Are HR Pros A Good Fit to Start an Amazon Partner Delivery Business?

If there's one thing HR Pros know plenty about, it's recruiting, retention and everything it takes to keep a business afloat on the people side of the business.   That mean in some aspects of life, HR pros are the perfect people to start a business.  But there's one big thing missing for a lot of HR pros are thinking about starting a business.

Sales.

Yep, a lot of HR pros would be great at the staffing and employee relations side of the business, but they have nothing in their DNA to do the sales required to provide the lifeblood of revenue needed to put those people skills to use as an entrepreneur.  Too bad, right?

Wait - there's a perfect opportunity for HR pros to start a business and not have to sell.  Ready?

Amazon. Amazon shipping

That's right, Amazon.  The online force that's eating everything launched a new program last week that helps people in the United States start their own businesses delivering Amazon packages.

Hmm.  More on the Program from USA Today:

Amazon wants you to deliver its packages for them.

The online retailer launched a new program this week that helps people in the United States start their own businesses delivering Amazon packages. The move gives Amazon another way to ship its packages to shoppers besides relying on UPS, FedEx and other package delivery services.

Amazon.com Inc. says startup costs begin at $10,000, and the businesses created under the program would operate 20 to 40 vans and employ between 40 and 100 people.

Here's what else to know:

WHO IT'S FOR: Amazon says those with little or no logistics experience can apply. And existing package delivery businesses can sign up, too. If they are approved to join the program, Amazon says those businesses can continue to deliver packages for other companies.

HOW DOES IT WORK: Those interested first need to apply at its website,logistics.amazon.com. The company will vet applicants and figure out if they're the right fit. There's also three weeks of training, including a trip to Amazon headquarters in Seattle, which you'll pay for as part of the startup costs. At the training, Amazon says you'll learn about its shipping operations and spend time in the field with an existing delivery provider.

WHAT AMAZON PROVIDES: Amazon says it will offer support to the businesses, including discounts on insurance, technology and other services. Amazon-branded vans will be available to lease and Amazon-branded uniforms can be bought for drivers. But keep in mind that those vans can only be used to deliver Amazon packages.

WHAT TO KNOW: The new business would be responsible for hiring staff, and Amazon would be the customer, paying for the deliveries.

WHERE DO I HAVE TO BE LOCATED?: Amazon says opportunities are available near its 75 delivery stations across the country. A map is available at logistics.amazon.com./marketing/getting-started.

What I love about this for the right type of HR pro is what I have already described.  Many of you are great at the hustle it takes to get a business staffed up, dealing with employee relations issues of all types and generally grinding out the workday through the at times dirty business of people. 

What I hate about this opportunity for HR pros is that as good as you would be at this, the Achilles heel for most of you/us - sales - would ultimately come back to haunt you. 

Amazon is setting people who can't sell up for failure.

Amazon has the demand.  They need you to start this business.

They need you to contribute to the gig economy.  Not by being a gig employee, but by being an employer of gig employees.

No co-employment issues on their part.  You take those!  

Pricing power belongs to... not you - Amazon.  You get selected for the program, start your business and then the inevitable happens.  Amazon has a variety of partners, and you'll be asked to take a reduced price for delivery at some point.  Your margins and profitability will fall until - you guessed it - it no longer makes sense for you to run your (Amazon) Delivery Business.

Because you aren't a salesperson, you don't have a lot of revenue options and as it turns out - you're contributed to the further destabilization of the American workforce by creating a company that has jobs - but they're on-demand, gig economy jobs.

Meh.  Maybe you should just stay in HR.

To date, Amazon has largely steered clear of the criticism heaped upon WalMart related to destroying the traditional economy.  

That feels like it's about to change.  Mommas, don't let your babies grow up to be cowboys resistant/stupid when it comes to macroeconomic change.


If You're Pointing Me To Your Automated Calendar to Pick a Time, You've Already Lost Me...

Stop me when you've felt one of these before:

1.  You and Person B are friends and/or business associates and have a relationship that is beyond the initial stages.

2.  Person B (without the relationship listed above) has asked you for help/assistance via a meeting where they can have some your your (valuable?) time.

3.  Person B works for a company you're paying for some type of service.

So imagine one of the forms of Person B has reached out to you.  All of those forms of Person B are a bit different, but one thing is for sure - you're at least equal in the relationship, and in #2 and #3, it's fair to say that at least for now, you're the more important party in the 2-way relationship.

Which is neither good nor bad.  Until Person B does the following to set up a meeting with you after you've agreed to meet:

PERSON B SENDS YOU AN AUTOMATED LINK TO THIER CALENDAR AND ENCOURAGES YOU TO SELECT A TIME THAT THEY ARE OPEN.

PERSON B IS VERY BUSY.  THEY'VE AUTOMATED THEIR SCHEDULING.

PERSON B NEEDS YOUR TIME.  BUT RATHER THAN WORK A COUPLE OF EMAILS WITH YOU TO FIGURE OUT WHAT'S GOOD FOR YOU, THEY'RE TELLING YOU WHAT'S GOOD FOR THEM - VIA TECHNOLOGY.

Goodbye relationship.  Hello automated future!

Here's what you signal to me when you are Person B and you send me an automated process that "invites" me to select a block on your busy calendar:

1--You're treating me like the cable company does.

2--The cable company doesn't really give two shits about making me feel like there's a relationship.

3--The last time I checked, you didn't provide HBO (game of thrones) or Showtime (Billions) as part of our relationship.

4--It's fair to say since you aren't the distributor of Game of Thrones, I'm less willing to feel like a transaction related to our relationship and your unwillingness to spend a little time to make me feel like we're connecting when asking me to spend time with you.

Hey Person B (which is all of us from time to time, right?), watch the transactional nature of the scheduling services you're using when you ask me for time.

Or as an alternative - find a service that will easily look at my calendar without setting up an account or will automate the process of you having a brief conversation with me.

Isn't that the promise of AI?  How about automating the process and making me feel like I'm having a conversation with Person B?  That would be cool and acceptable.

Or you can just treat me like the cable company does and see how that works out for you.

Related: Get off my lawn.

 

 


The Art of Rejecting/Approval: Automatic Action Means You're a Complete ##$ - Or a Robot...

The problem with tech, machine learning and A.I. is that we can at times do things too fast.

This seems like a good problem to have in a world where most candidates for jobs go into black holes and never get feedback, right? Delete

Never getting action on something important to you is a HUMAN problem.

Getting action within 1-5 minutes on something important to you is a TECH/A.I problem.

Need some examples? Here you go:

1--I wrote a review on Amazon for Tim Sackett's book last week.  It may have been the first review I ever completed on Amazon.  What was interesting about what happened when I clicked "submit" was the speed at which approval moved.  I was surprised to get a landing page and a follow up email from Amazon telling me that my review was pending approval.  After all, this is Amazon - can't they figure out that I'm not a evil-doer by a systems/computer/IP scan of my review?  My surprise was soon muted when 5-7 minutes after I submitted the review, it was approved.  Think about that for a second.

2--I was speaking at a Jobvite function in Atlanta last week to a room full of recruiters, and I asked the following question - "how do candidates judge you as a recruiter?"  One quick answer that was provided was "speed".  My audience said what you already know - that candidates expect speed from recruiters.  But one voice was quick to point out that in the art of rejection, too much speed could be harsher than never hearing your status at all.  Example - recruiter has manageable workload and is committed to keep her ATS workflow clean.  Candidate comes in that is obviously under-qualified and not right for the job.  You see the application 4 minutes after the candidate pushed send.  Do you reject them that soon?  My audience said no, you needed to wait to spare the candidate's feeling. I agree.

In both circumstances, world-class speed to the next action was available.  Amazon's tech obviously approved my review - there's too many reviews flowing through the system for it to be handled any other way.  But someone decided that auto-approving my review didn't show the proper level of consideration.  Same thing with the recruiter - rejection within 5 minutes was too harsh.

Someday soon, your ATS will scan a resume and tell you whether it's good or not, much like Amazon did to my review.  You won't have to decide on whether to reject each candidate individually, but you will have to decide on how much time passes before rejection feels like you gave a resume proper consideration.

What's proper consideration mean time-wise before you reject a candidate?  I'm thinking 4 hours minimum.

What do you think?

 


Warren Buffett’s #2 Would Hire HR Generalists Over HR Specialists...

Let's start out with a definition of what an HR Generalist is from my viewpoint:

HR Generalist - a HR pro at any level who is in charge of a client group of employees - M_Awesome-Tee-For-Hr-Generalistmeaning they provide HR services to a location, a business unit, a functional area or geographical area.  As part of this role, they provide counsel, service and insight across the HR Body of Knowledge - comp, benefits, recruiting, employee relations, legal, etc.

An HR Generalist can exist at the individual contributor level or manage people, as well as exist at the HR Rep, HR Manager, Director, VP and CHRO level.

Some people define an HR Generalist as a early career HR title.  Don't be fooled.  An HR generalist is more about mindset and world-view than it is about a title.  If you serve a client group and they come to you seeking counsel on every item under the sun, you're probably a generalist.

Good news - The guy behind Warren Buffet thinks you're the valuable type of talent that exists inside an organization.  More from The Hustle:

Behind every lauded genius, there tends to be a No. 2: A Pippen to Michael, a Woz to Jobs, and, dare we say, a Munger to Buffett.

For 40 years, Charlie Munger has served behind the scenes as Warren Buffett’s most trusted business partner.

He’s played a pivotal role in managing Berkshire Hathaway’s $178B stock market portfolio (Q3 of last year), advising him to invest in electric vehicle powerhouse BYD back in 2008, and many others.

While Munger has worked tirelessly over his 70-year career, there is one thing (or, technically many things) he contributes to his success.

Knowing a little about everything

According to Munger, his theory on work ethic, AKA ‘expert-generalism’ goes somewhat against the ever-popular 10,000 hour rule.  

According to Quartz, rather than “lasering” in only on investment theory, his strategy is to study “widely and deeply” in many fields that he could one day apply as an investor.

Bill Gates once said, “[Munger] is truly the broadest thinker I’ve ever encountered… Our longest correspondence was a detailed discussion on the mating habits of naked mole rats and what humans might learn from them.”

You can be an expert-generalist too

Orit Gadiesh, the Bain & Co. chairman who coined the term, describes expert-generalism as “the ability and curiosity to master and collect expertise in many different disciplines.”

Research shows EG’s have:

Hmm, sounds like the world could use a few more EG’s.

If you're an HR generalist at any level, be proud.  You're a trusted advisor that understands that the world is gray, and you also know how important you are in helping those in your client group navigate all the complexity and chaos that comes with managing a workforce.

Simply put, HR Generalists are the most important cog in the HR world.  Be proud, because you are irreplaceable.  

 


What Is Your Pettiest Reason For Being Lukewarm On A Candidate?

I'm asking. You know you have some type of petty thing - that's caused you to rank a candidate lower than they should have been.

I'm not talking about bias with a capital "B".  I'm talking about bias with a smaller than lower case "b".   It's so petty that the "b" in bias is actual two font sizes smaller than the rest of the word.  

Mine?  I have a hard time with candidates who take me out of my normal messaging environment.  Namely, the ability to use iMessage across different devices and communicate with team members is a preference - not a necessity.  I've hired people that I can't message on the iMessage platform before, and will in the future.  Best candidate wins. 

But when I pick up my phone to SMS a candidate rather than iMessage from my mac, I need to remind myself best candidate wins.  Twice.

What's your pettiest reason for being lukewarm on a candidate?  Hit me in the comments, or message me.  Unless you're not IOS - if that's the case, definitely hit me in the comments.


5 Ways Using Adobe Document Cloud Makes Your HR Function Look Best in Breed

If there’s one thing we know, it’s that negative stereotypes about HR Pros are common.  You know them because you live them:

--HR’s great at making rules

--HR’s great at saying “no”

--HR usually trails other functional areas in evolving with the times.

Am I talking about you? Probably not – if you’re doing things like reading blogs, looking for industry news via social and seeking best practices, odds are you’re in the top quartile of our profession related to looking progressive and staying current.

But that doesn’t mean others don’t judge you by the stereotypes.  Appearances matter, and outsiders routinely assume that you are part of sleepy portion of the HR nation.

That’s why you need a plan to separate you from the HR masses. I talk a lot about ways to do this at the HR Capitalist – everything from enhancing your LinkedIn profile to the projects you work on (and how you promote those to the world) impacts how others see you.

I’m here today with a few simple recommendations that can probably do as much – if not more – as anything to drive others to view you as a progressive, forward-thinking “he/she gets it” HR leader.

You should use Adobe Sign as part of your HR practice and infrastructure

For the uninitiated, Adobe Sign is the world`s most trusted e-signature solution, providing the easiest signing experience, effortless mobility, and unsurpassed security. 

Regardless of where you are in the HR Tech continuum, many of you know you’re still stuck in a sea of paper documents. Upgrading any part of your HR Tech stack doesn’t mean you automatically eliminate paper. Ironically, one of the biggest impacts you can have on how your HR practice is viewed is to change your signature gathering game.

That’s where the Adobe Sign solution starts to make a lot of sense.  Here’s 5 Ways Using Adobe Document Cloud Makes Your HR Function Look Best in Breed:

1.    Make all your forms mobile. This just in – most of the people you need signatures from are reading your request for a signature from a mobile device.  Imagine the power of creating a form using Adobe Acrobat and having the ability to easily execute a signature right from a mobile device.  Advantage: you and your HR practice.

2.    Don’t send paper to candidates. First impressions matter, and many of us in HR fail this initial test with candidates. We have career sites that allow candidates to apply for jobs digitally, but eventually we have this thing called “definition of an applicant.” That’s a fancy way of saying that we’re going to email you a document with a formal application and background authorization forms to make it official. The offer letter faces the same problem.  We typically ask candidates to print those out, sign, scan and return.  Feels like 1999, and I’m not talking about the cool Prince song. Adobe Sign can fast forward your HR practice to today – or tomorrow. 

3.    Eliminate the new hire paperwork package that looks like it came from a mortgage provider. You know the drill – your new employees are excited about working for your company, then you hit them with 300 pages of new hire paperwork and make them sign 30 times on their first day. Imagine the perception and reaction if you gave them an iPad and had that entire package available digitally. You’ll be a hero.

4.    Get legally important training executed and acknowledged without the usual cattle call. Every HR Pro has a recurring need to get company-wide items like safety and harassment training completed. A few of us have clunky LMS systems to help them navigate this cattle call, but most of us are left with email blasts and pleas for people to sign acknowledgments to help us close the project. Adobe Sign can help you spend 10% of the time you currently do on these time-intensive projects.

5.    Make HR service immediate by converting paper forms to Adobe Sign and delivering via mobile. I get it, you put all your forms up on your Intranet. Too bad people just want to call you to ask where to find the form.  If you email them a link to that Intranet form, you’re still relying on them to print and return it to you. If you use Adobe Sign, you send them a form they execute as soon as they open your email.  Which way sounds smarter?

For those of you that feel like you’re behind on HR technology, I have great news. By onboarding products like Adobe Sign and Adobe Acrobat and doing a light project to make your forms and signatures digital in nature, you can leapfrog your peers and competitors who have spent significant money on recruiting, performance management systems and other forms of advanced HR tech.

Turns out, making it easy to do business with your HR practice on core paperwork via Adobe Document Cloud has the biggest ROI available in HR Tech.

This post was brought to you in partnership with Adobe Document Cloud.


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!!! 

 


BOOM: Amazon Announces Intent to Build Second HQ in a City Outside of Seattle...

 

Damn!

Amazon announced on Thursday that it is planning to open another headquarters called Amazon HQ2 in US city TBD.

Amazon HQ2 will cost $5 billion and eventually house up to 50,000 Amazon staff, Amazon said in a press release.

Amazon said it wants HQ2 to be in a metropolitan area with a "stable and business friendly environment" and more than 1 million people. The company also wants HQ2 to be within 45 minutes of an international airport and in a location where there is potential to attract strong technical talent.

Amazon is inviting city representatives and those working for regional economic development organizations to submit a proposal if they want to host Amazon's second headquarters.

To me, the obvious choice is the ATL.  But I'm biased because that's my second home.  

I'll leave you with this - if you have any doubt of the economic impact of the Amazon HQ2, take a look at the numbers in the chart below related to their presence in Seattle.  This is a much/much/much bigger deal from an economic standpoint that a city landing a sports team.  It's probably the biggest economic development event that will happen in America in the next century.  (email subscribers click through if you don't see the chart below)

Let's go ATL.  Click on the chart below to blow it up and be amazed...

 

Amazon impact

 


Sleepy HR Pros Won't Spend More than 30 Seconds On This Post... (The Mary Meeker Slides)

Only the true players will spend 5 minutes or more with this post and it's referred content...It's deep, but pure gold...

Kleiner Perkins general partner Mary Meeker launched the 22nd edition of the Internet Trends Report at the Code Conference in Rancho Palos Verdes, California, on May 31, 2017. Dating back to 1995, when Mary was still an equity analyst at Morgan Stanley, the annual report compiles and analyzes data from a wide range of sources, providing insights on the state of the Internet Economy. The deck covers a broad array of topics, including global internet user trends, advertising and e-commerce, gaming, online media, digital health, and much, much more. This guide is intended to highlight some of the key topics of discussion in this year’s edition – and to help media navigate the report.

It's deep.  I can guarantee if you spend 10 minutes with it, you'll find 4-5 things to share with you team and you'll look smart as hell.  A trend-spotter, if you will...

Highlights of the 300 slide deck from ReCode (full deck below from Slideshare, click through if you don't see the slides):

  • Global smartphone growth is slowing: Smartphone shipments grew 3 percent year over year last year, versus 10 percent the year before. This is in addition to continued slowing internet growth, which Meeker discussed last year. (editors note - what's next?  Apple needs a new product)
  • Voice is beginning to replace typing in online queries. Twenty percent of mobile queries were made via voice in 2016, while accuracy is now about 95 percent. (editor's note - holy ****)
  • In 10 years, Netflix went from 0 to more than 30 percent of home entertainment revenue in the U.S. This is happening while TV viewership continues to decline. (editor's note - holy ****, even with all those shared passwords?)
  • Entrepreneurs are often fans of gaming, Meeker said, quoting Elon Musk, Reid Hoffman and Mark Zuckerberg. Global interactive gaming is becoming mainstream, with 2.6 billion gamers in 2017 versus 100 million in 1995. Global gaming revenue is estimated to be around $100 billion in 2016, and China is now the top market for interactive gaming.
  • China remains a fascinating market, with huge growth in mobile services and payments and services like on-demand bike sharing. (More here: The highlights of Meeker's China slides.)
  • While internet growth is slowing globally, that’s not the case in India, the fastest growing large economy. The number of internet users in India grew more than 28 percent in 2016. That’s only 27 percent online penetration, which means there’s lots of room for internet user-ship to grow. Mobile internet usage is growing as the cost of bandwidth declines. (More here: The highlights of Meeker's India slides.)
  • In the U.S. in 2016, 60 percent of the most highly valued tech companies were founded by first- or second-generation Americans and are responsible for 1.5 million employees. Those companies include tech titans Apple, Alphabet, Amazon and Facebook.
  • Healthcare: Wearables are gaining adoption with about 25 percent of Americans owning one, up 12 percent from 2016. Leading tech brands are well-positioned in the digital health market, with 60 percent of consumers willing to share their health data with the likes of Google in 2016.

Daaaaamn.  There's a lot here.  This one's for the true players. Enjoy...