Category: Blog

  • Master your next move: Insights from a corporate recruiting leader

    It was 2013 when I was having one of my hectic, too-much-to-do, and not-enough-time days as a newly promoted recruiting leader. Together with my team, we filled thousands of jobs every year.

    And, as I was walking into my boss’s office (I’m a really fast walker, even in heels) one of my colleagues said, “Are you running to another hiring emergency?”

    She was a friend so I laughed, but honestly? It bugged me.

    In those days, it wasn’t uncommon for an executive or manager to come by my office with their “hiring emergency.”

    It could be…

    … their budget for a new position was finally approved

    … they were falling behind on a project and the hiring wasn’t happening fast enough

    … they were just handed a new, high-priority initiative and they needed people yesterday.

    I took their needs and my job seriously so I did my best to accommodate their sense of urgency.

    ✔️ I would rearrange job requisitions so they could have a recruiter spending more time on their role,

    ✔️ I’d schedule an emergency meeting to figure out why things weren’t moving fast enough or,

    ✔️ I’d drop the project I was working on and look into the applicant tracking system to figure things out myself.

    It was in the middle of one of those moments that I realized that I was part of the problem.

    I was acting more like an anxious mom than a skilled practitioner.

    I had a great team who worked hard. And, we had some success, but the emergencies kept coming. And, we were all tired.

    I knew it was up to me to make the necessary changes to help my team be successful and help the executives and managers feel confident in our ability to deliver.

    I had to change the way I was working the problem.

    The answer? I created a framework.

    Within the framework were repeatable processes and simple systems. Instead of working each hiring need as a unique problem, I implemented the framework across my team so they could be used by everyone and I could make sure it worked!

    You’re probably familiar with the saying, you can’t manage what you can’t measure.

    And, by structuring our work into processes and simple systems that were repeatable, scalable, and measurable, it made it easy to figure out what we should keep doing and what we should stop doing.

    You may be wondering how I know it worked…

    👍🏼 First, people noticed. Executives and managers started giving us compliments instead of criticisms.

    👍🏼 Second, I used the data we got from our framework to inform recruiting decisions. This helped anxious hiring managers have confidence in our ability to recruit. Their requests for external recruiting help and our need for it diminished dramatically, which saved a lot of money and the reputation of the team improved as their skills and capabilities did.

    👍🏼 Third, I’ve used this same framework of processes and simple systems to hire for years across multiple industries.

    I’ve since taken what helped me and my teams successfully hire thousands of people and created a simple, repeatable framework.

    The clear path forward gives my clients peace of mind.

    I’m telling you this story because as a business leader, you’re no stranger to high-stakes situations and time-sensitive decisions.

    But have you applied this same level of strategic thinking to your job search?

    1️⃣ Create Your Own Job Search Framework

    Just as I developed a framework to streamline recruiting processes, you can create a personalized job search framework. This approach will help you move beyond the typical “spray and pray” or networking until the cows come home.

    👉🏼 👉🏼 External Action Step: Develop a systematic approach to your job search, including daily tasks, weekly goals, and monthly objectives.

    🌟 Internal Win: Celebrate taking action –regardless of the outcomes – because this is what you can control.

    2️⃣ Implement Simple Systems for Maximum Efficiency

    You’re used to juggling multiple priorities. By implementing simple systems in your job search, you can ensure consistency and save valuable time because you know what’s working and what isn’t.

    👉🏼 👉🏼 External Action Step: Create easy-to-customize templates for outreach emails, follow-ups, and thank-you notes.

    🌟 Internal Win: Close the loop in your brain when you want to say something meaningful with ease.

    3️⃣ Leverage Data to Inform Your Strategy

    Just as data-driven decisions improved our recruiting outcomes, you can use data to refine your job search strategy.

    👉🏼 👉🏼 External Action Step: Track metrics such as response rates to different types of outreach, success rates of various networking methods, and the ROI of your time spent on different job search activities. Use this data to continuously improve your approach.

    🌟 Internal Win: You won’t be wondering what works at your level.

    4️⃣ Position Yourself as a Solution to “Hiring Emergencies”

    Companies often have urgent needs. By positioning yourself as the solution to these “hiring emergencies,” you can create opportunities that didn’t previously exist.

    👉🏼 👉🏼 Action Step: Research target companies and identify potential pain points or growth areas. Craft your outreach messages to directly address these needs, showcasing how you can provide immediate value.

    🌟 Internal Win: You aren’t solely relying on reactive methods (referrals and posted jobs). Celebrate your creativity because you translated your skillset – you’re the aspirin, not the vitamin.

    I want to remind you that you aren’t just searching for a job – you’re strategically positioning yourself as the solution to a company’s most pressing needs – and building a career you love.


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    Refine your interview skills with these proven strategies!

  • [Part 2] On the scarcity of leadership opportunities

    Do you recall the shopping for jeans story in the last blog post?

    The moral of that story – you don’t have to try on every pair of jeans (apply to every job you could do) to find the one that fits.

    Going to the store (jobs market) with specifics already decided is your key to saying no without having FOMO (fear of missing out).

    Today’s email is part 2 and there’s a lot to consume in this newsletter.

    If you don’t have time to digest the whole newsletter, bookmark it for later and take these 3 appetizers for the road so you aren’t hungry for actionable tips.

    1. Not every application is worth its cost to you.

    Every job application you complete has a cost.

    The most obvious one is the time you spend completing the application (a tangible cost).

    There’s also the less obvious time costs:

    ➡️ The time you spent learning about the company

    ➡️ The time you spent looking up the people who work there (you aren’t the only one who does that 😉)

    Then there’s the intangible costs:

    ➡️ Your energy (ever have time, but no energy? Yeah, me too)

    ➡️ Your expectations (what if “this” happens?)

    ➡️ Your perspective (how long will it take to hear back?)

    2. You won’t get validation from the job market.

    In a competitive market, expecting validation from the job search process will only leave you with uncertainty.

    The market will toss you around like a beachball on an ocean wave crashing to shore.

    You may get tossed back out to sea or you may end up stranded on the shore.

    Either way, validation is not going to come from the market.

    Affirmation comes by honing your confidence and ability to communicate the value you deliver. This takes time and practice.

    3. You may have also seen my recent post about how the validity of 80% of jobs being hidden is suss. (I speak millennial once in a while).

    Here’s the post in case you missed it.

    Bottom line: That 1974 study doesn’t hold up 50 years later.


    Now onto the delicious and satisfying main meal …

    You’re here because you’ve already done the work to answer the formula,

    “I desire X job at Y company”,

    and you’re ready to gain an advantage in today’s executive job market.

    Let’s dive in!

    First Course: Build Your Awareness of Abundance

    Awareness = your perception of a situation.

    You look at the world and interpret it based on your perspective.

    Your awareness determines how you interpret what you see.

    Let’s summarize your social media feed in one phrase: You hear a lot of things about a lot of things from a lot of people.

    To combat this reality, you need this awareness.

    Landing a leadership position requires you to become aware of what to focus on.

    When something comes across your feed – ask yourself: “Is this worthy of my attention and retention?”

    Setting your intention daily to focus on what is worthy of your finite attention and retention means that you will:

    Be in the minority. Gripe sessions are popular on social media.

    Be selective. You hear a lot of things, but you get to decide what you retain.

    Be diligent. Protect your awareness of the abundance that already exists.

    👉🏼 👉🏼 Sidenote: If this sounds silly, that’s okay. I ask just one thing: consider that believing in the scarcity of opportunities is determining the actions you decide to take and the actions you take determine your outcomes.

    Second Course: Devote Your Attention to Gain Access

    Attention = directing your mind to notice something.

    It’s interesting to me that we say, “pay attention”.

    We pay with our attention.

    We pay with our decision to notice something.

    We all have a finite attention span so to focus your attention on gaining access means you’re devoting your focus to gaining entrance.

    The primary access channels:

    1️⃣ Who you know

    Expanding your network online and offline requires you to pay attention to the people who are in a position to offer support or access to something new.

    What does this look like?

    There’s several ways you can do this.

    Here’s how I’ve done it:

    👍🏼 I don’t accept every invitation to connect that I receive.

    👍🏼 I spend 4 days a week focused on building my network. The other days, I focus on other things.

    These two boundaries I have in place are just as important as the work I do within them.

    2️⃣ What you know

    Showcase what you know online.

    Because I know – and I hope you know – that your common knowledge isn’t common, there is a place for you to show up consistently and showcase your know-how.

    👉🏼 👉🏼 Consider this:

    Name 5 work colleagues/professional friends who do something similar to you.

    It’s very likely that you have lots of knowledge in common.

    Yet, even in that scenario, you have UNCOMMON knowledge related to:

    • Your lived experiences
    • Your specialized knowledge in the field
    • A class or certification that you attended/achieved
    • Your individual interests and priorities

    IMAGINE how compelling your knowledge is when you share it with those who aren’t in your immediate circle.

    3️⃣ How you know

    This is the most fun you’re going to have online. Finding simple and repeatable ways to show how you know provides individuals with the opportunity to build trust with you …

    … You in action

    … You sharing your stories

    … You learning and sharing how you learned

    Third Course: Become Absolute to Gain an Advantage

    Becoming absolute requires you to:

    🛑 Stop comparing

    🛑 Stop making long-term decisions based on a short-term outcome (like that rejection email)

    🛑 Stop filling in the blanks with information you don’t have

    Don’t do the don’ts before you do the dos!

    Here are 3 do’s:

    👉🏼 Build simple systems

    Now that you’ve built your awareness of abundance and devoted your attention to access, falling to the level of your simple systems will keep you from goals that go unfulfilled (thanks to James Clear for the nugget o’ wisdom).

    👉🏼 Boast about your achievements

    Not in a look at me way – in a look at what my clients/team was able to do – way.

    In my experience “I don’t like talking about myself” is code for “I don’t know how to share what I do comfortably.”

    👉🏼 Bond with others

    To combat the loneliness that creeps into a job search process, bond with others who you can learn from and share encouragement.

    Looking for new communities? Ask someone you know where they like to hang out. I’m always surprised by how many communities exist. Some I tap into for a time, and others stick with me long-term. Either way, I give and I get.


    Phew! That was a long one, thank you for making it to the end.

    What stood out to you as one immediate action you can take? I’d love to hear!

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  • [Part 1] On the scarcity of leadership opportunities

    Have you ever looked for something and then realized that it was right in front of you the whole time?

    I have…

    I’ve looked for my glasses that were on top of my head.

    I’ve also looked for my phone that was in my hand.

    It’s embarrassing to admit.

    Sometimes what we are looking for is right in front of us, but we don’t see it.

    When it comes to building a career you love,

    Are jobs at your level really scarce?

    A great-for-you job may not come along every day.

    Or maybe, it’s just hidden in plain sight.

    Before we can answer that question, we have to get on the same page. To do that, we’ll start at the beginning.

    Let’s dig in…

    Do you know where your career to go?

    When I was a leading a team of recruiters, one of my regular 1:1 questions was:

    what do you want to do next?

    I asked this because experience taught me that the majority of the individuals on my team would not stay in talent acquisition.

    It’s high-pressure and highly visible work. If you don’t love it, the burn out usually happens about three years in.

    In some instances, I was able to seek out opportunities within the organization for individuals to work on projects outside of recruitment.

    However, by far, the most common answer I got was, I don’t know.

    I don’t know meant:

    👉🏼 I’m busy and I don’t have time to figure it out

    👉🏼 I’m unsure where I want to invest my time

    👉🏼 I’m good where I am right now

    If you’re starting at: I don’t know what I want to do next because I can do so many things.

    You’re not alone.

    The job market changes fast and you don’t want to be left behind.

    And that’s the exact reason you don’t want to skip this first step.

    The big headlines are not actionable unless you’ve identified what matters to you.

    If you haven’t, you stay stifled and react to what comes your way or what you see others doing (thinking they must know something you don’t).

    A study published in the Journal of Vocational Behavior in 2021 found that individuals with a clear career vision and well-defined goals were 2.5 times more likely to report career satisfaction and advancement.

    If you are tired of waiting for someone else to decide for you:

    Take this action step:

    Before you start collecting information about available jobs or companies that are hiring or contacting your network…

    you must make a decision about what you desire to do next.

    (To decide means to cut)

    That’s step 1.

    Seems obvious, right?

    If I’ve learned anything from those 1:1s and the 50-something calls with business leaders in the last few months, it’s that most people can not fill in the blanks:

    I desire X job at Y company.

    Why do I think that level of specificity is necessary?

    Because …

    … company size impacts what you do all day

    … titles vary based on age and stage of company

    … you CAN do a lot of things, not all of them are things you desire to do

    (fear of missing a pivotal opportunity keeps our mouths shut on this one, it takes guts to say it out loud).

    Step 2: Take steps in that direction consistently for a defined period of time.

    That means you leave opportunities on the table because you decide that they are not worth the cost to you to apply.

    🙌🏼 One of my recent clients who did the work on this level of specificity, no longer felt obligated to spend every waking minute combing through a long list of jobs online.

    🙌🏼 Another realized that the last 10% of clarity she needed came after she took steps in a definite direction. Today, after removing “all the options”, she’s more enthusiastic about her career, not less.

    This proactive approach is a key difference between those who feel empowered in their careers and those who feel left behind.

    If that sounds like a luxury you can’t afford, ask someone who tossed aside this critical step to take what was available.

    In the conversations I’ve had, people regret settling more than sticking it out.

    But Sue:

    “I’ve advanced in my career by taking advantage of opportunities as they came up.”

    You’re right, it does work – you’re living proof.

    A reactive strategy isn’t bad, but it is limiting your options.

    While you can be successful in reacting to opportunities as they come your way, it’s contributing to your perspective that jobs at your level are scarce.

    It’s okay to start with I don’t know, but if you want to advance your career you must decide.

    It’s a choice you can’t afford NOT to make.

    Without a clear decision, you cannot take clear action.

    And your career advancement is merely a wish…

    Some day I will…

    I’d love to…

    Wishes are great for birthday cakes, but not your career.

    It takes definite steps in a definite direction

    This is not a one-and-done decision.

    Making your next move so you can build a career you love can be like finding a perfect pair of jeans.

    Going to the store (job market) and picking up a bunch of jeans off the rack you will quickly conclude that nothing fits (no jobs at your level).

    When you go to the store with a specific wash and style in mind, 90% of the jeans will not be for you so you don’t even bother trying them on.

    Thus, saving your energy, and enthusiasm for finding the right pair.

    If you have ever tried on 20 pairs of jeans and walked out of the store frustrated and still empty-handed, you know what I’m talking about.

    When you start with specifics, you aren’t distracted by the 90% of jeans sitting on the shelf, you are only concerned about the 10% that could possibly be your right fit.

    When you do find a possible pair for you in that 10% of jeans…

    👖 You can’t just look at them

    👖 You can’t just think about how they look

    You actually have to try them on if you want to really know how they will fit:

    Do they cut your abdomen in half when you sit down?

    Gap at the waist?

    You’ll only know when you put them on and get the resounding yes or the heck no.

    You’ll also know the right fit when it comes to a job:

    Yeah, this is right for me.

    Or

    Nah, now that I know more, this is not for me.

    I recommend 30 days

    If you take consistent, specific action for 30 days,

    it’s long enough to get real data and short enough that you aren’t running after another shiny object in just a week.

    You may not have full clarity in those 30 days but you’ll be one giant mother-may-I step closer.

    If it’s been longer than 30 days and you’re not even a baby step closer, take a second look.

    Ask yourself these questions:

    👉🏼 What actions have you taken consistently over the last 30 days?

    👉🏼 What did you uncover about what you want to do next?

    👉🏼 Are you more or less enthusiastic about your next career move?

    If you haven’t uncovered enough or you’re less enthusiastic, take another look at what you spent your time doing.

    You may be making too many adjustments too quickly or spreading your time and attention too thin.

    In other words:

    1. Decide

    2. Take specific steps for a defined period of time

    (I recommend 30 days)

    3. Make adjustments

    Stephen Covey said:

    “If the ladder is not leaning against the right wall, every step we take just gets us to the wrong place faster.”

    If you know what you want your next move to be, don’t miss the next newsletter – that one’s just for you!

  • The upsides and downsides of contract work while job searching

    Should you take contract work while you’re job searching for a regular full-time position?

    There are plenty of good reasons to take a contract position, a few downsides, and one critical thing you should not miss.

    Let’s dive in 👇🏼

    It doesn’t take long for business leaders to ask themselves if they should consider contract work when the job search is still underway.

    And if you’re a business leader, seeking a regular full-time role, you might be considering contract work while job searching.

    In the last edition of the newsletter, I talked about how a one-sided thing does not exist so let’s look at the upsides and downsides of contract work.

    First, the upsides (good reasons to accept a contract position)

    👍🏼 Bring in the moo-lah.

    This takes some of the pressure off of timing that is out of your control.

    👍🏼 Use your noggin.

    You want to stay sharp and keep your brain in tip-top shape and this is one good way to do that.

    👍🏼 Boost your ego.

    Shhh, you don’t have to talk about this one, it’ll be our secret. Even when you have a mutually agreed-to separation, there’s something about a new partnership, even if a temporary one, that feels good.

    👍🏼 Acquire new skills.

    While you’re most likely going to be hired to do something you do really well, there’s always new skills to learn and old skills to hone.

    👍🏼 Meet new people.

    The majority of business leaders I talk to have a very small network made up primarily of people they worked directly with including their vendors. This small circle is not ideal when you think about WHO is going to help you the most when you want to make a career move.

    In a large-scale randomized experiment involving 20 million people whose findings were published in Science Magazine and a subsequent Harvard Business Review article, your immediate coworkers, close friends, and family were LEAST helpful.

    So who was the most helpful?

    “Our findings uncovered the relationship between the strength of the connection (as measured by the number of mutual connections prior to connecting) and the likelihood that a job seeker transitions to a new role within the organization of a connection.”

    ~Harvard Business Review

    Next, the downsides (bad reasons to accept a contract position)

    👎🏼 Impact on your time.

    If you get into a new contract role, you’re going to go all in, and most likely, your job searching is going to take a back seat which becomes a real problem when contract work slows down (because most likely, it will).

    Mitigate this risk with a practical job search strategy: How to Bust Out of the Candidate Pack. 

    👎🏼 Short-term outcomes.

    If you’re reacting to short-term outcomes such as not getting interviews or receiving rejection emails, or, if you’ve been doing what you know to do to land your next role, but you aren’t getting any interviews, you most likely have a positioning problem.

    Taking a contract position isn’t going to solve that particular problem.

    It will only distract you for a short while and then you’ll be right back where you were (no interviews) only this time because it’s been a few months you’ve likely lost key positioning momentum.

    We’re about 17 weeks away from the end of the year and roughly 12 weeks away from Thanksgiving. Typically, hiring slows way down at the end of the year.

    You can mitigate this risk by zeroing in on your positioning. If you don’t know where to start, check out this edition of the Career Moves newsletter. 

    👎🏼 You have job search fatigue.

    And, you may be feeling defeated. Accepting a contract position will not make these feelings go away.

    It may distract you for a little while, but those feelings will be there, lingering in the shadows of your mind.

    If you want something to change, but you aren’t sure where to start, read: How to Navigate Out of Mid-Career Fog (a path for doers)

    One final note and yes, I saved the best for last.

    A confused recruiter doesn’t call.

    If you decide to take a contract position, make it crystal clear that you are doing so while job searching for your next full-time role.

    It’s becoming increasingly common for business leaders to accept contract positions and there are many advantages that we’ve already discussed. However, when a recruiter or decision-maker lands on your LinkedIn profile, you don’t want them to pause and wonder if you are building a business or looking for a full-time position.

    To avoid confusion use these clarifiers:

    In the title section of your experience, use whatever title you prefer: consultant, contractor then add: “(while pursuing full-time opportunities)”

    In the experience section do the same:

    “Contracted as a XX while pursuing full-time opportunities”

    Why do this?

    To clearly state your priorities. And yes, it’s true, a confused recruiter won’t call.

    The last word…

    Before you accept a contract position, be sure you have these 3 things in place:

    1. A practical strategy for your job search
    2. A very clear positioning statement if a full-time role is your goal
    3. Someone to hold you accountable.

    While there isn’t one right answer to navigating from now to next, there are effective and ineffective ways to get there faster.

    Have a burning question or a high-stakes interview coming up? Schedule a complimentary coaching call and let’s chat about your unique situation.

  • 3 Lessons for Leveraging Uncertainty

    Uncertainty.

    Is there anything more annoying than the uncertainty that shows up – uninvited – right after a layoff?

    It’s an unwelcome party crasher.

    Uncertainty about your future is like driving in a thick fog… you feel confident the road is beneath you, it’s just hard to see more than two feet ahead.


    In 2024, there seems to be more uncertainty rather than less.

    So,

    Are you ready for some good news?

    With uncertainty comes opportunity.

    Big, vibrant opportunities.

    How do I know?

    Simple: Uncertainty is not one-sided.

    In this world of time, space, and matter, a one-sided thing does not exist.

    There’s ALWAYS another side.

    I hope you find comfort in knowing you can embrace uncertainty because opportunity always comes with it.


    Think about it like this…

    When you’re certain, you aren’t looking for an opportunity.

    When you’re content,

    You are comfortable with how things are.

    In those moments of professional uncertainty when you find yourself in the tension of the unknown next steps and what your experienced and protection-focused brain tells you, can you look for the opportunity?

    It could be…

    • A chance to uncover something you didn’t even know existed.
    • A way to move forward that allows you to make the impact and the income you desire.
    • A playfulness in your imagination about what could be.

    I’ve lived through those moments of hazy indecision.

    It was a long and winding road (and not the good kind). Tears and frustration, even anger were on this road. I don’t recommend it.


    Here are 3 of the lessons I learned…

    Lesson One – Perspective (your perspective)

    Now that you know opportunity is on the other side of uncertainty, you can Go All In.

    Did you know that half-heartedness can contribute to burnout, lower self-esteem, and a lack of fulfillment? Did you know that the realities of half-heartedness are frustration, disappointment, and ultimately, bitterness?

    My teenage self can attest to the harsh truths of half-heartedness.

    When you go all in

    ⭐ You learn that you can adapt to unfamiliar circumstances

    ⭐ You recognize opportunities that others might miss

    ⭐ You pursue ambitious goals

    ⭐ You take calculated risks

    ⭐ You’re willing to evolve and even those things that you thought would never change are no longer “off limits”

    Lesson Two – Do Less (your performance)

    Ah, the joy of doing.

    You know it well.

    The sheer pleasure of a big, thick line that shouts “done”.

    But, when it comes to navigating the uncertain terrain, doing less is key to sustaining your performance.

    If you think you should treat your job search like a full-time job, don’t.

    Instead, think “quality” over “quantity” and focus on your highest-impact tasks and activities.

    The first step is to create your strategic plan.

    It starts with deciding (decide = to cut) what you desire to do next.

    Will this stay exactly the same over the next few months? Maybe, maybe not. That’s less important than the fact that you are making a decision and then taking action.

    Both action and inaction cause a result. When you take action, you get more clear. When you don’t, you stay stuck (period. The end. It’s not a great story, but it’s a true story)

    Lesson Three: Discipline (your parameters)

    A discipline is a prescribed pattern of behaviors, says Webster’s Dictionary.

    When you adapt your perspective and define your performance you will need to develop your parameters.

    Webster’s Dictionary also defines it as a system for activity.

    I like both definitions.

    They both remind me of one of my favorite James Clear quotes, “we don’t rise to the level of our goals, we fall to the level of our systems.”

    I’ve used a few different parameter-setting tools.

    👇🏼These are the ones that have made the biggest impact for me…

    ✔️ Time block your calendar

    I’m a fan of 20-minute blocks. If I need longer, I double it.

    ✔️ Establish your routine and update it as needed

    When I decided that I was going to up my workouts from three times a week to four, I also committed to increasing my daily protein intake (thanks to my world-ranked crossfit-loving, personal trainer sister for that key).

    ✔️ Track your progress

    You can’t manage what you can’t measure.


    If you find yourself in the fog of uncertainty, I encourage you to embrace it and trust that your next opportunity is just on the other side, even if you can’t see it right now.

    Get out there.

    You’ve got this.

  • The Goldilocks Problem With Job Posts

    Was Goldilocks onto something when she tried three different chairs, three separate bowls of porridge, and three distinct beds to find the one that was“just right? I’ve discovered in my conversations with decision-makers that they often share a very real concern with our fairytale protagonist.

    When faced with candidate selection, we want to hire someone who is “just right.” Which leads to the question: What is the fastest, most effective way to find candidates who are just right?

    We also have to ask: Is it possible to have too many candidates for a position? And how many are too few?

    Headlines scream at us to face the facts.

    In a recent article by Finances Online, 42% of companies say one of their biggest priorities is investing in tools that help to speed up hiring. Meanwhile, a G2 article tells us that companies lose as many as 89% of potential candidates due to a prolonged screening process.

    While much virtual ink has been spilled writing about the tactics and technologies that are shaping our world of recruitment, we lose valuable time and candidate interest when we forgo making the right first impression.

    Goldi didn’t settle for what would get the job done. She wanted the one that was “just right.”

    The Elusiveness of “Just Right”

    LinkedIn studied 4.5 million job posts and found that shorter job posts received more applicants than their longer counterparts. Those shorter posts, between one to 300 words, should include information about compensation, qualifications, and daily responsibilities.

    Not sure how many words that is? Guess what, you just read 277 words. Are you interested in finding out more? Your “just right” candidates will be, too.

    To make this actionable, let’s take a look at two very popular approaches to filling a candidate pipeline.

    Just about everyone, including corporate recruiters, agency staff, and senior leaders have this one thing in common: they all gather referrals. Now, given the retention rates of hires made when using this approach, it deserves its time in the spotlight.

    However, when employing this approach to fill the top of the funnel, coupled with the goal of making a strategic hire quickly, the “just right” approach seems to elude many referrers.

    It typically goes something like this: The executive recruiter sends out the job description to people in their network and to those whose online profile suits the job, as well as tapping into their formal or informal referral program. Most likely, there’s a brief note attached along with a well-worded call to action to “you or someone you know.”

    The downside is that while these programs and personal messages can be useful, they are also inconsistent. When you want to fill your pipeline with as many qualified people as possible, many of the people we know and the people they know are incompatible with what we need right now. There’s a long list of reasons that this happens. It could be the compensation, diversity targets, timing, or simply that they are happy where they are.

    This slows down the filling of the candidate pipeline, or the candidate pipeline gets filled with people who aren’t “just right,” and the recruiter now has to comb through resumes and contact referrals, which eats up their already pressed-for-time schedule.

    A second go-to strategy is the job posting.

    How quickly can you post the job? (If I had a nickel for every time a hiring leader said this to me.) In an effort to be responsive, not much thought goes into the internal process of “get the job posted.” Many dedicated recruiters fall into this do-it-fast trap.

    It becomes a throwaway step. Consider that after the flurry of activity necessary to get to this point: hand-wringing budget conversations, position description written, rewritten, and approved. Likely, a compensation analysis followed by another set of long approval processes, all of it bringing us to the point of sharing this amazing opportunity with the world, and what do we do?

    We post a list!

    The standard template goes something like this: A company headline — the big why or company tagline — and a list of benefits. Then add a laundry list of tasks and responsibilities. And finally the required knowledge, skills, and abilities.

    These status-quo job postings fall somewhere between ho-hum and looking like everyone else. Making messages all about you does little to ensure that your candidate pipeline is filled with the most qualified people.

    Can this approach work, nonetheless? Sure. But it’s like the too-hot porridge or too-soft bed. The mechanics aren’t wrong, per se, but they don’t get it “just right.” Even if you think there’s value in this approach, 72% of hiring managers say they provide clear job descriptions, while only 36% of candidates say the same.

    And given what we know about decreasing attention spans, what percentage of candidates are actually reading the entire job post? The reality is you have only seconds before a potential candidate decides whether your job is for them.

    It’s Not About You

    It’s important to put job seekers at the heart of your message effectively and efficiently by making your post easy to read, easy to refer, easy to respond to.

    Doing so will give you a competitive advantage. And so without any additional spend on technology or special tools, you’ll be able to stand out in a crowded space with a message unique to you. To accomplish this, you’ll need to go beyond citing compensation, qualifications, and responsibilities by explaining what people really want to know — the impact they are going to make by working with you, as opposed to your competitor.

    For example, a typical job post for a customer success manager will include a responsibility that will read: Responsible for responding to customer email inquiries in one business day. By making a change to the way we are communicating this responsibility, we can make a greater impact on readers by saying: Our customer success managers are paramount to our ability to delight our customers. Your ability to answer questions, respond to concerns, and escalate matters as necessary will play a key part in our ability to continue delighting them.

    Focus on your biggest differentiators and connect the dots for job seekers. Show them how the role connects to your company’s big why. You shouldn’t make them do this work and no, it’s probably not as obvious as you may think.

    At the same time, it’s important to use language with the reader in mind. By writing in a more human and personal way people can easily see themselves or their friend in the position. Since people will quickly self-select in or out, the results are timely and compatible with referrals because people like to refer their friends to jobs when they sound similar to how they talk about themselves. When we talk about our jobs with our friends, we naturally talk about our impact; we don’t rattle off a list of tasks.

    Ultimately, whether you’re pulling people into a recruitment process with referrals or relying on a job post to spread the word, using a message that centers on candidates is an adjustment you can make today without spending a penny.

    Doesn’t that feel good?

  • Recruiting Is the Best Reality TV That’s Not On TV

    I’m guessing that your reality TV time has crept up a bit…or, a lot. And, while I’m still waiting for Bravo to come out with a reality TV show about talent acquisition, I have enjoyed watching some reality TV shows that made me think of all the amazing TA professionals I know.

    In the world of talent acquisition, it doesn’t matter if you are an in-house recruiter or an agency recruiter. It doesn’t matter if you focus on executive talent or entry-level positions. The reality of being a talent acquisition professional is that some days you will shake your head at what your candidate/hiring manager/executive said/did. Similar to the last episode of The Bachelor (it doesn’t matter which episode, head shaking occurs at some point in every episode).

    You may find yourself questioning how you ended up as the referee with two leaders who sound a little bit like Kim and Khloe. Or, figuring out how you are going to deliver qualified candidates when the budget is about 20% less than the current market, like Frederick Echland on MDLNY trying to close a deal with a buyer who thinks market prices don’t apply to them.

    Recruiters are some of my favorite people. And, they helped me come up with this list just by being themselves.

    Intellectual curiosity like a judge on The Voice

    You know those moments when a new contestant starts to sing and each judge closes their eyes or moves to the music? They are focusing on the technical and artistic interpretation of the song. It’s not just the technical skill, it’s the heart and art of the song.

    Recruiters have to have be curious enough to evaluate the technical abilities (knowledge and experience) and the artistic abilities (what’s unique/special) of a candidate. This curiosity helps engage candidates effectively and build credibility with hiring managers and stakeholders.

    Flexibility like a chef on Chopped

    It never fails, the camera pans to the chef who has never used one of the secret ingredients or when the main dish burns and there are mere minutes left to pull a dish together. The chefs don’t crumble under the pressure, they adjust and keep going.

    Flexibility is a critical skill. Recruiters are all too often caught in the middle of drawn-out business decisions. Or, navigating the changes a senior leader wants to make to the skill set of their ideal candidates after you’ve spent two weeks scanning the market and building your candidate pipeline. Being flexible doesn’t mean you are working without a plan. It just means that you are able to adjust the plan in a tangible way and achieve desired results.

    Resilience like a contestant on The Challenge

    My daughter was watching The Challenge and I was very quickly swept up into the physical and mental tests that the teams were asked to maneuver. The contestants fell, got dirty, lost the game, and still, they forged ahead. Getting back up is never as easy as it looks. It is a necessary skill to master in order to be a successful recruiter.

    Resilience is the ability to bounce back. The good news is that it’s a skill that can be learned. The bad news is that you have to go through difficult things to develop it.

    People skills like a judge on American Idol

    I’ve never been a huge fan of American Idol. In the early days of the show, it was hard for me to watch some of the contestants who didn’t have much talent and yet, they are on TV singing their hearts out. Fortunately, it seems the current judges have some sensitivity to people’s feelings and not the Simon Cowell scowl of the early days.

    Great people skills don’t come naturally to every recruiter, but it is an essential skill for recruiters to have. People can be fickle and cranky. People can be difficult. Some days, if you are like many great recruiters I know, you are tired of dealing with people. Hopefully, those days are few and far between.

    A sense of humor like the guys on Impractical Jokers

    I’m not suggesting you go out and prank unsuspecting passersby, but I do believe that a sense of humor is like the glue that can help us hold it all together when the inevitable letdowns happen.

    The World Economic Forum noted that psychologists haven’t decided if a sense of humor can be taught. However, they do agree that a good sense of humor provides significant benefits to our mental and physical well-being. A good belly laugh releases tension, boosts the immune system (I’m looking at you, COVID-19), and releases endorphins.

    I believe that a sense of humor helps us keep a rhythm in life. Some things are out of our control. Some things just turn out poorly. A sense of humor gives us permission to relook at the situation/outcome with a less critical eye.

    Finally, BravoTV, if you’re reading this, I think you’re missing out on a whole ‘lotta good reality TV.

  • The Secret Successful Recruiters Know

    I recently ran a Facebook poll asking recruiters why they loved their job. The majority said, I like knowing I can make a difference.

    Here’s a screenshot of the poll.

    The secret to making that happen in one word is influence.

    Popular publications and media sites such as LinkedIn, Inc., Entrepreneur, and Forbes as well as university research make it clear that influence at work helps us to develop our careers, make progress in projects we care about, and position ourselves as someone who has desirable input.

    Two Types of Influence

    People have formal influence based on their job/title, but formal influence only goes so far. Informal influence, the ability to lead and sway others regardless of your position, is practical power. Practical because it doesn’t require a title, a degree, or a special designation. And, power because it is very difficult to get things done at work without it.

    In my experience, a recruiter’s influence at work will increase or decrease over time. Those who grew their influence have some similarities in the way they approach their work.

    Influential Recruiters are Specialists

    When we have a problem, we want to turn to a specialist we trust. We talk to friends and colleagues. We check reviews to read about other people’s experiences. This is true of plumbers, accountants, chefs…the list goes on.

    It’s the same in talent acquisition. Business leaders want to work with a recruiter who’s a specialist in their field. It creates an expectation that they know what they’re doing. And, when they’ve got the skills and hires to back it up, they build their influence.

    Influential Recruiters Know: Do > Say

    If a recruiter says that communication or collaboration is important to them when talking to colleagues, clients, or candidates, but that doesn’t sync up with people’s experience, the recruiter’s influence will diminish.

    It’s not hard to believe that all recruiters want to demonstrate positive values like communication and collaboration; however, it’s easy for good intentions to take a back seat to the daily pressure recruiters face.

    A recruiter with good intentions and a recruiter with influence may both be busy. The recruiters who build their influence are intentional to create habits that make good intentions a reality.

    Influential Recruiters Build Relationships

    Daniel Goldman made emotional intelligence (EQ) a popular topic with his 1995 book, Emotional Intelligence. Since then, EQ has maintained its appeal among HR and business leaders.

    It’s no surprise that a recruiter’s influence is dependent on their ability to build relationships. Their position requires that they speak with a significant number of people that no one else in a company will. And, recruiters will often rely on this network for referrals and sourcing new candidates. Recruiters need a high EQ to successfully traverse their role that sits at the intersection of candidates, colleagues, and clients.

    Our current remote working world and our future working world will require recruiters to double down on their EQ to create and maintain relationships that exemplify their personal values and the values of a company. Companies who invest in training that gives recruiters the tools to cultivate their EQ will be better positioned to reach diversity, inclusion, and equity goals as well as social impact and brand awareness goals they aspire to achieve.

    Final Thoughts

    An influential recruiter goes beyond finding and hiring great people. They are able to persuade others to follow their lead, build durable relationships, and can be trusted to keep the greater good in mind.

  • #Bethechange

    I would normally post a blog on my website and send out my weekly email to our online recruiter community today. But, my heart aches and it’s hard to focus as I try to comprehend the death of George Floyd while in police custody. Anger has turned into rioting in our cities. And, there’s a multitude of voices and opinions in the media.

    I found a quote from Dr. Martin Luther King, Jr. It’s from an address that he gave in 1967. It still rings true:

    What is needed is a realization that power without love is reckless and abusive, and love without power is sentimental and anemic. Power at its best is love implementing the demands of justice, and justice at its best is power correcting everything that stands against love.

    Injustice and inequality aren’t new problems. And, it’s encouraging to see companies take a stand and put their money where their mouth is.

    It’s my personal commitment to be a part of the change that I hope to see.
    It is my personal commitment to be a part of the change that I hope to see.

  • The Common Mistake Smart Recruiters Make When Hiring Contingent Workers

    Companies are adapting to the evolving market and their hiring needs have changed. As a recruiter, you may be asked to pivot your search strategies from full-time searches to hiring contingent workers. The big mistake a recruiter can make is not considering all their options.

    A Contractor By Any Other Name

    A contingent worker may be called a seasonal or interim worker. And, the two most common types of contingent workers, contractors and temporary employees, are terms that are sometimes used interchangeably. A recruiter shouldn’t make that mistake. And, each classification offers distinct advantages and disadvantages. Let’s take a closer look at the options.

    Let’s Tackle the Titles

    Contractors are typically hired through a third-party (staffing) firm or directly by your company. The second type of contractor is often called independent or 1099 contractors. 1099 refers to the tax forms that independent contractors receive in order to report their income to the IRS.

    Contractors are not employees and they are not on your company’s payroll. Third-party contractors are paid by their employer, the staffing firm. Independent contractors are paid when they submit invoices to your company. Additionally, contractors are not eligible for benefits through your company.

    temporary employee is hired and paid via your company’s payroll. Temporary employees can be exempt or non-exempt based on the Fair Labor Standards Act (FLSA) rules. The FLSA lays out “duties” tests to provide employers guidance on exemptions: administrative, executive, and learned professional. Job responsibilities must meet the standards of one of the tests AND the salary test. As of January 2020, the FLSA set the minimum salary at $36,568 or $684 per week.

    Let’s Talk Pros and Cons

    There are distinct advantages and disadvantages of each type of contingent worker.

    Hiring a third-party contractor through a staffing agency can save time because the firms have access to a large talent pool. This option can also mitigate risk because you can onboard and offboard contractors as needed. And, without new hire paperwork, many companies have abbreviated onboarding practices for contractors which means a contractor can start working more quickly than a new employee.

    The biggest drawback of hiring through a staffing agency is the administrative fees. Fees of fifty percent or more can be added on to hourly rates. And, if you decide to hire the contractor as a full-time employee, you may be required to pay additional fees, sometimes called a buy-out fee. Another consideration is the contractor mindset. Contractors who work through agencies may work with more than one firm and I have experienced situations when a contractor leaves a project for a higher rate at another company. Additionally, reliance on a staffing agency will hinder an internal recruiter’s ability to build their knowledge of the market.

    Independent contractors are often specialists who started small companies (often a LLC, or limited liability company) or sole proprietors. They provide specific expertise and they are usually hired on an hourly or project basis without additional fees paid or benefit eligibility. The relationship can look very similar to employees and companies should limit their contractor engagement to a defined time frame or project. And, companies should be sure not to engage in typical employee requirements such as requiring where and when to work. One of the disadvantages of hiring an independent contractor is that they often require contract creation and negotiations which can take valuable time to review and finalize before a contractor can begin working. Finally, independent contractor agreements should be carefully reviewed for work product ownership.

    The two main benefits of hiring a temporary employee are the flexible timeframe (you can hire a temporary employee for the long term or short term) and the significant savings realized by hiring someone directly to your payroll without any mark-ups or buyout fees. As a recruiter, you also gain useful market insights that you would not have learned if hiring a contractor. And, finally, you may find that your temporary employee turns out to be the ideal full time, regular employee. The downside of hiring a temporary employee is the time it takes to source, interview, and hire a new employee compared to the speed of picking up the phone and calling a staffing firm.

    Let’s Talk Strategies

    Third-party contractors are hired through a staffing firm. And, staffing firms come in all shapes and sizes. Engaging a third party should start with a discussion about their success rate for the types of positions you need to hire. It’s important to understand if they can move at the pace of your business and be flexible as business needs necessitate.

    If you have a standard contract template, start with your own contract. If not, take a good look at their contract and determine where you can negotiate. The terms and conditions of the contracts are a starting point for discussion and should be negotiated to be a win-win for both companies.

    Independent contractors can be found through networks of former colleagues or professional associations. Working with former colleagues can be beneficial as they have an inside track to how work is done as long as the work assignment doesn’t blur the lines of employee and contractor.

    In addition to referral networks, online platforms have popped up over the past few years that provide access to skilled professionals for a short-term need. Flexjobs, Fiverr, Upwork, and CloudPeeps are a few that have skilled professionals ready to partner with companies. Side note: there may be a fee to post jobs.

    Sourcing strategies for temporary employees will be some configuration of sourcing channels used to hire regular, full-time employees (I use “regular” instead of “perm”, I don’t like the inference of a “perm” employee. Semantics? Maybe). There are only ten sourcing channels available at any time. They are staffing agencies, company career sites, referral programs, social media, job boards, associations, company ATS, current employees, career events, and networking.

    Companies are trying to fill contingent worker openings as quickly as possible; it is beneficial to focus on those who are already familiar with your company. Email blasts using your applicant tracking system, optimizing your referral program, and posts on your company website should be a part of your strategy. And, as COVID-19 has impacted many capable and qualified folks, new sites are popping up on a regular basis that showcases companies who are currently hiring. Here’s one on LinkedIn: LinkedIn Now Hiring: https://www.linkedin.com/pulse/heres-whos-hiring-right-now-andrew-seaman/

    Options are a good thing. It’s a valuable exercise to discuss the advantages and disadvantages of the different types of contingent workers and to be ready to offer guidance. By doing so, you ensure that your company follows DOL guidelines and meets business needs.

    You can read more about general FLSA guidance or IRS information about the classification of employees and contractors.