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.
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)
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!!!
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.
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):
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!
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.
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."
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.