Bitcoin 401K Rollovers - What the #### Could Go Wrong?

This appeared in my gmail as a paid ad today (Email subscribers, click through to see the poison below):

Bitcoin_11

I'm not a financial advisor.  There's probably money to be made in Bitcoin, although the SEC has issued investor warnings.

The vast, vast majority of your employees aren't qualified to evaluate Bitcoin as an investment option.  When ads like this pop up, I'm assuming they aren't offering Bitcoin as a speculative 5% of someone's portfolio - I'm assuming they want to cram all 100% of that rollover in Bitcoin for various reasons that have to do with money.

Many of your employees have 401ks parked with a previous employer.  25% know about Bitcoin and are interested in the hype.  1/5 of those would consider this ad.

It's worth you getting in front of this with a HR comms piece -  to let people know that ads are rolling encouraging 401k rollovers straight into Bitcoin and there's some danger via the SEC.  

Respect the game.

 


Let's Hangout and Talk - Getting Ready to Staff Up at the Start of 2018...

If you’re a client or follower of Jobvite, you know the Recruiter Nation Live series.  It started with the Recruiter Nation Live Conference in San Francisco last June, and continued with the Recruiter Nation Live Roadshow that brought real recruiter talk to 9 cities in North America over the last three months. 
 
The feedback was great – you loved it, so we’re back with the latest in the series – the Recruiter Nation Live Hangout Series, hosted by Fistful of Talent and me.  Once a month, FOT will host a live Hangout designed to keep the conversation among recruiters going – focused on things you can use, like the best-kept secrets of today’s smartest and most efficient recruiters, Jedi-mind tricks proven to make you more persuasive/get great candidate response and strategies to hold your hiring managers accountable for their choices–so everyone wins.

 ----------------------------------------------

Our next hangout is at 1pm ET on December 14th (this Thursday!).  It's an informal thing - we fire up the video and a few slides (emphasis on "few") and run through a few things in 20-25 minutes...

Topic - GETTING READY FOR THE JANUARY 2018 HIRING RUSH!! (WITH FOTers DAWN BURKE AND KRIS DUNN)

REGISTER FOR THE HANGOUT BY CLICKING THIS LINK!!!

TOPICS/THE GOOD STUFF -
 
--How to build your internal and external recruiting “posse” for 2018. 

--What year-end “house-cleaning” (especially within your technology platforms/ATS) must be done to start 2018 with a clean slate. 

--How to partner with your executives and hiring managers to get great results - together. 

--What reporting would help you manage expectations and influence your internal clients to recognize the great work you're doing?

REGISTER FOR THE HANGOUT BY CLICKING THIS LINK!!! 

 


VIDEO: Using BHAGs as a Goal Setting Technique for High Performers...

Big, hairy, audacious goals, or BHAGs, are visionary, strategy statements designed to focus a group of people around a common initiative. They traditional differ from our other goal setting techniques because BHAGS are usually positioned toward by a large group (rather than individuals) and they typically span a large amount of time than any of our other goals. They’re huge.

Even though BHAGs are generally goals for companies and collective groups, smart managers are increasingly using them for individuals as well. I explain the merits of using BHAGs in this fashion in the following episode of TalentTalks from Saba Software.

Take a listen (email subscribers click through for video below) and hit me in the comments with a BHAG that's been useful in your career or managing a talented direct report!!! 


VIDEO: Jamming Your Business Approach/Best Practice Down Someone's Throat...

The scene - team discussion about a direction with client work.

The problem - client doesn't know what they want.  They're attempting to neuter rock star work, which will hurt the end product.

What do you do?  Your choices

1--Neuter the work.  Work product suffers, but you take a "the client is always right" approach and give them what they ask for.  Cross off the client as a reference - They'll be happy, but you won't be proud of the work.

2--Battle with them.  They're wrong.  You're right.  Let's go to war.

Of course, there is a third approach - you've got to educate them why you're approach works, maybe give them a concession or two and try to work as a consultant to take most of what you know they need.  Senior level influence in this regard - you can show them others in the industry are already deploying your approach or find others in their organization who support you.

Need a video to parody this approach?  I thought you'd never ask.  Take a look at the video below (email subscribers click through to see the video) - it's from my life as a card-carrying member of Gen X.  It's a music video from a alt-rock group called Sum41, and the intro is what I want you to look at, as the band visits a music executive who tells them he wants them to change their name to the "The Sums" based on the success of groups like "The Strokes" and "The White Stripes".

Favorite quotes from the exec:

"Do you smoke? You do now, smoke 'em up Johnny".

"What's your name? (kid says Derrick)  Not anymore it's not. It's Sven"

Get out there and influence.  They need what you got, people. 


Your Top 20 ATS Providers By Market Share - With My Color Commentary...

Ran into this list by way of Ongig, who surveyed 3700+ companies to determine the top 99 applicant tracking systems by market share as of April 30, 2017.  Go to the original post to view the top 99 providers and view the methodology.  My top 5 observations about this list appear at the bottom of this post.  Here's your top 20 ATS providers by market share (enable pictures or click through if you can't see the chart):

Top 20 ATS

Interesting stuff, right?  Here's my top 5 observations about this list:

1. No one ever got fired for buying Taleo.  They used to say this about IBM back in the day, and it's not really a compliment.  It means that people make a safe choice when they choose Taleo, often times without really digging into their needs.  It's a default for many people in the market, the same folks who are probably still using Internet Explorer.  If you're still using IE, I'm talking about other people, not you.  :)

2. There's a lot of people with some broken ****.  The methodology used by Ongig was the 3700 most active companies in the recruiting space, so there are some high volume recruiting shops using "homegrown" solutions.  Some of those are probably good, most are really bad, and homegrown automatically feels like an ATS with Cheech and Chong as its spokespeople.

3.  Jobvite has done a nice job gaining prominence over the last decade.  The rise of Greenhouse is also impressive.  Shout out to Newton Software for coming in at #20 - a cool solution like Jobvite/Greenhouse.

4.  Bolt-on afterthoughts come in many different flavors - Whatever ADP is calling their many ATS solutions, those are bolt-on's to a larger HRMS play.  Same thing for Workday, people - because I hear that's still not a ready for prime time solution, regardless of the brand.

5. Undervalued - CareerBuilder, who has a nice suite of solutions including an ATS.  

That's my commentary - what do you see?  Hit me in the comments!


Mueller Pulls "Dirty Harry" on Anti-Trump FBI Agent, Reassigns to HR... (with Video)

In case you missed it, it was reported over the weekend that the special counsel examining alleged Russian interference in the 2016 U.S. presidential election removed a top FBI investigator from his team for exchanging text messages with a colleague that expressed anti-Trump views.  Here's a taste of what happened from Reuters:

"The New York Times and the Washington Post identified the investigator as FBI agent Peter Strzok, the deputy head of FBI counter-intelligence. He was reassigned last summer to the FBI’s human resources department after the Justice Department’s inspector general began looking into the text messages, the papers said, quoting several unidentified people familiar with the matter.

A source familiar with the matter confirmed the reports Strzok was transferred to the human resources department over the politically charged text messages.

Strzok played a key role in the FBI investigation into former Secretary of State Hillary Clinton’s use of a private email server, the papers said.

During that probe and the 2016 presidential election, Strzok and an FBI colleague exchanged texts that disparaged then-Republican candidate Donald Trump and favored Clinton, his Democratic rival, the Washington Post said. The newspapers did not disclose details of the text messages."

The point of this post isn't drum up feelings related to politics, it's to point out when you're really pissed at someone in many walks of life, you don't suspend them or fire them - you reassign them to Human Resources.

Damn. That hurts to write, but it's true.  Mueller couldn't fire the guy from the agency, but he could put him so far in the doghouse it would be obvious to all how he felt about the individual in question. 

That statement is to reassign to HR.  And it has precedence in pop culture.

A young Dirty Harry played by Clint Eastwood once got punished for renegade behavior by "the man". That punishment? You guessed it - reassigned to what we used to call Human Resources - aka Personnel.  

Watch the video below (email subscribers click through for the video) and soak up the vibe of of the insult.  Be sure to watch Harry's partner react to the reassignment.

Love you HR - even if other people don't.


Here's Your New Motivational Script to Use When Firing Someone - Or to Those Who Dare Fire You...

I can't believe I missed this a few years ago.  First, watch the video for the spoken script (email subscribers click through for the video):

"That's you.  Drops of water.
and you're on top of the mountain - a success.
but one day, you start sliding down the mountain,  
you think, "wait a minute - I'm a mountain top waterdrop,
I dont' belong in this valley, this river, this dark ocean, with all these drops of water.
Then one day it gets hot, and you slowly evaporate in the air, way up,
higher than any mountain top, all the way to the heavens.
Then you understand it was at your lowest you were closest to god.
Life's a journey that goes round and round, and the end is closet to the beginning.
So if it's change you need, relish the journey."

That clip and quote are from the Joaquin Phoenix mockumentary "I'm still here".

It seems hokey, but I swear I could have used that script more than a few times in my career when talking to a fallen star who had simply worn our his/her welcome at the current company but had clear talent. 

And no, none of those folks wanted to be rappers. 


WORK TEXTING: Nothing Good Ever Happens After You See These 2 Things...

Back in the day, you sent an email and if someone didn't respond, you weren't sure it was because they thought your idea sucked or they were just behind on emails.  

Not so with text.  The immediacy of texting means we get feedback in real time.  Usually, it's quick bursts of texting to react to ideas or share information - occasionally it's to ask permission or gain approval.  It's rare that you don't hear back from someone on a text. 

However there are times when a middle ground is present. Tai

It’s called the “typing awareness indicator", the little bubbles you see after you send a text.  It means that someone is texting you back.  Which is fine, except for these two occasions at work:

1. Someone takes more than 30 seconds to respond, and you see the awareness indicator the whole time.  Nothing ever good came after 30-60 seconds of that indicator being on.  The message is usually complicated and adds drama to your life at work.

2. The typing awareness indicator is on for the pre-mentioned 30-60 seconds, then it goes off, never to return. They thought about it, then thought the better of it.  Meh.

Both mean that the quick approval or consensus you're looking for won't be happening.

I turned off my typing awareness indicator. I found myself staring at it for periods of time that were unhealthy.  

I'm more sane at work as a result.  It's the little things that matter the most.

 

 

 


WEBINAR: The Power of Framing for HR Pros, AKA How Avoid Being A Victim...

I've been fortunate to do a number of webinars through the years.  Most of them have been about things that allow us to raise our game related to the HR services we provide to the companies we work for.

I'm doing a webinar this Thursday, November 30th at 2pm EST  - and THIS ONE IS ALL FOR YOU - NOT FOR YOUR COMPANY.

The official title is "5 Ways HR Pros Can Use “Framing” To Drive Results, Influence and Authority".  The street smart title is "Never Allow People Who Don't Respect You or HR to Use You Again".

We're talking about communications strategies to make sure you take credit for the good work you do as an HR Pro, and never get caught holding the bag of dog do again because you were too nice. Hancock

Full description below - I hope you'll join me, because I'm pretty passionate about this one.

REGISTER FOR THE WEBINAR BY CLICKING HERE!!

----------------------

5 Ways HR Pros Can Use “Framing” To Drive Results, Influence and Authority

The best talent – not good talent, not good to great talent, but the BEST – have one thing in common:

The most talented people consistently "frame" their goals, work and outcomes via varied communication strategies.

What is “framing”? And how can you harness its power?

Join Saba and Fistful of Talent Founder Kris Dunn as we answer those questions and more during our November 30th webinar, 5 Ways HR Pros Can Use “Framing” To Drive Results, Influence and Authority.

Gain insights into:

• How A Players use framing to communicate goals, challenges, progress, wins and finished work product.

• The importance of integrating a variety of communication techniques to enhance awareness and visibility – including face-to-face communications, email, reporting and more.

• Mastering different communications styles to influence peers, direct managers and skip-level executives in your organization.

• How effective framing leads to career opportunities and continuous development.

• How to foster the framing competency in managers and employees you serve as an HR pro.

Take control of the narrative. Register today for 5 Ways HR Pros Can Use “Framing” To Drive Results, Influence and Authority.

 

REGISTER FOR THE WEBINAR BY CLICKING HERE!!


Google For Jobs Launches "Job Board of Choice Apply", Throws Job Boards Big Bone...

Tracking the looming giant in the recruiting industry that is Google For Jobs can be a full-time job.  The latest is a biggie - GFJ rolled out 4 pretty important features last week, including auto-loading of salary data, bookmarking and better geographic search.  But one feature dwarfs them all - something called "Job Board of Choice Apply", described here by industry insider Joel Cheesman over at ERE:

"This update is by far the most interesting and unique to Google. Basically, if the job you’re viewing is located on multiple job boards, you can select which one you want to use when applying for a job. So, if you already have a Monster account, and have built a resume there, you can select to apply to that job via your Monster account and not, for example, through CareerBuilder or a site where you don’t have an account.

You can also opt to apply directly through a company’s ATS and bypass job boards entirely. Google doesn’t say how it decides the order, but in the screenshot, the company site comes before the job sites. (Again, it’s worth noting Indeed won’t be an option, as long as it chooses not to participate in Google for Jobs.) It’ll be interesting to see if Google will release data around the percentage of people who choose a company website versus a job site." (Capitalist note - Joel follows these trends better than anyone, so go follow him)

Job Board of Choice Apply is a big feature launch on Google For Jobs for a couple of different reasons in my eyes:

1--If you're a job board it would seem easy to wonder when Google's going to screw you and just remove you from the process.  "Job Board Choice of Apply" doesn't prevent that in the future, but Google is throwing a big bone to participating Job Boards (Indeed is the only major one not included at this point) by encouraging candidates to smoothly apply via their profile of choice on an existing platform.

2--This clutters the direct relationship you're used to with Indeed, where the traffic gets pushed directly to your careers site.  As an employer, that doesn't feel great, but at Google, it's not about you, Mr/Mrs. Employer - it's about the end user, which is the candidate.

3--You'd think as a casual observer that a candidate bypassing some of the employer careers site could save themselves time by going with the streamlined apply via a profile they have set up on a job board included on GFJ.  You might be right, you might be wrong.  I searched for jobs at at HeathSouth, then tested the job board apply to an RN position (I'd be a great nurse) via LinkedIn, only to get bogged down by a customized apply via LinkedIN process which walked me through 10+ screens and asked for analog info like my street address and home phone number.

Capitalist note - Do people still have home phone numbers?  I thought the only thing that matter was your gmail email address these days.

4--Google will eventually look at this cluster#### of bad user experience in applying for jobs (even on those job boards) and decide to take over that process for everyone.  Trust me, they'll be there. You can't be for user experience and then look at what I described on the LinkedIn auto-apply (which is not auto at all) without fixing it.  Unless it's about money, at which time all bets are off.

Screenshot of how the "Job Board Choice of Apply" options appear shown below.  Look at the row of options under the title in row marked "Apply"

"Will Jack Kevorkian please report to the ER? Consult with Mr. Indeed needed."

Google for jobs

 

 


How To Not Get Killed In A "What's Wrong" Focus Group At Your Company...

Simple post today.  From time to time, HR pros have to do focus groups to determine the climate of the employee relations environment at their company.  Ideally, this is done before there's smoke in the air.  But at times, especially in a multi-location environment, that's impossible.

So how do you approach a group of 10-12 employees (focus group) to get them to talk about the challenges, but not get beheaded in the process?  You're going to have to ask open-ended Focus groupquestions to get employees to give you details about what's messed up, so the best approach I've found is this:

--Ask each employee to give you TWO THINGS THAT ARE WORKING WELL FOR THEM AT YOUR COMPANY and TWO THINGS THAT NEED FAST IMPROVEMENT

It sounds simple, right?  I think we'd be surprised how many HR pros who walk into hostile environments don't force the attendees of focus groups to give them some positives.

The positives are there to balance the feedback loop.  It forces people to articulate the positives in their environment, which is important for fellow employees to hear.  

Of course, the negatives/opportunities for improvement are going to be there. You'll get those.  But if you know you're walking into a tough session and fail to be brave enough to ask for the positives, you run a higher probability of losing control of the group.

Some responses you'll hear when you ask for the positives:

"The people I work with"

"The people I work with"

"The people I work with"

"The people I work with"

Not a typo.  Expect that if you're walking into a tough environment, the answers will focus on fellow employees enduring the struggle, not anything that gives credit to the company.  That's OK - you're just looking to balance the feedback loop.  You can accept this answer from as many people as want to give it.

You also might here some smart### responses like:

"I haven't lost any fingers yet"

My advice?  Accept the "people I work with" response from all and if you get a wisecracker, laugh with everyone else and then follow up and ask for a serious one.  Accept "The people I work with" from all and ask for at least one other positive that someone hasn't given the group yet.

Good luck with your paratrooper-like focus group sessions.  Don't be afraid to ask for the positives - it will make your session much more productive.


Why Limited Feedback Points Are Crucial in Corporate Coaching...

You're a coach in the corporate world.  That means you know a lot - about a lot of things.  

It also means you've been trusted - whether formally or informally - to share your observations, thoughts and wisdom with others about their performance.  With that comes great responsibility.  I'm assuming you're good at what you do and have what it takes from a Subject Matter Expertise perspective to coach effectively.

So allow me to tell you where you're going to #### it up:

You're going to give your coaching recipient 10 things to think about the next time they perform the subject of your coaching.

Maybe 5 things.  The number is important, but also meaningless once you go above 2-3 items you attempt to coach on in a single session.  Let me explain what's out there in business books and then give you my own experience.

If you read Malcolm Gladwell's Outliers, you'll see the best in any field have 3 things present as they develop into world-class performers:

--They spent the time practicing - the 10,000 hour rule

--They had access to facilities/tools to practice the skill in question

--They had access to a coach/system that could provide immediate feedback

What's most interesting to me these days is the coaching part of that loop.  The older I get and the more coaching I do, the more I'm convinced that coaches have to be very selective in the feedback they give.  As SME's in whatever we do as coaches, it's easy to unload a list of things that a person should do in order to improve they next time they perform a task/service/etc.

You're a common sense person, so when I tell you "don't give the subject of coaching 10 things/points of feedback", you get it.

What if I told you that 3 points of feedback are too many? 

That's harder, right?

In my outside life away from business, I serve as a basketball shooting coach for some good to great players at a variety of ages.  The research Gladwell cited in Outliers certainly hold true for my students - they have to have a desire to put in the hours, they need access to an indoor gym and they need immediate coaching and feedback, which is where someone like me comes in.

In my basketball coaching life, experience rapidly brought me down to a coaching 3 points of feedback - base/feet, hand placement and speed through the zone/finish.  That's all I coach on, because different players have different styles and it's my job to maximize them - not change something that will take them backwards.

But experience as a coach in hoops has taught me something else - while it's OK to have culled my coaching package down to 3 things, when the player is getting reps in, 3 points of feedback is way too many.

What I've learned is that I can go into a coaching session thinking that we need to work on two of the three, but on a rep by rep basis, I can only give feedback on one.

One point of feedback per rep.

If I give feedback on more than one point of my package, it becomes so overwhelming to the recipient - you guessed it - improves on nothing at times during the session.

You're a good coach in the corporate world.  Check yourself before you wreck yourself when it comes to how you give feedback.

Coaching more than one point of feedback in a session?  It's bad for everyone's health.

 


VIDEO: Dealing with Sidetracks In Coaching Conversations...

Featured today - an interview I did with Tim Sackett for Talent Talks (a great series brought to you by Saba Software) on Dealing with Sidetracks in Coaching Conversations...

You know what sidetracks are even if you don't know them by name...  You know you need to coach a direct report on an issue, so you engage, only to get blown back by the employee with all the reasons the current situation (the one you're coaching on) exists.. It's them, it's their tools, hell, it's even you.

Yes, you! Sidetracks are so dynamic your direct reports can use them to throw you under the bus!!

Take a look at the video below (email subscribers may need to click through to see player) for ideas on how to deal with sidetracks.  If you like what you see, make sure to visit Saba Software- and don't forget to like the video or throw us a comment!