WEBINAR: I GOT YOUR TEXT: 5 Ways Smart HR Pros & Recruiters Use Technology and Communication Style to Close More Candidates

OK, stay with me here HR friends...

It’s never been harder to gain the attention of the best candidates on the recruiting trail. After all, we are in peak economic cycle, the best candidates are gainfully/happily employed, and it’s easy for them to ignore your pitch for the open positions you’re working.

Never fear, the gang at Fistful of Talent (my other blog) is here to help. If you’re not getting FOTcanvasthe response rate you’d like on your initial candidate outreach, join us April 24th at 1pm ET/Noon CT, 10am PT for “I GOT YOUR TEXT: 5 Ways Smart HR Pros and Recruiters Use Technology and Communication Style to Close More Candidates,” and we’ll hit you with the following goodies:

A rundown on how the smartest HR pros and recruiters are bringing Text/SMS and other tech platforms to their game to provide the immediacy every candidate, generation, and recruiting department craves.

How the best HR pros and recruiters take it a step further and maximize their image by letting technology take care of early stage process and screenings.

How world-class HR pros and recruiters use recruitment marketing elements (from their company and under their individual brand) to show candidates they are a “recruiter of choice”

Why the best HR pros and recruiters never forgot to spend time looking great on more analog tools – voice mail, email – and a plan to stay connected with candidates between offer acceptance and start date.

The hot economy we’re living in means it’s hard to get the attention of the candidates you need. Join us on April 24th for “I GOT YOUR TEXT: 5 Ways Smart HR Pros and Recruiters Use Technology and Communication Style to Close More Candidates” and we’ll show you how to interrupt the pattern and get the talent you need for your open reqs.

REGISTER NOW BY CLICKING THIS LINK!!!


Gary V. on Negative Glassdoor Reviews at VaynerMedia...

"Jonestown on Vitamin Water"

-anonymous Glassdoor reviewer on life at Vaynermedia...

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

Admit it.  You read that quote from a reviewer on Glassdoor and thought, "yep, that could be one of our disgruntled ex-employees on Glassdoor, but they aren't that witty."  

Glassdoor is an interesting beast.  It used to be that it was all disgruntled people you fired reviewing you on Glassdoor, but that's no longer the case.  The review economy via Trip Advisor, Yelp and 1,000 other review sites has normalized who reviews you and other industries in the smartphone era.

I found the video below from VaynerMedia CEO Gary V - a noted thought leader in the digital and entrepreneurial space - which finds him digging deep on his company's Glassdoor reviews.  His company is a hard charging company and he's a hard charging leader.

Find the VaynerMedia home page on Glassdoor by clicking here - overall rating of 3.0 and 46% of reviewers approve of CEO.  That means Gary V is polarizing (duh if you know him) and the culture he's built is polarizing as well.

Video below, email subscribers click through if you can't see the player.  Worth your time as you'll find a 5-minute video talking about the mindset of the Glassdoor reviewer, his refusal to ask existing employees for positive reviews and his hope that those who left scathing reviews got the poison out of their system and are ready to move forward.

Gold - take a look, you won't regret.

 

 

  VaynerMediaGlassdoor

 

 


What To Do If Your Company Doesn't Give MLK as an Official Holiday - But You Think You Should...

Martin Luther King Jr. Day (MLK) is a holiday with increasing importance in our world.  But most companies don't provide this as an official holiday.  Here's the stats I could find via Bloomberg:

"Most U.S. workers won’t get Monday off for Martin Luther King Jr. Day.  A study by Bloomberg BNA found 37 percent of employees will get a paid day off, similar to the 35 percent that will be off on Presidents Day in February.

The survey found that as a paid day off, Martin Luther King Jr. Day might have plateaued. Those receiving it as a paid holiday have hovered between 30 percent and 37 percent the past five years.Manufacturers are least likely to provide it as a day off, with 10 percent offering it.

Non-federal holidays such as the Friday after Thanksgiving are more common days off. About seven in 10 employees receive that as a holiday, and 46 percent are off Christmas Eve." Mlk

MLK presents an interesting quandary for employers.  If you don't have it, employees and candidates are increasing expecting it as a holiday, and MLK - rightly or wrongly - can be used as a proxy for commitment to diversity by vocal, mobilized special interest group and employees alike.  I'm not saying you're not committed to diversity if you don't provide MLK as an official day. I'm saying it could be used against you, and all of us are smart to think about the meaning and what we should do if we don't provide it.

Let's say you've determined you want to provide MLK Day as a holiday, but you want to stay net even related to the total number of days you provide.  Here's the checklist I go down...

1--It's not enough to say people can used general PTO or floating holidays to cover it.  If you want the optics and meaning  that providing MLK day off provides, it needs to be an official holiday.

2--If you have floating holidays or general PTO banked time, you could designate MLK as an official holiday and reduce that banked time by one day. 

3--Next, you could look at your existing holidaysI rank order them like this:

Untouchable - Christmas (birth of Jesus), 4th of July (birth of our country), Memorial Day (remembering those who served and gave their lives)

Less meaningful but still untouchable - Christmas Eve (wow - try it - I wish you luck) New Year's Day (just try and take that one), Thanksgiving (our right to remember Omish-like founders and eat large amounts), Labor Day (celebrating workers - try that one)

One you could trade out, but there would be hell to pay - Day after Thanksgiving (expected if you've already given it - hello entitlement!!)

Trade this one or one like it out for MLK in 2019 - President's Day, Columbus Day, etc.  (Let's face it, the presidents are on money, and damn, Columbus didn't even really discover America, right?)

If you want to give MLK as a holiday but want to stay even related to paid time off, this is your playbook.  1) Trade out President's Day or Columbus Day if have it.  2) If you have floating holidays or generalized PTO, reduce by one day and designate MLK as official in exchange. 3) Go get Friday after Thanksgiving or (winces) Christmas Eve to trade for MLK.

Good luck if you're seeking to add MLK and stay neutral related to time off.  I hope your Change Management goes well.

 

 

 

 


ASK THE CAPITALIST: Are HR Pros with MBAs Special Anymore?

Kris- 

Would love to know your opinion on a trend I am seeing as I'm screening HR Director candidates... DOCTOR IS IN 

I used to encourage HR undergrads to pursue their MBA instead of a Masters in HR. I felt it held more value for businesses and was a tough program that would advance them in ways a specialized degree couldn't. 

I am shocked at the number of candidates I am seeing with an MBA and MA in HR. 

The result for me is I am losing respect for the MBA! I mean, if sooo many people can get one, is it really a tough program? Does it really demonstrate anything special anymore? 

What do you think? Am I way off track with my line of thinking? 

-AW

---

AW - 

I obviously have to lead with a Groucho Marx quote here - "I'd never belong to any club that would have me as a member".

Your advice is still relevant, and if it's any consolation, lots of young HR pros took your advice, right?  Now they're pissed off that people like you won't get out of the way fast enough, and in a cocktail of following AW's advice and having time on their hands - they've got more degrees than they've had jobs.  I say this as someone with 3 degrees, including a MBA.  But I'm Gen X - now a veteran of all this we call HR.

You're obviously seeing the explosion related to accessibility and availability of the MBA.  Distance learning and lots of options has made the MBA tag a bit easy to gather, which I think means you've got to evaluate what the candidates are actually presenting in a couple of different ways:

1. Where did they pick up the MBA and did they actually have to work hard to achieve it? Traditional programs where you have to spend time in class still rule in my eyes - that commitment, along with the interaction that occurs when you have to work in groups with other humans is still the most important thing.  That being said, there's a lot of online MBA programs that work the hell out of people, with University of Phoenix coming to mind.  Of course, there are a lot of diploma mills as well, which is why you feel the way you do.  

Good rule of thumb - any school with a directional name without reference to a state or city is a problem.  Southeast Missouri?  Says legit to me.  Southeastern University?  Wait, Southeastern where?  Oh, university... <shudder>

2. The most important thing related to the MBA is what they learned and how it's changed them.  With that in mind, some of your interview process has to go after what they learned from the MBA program and how they applied it.  Additionally, how has it changed them?  If someone really took the MBA and ran with it, when you ask them for a portfolio of their work at their job, you'd like to think they could provide that to you.

No portfolio means they checked off a box.  Existence of a portfolio means it changed their worldview a bit and now are looking to create work product that helps them in the future.

I still like the MBA.  I just think you'll have to do a little work to figure out what Steve Martin learned in The Jerk - what's S*** and what's Shinola.  


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. 


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!!


What World Class HR Looks Like...

Was working on a webinar deck this morning related to this title. Here's what I came up with, take a look and let me know what you think.  I'll share the webinar link when it goes live....

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

WHAT WORLD CLASS HR LOOKS LIKE

You know them – they’re the HR pros that make it look easy, flowing from meeting to meeting with style and grace – but not in an empty way.  These HR pros look and sound great, but actually get things done as well.  They’re loved by their peers on the leadership team, routinely talked about with equal parts fear and admiration, and seem to love what they do.

What makes these people a part of the ruling class in HR?  I've got 15 attributes of the world class HR pro, broken down across the following DNA characteristics:

--The Ability to Be a Talent Agent – The best HR pros know that getting the best talent is key.  We’ll show you how they do that as an individual recruiter, in how they build a recruiting function and build an employment brand.

--A Knack for Street-Smart People Development – Forgot the training department.  The HR pros we look up to bootstrap their own training resources for both individuals and managers while serving up spend on development based on performance – always taking care of the top performers.

--Financial Chops that Rival PWC – The real players in HR budget with a purpose, are keenly aware of other department’s strengths and weaknesses from a P&L perspective and apply their FTE power in a direct relationship to financial strength and opportunity within the companies they serve.

--A Willingness to Jam All Transactions Down to Their Lowest Possible % - The greatest trick the devil ever played was making humans feel satisfied when they mow the grass.  We’ll show you three ways the best HR pros counter this trait of humanity by ensuring the value of their team isn’t linked to transactions.

--The Ability to Say Yes AND the Skill to Negotiate Like a VP of Sales – We saved the best for last.  Top HR pros know how to negotiate – we’ll show you two ways they excel at negotiation and cover how the ability to say yes inside your company is key to this strategy.

Does that sound like any HR pro you know?  I hope so!


GLASSDOOR GOLD: "I'm Not Getting Into This With You"...

You hate Glassdoor.  But amidst all the negativity - and the fact your worst employees are at least 5 times more likely to leave a review than your best employees - are nuggets of truth.  Can we agree on that?

I was looking up a company over the weekend and found this gem.  Please click through or enable pictures if you're an email subscriber for the clip below.

Glassdoor

 

 

 

Manager - "We've got to let you go. You're not a good fit."

Employee - "Why am I not a good fit?"

Manager  - "Um, Look, I'm not getting into that now."

Don't ask me who the company is.  I'll never tell, because this could happen anywhere.

#gold


VIDEO: Google for Jobs: What Do HR and Recruiting Leaders Need to Do Next?

Going video for you today - lots of buzz about Google for Jobs, what it means and what HR and Recruiting Leaders need to know.

If you've got a big Indeed or Job Board spend, do you have to take action today?  Yes and no.  Take a look at the video below (email subscribers click through for YouTube clip if you don't see it below) as I interview Tim Sackett on Google for Jobs.  Tim covers how to make the most of Google for Jobs today, I cover the threshold you need to keep your eye on to know that someone's moved your cheese and when your current job board/Indeed/recruitment marketing allocation isn't working anymore.

BONUS - I sit in the cube of one of my direct reports who was on PTO and evaluate her "To Do" list which includes items with my name on them.

Good times!