People are wired to work and make things happen. You may or may not like your work, but you are made to work and that is why you should hire people who love their work.
A labelscar does not look good on a building but at least you know a little bit about the history of that building. Parlay this into recruiting and many times a new job has scars from the predecessor. The problem is that you often can’t see the labelscar left over from the predecessor.Read More
People surprise me all the time that is why I don’t expect anything...
I’ve spoken with many candidates (lately - fintech product and engineer talent and CFO level talent) and those I speak with aren’t really candidates until I understand what problems they solve and what gets them out of bed to work every morning.
I expect nothing, nor should you the hiring manager until you can uncover what it is a candidate likes to do and what big things they want to achieve.
The hiring managers who “get it” know they need to understand what the candidate wants, before they explain what the hiring managers want.Read More
If they “Get It” - that means they get what it takes to make money in your business, understand that the customer always comes first and their job (regardless of title) is to add value to a customer. They are NOT incompetent and will be able to Get It when it comes to your business. When I got my Amazon offer, I was incompetent in what they were trying to do. I didn’t GET it. I understood that the customer came first but I didn’t quite get the vision.Read More
The problem with focusing too much on Time to Fill is that it feeds right into a common bias we all have with our work, The Planning Fallacy. You can Google that term but essentially “The Planning Fallacy” is a situation in which we underestimate the time needed to complete a project. This happens regardless of our past knowledge of the task, we just tend to always bite off more than we can chew.Read More
Happy New Year 2019.
January is almost over but I still like to say Happy New Year.
Remember the the late 1990s before the year 2000 when the Y2K bug was going to make the world crumble? Yeah, the Gen Xers (that’s my club) - we had it all wrong.
Almost 20 years later and now we are talking about A.I. - that is Artificial Intelligence…
Occasionally, I run across people who think of A.I. like Y2K and the stuff they’ve seen in science fiction movies. They are scared and want to fear people into thinking the world will end or change for the worse because of A.I.Read More
You will truly never understand other people. Most of the time, those other people are irrational and they will do irrational things. I never say never but it’s safe to say you will never fully understand others, but you can always work on understanding yourself.Read More
When a company has the need to hire and fill a role, one of three things is happening:Read More
Do not tell yourself you are awesome, smart or talented. You do not want to put a label on yourself or anyone else by saying you are smart or something. By doing just that, you are building a box to contain yourself. You want to ignite a fire. You want to do better in 2019. Even if it’s a little better. Just better.Read More
Here’s the thing: recruiting talented people shouldn’t take 63 days. If your recruiting team is having regular conversations and setting expectations with hiring managers, jobs can and should be closed in 30 days or less.
So the next time you open a job req, plant a tomato plant and get the role hired before the plant grows a nice red cherry tomato.Read More
Your job (if you want to lead) is to keep people together, the good ones that is. As for the bad people, let them go. Really. Let them go. Let them resign, show them the door. Whatever you need to do, you just need to keep the good people together. It’s that simple.Read More
All candidates have a story, and it’s your job to get the story.
Spend time with candidates to learn their story, that’s essential with recruiting, then present their story to the hiring manager.
If the candidate can’t explain their career like a story, interrupt them and dig in to make sure there are no gaps to their story, it’s important know their whole story.Read More
Whatever “cat” you are dealing with in your life, deal with the cat. Embrace the cat and all it’s strange and sometimes unpredictable ways. Confront it head on. Be thankful that you can.Read More
I meet many CEOs and executives who do not wear a collar shirt. We are working in an era of where no collars, are the new collars and saying goodbye to the blue collars and white collars. Technology is the only thing that is moving us forward, not the type of clothes we wear while we work...Read More
Teamwork doesn’t happen with trust falls, expensive behavioral assessments, happy hours or donuts. It happens with hard work and surviving stressful events together with people.Read More
When Halloween ends and November begins, it reminds me of hiring.
With hiring, once the candidate gets the job you never know who is going to show up to work on the first day. They take the “I want the job” mask off on their first day of work and you see who you really hired.
During the interview process, the candidate has a mask on all warts and scars they don’t want to show you. Sure, you can do all the checks - background, credit, references, drug screen, etc. - but you don’t really know who you hired until the first day on the job.Read More
67% of people earning $100K or more plan to make a job change in the next 12 months - That’s a lot of curveballs your executive team is going to give you. Are you ready?Read More
There is a chance you are bored right now, reading this on your phone on a train while you are dreading that mundane day ahead (i.e., counting objects on excel sheets, sitting in long meetings, etc).Read More
The best candidates are the ones who tell you “they do not know the answer” instead of making up an answer which can end up becoming a lie. “I don’t know” is a good answer too.Read More