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
Many times our work is outside of our control. Focus on what you can control. Your company will be more amazing and you will be happier.Read More
You need no more than 5 people to make a hiring decision. If you have a well run organization - you only need 3-4 people. If you are paranoid - you will want want 10 or more people to interview someone. If your interviewing team looks like this picture - lean that out, now.Read More
So what does a recruiter do with all this time on their hands? I mean 6 seconds on a resume - you could screen 10 resumes per minute, 600 resumes per hour, etc.
The good recruiters out there know that 8 out of 10 people are unhappy in their roles. They spend their time getting in front of people, not screening resumes.Read More
Same Ben here, but with Ramp Talent. Since I launched my recruiting and HR business, Apple has come out with two new iPhone X's and I launched a good business with an average website...
One year later and after lots of valuable feedback, I raised my game. Like changing my company name. That said - Secret Tech Sauce Talent is now Ramp Talent. The name is easier to say, PLUS - the name aligns with the work we do…
We ramp recruiting and HR for startups.Read More