unicorn_logo-9d56a27152325cc090d46de2b20b48e6
Recruiting

Kill Your Unicorns

Bigger. Faster. Stronger.

Recruiting is evolving. Fast. Faster than any time in my 15+ years in corporate recruiting. There are many contributing factors: social media, the maturation of employer branding, the prevalence of mobile devices (and their ability to reach a new ‘always on’ generation), advances in HR technology – just to name a few.

These changes in the recruiting marketplace are happening at a pace most corporate recruiting teams struggle to keep up with. It’s created a new crop of consulting firms (like mine) who help them navigate these new waters. There is a lot of opportunity in this new world.

These industry shifts have also spawned a new crop of hyperbolic statements, unicorn statements, about the state of recruiting. Views I feel are beginning to become more and more disconnected with the trench recruiting realities on the ground for most companies. These unicorn views aren’t rooted in the realities most recruiting teams face.

The Resume Is Dead.

cat-riding-a-fire-breathing-unicorn-16414-1280x800

No, it’s not. One of the most popular unicorn statements is that the resume is dead. That in the age of social media the resume is a stagnant relic from recruiting’s past that has outlived it’s utility. There are three glaring flaws with this point of view.

This unicorn statement assumes all the prospects our organizations might hire are active on social media. Not just active, but so active they leave enough breadcrumbs for hiring teams to understand what they do, how well they do it, and ideally whether they’re a cultural fit for good measure. That’s just not reality for the across all industries and the universe of prospects we might hire.

Let’s assume there is enough accessible social data to make an informed decision on all prospect’s suitability (there isn’t). How are companies who hire at scale supposed to manage that approach? 50,000 global hires in a fiscal year? Super, fire up the social media aggregator!

Another point, but certainly not least in sheer sexiness of subject, is compliance.

Continue reading

Screenshot 2014-11-12 11.20.45
Recruiting

How To Increase Hiring Efficiency With Social Recruiting [Dice Webinar]

Want to learn how to incorporate social into your recruiting workflow? Join me Wednesday 11/19 2-2:45p EST for the latest webinar in Dice’s Open Web series where I’ll be sharing proven techniques on how to increase your hiring efficiency with social media. You won’t want to miss this one!

Register Here


Date: Wednesday, November 19, 2014

Time: 2 PM EST / 11 AM PST

Duration: 45 minutes

Discover social recruiting techniques that save time.

With dozens of requisitions open, you need one thing more than anything else: more time. The right social recruiting strategy can give it to you—and reduce your company’s average time-to-hire.

Register for a live webinar, featuring Lars Schmidt, Founder of Amplify Talent, to learn how to more efficiently source and engage tech talent. The fourth webinar of this series will teach you:

  • How to reduce recruitment cycles with a strategy that combines branding efforts and social recruiting
  • How to utilize social recruiting techniques without adding bandwidth to your efforts
  • How to expedite the entire tech recruiting process by leveraging time-saving productivity apps
Video

Glassdoor Employer Branding Summit Keynote: Re-Imaging Recruiting [Video]

Sharing some thoughts on what recruiting might look like if we built it from the ground up at September’s inaugural Glassdoor Employer Branding Summit.

You can find full presentation videos of all the speakers, including Josh Bersin, Stacy Zapar, Bryan Chaney, Shannon Smedstad, and more here. I definitely recommend checking them out!

__crystal-ball-0
Employer Branding, Innovation, Recruiting, Social Media, Uncategorized

Glassdoor Summit Preview: You Say You Want A [r]Evolution? #GDSummit

What if?

What if seems like a good starting point when pondering a revolution.

Think about where we are today in recruiting – our practices, our technology, our shortcomings. How’d we get here? Or more importantly, is where we are in recruiting today where we should be? Have our practices kept up with broader societal changes?

In recruiting, evolution = iteration. Our behaviors and approaches change slowly. Our practices are built upon workforce assumptions that aren’t keeping pace with candidate behaviors.

9/10 job seekers say they will use a mobile device in their job search within the next year, yet 90% of Fortune 500 career sites don’t support mobile apply. We’re not keeping pace with these changes in candidate behavior. It’s time for recruiting to evolve.

__multigen_comic2

What if?

What if…we started over. What if we built recruiting today, based on current job search behaviors and expectations? What would it look like?

I’ll be diving into that topic during the opening presentation during Glassdoor’s first Employer Branding Summit on September 12th. I’ll be joined by an exceptional mix of leading Employer Branding and Recruiting minds to discuss the future of Employer Branding, and its impact on recruiting. You can view the full lineup below. I’ll be the MC for the day, so really looking forward to sharing and learning from everyone. You can too!

Register Here

You can also join the conversation on Twitter at #GDSummit.

Glassdoor Employer Branding Summit Agenda

Hop On, Hop Off! Feel free to join a single session, portions of each or the whole Summit. It’s up to you—just make sure you register now for the live stream! You can also follow our live Twitter feed using the hashtag #GDSummit.

9:00 am – 9:15 am Welcome Intro | Robert Hohman – CEO, Glassdoor
9:15 am – 9:45 am Keynote Presentation | Lars Schmidt – Amplify Talent
9:45 am – 10:15 am Simply Irresistible: Are You? | Josh Bersin – Bersin by Deloitte
10:15 am – 10:45 am Break
10:45 am – 11:15 am 3 Secrets to Employer Brand Storytelling | Bryan Chaney – IBM
11:15 am – 11:45 am Content Is King, Distribution Is Queen: Content Marketing for Recruitment | Jennifer Tharp – AT&T
11:45 am – 12:45 pm Networking Lunch
12:45 pm – 1:00 pm New to Glassdoor! | Alison Hadden – Glassdoor
1:00 pm – 1:30 pm If Seuss Was Alive in Two Thousand and Five | Arie Ball and Anthony Scarpino – Sodexo
1:30 pm – 2:00 pm Infinite Possibilities, Limited Budget: Optimizing Your Branding Resources | Jen Powell – Deloitte
2:00 pm – 2:30 pm Getting Your Brand Out of the Box | Stacy Zapar – Zappos
2:30 pm – 2:45 pm Break
2:45 pm – 3:15 pm Using Video to Share Your Company’s Story and Attract Talent | Shannon Smedstad – CEB
3:15 pm – 3:45 pm Bringing It All Together: Combining Your Employer Branding Efforts on Glassdoor | Will Staney – Glassdoor
3:45 pm – 4:00 pm Closing Remarks | Lars Schmidt & Robert Hohman
4:00 pm – 6:00pm Cocktail Reception

 

_City Blur
Talent Management

Lessons In Entrepreneurship: 7 Points To Consider Before Launching

At some point in your career you may be there, a forked path in front of you. You’ll ponder your options. You’ll reflect on your career up until that point. Past decisions, advice from mentors, missteps, wins. You’ll gaze ahead, unsure of where to turn.

Choose left, and find a comfortable path. This path leads you down a familiar road. It’s known, it’s safe, and it’s a path with little risk.

Choose right, and find uncertainty. This path is full of unknowns. There is no guarantee and no assurance about what lies ahead. It’s scary. It’s murky. It could be a huge mistake.

This is the crossroads of an entrepreneur. At some point, the draw to make that right turn grabs you and you can’t shake it free.

I found myself facing this choice towards the end of 2013, after staring at this fork for a year. I pondered, I sought advice, and I analyzed and modeled. I wrote a business plan full of buzzwords in a five-hour caffeine fueled cross-country flight “Jerry Maguire moment” that’s never been shared. It was terrible.

Choose right was where I eventually landed. In the end, it wasn’t that difficult of a choice. I was ready for a change. I spent a year contemplating this move. I was fortunate to have two great clients lined up. I had a supportive wife who encouraged me and supported this transition. The risk was there, but I believed deeply I could build something.

Continue reading

linkedin_logo_11
Recruiting

A Tale Of Two Entrepreneurs

kara-lars

The other week I had an opportunity to chat with a friend of mine, Leela Sreenivasan from LinkedIn, about my thought process in deciding to leave the corporate world and launch a new business. She was working on a blog post for the LinkedIn Talent Blog and gathering thoughts from me and a fellow new entrepreneur from the talent world, Kara Yarnot (@klyarnot).

In reading the post, I was struck by the similarities between Kara and my paths to starting a business. Both of us had great full-time roles we enjoyed. Both of our moves were triggered in some way by internal drivers within our organizations. We both cited the influence and impact of our networks in supporting our decisions. We also shared the same sentiment about what we felt we’d miss most in making this decision – leading and mentoring teams. The similarities were quite interesting.

Kara’s company, Meritage Talent Solutions, was launched to “disrupt the talent acquisition process and marketplace by providing a blend of solutions to impact the way companies acquire talent”. She has the experience and vision to make a big impact in our space. I look forward to watching Kara and Meritage’s growth.

You can read more about Kara and my views on launching a new business in the original post below.

Have you ever considered striking out on your own? If you think you’re ready to climb out of the corporate recruiting trenches and advise your peers, read on.

In the last several months, two of my favorite corporate talent acquisition leaders stepped away from high-profile corporate roles to launch their own consulting firms. First Kara Yarnot, who previously ran the Talent Acquisition Center of Excellence for Fortune 500 company SAIC, resigned and launched Meritage Talent Solutions. Then Lars Schmidt gave up his Senior Director role at NPR to focus on his new business, Amplify Talent.

In speaking to both, I identified certain commonalities in their stories (beyond, coincidentally, both of them living in the Washington DC metro area).  As they struck out on their own, our protagonists each had the following 5 things going for them:

1. The sudden impetus to go out and do it.

Both Kara and Lars were sitting pretty in their previous jobs – until a business shift made them rethink their careers. In Kara’s case, SAIC split into two separate companies, heralding change for the Talent Acquisition function. And while Lars had been mulling over the opportunity for a while, the catalyst was the departure of his VP HR and the resulting team re-alignment.

2. A powerful and extensive network.

Kara and Lars assert that who they know will be vital to their success. “Our community is incredibly supportive, even to those of us who ‘change sides’,” said Kara. “I have a large number of connections that have given me advice, sent me leads, reviewed my marketing materials and challenged my business model.  I will be forever grateful for all of the advice and counsel.”

Lars agrees that “If you’ve worked hard to cultivate a network, they will be there for you.” For him, launching the business “really reinforced to me how important relationships are – a core learning for any new entrepreneur.”

3. Determination and know-how to drive wholesale change.

Whether you work in Talent Acquisition or any other function, change management is not for the faint-hearted. But apparently it’s something that both Kara and Lars run towards, not flee from. Before launching her firm, Kara did explore other more mainstream careers, “to be sure that other corporate opportunities weren’t going to meet my need for regular change and disruption.”  When they didn’t, Meritage Talent Solutions was born. Having heard her speak with authority on the power of pilots and working on ‘small, manageable chunks’ to make change stick, I know she embraces that challenge.

Similarly, Lars notes how “most recruiting teams today are so heads-down with their requisition loads that they have a hard time thinking differently about how to engage and attract talent.” If your recruiting organization is ‘bogged down in transaction mode’ and needs help thinking differently, Lars says he’s your man.

You can read the rest of the post, 5 Things You Need to Form Your Own Talent Acquisition Consulting Shop, on the LinkedIn Talent blog.

Recruiting

How To Design A Corporate Recruiting Calling Card

Recruiting is no longer a subset function of the HR team. The key to competing in today’s global talent market is engaging your colleagues to help with your recruiting efforts. Networking, branding, conferences, referrals – all are key components of a successful recruiting strategy.

As a talent leader at a non-profit with limited resources, this has been an important factor for our recruiting team. We’re constantly exploring new ways to engage our colleagues, and make it easy for them to contribute to NPR’s collective talent scouting efforts.

You never know when you might meet your next co-worker – conferences, meet-ups, coffee, PTA meeting, wherever. We wanted to develop an easy way for our colleagues to connect prospects with our various recruiting channels. That led us to create the ‘recruiting calling card’ below. It’s a business card-size summary of many of our key recruiting channels.

NPR Recruiting Calling Card

NPR Recruiting Calling Card

Continue reading

tie-dyed-peace-symbol
Recruiting

The War On The ‘War For Talent’

War For Talent

I have to get something off my chest. The term ‘war for talent’ is bullshit. It’s a tired idiom that’s been used and abused in recruiting vernacular for over a decade. It’s time for it to be retired.

Have you Googled the term?

202MM results. I’m not kidding. The term even has it’s own wikipedia page. It’s been attributed to Steve Hankin from McKinsey who coined the phrase in 1997. That was during the heydey of the first dot com boom. I suppose it was clever at the time, and I’m sure it earned him a few high fives from his fellow consultants.

I remember recruiting in 1998, working with clients like eToys who would hire and relocate technical talent based on a phone screen. It was a highly competitive market and you had to move fast if you wanted to compete – but it wasn’t a war. The tech hiring market is almost as competitive now. It’s still not a war.

The ‘War For Talent’ is everywhere

Books, conferences, across the pond, in healthcare, being taken on by CEOs, even searching for beasts?! Just when you think the white flags are out and it might be getting better, ‘McKinsey Predicts The War For Talent Will Go Nuts By 2020′. NUTS! We’re all screwed.

The good news is that some of my colleagues get it, and are doing their part to stop the madness. See Lance Haun’s, “Lay Down Your Arms: There Is No War For Talent“.

Rather than vent about the problem, let’s find a solution

Let’s put our collective brains together and come up with something new and snappy for our recruiting, HR, and marketing friends to use. I’ll get it started…

    • Hiring, Get Some!
    • The Highly Competitive Market For Acquiring Skilled Labor
    • Take Your Company To Hire Ground
    • My Hire Is Higher Than Your Hire
    • Yo Quiero Talent
    • Your Development Team Is Quite Extraordinary, We Will Take Them Now
    • Or you can get defensive: This Is Not The Talent You’ve Been Looking For

Have a substitute for ‘War For Talent’? Leave a comment and share them.