I worked my way up and build a solid reputation with my clients and candidates. I have given companies multi-million dollar ROIs for the recruitment work that I’ve done for them. I have reduced turnover rates at incredible percentages. But as part of my own study on this topic, I have gone to the top 13 ranked RPO recruiting firms and applied at all of them….and none of them made me an offer. None of them interviewed me. None of them even called me to have a phone screen. More than half never contacted me in any manner whatsoever – even to send the generic email thanking me for applying.

Our current system is broken. This is not sustainable. Changes are coming and coming quickly. I am hearing more and more industry experts start to speak about these things…which I am grateful for. I have been saying it for a couple of years, and now others are starting to agree. This is the time to be bold, stand up, and address this issue.

“The world as we have created it is a process of our thinking. It cannot be changed without changing our thinking.” ― Albert Einstein

R.I.P. Recruiting – Thursday, June 27

RIP Cover SlideIf you are a SHRM member, please make plans to join my webcast at 1:00 p.m. Eastern / 12:00 p.m. Central this Thursday, June 27. For a couple of years, I have been speaking of the significant transformation that is coming to recruiting strategies, processes, and methodologies. In the past few months, I have started to hear other well known and trusted leaders within the industry begin to speak of it as well. In this session, we will take a look at where we are and why it is not sustainable. Our current method of recruiting is broken, and it will morph into something totally new in the next 2-3 years (at the latest).

As we experience a generational shift in our workforce, we will also experience a shift in our recruitment strategies to re-engage in the human element of our industry. There is no doubt that it will be a good mix of high tech and high touch, but the engagement of people will be paramount to a recruiter’s success. The days of letting technology do all of the recruiter’s work are coming to an end. Current day recruiting will die…may it R.I.P.

Don’t miss this critically important webcast!