Introducing Amplify HR Executive Search

The legacy stereotypes of “Personnel” still exist, but there is a new model of HR that is growing and fundamentally changing the strategic value of the HR function and transforming organizations along the way.

This new model is something I’ve long been drawn to - and I’m excited to announce a new business within Amplify to help support modern HR executives and the progressive companies who hire them.

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Four Job Skills The HR Leaders Of The Future Will Need (Fast Company)

Times are changing. According to a recent report issued by HR Open Source (HROS), the community platform for HR professionals that I co-founded, 68% of current HR professionals have worked in fields outside of human resources. Inevitably, they’re steadily cross-pollinating the HR function with new skills and ideas that organizations should be all too eager to embrace. Still, modern HR requires more than a semantic shift from “human resources” to “people operations.” It requires broader capabilities and job skills that have typically been demanded of HR professionals in the past–allowing them to tackle critical issues ranging from sexual harassment to emerging recruiting technologies, not to mention a business and industry acumen to rival their executive peers.

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Introducing Amplify Learning Lab

I've been curating content about talent trends, recruiting, brand, HR, and the future of work since 2015. Over that time I've been clipping and tagging some of the best (IMO) into an Evernote notebook titled "Amplify Learning Lab". I used this as a reference library to inform myself, my clients, and my network on topics spanning all things talent.During this time I managed a newsletter and an online magazine as ways of sharing these resources. The engagement was fine, but each lacked a mechanism to create conversation and community around shared learnings. I've been exploring platforms to create that experience and excited to share the new Amplify Learning Lab

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The Future Of Work Is Now - Amplify 2.0

Over the past four years, Amplify's focus has been on employer brand strategy, recruiting optimization consulting, and executive search. For the past two years, my focus has also been on growing and scaling the HR Open Source initiative. I've traveled the world and met many talented practitioners who all seem to be grappling with similar challenges around how they prepare their businesses, and themselves, for the “future of work.” I've had countless conversations with some of the leading thinkers and practitioners in the HR space who are transforming their organizations. They've inspired me to think deeply about where the world of work is heading.

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Lars SchmidtComment
Recruiters Explain Which Types Of Messages They Actually Reply To

You’re looking for a job—which means you’re networking your pants off. Wisely, you’re focusing on contacting recruiters and human-resources folks in particular, and you’re (just as wisely) taking a two-pronged approach: paging through LinkedIn for all it’s worth, and piecing together the email addresses of the contacts you identify, whenever you’re unable to send them an InMail message.

You realize it’s a bit of a crapshoot, since a lot of the time, this means reaching out to people you don’t know, so it’s all the more crucial that you nail your introductory message. But how do you do that? Recruiters and HR professionals receive loads of unsolicited notes from jobseekers, and yours needs to stand out.

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Recruiters Explain What The Worst LinkedIn Profiles Have In Common

Recruiters spend lots of time combing through LinkedIn profiles—possibly more than many would like. After awhile, they can start to blend together, which means that whatever you can do as a job seeker to stick out from the crowd (at least in a way that reflects well on you) is probably worth trying.At a minimum, though, you’ve got to sidestep the most common mistakes and drawbacks that recruiters encounter on LinkedIn constantly. These are some of the issues that recruiters, hiring managers, and execs who constantly use LinkedIn to staff their teams say the worst profiles have in common.

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Is Your Hiring Process As Emotionally Intelligent As The People It’s Meant To Hire?

As most job candidates are probably sick of hearing by now, emotional intelligence is a coveted skill recruiters look for when they’re making hires. There’s tons of advice out there for candidates to adjust how they speak and answer questions on job interviews in order to dial up interpersonal skills. But a lot of the time, emotionally intelligent applicants don’t make it through to the interview stage at all. They get lost in hiring processes that are emotionally unintelligent to an alarming degree. What if the reason companies keep saying they’re having such a hard time finding emotional intelligence in the job market is because their hiring processes are devoid of humanity?

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The End of Culture Fit

The notion of hiring for culture fit was established as a foundation of many corporate recruiting processes. The term was embedded in career sites, integrated into interview processes, and touted as a competitive advantage for many organizations in the tech community. Over the years, the term has taken on more of a tribal meaning. People who think like us. People who work like us. People who live like us. Please who look like us.

A hiring process built around an undefined notion of "culture fit" is fraught with bias.  In some organizations “culture fit” has become a weaponized phrase that interviewers use as a blanket term to reject candidates that don’t match the hiring manager’s view of the ideal candidate; and as such, it has become the embodiment of unconscious bias. Most interviewers are more likely to hire people like themselves and discount those who are different. This type of thinking hinders diversity and leads to homogenous cultures.

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How To Recruit In 2017 (eBook)

The world of recruiting is evolving at an accelerated pace. Recruiting teams at the leading edge of this evolution are deploying modern tools and technology like algorithms, bots, and AI to help them identify, engage, and retain talent. However, many companies still struggle with the fundamentals of recruiting, which is creating a widening gap in capabilities…and successes. This eBook is not for those practitioners already at the leading edge of this curve. This is a resource for recruiters with a full desk and heavy requisition loads who perpetually struggle for time. Startups without established recruiting or HR functions and are wondering what to do to give their organization a hiring edge. Teams that started modernizing their recruiting functions, but soon found themselves stuck.

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Why HR Needs To Go Open Source

Open-sourcing HR can fundamentally change the way practitioners work. In some cases an HR rep is struggling to make a case to a skeptical boss to do something new or different. Being able to point to a case study as proof that it's doable can be indispensable. In other fields, finding quantifiable evidence to back up a proposed approach is easy and routine. In HR, it isn't. But if those in the field don't get comfortable with offering one another tangible, comparable examples—free of charge—innovation will continue to trudge along, and we can expect to keep hearing that HR is on its last leg.

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The Top 3 Factors That Will Make Or Break Your Recruiting In 2017

Your mobile-responsive career site doesn't cut it anymore.

We're days away from 2017, but many companies are still hiring like it's 2010. The entire hiring process—from the way job seekers find listings to the way recruiters reach out to prospects—has evolved quite a bit in the past few years. Now it's time for every employer to catch up to the times, lest lose the top talent to competitors that beat them to it. These are three factors that, more and more, will make or break a company's recruiting in the year ahead.

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Why Retention Will Be The Biggest Talent Challenge Of 2017

As talent leaders continue to beat the “war for talent” drums, are they missing the bigger risk to their organizations?

The U.S. unemployment rate fell to 4.6 in November 2016, the lowest jobless rate since August 2007. This trend was steady throughout 2016. To remain competitive companies began investing more in their recruiting capabilities, particular in the growing field of employer branding where they aim to attract talent by shaping candidate perceptions and influencing sentiment. While this makes sense in today’s connected candidate marketplace, an over-emphasis on talent attraction and hiring without equal emphasis on development and retention will create problems for companies in the new year.

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Want To Attract The Right Job Candidates? Repel The Wrong Ones

To keep their edge in an intensely competitive hiring climate, some companies are trying to make themselves more attractive employers. In many ways, that's understandable. Building an employer brand can create the sizzle that brings as many candidates as possible through your door. This is a mistake.

We all have different drivers and motivators when it comes to our work . . . One person's dream job is another's nightmare. There's no doubt that attracting talent is important. If you can't do it, positions will remain unfilled, and the top people in your field will go to your competitor. But attracting the right talent is what really matters. Most companies already agree with this in principle, but many still overlook the fact that the goal of recruiting isn’t more candidates—it’s more of the right candidates. And their recruiting practices are still geared more toward the former than the latter.

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Is Transmedia Storytelling The Future Of Recruiting?

Transmedia storytelling is a narrative that conveys stories across multiple platforms. This medium is probably not the first thing you’d associate with recruiting - but could it be the future of how you hire?

The legacy of recruiting is transactional. A job opens. A job posts. A recruiter sifts through resumes. Interviews commence. A short list of finalists is determined. An offer is made. An offer is accepted. A new hire joins your organization. This model is based on notions of “active” and “passive” job seekers. It was built on job boards and recruiting agencies. It drives mostly reactive processes. Today’s recruiting is different. The old transactional models aren’t necessarily gone, but they’re augmented by an entirely new set of approaches and platforms borrowed from marketing. That’s right; recruiters are now marketers.

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Can A Recruiting Video Make You Cry?

When was the last time you saw a video online that made you feel something? I mean really feel something.

Chances are you were perusing your Facebook timeline and caught a viral video of panda cub sneezing, or a veteran reuniting with her family, or perhaps the devastation in Aleppo.

Video is all around us. It’s become something that we’re constantly exposed to, watching as much as five hours of video content per day. With the ubiquity of mobile and the rise of live streaming, we’re all mobile broadcasters.

With the rise of video eating into our attention span, it’s becoming increasingly difficult for companies leveraging videos to help them recruit. Five years ago a recruiting video was a differentiator. Today it’s become a common commodity.

Recruiting videos have become somewhat formulaic. Show an ethnically and gender diverse group of employees extolling the culture and perks your company has to offer. Check. Foosball table. Check. Talk about changing the world. Check.

Some companies are bucking this trend and taking a different approach. They’re creating cinematic showcases of the employee journey, providing a deeper narrative that aims to make viewers feel something. Let’s explore a few examples below

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Why Personalization Is The Key To Recruiting

There has never been more competition for our eyes and ears. We're awash in stimuli almost every waking moment. The constant bombardment of our senses is chipping away at an already limited attention span.

To cut through the noise, media organizations are embracing personalization. Audio has been doing this for awhile with Pandora, Spotify and others serving up tailored playlists based on your musical tastes. Established broadcasters like NPR, have followed suit. Netflix is famous for their personalized content suggestion. All of these efforts are an attempt to get and maintain attention by catering to their audience's specific needs.

The increasing demand and ability to deliver personalized content tailored to the needs and characteristics of individuals means you need a much wider range of content reflecting different interests. This is certainly true in recruiting, where candidates have never been more distracted with various media channels – or bombarded by recruiters.

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The 5 Things You Need To Do Before Becoming A Solopreneur

Starting any new job can be scary, but when you’re going out on your own, it can be downright terrifying. The more preparation, research, and planning you can do while you have the financial security of a full-time paycheck and benefits the better.

You likely have an idea of what you’d do as a solopreneur. Spend some time understanding the market for that niche. Comb your contacts and gauge opportunities. Build your network. Work to gain visibility and connections in the spaces where you want to work.

Being good at what you do is important, but so is being known. If you’re the former without the latter, you may struggle to get your business off the ground.

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Three Unexpected Brands That Are Turning To Storytelling To Drive Recruiting

Once solely the domain of marketing, storytelling is increasingly being adopted by corporate recruiting teams to help them hire more efficiently. Rather than telling candidates what it’s like to work there, companies are showing them by finding new ways to share the employee experience.

These narratives are revealing a more human side of the business. They often go beyond "this is what I do here," instead illuminating “this is why I do what I do - here.”

That subtle shift provides a different lens through which job seekers can envision themselves (or not) working for your company. Some of these stories go beyond work, sharing insights into personal drivers and life experiences that shape employees.

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Lars SchmidtComment